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Final Draft Qualitative Doctoral Study Prospectus

Constance Lima-Gonzalez

Walden University
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Final Draft Qualitative Doctoral Study Prospectus

Problem Statement

Consumers contribute a lot to the economic world, as they provide a lot to the GDP through

the consumption. Most business will only strive if we have the consumers at their disposal who will

buy their products and pay for their services.

In the recent times, we have a lot of immigrants in the country and most of the world

countries. Immigrants form part of the consumers in those countries through the purchase of products

and services. Immigrants boost businesses, and on the other hand, immigrants can reduce the level of

domestic workers competition and can reduce the minimum wage since there are a lot of labor

supply in the country. Immigrants should be handled with care as they can either destroy the

economy or build businesses. Hence the research wants to find ways of balancing the immigrants and

the local and global companies.

Purpose Statement

The purpose of this qualitative study is to explore ways of balancing the immigrants and the

local and global businesses. The target population would be the Hispanic community, particularly the

Mexican community. The implications for a positive social change could include an increase in

employment and economic growth.

Nature of the Study

There are varied reasons why the quantitative research methodology is suitable for this study

(Saunders, Lewis and Thornhill, 2015). One of the benefits of using quantitative methods is that it is

standardized. Also. It allows for the successful comparison to past studies as to the reasons why

companies fail at strategic planning. Also, the methodology is reliable and valid because it is easily
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used, and it has transparent procedures (Saunders, Lewis and Thornhill, 2015). It can also help to

eliminate bias, and increase reliability. It can also allow for correlation of the dependent as well as

independent variables to determine the causality associated with research framework. (Saunders,

Lewis and Thornhill, 2015). The use of correlation design will be suitable for this research for some

reasons. First, it will allow for the collection of more data compared using of experiments, thereby,

aiding to make general conclusions related to the research problem (Saunders, Lewis and Thornhill,

2015). Also, it will allow determining the relationship that exists between independent and

dependent variables. Finally, it will form the basis for carrying out future studies related to this

concept of the study. (Saunders, Lewis and Thornhill, 2015).

Research Question(s)

The research question to ask is, What strategies could be developed to balance

immigrants and businesses?

Interview Questions (4–5)

The following will be the significant questions that will guide the data collection process during

the study.’

(i) What causes the process of strategic planning to be successful in an organization?

(ii) How do resources availability impacts on strategic implementation process within a

firm?

(iii) What are the factors responsible for making strategy implementation process fail?

(iv) What are the factors that contribute to making strategy implementation succeed?

(v) What is organization leadership supposed to do to make the strategy implementation

process succeed?
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Conceptual Framework

In this study, the theoretical framework will be the use of the Resource-Based View (RBV)

theory. This theoretical, conceptual framework states that the foundation of a firm’s competitive

edge is the utilization of its valuable intangible and tangible resources which are at its disposal

(Menda, 2017). This theoretical framework will form the basis for which I will be able to

explain the study’s research problem (Saunders, Lewis and Thornhill, 2015). The RBV

theoretical framework will aid in understanding the relationship between utilization of various

organizational resources and existence of the research problem, by providing the basis of

understanding testing their relationship using the collected data from this study.

The RBV theoretical framework will aid in understanding how a firm’s resources impact

on its ability to implement strategies. It assists in understanding the relationship between the use

of valuable resources in a firm and approach implementation failure. For example, it will help in

understanding how resource allocation in firm results in success or failure of strategy

implementation. It will also assist in understanding how utilization of intangible resources, such

as leadership, organization culture, and other impacts negatively on the ability of a company to

successfully implement its strategies. The theory will help in providing supportive evidence to

explain why the research problem under investigation exists.

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Significance of the Study

This study on the reasons why the implementation of strategies in firms fails is vital to in

diverse ways. One of the primary reasons why this study is critical is that it will help managers in

various types of organizations to understand the significant obstacles to strategic planning and

implementation that might fail the strategies in an organization. There is a high rate of policy

failures in many organizations nowadays, and this is contributing to the collapse of some firms.

Successful implementation of the system in a firm is imperative to its long-term growth and

profitability. However, when plans fail to achieve the intended outcome, an organization end up

losing a lot, especially financial resources as it uses much money to design and implement a

strategy. Thus, understanding the main reasons why approaches end up failing is crucial when it

comes to avoiding the obstacles to strategic planning and implementation in the future in the

context of an organization. This means that the findings of this study will play a critical role in

enhancing the capability of leaders in organizations to improve the success of the strategy

implementation process by avoiding obstacles to this crucial process. Finally, the findings of this

study will be instrumental in adding new knowledge on some the relationship that exists between

strategic planning and failure of strategy implementation in the context of an organization.

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Literature Review

Immigrants are unable to get proper healthcare because they cannot get hired by

employers in the United States. Most immigrants have low skills or no skills, so their pay is not

much to afford healthcare. Another reason for not being able to get employed is they are illegal,

or there is a communication barrier. Some immigrants who are used do not know that companies

offer these services because they are not told. Employers should communicate these options to all

employees and other benefits that are available to them.(Hacker, Anies, Folb,&Zallman,2015)

The immigrant workforce is growing here in the United States, and some employers have to

meet specific quotas on hiring immigrants in their company. (Enchautegui, 2015) Most

immigrants have little or no education, language barriers, illegal statuses, or have documentation

problems not being validated. These type of things keep immigrants from gaining employment

because of their skills because of the worry about being deported and their families. Based on the

data supplied in this article, there were more immigrants than Americans in the workforce who

did not graduate from high school. (Enchautegui, 2015) Employers should research how to solve

these problems. By offering help with education, and help with the language barriers would

increase production, and the employees using their skills.

