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CAN AN ORGANIZARION BUILD A DESIRED CULTURE AND STILL MAINTAIN DIVERSITY

A Dissertation Presented in Partial Fulfillment of the Requirements for the Degree of

Doctor of Business Administration

By

JAMILAH MUSTAFA

Colorado Technical University

APRIL 2018

Debra Burrington, 05/16/18,

Typo


You will need to continue to think about this title. I am going to send you a copy of an “alignment exercise” I would like you to complete as a sort of “homework assignment” that I think will be of great help to you in more clearly defining the nature of your study topic, research problem, purpose statement, research question, and dissertation title.

Committee

[Research Supervisor name], [Degree], Chair

[Committee Name], [Degree], Committee Member

[Committee Name], [Degree], Committee Member

Date Approved

Richard Livingood, 04/08/14,

Check with your Research Supervisor for the date to be added to this line.Forgetting to complete this line is the most frequent error in dissertation formatting caught at publication. Please ensure you added this date before submitting.

© [Replace with your name], [Replace with Year of Completion]

i


The date will be the year of publication of your dissertation.

Abstract

This paper based on our research and consulted experiences, presents a framework for

approaching and dealing with culture change models from our studies as well as selected

literature-based studies. A variety of reviews within this paper will show you how cultures are

built in a workplace, how human resource management is greatly responsible or assisting with

that culture maintaining that culture. This will also give you some insight on what companies do

to make sure that their organization has a balanced culture as well as diverse interests with in

their workforce. There are a variety offers within this review there are some interesting insights

on what they believe organizational cultures are and how diversity plays a huge role in those

cultures. They do have some weaknesses as well as strength each one will be outlined in the

individual review. The information contained in this literature review is designed to give

employers as well as organizations a better understanding of what a culture is and how to build

it. Cultures are very important as it builds character within organizations

ii


Don’t worry about writing this now. This is one of the later things you will do, and it will be impacted by how you continue to define and narrow your study topic.


I’ve highlighted two instances of the use of “you” here. You is first-person, even though it is plural. It’s also not needed at all in either of these sentences. Just say “…this paper will show how cultures are…” and “This will also produce some insights…”


Who is “our”? You are doing this study on your own. Use third-person terms such as “the researcher” or “the investigator”

Acknowledgements[Add Acknowledgements]

iii

Table of Contents

Acknowledgements........................................................................................................iv

Table of Contents.............................................................................................................v

List of Tables................................................................................................................viii

List of Figures.................................................................................................................ix

Chapter One.........................................................................................................................1

Topic Overview/Background...........................................................................................1

Problem Opportunity Statement......................................................................................1

Purpose Statement...........................................................................................................2

Research Question(s).......................................................................................................2

Hypotheses/Propositions..................................................................................................2

Theoretical Perspectives/Conceptual Framework...........................................................3

Assumptions/Biases.........................................................................................................3

Significance of the Study.................................................................................................3

Delimitations....................................................................................................................3

Limitations.......................................................................................................................3

Definition of Terms.........................................................................................................4

General Overview of the Research Design......................................................................4

Summary of Chapter One................................................................................................4

Organization of Dissertation (or Proposal)......................................................................4

iv

Jenna Obee, 01/19/16,

The table of contents is set up to compile automatically. Use the headings styles available on the Home ribbon to identify the level of headings. To update the table of contents, select Update Table in the top left of the table of contents (click on it if needed).Header levels 1 and 2 are displayed in the Table of Contents. Additional levels are not necessary and will not show.For more information on how to use this feature, see the box on the Doc Library titled Table of Contents: https://careered.libguides.com/ctu/doctoral_students/writing#s-lg-box-wrapper-9741573

Chapter Two........................................................................................................................5

Review and Discussion of the Literature (the exact headings will depend on the

content)........................................................................................................................................5

Conceptual Framework....................................................................................................6

Summary of Literature Review.......................................................................................6

Chapter Three......................................................................................................................7

Research Tradition(s).......................................................................................................7

Research Questions, Propositions, and/or Hypotheses (as appropriate)..........................7

Research Design..............................................................................................................7

Population and Sample....................................................................................................8

Sampling Procedure.........................................................................................................8

Instrumentation................................................................................................................8

Validity............................................................................................................................9

Reliability........................................................................................................................9

Data Collection................................................................................................................9

Data Analysis...................................................................................................................9

Ethical Considerations.....................................................................................................9

Summary of Chapter Three...........................................................................................10

Chapter Four......................................................................................................................11

Participant Demographics (if appropriate)....................................................................11

v

Presentation of the Data.................................................................................................11

Presentation and Discussion of Findings.......................................................................12

Summary of Chapter Four.............................................................................................12

Chapter Five.......................................................................................................................13

Findings and Conclusions..............................................................................................13

Limitations of the Study................................................................................................13

Implications for Practice................................................................................................13

Implications of Study and Recommendations for Future Research..............................13

Reflections (as desired and authorized by the committee)............................................14

Conclusion.....................................................................................................................14

References..........................................................................................................................15

Appendix............................................................................................................................16

vi

List of Tables

Table 1: [Table Name Here] ……………………………………………………………………. #

Table 2: [Table Name Here] ……………………………………………………………………. #

vii


You must create the lists of tables and figures manually. The titles should be in normal font and title case. Use periods to extend the line across the page and line up the page numbers. It is advisable to complete this list after the rest of the dissertation is complete.

List of Figures

Figure 1: [Table Name Here]…………………………………………………………………….#

Figure 2: [Table Name Here]…………………………………………………………………….#

viii

CHAPTER ONE

within the human resource department you have a human resource manager and for a

human resource generalist. Organizations say they want to build a culture that allows employees

a little more freedom in your average corporation. The problem occurs when organizations don’t

make an effort to build a culture. They want to culture words relaxed with employees can come

to work do the work without fear. They also want a relaxed environment, along with hard-

working individuals. This may not actually happen because attitudes and personalities tend to

clash within the workplace. When a company chooses the culture they’re looking for they have

to do the work and choose the employees that will match those cultures. You can’t teach an

individual to be happy and empower themselves, they have to learn that behavior. The only way

a corporation can build a culture within it and maintain diversity, is they have to be diverse to

begin with. We cannot have a company that does not understand what diversity is, and build a

culture that allows for a variety of freedoms. Will individuals be able to exercise their freedom of

speech within that organization without fear of reprisal? This is just an example of how

individual may feel within the workplace with no diverse. Diversity is referring to mail to female

and a variety of races, is not just a variety of races but it also speaks to individuals with

handicaps, disabilities of any kind. To build this culture the capital start with the framework of

what they’re looking for. There has to be research done to determine the type of culture you’re

looking for, the type of culture that will work well and be cohesive amongst employees. These

are all important factors when choosing a culture within an organization, it helps a lot if the

organization is already diverse however, teaching diversity may be another complete issue and

you have to decide if you want to embark on that issue.

1


All we are doing right now is chapter 3. Save any chapter 1 content for the Unit 4 IP.


Replace the directions in each section, as indicated by the brackets, with your discussion of the topic for that section Do not change settings in the headings, as the style sheet contains the formatting for the headings and will automatically build the Table of Contents, etc..

In understanding the rationale based on this research you have to look at companies that

drive such as Facebook, Google, and Snapchat. According to the self-reported information on

these companies , they have been successful in their way of hiring and building a culture that’s

extremely diverse. But they had to start from somewhere, did they start from the ground fighting

the culture that they wanted?

But are these companies very successful with their culture that they build? Research has

shown that if you allow employees certain amenities they will produce at a proper rate, if you

take a study of a company that is bland and a company that has labor you will see that the

company with flavor builds and expands more.

The culture that’s being built in this type of company is one that’s very relaxed, it’s a

culture that people want to come to work to.

The research design for this project would be quantitative as well as qualitative, who will

have a mixed method research. The concept of building a culture is going to play a huge part in

this dissertation because it’s the concept that makes the action work.

Topic Overview/Background

a brief overview of where I topic comes from, for many years I worked in industry of

human resource and I work for various companies that say they want a culture words relaxed.

When you get in to that company as an employee you start to see that it is nothing like what was

told to you the management staff. Organizations have realized that this does not work, they begin

to lose employees and their turnover rate is extremely high based on the culture within the

patient as well as the lack of trust from the employees in regards to the company. My

concentration is on this topic a great deal because I have been a product of not being able to

thrive in a organization that has no culture. I’ve been known as an outcast because I like the

freedom to do my own work as well as dress the way I like.

