Get Instant Help From 5000+ Experts For
question

Writing: Get your essay and assignment written from scratch by PhD expert

Rewriting: Paraphrase or rewrite your friend's essay with similar meaning at reduced cost

Editing:Proofread your work by experts and improve grade at Lowest cost

And Improve Your Grades
myassignmenthelp.com
loader
Phone no. Missing!

Enter phone no. to receive critical updates and urgent messages !

Attach file

Error goes here

Files Missing!

Please upload all relevant files for quick & complete assistance.

Guaranteed Higher Grade!
Free Quote
wave

Background of the Research

Introduction – where you present the rational for your topic, some contextual background,the overall aim and objectives, and a brief overview of the remaining chapters.
Literature Review – where you provide a critical review of pre-existing academic literature and relevant commercial source material.
Methodology – where you provide an outline of the intended research activities and a justification for the various research methodologies, data collection methods, and analytical tools selected. This is also the time to discuss the limitations and difficulties faced in constructing the research design; the reliability of the data; the validity of the analysis; the generalizability of the findings; and any ethical issues faced and overcome.


Results / Findings / Discussion – here the outcomes of the analysis of primary and secondary data are presented and discussed. Some synthesis of research findings (e.g. the links between the initial literature, primary and secondary sources) is expected.
Conclusions and Recommendations – here the final conclusions are presented and linkages between the earlier chapters and the research outcomes are drawn. Conclusions and Recommendations should flow logically from the research findings and the latter should ideally be prioritised.
Presentation - structure, language, grammar, visuals, logic & coherence and appropriate and systematic use of the Harvard referencing system.

Further guidance on the content in each of these chapters can be found in lesson 1 of the module’s online learning materials.The overall length of the dissertation (excluding the title and contents pages, and any footnotes, bibliography and appendices) must be between 8,000 and 10,000 words; and must not exceed 10,000 words. Make sure you state the number of words at the end of your work. Please note that exceeding the word count will result in a reduction in grade proportionate to the number of words used in excess of the permitted limit.


Guidelines
You MUST underpin your analysis and evaluation of the key issues with appropriate and wide ranging academic research and ensure this is referenced using the AU Harvard system. The My Study Skills Area contains the following useful resources: Guide to Harvard Referencing You must use the AU Harvard Referencing method in your assignment.

Additional notes:
Students are required to indicate the exact word count on the title page of the assessment.The word count excludes the title page, executive summary, reference list and appendices. Where assessment questions have been reprinted from the assessment brief these will also be excluded from the word count. ALL other printed words ARE included
in the word count. Printed words include those contained within charts and tables. See ‘Word Count Policy’ on the homepage of this module for more information.Assignments submitted late will not be accepted and will be marked as a 0% fail.Your assessment should be submitted as a single Word (MS Word) or PDF file. For more information please see the “Guide to Submitting an Assignment” document available on the module page on iLearn.


You must ensure that the submitted assignment is all your own work and that all sources used are correctly attributed. Penalties apply to assignments which show evidence of academic unfair practice. (See the Student Handbook which is on the homepage of your module and also in the Induction Area). 

Background of the Research

The advancements brought to the globalised business world require the advanced thinking and innovative skills to make the considerable progress. Millennial are often criticized for their efficiency and dependency on the technological world. Despite the criticism, it is noticeable that this new generation has been contributing much efficiently towards shaping the globalised scenario in future (Buzza 2017).

It is anticipated that by the year of 2020, almost half of the working populations will be driven by millennial. The individuals would then start managing their own companies in a more frequent way (Culiberg and Miheli? 2016). The study will thus focus on the influence of the millennial in shaping the organisational culture. The development of the research aims and objectives will provide the fruitful insights for conducting the research in a systematic way. Considering the research scenario and problem, the study will also identify the suitable research method and data collection techniques. The ideas obtained from the literature will also be aligned with findings received from primary data collection process.

