1.1 Explain the uses and limitations of primary and secondary data.
Primary data refers to the data obtained and collected by the researcher himself/herself first hand through surveys, interviews, questionnaires, and observation. The data is useful when the research is tailored to meet very particular objectives. Also, when the research concerns a fairly new topic, there may be an information gaps with regards to secondary research. For instance, the research concerning a new innovation in the market would require primary research since such an innovation may not have been studied before. The limitations of primary research are that it is expensive and time-consuming to undertake. Where there are financial constraints and tight deadlines to be met, it would be impossible to undertake primary research.[1]
Secondary data is data that has already been collected and documented in the past. Such data includes population surveys, financial reports, economic surveys, employee records, among others. Secondary data is used when the topic area is general and such information is easily accessible. Secondary data is also useful when it might be too expensive and time-consuming to conduct a primary survey.[2] For instance, it could be irrational and impractical for a business to conduct a census for a certain population, given that such data exists. The limitations of secondary data are that it is unsuitable when the research question is tailored to meet very particular criteria. Another limitation is that the secondary data may have become out-dated from the time it was recorded, which may give an inaccurate conclusion.
1.2 Explain the uses and limitations of quantitative and qualitative data.
Quantitative data consists of numbers and can thus be measured using mathematical models. The choice of quantitative data in research depends on the nature of the topic. When the research question entails coming up with specific numbers and estimates, quantitative data is used. For instance, a market research requires data to be presented in percentages, pie charts, and graphs, and thus quantitative data is used. The limitation of quantitative data is that it requires a high level of expertise it requires, which may not be available. Complex research situations may be hard to compute mathematically which may result to misleading results.
Qualitative data comprises narratives which describe various issues. The data cannot be measured or presented in graphs.[3] The data is used for complex research questions that cannot be quantified. For instance, data on employee satisfaction would entail descriptions of an issue, and such the collation of such information would entail the identification of themes and logical connections from questionnaires. The limitation of using qualitative data is that it may be prone to subjectivity by the researcher. The evaluator of the data may be biased or manipulate the interpretation of information to suit a particular point of view.
1.3 Evaluate the issues relating to the validity and reliability of data and its analysis.
The validity of data refers to how relevant it is in providing meaningful information. The validity of data comprises two major components which are internal validity and external validity. Internal validity analysis involves identifying whether the characteristics observed in the experiment are caused by the condition of the variable, or caused by external confounding, intervening and extraneous factors – which distort the results. External validity analysis involves the assessment of whether the conditions observed in the experiment can be generalised for the real world.[4]
Reliability of data assesses the extent to which data can be depended on and trusted to make meaningful conclusions. Consistency is a key issue in reliability. Reliability may be assessed through a test-retest approach which tests data at a particular time, and later on, repeats the test to establish consistency.[5] Internal consistency of data is also an issue related to reliability. For instance, if the research entails an evaluation of the quality of a Five-star hotel, it is expected that the results will entail high-end products and services. If data shows otherwise, its reliability may be questioned.
1.4 Explain the use of IT tools to carry out research.
IT tools offer a convenient, reliable and easy platform for carrying out research. The IT tools used in research include the graphics, presentation, online platforms, and publications. The tools are needed throughout the research for the data collection, analysis, and representation. The graphics tools help to represent data in a simple way to enhance interpretation. The research findings are represented in graphs to clarify the data. The IT presentation tools such as the charts, diagrams, and publications help during research analysis. The online platform provides a medium by which the data can be measured, sampled and compared with the past findings. The online platform is rich in relevant content that helps during the research.
1.5 Assess the risks attached to making judgements based on limited or unrepresentative samples.
Making a judgment based on small-sized samples leads to poor decision making. Limited and unrepresentative samples affect the generalization and hence unreliable conclusions are made. Unrepresentative data leads to biases which affect the overall decision making in an organization.[6]
The management needs to have enough data samples before making judgment. A better decision is made when the sample is sufficient to represent the overall population. Therefore, the information obtained from a small sample size is less reliable due to the biases.