2

Problem Opportunity Statement

because building a culture is fairly new in the society, there really isn’t a lot of

information.. There is a great deal of information, it just doesn’t touch the areas to which user

looking to mimic. The information provided gives you statistics on how a company can create a

culture and then build upon that culture and work within it. However there is a gap in the

research simply because it doesn’t give you enough information on the diversity and how that

culture works for all and not for some. In reality when an organization wants to build a culture

they have to take a look at who they hired, they have to take a look at upper management and

their attitudes, because their attitudes is what makes or breaks that culture. This is truly where

diversity comes into the picture, because if you have an individual upper management who does

not relate to an individual with handicap, they may not understand that handicap and they may

do or say something that is completely incorrect. [

Purpose Statement

the purpose of this research is to show that organizations can truly build a culture that

dictates the attitudes of its employees. The research will show how organizations can easily

culture and keep their employees happy while getting quality work done. The research is

necessary for organizations because in this century we thrive on making sure people come to

work, and we thrive on everyone being able to have a good time while they are at work. The

whole point behind building a culture is so people come to work and enjoy their day at work and

want to come back the following day. Not only do they want to come back but they want our

proper wages for doing that work.

Research Question(s)

[As a result of the explorations detailed in the sections above, the researcher must shape

his or her research intention into the form of one or more concise questions. The research

3

question explicitly illuminates the variables (also referred to as concepts or categories in

qualitative research) that will be under study. Near the conclusion of the research, final

discussions highlight the specifics of, and the extent to which, the research question or questions

were addressed. At times a central question is posed and followed by several sub questions.]

Hypotheses/Propositions

[Hypotheses are assumptions about a phenomenon that the research will seek to prove or

disprove. Hypotheses are stated in two forms: the null hypothesis and the alternate hypothesis.

The null hypothesis is proved or disproved by the research. If the null hypothesis were

disproved, there would be no relationship between the variables being examined. The alternate

hypothesis is examined when there is a relationship between the variables. Hypothesis testing is

commonly found in research, typically accompanying quantitative research. Propositions are

similar to hypotheses; however, when a proposition is stated, the relationship between the

variables will not be proved or disproved by experiment within the context of the research

proposed. Propositions help direct the focus of research such that ultimately testable hypotheses

can be developed. Propositions typically accompany qualitative research.]

Theoretical Perspectives/Conceptual Framework

[The theoretical framework presents the logic you have developed, supported by the

literature that informs the development of your research design. The theoretical perspectives

assist the reader in understanding and following the design of your study. Frameworks and

theoretical perspectives or models are most often found in foundational research related to your

topic of study. Note: also see the Conceptual Framework section in Chapter 2 for additional

help.]

4


Change the heading, by deleting the word not associated with your study. -Quantitative should use Hypotheses -Qualitative should use Propositions -Other methods usually use Proposition

Assumptions/Biases

[All research is accompanied by assumptions held by the researcher. It is extremely

important to explore and state these assumptions as they are related to your study. The

assumptions may arise from past experience or previous knowledge. The assumptions may also

be based in existing theory.]

Significance of the Study

[In this section, the researcher explains how the study will benefit the stakeholders of the

study. Stakeholders can be defined as persons or groups that may have a vested interest in the

subjects explored in the study, as well as the research question itself. This section provides an

explanation of the value your research will have on the body of knowledge related to your topic.]

Delimitations

[Delimitations represent the boundaries of the study as determined by the researcher.]

Limitations

[The limitations of the study are aspects of the research that cannot be controlled by the

researcher. Limitations may be identified prior to the implementation of the research and/or may

emerge during the process of doing the research.]

Definition of Terms

[The definition of terms includes a list of terms used throughout the study and is critical

to the understanding of the study and its documentation. The terms in this list can be defined

both by the researcher and the literature, resulting in an operational definition for the term. Note:

The definition of terms should not be a laundry list of all the technical terms that can be found in

the study. When a term is mentioned infrequently in a study, however important it may be, the

definition should appear where the term is mentioned in the study, not in the definition of terms.

5

The list here should be those terms unique to the topic or field that are necessary for the reader to

understand.]

General Overview of the Research Design

[Although the research design will be covered in depth in Chapter 3 of the dissertation, it

is helpful to present a summary of the design in Chapter One so that the reader has a complete

picture of the proposed research. Obviously, this summary cannot be introduced until Chapter 3

is completed.]

Summary of Chapter One

[As you conclude Chapter One, there should be a short summary of the contents of topics

mentioned above. This serves as a transition into the next section.]

Organization of Dissertation (or Proposal)

[Concluding Chapter One requires a brief discussion telling the reader how the

dissertation or proposal is organized, chapter-by-chapter. Each sentence or paragraph regarding a

chapter should be short and succinct.]

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CHAPTER TWO

My Literature Review

This paper based on our research and consulted experiences, presents a framework for

approaching and dealing with culture change models from our studies as well as selected

literature-based studies. A variety of reviews within this paper will show you how cultures are

built in a workplace, how human resource management is greatly responsible or assisting with

that culture maintaining that culture. This will also give you some insight on what companies do

to make sure that their organization has a balanced culture as well as diverse interests with in

their workforce. There are a variety offers within this review there are some interesting insights

on what they believe organizational cultures are and how diversity plays a huge role in those

cultures. They do have some weaknesses as well as strength each one will be outlined in the

individual review.

The information contained in this literature review is designed to give employers as well

as organizations a better understanding of what a culture is and how to build it. Cultures are very

important as it builds character within organizations.

7


You will submit a revision of chapter 2 for your next IP – the U3 IP2 assignment. But just as a pointer: the content you’ve included here (I’ve only skimmed it) is not in literature review format; it is more like the format of an annotated bibliography. It is imperative that prior to submitting that U2 IP for Unit 3 that you read the literature review chapters of a couple of CTU dissertations so you can see how the narrative is constructed. Secondly, you MUST rely on primarily peer-reviewed academic sources plus some articles from practitioner journals to write about in your literature review chapter. Virtually none of your sources are peer-reviewed, nor are they practitioner journals.See this guidance from the CTU Dissertation Checklist:Introduction (no heading) - Begins with a summary of the purpose statement - Presentation continues with brief explanation of the logical organization of the literature review - Provides a brief explanation of the literature search strategy that was used and a description of the sources - Indicates how the chapter is organized Review and discussion of the literature - Presents the conceptual framework related to the study - Presents historical research of problem being studied emphasizing academic and practitioner literature from the last 5 years (whenever possible, peer-reviewed literature is prioritized) - Discussion has depth and presents a critical thinking perspective that compares and contrasts the literature being analyzed - Discussion is comprehensive, organized, and flows logically - Uses logical, well-defined APA headings to organize discussion - Uses summaries at the end of sections/subsections to ensure the reader understands the key aspects of the discussion just presented - Discussion presents a story of the emergence or evolution of the problem being studied - Discussion presents a clear existence of a problem/gap in the literature needing a research solution

101 Ways You Can Beat Prejudice. (N.d). Retrieved from Anti Discrimination League:

http://archive.adl.org/prejudice/prejudice_workplace.html

Deloitte is trying to describe the type of prejudice that the workplace deals with. This

would be a topic speaks to how mainstream America feels in the workplace environment and

how to deal with it. The author also wants to give you 101 ways of how we deal with prejudice;

the strength of the article allows you to understand what prejudice is. The strength of this article

also shows you that prejudice is not just black and white there are many other prejudices within

the workplace. (101 Ways You Can Beat Prejudice, N.d, pp. 44-47)

Bersin B Deloitte. (2008, May 8). Retrieved from Developing a Corporate Culture:

http://www.bersin.com/blog/post/2010/05/What-is-HRe28099s-role-in-developing-

Corporate-Culture.aspx

With Bersin, the understanding of what a corporate culture is, not to be confused with the

cultural differences within the workplace but the culture in the workplace that allows employees

to be free and not under the strong arm of their superiors. “Understanding how the culture within

an organization can make your company grow and be better and how you can attain this goal

effortlessly”. (Bersin B Deloitte, 2012, p. 367)

Burack, E. H. (2002). Changing the company culture—the role of human resource

development. Science Direct, 88-92. Retrieved from Science Direct:

http://www.sciencedirect.com/science/article/pii/002463019190028M

E H Burack says “The human resource department has an obligation to assist in changing

a company’s culture therefore the human resource department is with making sure the

organizational culture is conducive to the organization and how it operates”. (Burack, 2002, p.

221) This article is the stepping stone for Human Resources. Human Resource personnel need to

8

know that they have a duty as well as an obligation to make sure that the culture of the

organization is in line with what the organization is asking,

Chism, M. (2016, February 1). Responsibility and accountability. Retrieved from Smart Blog

on Leadership: http://smartblogs.com/leadership.

