2016 Conceptual Framework Discussion Question

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2016 Conceptual Framework Discussion Question

Directions: Respond to both postings in one of the following ways:

Address the content of your colleague’s statement, as well as the integration of relevant resources or Address a question posed in the post for further Discussion. Each response must be at least a paragraph and contain one citation.

Post #1:

Alignment with Qualitative Studies

It is paramount that scholars understand the importance of having proper alignment throughout their research. Having proper alignment between the key elements of a research study allow it to be more narrowly focused (Dixon, 2019). Key elements of a qualitative study include the problem statement, purpose statement, conceptual framework, interview questions, and research questions. Qualitative research is primarily concerned with subjects’ own experiences of a life event, while aiming to interpret what participants have said in an effort to explain why (Saunders et al., 2015).

Problem Statement

To establish if patterns exist for females in Malaysia that come from economically disadvantaged households undertaking entrepreneurship.

Purpose Statement

To explore the specific causes of failure among Malaysian female entrepreneurs who were provided financial services by the microfinance institution.

Conceptual Framework

According to the Walden University Doctoral Capstone Resources (2016), conceptual framework establishes connections among ideas and articulates how they are related to the current research topic of the study. The framework that was used for this study is called deterministic perspective approach. This approach posits that cause of failure of new ventures is through no responsibility of the entrepreneurs, but is actually caused by environmental dynamics surrounding the new undertaking (Samer Al-Shami et al., 2019).

Research Question

The research was conducted to explore the reasons for female entrepreneurs’ failure by answering the following questions:

  • RQ1: Why do some of the microcredit borrowers fail in their business development, although they still meet the loan repayment obligation?
  • RQ2: Why do others abandon microcredit and their businesses?

Interview Questions

Data for the study conducted by Samer Al-Shami et al. (2019) were collected from a total of 18 female entrepreneurs who had failed to develop and sustain their business. The interview questions were:

  • Why did you drop out from the business?
  • How did you pay your loan back?
  • How does competition affect you?
  • How long did it take for you to receive a business loan and why did it take the time that it did?

The study question, purpose statement, and problem statement are all focused on the issue of Malaysian female business failure. Therefore, they align well. The research question also aligns well with the interview questions, as all of the interview questions are aimed at establishing reasoning for the business failure. In order for Samer Al-Shami et al. (2019) to make a meaningful impact on the issue, it is critical that their key elements align like they do. There seems to be one glaring issue with the alignment of key elements in this study, and that is the lack of a problem statement. In this study, it seems that the purpose statement and problem statement are lumped together. If I were to make a change, I would specifically state what each of these elements are. I would also add some additional research questions to improve the validity and depth of the study.

References

Dixon, B. (2019). Experiments in Experience: Towards an alignment of research through design and John Dewey’s pragmatism. Design Issues, 35(2), 5–16. https://doi.org.ezp/10.1162/desi_a_00531

Saunders, M. N. K., Lewis, P., & Thornhill, A. (2015). Research methods for business students (7th ed.). Essex, England: Pearson Education Limited

Samer Al-Shami, Abdullah Al Mamun, Safiah Sidek, & Nurulizwa Rashid. (2019). Causes of failure among Malaysian female entrepreneurs: A qualitative case study of Malaysian microcredit borrowers. Qualitative Research in Financial Markets, 12(1), 43–71. https://doi.org/10.1108/QRFM-12-2018-0142

Post #2:

Alignment Within Qualitative Studies

In this study, Osborne & Hammoud (2017) argues that disengaged employees cost organizations billions of dollars yearly. This study’s target population focused on four communication business leaders in Jackson, Mississippi. Osborne & Hammoud (2017) noted that actively engaged employees determine how well an organization performs over time. In contrast, disengaged employees are not as productive and impact the financial outcome of an organization.

The purpose of this study is to analyze effective employee engagement strategies. The conceptual framework for this study is the self-determination theory. The self-determination theory was created in the 1980s. Edward L. Deci and Richard M. Ryan developed the theory to determine how employees were intrinsically motivated (Gagne & Deci, 2005). The self-determination theory examined the connection between employee engagement and human behavior. Employee engagement and employee behavior are related and based on the employees’ goals. Therefore, organizations must find ways to keep employees engaged to avoid disengagement (Osborne & Hammoud, 2017).

The research question: What strategies do communication leaders use to engage their employees to increase profits? The results were that leaders must provide incentives to maintain the motivation of employees (Osborne & Hammoud, 2017). Rewards and recognition programs are significant incentives for employees.

The problem statement, purpose statement, conceptual framework, and research question aligns within this study. I will explore more companies across the U.S. to determine if incentives, rewards, and recognition expectations are the same among employees in different industries.

References

Gagne, M., & Deci, E. L. (2005). Self-determination theory and work motivation. Journal of Organizational Behavior, 26(4), 331

Osborne, S., & Hammoud, M. S. (2017). Effective employee engagement in the workplace. International Journal of Applied Management and Technology, 16(1), 50-67. https:/doi.org/10.5590/IJAMT.2017.16.1.14