Statistics And Business Research Methods For Competitive Organizations

Business Research Topic

Describe about the Statistics and Business Research Method for Competitive Organizations.

The world as we know it is full of competitive organizations functioning to generate profit and creating an optimum customer base. These goals of an organization can be achieved if it looks after the internal and external factors responsible for the effective functioning of the business.

All the organizations generate strategies for an effective management of the internal and external factors. An effective organizational culture and framework on the part of the companies will motivate all the relevant factors to develop a better working atmosphere and better productivity.

This study is concerned with the renowned telecommunications industry named Telstra and tries to analyze its problem pertaining to the employee performance, motivation. The study tries to find out ways to improve the organizational culture and behavior to improve the competitive edge of the organization in the market.

The business research topic bases on the intellectual aspects of the organization culture and behaviors, which motivate and influence the employees to optimize their output and improve the efficiency of the organization. This research focuses on the Australian telecommunication industry Telstra who has an effective market share in the Australian market. The company was established in the year 1975, when it was separated from the Australian Postal Commission and was named as Telecom Australia. Later in 1993, the organization was renamed as Telstra for business activities in the international market and in 1995, the firm named Telstra to its domestic business functions as well. The organization works to provide an efficient telecom and internet services to its customers all over the world (Hausman, 2012).

Every firm has its own problems, which needs proper rectification so that the firm can function optimally to increase its revenue and competitive share in the market. In case of Telstra communications, the problem circles around the fact that the business culture of the firm is the initial patron for the development of new substitutes for increasing the effectiveness of the employees along with providing adequate and quality skill and training procedure to help the employees increase their productivity (Chen, Chiang,  and Storey, 2012).

The focus of Telstra is to increase customer base by providing efficient services to the customers. Such an efficient service is only possible if the employees working in the organization are satisfied and are motivated to work more for the betterment of the society. Therefore, the main research topic which requires evaluation is the organizational framework of  a firm through which an ideal organizational culture can be created thereby increasing employee satisfaction and generating a harmonious atmosphere.

Literature Background

The key factors, which have been identified in this section, are with respect to the employee motivation and performance of Telstra. The activities and behavior of employees are dependent on the implications of the organizational behavior and culture. A framework is created by looking at the organizational behavior, which is useful for understanding the mission, values and vision of the firm with accordance with the prevailing market environment. The study aims to understand the strategies and policies, which the firm wants to implement in order to increase the productivity of the employees. The integrity of the behavior of the organization is assessed according to the specific culture in the society and in the firm along with the efficiency of the employees to realize the demerits of the culture of an organization and the criterions applicable for the behavior of the enterprise. The literature concentrates on creating an efficient organizational framework according to the culture prevailing in the local environment so that the employees have a sense of comfort and familiarity within the organization (Aspinwall, and Greenwood, 2013).

The literature study also concentrates on the leadership qualities of the management and determination of an ideal leadership style to bring out the best leadership skills, which will be crucial for the preparation of an ideal cultural framework. Such an innovative strategy will be useful for making the employees realize their actual potential and quality through a constant support from the framework. While preparing an effective business strategy to motivate and uplift the mind of the employees, it is important to analyze the different theories of motivation like the intrinsic and the extrinsic types by the management executives so that all the demands and needs of the employees are met. Motivation is the process, which starts the psychological and physiological needs, which instigates the behavior that concentrates over a goal or an incentive. The key indicators for motivation are the successful learning and teaching that acts as a catalyst for achievement. Therefore, motivation leads to the choice of behavior those result to some level of job performance. It is seen that motivation is two-dimensional namely intrinsic motivation and extrinsic motivation (Bryman, and Bell, 2015).

Intrinsic motivation is self-accepted and originates when something is meaningful or provides a purposeful sense. It is mainly understood by individual growth, achievement, job contentment etc. Extrinsic on the other hand is an external action taken by a third party through any remuneration, incentive and an expectation of a reward.

Research Questions for the Problem or Opportunity Identified

The organizational structure also needs to concentrate on the training and learning practices within the organization in order to train the new employees about their work role and to motivate them to bring out optimum output. The existing employees working within the firm also needs to be trained from time to time so that they become more suited to the new techniques and mechanisms implemented within the organization so that the employees become accustomed to the new process and present their optimum output (Collis, and Hussey, 2013). The framework requires to sit with the employees after a certain period of time so that their needs and grievances can be heard and initiations can be taken to rectify them. It is also a responsibility towards the employees so that they understand the importance and credibility of the organizational culture and the coordination for increasing their productivity.

The study takes into account the evaluation of Telstra, a well- known brand in the telecommunication domain. The paper analyzes the problems arising out of the current organizational framework of the organization due to decrease in motivation level of the employees and the restrictions arising out of the prospect of professional development (Hair, 2015). Therefore, the research questions, which require special attention is the cultural changes, are:

What are the key elements that lack in the organizational framework of Telstra?

What initiatives can be taken by Telstra in order to motivate the employees and bring out the optimum result out of them?

What leadership styles and training process needs to be implemented to increase the productivity of the employees?

What cultural change process does Telstra need to implement?