M, Chism looks at the backlash from a culture not working, the responsibility and

accountability of the individuals tasked with building the culture and making sure successful.

Chism state “The only backlash a human resource can have from incorrect cultures. Is building

off the wrong culture”. (Chism, 2016, p. 125) The conceptual framework here is based on the

model working within the organization.

Responsibility and accountability must play a part in building a culture as well as

developing culture. What happens when the culture doesn’t work, who takes responsibility and is

held accountable for this action this article spoke to the need to be able to take on responsibility

and the probability of the culture not working and how and who will be held accountable for the

culture not working. The article showed the importance of accountability and responsibility.

Making the understand exactly the need for changes within your workplace and those in

positions that are mature enough to take responsibility and accountability when something does

not work. (Chism, 2016)

Conflict Resolution. (N.d). Retrieved from http://www.dalecarnegie.com/ebook/conflict-

resolution/?keycode=Google_Conflict

%20Resolution_E&mkwid=sl6knlzmJ&pcrid=72708465637&MatchType=e&pkw=

conflict

%20resolution&placement=&pdv=c&utm_source=google&utm_medium=cpc&utm

_term=conflict%20resolution&utm_camp

9

Dale Carnegie is showing that conflict resolution is trying to show that even in an

organization that has the best culture there may be conflicts with in that organization. “Those

conflicts may disrupt the organizational culture or a variety of reasons. Those reasons could be

because of diversity or rebellion.” (Conflict Resolution, N.d) The strength of this article shows

you what to do in the event of conflict that may arise from a variety of situations. It also allows

you to understand what conflict resolution is. The only weakness in this article is you don’t

understand what is how to deal with it. (Conflict Resolution, N.d)

What this article shows is that to build a culture in an organization you will be met with

resistance. Conflict resolution is necessary to move forward in building that culture. Dealing

with conflicts is a part of the Human Resource departments duties, this article gives valuable

information to do just that. The article shows you how to deal with conflict within the

organization, it allows you to understand what conflict does to the culture of the organization.

Although there is not enough information is given to understand why conflict arises regarding

the culture of the organization. The culture of the organization is a positive aspect for this article

not to focus on that part for me shows weakness.

Corporate Responsibility . (N.d). Retrieved from Business News Daily:

http://www.businessnewsdaily.com/4679-corporate-social-responsibility.html

In this article the author is trying to show how companies have corporate social

responsibility within the way the business. It relates to the culture within the organization

because some companies take their corporate social responsibility outside of the company with

their employees. The author shows how corporate social responsibility and organizational culture

can make the organization a better place. (Corporate Responsibility , N.d)

10

In this article, I saw the correlation between the company and the social responsibility of

the company with regards to building a culture that is conducive to what management wants.

Strength-the strength of this article is in the way is written, because it gives you the

information regarding corporate social responsibility and is the into the building of the

organizational culture.

Weakness-minimal weaknesses in this article simply because it gave a lot of good

information, the only thing I could say that was not given was how to get the buy-in from the

employees to go out and engage with the company’s corporate social responsibility.

Cosmopolitan thinking and intercultural competence. (n.d.). Retrieved from The SAGE

Encyclopedia of Intercultural Competence: https://books.google.com/books?

id=V_wOCgAAQBAJ&pg=PA128&lpg=PA128&dq=cosmopolitan+thinking+and+i

ntercultural+competence&source=bl&ots=24KgbdDaHk&sig=6RG-

lbUVyQ_V7CiUuWZPH3hs4p0&hl=en&sa=X&ved=0ahUKEwig-

7DzpcPKAhUC6GMKHfoWBEAQ6AEIOjAF#v=onepage&q=cosmopoli

Authors Abstract-this article really did a great job in understanding what the author was

trying to portray, the thought of cosmopolitan thinking is directed at thinking outside the box.

The intercultural competence is to speak to the actual diversity within the company. Putting

those together with respect to building a culture for the organization helps with how the author

wants you to understand the concept of intercultural competence as well as Cosmopolitan

thinking. (Conducting an In-Depth Interview, N.d)

My Abstract- the information contained in this article can help a human resource

professional do a good job regarding building the organizational culture within their company.

11

Realizing that you must have Cosmopolitan thinking to deal with diverse issues with

Corporation.

Strengths- combining the two topics together makes this article very strong with regards

to understanding how the Cosmopolitan thinking and intercultural competence will assist you in

building your organization cultures.

Weakness- very minimal weaknesses, making an individual understand what

cosmopolitan thinking is. If you do not know what cosmopolitan is, you may get lost in the

article.

Cultural Difference Between US and Other Countries. (N.d). Retrieved from Huffington

Post: http://www.huffingtonpost.com/2013/09/14/weird-cultural-

differences_n_3875360.html

Authors Abstract-the author is trying to give you information regarding cultural

differences between the United States and other countries. The information given in this article

allows you to understand how other cultures and countries deal with the differences of everyone

in the work. The author also shows how this ties in with the culture that you’re trying to build

based on the cultural differences. (Cultural Difference Between US and Other Countries, N.d)

My Abstract- for me this article showed a great correlation between cultural differences

as well as cultures between the United States and other countries. It shows that the workplace

doesn’t have only one race it’s showing how diversity is strong within the workplace on both

and international soil

Strengths-showing the difference between the cultural differences as well as the diversity

of both United States and abroad.

12

Weakness-not giving enough information regarding how the differences help with the

organizational culture

Definition of a Leader. (N.d). Retrieved from http://dictionary.reference.com/browse/leader

Because this is the definition there is no authors abstract we can only understand what the

definition of a leader is. I the definition the leader it is referring to the Human Resource

Department and the efficiency of the leadership in that department. In the article the author is

also showing how the leader leads the organization and its goals. In this case the goal is to build

a culture that shows strong diversity.

I like this definition because it allows you to understand the initial article because the

definition of a need to truly speaks to how the human resource department plays a major role in

building the culture. You must know what a culture is as well as the leader is for the organization

to make culture work. “Leadership can be defined to determine roles”. This ties the two together

and creating a clear understanding of who and what the leaders are within your organization.

Definition Of Corporate Social Responsibility. (N.d). Retrieved from

http://www.investopedia.com/terms/c/corp-social-responsibility.asp

“Truly defining what social responsibility is as it relates to human resources and building

a culture.” Corporate social responsibility as it relates to building a culture has to do with the

activities the company becomes involved with outside of the workplace. It also involves how

they engage their employees as well, is the activity a choice or is it mandated.

This is clearly the definition of Corporate social responsibility regarding changes of the

culture in the workplace as well as prejudice. The article spoke to how the company has a social

13

responsibility to do what’s right for the employees of the company. If in fact the culture is to be

developed for change, there is a social responsibility in doing so. Each Corporation has some

type of corporate social responsibility to not just the vendors and customers but to their own

internal customers as well which would be the employees. The strength of this article comes

from the information regarding corporate social responsibility and how it is they, it also relates to

your organizational culture in making sure your employees are part of that corporate social

responsibility as well. It also addresses how to make your employees aware of what the corporate

social responsibility is.

Definition of feedback. (N.d). Retrieved from

http://www.merriam-webster.com/dictionary/feedback

Why is feedback an important aspect of the leadership process? It is there to give the best

information within your organization and how it relates to leadership and building trust.

While doing research for my topic I had to realize that feedback is a part of cultural

changes company as well as building or developing a culture. I would have to be open to the

back of the employees to understand why the culture will work or why not work, so the feedback

is just as crucial as trying to develop the culture itself. “Speaking about accountability and

responsibility within the workplace, relating to the culture within the workplace” This is what

building a culture is all about.

Duties of the Human Resource Department. (N.a). Retrieved from

http://smallbusiness.chron.com/primary-responsibilities-human-resource-manager-

10957.html

14

The small business chronicles article gives an overview of what the human resource

department is responsible for. It describes the duties that human resource department will take

care of, and one of those duties is maintaining the culture of the company. It also speaks about

discriminatory practices as well as making sure the legal aspect of all the duties is taking care of.

Because the human resource department is pretty much almost like the head of the main car of

the train is necessary to make sure all parts are functioning accurately and correctly within the

limits of the law, this is one way of making sure there are no discriminatory practices. this

article really good information regarding the duties of the human resource department. The

biggest duty of the human resource department outside of recruiting, on boarding, conflict

resolution, is building the culture for that organization.

HR Impact on Corporate Culture. (2005, July 1). Retrieved from HR.Com:

http://www.hr.com/en/communities/organizational_development/hr-impact-on-

corporate-culture_ead1bczz.html

“Why do we look for stronger cultures in organizations?” In this article the author was

showing what impact the human resource department has on the corporate culture. This is

directly related to building a culture within your organization and how the human resource

department has a huge impact on that culture. It went into deeper information regarding how

upper management plays a huge role as well because they must determine the culture they are

looking for, as well as how well they first will be.

