Unit 11 Research Project

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Assignment Brief (RQF)

Higher National Diploma in Business

Student Name/ID Number:  
Unit Number and Title: Unit 11 Research Project
Academic Year: 2021
Unit Assessor:  
Assignment Title: Transformation in the workplace
Issue Date:  
Submission Date:  
Internal Verifier Name:  
Date:  

 

Submission Format:
Research Project Proposal

·         The research project proposal will form the basis of your project. You must agree and sign off your research proposal, as well as the research ethics approval form, with your supervisor before embarking on your project.

·         The research proposal & ethics approval form should be submitted & attached to the research project as a single document.

Research Project

·         Submission is in the form of an academic report.

·         This should be written in a concise, formal business style using single spacing and font size 12.

·         You are required to make use of headings, paragraphs and subsections as appropriate and all work must be supported with research and referenced using the Harvard referencing system.

·         A bibliography should be provided using the Harvard referencing system. The recommended word limit is 4500 to 6000 words (+/- 10%). You will be penalised for not meeting the minimum or maximum word limit.

·         You must ensure you support the written report with a range of graphical illustrations and appropriate appendices.
Unit Learning Outcomes:
LO1 Conduct appropriate research methodology which integrates knowledge into the research process.

LO2 Conduct and analyse research relevant to a business research project

LO3 Communicate the outcomes of a research project to identified stakeholders

LO4 Reflect on the application of research methodologies and concepts

 
Assignment Brief and Guidance:
You are working as a business consultant for a consultancy company [named organization/an organization of your choice – your own place of work if appropriate]. You have been approached by a business organization to conduct research into a key area of business and have been provided with a theme which will be the focus of the research. The organization has left it to you to decide what would be appropriate to investigate in this area of business and for you to choose the research topic. You should use the Pearson-set theme in your research – Transformation in the workplace. The range of topic discussed could cover either one of the following:

·         The impact of the global pandemic on accelerating workplace transformation

·         Why linking organizational and employee efficiency transformation is critical for to remain competitive

·         Employee collaboration tools: How they are being deployed and how they are impacting productivity in sometimes surprising ways

·         The Gig Economy: It’s real and redefining the nature of employment and employees

·         How remote workers are surpassing their peers in the office in both job-satisfaction and productivity and how workplaces are using these insights to transform operations

·         The challenges faced by organizations when embarking on workplace transformation initiatives and how the right strategy, funding, and support of management can result in an increase in product and services innovation as well as a long-term competitive edge

Once you have identified your research topic and objective you will undertake the following steps to collate, analyse and present your findings. This will be presented in the form of a research report.

·         Complete a Literature Review (Secondary Research)

You need to know what the key literature is related to the research objective in order to plan a research study to explore the phenomenon. Conduct a literature review using a range of sources relating to the research topic. Evaluate the validity and reliability of the sources, discussing current understanding on the research topic area

In your report discuss the sources of literature found and how they relate or otherwise to the research topic. Your report should critically evaluate literature in order to assess the validity of the literature in supporting the research topic.

·         Develop a project proposal for researching the research objective identified.

Your research proposal identifies the purpose of the research project with clear aim and objectives and justifies the chosen research methods in terms of the research question.

Discuss the ethical issues which will need to be considered and examine the research methods and approaches to be taken.

Prepare an action plan with target dates and methods for monitoring and updating your activities to ensure you meet the deadline for the final written report.

·         Carry out independent primary research

Design, implement, collect and critically analyse data. For example, using a survey/questionnaire/interview or other primary research technique collect data and then present and analyse findings. Present your findings using visual illustrations e.g. bar charts/pie graphs/tables.

Your report will include the critical analysis of data and the advantages and disadvantages of the research methods and approaches taken to data collection.

·         Communicate outcomes – Report

Develop a report that provides valid and justified recommendations for the business organisation based on the analysis of the research both primary and secondary. Your findings and outcomes must be based on the research proposal objective/s and refer back to this in drawing your conclusions.

Finally critically reflect on how you have conducted the project, the lessons learnt and the alternatives you would consider in the future with recommendations for actions to be taken forward.

Please see below for guidance on a report format:

Title Page

·         It is important that you state clearly, at the beginning of the assignment, what its title is, which module it applies to and your name as the author.

·         You should also include the College name, report title and the date.