1.1 Background of the Research

            The current advancements in the business world are driven by the latest technologies and systematic business functionalities. Millennial are much fond of developing innovations while organizing the workplace functions. Despite the criticisms, they are more likely experiment the new ideas to bring innovations and make progress. They are not only working within an organisation, they believe in making differences. According to Rao (2017), each organisation associates the employees with the organisational functions to overreach the goals and mission. Millennial are always ambitious in nature due to which they try to identify the various forms of performing the organisational functions.

Madara, Maheshwari and Selvan (2018) argued that millennial often eliminate the traditional organisational methods and shape a new culture. They are much fond of establishing the flexible working approaches that creates the comfort zone among the associates for the betterment of the work functions (Ozcelik 2015). They are pushing the conversation about flexible work. Moreover, in supporting the techniques used by the Millennial, Gibson and Sodeman (2014) stated that millennial work more proficiently to encourage the human resource management to establish the high-performance culture. The entire study will thus focus on understanding the considerable influence of the millennial in shaping the company culture.

            The case study is based on Atlantic Methanol Production Company LL (AMPCO), which operates a world scale plant. This West Africa based company started their production in the year of 2001. It produces almost 1,000,000 metric tons of methanols every year. It affiliates AMPCO marketing LLC and AMPCO services LLC (Atlanticmethanol.com 2018). The company is much associated with the millennial that are continuously finding the innovative ways to take the active participation in the competitive scenario.

Impact of Millennial on Shaping Organisational Culture

They are even much focused towards the values and goals of the company to make the difference in a competitive landscape. The effective recruitment and integration strategies are followed for associating the talents and millennial group. The company focuses on three major strategies, such as safety focus, learning and development, and reliability (Atlanticmethanol.com 2018). The millennial group is concentrating on making more innovative approaches for the future prospects. However, the various obstructions are sometimes affecting the business culture. The study will thus investigate the impacts of these millennial efficiencies for shaping the corporate culture.

1.2 Research Rationale

            Millennial are always involved with the innovative working approaches to make the repeated progress in a competitive scenario. The maintenance of the faster pace for managing organisational functions is thus often criticized. Huyler et al. (2015) argued that the fixation of the focus towards technologies is eliminating the traditional approach and reliability on the workforce. It is also stated that the millennial have a considerable egocentricity that might affect the organisational principles.

It is estimated that by the year of 2020, the millennial will take up almost 50% population of the workforce. Hight (2017) discussed that the unique personality traits and the individual working style of the millennial creates the drastic influence on the corporate culture within a workplace. However, in order to keep pace with the repeated innovations in the competitive landscape, the workforce in Atlantic Methanol Production Company System has been undertaking the changes in the cultural values. However, this change in the business culture sometimes affects the profitable outcome of the organisational performance if not managed properly (Frederick 2018). The study will thus investigate the challenges and impacts brought to the company by the millennial.

1.3 Research Aim

            The aim of the research is to identify the influence of the millennial in shaping the corporate culture of Atlantic Methanol Production Company System. The study also attempts to recognize the changes brought to the company due to the diverse working styles and individual personality traits of the millennial.

1.4 Research Objectives

  • To identify the basic characteristics of the millennial in the workplace
  • To investigate the influences created by the millennial on reshaping the organisational culture
  • To critically analyze the considerable changes brought by the millennial associated with Atlantic Methanol Production Company Systems
  • To present the preferable recommendations for mitigating the emerging issues with the cultural changes in Atlantic Methanol Production Company Systems

1.5 Research Questions

  • What are the basic perspectives of millennial within a workplace?
  • How the millennial create the influences on reshaping the working culture within the organisation?
  • What are the major challenges faced by Atlantic Methanol Production Company System due to the cultural changes brought by the millennial?
  • What specific strategies would be beneficial enough in mitigating these observable issues within the company?
  • 1.6 Research Hypothesis

H0: Millennial do not create influence on reshaping the corporate culture

H1: Millennial create influences on reshaping the corporate culture

1.7 Summary

            The chapter provides the overview of the research issues based on which the further research will be conducted. The information derived from the further literature will be effective enough in developing the knowledge regarding the corporate cultures reshaped by the millennial.