The standard deviation of a small sample size tends to be invariable. A larger standard deviation is obtained when the samples are too less to represent the general population. Therefore, limited and unrepresentative data samples make the finding diverge from the expected results. Small sized samples get fewer representatives of the general population hence inaccurate results. Enough data samples are required to give a smaller standard deviation which makes the results more factual.
1.6 Assess the risks attached to generalizing research findings.
The generalized findings in some cases do not represent the target population. Research is conducted with an aim to target a specific group hence the findings need to reflect the target population. Most of the research samples are obtained by voluntary participants hence fail to represent the target population. Therefore, unreliable information is obtained when the findings are generalized as it may fail to reflect the target population.
Generalization leads to the biased conclusion on the research findings. The researchers should conclude the findings based on the facts derived from the participants. Specificity is essential for making the conclusions to facilitate reliability. Sufficient data and random samples help to avoid the risks associated with generalization.
1.7 Explain different formats and techniques for the presentation of the analysis.
The pie-charts, tables, bar-charts, and reports in the form of text are examples of the different formats and techniques used for data presentation and analysis.[7] Pie chart is a graphical representation that helps to illustrate numerical data in form of proportions. Tables enhance the reader's interpretation of both the qualitative and quantitative data as it compares the items. Bar chart is defined as the diagram by which data is represented using the rectangles of varying lengths and equal width. Bar charts are an effective method of representing quantitative data. A report is a data representation format that relays information in form of texts. A report is written based on the facts obtained from the research. The formats and techniques are essential for data representation and analysis during a research.
Unit 334: Manage individual's performance.
1.1 Explain typical organisational policies and procedures on discipline, grievance and dealing with underperformance.
Discipline policy
The policy refers to the mechanisms established by an organization as the guidelines to resolve employee-related cases within the organization. The discipline policy brings about consistency in the resolution of discipline cases and gives employees a fair chance to respond to the issues before action is taken.[8]
Disciplinary policies majorly touch on disciplinary aspects such as minor misconduct issues, underperformance, major misconduct issues, and penalties/punishment. Minor misconduct issues are handled through the use of verbal warning and informal channels. Major cases may be addressed through the use of a formal warning or dismissal on grounds of gross misconduct.
Underperformance issues may also be handled between an employee and the supervisor, preferably through a one-on-one discussion.[9]
Serious underperformance cases such as consistently failed targets and bad timekeeping may be addressed through warning letters which goes to the employee's file.
Disciplinary procedure
Step 1:
When a disciplinary case is reported, the first stage entails beginning formal investigations into the issues. The disciplinary committee weighs all the evidence presented through various sources such as witness statements. If there is significant evidence incriminating the employee, the committee formally writes to him/her inviting them to the disciplinary meeting.
Step 2:
The committee undertakes the hearing where the case is presented to the employee. The evidence to support the case is also given to him/her. The staff member is then given an opportunity to respond to the matters he/she is accused of.
Step 3:
After the committee is satisfied that it has analyzed all the facts of the case, they arrive at a final decision. The employee is given a formal notice of the decision in writing. The employee is given a period to appeal the case within a prescribed period, after which the decision made is final.
Grievance policy
The employees of an organization are often faced with issues that affect them negatively and create dissatisfaction.[10]
When such issues pile up, they reduce the level of employee satisfaction. To address this, organizations usually establish official channels through which the employees can air their complaints. Having a grievance policy helps to relieve the stress levels of the staff when they know that the company listens and responds to the concerns raised. The company uses the grievances as a learning point and puts in place the relevant changes. To regulate the mode in which grievances are presented and addressed, organizations often put in place a grievance policy.
Grievance procedure
Step 1:
The grievance is reported to the immediate supervisor, or the department manager, using the normal communication channels. The supervisor would be in a position to resolve the issue if it entails a simple matter. For instance, staff complaints such as shortage of stationery can easily be resolved by the supervisor.