 

Executive Summary

·         A summary should be provided, so that people can see at a glance what the report is about. You should mention your key findings, conclusions and recommendations.

·         This summary is usually printed immediately after the title page.

Contents Page

·         Page numbers as well as section/chapter titles should be included.

·         If the report incorporates some appendices, their titles should be listed.

Acknowledgements

·         A list of names, roles and organisations (if relevant) of all of those who helped you when compiling the report should be listed

Terms of Reference

·         Refer to your project proposal

Introduction

·         This section should provide some of the background of the subject that forms the principle theme of your report.

·         If the report is designed to solve a perceived ‘problem’, the history of the ‘problem’ can be reviewed here, culminating in the situation that prompted the report to be written

·         You should also provide some key information about the organisation in which your research is based.

Literature Review

 

·         This should include a wide range of sources on the topic. Previous work on the topic has been integrated into the project. Full critical review of literature relevant to study is required.

Methodology

·         This section is needed for the reader to judge the authenticity of the ‘evidence’ that comprises the main body of the report. All sources should be mentioned and, if appropriate, describe how you put together your questionnaire or survey.

·         Copies of questionnaires, interview questions etc. should be included in the appendices.

·         If any published documents were studied, this should be mentioned here.

Main Body

·         This is likely to comprise many paragraphs or sections. It is often useful to break up your assignment into subheadings.

·         This section should be structured around the key themes of your research.

·         Use tables, charts if possible. Your presentation of data is important.

·         This section should bring together your secondary and primary research and your findings.

Conclusions

·         In this section you should say what your facts or findings mean i.e. discuss the key implications arising from the wealth of detail you may have collected.

·         Your findings and outcomes should be related back to your initial research objective and proposal.

·         The conclusions should not incorporate any new facts.

Recommendations

·         Your recommendations should clearly spell out your ideas to enable them to be acted upon.

·         In particular, if your proposals involve expenditure, you must supply a cost benefit evaluation to show what it costs and what management will get from it.

Reflective Statement

·         Reflect on the success of their project and your own performance in a personal performance review at the end of the project.

·         Contemplate on the effectiveness of research methods applied for meeting the objectives of the business research project.

·         Consider alternative research methodologies and lessons learnt in view of the outcomes.

Bibliography

·         All references in the report should be listed in the correct Harvard format.

Appendices

·         All detailed statistical tabulations, graphs, lists, questionnaires etc. should be organized into separate appendices.

·         Include a list of references (sources that are actually cited in the report itself).

·         Nothing should be included that isn’t referred to in the main body of the report.

 

 

 

 

 

 

 

 

Useful resources for Research Project:

 

Type of Resources Resource Titles Link
Online Resources Research methods https://www.skillsyouneed.com/learn/research-methods.html
Online video My Step by Step Guide to Writing a Research Paper https://www.youtube.com/watch?v=JcgRyJUfZM
Webinar Critical thinking https://www.youtube.com/watch?v=XwX0rpNfdTo
Webinar Literature reviews and finding trustworthy sources. https://www.youtube.com/watch?v=5ZRnwzEVv1I
Webinar Presentation skills for your research project https://www.youtube.com/watch?v=GJGkPEMAxA
Webinar Structuring extended writing https://www.youtube.com/watch?v=o1NMN98GfQc
Webinar Referencing and writing a bibliography https://www.youtube/gouEeFKs1xI

 
E-resources HN Global e-library resources https://hnglobal.highernationals.com/subjects/business/resource-library

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Learning Outcomes and Assessment Criteria:
Learning Outcome Pass Merit Distinction
LO1 Conduct appropriate research methodology which integrates knowledge into the research process. P1 Produce a research proposal that clearly defines a research question or hypothesis, supported by a literature review.

 

P2 Examine appropriate research methods and conduct primary and secondary research.

 M1 Evaluate different research approaches and methodology, and make justifications for the choice of methods selected based on philosophical/ theoretical frameworks. D1 Critically evaluate research methodologies and processes in application to a business research project to justify chosen research methods and analysis.
LO2 Conduct and analyse research relevant to a chosen business research project. P3 Conduct primary and secondary research using appropriate methods for a business research project that consider costs, access and ethical issues.

 

P4 Apply appropriate analytical tools to analyse research findings and data.

