Assignment No. 01

Research Methodology (Mgt 602)

PROGRAM: MSPM

Submitted to

Madam Razia Sultana

Submitted by

Khurram Saeed (Fa14-RPM-381)

Q No.1: For each situation, decide whether the research should be exploratory, descriptive or

causal. Support you answer with the concepts studied in the course.

a) Establishing the functional relationship between advertising and sales.

Ans: This is a causal relationship. It attempts of what types of advertising cause to motivate

people to buy and they buy.

b) Investigating reactions to the idea of a new method of define budgeting.

Ans: An example of descriptive research that to paint a picture of the variety of logical and

emotional responses people feel about changes in the defense budget without determining why

they feel as they do.

c) Identifying target-market demographics for a shopping Centre.

Ans: Exploratory it is still uncertain if there is indeed a market for the shopping center's products,

or what type of market may be interested in when the center is built.

d) Estimating prices for IBM stock 2 years in the future.

Ans: Descriptive because estimating prices is speculative or future-seeking, and must project and determine a variety of possible economic scenarios that could potentially affect IBM stock and the company's fortunes.

e) Learning how many organizations are actively involved in just-in-time production.

Ans: Descriptive. The research does not determine that the production is effective, the cause of its efficacy or lack thereof, or if it will be used in the future, it merely attempts to identify a phenomenon and describe new extent of research use at the present time, in comparison to other methods of research

f) Learning the extent of job satisfaction in a company.

Ans: Exploratory Study as it involved interviews. This technique, however, can yield important

insights and more often than not is well worth the effort. Casual study can also be used be used

in this case as we are going to explore what different users say about the case of job satisfaction

Q No. 2:

Write an extensive literature review on the hypothesis stating:

“Career commitment has positive relationship with employee’s performance.”

Literature review:

In a statement, "career commitment has a positive relationship with the employee's performance" hypothesis stated that the employee's performance strongly influenced the career commitment and set their organization. Analytical and theoretical reviews of many researchers have agreed to test this hypothesis. Definition of career commitment to literature as inferred career development of staff.

Commitment:

In simple language, and a commitment to mean "a sense of intellectual adherence to some part of the work," Which include the relationship between one people to others. In the work environment and we always see these bonds between Staff and the organization associated where affection measured in terms of employee performance and organizational policies and procedures provided. The organization provides legal profession to work with, or sometimes building strategies and regulations that are committed to employees who were hired, and should follow the staff of this commitment to the efficient organization that appoints them.

Over the years, the career commitment and measure in many different ways definition:

• Can be a balancing force that works to maintain and stimulate behavioral trend of

employees.

• Force courteous which requires a person honors the commitment.

• Can determine the strength of the individual physiological and attachment felt by the

person in Organization and so on.

Career commitment in the organization:

Before diving into the depth of the employee's behavior and we focus on the actual career commitment that has been provided. The physical environment in the core and external organization and keep hold of their employees. Profession

Is based on the staff's commitment to the reception and an estimate of the performance of the temptation to match this contribution may also be rewarded interview with this project. One factor is the physiological or emotional attachment employee is responsible for the positive responses of the organization through loyalty, and warmth, and property and pleasure etc.

All in all, supports career commitment to the goal of the organization. To prove this statement,

many of the analytical reviews, models, theories have been circulated, but we emphasize and

highlight the Meyer and Allen visualization model.

It is scheduled functional organizational commitment to a large extent and strategic actions under the control of one wave and the mean of the entire administration. Behavioral characteristics are mainly in the work done in the recital to continue the improvement in the current job mobility and function of attention environment.

Relationship commitment to employee performance:

Employee work behavior scale correlates positively with career commitment. Many exciting changes that have occurred in the past few decades in a new retail format that can be seen in large organizations. It is important for retailers to understand why staff performance through motivation and job satisfaction, and organizational commitment. It can measure the performance of staff in terms of motivation and satisfaction. Now we can say there is no statistically significant difference between motivation and job satisfaction and career commitment to a positive relationship.