Salin (2013), summarizes the literature is explaining work discrimination and focuses

on structure antecedents of discrimination. To grasp higher the logic behind perception, a model

discussing different explanations in advance. Thus, comments for and factors related

to discrimination square measure classified into three teams, sanctioning structures or necessary

antecedents, motivation arrangements or incentive. The article concludes that discrimination is

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commonly Associate in Nursing interaction between structures and processes from

all three groupings.

The personnel of the twenty-first century is addressing rapid changes

and increased competition across industries. Such changes place stress on management

and employees alike, increasing the potential for work disagreement and deviant

work behaviors, as well as rudeness. (Trudel & Reio,2015) The importance of effective

disagreement management within the work has been highlighted, however, to date, disagreement

management and work rudeness haven't been connected to the literature. The style during

which disagreement is managed affects the method and outcome of disagreement. This study

explores the link between disagreement management designs and works rudeness.

Instigator and target work rudeness were measured employing a changed version of

the work rudeness Scale (WIS) developed by vellum, (Trudel & Reio,2015).

Workers of 3 western corporations served as participants for the study (N = 289; forty eight.0%

female). Ranked regression analyses advised that disagreement management vogue foretold

frequency of work rudeness among instigators and targets of rude behavior. (Trudel &

Reio,2015) Thus, the style in which disagreement was managed (as determined through most

well-liked disagreement style) influenced the probability of rude behavior. The desegregation and

dominating designs considerably foretold each instigator and target rudeness, whereas the

accommodating, avoiding, and compromising designs didn't attain applied mathematics

significance within the regression equations.Implications for HRD investigation and apply area

unit explored.

Discrimination or mobbing is employed for consistently harassing an individual for a

protracted time. (Zapf & Gross, 2016) Within the context of stress theory, discrimination could
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be a strict style of social stressors at work, while regarding disagreement theory,

discrimination signifies an unsolved social disagreement having reached a high level

of increase and an augmented imbalance of power. (Zapf & Gross, 2016) Supported a qualitative

study with twenty semi-structured interviews with victims of discrimination and a

quantitative form study with a complete of 149 victims of discrimination and a bearing cluster (N

= 81), it absolutely was investigated whether or not discrimination victims use specific

disagreement management methods a lot of typically compared with people who aren't hangdog,

and whether or not brick methods employed by booming copers with

discrimination disagree from those of the unsuccessful coppers. Booming coppers were those

victims WHO believe that their scenario at work has improved once more as an outcome

of their brick efforts. (Trudel & Reio,2015) The qualitative information showed that almost

all victims started with constructive disagreement- solving methods, modified their

methods many times, and eventually tried to depart the Company. Within the interviews, the

victims of discrimination most frequently counseled others within the same scenario to depart the

Company and to hunt social support. They a lot of typically showed disagreement turning

away from the quantitative study. Booming victims fought back with similar means

that less typically, and fewer typically used negatively. Behavior like frequent absence.

Moreover, they were higher at recognizing and avoiding escalating behavior, whereas, in their

fight for justice, the unsuccessful victims typically contributed to the increase of the

discrimination disagreement.
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References

Ayoko, O. B., Callan, V. J., & Härtel, C. E. (2003). Office disagreement, discrimination, and

counterproductive actions. The Intercontinental Periodical Company

The investigation, 11(4), 283-301.

Abiodun, A. R. (2014). Company Disagreements: Causes, Effects and

Remedies. Intercontinental Periodical of Academic Research in Economics and

Management Sciences, 3(6), 118.

Chan, C. K. C. (2012). Class or citizenship? Debating office disagreement in China. Periodical

of Contemporary Asia, 42(2), 308-327.

Enchautegui,Maria E.(2015). Engaging Employers in Immigration Integration

https://www.urban.org/sites/default/files/publication/65346/2000330-Engaging-

Employers-in-Immigrant-Integration.pdf

Hacker, K., Anies, M., Folb, B. L., & Zallman, L. (2015). Barriers to health care for

Undocumented immigrants: a literature review. Risk Management and Healthcare

Policy, 8, 175–183. http://doi.org/10.2147/RMHP.S70173

Jassawalla, A., Truglia, C., & Garvey, J. (2004). Cross-cultural disagreement and expatriate

manager adjustment: An exploratory study. Management Decision, 42(7), 837-849.

Köseoğlu, M. A., Barca, M., Karayormuk, K., &Edas, M. (2015). A study on the causes of

strategies failing to succeed. Journal of Global Strategic Management (JGSM), 3(2), 77-

90.

Lima-Gonzalez,C. (2017) DDBA 8300: Draft Quantitative Prospectus

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Omisore, B. O. Company Disagreements: Causes, Effects and Remedies.

Rajasekar, J. (2014). Factors affecting effective strategy implementation in a service industry: A

study of electricity distribution companies in the Sultanate of Oman. International

Journal of Business and Social Science, 5(9).

Salin, D. (2003). Ways of explaining office discrimination: A review of enabling, motivating and

precipitating structures and processes in the work environment. Human relations, 56(10),

1213-1232.

Tinsley, C. H., & Brett, J. M. (2001). organization of office disagreement in the China and

Hong Kong. Company behavior and human decision processes, 85(2), 360-381.

Zapf, D., & Gross, C. (2001). Disagreement increase and handling office discrimination

.European periodical of work and Company

psychology, 10(4), 497-522.