 M2 Discuss merits, limitations and pitfalls of approaches to data collection and analysis.
LO3 Communicate the outcomes of a research project to identified stakeholders. P5 Communicate research outcomes in an appropriate manner for the intended audience. M3 Coherently and logically communicate outcomes to the intended audience, demonstrating how outcomes meet set research objectives. D2 Communicate critical analysis of the outcomes and make valid, justified recommendations.

 
LO4 Reflect on the application of research methodologies and concepts. P6 Reflect on the effectiveness of research methods applied for meeting objectives of the business research project.

P7 Consider alternative research methodologies and lessons learnt in view of the outcomes.

 M4 Provide critical reflection and insight that results in recommended actions for improvements and future research considerations. D3 Demonstrate reflection and engagement in the resource process leading to recommended actions for future improvement.

 

 

 

Tutor advised to follow the below sample assignment. Must follow the title and subtitle to do the assignment accordingly.

 

 

 

Pearson BTEC Level 5 Higher National

Diploma in Business

 

 

HB511

Research Project

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Executive Summary

 

The research intends to examine the influence of the worldwide epidemic on speeding workplace transformation with Apple as a study case.

 

Many people cannot attend school or work as usual due to the enormous changes in our life caused by the Covid-19 academic. We learned new techniques to continue working and learning while combating the worldwide disease.

 

Rather than stepping outside, many of us have embraced a new way of meeting people through internet platforms; as a result, the study will discover that Apple’s workers will need to work from home during Covid-19 and connect with other individuals to remain competitive in the marketplace in this society.

 

The research strategy for this study is the quantitative analysis and simple random sampling. The questionnaire obtains statistical data for early research as a survey instrument. Besides, we discovered that Apple was quite effective in allowing people to work from home because it used suitable communication, equipment, and bonus policies. The company’s motivation is a critical aspect in ensuring working from home.

 

Furthermore, it is proposed that the organization establish more open communication channels for workers to express their thoughts, allow the company to understand changing employee requirements and expectations, and give resources and assistance on a timely basis.

 

The organization should also dedicate more money and time to training and development and assess its performance management and incentive system. The file contains the survey instruments utilized in the research area.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Table of Contents

Page

Execution Summary………………………………………………….p.2

 

  • Introduction…………………………………………………………p.4

 

  1. Literature Review

2.1 Five needs in Maslow’s theory of work motivation……………………..…p.5-7

  2.2 Herzberg’s Motivation theory……………………………………………………………….p.7-9

2.3 Expectation theory…………………………………………………………………………..……p.9

 

  1. Methodologies

3.1 Research Methodology…………………………………………….…..…p.10-11

3.2 Collection of data………………………………………………………..……p.11

 

  1. Findings& Analysis

  4.1 Primary Data Collection…………………………….…………………….p.12-15

 

  1. Conclusion………………………………………………………….p.16

 

  1. Recommendation……………………………………………….…p.17

 

  1. Reflective Statement………………………………………………p.18

 

  1. References…………………………………………………………..p.19

 

  1. Appendix…………………………………………….…….…p.20-22

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

  1. Introduction

We’ve just seen significant changes in our lives due to the Covid-19 academic; many individuals cannot attend school or work as usual. We also became familiar with new technologies to continue working and studying while fighting the global epidemic. Many people assumed a new way of meeting people through online platforms rather than going outside. Apple is an example of a company that uses its home office.

 

Apple Inc. is one of Hong Kong’s most well-known technological businesses, developing and selling consumer electronics such as the iPhone smartphone, MacBook laptop computer, Apple Watch wristwatch, and Air Pods wireless earphones.

 

In addition, it has its online services available on its website. It also has a sizable market share in Hong Kong, expanding further. As the market demand and preference change quickly, most buyers have varied expectations for different items. Other rivals, like Samsung and Sony, provide a variety of devices and advancements.

 

After the COVID-19 breakout in 2020, Apple completely embraced remote work, with just a few workers returning to the company’s locations throughout the world. As vaccination rates rise, Apple CEO Tim Cook said staff could return to work in September in June. (Filipe, 2021).

 

Unfortunately, additional persons have been infected with COVID-19 variants, leading several businesses to rethink their plans to resume normal operations. Even though Apple staff were supposed to return to regular work in October, they will now be permitted to work from home until the end of 2021. (Filipe, 2021).

