The Five Factor Personality Test Essay - 1082 Words

1. I have taken the initiative to, as the textbook suggested, go online to http://www.personalitytest.org.uk/ and take the five-factor personality test. The assessment scored my personality as follows: Extraversion – (21) relatively low Agreeableness – (16) relatively low Conscientiousness – (36) about average Neuroticism – (16) relatively low Openness – (29) relatively high The website clarifies that, â€Å"†¦ relatively low means your score was in the bottom 30%, relatively high in the top 30%, and about average somewhere in the middle.† It is also notable to add that the website encouraged that discretion should be used when reviewing one’s results. Furthermore, it was explained that instead of â€Å"concentrating on particular scores† one should try to â€Å"interpret†¦results on the basis of the overall pattern.† Generally, what I have derived from my test results is that I have a cynical attitude, as put forwarded by my low agreeableness and extroversion score. I do not get along well with most people since I am highly critical of the incompetence of others and also maintain a healthy amount of suspicion of strangers’ intentions. I also attest that my asocial behaviors do not emerge from personal insecurities or negative opinions I hold against myself. Considering my low score in neuroticism, I can reason that I am a calm and collected, arguably inexpressive, individual. I think this is because I do not believe my feelings are valued by others who I do not know, so I seeShow MoreRelatedThe Five Factor Personality Test949 Words   |  4 PagesThe purpose of the Five Factor Personality Test is to reveal what my personality is like through the feedback at the end, given in 5 small paragraphs, breaking down what each factor means. This also reveals how my interaction with people is like and how I am emotionally and mentally. The test will give me an idea how I am actually like and comparing my scores with other people to see how different everyone is to each other. The 1st Factor is Extraversion (AKA Surgency) and the score I received forRead MoreFive Factor Personality Test Scores775 Words   |  4 PagesFive Factor Personality Test Scores I was excited to take The Five Factor Personality Test, since I have taken it before and would like to see if there were any significant changes within my personality traits. After finding my results, it concluded no significant change. My extraversion score was a 42, which is relatively high. My agreeableness score was a high of 33. My conscientiousness score was 35, which is an average score. My neuroticism score was a 30 and my openness score was a 29, bothRead MoreThe Five Factor Model Of A Personality Test1621 Words   |  7 PagesFive Factor Model Individuals are often confronted with situations in which they only have very little information about the persons they have to interact with; to handle such situations, have been shown to spontaneously form first impressions in an extremely fast manner (Walker Vetter, 2016, p. 609). Personality allows an individual to obtain a specific amount of information about the person as a whole. Within this paper, one will discuss each trait originated under the five factor modelRead MoreFive Factor Model Of Personality Test Essay784 Words   |  4 PagesFive Factor Model of Personality Test Everyone we meet in life will have a different personality. Understanding personality traits can be useful for counselors. Counselors can use personality assessments to learn what influences a person’s development. I took Buchanan’s personality test to discover my personality style. Buchanan’s quiz uses the Five Factor Model of Personality Test (FFPT). Buchanan’s questionnaire covered topics of extraversion, agreeableness, conscientiousness, neuroticism, andRead MoreThe Keirsey Temperament Sorter And The Big Five Personality Test1200 Words   |  5 Pages Personality is defined as the unique way in which each individual thinks, acts, and feels throughout life (Ciccarelli, 2014). Numerous individuals are curious in regards to their actions and how their mind works, thus leading companies to create personality tests, in order to provide individuals with some perspective on their personality. While individuals can take personality tests for leisure, personality tests are often utilized in situations such as job interviews, diagnosing mental disordersRead MoreThe Literacy And Understanding Of The Inuit Children1492 Words   |  6 PagesThe hypotheses will be to test whether d ifferent personalities can be or cannot be observed in a group of pre-teens from the Inuit children from northern Canada who will be fluent in the Inuktitut language. The questionnaire will be prepared based on the level of literacy and understanding of the Inuit children. The SPSS software will be used to assess the Big Five (Five Factor Model) Personality Factors (Costa McCrae, 1995). The questionnaires will be translated in the Inuit language and willRead MoreStrengths And Weaknesses Of A Team1198 Words   |  5 PagesTeam Personality Traits Personalities can vary in groups of people from different areas of the country. University of Phoenix Learning Team B reflects similar personalities in which may not be a common aspect in most team environments. The Learn team B truthfully assessed the Big Five Personality test to understand strengths and weaknesses within the team. However, each member has displayed a high regard for team goals and participation. According to each team member the results of the test wouldRead MoreDispositional, Evolutionary And Evolutionary Theory1283 Words   |  6 Pagesattempt to clarify the structures that influence personality, for example dispositional, and Evolutionary theory. This paper will discuss the differences that are among dispositional and evolutionary personality theories, as well as, strengths and limitations of dispositional and evolutionary and biological personality theories their bearing on human behavior. Furthermore, the Big Five personality test and what technique is used t o study personality. Difference Facets relating Dispositional, andRead MoreThe Big Five Personality Constructs1654 Words   |  7 PagesPersonality theories, or models, are metaphors for describing something which is intrinsically indescribable, the human personality. Currently, one of the most popular approaches among psychologists for studying personality theory is the Five-Factor Model (FFM) or Big Five dimensions of personality. This essay will explore the Big Five personality constructs and seek to explain how useful they are to understanding how people are likely to perform in a work situation. In conclusion, this essayRead MoreThe Big Five Personality Traits Essay1617 Words   |  7 PagesIntroduction: The â€Å"Big Five personality traits† is also called as the FFM or five factor model which is a model formed on general language descriptors of personality. These descriptors are formed jointly utilizing a statistical method known as factor analysis which is stated as this model is not formed on the tests/experiments†. This broadly observed hypothesis recommended 5 wide dimensions, utilized by few psychologists to explain the psyche the personality of the human. These 5 elements are explained

