BUS101 Business Analytics: Qualitative Analysis & JD-R Theory

This report defines and describes qualitative analysis, differentiating it from quantitative research. It includes a literature review on Job Demand Resource (JD-R) theory, explaining how job demands and resources impact employee motivation and well-being. The report applies JD-R theory to a business case involving 'Honey and Pine,' an organization facing increasing employee turnover. Through analysis of interview excerpts, the report identifies unique business demands and resources within the company. Recommendations are made to the CEO, based on the theory and academic literature, to improve business issues such as lack of motivation, poor communication, and technological resource limitations, ultimately aiming to reduce employee turnover and enhance overall organizational performance. Desklib provides access to this and other solved assignments.

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author’s Note

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Table of Contents
1. Define and describe qualitative analysis......................................................................................2
2. Explain the difference between qualitative and quantitative research.........................................2
3. Write a literature review on Job Demand Resource Theory........................................................4
4. Using the business case below.....................................................................................................5
A. Explain how JD-R theory can be applied to this case.................................................................6
B. Identify the unique businesses demands and resources from the interview excerpts below......7
C. Use the theory and academic literature to make recommendations for the CEO to improve the
business issues.................................................................................................................................8
Reference List:...............................................................................................................................10

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1. Define and describe qualitative analysis
Qualitative analysis is method of evaluating collected data based on unquantifiable
information such as management’s viewpoint, opinion of supervisors and so on. While making
an in-depth qualitative analysis the people involved with the identified issues are directly
involved (Novikov and Novikov 2013). Therefore, data can be evaluated critically by showing
its various perspectives. In order to gather a direct response from the supervisors the business
experts prefer to analyze qualitative form of data to analyze the research issue from different
perspectives. Qualitative methods are classified into several types including Interviews, focus
groups, Case studies, online content analysis, Social network analysis, observation.
Most of the researchers prefer to select interview method as well as focus groups. The
primary reason of selecting interview method is to analyze the point of view of participants from
various perspectives and come into a conclusion (Coleman 2013). On the other focus group is the
systematic procedure of conducting a group discussion session based on the topic of identified
research issue. In a focus group, the participants get the scope of sharing their views and
thoughts with each other (Håkansson 2013). Focus group is the effective ways of conducting
group session by involving the people of various cultural and psychological backgrounds.
However, it has been observed that both the two procedures of data analysis like interview and
focus groups are effective in analyzing quality form of research work.
2. Explain the difference between qualitative and quantitative research
Qualitative data collection method is completely based on unquantifiable information
where the participants take part in open-ended questions. The participants get immense scopes

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and opportunities to share their own opinion in a descriptive way. On the other hand,
quantitative data collection method is completely based on numerical data collection. The
participants have to go though close-ended questions with the help of which they do not get
opportunities to justify their answers (van Wyk 2012). In addition, in quantitative data
collection method participants get the scope of gathering an immediate response from the
pipants.
In the article “Testing a model of officer intentions to quit: the mediating effects of job
stress and job satisfaction”, published by Allisey (2014), the author has used quantitative form
of data collection technique by involving the employees within data collection procedure. The
primary topic of this particular research is job stress and its negative impact on employees. In
this very specific study, the author has involved several numbers of employees in a survey
method. By forming several questions based on job satisfaction and job stress, the author has
collected data from the employees. An immediate response is gathered from the participants who
have showed their views that overburden of pressure is one of the most important reasons of
enhancing employee turnover rate. On the other hand, it has also been observed that the study
has analyzed the data based on statistical tools and central tendency method. As a result, the
overall result of the collected data can be evaluated at a glance.
On the other hand, the article like “work-related communication technology use outside
of regular work hours and work life conflict: The influence of communication technologies on
perceived work life conflict, burnout, job satisfaction, and turnover intentions. Management
Communication Quarterly” by Wright et al. (2014) has selected qualitative data analysis by
involving the supervisors of a company. In the very specific study, the primary concern of this
research was to evaluate the impact of job stress in enhancing employee turnover rate. This very

