Sample Qualitative Research Proposal Background of the Study When surveyed, almost 60 percent of employees expressed a desire to leave their current position for one perceived as “better” if the opportunity arose (Romanova, 2013, para. 16). Organizational leaders frequently hold the mindset that compensation is the ultimate factor in determining whether employees leave a company, despite recent studies to the contrary (Carter, 2013; Pym, 2015; Stark, 2014). Beyond the academic research community, few consider giving deference to stronger indicators of employee turnover intentions. Both employees’ perceptions of their value to organizational structures and work-task satisfaction bore a more significant relationship to workers’ employment decisions than either salaries or job locations (Banner, 2014; Whitehall, 2014). As an amalgamation of forces, work engagement is not a one-dimensional configuration, but a multi-layered structure encompassing organizational, leadership, and employee paradigms (Hammond, 2014). Though often regarded as the antonym to burnout, careful quantitative examination of employee work engagement confirms myriad constructs require further exploration to describe fully the phenomenon (Garrett, 2012; Johnson, 2014; Ward, 2015). These factors require in-depth exploration to elicit descriptions from individuals who possess views, opinions, and experiences with the phenomenon (Starke, 2012). Strongly encouraged, as a recommendation for further study, is development of thematic awareness of such factors related to the phenomenon of employee work engagement (Carter, 2013; Pym, 2015; Stark, 2012; Ward, 2015). Statement of the Problem The general problem is leaders fail to consider factors beyond compensation that guide employees’ decisions to leave organizations (May 2015; Odinson, 2014). The specific problem is leaders in manufacturing industries lack an understanding of the phenomenon of employee work engagement (Rogers, 2015). Qualitative research describing the phenomenon is valuable (Lee, 2015; McCoy, 2015) and will add to the existing body of knowledge specifically related to the field of leadership (Ward, 2015). Purpose Statement for Qualitative Methodology The purpose of this envisioned qualitative descriptive single case study is to explore how manufacturing industry leaders describe the phenomenon of employee work engagement. To obtain the three independent data points required for case study triangulation analysis (Coulson, 2013), the researcher proposes two different types of interviews and direct observation of leaders. These data sources are: 1) in-depth one-on-one interviews utilizing open-ended questions with 10 leaders of the manufacturing organization, 2) a focus group discussion with 15 leaders of the manufacturing organization using a semi-structured interview approach, and 3) direct observations of at least 10 leaders of the manufacturing organization. In total, the researcher anticipates a minimum of.

1. Sample Qualitative Research Proposal
Background of the Study
When surveyed, almost 60 percent of employees expressed a
desire to leave their current position for one perceived as
“better” if the opportunity arose (Romanova, 2013, para. 16).
Organizational leaders frequently hold the mindset that
compensation is the ultimate factor in determining whether
employees leave a company, despite recent studies to the
contrary (Carter, 2013; Pym, 2015; Stark, 2014). Beyond the
academic research community, few consider giving deference to
stronger indicators of employee turnover intentions. Both
employees’ perceptions of their value to organizational
structures and work-task satisfaction bore a more significant
relationship to workers’ employment decisions than either
salaries or job locations (Banner, 2014; Whitehall, 2014).
As an amalgamation of forces, work engagement is not a one-
dimensional configuration, but a multi-layered structure
encompassing organizational, leadership, and employee
paradigms (Hammond, 2014). Though often regarded as the
antonym to burnout, careful quantitative examination of
employee work engagement confirms myriad constructs require
further exploration to describe fully the phenomenon (Garrett,
2012; Johnson, 2014; Ward, 2015). These factors require in-
depth exploration to elicit descriptions from individuals who
possess views, opinions, and experiences with the phenomenon
(Starke, 2012). Strongly encouraged, as a recommendation for
further study, is development of thematic awareness of such
factors related to the phenomenon of employee work
engagement (Carter, 2013; Pym, 2015; Stark, 2012; Ward,
2015).
Statement of the Problem

2. The general problem is leaders fail to consider factors beyond
compensation that guide employees’ decisions to leave
organizations (May 2015; Odinson, 2014). The specific problem
is leaders in manufacturing industries lack an understanding of
the phenomenon of employee work engagement (Rogers, 2015).
Qualitative research describing the phenomenon is valuable
(Lee, 2015; McCoy, 2015) and will add to the existing body of
knowledge specifically related to the field of leadership (Ward,
2015).
Purpose Statement for Qualitative Methodology
The purpose of this envisioned qualitative descriptive single
case study is to explore how manufacturing industry leaders
describe the phenomenon of employee work engagement. To
obtain the three independent data points required for case study
triangulation analysis (Coulson, 2013), the researcher proposes
two different types of interviews and direct observation of
leaders. These data sources are: 1) in-depth one-on-one
interviews utilizing open-ended questions with 10 leaders of the
manufacturing organization, 2) a focus group discussion with 15
leaders of the manufacturing organization using a semi-
structured interview approach, and 3) direct observations of at
least 10 leaders of the manufacturing organization. In total, the
researcher anticipates a minimum of 35 different leaders will
contribute data.
Research Question
The research question that will guide the envisioned study is:
how do leaders in the manufacturing industry describe the
phenomenon of employee work engagement?
Ethical Considerations
To ensure the ethical treatment of all human subjects, as well as