The Theory of Evolusion Revised Essay - 614 Words

There is a monkey in your family tree. Whether that is fact or theory, and the difference, Stephen Jay Gould explains in, â€Å"Evolution as Fact and Theory†, which appeared in the May 1981 issue of Discover Magazine. Mr. Gould was described by the New York Times as, â€Å"one of the most influential evolutionary biologists of the 20th century† (Yoon). He wants to show how the creationists have built their argument against evolution on sand, and the evolutionist’s argument built on solid rock, as any paleontologist would prefer. It is a war of words, where their meaning, use and misuse, determine on which side you stand. His argument is not perfect, but using lack of perfection as evidence of evolution, he makes the case quite convincingly. It is†¦show more content†¦In contrast, Gould logically lays out three facts to buttress his evolution stance. He states, â€Å"†¦ we have abundant, direct, observational evidence of evolution in action, from bo th the field and the laboratory† (440). The other two: the imperfection of nature, and transitions in the fossil record, â€Å"†¦rest upon inference†, which is then explained to the reader (441). Up to this point, Gould’s argument follows the path of logic, reason, and objectivity. However, as he picks apart the creationists argument, he ratchets up his emotions a notch or two. He readily confesses, â€Å"If I should sound sharp or bitter, indeed I am – for I have become a major target of these practices† (442). Justified or not, he seems to take personally, criticism of the theory, â€Å"punctuated equilibrium†, which he and colleague Niles Eldredge developed. The tone is angry, but he uses direct quotes from his opponents to show how he has been misquoted and his message twisted, which infuriates him. Duane Gish wrote, â€Å"†¦according to Gould, a reptile laid an egg from which the first bird, feathers and all, was produced†, which is just one example (443). The author manages largely, to reign in his anger, and he sounds almost conciliatory when admitting to the arrogance of the scientific community. Claiming to be mainly saddened by the sometimes-bitter feud with creationists, the impression is of someone who is tired. Tired of fighting a

Evaluation of Canon’s Strategies Free Essays

string(72) " the inability of the organization to effectively execute its strategy\." Evaluation of Canon’ Strategies The first part of this investigation involves an evaluation of the strategies used by Canon and the key factors for success. In order to being this review, it is first necessary to consider how the company has performed in recent years. Table 1 provided below provides an overall review of the organization’s performance in recent years. We will write a custom essay sample on Evaluation of Canon’s Strategies or any similar topic only for you Order Now The data clearly suggests that Canon has made notable progress toward developing market share, revenues and profitability. In addition to reducing its debt to asset ratio in 2008, the organization also increased its stockholder equity to assert ratio. Table 1: Key Performance Indicators for Canon, 2004-2008 [pic] Data courtesy of: http://www. canon. com/ir/annual/2008/report2008. pdf Other indicators of Canon’s success are provided in Figures 1 and 2 below. These illustrations provide a review of net sales and ROE/ROA for 2003-2007. Figure 1: Net Sales for CanonFigure 2: ROE/ROA for Canon Data courtesy of: http://www. canon. com/ir/annual/2007/report2007. pdf With the realization that Canon has performed so well in recent years, it is pertinent to consider the specific areas which have promulgated success for the organization. A crucial review of the case information provided on the organization suggests that there are a number of pertinent strategy elements which have been pertinent to the success of the organization. In particular the organization has worked to develop a mission and vision which it has incorporated on all levels of its operations. The development of a guiding mission for the organization is essential for success (Henry 2007). Missions provide the foundation for the development of actionable processes which can be used for moving the organization toward specific goals (Johnson, Scholes Whittington, 2008). In addition to developing a mission and vision which provided the organization with a directive for action, Canon also developed a firm strategy focused on attainable goals for operations. Specifically, the organization set the specific goal of obtaining 30 percent of the world market by the 1980s. Research regarding the current state of achieving this objective suggests that even though Canon has not been able to maintain a 30 percent market share in the industry, it has overcome competitor Xerox to become second only to Hewlett Packard. Figure 3 below provides a review of global market share for companies competing in Canon’s industry. Figure 3: Global Market Share for Canon and Competitors [pic] (Data courtesy of â€Å"Office electronics industry profile,† 2008, p. 12) The focus on a specific goal for the organization has clearly had an impact on outcomes for operations. By using this specific goal for development, Canon has been able to set clear, measurable objectives which can be evaluated by the organization to determine outcomes. Setting measurable goals is an important component of developing a strategic plan for the organization (Huang, 2009). Measurable goals are viewed as essential