Annotated Outline of the Report and Data Development Order Instructions: annotated outline of the report and the concepts and techniques applied to analyze data and developing an argument
Begin preparing an annotated outline of your Final Project indicating the content you plan to include in each section of the report and the concepts and techniques you plan to apply for analyzing any data and developing your argument.
Annotated Outline of the Report and Data Development Sample Answer
To develop a reward and compensation system for Qatar Airways that has a workforce of about 31,000 employees and where more than slightly a half of the employees work directly for the airline requires a HRM policy that has a great contradiction between the different category of workers. The theory part of the design must be matched against the reality of achievement as most reward and compensation systems are mostly developed and are quickly followed by employee disillusionment as the systems fail to deliver the expected results.
Qatar Airways has been in existence since the year 1993 and it has offices in one hundred forty countries where its destinations are located all over the world. It means that Qatar Airways has a multi-cultural workforce whose diversity can be exploited for the benefit of the company. To motivate employees effectively then different categories should have a strategic pay system that rewards hard work and motivates workers to continue working for the company by capturing the specific needs of each class or category of employees. For example, the compensation systems for pilots should be different from other employees whose contributions to the company are much higher and more critical than other categories. However, research on the best reward and compensation system that the company needs to apply should be conducted and the views analyzed in order to develop a comprehensive reward system that is acceptable to all employees.
The company can utilize the use of a questionnaire that would suggest several motivational reward and compensation systems that are also provided with other rival airlines like the Air Emirates and Etihad Airlines.
Qualitative data collection method should be applied in order to get full information from the employees (Tashakkori and Teddlie, 2003). I have opted to use the naturalistic inquiry paradigm that mostly utilizes qualitative data collection methods (Beiske, 2007). The deductive theories also emphasize on wealth and richness of the source of information in deducing the hypothesis from the theories involved.
Rewards and Employee Satisfaction
Employee satisfaction is critical to general employee retention strategies. Employees derive satisfaction from what is expected and what is actually received. Employees compare personal input, education, job skills, output, efforts, performance and another mix of general intrinsic and also extrinsic reward or compensation that they receive. The questionnaire should categorize different aspect of reward systems that would make it possible for all the employees to select or recommend their preferred reward system (Guest, 2011).
Employees also compare the rewards systems that are available in other companies in similar industries. Most employees also compare their input in terms of working hours and the compensation offered in rival companies. The proposed reward systems should be standard and realistic in order to avoid damaging the employees’ self-esteem.
Data Evaluation Methods
The information gathered should be evaluated using the data processing soft-wares available in the market like the SSPS or QRS data processing software (Onwuegbuzie & Teddlie, 2003). Several popular selections should be selected but also the unique employee reward system preferred by certain employees should be considered and where it is possible to provide such rewards then the company should not hesitate to make them available to the employees. Qatar Airlines has a workforce that is culturally diverse and the employees beliefs are also different. Qualitative data collection techniques provide finer details on employee needs that the researcher should also pay attention to. All the employees should be eligible to participate in the research exercise (Hair, Wolfinbarger, Money, Samouel & Page, 2015).
Rewards are actually intended to motivate specific behaviors in employees. Rewards and compensation strategies must be seen and perceived to be timely and tied strictly to effective employee performance. Several conditions are necessary for overall employee motivation.
All employees must certainly believe that effective individual or team performance would lead to specific rewards. For instance, achieving particular results would lead to a given bonus.
The employees must also feel and believe that the rewards that the company is offering are attractive and competitive compared to the rest of the companies in the market. It should be noted that different employees have divergent views on the reward system and motivation. Some employees would prefer promotion as they seek power while others would prefer other fringe benefits as a qualification for pension, assured job security, opportunities for career growth or paid holidays (Guest, 2011).
The employees must also be made to believe that individual effort would lead to the achievement of the company’s standard performance.
Equity and Participation
The effectiveness of a reward system largely depends on its perception of fairness to all the employees. The system and design of the reward system must reflect equality to all the employees without any bias of favoritism to any group of employees (Choudhury & Friedman, 2015).
The reward and compensation systems concentrate largely on rewarding employees financially. However, non-financial awards can also be effective in motivating employees especially if it supplements the financial rewards. Awards generally satisfy the needs for employee recognition in a company.
Annotated Outline of the Report and Data Development Conclusion
Qatar Airways should set up a reward and compensation system that is unique to the demands of its own employees while also comparing the existing compensation systems that are available in the market as compared to its rival companies. The best rewards systems are developed as per the recommendation of the employees and as approved by the employers.
Annotated Outline of the Report and Data Development References
Beiske, B, (2007) Research Methods: Uses and Limitations of questionnaires, interviews and case studies, GRIN Verlag
Choudhury, S. & Friedman, M. (2015). A study of employee satisfaction with HMO services at a historically black university. In Proceedings of the 1996 Multicultural Marketing Conference (pp. 81-84). Springer International Publishing.
Hair Jr, J. F., Wolfinbarger, M., Money, A. H., Samouel, P., & Page, M. J. (2015). Essentials of business research methods. Routledge.
Guest, D.E. (2011) Human Resource Management and Performance: Still Searching for Some Answers, Human Resource Management journal, Vol 21, No 1, 2011, pgs 3-13.
Mills, G. E. (2011). Action research – A guide for the teacher researcher. Boston, MA:
>>>>Pearson Education, Inc.
Onwuegbuzie, A.J. & Teddlie, C. (2003). A framework for analyzing data in mixed methods research. In A. Tashakkori & C. Teddlie (Eds.), Handbook of mixed methods in social and behavioral research (pp. 351-383). Thousand Oaks, CA: Sage. Retrieved August 11, 2015 from http://www.southalabama.edu/coe/bset/johnson/lectures/lec14.htm
Tashakkori and Teddlie (2003) Handbook of Mixed Research Methods in Social and behavior Research Retrieved August 11, 2015 from http://www.southalabama.edu/coe/bset/johnson/lectures/lec2.pdf