The Business Problem and Objectives - Research Proposal Example

?Research Investigation and Proposal Table of Contents Table of Contents 2 Phase The Business Problem and Research Objectives 3 Background Information 3 2. The Broad Problem Area 4 3. List of the Information 5 4. Research Objectives 6 Phase 2: Literature Search and Review 8 1. Literature Search 8 1.1.Sexual Harassment in Workplaces 8 1.2.Government Policies and Regulations and Business Code 10 1.3.Impact of Sexual Harassment in Workplaces and Recommendations 11 2.Conclusion (Relevance of This Information) 12 3.Conclusion (Remaining Gaps in the Knowledge) 14 Phase 3: Primary Research Proposal 16 1. Research Objectives 16 2. Approach to the Problem 16 3. Details of the Research Methodology to Be Applied 17 17 i. The Specific Research Technique to Be Used 18 ii. The Population and Sample to Be Used 18 iii. Suggested Questions/Topics to Be Investigated 19 19 References 21 Phase 1: The Business Problem and Research Objectives 1. Background Information David Jones (DJs) is often regarded as one of the oldest retailing departmental stores located in Australia. The company was established in the year 1838 selling the most exclusive and best quality goods in Sydney. The single store of the company has now expanded to around 35 retailing stores all around Australia. The company also possesses two warehouse outlets for providing quality products at a much convenient way to its targeted customers. The company has been offering supreme branded products in relation to fashion, home and beauty care markets. Moreover, the company with its rich quality products is recognised to be the oldest retailing departmental store in the global context for performing trading activities with its original name. After 175 years, the company is still renowned for its stylish and fashionable garments within the targeted consumer market. Furthermore, the company is well-known for employing some of the top designers and famous brand ambassadors like Jessica Gomes in its promotional tactics (David Jones, 2012). The vision of the company has been to offer better shopping experiences to its customers each time they visit the departmental stores. Additionally, in order to flourish the business operations, the company is further required to maintain its brand through improved quality services [1] (David Jones, 2013). However, the company is observed to be involved with certain ethical issues in relation to its business operations. As a result, the company has also been recently criticised based on sexual harassment cases engaging its employees in Australia. The first case was identified as related to the promotional techniques used by the company in terms of advertisements which are considered to be unethical for eroticising as well as sexually exploiting children. In this regard, a case was filed with the Federal Court which is located in Sydney against DJs for sexualisation of children or minors in its promotional tactics. The executive director of Australia Institute also criticised the company for promoting its garment products by using sexualised images of children through ads on internet and flyers among others (Horin, 2007). There has also been a recent sexual harassment case lodged against the company by Kristy Fraser-Kirk, a 25 years old woman working as a junior publicist in DJs. She lodged a complaint against the former chief executive officer of DJs named Mark Mclnnes for sexually harassing her. With respect to the complaint filed, she seeks to acquire 5% of the profit of DJs as well as 5% of the salary of Mclnnes which cost the company a considerable amount of expense to resolute the issue (Kontominas, 2010). 2. The Broad Problem Area The business problems which can be apparently observed with reference to the recent performances of DJs relates with its unethical business practices and management in relation to sexual harassment. It has been perceived that DJs was involved with promotional techniques or activities which included advertisements which were criticized as well as recognised to be unethical. These advertisings were alleged to consist of erotic images of minors which were further claimed as unethical sexualisation of children and were also termed as a serious corporate offence. These promotional tactics were also recognised to be hampering the business ethics and code of DJs. The performance of the company was also affected for the involvement of chief executive officer in a sexual harassment case. This case symbolises that there was an absence of ethical code as well as practices to be adhered by employers for conducting the business operations in a fair and just manner. The company also lacked effective Human Resource (HR) policies as well as management system which hampered the working culture and environment for the employees in the company (Horin, 2007). 3. List of the Information The problems of unethical business practices as well as incidents relating to sexual harassment are often observed to be affecting the brand image of the company on the whole. Moreover, these incidents are also observed to be affecting the performance of the company at large in the long-run. In this regard, the DJs is required to reformulate effective as well as efficient HR policies and business ethics code of conduct which will assist it in providing better working environment for the employees. The main focus of the management of the company will be thus to perform business operations ethically. Moreover, the management should seek that employees, directors and managers are provided with adequate training in order to effectively ascertain the ethical practices adopted by the organisation. All these will facilitate in understanding that the code of conduct formulated by the company is successful in governing the workplace, compliance with legal procedure and risk management [2] (David