to the successful implementation of a strategic plan which provides significant results for the ongoing development of the organization. Another issue which appears to have had notable implications for the successful development of Canon is the use of specific core competencies to ensure the outcomes of operations. In addition to developing a strategic plan which provided clear and measurable objectives, the organization delineated specific core competencies which it has been able to optimize in order to coordinate its strategic objective and achieve its goals. A review of what has been noted regarding the use of core competencies suggests that core competencies can provide the organization with the ability to focus development in particular areas (Zook, 2007). This process, in turn, sets the stage for the development of management practice and shapes how the organization approaches the market and its competitors. Collis and Montgomery (2008) provide a more integral review of core competencies noting the importance of review intended core competencies in the context of the external environment in which an organization competes. As reported by these authors, organizations need to consider the external environment and competitors in developing core competencies. While it is evident that core competencies must meet the internal demands and capabilities of the organization, Collis and Montgomery assert that improper alignment of core competencies in light of competitors and the larger industry in which the organization operates will result in failure of core competencies to be effective. In developing its core competencies, Canon appears to have taken these issues into consideration. The specific outcomes in this area are witnessed by the fact that in the 1970s, Xerox held a majority market share, which it has subsequently lost to Canon. In the 1970s, Canon recognized that the formula for success being used by Xerox was not the same formula which it wanted to pursue in the development of its organization. In this context, Canon chose to pursue a different pathway for competitive development; one which enabled the company to synthesize its internal capabilities with the market environment to create a unique competitive advantage against its largest rival. Because of this process of developing particular core competencies for operations, Canon was able to maximize its internal capabilities and use this as a strategic advantage in the marketplace. In summarizing the overall approach used by Canon to develop its strategic plan and subsequent management processes, it seems reasonable to argue that Canon did more than just place words on paper to establish a foundation for the organization. Rather, the organization developed a comprehensive plan for vision, strategy and development which were implemented on every level of the organization’s operations. In addition to delineating the larger objectives for the organization, Canon developed all of the intermediate steps that would be needed to achieve these objectives. In doing so, the organization aligned all of its activities toward the achievement of the organization’s overall strategy. The development of strategy in this manner is commensurate with what scholars note about the strategic planning and management processes. Kaplan and Norton (2008) assert that the strategy planning and development processes for the organization often end in failure because of the inability of the organization to effectively execute its strategy. You read "Evaluation of Canon’s Strategies" in category "Essay examples" Further, these authors assert that strategy failure is common because of implementation problems which manifest as organizations attempt to make critical connections between strategy objectives and specific outcomes which will be achieved to ensure that objectives are reached. Placing this information into the case of Canon, it becomes evident that these issues did not arise. Rather than struggling to implement, the organization developed to tools and resources needed to effectively ensure that it built a foundation which would enable success. It is this specific process which has enabled the success of Cannon. When strategy development is formulated as more than just specific words on paper the end result is the development of a strategic plan which provides concrete action steps for the organization to take. With these action steps in place, the organization is better poised to control the development of the strategic plan and its implementation (Neilson, Martin Powers, 2008). This element of control in the strategic planning process has been noted to be an important contributor to the success of strategic implementation. When control is established in the strategic planning process, the organization is able to dictate the specific changes which will occur and respond to outcomes in a manner that is commensurate with the capabilities of the company and responsive to the specific external environment which will impact the outcomes of operations. What Other Companies Can Learn With a basic review of the success of Canon in the development of its strategy provided, it is now possible to consider what, if anything, can be learned by other companies from this case. In examining the development and outcomes of Canon, it becomes evident that the specific protocols and practices which have been used by the organization to achieve success should not be mimicked by other companies. Even though Canon has been quite successful in its efforts to develop its products and services, the reality is that other companies cannot expect to use the same formula for success and to achieve the same outcomes achieved by Canon. Other companies have attempted to use this approach in the past—i. . Circuit City, K-Mart, etc. Even though mimicking another organization may provide some benefits in the short-term, the reality is that the outcomes achieved will not provide an organization with a long-term foundation for development. Even though companies examining the case of Canon may not be able to use the same specific tactics employed by the organization, Canon did employ a number of general models for strategic planning and development which could be considere d by other organizations. In particular, the development of core competencies for operations is an important tool which other