Methodology Research Porposal 2022

There will be two assignment in one. you can find detail in Assigment questions.

Running head: RESEARCH METHODOLOGY
Employee Turnover Issues at the Workplace and its Impact on Business
Name of the Student:
Name of the University:
Author’s Note:

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Table of Contents
Element 011: Research design proposal..........................................................................................2
Research title...............................................................................................................................2
Research question........................................................................................................................3
Research objectives and framework............................................................................................3
Research methodology and design..............................................................................................5
Research philosophy................................................................................................................5
Description of method.............................................................................................................5
Data analysis................................................................................................................................7
Ethical considerations..................................................................................................................8
Validity and reliability.................................................................................................................9
Timescale and Gantt chart...........................................................................................................9
References..................................................................................................................................12

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Element 011: Research design proposal
Research title
The working title of the research is “Employee turnover issues at the workplace and its
impact on business.”
Employees are the building blocks of the business organizations those give effort and
time for taking the business forward. It is the effort and hard work of the employees that helps
the businesses to strengthen their position in the market. Moreover, the experience and
qualification of the employees help the businesses reach and achieve greater heights when it
comes to achieving the goals and objectives. Hard working and efficient employees enables the
businesses to grow and gain competitive advantage and excel in their own sector and industry
(Collins et al. 2015).
Keeping in mind the significant role played by the employees, employee turnover
imposes negative consequences on the businesses. The gap created by the loss of employees
affects the overall performance and work flow of the business negatively because the
interruption takes time to be fulfilled. Employee turnover enforces the businesses to spend
additional financial resources on recruiting and selecting the new and right person that takes
time. During this time, if the businesses are unable to cope up with the loss, they are subjected to
heavy loss in terms of business growth, expansion, customers and minimized revenue (Dubey et
al. 2016).
The phenomenon of employee turnover might occur due to both voluntary and
involuntary reasons. However, irrespective of the reasons, the business is subjected to negative

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impacts. At times, leaving an organization and opting for another is the individual choice of the
employees whereas at times it is the circumstance of the business that enforces the employees to
leave the organization (Yadav and Rani 2015).
Research question
Based on the working title and the background information provided, the aim of the
research is to investigate the impact of employee turnover issues at the workplace and its impact
on business growth.
The questions of the research are:
 What do you mean by employee turnover?
 What are the factors affecting employee turnover in business?
 What are the issues that lead to employee turnover in business?
 What are the possible ways of overcoming employee turnover issues in business?
The questions of the research aim towards answering the overall aim of the study by
developing deeper knowledge and understanding about employee turnover and the
consequences it imposes on the business. Identifying the factors and critically analyzing them
provides opportunity to identify the reasons that enforce the employees to take such step.
Hence, this research will make a significant social contribution by suggesting possible ways
of mitigating the issues and challenges of employee turnover accordingly.
Research objectives and framework
The objectives of the research are listed below:
 To understand the concept of employee turnover

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Employee turnover Business growth
Lack of recognition
Conflicts
Unfeasible expectations
Job saturation
Paying less
 To critically analyze the factors affecting employee turnover in business
 To identify the issues that leads to employee turnover in business
 To suggest possible ways of overcoming employee turnover issues in business
Based on the objectives of the research, the suitable hypotheses are:
H0: Employee turnover issues do not affect business
H1: Employee turnover issue does affect business
The conceptual framework is developed with the purpose of identifying the independent
and the dependent variable based on which the entire literature review will be developed.
Identifying the independent and the dependent variables helps in developing a better
understanding of the research thereby, answering the research aim, objectives and questions
suitably.
Figure 1: Conceptual framework

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(Source: Created by the Author)
Research methodology and design
This section talks about the research philosophy used followed by the identifying and
justifying the application of specific approach, strategy, instruments, sampling technique and
data collection process.
Research philosophy
The research philosophy is divided into two parts, ontology and epistemology where
objectivism and subjectivism forms ontology whereas positivism and interpretivism forms
epistemology. Objectivism is defined as the things that research considers as facts and assumes
the way the objects of the research operate whereas subjectivism is defined as the accepted truths
for specific contexts (Mackey and Gass 2015). On the other hand, positivism philosophy is
defined as assumptions about knowledge in respect to specific subject whereas interpretivism
highlights interpreting the opinions of the subjects of the research (Kumar 2019).
For the current research, “Employee turnover issues at the workplace and its impact on
business”, positivism philosophy will be the best one. This is because assumptions about the
truths and nature of reality about employees turnover challenges can be made thereby,
determining its impact on businesses. Moreover, the use of scientific evidence and numerical
data can also be used due to positivism philosophy (Fletcher 2017).
Description of method
For the current research, “Employee turnover issues at the workplace and its impact on
business”, deductive approach will be the best one. Deductive approach will help in referring to
the past studies conducted on employee turnover and consider those findings for developing the