These variables are determined by the education and employment of the person's experience. He said research indicates that the employee's role changes with reference to the career opportunities member. It is true that if employees bear less responsibility than others. Stakeholders need to control and work to promote and maintain employment. In this two-changing relationship

There are many supervisors’ concerned officials to pay up the entire system. Company policies or institution plays an important role in the provision of career commitment, as we said before. In a way or other policies should have emerged after the old application. It seems that the organization may benefit from enhanced Commitment at all levels that cause reduced absenteeism and performance clearly seen. Early researchers tend to focus on job satisfaction key position on the staff performance, such as job performance and rotation. But now new research said with confidence that the career and commitment is an important indicator of attitudes staff and intentions performance.

Theoretical perceptions on job commitment and performance:

Can be seen to the model in Figure 1 summarize the various concepts and theories in one box,

the theoretical framework in that an employee who he is committed to work, work colleague

who worked with him and the regulatory environment where he did not hesitate, but loyal salary

and

the most important and promotion done by the struggle for personal needs and the performance

of the organization. The availability of these variables for satisfaction employee to perform well

with higher positive commitment to the organization [1].

Theory of motivation:

Motivation is the process that is the individual intensity, direction, and continued efforts towards

Accomplish the goal.

• Density means to measure the labor force for a person

• There is a trend that benefits the organization

• Continuation tell us that the employee gives the quality of work and effort over a long

period of time

On the basis of the above definition came many researchers gave their theories supporting the motivation [10]. Herzberg's theory, such as hygiene, McClelland's theory of need, expectation theory Fromm, and or Hackman and his colleagues “model design and function [11]. Motivation is only the first step that can produce a particular behavior of an employee who is related commitment.

Herzberg's hygiene theory:

Herzberg suggested two factors, i.e. hygiene and motivation in his theory that people need for accountability progress and linked to all the attractive, challenging work, safety, holidays and currency system preference salary. This system is established to highly motivated people to give the best output.

Theory professional motivation in London:

I have studied the effects of individual and situational variables and extra work on job commitment. There is a need for these three types of specific factors, interests, and personal variables relevant to a career. Work environment factors can influence career motivation, such as "employment policies and procedures, leadership style, job design, group cohesion, career development programs, and compensation system "[12].

Maslow's theory of motivation theory:

This theory states that the hierarchy of needs theory, which has been proved that individuals cannot move to the next higher level until all requirements in the current (lower) level are satisfied. He packed many of the needs in the five basic factors. Perhaps, for globalization and competitive pay these days staff about their professional lives and careers. Organizations, that can help employees to develop in areas of their lives, may lead to not only improve their performance, but her facility of the organization, and perhaps to change the future of a very

individual incentive to more logic contributor in the organization, because they already satisfy

the need of self-realization, and respect for, physiological, safety and other needs Maslow

suggested [13].

Commitment to the theory of organization:

The concept of commitment Meyer and Allen Organization, there are three general themes of

commitment; affection, and its continuation, the standard can be seen in the figure (2), and when

this is coupled together produce the highest positive staff behavior [14].

Emotional attachment to the organization:

It refers to the emotional attachment to the identification and involvement in the organization. Employee with a strong emotional commitment to continue working with the organization. Affectionate can become through personal or structural characteristics, work experience and career related theme.

Continued attachment of the organization:

It refers to an awareness of the cost related with leaving the organization. Cost includes the threat of leaving wasting time and effort to acquire non-transferable skills and the advantages or the presence of family and personal relationships. Employees who are is based on the fundamental asset to any organization on the career commitment to stay because they need it.

Standard facility of the organization:

A high level of employee commitment to the performance feel they must remain with organization. I've included a bonus in advance in terms of money, reward, or any tangible. These things feel employee to feel an obligation to reciprocate by committing themselves to the organization.

Reinforcement theory:

It focuses on the affiliation between behavior (performance) and consequences (pay) money or other cash incentives are an important feature to increase the employee's performance. Basic and adequate salary structure is very useful to motivate employees in the organization.

Conceptual model:

As discussed above, depending on the employee's behavior career and commitment as well, so with the concepts career framework commitment is the independent variable. It can be any policies, rules and formal organization strategies or it may be an informal way Handling employee performance. But in this relationship there moderators involved in this case, is that job

satisfaction is high or low affection will decide the level of production of the employee in

organization is also shown in Figure 1 .

High/Low

Figure 1: Relation between Career Commitment, Job Satisfaction and

Employee's Performance

Carrier Commitment

(Independent Variable)

Employees Performance

(Dependent Variable)

Job Satisfaction

(Moderating Variable)

References:

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