My understanding of the article is that there is very good information regarding building

a culture within an organization, how the human resource department impacts that culture and

the decisions that are made by upper management impact how human resources bills that culture

that the organization is looking for.

15

In the article it shows how human resources plays a major role regarding the impact on

the corporate culture.

Employee Handbooks and At wil Employement. (N.d). Retrieved from Labor Employement

Law Lawyers:

http://labor-employment-law.lawyers.com/human-resources-law/employee-

handbooks-and-at-will-employment.html

This author has great information regarding the employee handbooks and at-will

employment. The author is showing where employee handbooks can have a negative effect on

the culture with in that office structure and how the phrase at will employment can destroy the

culture of the organization. “Many companies make you sign a handbook acknowledgement, but

do not explain the culture or the expectation.”

I must agree with what the author was stated because I found this article to be the same

gave a lot of great information regarding how handbooks can be a negative impact and since the

handbook comes from human resources, it sometimes her the culture of.

Defining what employee handbooks do and how will employment can have a major

effect on the culture.

How to Create and Maintain a Workplace Culture That Will Make Your Company Thrive.

(2014, 10 14). Retrieved from Forbes.com:

http://www.forbes.com/sites/chuckcohn/2014/10/17/how-to-create-and-maintain-a-

workplace-culture-that-will-make-your-company-thrive/#7d5ca927213e

In this article the author is for training and making employees understand how the

workplace culture can assist with making your company strong, there are several ideas that are

16

given by this author and the goal is to show how to create and maintain your workplace culture.

The information given on how it will make your company drive is what makes the article time

together with human resources and the culture of your organization.

I can only agree with what the authors abstract is because that my abstract is.

One of the most important aspects of this article is making sure that creating and maintain

were tied in with making the company thrive.

HR Management and Diversity in the workplace. (N.d). Retrieved from NCHRA.org:

http://www.nchra.org/blogpost/1236132/213236/HR-Management-and-Cultural-

Diversity-in-the-Workplace

Human Resource Development (HRD) has a crucial, challenging role to play in

successfully ‘orchestrating’ strategic culture change. Organization culture change has been

attempted increasingly, unfortunately, quite often with poor results. Misapplication or poor

understanding of culture structures and processes and its built-in ‘mechanism’ resisting change

have contributed to these abuses.

With widespread use of short range thinking and quick-fix solutions, lack of data on

organizational processes, or failure to deal initially with more basic business problems have

added further to these difficulties.

Human Resource Management. (N.d). Retrieved from

http://www.bls.gov/ooh/management/human-resources-managers.htm

The author is showing that Human resource management is a crucial part of building a

culture within the company or organization without the human resource department don’t have

your employees, therefore it’s hard to build a culture with this website shows is how human

resource works within management duties, as well as the responsibilities of the human resource

17

department which would have outlined in other references the human resource department has to

maintain its integrity at all times, which is something this particular website spoke about.

I can agree with the authors abstract and understanding the role human resource

management plays in building a culture for your company. You must make sure that the

understanding of the role of human resource management is clear to each employee.

Mission Statements. (N.a). Retrieved from http://www.missionstatements.com/

For this article, it is showing how a mission statement can make the difference in the

morale within the company. Information contained within the mission statement can uplift and

confuse employees. The company wants a strong statement to boost employee spirits. Lifting

their spirits with a better understanding of what the company wants. The author shows how the

mission statement impacts the culture of the company due to either it being accurate or

inaccurate.

Dealing with a mission statement this article gave information on how mission statements

are made. Mission statements come from ideas that the owners or corporation must come up with

regarding what they are looking for with respect to cultures. This is where most cultures come

from within an organization, and this is where most companies fall short of exactly what they

are.

Osibanjo Omotayo Adewale, A. A. (2013). Impact of Organizational Culture on Human

Resource Practices: A Study of Selected Nigerian Private Universities. Journal of

Competitiveness , 115-133.

18

The impact of organizational culture and human resource is an article that was written

due to a steady of private universities in Nigeria. What this article refers to is how the

organization’s culture has an impact on the human resource department, because the human

resource department is true the department is responsible for building a culture.

The first part of this article, you are introduced into how human resource department

works and operates, also how it is up to that department to look at all the diversity within and

create a culture that’s going to work for that organization. “Tying the culture and diversity

together gives strength to the Human Resource Department”

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Conceptual Framework

Introduction

Research prospectus is the preliminary requirement for conducting a detailed research

and developing a well-structured research paper. In this paper, there is a detailed discussion

about the research opportunity that is associated with the diversity management to the

organization. The chosen topic is the personal interest and wanted to emphasize the importance

about the importance of diversity management to the company. In this paper, there is a detailed

discussion of the research topic, important literature, gap in the literature, assumptions, and

biases, development of research question after analyzing various research, methods and how the

research paper will be designed to conduct the research.

Research Problem

Can an organization build the best culture while maintaining diversity with the help of the

human resource Department? (Guo, 2004). With a growth in the globalization of organization

and increasing multi-cultural environment around the world, a company can build the best

culture while maintaining diversity with the help of human resource department. Mobilization of

people from one country to another country has increased over the period for various purposes

increasing multi-cultural environment in the society (Khera and Gulati, 2015). People migrate

from one place to another place for education, employment, family and as a refugee to get a

better life in another country. It creates a multicultural exposure in walks of life beginning from

school ending to hospital.

People from different country and culture live together in the same society, and that

makes a nation a developed nation (Dong and Liu, 2010). A nation with more tolerance and

equality gets better growth opportunity when compared to a conservative nation. Talents are

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wide spread across the globe, and they are about one culture or community. Many organizations

realized the importance of talent and human resource over the cultural difference and emerged as

great global companies in the world (Noe et al., 2010).

In the current situation, most of the developed countries and cities have the multi-cultural

environment, and people are happy to live and migrate to live in such developed society. It is

adding more benefit to the region (Erolin, 2016). The same applies to the organization. A multi-

cultural environment is not new for the people as in everyday life people encounter people from

different culture and complement the differences. Human resource department plays a significant

role in developing the best working culture in the organization maintaining diversity. It will

provide a great opportunity for the future growth and development of the business in this

competitive world.

Research Opportunity

A-1:

Management is the field that requires more talent for developing various strategies to

meet the growing demands of different industries (R. Rao and Bagali, 2014). Race, ethnicity,

gender, nationality, etc. does not determine the talent of an individual. Demand for talent in

every sector of the business is increasing, and management plays a significant role in every

business. Management of the company is expected to set an example to the entire organizational

culture. It is essential for the management to have diversified culture (Gotsis and Kortezi, 2015).

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Management of the company is the decision makers. Strategic and innovative decisions

are essential to obtain a competitive advantage for the companies (Arokiasamy, 2013). A

diversified management will enable the company in making effective decisions for solving

various challenges and problems faced by the company. It is essential for a company to have

diversified management system as it will give confidence to the employees that there is no

discrimination or inequality present in the company (Kunze, Boehm and Bruch, 2010).

It will provide a positive signal to all the stakeholders that the company has the

multicultural environment and there are rooms for discrimination. It will encourage more talent

to apply for a various position in the company and will improve the knowledge resources (Acar,

2010). It will motivate employees to work towards the common goal of the business and will

create the best working culture for the organization. The policies that are developed by the

diversified management will be without any biases. It will enable the organization to retain their

employees and increases the culture of knowledge sharing and creativity among employees.

A-2:

The proposed research provides an excellent opportunity to the organization in forming

the best working culture that will motivate all employees and empower them in handling their

tasks effectively (Çolak, 2009). Management of the company should be diversified so that they

will be able to develop a working culture in which employees get due recognition and equal

opportunity to present their ideas. A diversified management will eliminate the difference

between the employees and will enable them to work with a higher level of cooperation and

coordination (Ongori and Agolla, 2007).

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Innovation is the need of the hour, and every company is focusing on developing new

product or services that will make them achieve the competitive advantage in the market.

Management of a company plays a major role in the business as they are the decision makers of

the company. Encouraging diversity in the management will provide the best opportunity for the

company to develop more innovative product and services for the company (Christian, Porter

and Moffitt, 2006). The Cultural background provides a different perspective of thinking, and

that makes the management to draw the best conclusion for any problem.