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current research. As a result, it will be easy to understand the impact employee turnover have on
businesses by identifying and addressing the primary challenges. Hence, suitable and relevant
observations can be made about the research questions and objectives. Moreover, deductive
approach is the most appropriate one considering the philosophy that will be used for this
research (McCusker and Gunaydin 2015).
For the current research, “Employee turnover issues at the workplace and its impact on
business”, survey strategy is the best one. Using survey as thee research strategy will allow
collecting data from large employee population in business and that too is short span of time. As
a result, the main challenges the employees face in business can be identified that forces them to
look for an alternative can be identified thereby, answering the questions and objectives. The
employees will be surveyed using their official emails. The set of survey will be sent to the
employees in their official emails so that they can fill them according to their convenience
(Dumay and Cai 2015).
For the current research, “Employee turnover issues at the workplace and its impact on
business”, close-ended questionnaire will be the best one. Close-ended questionnaire will
provide opportunity for the researcher to develop specific and highly relevant questions in
respect to the research aim and objectives so that the ultimate purpose remains served. Moreover,
using close-ended survey questions will take less time for the employees to fill and to the point
answers can be obtained that will help in developing better understanding about employee
turnover challenges on businesses. Once the survey responses are collected, the responses can be
subjected to specific tests and numerical analysis accordingly (Smith 2015).

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For the current research, “Employee turnover issues at the workplace and its impact on
business”, non-probability sampling technique is the best one. With non-probability sampling
technique, all the employees will have equal chances to take part in the survey and share their
opinion in respect to the research topic that will help in answering the research questions and
objectives about employee turnover challenges and its impact on businesses. Hence, the
researcher will select the responses of the employees randomly thereby, eradicating the chances
of biasness (Hickson 2016).
For the current research, “Employee turnover issues at the workplace and its impact on
business”, primary data collection process will be the best one. This is because the current
challenges and issues in respect to employee turnover can be identified. As a result, the research
developed will focus and comprise of latest developments in the business. Primary data
collection will also enable the researcher to collect information from the employees for the first
time that will consider latest and raw information about the topic of the current research
(Orngreen and Levinsen 2017).
Data analysis
Two types of data analysis technique are in existence, qualitative and quantitative. As the
name suggest, qualitative data analysis technique focuses on interpreting the views and opinions
of the respondents by reasoning for having such an opinion followed by supporting it with
relevant information and past researches. Qualitative data analysis technique does not analyze
the opinions of the respondents based on numbers. However, on the other hand, with quantitative
data analysis technique, the view of the respondents is analyzed and interpreted based on the
numerical and percentages. In this case, the qualitative view of the respondents is interpreted into
numerical outcomes and values (Antwi and Hamza 2015).

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For the current research, “Employee turnover issues at the workplace and its impact on
business”, quantitative data analysis technique will be used. This analysis technique will allow
evaluating the findings shared by the employees into numerical outcomes and values. The
opinions of the employees will be expressed be described based of percentages and figures
obtained that will help in understanding the impact of employee turnover challenges and issues
on businesses from a large population. Additionally, using quantitative data analysis technique
will allow using specific statistical software and numerical tests for answering the questions and
objectives of the research and backing it up with appropriate results (Pruzan 2016).
Ethical considerations
Compliance with the ethics of the research is necessary and cannot be compromised
under any circumstances for achieving successful outcomes. Data confidentiality is one of the
significant research ethics that needs to be abided by for this research. Keeping this ethics in
mind, the data will be collected anonymously and the collected data will be stored with increased
level of secrecy so that it cannot be manipulated. Moreover, the participants will have to be made
aware of the ultimate purpose of the research and convince them to share their opinion. Forcing
the participants is against the ethics of the research and can lead to unsuccessful outcomes in
respect to the research (Wallace and Sheldon 2015).
Another important ethics in respect to this research is collecting data from authentic
sources. The past researches considered for developing the literature review needs to be original
and authentic so that the information and data presented in the current research is not questioned
and serves the true purpose. Keeping in mind, the data collected cannot be manipulated as well.
The original findings must be presented according to the research ethics and relevant information

