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RACHEL
Col 1:
Problem: Some biotech companies lack successful mentoring strateg
RACHEL
Col 1:
Problem: Some biotech companies lack successful mentoring strategies tailored to mid- and senior-level professionals’ career advancement needs, hindering their career progression within the biotech industry.
Purpose: The purpose of this qualitative pragmatic inquiry is to explore and promote effective implementation mentoring strategies for enhancing career development opportunities and talent management practices for mid and senior-level scientific professionals within the industry.
Framework: The conceptual framework that will be used is Kram’s Mentoring Theory and Ragins’ Diversity and Inclusion Theory.
Col 2:
RQ: What strategies does the biotech industry need in order to implement mentorship programs to support career advancement for mid- and senior-level professionals?
Method: Qualitative
Design: Pragmatic inquiry
Col 3:
For my planned research design, I will need data collection tools and sources consisting of (a) semi-structured interviews and surveys with scientific professionals who have had success in mentoring programs, (b) company mentoring data, and (c) public records/archival reviews of mentoring programs.
Col 4: N/A
Col 5 :
I will use the six-phased thematic analysis approach described by (Kiger & Varpio, 2020). This process aligns with my purpose of exploring and promoting effective implementation mentoring strategies for enhancing career development opportunities and talent management practices for the industry’s mid- and senior-level scientific professionals.
Reference
Kiger, M. E., & Varpio, L. (2020). Thematic analysis of qualitative data: Amee guide no. 131. Medical Teacher, 42(8), 846–854. https://doi.org/10.1080/0142159x.2020.1755030Links to an external site.
LATOYA
Column 1
Problem: The specific business problem is the need for informal human resource practices, necessitating strategies to boost employee motivation, reduce turnover, and mitigate labor costs to enhance overall profitability.
Purpose: The purpose of this qualitative pragmatic inquiry study is to delve into the distinct human resources hurdles that significantly affect the profitability of small businesses, thereby contributing to positive social changes.
Framework: The conceptual framework for this research draws upon the Resource-Based View (RBV) theory.
Column 2
RQ1: How do informal Human Resources practices affect employee morale and organizational effectiveness in small businesses, and what strategies can be developed to enhance overall profitability?
RQ2: What are the effects of informal human resource practices on organizational effectiveness, including productivity, employee engagement, and turnover rates, within small businesses?
Method: Qualitative
Design: Pragmatic Inquiry
Column 3
For my planned research design, I will use various qualitative data to capture participant’s nuanced experiences and perspectives. The primary data collection methods include in-depth interviews, focus groups, and participant observation. In-depth interviews will be the primary tool for eliciting detailed insights from small business owners or managers regarding their experiences with human resources challenges.
Column 4
N/A
Column 5
Data will be collected through narrative analysis and semi-structured interviews with SME owners, HR managers, and employees to gather insights into SMEs’ challenges and barriers in managing human capital (Sevilla-Liu, 2023). These interviews will include open-ended questions to allow for detailed responses. The data will then be coded thematically to identify key themes and sub-themes related to challenges such as financial constraints, limited access to skilled labor, employee turnover, and regulatory compliance. Themes that encapsulate these various challenges will be developed, grouping similar issues to provide a comprehensive understanding of the barriers to effective human capital management.
Reference
Sevilla-Liu, A. (2023). The theoretical basis of a functional-descriptive approach to qualitative research in CBS: With a focus on narrative analysis and practice. Journal of Contextual Behavioral Science, 30, 210–216. https://doi.org/10.1016/j.jcbs.2023.11.001Links to an external site.
SAMUEL
Col 1:
Problem: Retention of skilled employees in the workplace has been one the most significant problems affecting small businesses long-term health and success because of the high frequency of better job opportunities within organizations.
Purpose: The purpose of this qualitative pragmatic inquiry is to explore the determinants that contribute to the elevated levels of employee retention and to ascertain approaches for maintaining a corporate workforce in the information technology sector.
Framework: Vroom’s (1964) preemptive ideas, which identify the elements that influence employee loyalty, serve as the theoretical foundation for achieving the objectives of this research study. Expectancy theory mainly deals with techniques that showcase dedication as well as performance by determining the anticipated remuneration that employees should receive as a reward for their performance (Eccles & Wigfield, 2020). Various commission-based remuneration structures and frameworks evidently implement the expectant theory, ensuring that employees’ compensation is contingent upon their performance and dedication to their jobs. Furthermore, the expectancy theory closely aligns with an individual’s belief in achieving a specific objective. Small business leaders and managers can improve employee retention by providing employees with regular and adequate training, increasing their expectancy. In addition, instrumentality is closely associated with expectancy theory. The investigation will also incorporate Maslow’s (1943) motivational philosophy of requirements. The concept categorizes employees into five categories, ranging from physical desires to career aspirations and growth categories (Eccles & Wigfield, 2020). Meeting the specific requirements of each category satisfactorily is essential to improve employee retention. Consequently, the expectancy and hierarchy need theories are in alignment with the study’s objective, as they both aim to create strategies that can improve employee retention and motivation.
Col 2:
RQ1: To what extent the lack of hygiene and motivating factors results in low retention of skilled employees for a successful long-term business growth?
Method: Qualitative
Design: Pragmatic Inquiry.
Col 3:
For my planned research design, I will need data collection tools and sources; consisting of (a)semi-structured interviews with employees in the information Technology sector: (b) public records/archival reviews: (c) publications: (d) social media monitoring: (e) Focus group.
Col 4:
N/A
Col 5:
The five-phased thematic analysis approaches described by Yin (2018) will be used: a) compile data, b) disassemble data, c) reassemble data, d) interpret data, and e) conclude data.
Reference
Kiger, M. E., & Varpio, L. (2020). Thematic analysis of qualitative data: Amee guide no. 131. Medical Teacher, 42(8), 846–854. https://doi.org/10.1080/0142159x.2020.1755030
Braun, V., & Clarke, V. (2006). Using thematic analysis in psychology. Qualitative Research in Psychology, 3(2), 77–101. https://doi.org/10.1191/1478088706qp063oa
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