Jones, 2013). Furthermore, the company is also required to adopt a well-structured and transparent complaints policy with the intention of providing better opportunities to employees for lodging any complaints with confidentially and assuring a fast response (Macinnis, 2010). Furthermore, the leaders of the company should be proficient in making decisions with due concern towards ethical concerns. The government of Australia is also required to take initiatives with the objective of minimising sexual harassment cases inside workplaces and unethical business practices. The list of information is as follows: The company is required to adopt more effective HR policies and business codes with the intention of improving its business practices The employees, managers and directors should be provided with appropriate training facilities The company should acquire a well-structured complaint policy for employees to lodge their complaints instantly and appropriately The government should formulate policies in order to mitigate the issues sexual harassment in workplaces 4. Research Objectives The objectives of the research will be to determine the reasons which are observed to be responsible for influencing and giving rise to unethical business practices. Moreover, the research will also ascertain the causes accountable for sexual harassment inside the company. Correspondingly, the major objective of the research will be to ascertain the practices of business ethics, HR policies and effective management system. The role of leaders of the company is therefore required to be improved in order to motivate employees to perform their business operations ethically. The objectives will be as follows: Factors accountable for the rise of the issue of sexual harassment in workplaces Leading causes of unethical business practices Role of business ethics, HR policies and management system will be discussed The role of leadership in companies Phase 2: Literature Search and Review 1. Literature Search 1.1. Sexual Harassment in Workplaces Recent reports depict that the ratio of sexual harassment has been observed to increase to a significant percentage in the workplaces of Australia (Broderick, 2008). Broderick (2008) stated that sexual harassment is recognised to be any sort of unwanted nature of sexual conduct which intimates a person to feel humiliated and offended on the basis of their gender characteristics. Sexual harassment at workplaces is determined to be of numerous forms which include hugging, touching and commenting as well as emailing and messaging which are sexually explicit in nature. It has further been observed that large numbers of female employees have faced sexual harassment incidents as compared to male (Charlesworth & et. al., 2009). As stated by Charlesworth & et. al. (2009) ascertains that sexual harassment is recognised to be an important issue in workplaces. The employers of companies are thus required to impose legal provisions in order to minimise the problem of discrimination as well as sexual inequality among employees. Moreover, the policies as well as legal provisions which are implemented inside workplaces are required to be informed to employees both at individual as well as organisational levels in order to mitigate the problem of sexual harassment and other similar ethical issues (Charlesworth & et. al., 2009). According to O’Haloran (2012), cases of sexual harassment in workplaces have often been observed as committed through the use of social media, internet and messages that contain texts which are explicitly sexual in nature. The augmented utilisation of technology inside organisations is the major cause leading to sexual harassment among employees. Sexual harassment of all sorts is thus prohibited in accordance with the legislation of both the state as well as federal government (O’Haloran, 2012). As stated by King (2012) sexual harassment is recognised to be a risk for businesses as it may hamper the image of organisations in the market segments in the global context. Moreover, sexual harassment may also affect employees of the organisations by degrading their values and commitment towards the management. King (2012) also stated that sexual harassment is determined to be a major cause for affecting corporate image and employees in the 21st century context. The report published by Australian Human Rights Commission (2012) signifies that sexual harassment is a sort of sex discrimination offence. The findings of the report further state that one out of five women in workplaces of Australia face sexual harassment. On the other hand, one out of twenty men in Australia is observed to have suffered sexual harassment in their workplaces. The article published by Australian Human Rights Commission (2012) further implies that sexual harassment can be of different sorts such as physical, indirect and verbal. Sexual harassment has been made unlawful under the ‘Sex Discrimination Act’ in different sectors by the Australian government which majorly includes education and employment. Notably, in the current day phenomenon, it has been observed that sexual harassment is the most common problem observed in workplaces of organisations which is ascertained in accordance with the complaints received by ‘Australian Human Rights Commission’. Technologies such as mobile phones, emails and social media communication modes are recognised to be used in sexual harassment acts, mostly in the present day context (Australian Human Rights Commission, 2012). According to Mackay (2009), the problem of sexual harassment is recognised to be a persistent issue in the workplaces of Australia. Mackay (2009) also stated that the employers are required to practice their duties responsibly with the motive of minimising this issue inside workplaces. Moreover, a ‘complaint-based system’ should be eliminated and positive duties should be implemented in order to prevent sexual harassment at all the organisational levels in an effective manner. It is worth mentioning in this context that the ‘complaint-based system’ is based on the notion of taking legal measures or actions immediately after the occurrence of sexual harassment. On the other hand, positive duties suggested should be based on the notion of preventing the occurrence of sexual harassment where positive duties will also assist towards equality of gender (Mackay, 2009; Sexual Harassment in Australia, 2012; ABC, 2013). 