Concept of Millennial

Chapter 2: Literature Review

            Every generation seeks the distinct set of benefits from their associated employees. Millennial fulfill such demands of the organisations in today’s date. Cameron and Pagnattaro (2017) observed that employees in recent globalised world look for more flexible work schedule and seek for more inspiring and influencing job profile. Millennial belong to this generation and they prefer more innovativeness while performing the organisational functionalities (Patel 2017).

Their unique working styles and distinct perspectives are efficient enough to drive towards availing the external opportunities. It is also noticeable that these millennial value the corporate cultures more than any other generation (Campione 2016). Therefore, they put their efforts to create the opportunities for the future progress. The literature study will thus explore the conceptual analysis of the characteristics and traits of the millennial. The identification of their influences on shaping the different corporate culture will be presented in this literature study by developing the preferable theoretical analysis.

2.1 Concept of Millennial

            Millennial are also known as Generation Y that is appropriately applied to the individuals who reached to their adulthood around the turn of 21st century. They have the significant influence on the current business scenario. McDonald (2017) stated that millennial grew up in a digitalized, electronics-filled, and socially networked world. In fact, it is noticeable that they belong to the generation that have received majority of the marketing attentions. On the other hand, Huyler et al. (2015) defined that millennial usually tend to be tolerant of challenges that motivate them to make some differences. They usually tend to be much confident and they have the positive traits to accomplish the organisational mission. They are much more optimistic about their future and they restructure the organisational functionalities to reach towards pre-determined goals (Loose and Marcos 2017).

The expectation level of the millennial may have resulted from the involved, encouraging, and motivating group of parents. The extensive research conducted on the characteristics of the millennial presents a complete data. It is reported that almost 50% of the Millionaire considered themselves unaffiliated in political ground whereas almost 29% accepted that they are religiously unaffiliated (Ciarimboli et al. 2017).  Many organisations are now in client towards accommodating more millennial by developing the trend of bring-your-own-device (BYOD).

The current advancements in the technological field are proofs that millennial are much fond of using the mobile devices to complete their work. They consider work life balance and monetary compensation as the keys to generate the job satisfaction (Bottomley and Burgess 2018). Moreover, they become much interested in bringing innovations and making differences to maintain the uniqueness. Therefore, it is observable that in most of the cases, the millennial reshape the organisational culture to accept the external challenges and increase profit level of the company (Diskien?, Stankevi?ien? and Jurgaityt? 2017). They utilize the newer ideas due to which they are often criticized.

Characteristics and Traits of Millennial

It is argued that the faster pace of their working nature and the changes in the organisational culture create the changing scenario that may affect the employees’ satisfaction rate. The current generation is highly focused towards the advancements brought to the technological fields. These technologies are utilized for making the differences in the work cultures and developing more advanced approaches necessary for the emerging competitiveness among the business rivals. Moreover, the dependency on the technical methods and advanced technologies reduces the manually handled work documents (Guiso, Sapienza and Zingales 2015). In one word, their initiatives are sometimes perceived negatively in which technologies are replacing the humans. However, the millennial create their visionary for the future progress and develop their own set of principles to bring more innovations and strengthen the competitive position.

2.1.1 Characteristics of Millennial within the workplace

                        Millennial belong to the Generation Y and they are separated from the previous generation. People born between 1982 and 2000 are mostly fall under this generation group. People belong to this generation are much focused on making instant progress by keeping pace with the fastest growing segments. Hickman and Silva (2018) described that the employers cannot really avoid the desires, attitudes, and needs of the vast generation. Considering such scenario, the millennial are characterized into some of the specific forms. First, the most observable characteristic of the millennial is their inclination towards the technological tools (Audi, Loughran and McDonald 2016).