People from different background and exposure will provide a different opinion that is

valuable for the company. It will provide a multi-dimensional view to a problem that is essential

for the company to solve the problem (Østergaard, Timmermans and Kristinsson, 2011). It

provides better insight and opinion about the new unexplored market. This information is

essential for the company’s strategic growth and development decision. It is essential to pay

more attention to the knowledge of an individual for selecting a suitable individual for the

position in management instead of looking at various other factors like race, ethnicity, age,

gender, etc.

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CHAPTER THREE

Research methodology is referred to as the process used in collecting data and

information for the purpose of making business decisions. The research methodology sometimes

includes interviews, survey, publication research and other research techniques. The process

focuses on both the present and historical information. As per the opinion of Thomas (2015),

research methodology is referred to as the systematic and theoretical evaluation of methods

applied to suitable fields of study. It is comprised of the theoretical analysis of different research

methods and principles associated with knowledge. With the support of research findings,

scholars get the adequate help in explaining individual behaviors and understand each reason

behind people’s every action.

Research Tradition(s)

The current chapter introduces the line research parameters selected on the basis

of research aim and objectives. The justification behind each of the chosen parameters would be

given to prove the importance of building the best culture in organizations and the role diversity

plays in it. Therefore, the study would discuss the background behind the selection of each

research parameters. Lastly, ethical consideration, accessibility issues, sample size and time

frame would also be discussed.

Research Questions, Propositions, and/or Hypotheses (as appropriate)

How can the role of the Human Resource Department help create a culture

within an organization while maintaining Diversity?

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Your question is a little confusing. All organizations have cultures. Some of them are diverse, and some are not so diverse. So, are you asking: “How can a human resource department help create a diverse culture within an organization?” Or, written a little differently: “How can a human resource department facilitate respect for cultural diversity within an organization?” Also, what kind of diversity are you talking about? In other words, be thinking about how you are going to define “diversity” for your study.


If you choose to do a quantitative study you would remove references in this heading to “Propositions” whereas if you are doing a qualitative study you would adjust the heading to remove “Hypotheses”


Per the Dissertation Checklist:Research Tradition(s) - Indicates why a methodology and design are used in research - Indicates what methodology will be used for study and why - Indicates why other methodology options will not be used - Indicates what design option will be used for study and why - Indicates why other design options will not be used - Provides appropriate citations to support these decisions (You never indicate here if your study is quantitative, qualitative or mixed methods and why.)


the opening – introduction section – of chapter 3 includes this content, as noted in the Dissertation Checklist:Introduction (no heading) - Restates the research problem - Restates the research purpose - Reflects a brief overview of the chapter Also: do not insert any extra lines between sections. Everything should just be double-spaced throughout.


This draft of the chapter comes in at about 14 pages, which is a little bit on the short side. This is likely a reflection of the fact that not all topics are being addressed thoroughly. I will provide you with content specifications from the CTU Dissertation Checklist. You should check each section against that to see where you are missing required content and where some content needs to be relocated so it is in the appropriate section.

The research proposition underlines the research paradigms the researcher considers for

the study. In this present project, the parameters like positivism philosophy, deductive research

approach, and descriptive research design are considered. The consideration of the previous

parameters would benefit the study in identifying the efforts organizations can make to improve

its internal culture along with workplace diversity. In order to conduct a bias-free survey session,

the research would select simple random sampling process while considering 60 employees of

Deloitte. On the other side, the study also demands a detailed discussion to explore the context

with perfect authenticity, thus, the qualitative approach would also be considered besides the

quantitative one. For the qualitative method, the researcher would interview 6 HR managers of

Deloitte. Keeping in mind the deadline for the project, the employees would be surveyed by

sending a close-ended questionnaire through internet platforms. However, the entire employee

base of Deloitte was considered under the population amongst which 60 would be selected.

Lastly, the data types would include both the primary and the secondary approaches to derive a

conclusion. Lastly, for the sake of maintaining data authenticity, effective ethical considerations

would be followed.

Research philosophy in methodology deals with the factors like nature, source, and the

establishment of knowledge. According to Waite (2011), a research philosophy is an idea of

methods following which data in terms of the phenomenon are to be gathered, evaluated and

used. The most popular factors of research philosophy are positivism, realism and interpretive.

As per the statement of Maistrenko (2015), positivism relies on scientific observations that direct

towards statistical evaluations. It has been assessed that positivism philosophy supports the

views of empiricist, which states that knowledge gradually generates from human experiences. It

maintains an ontological and atomistic view regarding the world which is comprised of distinct,

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visible elements and events that coordinate in an evident manner. On the other hand, realism

philosophy believes the fact that objects that are known to exist can be easily felt by human

senses. However, interpretive philosophy is more inclined towards human actions, behaviors,

point of views and also considers the fact that knowledge is relative to the knower. Freshwater

(2007) also stated that interpretivism also involves experts to construe research elements; hence,

interpretivism influences human interest into a project work. Accordingly, interpretive

philosophers suppose that access to realism can be possible only through the support of social

constructions, for example, consciousness, language, shared meanings, and mechanisms.

Considering the natures of above philosophies, it can be stated that positivism philosophy

supports the essence of the present topic. It has been discussed in the previous paragraph that

positivism philosophy is scientific in nature, thus, the possibility of deriving a conclusion on the

ground of logical fact is higher than the other two philosophies. Moreover, positivism is

generally used to understand employees' motivations, behaviors, decision making options and

reactions. The present project relies more on social facts, which can be effectively studied by

scientific techniques. The selection of positivism philosophy has helped the researcher to

systematically gather and evaluate the available information regarding the importance of

maintaining the best culture at the workplace and the function of workplace diversity in it. Such

scientific techniques have helped the researcher to arrive at a conclusion after evaluating each

factor rationally. This helped in deriving an authentic and reliable conclusion.

The research approach is of two different types, inductive and deductive. As per the

consideration of Foss (2009), inductive research approach is also referred as inductive reasoning,

which begins with effective observations and suitable frameworks are proposed at the end of the

research procedure as a final outcome of observations. The inductive approach also starts with

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the detailed interpretation of the world, which leads towards further conceptual generalizations

and thoughts. In this approach, no hypotheses can be established at the very initial phases of the

research and the researcher also remains unsure regarding the nature and character of the

research findings until the project arrived at a definite conclusion. On the other hand, Bowman

(2014) stated that deductive approach can be determined through the resources of hypotheses

that are derived from the intentions of chosen or discussed theories. In other words, it can also be

stated that deductive approach is more related to deducting conclusions on the grounds of

suitable propositions or premises. Moreover, deduction of a concept starts with an expected

pattern like testing against observations; however, induction itself starts with observations and

intends to find suitable outline within them.

It can be stated that inductive approach can be stated as theory building approach,

whereas; deductive one is the theory testing approach. Due to the nature of theory testing, the

same has been regarded as Waterfall model. The current study demands an approach that can test

the suitability of applied frameworks and theories. Therefore, the deductive approach has been

applied, which can help to test the feasibility of applied theories and identify the significance of

maintaining workplace diversity to build a strong workplace culture at Deloitte. The project does

not require building any fresh theories or hypothesis, thus, inductive is inapt to suit the essence

of the context. The selection of the deductive approach has facilitated the researcher in

evaluating and examining the subjects that justify the framed objectives. The existing theories

are tested and verified using the chosen approach, which helped the study to understand the

significance of workplace diversity in maintaining the best culture at the organization. Thus, the

study has been able to satisfy the objectives and derive an authentic conclusion.

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I’ve yellow highlighted a huge section of the chapter. What section does this belong to? Ost of the content seems to be about either research tradition, though you also mix in some content about what is either your population or your sample (not sure which). But, as you refine your section on Research Tradition (or Research Design, or any of the major sections) refer not only to the Dissertation Checklist, but for even more detail and examples of what content to include, be sure to refer to the Dissertation Template and the Learning Materials Document. It does not appear to me that you are using either of these resource very much (Template for the section headings, but not really for the content, and possible ynot the Dissertation Checklist so much either.

Research Design

The research design may be construed to be of three different kinds namely,

exploratory, explanatory and descriptive. In the opinion of Xu and Bao (2011), exploratory

research design leads to explore the factors responsible for the research issue. It can be stated

that exploratory research tends to explore the research questions, however, fails to offer

conclusive solutions to the existing issue. This kind of research is typically conducted to examine

an issue that has not been evidently defined yet. In addition, descriptive research design tends to

explain the factors in details that are discovered by the exploratory design. Therefore, it can be

stated that both exploratory and explanatory research designs complement each other.

On the other hand, the descriptive research design deals with both the background and

current facts, which facilitates a study to determine both the past and present context of the

matter before arriving at a definite conclusion. Therefore, emphasizing the nature of descriptive

research design, the researcher has selected it over the other two designs for the present study. It

has helped the researcher to assess on both the merits and demerits of the research matter and

identify the function of workplace diversity in maintaining a strong corporate culture in Deloitte.