 

This research report aims to analyse the impact of the global pandemic on accelerating workplace transformation.

 

The research will be a focus on below questions:

  1. Does working from home help increase productivity?

 

  1. Does working from home make work-life balance better?

 

  1. Will working from home affect relationships?

 

  1. What are the advantages and the disadvantages of working from home?

 

 

 

 

 

  1. Literature Review

 

2.1 Five needs in Maslow’s theory of work motivation

Maslow initially established the notion of a hierarchy of needs. People meet fundamental wants before moving on to more complex requirements. Maslow’s hierarchy of requirements is divided into five levels: self-actualization, esteem, belongingness and love, safety, and physiological needs.

 

 

2.1.1 Self-actualization

Self-actualization people are self-aware, concerned with personal development, less concerned with others’ opinions, and engaged in realizing their full potential.

 

“It may be informally characterized as the complete application and exploitation of talents, capacities, potentialities, etc.,” Maslow said. People have reached or are on their way to reaching their full potential. (Kendra, 2021). For example, Apple has encouraged employees to return to school to get a higher education. Over 200,000 Apple employees have been born to or started education. (William, 2021).

 

2.1.2 Esteem

The demand for recognition and respect is at the top of Maslow’s hierarchy. Gaining people’ esteem and appreciation becomes exceptionally crucial. People have a strong desire to complete tasks and be rewarded for their efforts. Emotional requirements include self-esteem and personal worth and emotions of success and prestige.

People need to know that others respect them and contribute to the greater good. People who can meet their esteem requirements through excellent self-confidence and other people’s acknowledgement are more confident in their talents. Furthermore, professional activities, academic achievements, sports or team engagement, and personal interests can all help meet esteem requirements. (Kendra, 2021).

 

On the other hand, People have lack self-esteem and respect others may experience feelings of inferiority. (Kendra, 2021). The hierarchy’s psychological needs make up the esteem and social levels together. For example, Apple rewards employees with incentives ranging from 3% to 5% of their existing wage to boost their self-esteem.

 

It encourages employees to be top performers for the organization and be rewarded. Apple provides hardworking employees with free phones in addition to a bonus. Receiving a prize or an iPhone demonstrates that Apple appreciates their efforts, boosting their self-esteem. (William, 2021).

 

2.1.3 Belongingness and love needs

The need for emotional connections drives human conduct. Friendships, romantic bonds, and family are things that satisfy this urge. In addition, it is critical for people to feel liked and accepted by others to prevent difficulties such as loneliness, sadness, and anxiety.

 

Personal interactions with friends, family, and lovers and participation in other groups such as religious organizations, sports teams, book clubs, and other group activities all play a role. (Kendra, 2021).

 

The Apple study shows how Apple is improving its research to create a better workplace for employees, including support for social networks, workgroups, and enhanced worker-supervisor interactions. (William, 2021).

 

2.1.4 Safety needs

 People desire order and control in their life. As a result, this demand for safety and security plays a significant role in behavior at this level. Financial security, health and wellness, and injury are only a few essential security and safety requirements.

 

Acquiring employment, obtaining health insurance and health care, contributing to a savings account, and relocating to a safer neighborhood are all examples of behaviors prompted by security and safety concerns. For instance, Apple prioritizes worker safety and educates more people to recognize risks in the workplace. (William, 2021). Maslow’s safety and security demands are met.

 

2.1.5 Physiological needs

The most basic physiological requirements are self-evident—these are the basics for human life. Physiological needs include food, drink, respiration, and maintaining balance.

 

Physiological needs include shelter and clothing and the basic needs of food, air, and temperature regulation. Because sexual reproduction is vital for the species’ survival and reproduction, Maslow placed it on this rung of the hierarchy of needs.

 

  • Herzberg’s Motivation theory (Two Factory Theory)

Frederick Herzberg, a behavioral scientist, suggested a two-factor hypothesis, often known as the motivator-hygiene theory. According to Herzberg, some employment variables lead to contentment, while others lead to unhappiness.

 

Herzberg divided these employment variables into two groups: Hygiene factors and Motivation factors.

 

  • Hygiene factors:

In the workplace, hygiene factors are those job aspects that are required for motivation to exist. In the long run, these do not contribute to positive satisfaction. However, unhappiness will result if these characteristics are missing or non-existent at work. (Prachi, 2021).