1.2. Government Policies and Regulations and Business Code The report published by ‘Equal Opportunity Commission of South Australia’ (2012) implies that the ‘Sex Discrimination Act’ was formulated in the year 1984 with the intention of mitigating the issue of gender discrimination within workplaces and other spheres of the society registered by women. The act signifies that any sort of discrimination is to be regarded as unlawful. In this regard, discrimination in relation to sex, pregnancy and marital status are considered to be unlawful under the policies briefed by the government of Australia. Moreover, the report of ‘Equal Opportunity Commission of South Australia’ (2012) also signifies that sexual harassment is determined to be unlawful under this act. The act offers legal provisions of providing equal opportunities to women in a workplace [1] (Equal Opportunity Commission of South Australia, 2012). In accordance with the ‘Equal Opportunity for Women in the Workplace Act’, women are required to be promoted on the basis of their merit during employment irrespective of their gender [2] (Equal Opportunity Commission of South Australia, 2012). Based on a similar context, Pike (2012) stated that women who have suffered and complained about sexual harassment are observed to be agonised in a great level in their future workplaces. It has also been observed that that the numbers of women who face sexual harassment are mostly under the age of 40 years. Pike (2012) also noted that women who are engaged with accommodation, cafes, education, retail and health as well as community services are recognised to be the major ones facing sexual harassment problems. According to the article published by Queensland Government (2013), organisations in Australia are required to adopt certain standards or code of practices in order to minimise unethical business conducts and sexual harassment problems. These standards or codes will provide specific principles in accordance with which employees are required to conduct their business operations. The report of Queensland Government (2013) further signifies that these standards will facilitate employees with better guidance as well as advisory functions in order to make decisions in an ethical manner (Queensland Government, 2013). 1.3. Impact of Sexual Harassment in Workplaces and Recommendations Sexual harassment in workplace is recognised to impact the business operations with substantial costs (Department of Premier and Cabinet, 1996). The report published by ‘Department of Premier and Cabinet’ (1996) implies that sexual harassment in organisations may lead to the loss of productivity, hamper the image or reputation of an organisation on the worldwide market segments and reduce morale among employees. Furthermore, in case of any legal action taken by an employee for sexual harassment in the workplace, the employers of such organisations are required to disburse damage or fine to the suffering person. In this regard, organisations should formulate policies for its prevention in workplaces. The report of Department of Premier and Cabinet (1996) hereby signifies that management principles and codes are formulated and implemented with the intention of creating a better working environment where people are treated with dignity as well as respect. Moreover, there should be an effective communication inside the workplace with the motive of developing better trust and morale amid the staff members (Department of Premier and Cabinet, 1996). 2. Conclusion (Relevance of This Information) The literature reviews which are performed for this research purpose will assist in understanding various facts in relation to the extent with which there is a rise of the issue of sexual harassment in workplaces in Australia. Based on the primary understanding, it can be further comprehended that the major reasons or factors which are accountable for the increased rate of sexual harassment cases in workplaces in Australia are lack of effective policies and business codes and ethical conducts within the organisations. Contextually, it can be observed that the problem of sexual harassment imposes significant impacts on the performances of organisations not only in the long-run but also in the short-run. Moreover, this problem has also been demonstrated to affect the morale of employees by a large extent. In this regard, the government of Australia has been focused on formulating as well as implementing various policies and measures with the intention of preventing sexual harassment problems in workplaces. The employers of organisations are also required to adopt principles and policies in order to improve the working environment for employees. Contextually, all these policies formulated and implemented by employers as well as government will aid in preventing sexual harassment among employees in workplaces. Notably, the information gathered from the literature review can be comprehensibly observed in the below table. Information acquired from the literature review The literature reviewed above reveals that the issue of sexual harassment has increased substantial within companies Lack of effective policies and regulations are considered to be the major factors responsible for the uprising of sexual harassment incidents in corporate culture This issue is observed to be