Moreover, Popping (2012) stated that descriptive research design supports both the

quantitative and qualitative approach, which helps projects to gather suitable primary feedbacks

against the research matter to derive suitable understandings. The collected data and secondary

information have thus benefited the author in meeting the framed objectives besides suggesting a

strategic alternative to surmount the recognized gaps in the organizational culture of the chosen

brand. Thus, it can be stated that the descriptive research design has helped the study to satisfy

the objectives.

Population and Sample

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Dissertation Checklist guidance:Research Design - The appropriateness of the chosen design is reiterated from Research Tradition(s) discussion - Elaboration (i.e., additional detail) is provided indicating the research design’s (e.g., case study, phenomenology, correlational, quasi-experimental, etc.) appropriateness to address the study’s purpose - Discussion is not a listing of research designs with accompanying description only - Elaboration demonstrates why the proposed design will accomplish the study goals and why design is the optimum choice for the proposed research - Citations are used to support and justify the methodology and design decisions (In part because your Research Traditions section does not include the required content, it is going to be difficult for you to effectively write your Research Design section, because at the beginning of this section you should be able to refer back to an elaborate on what is said there about the research tradition you are working within. Also, you are saying an awful lot of things here without providing any citations of relevant peer-reviewed sources or methods texts on research design.

Popping (2012) determined that quantitative research is the procedure of

evaluating numeric data. The major advantage of this approach is its objective nature, which

keeps it biased free. The samples that are considered in this project are 60 employees from

Deloitte. Herein, simple random sampling process has been chosen by the author to select the

samples arbitrarily. The researcher wanted to include the entire employee base under the

population of samples, however, only 60 employees showed interest to participate.

For this study, the qualitative sample size has been 6 HR managers from Deloitte. As

discussed in the previous section the qualitative subject is vivid in nature, therefore, it is

significant for the author to obtain the feedbacks of the respondents in fine points to gain an in-

depth knowledge of the context.

Sampling Procedure

As per Lim and Ting (2013), simple random sampling process benefits researcher

to evade partiality and permit each respondent to receive fair opportunity to talk free concerning

the questions and partake in survey session without ant interruptions. Linked with the objectives,

the researcher has formulated closes ended questionnaire to demeanor the survey approach. It

would have been a time-consuming procedure if the author would choose to personally visit the

organization for collecting feedbacks. Therefore, getting their email Ids of employees from the

social media platform had been the most effective choice to demeanor the procedure within the

short time span. 60 samples have been a decent size to get the adequate information against the

framed questionnaire. Hence, the quantitative sample size has been restricted to 60.

Along with convenience sampling technique, the non-probability method has also been

used to gather qualitative responses. The preferred processes have benefited the author in saving

29


Guidance for content form the Dissertation Checklist:Sampling Procedure - Describes and justifies the sampling method (e.g., random, purposive, snowball, etc.) for the study - Sampling procedure is based on sample size derived in Population and Sample section - Participants are characterized by establishing selection criteria - Indicates process of identifying participants and obtaining approval from participants to support the study within the Client’s organization - Provides summary of Data Collection process (details are provided in Data Collection section below)


This is not about your population or your sample. First write about your population and then your sample. Also, if you are doing a qualitative study, a sample of 60 people is far too large. In addition, sample sizes are chosen in part through reference to literature that supports the selection of the sample. See this guidance form the Dissertation Checklist:Population and Sample - Describes the population with accompanying size and relevant characteristics - Indicates the appropriateness of the population for the study - Sample size (i.e., a number) is presented with justification and support for the number (i.e., for qualitative – references previous studies that have used similar sample sizes; for quantitative – a power analysis is used)

necessary time in its data collection process. The consideration of the accurate data collection

procedure is important to derive an authentic research finding. Consequently, the author of this

study has opted for the interview approach to collect the responses of the managers with regards

importance of building strong workplace culture alongside workplace diversity.

As per Maistrenko (2015), interview approach can be categorized into dissimilar forms,

for example, straight, telephonic, private, etc. Although direct interview method helps both

interviewers and interviewees to related with each other and held a thorough conversation. Yet, it

is a complicated and time-consuming process, where it is difficult to get the appointments of the

managers due to their busy schedules. Therefore, the author of this project has chosen direct

interview session in a focused group format, where all the managers were placed in the same

room to answer all the questions. Since, the discussion was conducted using descriptive format,

thus, interviewing 6 HR managers has been adequate to gather required details regarding

workplace diversity and importance of keeping healthy culture within the organization.

Instrumentation

Both the quantitative and qualitative subjects are included in this project. The

existing project is a social research; thus, the quantitative approach makes it more feasible to be

explained. The advantage of the quantitative data is that it supports the figurative format, which

benefits readers to effectively grasp the research issue (Bowman, 2014). Questionnaire survey

has been used in this process, which helped the researcher in saving some time and money as

well. The usage of quantified data has helped in collecting varied and substantial responses,

which helped in meeting the framed objectives. The quantitative interpretations thus helped in

30


What kinds of questions will you include in the quantitative survey portion of the study?


See the Dissertation Checklist for guidance:Instrumentation Describes the type of instrument to be used (i.e., survey, interview, focus group) and why it is appropriate for the study - Indicates the concept(s) measured by the instrument - Describes the process participants must use to complete instrument - Describes the process for capturing and storing raw data - Describes the process for ensuring participants are not harmed while the instrument is used - If an instrument is reused/modified from another researcher, permission to use/modify is obtained from the researcher (permission is included in an appendix)


This content is not about your sampling procedure until your very last sentence. Where should this content be relocated? I would say most belongs below in your Instrumentation section.

knowing the impact of workplace diversity in maintaining the best culture within the

organization.

Qualitative method is not quantified in nature; thus, it focuses more on quality. The

qualitative respondents were interviewed in detail to gather internal corporate knowledge of

Deloitte in terms of building best culture besides diversity. The importance of interview

approach is that it helps the researcher in gaining deeper insight into the context. Hence, it is

possible to gather internal industrial information through this approach than a survey.

Therefore, with the support of this approach in-depth information was received to justify

the objectives.

Research strategy benefits every researcher to answers effectively the research questions

or the straightforward queries which outlines the entire flow and structure of the project.

Consequently, the requirement of evaluating a research strategy is conducted on the basis of aims

and research objectives of the project. The research strategy is comprised of four determinants,

experiment, survey, case study and grounded theory. The experiment was initial useful natural

science applied with a purpose of studying informal links. In other words, it is also considered to

study whether the transformation in independent variable brings any change in the dependent

variable or not.

In this strategy, the number of independent variables can vary from one another. In terms

of a classic experiment, two or more teams can be established, where each group can be denoted

as the experimental group. Moreover, survey research strategy is linked with the deductive

approach. Most of the projects are concerned with business and management to follow the

particular strategy. Survey strategy facilitates researcher to gather a huge quantity of primary

31


What will be included in the qualitative interviews?

data from a sizeable population. The data can be evaluated using both the inferential and

descriptive analytical tools.

Case study strategy includes an empirical examination of a project and involves

contemporary phenomenon using numerous sources of data (Brians et al. 2010). The case study

strategy is opposite to experimental strategy thus, is not limited to any of the contexts. The

application of the strategy is most suited when a researcher needs to gain an in-depth knowledge

regarding the subject matter of the research. According to Silverman (2016), grounded theory

been considered as the best example of mixed approach where the focus is on theory

development. This policy is followed to forecast and describe performance. In this strategy, the

research commences with the progress of theoretical framework. Fresh theories are formed on

the ground of effective framework.

Considering the nature of all the above strategies, it can be stated that the researcher has

followed the survey strategy, where the employees of Deloitte have been surveyed to collect the

primary feedbacks against framed questionnaire. The feedbacks of the employees will help the

researcher to understand the efforts to be made in an organization to maintain a good workplace

culture. On the other hand, the project has collected secondary information as well from credible

sources like journals, books, and articles. Thus, besides survey strategy, the researcher has also

followed a case study approach.

Validity

Furthermore, content validity testing has also been considered in this project to

authenticate the validity of the feedbacks, as the managers would not prefer sharing any foul

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Follow this guidance from the Dissertation Checklist:Validity - Presents evidence the instrument(s) performs as the researcher claims it will perform (a Pilot Study may be needed) Quantitative - Describes validity applies to measurement and methodology. - For measurement, validity means your instrument properly measures the intended content. - For methodology, validity refers to the accuracy or credibility of your research while considering internal and external validity. - Internal validity is the extent to which your research design allows accurate conclusions about your study’s relationships. - External validity is the extent to which your study’s results or conclusions can be generalized to other situations. Qualitative - Describes dependability and its application to the study - Describes creditability and its application to the study - Describes transferability and its application to the study - Describes confirmability and its application to the study (You choose the approach to validity depending on whether you are using a qualitative or a quantitative tradition for your study.)