 

In other words, hygiene considerations are those aspects of a career that, when adequate/reasonable, calm people and prevent them from being unsatisfied. These are variables that are not related to the job.

 

Furthermore, hygiene factors are sometimes known as dissatisfies or maintenance factors because they are necessary to avert unhappiness. These characteristics describe the employment environment/scenario. (Prachi, 2021). The hygiene aspects represented the physiological demands that people sought and expected to be met. Factors affecting hygiene include:

 

Pay:

A fair and reasonable pay or wage system should be in place. It must be competitive and equal to those in the same industry and domain.

 

Administrative policies and corporate policies: 

Company policies should not be overly strict. They must be fair and transparent. Flexible working hours, dress code, breaks, vacation, and so forth should all be included.

 

Fringe benefits:

Employees should be granted fringe benefits such as health care insurance, family benefits, employee assistance programs, and so on.

 

Physical Working Environment:

The workplace environment should be secure, clean, and sanitary. Work equipment needs to keep up to date and in good working order.

 

Personal relationships:

Employees should have proper and acceptable relationships with their peers, superiors, and subordinates. There should be no elements of conflict or humiliation.

 

  • Motivation theory

On the other hand, intrinsic motivation factors to represent fewer actual demands and more emotional needs. Challenging work, recognition, connections, and the opportunity for progress exemplify inherent drive. (Prachi, 2021). While these requirements may fall outside the traditional boundaries of what a workplace should supply, managers must recognise that they are vital to improving individual and team performance.

According to Herzberg, there has an inverse connection. In other words, when internal power exists, it tends to enhance strength, and when external control does not exist, it diminishes ability. It is related to the fact that employees have high expectations.

 

External motives (such as income and perks) are predictable; therefore, they will not improve motivation while present but will generate unhappiness when not. In addition, intrinsic motivation may become a source of other incentives when it is available, for example, demanding job and growth potential.

 

Overall, the two-factor approach suggests that managers ensure that hygiene aspects are adequate to reduce employee unhappiness. Managers must also ensure that the job is engaging and fulfilling so that people are inspired to work harder and achieve higher results. (Prachi, 2021).

 

This philosophy focuses on work enrichment as a means of motivating employees. The job must make the most of the employee’s talents and abilities. Work quality has to improve by focusing on boosting elements.

 

2.3 Expectation theory

Based on current long-term interest rates, this theory tries to anticipate what short-term interest rates will be in the future. Its goal is to assist investors in making decisions based on future interest rate forecasts. According to the hypothesis, an investor may receive the same interest by investing in two consecutive one-year bonds rather than one two-year bond today.

 

It also claims that anticipation is the effort-performance relationship, instrumentality is the performance-reward link, and valence is the wages’ appeal. (Chris, 2020). For instance, Apple Inc. employs expectation theory to drive staff to reach measurable, achievable, and defined goals. Employees strive to improve their job performance to receive the desired incentives.

 

As a result, Apple Inc. is concerned about each of its workers and strives to provide them with a good working environment. Although the rewards are not what the employees want, this might help them enhance their performance. Apple may verify that the employee can achieve the desired performance level by observing the person’s capacity to improve the efficiency of the company’s operations.

 

 

 

 

 

 

  1. Methodologies

Descriptive, Applied, Analytical, Fundamental, Quantitative, Qualitative, Conceptual, and Empirical techniques can apply based on the study topic and motivation of the research.

 

3.1 Research Methodology

Understanding healthy behaviour and quantitative analysis is the process of gathering and assessing quantifiable and verifiable data (such as income, market share, and wages).

 

It can be utilized to get an in-depth understanding of a subject or to develop fresh research ideas. Furthermore, qualitative research is the polar opposite of quantitative research, which entails collecting and analysing numerical data for statistical purposes. (Pritha, 2020).

 

When making judgments in the past, Apple’s business owners and directors relied significantly on their expertise and intuition. Quantitative analysis is currently regarded as a superior approach to making informed judgments, thanks to the emergence of the data technology age.

 

3.1.1 Questionnaire survey method

A questionnaire is a research tool that consists of a series of questions designed to collect data from respondents. It offers a low-cost, rapid, and effective method of gathering massive data from a large group of individuals.

 

In addition, it is similar to written interviews in that they collect information. They can be done in person, over the phone, on the computer, or by mail.