companies could consider for success. An examination of models for the development of core competencies in the organization suggests that companies need to begin with a core strategy for the development of their operations. Once this core strategy has been delineated, it is then possible to articulate specific areas of organizational development by attaching them directly to the core strategy. Figure 4 on the following page provides a generic model of how core competency development for the organization has been conceptualized in for translation of core competencies into organizational practice. The application of this model to the development of core competency planning for the organization would serve as the foundation for the development of the basic ideas which could then be used for the further development of the organization. Based on the specific core competencies decided upon by the organization, a formal strategic plan for organizational development could be implemented. This plan would need to reflect the development of measurable goals to ensure the overall success of achieving core competencies. Figure 4: Generic Model for Core Competency Planning [pic] Image courtesy of: http://www. ulv. edu/cbpm/business/img/mba_exp_graphic. jpg Once the core competencies for the organization have been delineated, it will then be possible for companies to consider the development of a strategic plan. Examining the specific steps used by Canon, it becomes evident that solid advice for planning and development in this area are provided in the case. In addition to developing a driving vision and mission, the organization also implemented critical success factors which enabled the organization to formulate goals. The goals were codified in the context of action steps which provided a concrete foundation for the organization to achieve success. All of these issues were supported by the core competencies established by the organization. Figure 4 below provides a review of this process and demonstrates how other organizations could effectively adopt this process to generate success in their strategic planning and management processes. Figure 5: General Strategic Planning Processes [pic] Figure courtesy of: http://www. bottomlineresultsonline. com/images/uploads/StrategicPlan-Graphic_t humb. jpg In the end, the most pertinent lessons that organizations can learn from the Canon case are those related to the development and execution of strategy. Although Canon’s success is due in part to the specific choices that it made, the development and implementation of strategy on every level of the organization’s operations clearly had implications for the success of the company. Other organizations seeking to capitalize on this success should consider the development of core competencies, the evolution of an integrated strategic plan and the development of clearly defined goals for execution which can be measured to ensure progress and outcomes. By following these basic processes, other organizations should be able to create notable success in strategic planning and development. Reference List Canon Annual Report (2007). Canon. Accessed April 19, 2009 at: http://www. canon. om/ir/annual/2007/report2007. pdf. Canon Annual Report (2008). Canon. Accessed April 19, 2009 at: http://www. canon. com/ir/annual/2008/report2008. pdf. Collis, D. J. , Montgomery, C. A. (2008). Competing on resources. Harvard Business Review, 86(7/8), 140-150. Henry, A. (2007). Understanding Strategic Management. Oxford: Oxford University Press. Huang, H. C. (2009). Design a knowledge-based system for strategic planning: A balanced scorecard perspective. Expert Systems with Applications , 36(1), 209-218. Johnson, G. Scholes, K. , Whittington, R. (2005). Exploring Corporate Strategy. Upper Saddle River, NJ: Prentice Hall. Kaplan, R. S. , Norton, P. (2008). Mastering the management system. Harvard Business Review, 86(1), 62-77. Neilson, G. L. , Martin, K. L. , Powers, E. (2008). The secrets to successful strategy execution. Harvard Business Review, 86(6), 60-70. Office electronics industry profile: Global. (2009, March). Datamonitor, 1-32. Zook, C. (2007). Finding your next core business. Harvard Business Review, 85(4), 66-75. How to cite Evaluation of Canon’s Strategies, Essay examples

Presently Finding Himself In A Situation †Myassignmenthelp.Com

Question: Discuss About The Presently Finding Himself In A Situation? Answer: Introduction The manager of TripleA Company is presently finding himself in a situation where he is unable to develop a growth strategy for his company. He is facing many difficulties in running the company smoothly and this is mainly due to a particular issue that he has noticed regarding the working attitude of his employees. He is of the opinion that if the situation is not handled and the problems are not redressed, then the company might just go into liquidation in the coming years. Now, the main issue in any research design is the issue of problem identification. Similarly in the case of TripleA Company, the basic problem lies in the proper identification of the cause of the working attitude problem among the employees. There might be many reasons due to which the company employees do not wear the right attitude to work, namely, issues in management, unsuitable work environment, poor promotion or incentive strategies, etc. The task at hand, or in other words, the main objective of this paper is to design a research methodology whereby the main causes behind the working attitude problem of the employees can be identified and the areas where the company can improve so as to enhance the engagement and the performance of the employees can be highlighted or brought to the notice of the top management of the company. Another thing to note is that the working attitude of the employees might look like the real issue to the manager on the face of it. But in reality the problem that the company is facing whereby the overall performance of the employees and with it the performance of the company is failing, might lie elsewhere. So the main objectives of the research design are the following: To identify the causes due to which the company performance is being hampered. To identify the level or area at which the problem is arising. To highlight the areas in which the company management is going wrong and the improvements that can be made