negatively impacting businesses on various aspects including their performances, brand images and employees loyalty among others 3. Conclusion (Remaining Gaps in the Knowledge) The research study can be observed as entirely based on secondary data, i.e. internet sources, articles and journals which may restrict the feasibility of this project by a certain extent. Hence, primary data inclusion in the study will also be considered in order to mitigate this particular limitation. Moreover, the information which has been acquired from the governmental sites about sexual harassment revealed that there are many people, who have faced sexual harassment, but decide not to lodge any complaints. In this regard, there may be certain gaps prevailing in the preliminary understanding obtained in this project owing to which a primary research should be conducted with the intention of obtaining more relevant information. The identified gaps have been comprehensively described in the below table. Gap remaining in knowledge The research has been primarily conducted on secondary data which can minimise the feasibility of this research Primary data for this research should be acquired in order to increase the practicability and applicability of the findings obtained from this research study There are people who have suffered from sexual harassments but restrained themselves from lodging any complaint and thus were not included in the prior studies which restricts the scope of the research significantly Phase 3: Primary Research Proposal 1. Research Objectives A primary research will be conducted with the objective of performing this project based on sexual harassment among employees in workplaces intended towards obtaining better information and knowledge which would further be used in recommending beneficial strategies to mitigate such problems. Moreover, with the assistance of primary research will aid in acquiring more appropriate information directly from employees of fashion industry organisations operating in Australia. This research study will also assist in determining the appropriate reasons for the causes of sexual harassment in workplaces with greater efficiency. The main objectives of the research are as follows. Collect primary data from employees who have faced sexual harassment Collect relevant information from employees of fashion industry 2. Approach to the Problem The primary research study of this project will be based on a combined approach of qualitative and quantitative data. The combined approach will further focus on the inculcation of both exploratory and causal methodologies. The exploratory methodology will assist in recognising as well as exploring different factors or reasons which are seemed to be responsible for the increased rate of sexual harassment in workplaces, taking the case example of DJs. After conducting the exploratory methodology, a causal method will be applied with the aim of determining the causes which led to the occurrence of sexual harassment situations in the workplace. Furthermore, the causal method will aid in investigating the current cultural aspects inside workplaces of organisations and determine the cause as well as effect relationship from the information which will be acquired through qualitative and quantitative data. 3. Details of the Research Methodology to Be Applied Fig: Research Methodology i. The Specific Research Technique to Be Used The research technique to be utilised for conducting the primary research for this particular study will be surveys. The survey technique will be effective in acquiring relevant information from employees of fashion retailing sectors which are operating in Australia. Moreover, with the assistance of this technique, information in relation to working culture and employee relationship will be acquired from different fashion retailing companies of Australia. ii. The Population and Sample to Be Used The survey will be conducted in different fashion retailing companies which are operating in Australia. The survey will be conducted on the employees of fashion relating organisations with the motive of recognising the working environment and culture which exists inside workplaces. The sample size of the survey will be 50. However, significant challenges might be faced when implementing the survey process owing to the fact that respondents might feel reluctant in responding to any question directly emphasising on their sexual harassment problems. Therefore, the sole concern when developing the questionnaire will be to avoid making any comments or interrogative remark which could affect the psychology of the respondents and hinder their values. Due regards will also be rendered towards obtaining a free consent from the respondents prior to their engagement in the study conveying them about the sole intention of the research along with an assurance to maintain confidentiality. The primary research study will assist in identifying various reasons or factors which are responsible for the occurrence of sexual harassment incidents directly from the employees of fashion retailing companies. Moreover, the reasons or causes of the sexual harassment incident of DJs can be related with the information gathered trough the survey in order to ascertain the appropriateness of the research study. iii. Suggested Questions/Topics to Be Investigated 1. Age: 2. Sex: Male Female 3. Employment position: 4. How will you define sexual harassment in workplace? .................................................................................................................................................................................................................................................................................................................. 