The millennial grew up with the technologies and their dependency on these technologies is serving for the betterment of their job performance. They are generally armed with the gadgets and smart phones that are helpful for them to plug in 24 hours a day and 7 days in a week (Audi, Loughran and McDonald 2016). They are more interested in establishing communication through emails, social media platforms, and text messaging. The extreme dependency on the internet is one of these specific characteristic visible in Generation Y.

            Second characteristic of the millennial is their family-centric nature. It is noticeable that the fast-tracks lifestyle has much appeal for the millennial. They mostly prefer the flexible working hours that can provide them the opportunity to maintain work-life balance (Ramdhani, Ramdhani and Ainisyifa 2017). Millennial are willing to deal with the high pay trades for the fewer billable hours. They seek the better work life balance to spend their quality time with the family and friends. However, the older generation interprets that this characteristic of the millennial lacks the disciplines and work commitments. The millennial mostly prioritize their family over their work.

Changes in Corporate Culture

Another noticeable characteristic of millennial, as stated by Eastman et al. (2014), is the achievement-oriented attitudes. Millennial are much confident and seek achievement in every field of their life. They perceive the barriers and obstructions as challenges and create the meaningful work with a solid learning curve. Their preferences towards the team-oriented performance are also one of the considerable characteristics of the millennial. At the workplace, they usually form teams and group to allocate the expertise works and responsibilities (Gibson and Sodeman 2014). The collaboration of the people from diverse cultural background and their approaches towards the different techniques of works help in bringing more innovations. They value the team based activities and seek input as well as affirmation. Another characteristic of this generation is their craving for guidance and feedback. Millennial believe in learning and gaining attention from diverse segments (Circella et al. 2017). The frequent reassurances help them in guiding and developing their talents.

            According to Hoffmann, Ivcevic and Brackett (2016), millennial are prone to job-hopping as they always look for more job opportunities and uniqueness. They seek better position and enhance their experiences and skills. Considering the above characteristics, it can be interpreted that the millennial are quite unique in comparison to their past generations. Their inclination towards experimentation and preferences for strengthening the competitive position in this current scenario is quite advanced and sometimes even misinterpreted or criticized (Au-Yong-Oliveira et al. 2017). However, their visionary towards success is much helpful for the future progress.

2.1.2 Generation Theory

            Generation theory is one of the most relevant theories that explain the behaviour and contribution of the millennial within the organisation. According to Yap and Webber (2015), generation theory is explaining the era in which an individual was born. It also explains the effectiveness of the generation in terms of viewing the world. The value system of the millennial is shaped in the first decade of the lives by the influences of the families, friend and communities (Carlos Pinho, Paula Rodrigues and Dibb 2014). It is noticeable that the generation tends to be about almost 20 years in length that represent roughly the time from the birth of a particular group of people.

The older generation believes in traditional method of working culture, which is altered in today’s generation (Campione 2016). The current generation is highly focused towards the advancements brought to the technological fields. These technologies are utilized for making the differences in the work cultures and developing more advanced approaches necessary for the emerging competitiveness among the business rivals (Alt?nda? and Köseda?? 2015). In a workplace, the generations are divided into four different categories, such as Traditionalists or veteran, baby boomers, Generation X, and Millennial.

Literature Review

Millennial are the people from new generation that believe in making differences and bringing changes into the organisation. Their advanced way of thinking is reshaping the organisational culture for the future betterments (Koren, Gu and Freiheit 2016). The further section of the study will explore the conceptual and theoretical ideas about the corporate culture. The influence of the millennial on reshaping these cultures will also be discussed further.

2.2 Organisational Culture

            According to Aruna and Anitha (2015), the organizational culture is conceptualized as the beliefs and values that are adopted by the organisations for accomplishing the business goals. It is considered as the common platform where the individuals work for making the substantial profits for the company. The individuals associated with the organisation need to cope with the organisational values to achieve the business goals. Kumar and Kumar (2018) suggested that the organisational cultures decide the way of interacting with the associated stakeholders. It is noticeable that a healthy corporate culture motivates and encourages the employees to remain committed towards their jobs. In fact, a fruitful corporate culture even helps in promoting the healthy competition at the workplace (Ozcelik 2015). It creates the reputed brand image with certain predefined policies. The employees can share the common platform by uniting them from diverse backgrounds.