A considerable amount of content in this section belongs in your Research Tradition section, where you are supposed to write about what methods you are choosing and which methods are not appropriate for your study.


This is a research design. It should be mentioned in your Research Design section.

information statement against the organization. Hence, their opinions can be biased in terms of

nature. Therefore, data triangulation has been used to retain the data genuineness.

Moreover, a pilot testing approach has also been conducted to scrutinize the feasibility of

the qualitative feedback. Furthermore, the data has also been triangulated with the secondary

subjects discussed in the literature review section for the sake of data authenticity.

Reliability

Data types include two forms, primary and secondary. Primary data is raw in

nature, which is collected from direct sources. The data is collected from first-hand sources

through the means of survey, observations, and experimentations and it is also not subjected to

any forms of manipulation or processing. Flick (2015) determined that it is significant to prepare

a tabulation plan and design the questionnaire accordingly to ensure that no tables and graphs are

left out. There has been evidence in which tables are produced ineffectively since questionnaires

were designed without any structures tabulation plan.

Primary data can take a quantitative or statistical form where evaluations are framed on

the basis of tables, graphs, charts, diagrams, etc. In this situation, the researchers frame a close-

ended questionnaire and collect the feedbacks of sizable respondents through survey session.

Moreover, Hox et al. (2017) explained that primary data can also be qualitative in nature, where

the researcher follows the process but conduct a narrative approach with limited sample size. The

respondents are asked to answer the questions in detail through interviews. The particular data

type has helped the research to satisfy the research questions and relate the importance of

workplace diversity with maintaining a good corporate culture within the organization. A pilot

testing approach has also been conducted to scrutinize the feasibility of the qualitative feedback.

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Most of the content you’ve included here is not about reliability. See the Dissertation Checklist for guidance:Reliability - Indicates whether the instrument(s) consistently gather the same information over time and circumstance - Determines the need for Test-Retest Reliability measures and/or Inter-rater reliability measurement Quantitative - Reliability applies to measurement. Does your measuring instrument provide the same results consistently? Consistency must occur for accuracy; however, consistency does not ensure accuracy. Reliability is a necessary, but insufficient condition for validity Qualitative - Describes member checking - Describes triangulation method used (Again, you choose based on which research tradition you are using, qualitative or quantitative – or mixed methods)

Furthermore, the data has also been triangulated with the secondary subjects discussed in the

literature review section for the sake of data authenticity.

On the other hand, secondary data are considered to be the proven facts that are collected

from the credible sources like journals, books, internet articles, government websites, etc.

(Ledford and Gast, 2018). The information discussed as secondary data are processed in nature

that is already developed by experts and cross-verified by other critics. Therefore, the secondary

information can be trusted more than the primary data. By the selection of the secondary

information, the researcher has been able to collect some of the background as well as updated

information to identify the importance of maintaining best workplace culture and the function of

workplace diversity in that.

However, Bryman and Bell (2015) denoted that primary data cannot be trusted entirely,

as it is collected from the direct sources, thus nature of the data can be biased. Hence, for the

sake of data authenticity, the primary data have been triangulated with the secondary details

discussed in the literature review section. This has helped the researcher to increase the

reliability of the analyzed data and understand the context of workplace diversity and importance

of maintaining the good culture at organizations.

Data Collection

In this project, the researcher has followed both the primary and the secondary

data collection process. Lewis (2015) stated that data collection process needs to initiate

considering the timeframe. The primary data has been collected following both the quantitative

and qualitative approaches. The quantitative data is collected from the employees of Deloitte.

34


Here is the content that needs to go in this section, as per the Dissertation Checklist. Include content based on whether you are collection quantitative or qualitative data:Data Collection - Research questions should guide the data collection process necessary to capture needed information - Indicates step-by-step process used to capture data while using the Instrument Quantitative - Survey considerations include Closed-ended questions delivered in same format and same order to every respondent A numerical value is assignable to each participant response All variables are measurable All data collection procedures are objective All data collection procedures must be able to be duplicated (i.e., replicable) Procedures for data cleaning are clearly described Qualitative - Interview considerations include Establishing rapport with the respondent Introducing the study, its purpose, and its constraints Obtaining a signed consent agreement form Using the interview question guide to ensure all questions are asked and are in the correct format5. Using probing techniques of (a) the silent probe, (b) overt encouragement, (c) elaboration, (d) asking for clarification, and (e) reflection6. Thanking the respondent and explaining when the draft results are expected to be available - Describes the raw data transcription (from tape recordings)/transference process (from survey organization such as Survey Monkey)


Many of the discussions you’ve got going in your various sections so far seems somewhat hypothetical in the sense that you are not applying the ideas you’re writing about to your own proposed dissertation study. You have to target your content so that you are applying these ideas to your topic and the approach you are choosing to take to study your topic.

The researcher has framed a close-ended questionnaire aligned to the framed objectives. Since

personally visiting organization to get employees' feedbacks would have been a time-consuming

process.

Therefore, to get the responses within the short time span, the researcher has collected the

employees’ mail ids from the social networking sites. Some of the employees have responded

better to the researcher’s approach and showed interest to participate in the survey session.

Besides forwarding the questionnaire on their mail ids, the researcher has also posted on the

home page of popular social networking sites to reach greater respondents. The interested

samples have reacted positively to the questionnaire and returned it within the specified time

period. Thus, the quantitative data has been collected through survey session.

On the other hand, the qualitative data have been collected from the HRM managers who

are responsible to maintain workplace culture and maintain diversity effectively. The managers

were repeatedly approached to find out some time for the direct interview session. However, all

had individual works and were busy with different schedules. Therefore, to save adequate time

for data analysis section, the researcher has the plan to conduct the interview session in the

focused group, where all were asked similar questions at a time.

Fortunately, the managers managed to take out some time from their busy schedules for

this focused group interview session and replied all the questions at a time. This data collection

process has helped the researcher to save some quality time that was wasted in the follow-ups.

The primary data have been collected in the above-discussed processes.

Along with that, the secondary data, as stated earlier, has been gathered from journals,

books, magazines, internet articles, etc. As per Popping (2012), the journal is considered to be

the most reliable secondary source to provide authentic information. However, in this case, the

35


You have to rethink this and also be more specific. What you’re describing here is information you propose to obtain from your literature review. When the term “secondary data” is used with respect to a proposed study it is referring to already existing databases of relevant information about a topic being studied. For example, if a person wants to study how patient healthcare data is handled by a hospital, they would seek permission to access the databases to extract data that would be used to explore the research question being asked. See the guide to secondary data use in the Doctoral Library.

researcher did not get much help from journals. The study demands latest secondary information

to understand the importance of workplace diversity in maintaining best workplace culture, yet,

the information available in the journal were all backdated. It thus did not satisfy the framework

objectives.

However, internet served to be a potent source to back up with the latest information on

the chosen subject. The internet articles and corporate websites have provided adequate latest

secondary information that meets the essence of the study and helped in identifying the efforts

need to be taken to maintain the best culture at the workplace and the importance of introducing

workplace diversity in it.

Data Analysis

. The data analysis plan has been initiated keeping in mind the data types.

Silverman (2016) mentioned that it is much easier to measure quantitative data that qualitative

details in descriptive format. The opinions of the employees are collected in the MS-Excel and

had been calculated in the similar sheet. The feedbacks were measured using percentage format.

Later on, each of the findings was further illustrated using tables and graphs. Such illustration

has been effectively helpful for the readers to derive the possible conclusion. The researcher has

followed a Likert scale process in which for each question multiple options are given to the

respondents to select as per own understandings.

On the contrary, the qualitative details have not been manipulated in any format it has

been kept as has been collected from the managers. As per the claim of Popping (2012),

qualitative data evaluation is subjective in nature and explicitly investigates non-numeric data.