5. Do you know anyone who has faced sexual harassment situation in their workplace? Yes No 6. If YES, would you please like to state the event or occurrence? .................................................................................................................................................................................................................................................................................................................. 7. Do you agree that such incidents are being increasingly reported these days? Yes No 8. What are the reasons which you feel are acting behind the increasing occurrences of sexual harassment in workplaces? .................................................................................................................................................................................................................................................................................................................. 9. Will you agree that in previous decades, women or men used to face such issues but restricted themselves from reporting complaints which resulted in less numbers of assaults recorded than it is today? .................................................................................................................................................................................................................................................................................................................. 10. According to your understanding, what could be done to minimise sexual harassment? .................................................................................................................................................................................................................................................................................................................. References ABC, 2013. Survey Shows Workplace Harassment Still Rife. News. [Online] Available at: http://www.abc.net.au/news/2012-10-30/survey-shows-sexual-harassment-still-rife-in-workplaces/4341622 [Accessed April 11, 2013]. Broderick, E., 2008. Effectively preventing and responding to sexual harassment: A Code of Practice for Employers. Sexual Harassment. [Online] Available at: http://www.humanrights.gov.au/sexualharassment/employers_code/COP2008.pdf [Accessed April 11, 2013]. Charlesworth, S. & et.al., 2012. Formal Complaints of Workplace Sexual Harassment Lodged with Australian Human Rights and Equal Opportunity Commissions. Documents. [Online] Available at: http://w3.unisa.edu.au/hawkeinstitute/cwl/documents/sexual-harassment-report.pdf [Accessed April 11, 2013]. David Jones, 2012. The Story of David Jones. About David Jones. [Online] Available at: http://www.davidjones.com.au/About-David-Jones/The-Story-of-David-Jones [Accessed April 11, 2013]. [1] David Jones, 2013. Code of Ethics and Conduct. Files. [Online] Available at: http://www.davidjones.com.au/For-Investors/-/media/Files/Corporate/Investors%20new%20PDF/Code%20of%20Ethics%20and%20Conduct%20Website%20May%202012.ashx [Accessed April 11, 2013]. [2] David Jones, 2013. Annual Report 2012. Media. [Online] Available at: http://www.davidjones.com.au/-/media/Files/Corporate/Presentations/2012/David%20Jones%202012%20Annual%20Report.ashx [Accessed April 11, 2013]. Department of Premier and Cabinet, 1996. Harassment Free Workplace Policy and Guidelines. Assets. [Online] Available at: http://www.dpc.nsw.gov.au/__data/assets/pdf_file/0010/16021/Harassment_Free_Workplace_Policy_and_Guidelines.pdf [Accessed April 11, 2013]. [1] Equal Opportunity Commission of South Australia, 2012. Sex Discrimination Act. Australian Laws. [Online] Available at: http://www.eoc.sa.gov.au/eo-you/discrimination-laws/australian-laws/sex-discrimination-act [Accessed April 11, 2013]. [2] Equal Opportunity Commission of South Australia, 2012. Equal Opportunity for Women in the Workplace Act. Australian Laws. [Online] Available at: http://www.eoc.sa.gov.au/eo-you/discrimination-laws/australian-laws/equal-opportunity-women-workplace-act [Accessed April 11, 2013]. Horin, A., 2007. DJs Goes To Court Over Erotic Ads Claim. National. [Online] Available at: http://www.theage.com.au/news/national/djs-goes-to-court-over-erotic-ads-claim/2007/02/04/1170523960968.html [Accessed April 11, 2013]. King, S., 2012. Sexual Harassment In Australia – What’s Going On?. Home. [Online] Available at: http://www.aim-nsw-act.com.au/news/sexual-harassment-australia-%E2%80%93-what%E2%80%99s-going [Accessed April 11, 2013]. Kontominas, B., 2010. David Jones Sex Harassment Case: Publicist Sues for $37m. Article. [Online] Available at: http://www.smh.com.au/business/david-jones-sex-harassment-case-publicist-sues-for-37m-20100802-112iw.html [Accessed April 11, 2013]. Mackay, A., 2009. Recent Developments in Sexual Harassment Law: Towards A New Model. Deakin Law Review, Vol. 14, No. 2, pp. 190-217. Macinnis, A., 2010. Keeping up with the (David) Joneses. Publication. [Online] Available at: http://www.dibbsbarker.com/publication/Keeping_up_with_the__David__Joneses.aspx [Accessed April 11, 2013]. O’Haloran, P., 2012. Cyber-Sexual Harassment at Work. Internet Law Bulletin. [Online] Available at: http://www.rigbycooke.com.au/skillsEDIT/clientuploads/94/Cyber%20Sexual%20Harassment%20at%20Work_2.pdf [Accessed April 11, 2013]. Pike, B., 2012. Sexual Harassment Rising As Women Who Speak Out Are Silenced. Herald Sun. [Online] Available at: http://www.heraldsun.com.au/news/sexual-harassment-rising-as-women-who-speak-out-are-silenced/story-e6frf7jo-1226505586144 [Accessed April 11, 2013]. Queensland Government, 2013. Standard of Practice. Corporate. [Online] Available at: http://education.qld.gov.au/corporate/codeofconduct/pdfs/det-code-of-conduct-standard-of-practice.pdf [Accessed April 11, 2013]. Sexual Harassment in Australia, 2012. Causes, Outcomes & Prevention Project. About the Project. [Online] Available at: http://www.sexualharassmentinaustralia.org/ [Accessed April 11, 2013]. Read More