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needs to be used for justifying and supporting the findings accordingly (Gorman-Murray,
Johnston and Waitt 2016).
Validity and reliability
Reliability and validity test are both equally significant because this ensures that the
current research developed is authentic and can be referred to as a credible secondary source by
future researchers. Reliability test for the current research “Employee turnover issues and
challenges and its impact on business” is necessary because this will ensure that the answers
obtained for the research questions using same instruments generated similar results each time
(Noble and Smith 2015). However, on the contrary, reliability test is challenging because the
effect of the subjectivity is not dependent of the researcher. On the other hand, validating the
current research is also essential because this helps in ensuring that the guidelines of the
scientific research are followed when findings were obtained (Leung 2015).
Timescale and Gantt chart
Task Name Duration Start Finish
Research Proposal
Timeline Advanced
Research
117 days Mon 16-09-19 Tue 25-02-20
Selection of the Research
Topic
1 day Mon 16-09-19 Mon 16-09-19
Approval of the Research
Topic
2 days Tue 17-09-19 Wed 18-09-19
Researching and the
Development of the Aims and
6 days Thu 19-09-19 Thu 26-09-19

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Objectives
Selection of the Title 12 days Fri 27-09-19 Mon 14-10-19
Selection of the Objectives 2 days Tue 15-10-19 Wed 16-10-19
Initial Research 10 days Thu 17-10-19 Wed 30-10-19
Assembling all the
Preliminary Data
8 days Thu 31-10-19 Mon 11-11-19
Researching the Data 6 days Tue 12-11-19 Tue 19-11-19
Compiling the Data 14 days Wed 20-11-19 Mon 09-12-19
Submission of the Draft 1 day Tue 10-12-19 Tue 10-12-19
Continuation of the
Research
20 days Wed 11-12-19 Tue 07-01-20
Assembling New
Information
10 days Wed 11-12-19 Tue 24-12-19
Identification of the
Sample
1 day Wed 25-12-19 Wed 25-12-19
Selecting The Number of
Sample Size
4 days Thu 26-12-19 Tue 31-12-19
Interviewing The Sample
Population
5 days Wed 01-01-20 Tue 07-01-20
Researching on the
Available Data
35 days Wed 08-01-20 Tue 25-02-20
Compiling the Total Data 25 days Wed 08-01-20 Tue 11-02-20
Assembling and 9 days Wed 12-02-20 Mon 24-02-20

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Preparing the final Report
Final Submission 1 day Tue 25-02-20 Tue 25-02-20

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References
Antwi, S.K. and Hamza, K., 2015. Qualitative and quantitative research paradigms in business
research: A philosophical reflection. European Journal of Business and Management, 7(3),
pp.217-225.
Collins, S.K., McKinnies, R.C., Matthews, E.P. and Collins, K.S., 2015. A ministudy of
employee turnover in US hospitals. The health care manager, 34(1), pp.23-27.
Dubey, R., Gunasekaran, A., Altay, N., Childe, S.J. and Papadopoulos, T., 2016. Understanding
employee turnover in humanitarian organizations. Industrial and Commercial Training, 48(4),
pp.208-214.
Dumay, J. and Cai, L., 2015. Using content analysis as a research methodology for investigating
intellectual capital disclosure: a critique. Journal of Intellectual Capital, 16(1), pp.121-155.
Fletcher, A.J., 2017. Applying critical realism in qualitative research: methodology meets
method. International Journal of Social Research Methodology, 20(2), pp.181-194.
Gorman-Murray, A., Johnston, L. and Waitt, G., 2016. Queer (ing) Communication in Research
Relationships: A Conversation about Subjectivities, Methodologies and Ethics 1. In Queer
Methods and Methodologies (Open Access) (pp. 97-112). Routledge.
Hickson, H., 2016. Becoming a critical narrativist: Using critical reflection and narrative inquiry
as research methodology. Qualitative social work, 15(3), pp.380-391.
Kumar, R., 2019. Research methodology: A step-by-step guide for beginners. Sage Publications
Limited.

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Leung, L., 2015. Validity, reliability, and generalizability in qualitative research. Journal of
family medicine and primary care, 4(3), p.324.
Mackey, A. and Gass, S.M., 2015. Second language research: Methodology and design.
Routledge.
McCusker, K. and Gunaydin, S., 2015. Research using qualitative, quantitative or mixed
methods and choice based on the research. Perfusion, 30(7), pp.537-542.
Noble, H. and Smith, J., 2015. Issues of validity and reliability in qualitative research. Evidence-
based nursing, 18(2), pp.34-35.
Ørngreen, R. and Levinsen, K., 2017. Workshops as a Research Methodology. Electronic
Journal of E-learning, 15(1), pp.70-81.
Pruzan, P., 2016. Research methodology: the aims, practices and ethics of science. Springer.
Smith, J.A. ed., 2015. Qualitative psychology: A practical guide to research methods. Sage.
Wallace, M. and Sheldon, N., 2015. Business research ethics: Participant observer
perspectives. Journal of Business Ethics, 128(2), pp.267-277.
Yadav, T. and Rani, S., 2015. Work life balance: challenges and opportunities. IJAR, 1(11),
pp.680-684.