Step 2:
More complex issues may be presented in a written report and detail the nature of the issue, the parties involved and the relevant dates. The management should use such a report to institute formal inquiries and investigations into the issue. After all the facts have been covered, the management makes a suitable action plan to resolve the grievance based on the merit and urgency of the complaint.
1.2 Explain how to identify causes of underperformance.
Evaluation of employee grievances is one way of understanding the root cause of the underperformance. In several cases, underperformance emanates from the feelings of apathy and remoteness towards work. Such feelings are brought about by dissatisfaction about a certain aspect of the company. Through reviewing the grievances, the management is able to understand such underlying issues, rectify them which restore motivation. Another way to identify the cause of underperformance is through stakeholder feedback.[11]
Various stakeholders such as colleagues, customers may identify the issues causing a member of staff to underperform. For instance, an employee may report that a colleague is often late due to alcoholism.
1.3 Explain the purpose of making individuals aware of their underperformance clearly but sensitively.
Open communication is a recommended measure of driving efficiency within an organization. Employees have to be made aware when they underperform in order for them to improve. However, the mode in which the message is delivered determines how effective it will be in prompting the employee to improve. When communication is poorly and insensitively handled, it may exacerbate the situation and the employee's performance may deteriorate even further. Therefore, such discussion should be clear; evidence-based and should be conducted with etiquette and decorum.
1.4 Explain how to address issues that hamper individuals’ performance.
When the issue causing underperformance is identified, the manager may invite the staff member to a sitting in order to discuss such an issue. For instance, when an employee is constantly late due to alcoholism, the manager can make them aware of the issue, and offer the evidence incriminating him/her. The manager then gives the employee an informal warning and tells them if the issue persists, it may escalate to be a disciplinary issue. The manager then gives the employee a one month period before reviewing the case again. When the underperformance is caused by other factors such as low pay leading to low motivation, the manager can recommend a pay rise for the affected employees.
1.5 Explain how to agree a course of action to address underperformance.
The course of action can be agreed by the manager having an open discussion with the employee. After the issue has been understood by both parties, the manager may invite the employee to articulate measures he/she wishes to implement in order to improve performance. When the commitment comes from the staff member, it will have a greater impact on improving underperformance. The employee may propose that they require more training, change of roles, adjustment of targets. The manager and the employee then come to a consensus on what is the way forward. All that is discussed is documented for future reference.
Unit 345: Manage personal and professional development
1.1 Compare sources of information on professional development trends and their validity.
Training organizations are valid sources of information on personal and professional development. Training centers provide education to develop the personal and career skills of an individual.[12]
The skills obtained from training enhance problem-solving and decision making. The trained personnel apply the skills in the organizations to enhance productivity. Training centers are a reliable source of information that the employees need to qualify for the various job roles. Training organizations have been proven effective in providing the basic knowledge and skills required by the staff. The employees are required to complete the related courses from the training centers before qualifying for a job. However, some courses offered by the training organizations are considered redundant due to the trends in the job markets. Some of the training courses are expensive and time-consuming hence limits the number of people obtaining information from the source.
The Internet provides a platform for accessing information concerning the personal and professional development.[13]
The internet is convenient, readily available and offers an inexpensive source of information. The internet is rich with information on what is trending and offers updates, hence providing guidance on personal skill development. Therefore, the internet provides a valid source of information essential for professional development. However, some websites on the internet are not restricted and can be edited by different users and hence provide unreliable information.
The training departments in organizations provide essential skills to the employees. Companies are encouraged to train the employees immediately after hiring as a way to make them familiar with the working environment. Employee training promotes job satisfaction and motivation. Improved innovation and development strategies are experienced in organizations that have invested in training the employees. Employee turnover is reduced hence the training department forms an important source of information by the employees. However, the training department adds expenses to the organizational budget hence increased costs of production.
1.2 Identify trends and developments that influence the need for professional development.
Professional development is essential for the staff when a new system or technology is implemented in an organization. Training helps the employees to have the knowledge and expertise on how to handle the new system. Professional development is an important factor to consider when making any change within an organization to avoid resistance due to the fear of the unknown.[14] For instance, updating the information system requires the stakeholders to know as they may be required to provide additional data. The installation of a new operating system in the computers requires employee training to enhance productivity. The training should integrate the manufacturers' procedures, safety, and the federal legislation.