 

When conducting interviews with large groups of people is unfeasible, this method is beneficial. As the researcher is not required to be present while the surveys are completed, data can acquire rather rapidly. (Saul, 2018).

 

Questionnaires can be a more cost-effective and faster way of evaluating the behaviour, attitudes, preferences, views, and intentions of a large number of people than other approaches. Furthermore, it is advantageous since it allows for quantitative and qualitative data collection. In addition, a questionnaire frequently collects data using both open and closed questions.

 

3.1.2 Simple random sampling method

A simple random sample is a subset of the population chosen at random. In this sampling method, every member of the population has the same probability of being selected. As it requires a single random selection and essentially no prior knowledge of the people, this approach is the simplest of all probability sampling methods. The sample size chosen is 30. Any research on this sample should have excellent internal and external validity because it employs randomization.

 

The most significant advantage of simple random sampling is its simplicity. Unlike more difficult sampling methods like stratified random sampling and probability sampling, there is no need to partition the population into sub-populations or take any other procedures before randomly picking individuals.

 

A basic random sample is intended to represent a group unbiasedly. Because every member of the population has an equal chance of being chosen, it is considered a suitable technique to pick a sample from a larger population.

 

A sampling mistake can arise with a simple random sample if the sample does not precisely reflect the population it is meant to represent, which is one of the downsides of the simple random sampling approach.

 

Even if the population comprised 125 women, 125 males, and 125 no binary persons, it would be possible to choose 25 guys from our basic random sample of 25 employees.

 

As a result, simple random sampling is more typically utilised when the researcher knows little about the population. If the researcher knew more, they should use a different sampling approach, such as stratified random sampling, which accounts for demographic variations like age, ethnicity, and gender.

 

Other drawbacks include that, compared to different approaches, sampling from significant populations may be time-consuming and costly.

 

3.2 Collection of data

Apple’s colleagues received a questionnaire paper and email in November 2021 that contained a link to a poll on the influence of the worldwide pandemic on accelerating workplace change.

 

The survey was fielded for two weeks and sent five email reminders to the colleagues. In the end, 40 emails were successfully delivered, and 35 employees answered, resulting in a 90% response rate.

 

 

3.3 Costs, Access and Ethical Issues

 

– Kindly add this section; it is relevant to P3 in assessment criteria;

 

– Include research costs, access & ethical issues, such as resources, informed consent & confidentiality.

 

 

 

 

  1. Findings & Analysis

 

4.1 Primary Data Collection

In November 2021, a questionnaire survey was conducted. Its target demographic was all Apple employees aged 18 and up. Between November and December 2021, 100 surveys were completed, with a response rate of 98 %. The questionnaire has 14 items for the sampling period.

 

The research method is appropriate to discover that 78% of employees believed that working from home would allow them to have more rest time during their free time. Some thought it would lessen work pressure and improve relationships with their family members.

 

However, working from home also has its limitations. More than 20% of those polled stated that office technology such as PCs and printers are insufficient for working from home and easily locked by the house while at work.

 

Things are getting in the way. Most employees believe that they are easily distracted at work by family members, children, or others who live with them and that office software connected to work is insufficient.

 

To work more effectively from home, the majority (89%) think they need more tools and better communication. It shows that employees still require more resources when working from home.

About 60% of employees believe they are subjected to too many distractions at home, such as family members, television, and video games, making it challenging to maintain a regular work routine when working from home.

 

In addition, 18 per cent of employees believe they do not have enough productivity tools to work from home.

 

During the Covid-19, most individuals work from home, and only a quarter of employees (25%) work two or more times per week; nevertheless, only 15% of employees never work from home, and they must return to their workplace during the Covid-19.

Employees are happy with their current work from the home situation in 61% of cases. They choose not to work in an office and stay at home. Despite this, 39% of employees dislike their present work from home since interruptions cannot focus at home.

 

 While 45% and 30% of employees strongly believe that working from home allows them to obtain more rest and minimize job stress, they cannot take longer rests at the office since they work full-time.

 

They experience a lot of stress due to their long hours of work. In the meanwhile, 25% of them were divided. They believe that they will not work from home with more concentration and improve their quality of life.

35% of the employees believe that working from home makes a good relationship with their boss. They are glad and satisfied with it since they can express themselves freely online or over the phone, allowing their supervisor to understand their employees better.