3. anonymity of organizations, extensive review of all ethical
procedures, requirements, and protections should be undertaken
(Simmons, 2013). To abide by these guides, the researcher
provides procedures as measures to ensure the highest degree of
commitment to ethical principles in research.
Participant shall be provided written documentation describing
the study, as well as the data sought. Individuals, who
voluntarily agree to participate, will sign a document identified
as the Informed Consent Form. To protect the identity of each
participant, recommended is the use of an alphanumeric code in
place of individual names, dates of birth, employee
identification numbers, or other such individualized information
(Fitz, 2012). For the envisioned study, once participants sign
Informed Consent Forms, assigned is a random alphanumeric
code allowing them to remain anonymous. The researcher
conducting a study using purposeful sampling must develop a
reference document that shows the connection between the
individual participants’ names and their alphanumeric code
(May, 2015). With respect to the envisioned study, this
researcher will keep in a secure location an Excel spreadsheet
that contains the information.
To protect further the identity of both participants and the
organization, a pseudonym for the company should be used
(Peterson, 2013). The organization, which is the situs of the
envisioned study, shall be referred to as “Company A.” It is
required to securing site permission from companies where
research will take place or involve company employees with
respect to their capacity (Hunter, 2013). The researcher has
obtained site permission written on company A’s official
letterhead, signed by the appropriate organizational official, and
dated within six months of submission of this proposal.

4. Assessment item 2
Vision Board
Value: 10%
Due date: 03-Sep-2016
Task
This assignment is designed to help you put Kolb’s Learning
Theory into practice (Reflective Observation and Abstract
Conceptualisation). It will also help you think about your career
to date and what you might like to do into the future.
Step instructions
Part 1. Creating the Vision board
Step 1 - Collect pictures (this may include words or phrases)
that appeal to you. You can choose to work in a physical or
digital format which means you may submit either an electronic
version compiled with online sourced pictures or do it the
traditional way with a cardboard poster and magazines.
Step 2 - Size and sort pictures;
Step 3 - Arrange them in a collage. If you are using digital
media, then paste the pictures into a word document or other
appropriate form. If using a poster board then glue the pictures
to the poster board and take a snap shot with your camera
phone to add into your word document.
The key to doing this is don’t over think the process. Treat this
assignment like fun (think of it as a craft activity). It is about
developing something that appeals to your senses. If you find a
picture you like or a picture that evokes some kind of
positive emotion just cut it out and put it aside. If you don’t
know where to start buy a magazine that you would like to read
(gossip, sport, gardening, cooking, PC, world news,
photography, National Geographic, Time… anything) or Google
images

5. using a term that appeals to you (beaches, gourmet food,
extreme sports, jewellery, snow, stock exchange, tattoos, fast
cars, animals… anything). Words are also good or you might
like to use a phrase that means something to you.
You may submit either an electronic version compiled with
online sourced pictures or do it the traditional way with a
cardboard poster and magazines (but remember to take a photo
and include it in your word document).
You can find more information regarding vision boards in
Interact.
Part 2. Discuss your vision board
Step 1 - Highlight and briefly discuss the themes that became
apparent to you after completing the activity. (HINT: the
themes will be little groupings that have something in common
like family, success, travel etc)
Step 2 - Discuss the main goals you see yourself wanting to
achieve from now into the future (perhaps if you have been
working for some time this activity reaffirmed your path or
even demonstrated that you have already reached some goals?).
Step 3 - Comment on what you thought of the activity - did
something surprise you about your vision board when you saw it
finished? Was it enjoyable? Did it cause you to think about your
future? Or perhaps your past?
Rationale
This assignment is designed to help you put Kolb’s Learning
Theory into practice (Reflective Observation and Abstract
Conceptualisation). It will also help you think about your career
to date and what you might like to do into the future.
Specifically this assignment addresses the following learning
outcomes:
◦ be able to identify personal career and life choices, go on to
develop a strategy to achieve these, begin to apply them

6. and appraise their efficacy; and
◦ be able to modify personal career and life choices according
to changes in personal and environmental influences.
Presentation
An image (either digital or poster) accompanied by a question
and answer style assignment.
In addition please see presentation guidelines in the
‘Assessment Information’ section of the subject outline.
Requirements
I will let you know how to submit this assessment.