The employees need to undergo a professional development when there are changes in the government legislation. The information should be free to employees to ensure they conduct their activities in accordance with the law. Failure to inform the staff of the new legislation and business policies places the whole organization at a risk of facing charges. Therefore, it is recommended for organizations to update the policies and procedures immediately there are changes in the government legislation.
The staffs need to be updated on the market competition in the industry. Competition affects the product selling and market positioning. The information on the potential competitors helps the stakeholders in the organization to develop strategies to remain competitive in the market. The data about the external competitors is analyzed by the top-level management when developing strategies for effective performance.[15]
The top management has a responsibility to enhance the sustainability and economic competitiveness of an organization. The employees need to be trained on the new strategies developed to remain competitive in the industry.
1.3 Evaluate their own personal and professional development needs relating to the role, the team, and the organization.
The current and the future personal and professional development skills are important in my job role. The current training on business administration is an essential tool for the management role of which I will pursue in the future. In order to maintain effective leadership within my organization, I need to be updated on the current trends to remain a competent manager. The administration skills help the manager to build a strong team hence improved productivity is achieved. Information is essential to all the stakeholders within the organization to remain updated on the market trends. The administration skills are obtained from the training organizations where personal and professional development skills are provided. The qualification from the courses offered in the education curriculum helps in the progression of my career. The business world is dynamic and hence the need to remain updated on the changes. The internet provides a platform where one can access information on what is new in the market. As a manager, I need to remain updated on the emerging competitors, available opportunities, and the product demands. Therefore, personal and professional development is an essential process to remain competitive in leadership positions.
Bibliography
Cottrell, Stella. Skills for success: Personal development and employability. Macmillan International Higher Education, 2015.
Hair Jr, Joseph F., Mary Wolfinbarger, Arthur H. Money, Phillip Samouel, and Michael J. Page. Essentials of business research methods. Routledge, 2015.
Wellin, Michael. Managing the psychological contract: Using the personal deal to increase business performance. Routledge, 2016.
[1]. Hair Jr, Joseph F., Mary Wolfinbarger, Arthur H. Money, Phillip Samouel, and Michael J. Page. Essentials of business research methods. (Routledge, 2015), 27
[2] Ibid., 28
[3]. Hair Jr, Joseph F., Mary Wolfinbarger, Arthur H. Money, Phillip Samouel, and Michael J. Page. Essentials of business research methods. (Routledge, 2015), 32
[4]. Hair Jr, Joseph F., Mary Wolfinbarger, Arthur H. Money, Phillip Samouel, and Michael J. Page. Essentials of business research methods. (Routledge, 2015), 35
[5] Ibid., 35
[6]. Hair Jr, Joseph F., Mary Wolfinbarger, Arthur H. Money, Phillip Samouel, and Michael J. Page. Essentials of business research methods. (Routledge, 2015), 15
[7]. Hair Jr, Joseph F., Mary Wolfinbarger, Arthur H. Money, Phillip Samouel, and Michael J. Page. Essentials of business research methods. (Routledge, 2015), 17
[8]. Wellin, Michael. Managing the psychological contract: Using the personal deal to increase business performance. (Routledge, 2016), 164
[9]. Ibid., 187
[10]. Wellin, Michael. Managing the psychological contract: Using the personal deal to increase business performance. (Routledge, 2016), 172
[11] Wellin, Michael. Managing the psychological contract: Using the personal deal to increase business performance. (Routledge, 2016), 175
[12]. Cottrell, Stella. Skills for success: Personal development and employability. (Macmillan International Higher Education, 2015), 96
[13]. Ibid., 96
[14]. Cottrell, Stella. Skills for success: Personal development and employability. (Macmillan International Higher Education, 2015), 101
[15]. Cottrell, Stella. Skills for success: Personal development and employability. (Macmillan International Higher Education, 2015), 110