Nevertheless, 30% do not think they have a good connection with their boss. They are even more distressed because they believe they must meet face to face with their supervisor to have a positive working connection.

 

  Most employees are more concerned about working from home; for example, their manager would fire them or lower their income if they work from home. However, some are only concerned that their work performance has degraded. Only ten per cent of employees are unconcerned about working from home.

 

 

  1. Conclusion & Communicating Research Outcomes to Different Stakeholders

 

People were forced to choose Covid-19, and with the globe needing to adjust swiftly, many businesses decided to attempt working from home. Apple is a good example. Apple embraced remote work to the point that just a few employees returned to the company’s many facilities across the world.

 

Theme 1: the impact of switching work modes in Apple.

Adopting successful working from home can positively impact an organization’s workforce.

 

In 2020, Facebook began implementing work-from-home policies. According to research, Facebook CEO Mark Zuckerberg predicts that 50% of the company’s workers will work remotely in the next five to 10 years. He claims that his employees who are closer to their children and want to reduce their commuting time and optimize their workday are ecstatic to work from home. (Jack, 2021).

 

Nneka Norville said that Facebook allows employees to work from home until July 2021, based on advice from health and government experts. They are also offering employees an extra $1,000 for home office needs. (Jack, 2021).

The analysis clearly shows that working from home has had a favourable influence on the firm. As a result, in 2021, the company’s voluntary turnover rate will fall from 5.5 per cent to 4.3 per cent.

 

Theme 2: Assess the efficacy of working from home in Apple and the factors that influence its success or failure.

 

Due to the impact of the pandemic, most organizations have established plans for workers to work from home in today’s culture. Apple also provides various services for their workers to use while at work. Both firms and their employees benefit from the work-from-home trend.

 

Corporations will save money due to this new trend, as it is logical to assume that they will reduce their expensive office rents. Employees benefit from caring for their children at home, mainly because schooling is still in flux. With fewer commuters, the environment improves, and the quality of life increases substantially, as individuals save hours on stressful drives, bus or rail commutes to and from work.

 

Overall, working from home is a viable option; however, there is still have an opportunity for improvement.

 

 

– Kindly add another paragraph; it is relevant to ‘Communicating Research Outcomes to Different Stakeholders’, P5 in assessment criteria;

 

– Include how & what the specific research outcomes to be communicated with different stakeholders such as employees and shareholders, besides managers.

 

 

  1. Recommendation

Based on the data gathered and evaluated, several recommendations have been made to give firms more results-oriented practices that will aid them in implementing more successfully when they are required to work from home.

 

More channels/platforms should be available to encourage open communication among employees who need to work from home. Promptly, the organization can comprehend the employee’s wants and expectations. A career can meet their requirements while also keeping them engaged. Furthermore, this might aid the company’s management.

 

In addition, invest more time and money in training and development: the organization will provide interactive online seminars to improve learning and collaboration between different teams and departments while working from home.

 

Furthermore, review the existing performance management and reward system, optimize the incentive mechanism, retain existing talent, and more easily attract potential candidates: the company should review the current performance management and reward system, optimize the incentive mechanism, retain existing skills, and more easily attract potential candidates.

 

 

 

 

  1. Reflective Statement, Project Limitation & Consideration of Alternative Research Methodologies

 

 The researcher has assessed the company’s application of working from home. The researcher determined the effects of working from home in Apple, evaluated its efficacy, and identified success criteria using secondary and primary data gathered from the research.

 

It also emphasized the issue of reviewing and adjusting working from home methods regularly in light of the fast-changing environment. The subjects obtained proper ethics and consent throughout the study before the survey.

 

Quantitative research is a systematic approach to gathering and interpreting data from many sources. Its goal is decisive because it tries to define the problem and grasp its universality by seeking predictable outcomes to help many individuals. Quantitative research employs computational, statistical, and mathematical methods for the findings.

 

The outcomes of the two sorts of investigations are not only significantly different, but they are also quite different in every other way. Quantitative data defines the organized causation between problems and components, whereas qualitative data gives a subjective picture of marketing issues.

 

The variation in data gathering procedures is one of the most significant variances between the two types of researches. One of the crucial components of the quantitative research process is data gathering. Allowing researchers to prepare and receive the relevant information from the target audience is part of data collecting.