Consequently, it benefits author in accomplishing in-depth knowledge allied to the research

subject. The researcher has used a narrative format to collect the feedbacks of the managers

36


Follow this guidance from the Dissertation Checklist on content required to be included in this section:Data Analysis - Provides step-by-step process for analyzing the collected study data and arriving at the study conclusions Quantitative Considerations Indicates how raw data is prepared for analysis Indicates the summarized data with techniques such as frequency tables, figures, means, proportions, and descriptive cross tabulations - Distinguishes is the data are categorical or continuous - Prepares the data for analysis using measures of dispersion, normal distribution, and sampling variation to ensure awareness of range, standard deviation, and variance - Determines the type of statistical analysis (e.g., measuring group differences (comparison) or relating variables (correlation)) Qualitative Considerations - Describes the steps used to derive the findings and conclusions of the study - Indicates the coding rules used that map textual units into data terms - Describes the technique used to translate data terms into themes - Describes how these themes and combinations of themes are recorded - Describes any variations to the traditional qualitative design being applied - Describes any software tools used to assist the researcher


Again, this is not the meaning of secondary data. And you can’t justify the use of data available on the Internet simply because it is more recent. If it is not peer-reviewed it can be used as a portion of contextual literature, but it cannot serve as your primary literature source. You’re once again talking about literature to support a knowledge gap, not data to be collected for a study to “prove” something or “answer” a research question.

Ethical Considerations

Ethical consideration creates a thin line of demarcation and distinction between

the acceptable and not acceptable behaviors in the community (Bowman, 2014). In the projects,

the researcher has ensured a free a fair data collection process, where none of the samples were

manipulated or forced to respond following any definite format. Each of the samples was

provided with an equal opportunity and platform to respond freely to all the questions as per own

convenience. The email ID and the personal data of the employees have been kept confidential

with restricted measures. None of the data has been revealed in public. Moreover, the corporate

information received from the managers has not been disclosed before any third party. The

corporate information is exclusively used for the project purpose, which is being planned to be

destroyed soon after the completion.

For security reasons, the actual identities of the managers and the employees were also

kept secret and not used in the project as well. Lastly, the entire project has been initiated

keeping in mind the sentiment of the community. No such works or instances are used that can

hurt the emotions of any community.

Summary of Chapter Three

This chapter discussed the research parameters the researcher has chosen to

collect suitable data. The researcher has come across few limitations and accessibility issues. It

may be construed that the secondary information has been the foremost limitation of this

dissertation. The projects need genuine and latest information connected to the importance of

building the best culture in organizations and the role diversity plays in it. Conversely, the

content accessible in the books and journals is imperfect to meet the study requirement.

37


To help you focus what needs to be contained in the Summary section, see the Dissertation Checklist but also look at the Dissertation Template and the Learning Materials Document for examples:Summary of Chapter 3/Transition to Chapter 4 - Summarizes the key aspects for executing the Chapter 3 plan - Transitions the reader to Chapter 4


For this section of the chapter, your best bet for guidance is to take a look at the Learning Materials Document for a really good example of exactly what kinds of specific elements must be included in this section. You are mentioning some key aspects of these considerations – such as privacy for participants – but there are issues to mention that have to do with the regulations on protection for human subjects during research projects, which is related to IRB requirements.

Furthermore, the study has focused only on a particular company, which restricted the areas of

research. If more companies could have been added to the research work, the overall industrial

information in respect workplace diversity would have been gathered. However, the latest

secondary information gathered from internet articles and the corporate site has helped to

overcome the given limitations to a certain extent.

The time frame has been the accessibility issue in the project as every activity was

restricted within the specified duration. It thus prohibited researcher from gathering considerable

and comprehensive information related to the research issue. The HR managers were hesitant to

assign dates for the interview session as they were excessively busy to find time for the

interview. The employees claimed the survey session to be excessively long to return it's within

the specified time period. Hence, the overall process got delayed, which impacted negatively on

the data analysis section, which had to be completed within the less limited time span. Thus, the

derived conclusion could not have been dependable, if the data triangulation process has not

been implemented.

Mixed method has been used herein. The quantitative and qualitative analysis would be

conducted in detail in the very next chapter along with data triangulation process.

Going into Chapter Four, the research will focus on information that will be derived

from interviews and actual studies of what building a diverse culture looks like.

Because this may entail real subjects and companies, the focus may be on the reliability

of the research as well as the answers.

38


I could be wrong, but I think this is actually the first time in the chapter that you’ve made this statement. If you are using a mixed-methods design you need to focus on that in your Research Design section. Then, state very clearly why this method is most appropriate for your study. You can use the Edmondson & McManus (2007) article to help you make this determination. Also be sure you are very clear about what kinds of data you need to collect quantitatively, from whom and why, and then do the same with respect to the qualitative data you intend to collect, from whom and why.

CHAPTER FOUR

[The introduction of Chapter Four (no heading is used) includes a brief discussion of

what will be found in the chapter and how the chapter is organized.]

Participant Demographics (if appropriate)

[Often, the presentation of data is preceded by information about the participants who

took part in the study. This section often contains tables, which should always be accompanied

by a narrative. The reader should not be expected to interpret tables in the absence of a narrative.

Remove the reference in parenthesis in the section heading before publication.]

Presentation of the Data

Table 1. Sample Table with Correct Formatting

Column 1 Column 2

Longer

Column 3 Column 4 Column 5

Row 1 1.0 0.2 -3 4

Row 2 5 6 7 8

Row 3 9 8 9 10

Row 4 -9 -1 13 289

Row 5 5 4 3 2

Note: table notes are located below the table. See APA Manual sections 5.07-5.19 for

more information about table formatting and many examples.

[The reader should get a sense of the data that was collected, without being bombarded

with the data in its entirety (data may be placed in an appendix as appropriate). Representative

selections of data may be interspersed within a discussion of the data. Tables may also be

common in this section. Again, tables should always be accompanied by narrative. Tables must

39


See the User Guide for details on formatting Table and Figure titles.

be numbered. See the Use of Tables and Figures in the Dissertation Guide. In qualitative studies,

this section will introduce each theme that emerged from the study and provide appropriate

quotations from participants that is representative of the theme.]

Presentation and Discussion of Findings

[A recap of the data analysis process appears here, and the findings emerge during a

narrative where the findings are explained. Once the reader has seen representatives of the data

and a discussion of the findings, the researcher applies the findings to the research question. A

discussion follows.]

Summary of Chapter Four

[The researcher provides summary of the key elements of Chapter Four and describes the

upcoming Chapter 5.]

40

Figure 1. Sample figure with correct formatting. See the APA Manual section 5.20-5.25 for

more information about figure formatting and many examples.

CHAPTER FIVE

[Introduction (no heading) The introduction of Chapter Five includes a brief discussion

of what will be found in the chapter and how the chapter is organized. As with other chapters, the

introduction does not need a section heading]

Findings and Conclusions

[A summary of the findings should be presented here. This section should include further

interpretation of the findings as related to the research question(s), propositions, and/or

hypotheses. This section should provide your interpretation of the results, based on your subject

matter expertise in the topic, now that you have shown your research capabilities. Begin this

section with a very summary of the topic, the population under study, and methodology used for

the study.]

Limitations of the Study

[Although limitations may have been discussed before the research was executed, as the

research was enacted it is likely that further limitations emerged. These should be added to the

discussion of Limitations.]

Implications for Practice

[The study and its results may be relevant for practitioners in the field. The research

should be discussed from this standpoint.]

Implications of Study and Recommendations for Future Research

[The researcher is now thoroughly steeped in his/her topic and research. Because of the

research the researcher must provide guidance for researchers to come and posit research that

could be the next step in continuing to contribute to the body of knowledge, following on from

the research presented in the dissertation.]

41

Reflections (as desired and authorized by the committee)

[If desired, the researcher may briefly add personal reflections relevant to the conduct and

evaluation of the study and topics discussed in Chapter Five. Remove the reference in

parenthesis in the section heading before publication.]

Conclusion

[The author briefly summarizes the study, findings, and conclusions.]

42

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APPENDIX

[Appendices are optional. You use an appendix section as needed, to provide

supplemental information necessary to convey additional information. In general, the material in

the appendix supplements the main paper. Items that may be helpful to the reader would include

large datasets, listings, software code, large tables, or other representative data that supports

analysis or interpretation of your study results. In addition, information that would help in

replicating the study can be added to the appendix. Use an additional appendix section for each

major grouping of additional information. If only one appendix element is needed, do not Letter

identify each section, but use the heading APPENDIX. If more than one section is required,

Letter each new section. Start with APPENDIX A, APPENDIX B, and so on. Each new

Appendix section will start on a new page (use Page Break).

Examples of items that, in general, should not be included in the Appendix:

Informed Consent: It is assumed you have followed IRB requirements

Survey Instruments: If the survey instrument(s) is copyrighted it should not be included.

If the survey instrument is new, that is you have developed the questionnaire for the research,

you may need to publish it in the appendix to allow for future replication.

Personal CV: This is not a normal document necessary for a dissertation. If you are asked

to publish your CV, you should remove personally identifiable information from the document.

IRB CTU application: The IRB information is far too lengthy for the publication. In

addition, certain information in the document may be protected.]

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