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Pages:
8 pages/β‰ˆ2200 words
Sources:
5 Sources
Style:
APA
Subject:
Business & Marketing
Type:
Research Paper
Language:
English (U.S.)
Document:
MS Word
Date:
Total cost:
$ 41.47
Topic:

Barriers to Employee Engagement in Remote Work Arrangement

Research Paper Instructions:

Can you please include the limitations, significant of findings, and conclusions for the rough draft? Please see the two attached files that I added. 


Executive Summary • An executive summary is a concise summary of the major findings, conclusions and recommendations. • It can serve as a miniature (topline report) report. • Two pages are generally sufficient. Table of Contents • If the report is totals more than 6 to 10 pages, it should have a table of contents. Introduction • The introduction prepares the reader for the report by describing the parts of the project: the problem statement, research objectives, and background material. Problem Statement • The problem statement contains the need for the research project. Research Objectives • The research question addresses the purpose for the project. • The objectives may be research questions and associated investigative questions. Background • It may be preliminary results of exploration form an experience survey, focus group, or another source. • It could also be secondary data from the literature review. • Previous research, theory, or situations that led to the management question are discussed in this section. Methodology • In short reports and management reports, the methodology should not have a separate section; it should be mentioned in the introduction, and details should be placed in an appendix. • For the technical report, the methodology is an important section, and contains at least five parts: ♦ Sampling Design. – The researcher explicitly defines the target population being studied and the sampling methods used. ♦ Research Design. – The coverage of the design must be adapted to the purpose. – Strengths and weaknesses should be identified. ♦ Data Collection. – This part describes the specifics of gathering the data. – Contents of this section depend on the selected design. – Relevancy of secondary data would be discussed here. – Any instructions should be placed in an appendix. ♦ Data Analysis. – This section summarizes the methods used to analyze the data. – A rationale for choices should be provided. – A brief commentary on assumptions and appropriateness of use should be presented. ♦ Limitations. – The section should be a thoughtful presentation of the significant methodology or implementation problems if any exist. – All studies have their limitations. – Honesty and professionalism are the watchwords. Significance of Findings • This is generally the longest section of the report. ♦ The objective is to explain the data rather than draw interpretations or conclusions. ♦ Quantitative data should be presented with charts, graphs, and tables. • The data need not include everything you have collected. • Make this portion of the report convenient for the reader. Conclusions • Summary and Conclusions. ♦ The summary is a brief statement of the essential findings. ♦ In simple descriptive research, a summary may complete the report because conclusions and recommendations may not be required. ♦ Findings state facts; conclusions represent inferences drawn from the findings. ♦ Conclusions may be presented in tabular form for easy reading and reference. Recommendations • In applied research the recommendations will usually be for managerial action, with the researcher suggesting one or several alternatives that are supported by the findings. Appendices • The appendices are the place for complex tables, statistical tests, supporting documents, copies of forms and questionnaires, detailed descriptions of the methodology, instructions to field workers, and other evidence important for later support. Bibliography • The used of secondary data requires a bibliography. • A bibliography documents the sources used by the writer.

Research Paper Sample Content Preview:


Barriers to Employee Engagement in Remote Work Arrangement
Name
Course
Special Topics - Research
Date
Barriers to Employee Engagement in Remote Work Arrangement"
Chapter 1.0.
1.1. Background
Employee engagement is one of the critical areas to be focused on by HR managers, considering its interaction with employees' job behavior, commitment to work, and productivity. The existing literature on employee engagement indicates that successful companies nurturing a sense of belonging and commitment among employees are likely to generate more productivity than the organizations sidelining this consideration (Noviani, 2021). Similarly, the research also suggests that organizational factors are vital in shaping employee engagement. For example, a supportive workplace environment and facilitating the resources required to perform a job dependably are likely to positively contribute to the employee's commitment to the work, thereby positively impacting their productivity (Patanjali & Bhatta, 2022). Similarly, organizations with a poor understanding of employees' motivational needs, communication gaps, and inadequate rapport building are likely to have a disengaged or inadequately engaged workforce, impacting employees' productivity and turnover intention (Memon et al., 2020). Therefore, keeping the employees committed, loyal, and productive is among the key priorities for HR management, as employee engagement paves the path to positive organizational outcomes.
1.2. Problem Statement
Since COVID-19, organizations have made revolutionary adjustments to their organizational management models to ensure survival. One of these adjustments is the transition from physical to online working mode. According to Haan (2023), as of 2023, nearly 12.7% of employees in the US are working online, a significant increase from the pre-pandemic scenario. The figure is likely to reach 22% by 2025, which indicates a positive outlook on remote working trends.
Even though the business world has come out of the pandemic, the remote working models remain intact at a large scale, and employers are considering the prospect of embracing it as a new normal (Smite et al., 2023). However, this prospect is met with potential challenges to be compared with a few undeniable benefits of remote working, such as cost reduction, improved autonomy, and enhanced flexibility. Some of the challenges are quantified in the figure below:
(Statista, 2023)
The empirical evidence aligns with the above findings as the employees face multiple challenges that negatively impact their engagement. The sense of isolation resulting from the loss of eye contact and physical presence affects the employees' belonging to the organization, a key component of engagement (Deutrom et al., 2021). Similarly, poorly defined work and life boundaries increase the likelihood of mis-commitments (Kerman et al., 2021). The research also indicates that communication gaps and difficulties collaborating with co-workers and managers negatively affect employee job behavior (Sharma, 2022). All these barriers to remote working are at the base of confusion faced by the mana...

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