by the company to enhance employee engagement and performance. To provide an easy and feasible solution to the problems that will be established from the results of the data analysis. It is a common observation that employees who are dissatisfied with their job, be it for any reason, end up having an undesirable attitude or a negative behavior that can result in the employees underperformance and can hamper the profitability of the company (Meyer, 1997). The study is conducted to ascertain the right method whereby the manager can address the issue at hand. The main objective is to devise the right strategy, the right plan so as to choose the correct method of sampling and the right instrument of data collection which can pin point to the main cause of underperformance and bad working attitude of the employees. Sampling Design Now, since we are dealing with a company that is facing different problems, as stated earlier, first we need to identify the basic areas of problem. In order to do that, we have to devise a sampling method whereby all the different levels of hierarchy in the organization are properly represented so as to study the different levels of management and see wherein the problem lies. The issue might be in the way the top level management works, the middle management works, the bottom management, or a mix or the above. It might be due to lack of communication or trust between the different levels of authority. The flexibility that an employee enjoys in his/her work is found to have a direct effect on their job performance (Richardson, 2014). For this purpose, the right sampling method is the method of Stratified Sampling. Now, stratified sampling is used as a sampling method for populations that do not consist of homogeneous units. In such cases, the population is divided into sub-populations that are more-or-less homogeneous. These sub-populations are known as strata. Then from each stratum, selections are made that form the sample. This type of sampling ensures more accurate estimates where heterogeneous populations are involved (Kothari, 2004). For the purpose of our research, we differentiate between the different stratums based on the level of management that the employee belongs to in order to capture the relationship between the different hierarchies. This sort of stratification will help in making the sample much more representative of the whole company workers. Also, based on these stratums, different issues can be targeted which are more relevant in their own level of management. For example, the communication between the top level management, the directors and managers of the company and the bottom level management, the new recruits or the helping staff might be almost negligible. The higher authorities might be unaware of the distress among the employees. The new recruits and the trainees might be dissatisfied with the work environment or maybe their mentors attitude towards them. There might be problems of different kind all of which together impede the profit making capacity of the company. (Miller, 2014). Theref ore, studying all the different groups is very important in getting an overall picture of what is really going wrong in the company. And this is made possible only with stratified sampling as the method of sampling design. The sample size depends on the workforce of the company. But whatever be the workforce, at least 50% of the workforce should comprise the sample. Since we are talking about a companys performance here and the issue is really crucial since the manager fears the possibility of liquidation in the coming years, we should try to keep the sample size as large as possible and include the opinion of most in order to get more precise estimates and results. For example, lets say TripleA has 3000 employees. These employees are divided according to their levels in the following way: Top level management 50 Middle level management 1000 Bottom level management 1750 Helping staff - 200 So the sampling can be done by considering the different categories as different stratums. And from each of these stratums, we take a certain proportion that forms the sample. Let the proportion be 50. Then from each stratum we take the following numbers: Top level management 25 Middle level management 500 Bottom level management 875 Helping staff 100 So we get a sample of 25 + 500 + 875 + 100 = 1500. If the proportion was taken as 25, then we would get the following numbers: Top level management 13 (rounding off) Middle level management 250 Bottom level management 437 Helping staff 50 So then the sample size would be 13 + 250 + 437 + 50 = 750 Depending on the situation at hand, you might choose different sample sizes. Given, the issue at hand is one of working attitude; a large sample size is more useful. Therefore one should choose a sample which represents the whole workforce proportionally and has a sample size half the size of the population size. Instrument of data collection Data collection is the next step and a very important component of research. The main goal of collecting data is to gather information on certain issues that form the crux of the research study. Based on this information, the data is analyzed and results are drawn. There are many instruments or tools for data collection. Building questionnaires, holding interviews, or simple observation and reading can all be considered as different tools whereby data can be collected for research. Any instrument should been chosen based on how reliable it is as a tool of data collection and how valid it is in providing accurate estimates. For the case at hand, questionnaire seems like an appropriate tool for data collection. There are mainly two forms of questionnaires, structured and unstructured. Structured questionnaires are the restricted ones with a closed form. They are said to be structured in the sense they provide the respondent with questions and a multiple choice for the answers and the r espondent is to check that item which is closest to his/her opinion. Unstructured questionnaires are the open ended type of questionnaires in which the respondents have the liberty to express their opinion and answer in their own words. For the case of the TripleA Company, using structured questionnaire is the most appropriate tool of data collection. Following are the reasons that other tools are not appropriate for the