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specific study has focused to select qualitative form of research work by involving the opinion of
organizational supervisors. In this very specific study, the supervisors have shared their own
point of views on how their rate of employee turnover is raising day by day. The necessary
initiatives of taken by the company for reducing the rate of employee turnover have also been
critically evaluated in this study.
3. Write a literature review on Job Demand Resource Theory
JD-model is primarily based on how business organizations have to face challenges in
maintaining the health issue of the employees due to high job demands. When the job demand is
very high, the employees become overburdened (Tracy 20120. In this kind of situation, most of
the employees get de-motivated in performing well towards the services. In order to get good
performances from the organizational employees the business experts have to focus on
implementing motivational strategies and policies. Job resources are the organizational factors
with the help of which the business experts intend to help the employees in achieving business
goals and objectives (Collis and Hussey 2013). The primary resources that an employee need
within workplace for achieving business goals and objectives include physical resources,
technical resources, social rewards and recognitions and so on.
Job demand resource model implies on how employees while working on a specific
project need to have appropriate resources. Motivation is one of the most significant factors,
which enable the employees in performing well towards the services (Collis and Hussey 2013).
The business experts have to face immense challenges in motivating the employees who belong
to various cultural and religious backgrounds and attitudes. However, providing rewards and
recognitions to the employees is one of the most effective ways of encouraging the employees

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towards services. In addition, employees within an organization have to get sufficient resources.
Technological support is one of the most effective factors based on which the employees can
deliver their services within stipulated time (Wahyuni 2012). Therefore, Job demand resource
model needs to be implemented within organization based on which organization can motivate
the employees towards providing their best services.
Figure: Job demand resource model
(Source: Zikmund et al. 2013)
4. Using the business case below
In this part, the study has critically evaluated the case scenario on “Honey and Pine”.
The organization has suddenly observed that employee turnover rate of the company is
increasing day by day. After conducting an effective interview session, it has been observed that
employees do not get any motivation in working under this company due to the lack of proper
management (Levy and Lemeshow 2013). In this kind of situation, Honey and Pine has decided
to take major initiatives in reducing employee turnover rate. The primary reason behind

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increasing employee turnover is lack of motivation due to ineffective communication with the
managers, lack of management policy and lack of rewards and remunerations (Etikan, Musa and
Alkassim 2016). In this kind of situation, the business experts have decided to implement JD-R
theory with the help of which employees can be motivated towards services.
A. Explain how JD-R theory can be applied to this case
The primary purpose of JD_R model within business is to encourage the employees in
providing their best services. The study has evaluated the fact that employees need to be
motivated by implementing effective strategies and policies:
 Implementing proper promotional methods:
Honey and Pine needs to follow a proper ethics while promoting employees. The
organization need to give priority on skilful employees and promote them for the higher position.
In addition, the employees who deserve to the position of a manger need to get promoted from
the business authority (Terrell 2012). Otherwise, the employees would get de-motivated in
surviving within an organization for a long time.
 Rewards and recognition policy:
In quest of motivating the employees, the business experts of Honey and Pine need to
focus on some rewards and recognition policy (Bryman and Bell 2015). Providing incentives and
bonus to the employees or any kind of appreciation or gift vouchers are very much motivating in
encouraging the employees towards reach business goals and objective.
 Implementation of agile work environment:

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Honey and Pine managers need to maintain flexible work environment so that employees
can enjoy the workplace. In addition, it has also been observed that flexible work environment is
very much effective in encouraging the employees in providing their best services. However, this
very specific study has focused to make detailed analysis about implementing motivational
policies within management that can motivate the employees in providing their best services.
B. Identify the unique businesses demands and resources from the interview excerpts below
After conducting, an effective interview by involving the employees of Honey and Pine,
some of the most effective demands and resources have been identified which are as follows:
 The organizational managers of Honey and Pine need to render innovation on their
technological resources. The business authority needs to improve advancement of technology
(Bernard 2017). With the help of advanced technology, the business experts would be able to
measure and evaluate database of the company by chronologically. As a result, both the
service providers and service users would get equal benefits and facilities from the
organization
 In addition, Honey and Pine needs to increase the salary structure of the employees with the
help of which employees get motivated in performing well towards the services (Smith
2015). In addition, good salary structure would be able to maintain employee retention plans.
 In addition, the managers of Honey and Pine have poor communication skill with the help of
which the employees have to face challenges in sharing their views and thoughts. Employees
do not have enough space in sharing their difficulties facing at the workplace. In addition,,
the business experts are very much professional and dominating (Ormston et al. 2014).

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Therefore, the organizational managers in order to overcome the situation need emotional
intelligence skills and competencies.
C. Use the theory and academic literature to make recommendations for the CEO to
improve the business issues
Shannon and Weaver model evaluates the fact that speakers while transmitting the
message to the listeners need to keep a transparency within communication so that listeners can
provide an effective feedback and make the entire communication process effective. In addition,
with the help of an effective model the business experts of Honey and Pine would be able to
communicate with the employees properly and can resolve their issues. If the CEO of the
company is not comfortable with multilingual competency, the business experts can easily adopt
non-verbal communication method as well. With the help of an non-verbal communication
method the business experts would be able to deal with the employees effectively in written
communication as well.
 In addition, the CEO of Honey and Pine needs to adopt participative form of leadership
style at the workplace. With the help of participative leadership style, the business experts are
easily able to communicate with the employees while taking any business decision.
Therefore, the employees would like to show their positive response in performing well
towards the services (McCusker and Gunaydin 2015). In addition, the business authority
needs to improve advancement of technology. With the help of advanced technology, the
business experts would be able to measure and evaluate database of the company by
chronologically. As a result, both the service providers and service users would get equal
benefits and facilities from the organization