 

During the Covid-19, I learnt about the benefits and drawbacks of working from home through this project. The COVID-19 epidemic has drastically altered the workplace and organizational landscape. The majority of respondents in our research thought their work circumstances were largely favorable since they valued the benefits of working from home.

 

Furthermore, we discovered that the benefits and drawbacks of telework and working from home grouped around crucial aspects during the pandemic, such as work–life balance, work efficiency, and work control, using factor analysis. Home office limits, work uncertainty, and insufficient tools among the three negatives.

 

– Kindly add another paragraph; it is relevant to ‘consideration of alternative research methodologies’, P7 in assessment criteria;

 

– Include perspectives such as consideration of qualitative data collection, directions for other research projects in the future.

 

 

 

 

 

 

  1. References

 

  • B., 2020. An introduction to qualitative research. [Online]. Available :< https://www.scribbr.com/methodology/qualitative-research/>[29December 2021].

 

 

 

²  Kendra. C., 2021. The 5 Levels of Maslow’s Hierarchy of Needs. [Online]. Available :< https://www.verywellmind.com/what-is-maslows-hierarchy-of-needs-4136760> [30 December 2021].

 

²  William. H., 2021. Chapter 5 Motivation. [Online]. Available :< https://wharveysite.wordpress.com/2016/09/15/chapter-5-motivation/> [30 December 2021].

 

 

²  Prachi. J., 2021. Herzberg’s Two-Factor Theory of Motivation. [Online]. Available: <https://www.managementstudyguide.com/herzbergs-theory-motivation.htm >[31 December 2021].

 

 

 

 

 

 

 

 

  1. Appendix

 

                         Survey

Dear colleagues,

 

We’re surveying to see if Covid-19 affects managers’ ability to work from home. For us, your engagement is critical. It will only take you 5–10 minutes to complete the survey. Your participation in this survey is entirely anonymous, and all replies will be kept completely secret. The survey results will only be used for academic reasons, and your responses will be pooled, evaluated, and the findings will only be released in aggregate form.

 

Please complete this survey by answering the following questions and clicking the “submit” button before Dec 23, 2021. Thank you in advance for sharing your time, knowledge and opinions. Your insight and experience shared are invaluable to us in this effort.

 

Part 1         Personal Information

  1. Your age ranges

☐ 21 – 30                ☐31 – 40                                 ☐41 – 50                                 ☐50+

 

  1. Your gender

☐ Male                   ☐ Female

 

  1. Your marital status

☐ Single                 ☐ unmarried with partner       ☐ married with no kid            ☐married with kid(s)

 

  1. Your education backgrounds

☐ college or under ☐ undergraduate                    ☐ postgraduate

☐ Master                ☐Doctoral

 

  1. Your level of position

☐ Frontline / General Management                                   ☐Middle Management
☐ Senior Management                                           ☐ Executive

 

  1. Years in current position

☐ 1 – 3 years                      ☐ 4 – 6 years                          ☐ 7 – 10 years

☐ 11 – 15 years                  ☐ more than 20 years

 

Part 2         Impact of working from home

 

  1. What resources do you need to be more successful working from home?

☐ More equipment

☐ More manager/ team check-ins

☐ Content on work from home best practice

☐ Better communication

 

  1. What challenges do you face while working from home?

☐ Too many distractions at home

☐ Not enough productivity tools

☐ Communication with teammates

☐ Keep a schedule

 

  1. During the Covid-19, do you work from home? If so, how often?

☐ Unlimited

☐ 2 or more times a week

☐ Once a month

☐ Never

 

  1. How pleased are you with your current work from home?

☐ Very pleased

☐ Somewhat pleased

☐ Very displeased

☐ Somewhat displeased

 

  1. How do you think working from home compares to working in an office?

☐ Get more rests

☐ Bring a better quality of life

☐ Reduce work stress

☐ Advice better concentration

 

  1. Do you believe that working from home has an impact on your relationship with your boss? If so, how do you feel about it? Is it good or bad?

☐ Yes, good

☐ Yes, bad

☐ No influence

☐ Do not know/ Difficult to tell

 

  1. Do you have any of the following concerns about working from home?

☐ Laid off myself

☐ Cut or stay without pay

☐ Personal work performance deteriorated

☐ No worries