case at hand: Interview: Holding face to face interviews for a large sample size is very time consuming. Also, responses might be biased when questions are asked face to face. In order to capture genuine response, such a method might not always be a good idea. Observation: It will be highly unlikely to get any result out of just observing the situation in the company affairs. A structured questionnaire will be able to bring out the main problem areas among the employees. Knowing their opinion about the company management, the benefits and the incentives provided by the company, and their level of job satisfaction will go a long way in addressing the work attitude problem among them and enhancing their proficiency and productivity. The questionnaire should consist of at least 50 questions on the overall experience of the employees. In this case, a detailed survey is required and so a minimum of 60 questions based on different themes should be framed. After preparing the questions, the questionnaire should be reviewed by a trustworthy and reliable source. An expert opinion should be taken in order to test for the effectiveness and the appropriateness of the survey. The next step should be to conduct a pre-test of the instrument where the sample questionnaire is given to potential respondents so as to improve the quality of the survey, to do away with the errors and the improper wordings and make all the necessary changes based on the opinion of the ones on whom the pre-test is done. Survey Method Sincewe are using a structured questionnaire which allows the respondents to give their opinion in a predetermined construction, it allows for the responses to be converted into statistical data that can be used for proper data analysis. The task at hand is therefore to undertake a quantitative research using survey questionnaire. The selected participants that comprise the sample can be made to take the survey, a questionnaire that includes questions on different themes. The survey will help the manager of the company to focus on the immediate needs of the company and will throw light on the areas for improvement. The questions should be structured in such a way that their answer can be used to draw information on the employees attitude towards work, their assessment of their own performance, their commitment to the company goals, the level of flexibility they have in their work, the overall work environment, the kind of relationship and trust they enjoy with their peers and their s eniors and the level of independence in decision making that they possess and the effect that has on their efforts in work, etc. The main themes that should definitely be featured in the questionnaire are as follows: The work environment/ corporate culture of the company Job satisfaction/ benefits and incentives The stress level of work The work-life balance Training and teamwork Flexibility at work, opportunity for self-improvement and self- development Employee relations Management structure, hierarchy and transparency Pay/Rewards/Recognition Human Resource Communication There are different ways or different scales that can be used to measure and report the responses of the respondents. Based on the question posed, one may use different measures like the measure of agreement or the measure of satisfaction for measuring the response of the participants. Using a 5 point Likert scale is most appropriate in this case. An example of a question using the measure of agreement and a 5 point Likert scale is: Do the managers involve you in the decisions affecting your work? Strongly Disagree Disagree 3. Neutral 4. Agree 5. Strongly Agree Similarly, a measure of satisfaction can also be used depending on the type of question posed and its structure. An example of a question using the measure of satisfaction and a 5 point Likert scale is: Are you happy with the level of efficiency shown by your team members? Very Dissatisfied Dissatisfied 3. Neutral 4. Satisfied 5. Very Satisfied Along with the survey question, there should be a list of items on which general comments can be taken from the participants of the survey. The items should mainly concentrate on the following: Areas that the company feels more efforts can be taken for improvement New initiates that the company has taken for the benefit of its customers or employees and would like an opinion of the employees on the same New initiatives that the company can take for the benefit of the employee While making the survey questions it should be kept in mind that the company has people from different backgrounds who are working at different levels. So, there is a need to have few common questions for all the employees and a section of questions that are particular to the level of post held by the employee. For example, the question given in an above example, as to whether the managers involve the employees in the decisions affecting their work is not appropriate for the top level managers but the employees working under the managers in any project. Similarly the question as to whether the employee is satisfied with the level of efficiency shown by the team members is not meant for the unskilled helping staff. But the question as to whether the employee is happy with the work environment applies to employees of all levels. So a note should be made on the same and separate questionnaires should be made for the employees of different levels. Data Analysis Once the survey is conducted and the participants fill in their responses, the scores got from the Likert scale can be used to conduct statistical tests and data analysis. We can use Microsoft Excel to tabulate the information got from the survey. All the responses got from the employees can be put in a structured format in the excel file. Then you can import the (.xls or .xlsx) file into the software package SPSS for conducting statistical analysis. Once imported to SPSS, we will have a database having the number of variables equal to the number of questions plus two (for the ID of the employee and the gender of the employee). The different tools or methods that can be used for data analysis in this case are as follows: Descriptive Statistics Simple relative frequency tables / Contingency tables Inferential Statistics Hypothesis testing using t-test and ANOVA Regression Analysis Descriptive Statistics The data got from the survey is mainly