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After evaluating the entire study it has been found that, Qualitative methods are
classified into several types including Interviews, focus groups, Case studies, online content
analysis, Social network analysis, observation. It has been observed that data can be evaluated
critically by showing its various perspectives. Focus group is the effective ways of conducting
group session by involving the people of various cultural and psychological backgrounds.
However, it has been observed that both the two procedures of data analysis like interview and
focus groups are effective in analyzing quality form of research work (Leung 2015). By forming
several questions based on job satisfaction and job stress, the author has collected data from the
employees. In the very specific study, the primary concern of this research was to evaluate the
impact of job stress in enhancing employee turnover rate. This very specific study has focused to
select qualitative form of research work by involving the opinion of organizational supervisors.
Job resources are the organizational factors with the help of which the business experts intend to
help the employees in achieving business goals and objectives. However, providing rewards and
recognitions to the employees is one of the most effective ways of encouraging the employees
towards services. In addition, employees within an organization have to get sufficient resources.

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Reference List:
Allisey, A.F., Noblet, A.J., Lamontagne, A.D. and Houdmont, J., 2014. Testing a model of
officer intentions to quit: the mediating effects of job stress and job satisfaction. Criminal Justice
and Behavior, 41(6), pp.751-771.
Bernard, H.R., 2017. Research methods in anthropology: Qualitative and quantitative
approaches. Rowman & Littlefield.
Bryman, A. and Bell, E., 2015. Business research methods. Oxford University Press, USA.
Coleman, R. (Ed.)., 2013. Deleuze and research methodologies. Edinburgh University Press.
Collis, J. and Hussey, R., 2013. Business research: A practical guide for undergraduate and
postgraduate students. Macmillan International Higher Education.
Collis, J. and Hussey, R., 2013. Qualitative psychology: A practical guide to research methods.
Sage.
Etikan, I., Musa, S.A. and Alkassim, R.S., 2016. Comparison of convenience sampling and
purposive sampling. American Journal of Theoretical and Applied Statistics, 5(1), pp.1-4.
Håkansson, A., 2013. Portal of research methods and methodologies for research projects and
degree projects. In The 2013 World Congress in Computer Science, Computer Engineering, and
Applied Computing WORLDCOMP 2013; Las Vegas, Nevada, USA, 22-25 July (pp. 67-73).
CSREA Press USA.
Leung, L., 2015. Validity, reliability, and generalizability in qualitative research. Journal of
family medicine and primary care, 4(3), p.324.

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Levy, P.S. and Lemeshow, S., 2013. Sampling of populations: methods and applications. John
Wiley & Sons.
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.
Merriam, S.B. and Tisdell, E.J., 2015. Qualitative research: A guide to design and
implementation. John Wiley & Sons.
Novikov, A.M. and Novikov, D.A., 2013. Research methodology: From philosophy of science to
research design. CRC Press.
Ormston, R., Spencer, L., Barnard, M. and Snape, D., 2014. The foundations of qualitative
research. Qualitative research practice: A guide for social science students and researchers, 2,
pp.52-55.
Smith, J.A. ed., 2015. Qualitative psychology: A practical guide to research methods. Sage.
Terrell, S.R., 2012. Mixed-methods research methodologies. The qualitative report, 17(1),
pp.254-280.
Tracy, S.J., 2012. The toxic and mythical combination of a deductive writing logic for inductive
qualitative research. Departures in Critical Qualitative Research, 1(1), pp.109-141.
van Wyk, B. 2012. Research design and methods Part I. University of Western Cape.
Wahyuni, D., 2012. The research design maze: Understanding paradigms, cases, methods and
methodologies.

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Wright, K.B., Abendschein, B., Wombacher, K., O’Connor, M., Hoffman, M., Dempsey, M.,
Krull, C., Dewes, A. and Shelton, A., 2014. Work-related communication technology use outside
of regular work hours and work life conflict: The influence of communication technologies on
perceived work life conflict, burnout, job satisfaction, and turnover intentions. Management
Communication Quarterly, 28(4), pp.507-530.
Zikmund, W.G., Babin, B.J., Carr, J.C. and Griffin, M., 2013. Business research methods.
Cengage Learning.