The technique used for the evaluation of the research methodology is through the variables, namely the dependent and the independent variables. The organizational polices manipulating the employee motivation along with the individual traits of the employees is the dependent variables. The independent variables on the other hand comprise of the leadership style acceptance by the employees and series of initiatives by the management to improve the customer service capabilities. The research methodology needs to be diversified by considering the small factors like the internal wish of the employees to perform the operation thereby completing the objectives in consideration. The measurement of the variables is done through a Likert Scale, acting as a tool for generating credibility of the answers of the research (Tavazzi,  2015).

The design of the research provides the primary framework for functioning of the research activity. The research design gives out the information for data collection process, data analysis tools etc whereas the essential elements found in the research planning plays a crucial role towards the research. The data collection method is used in the research is Quantitative  in nature. Such a process is ideal for the organization as the questionnaires and surveys helps to find out the expectance and the grievances of the employees regarding the organizational cultural framework. Thus, the quantitative data is useful for receiving feedback from the participants from the small number of employee taken as sample. The main aim of the research is to initiate a survey so that relevant information according to the idea of the employees working at Telstra in accordance with the motivation received from the current organizational culture. The survey is undertaken by taking a sample of participants from the employees working in Telstra. The sample size comprises of around 15 to 20 participants.  The research questions can be answered by the research design with the restrictions on financial resources and time. The ethical duties and responsibilities needs to be maintained as the researcher needs to keep the identity and information about the employees confidential. The research methodology takes into account the primary and the secondary data collection methods and uses these distinctive techniques for each of the analysis (Palinkas, et al.2015).

Research Methodologies and Techniques

The business process of Telstra associated with the organizational culture concentrates on building, which would lead to efficient motivational aspect for the employees. The organization uses this process through the following method:

Planning for Success

It is essential for a cultural audit in the initial step so that a step towards change can be taken. This process helps to make an insight into the culture and create relationship to decrease the risk of resistance towards skill development and cultural transformation. It also discovers the leaders who can insert essential ideas in to the Implementation and Assessment Plan. It is on this period when the management takes initiative to redesign its mission, vision strategies and goals and priorities. There needs to be a sense of urgency so that the information can be easily transferred and can be understood by everyone in the organization (Schryen, 2013).

Cultural Transformation

The cultural change requires a series of ongoing activities that demonstrates the picture of the new culture. A powerful guiding coalition is necessary to collaborate and lead the change in the behavior. Therefore, new skills and techniques need to be introduced for the sharing learning and experiences within the employees. The management of Telstra created a challenge to develop a strong service culture so as to realize the needs and demands of the employees and to find out what is valuable to them.

Embedding the New Culture

In the process of cultural transformation, the new attitudes, cooperate learning, skills are felt. This process is valuable for the business as learning the most efficient practice is taking place. There comes a time in this phase when the performance and the orientation evaluation system need redesigning. The changes should be inclusive of the desired cultured behaviors and aims to help the embedding process.

Telstra through this system implemented performance evaluation and reward systems to motivate their employees. Therefore, the HR group worked with accordance with the business line to implement the VSC behavior descriptions and the performance review system. There were regular workshops and training program functioning within the organization in order to upgrade the skills of the employees and making them aware of the goals and strategies of the business. There were external speakers as well who came to indulge knowledge about the culture prevailing in the rival firms (Lyberg, et al.2012). The training and workshops to the employees gave them a sense of security and comfort. There were even cross-function communication forums, which held meetings to evaluate the problems prevailing in the working environment.

Performance Monitoring

The supervision of the performance need to done according to the customer satisfaction and cultural behavioral network. Therefore, it is necessary to include both these aspects as benchmark to analyze the points of improvement, which can be implemented. The management of the organization monitors the cultural functions of the organization after a specific time- period and concentrates on the motivational factor of the employees. The firm also rewards he employees by providing certain incentives and remunerations through holidays and cash so that the employees have a sense of responsibility towards the government.

The collection of data for the creation of the organizational proposal for Telstra is instrumental for an effective cultural framework. Quantitative data collection method is used in the research along with the concept of questionnaire. Such a process is ideal for the organization as the questionnaires and surveys helps to find out the expectance and the grievances of the employees regarding the organizational cultural framework The descriptive collection method includes the use of lengthy procedure. The data gathered from the surveys and questionnaires are vital for the organization for the future evaluation over the research subjects (Myers, 2013). The secondary information collection is collected from various websites and financial statements of the rivalries as well as publications on motivation and management of culture. The primary data was conducted through interviews from a limited number of employees of Telstra. There is no accurate restriction in the selection process as the sample was taken from a non-probability sample.

The research is done using the primary and the secondary data to understand the concept and to introduce them in the research. These data helps in analysis with the application of MS Excel. Correlation and regression technique is used for the evaluation of the importance of the independent and dependent variables. the researcher can also use the univariate analysis to discriminate the collected data and evaluate them to receive the relevant results. The results obtained  is written down in a numeric figure so that the easier analysis and decision-making is possible.

Conclusion (Research Outcomes)

The whole design of the research is a flexible one to find out the result of the research problem. The theoretical part shows a proper accuracy of the research outcomes. The research outcome is to initiate a more in-depth scope of research with the inclusion of more employees in the survey and the interviews. Therefore, it is essential to win the minds of the employees and then to use cost effective tools, which are in accordance to the research model so that an optimum outcome can be generated (O’Leary, 2013). The research also finds out the ways through, which the organization can increase its competitive edge and increase its market share by improving the cultural structure thereby increasing their profit and customer base.

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