ordinal data. And hence, the first thing that should be done is create simple relative frequency tables or contingency tables for each of the questions posed or you might just choose the important questions. Based on the frequency tables, we will get an idea of the relative frequency of the different scores on the scale. For example, lets say there were 500 respondents to the question, The Human Resource staff is approachable and responsive when I need any kind of assistance and they responded to the question in the following way: Strongly disagree (1) Disagree (2) Neutral (3) Agree (4) Strongly Agree (5) 42 106 72 41 39 14% 35.33% 24% 13.66% 13% So, we can conclude that 14% of the employee respondents strongly disagree, 35.55% of the employee respondents disagree, 24% of the employee respondents is neutral, 13.66% of the employee respondents agree and 13% of the employee respondents strongly agree to the fact that the Human Resource staff is accessible, approachable and responsive to the needs of the employees. These numbers are random and have been used just for the sake of providing an example. But these percentages give just an overall picture but for more detailed analysis we have to move on to inferential statistics next. In order to make a visual comparison we can use bar graphs. Bar graphs provide an easy way of checking the height of the scores, which basically means seeing the percentage of people choosing different score as their response. Since, the questionnaire was designed to collect ordinal data, using summary measures like mean, median, mode, range and standard deviation will not be an appropriate method for running proper analysis of the data. SPSS commands: Analyze = Descriptive Statistics = Frequencies Graphs = Chart Builder = Bar = Simple bar chart Inferential Statistics In order to draw more meaningful insights and extend the analysis beyond the simple summary measures, we have to use inferential statistics. Inferential Statistics is just a means of inferring information about the population from the sample data at hand. Inferential statistics mainly involves the General Linear Model, which is a family of statistical tests involving the t-test, Analysis of Variance (ANOVA), Analysis of Covariance (ANCOVA), regression analysis and others. We can run many hypothesis tests using the above statistical models in order to draw better insights from the data collected from the survey responses. Now, there are different types of t-tests, each used for a different purpose. These are as follows: One Sample t-test: It is generally used to test whether the population mean is equal to a target value. Now, different hypothesis can be framed for using the one sample t-test. Few examples have been listed below. Null Hypothesis: The average job satisfaction level score is equal to 4 (where 4 = satisfied). Alternate Hypothesis: The average job satisfaction level score is not equal to 4 (where 4 = satisfied). Null Hypothesis: The average agreement score regarding team spirit among the employees is equal to 4 (where 4 = agree) Alternate Hypothesis: The average agreement score regarding team spirit among the employees is not equal to 4 (where 4 = agree) Two Sample t-tests: This type of test is used to test whether the difference between the means of two independent populations is equal to a target value. Few examples are given below. Null Hypothesis: The average job satisfaction level is the same between the male and the female employees Alternate Hypothesis: The average job satisfaction level is not the same between the male and the female employees Null Hypothesis: The average work-life balance satisfaction score is the same between the male and the female employees Alternate Hypothesis: The average work-life balance satisfaction score is not the same between the male and the female employees Paired t test: This type of t-test is used to test whether the mean of the differences between paired or dependent observations is equal to a target value. An example is given below. Now, paired t test is useful when you try to find out the effect of some measure taken on a given population. For example, you want to measure the effect of a drug for cholesterol maybe. So you test the difference in the mean cholesterol level before and after the drug use for the same population. So in the case of the TripleA Company, what can be done is the survey can be conducted twice with a time interval of a month, where within the month, based n the conclusions drawn from the reports on the survey results, few measures are taken to address the problems being faced by the employees and improvements are made in some distress areas. Based on these two survey reports, we can try to see whether there has been a change in the working attitude of the employees. Null Hypothesis: There has been a significant change in the attitude towards work of the employees before and after the new measures. Alternate Hypothesis: There has been no significant change in the attitude towards work of the employees before and after the new measures. SPSS Commands: Analyze = Compare Means = One sample t-test Analyze = Compare Means = Independent samples t-test Analyze = Compare Means = Paired samples t-test Analysis of Variance (ANOVA) ANOVA is used as a statistical model in order to capture variations among and between groups. If you want to check whether there is any difference in the average satisfaction levels between the employees of different levels, then ANOVA is the appropriate method. Null Hypothesis: The mean level of satisfaction or agreement is the same for all the groups Alternate Hypothesis: The mean level of satisfaction or agreement is not the same for all the groups You can test for the difference in the mean scores or the mean responses across the different groups for any of the relevant questions that are deemed to be important. SPSS Command: Analyze = Compare Means = One way ANOV Regression Analysis In case you want to test for causation, then regression analysis is a form of inferential statistical tool that can come of great help. If you want to see whether two or more items on the questionnaire are linked and whether one causes the other, using the method of simple linear regression can help answer all your questions. For example, if you want to know whether the level of satisfaction with the pay or incentives program offered to the employee has an effect on the work engagement of the employee, you can test for such causation using regression analysis. Our main objective of this study is to identify the reasons or the causes for the inappropriate working attitude among the employees. In order to do that, we can take the results found from the above tests that are run, on what are the key areas of dissatisfaction and try to see whether those factors have an overall effect on the work commitment, the work performance and the work engagement of the employee. You can also test fo r multi-colinearity in the model, whereby you can find out whether two factors are correlated to each other. Looking at correlation between the different variables can also help in finding out the underlying problem. SPSS Command: Analyze = Regression = Linear All the above analyses are done using the software, SPSS which provides a very convenient way of running t-tests, ANOVA tests and also regression analysis. After running these series of tests, you can draw meaningful insights from the responses collected and form a proper report on the survey data. The report will then help in trying to find out wherein lies the real problem with the employee and what are the ways the performance of the employees and with it that of the company can be improved, so as to avoid the impending liquidation. Summary Now, we summarize the whole study to see the research design that has been proposed in a nutshell. We shall go over the things point wise. Problem Statement: The problem being faced by the manager of TripleA Company was with its employees. Things were not running smoothly in the company and he feared that the company would be liquidated soon. The manager felt that the issue lied in the working attitude of the employees and wanted to address the same. Objective of Study: Now, the objective of the study as stated earlier is to chalk out a research design for the manager so that he can address the above issue regarding his company. So, the main motive is to identify the problem areas of the company and the issues being faced by the employees so that once the problems can be looked into and a solution can be provided, the overall performance of the company will improve. Sampling Design: The method of sampling chosen for running this research was the stratified sampling method. The reason for choosing this method of sampling is because the company employees form a heterogeneous group with people coming from different backgrounds, holding different positions and working at different levels in the company hierarchy. Instrument for Data Collection: The tool chosen the purpose of data collection is questionnaire. It is the appropriate tool for the kind of research at hand. Depending on the quality of the questionnaire, a lot of important information can be collected from the employees which in turn can help pin point to the underlying problems of the company which is hampering its performance. Research Method: The method that can be used for conducting research for this particular case study is survey. Survey is a very popular and convenient way data is collected and the responses got from the survey are a good means of doing research in any field. Data Analysis: For the purpose of data analysis, both descriptive statistics and inferential statistics have been used. In the case of descriptive statistics, we have confined to simple relative frequency tables and bar graphs to get an overall picture of the data collected from the responses. When moving on to the inferential statistics portion, different statistical models like the t-tests, one-way ANOVA, linear regression model can be used. Few things should always be kept in mind while conducting a survey. These are: The problem areas that are highlighted from the survey response should be acted upon by the senior managers. The language of the questionnaire should be simple, clear and precise. No technical and fancy jargon should be used unless really necessary. The anonymity of the participants should be ensured in order to get genuine responses. The questionnaire should be pilot tested. Instructions regarding the questionnaire should be clearly communicated to the participants. The survey can be conducted for a second time in order to see whether attitudes change among the employees in the way of change in responses. References Ahmad, H., Ahmad, K., Syah, I. (2010). Relationship between job satisfaction, job performance attitude towards work and organizational commitment. European Journal of Social Sciences , 18 (2), 257-267. Dawn, L. (2010, November 2). Handling Employee "Attitude" Problems| A Step-by-Step Guide. Retrieved from toolbox.com: https://hr.toolbox.com/blogs/business-fitness/handling-employee-attitude-problems-a-stepbystep-guide-42263 Employee Survey Checklist . (2017). Retrieved August 7, 2017, from hr-survey.com: https://www.hr-survey.com/employeesurveychecklist.htm Miller, H. S. (2014). 10 Best Practices for Enhanced Employee Engagement. Retrieved August 7, 2017, from millergroup.com: https://www.millergroup.com/wp-content/uploads/2014/09/The-10-Best-Practices-for-Enhanced-Employee-Engagement.pdf Richardson, F. W. (2014). Enhancing Strategies to Improve Workplace Performance. Retrieved August 6, 2017, from scholarworks.waldenu.edu: https://scholarworks.waldenu.edu/cgi/viewcontent.cgi?Article=1105context=dissertations Susanty, A., Miradipta, R., Jie, F. (2013). Analysis of the effect of attitude toward works, organizational commitment and job satisfaction on employee's job performance. European Journal of Business and Social Sciences , 1 (10), 15-24. Mowday, R., Porter, L., Steers, R. (1979). The Measurement of organizational commitment. Journal of Vocational Behavior, 14 (2), 224-247. Kothari, C. (2004). Research Methodology: Methods and Techniques. Retrieved August 7, 2017, from modares.ac.ir: https://www.modares.ac.ir/uploads/Agr.Oth.Lib.17.pdf Meyer, J. P., Allen, N. J. (1988). Links between work experience and organizational commitment during the first year of employment: A longitudinal analysis. Journal of Occupational Psychology, 61(3), 195-209. Meyer, J.P. Allen, N.J. (1997). Commitment in the workplace. Thousand Oaks, CA: Sage Publications. Riketta, M. (2009). The causal relation between job attitudes and performance: A meta-analysis of panel studies. Journal of Applied Psychology, 93 (2), 47