2.2.1 Types of Organisational Cultures

            Each organisation has the diverse nature and these companies even act differently. The unique cultural values in different organisation are established for accomplishing the business goals. Generally, the organisational culture is segregated into four major divisions, such as Clan Culture, Adhocracy Culture, Hierarchy Culture, and Market Culture. According to Buzza (2017), the clan culture is rooted in collaboration that signifies the commonalities shared between the employees within an organisation. The effective leadership and mentorship help these associates to develop the values and beliefs for accomplishing the common business goals.

The main value of this culture rooted in communication, teamwork, and cohesiveness. The adhocracy culture, on the other hand, is mainly based on the creativity and energy. Employees working under this specific type of organisation culture are often encouraged to take risks (Culiberg and Miheli? 2016). They experiment the innovative procedures to make the differences within the organisation. The major focus of this culture is to strengthen the organisational position in a competitive ground.

            The hierarchy culture is founded on control and structure. The strict institutional procedures create the learning environment for the associated employees in which they are guided by the skilled performers. This culture suggests the effective leadership style, which is based on monitoring and coordinating. The culture is generally emphasizing the efficiency and predictability. Madara, Maheshwari and Selvan (2018) defined that the market culture is built upon the competitive dynamics that help in accomplishing the concrete results. The goal-oriented focus in this cultural dimension identifies the demanding and tough nature of the leaders. The business world is much competitive in today’s date. It is thus important for the business leaders to identify the most suitable organisational cultures that can shape the future. In this technology-driven world, the current generation seeks perfection by utilizing the diverse opportunities in the external market (Guiso, Sapienza and Zingales 2015). The millennial have the considerable impact in such aspects.

Conclusion

2.3 Influence of the millennial on re-shaping the organisational culture

            In today’s world of business, majority of the workplaces consist of millennial. The millennial population seems to be growing by keeping pace with the technological advancements. The adjustments with the current generation have become crucial to the companies in ensuring the future success. The unique approach, different personalities and lifestyle, and the inclination towards exploring innovative ideas are the major traits of the millennial in current time (Gibson and Sodeman 2014). It is also noticeable that their behaviour towards maintaining flexibility in work functionalities is one of the major traits of the millennial, which are sometimes misinterpreted by the older generation.

It is noticeable that the generation tends to be about almost 20 years in length that represent roughly the time from the birth of a particular group of people. The older generation believes in traditional method of working culture, which is altered in today’s generation. The traditional culture of the organisation usually demands for more dedication towards work. On the contrary, the millennial try to maintain their work life balance due to which they believe in faster working pace. These millennial thus have the significant influence on reshaping the organisational culture.

            According to Frederick (2018), workers from the millennial generation have the higher aspirations for the future that often take the necessary actions for converting their ambitions and hopes into reality. The extensive research on this aspect generates the idea that the millennial usually travel, relocate, and extend their working hours in pursuit of their career goals. Moreover, they seek the constant feedback about their performance. The rapid advancements and innovations drive the organisation towards success.

Therefore, the millennial tend to restructure the corporate cultural values to restructure the work functionalities orienting the specific goals. The different attitudes of the millennial towards work are also another form of influence on the workplace culture (Cameron and Pagnattaro 2017). Millennial tend to maintain a good balance between their work and personal life. It specifies that they not only care for the financial rewards, but they are much concerned towards their personal lives. The new generation working attitudes are reshaping the workplace culture by minimising the rigidness and accommodating more employees with higher efficiency level.

            Huyler et al. (2015) explained that workers from the millennial generations are more likely using the technologies for fueling the innovations and facilitating the effective communication. The new wave of workers has the greater craving for offering much to the workers. The group even prefers electronic communications for improving the technological usage. It is noticed that in most of the cases, the millennial reshape the organisational culture to accept the external challenges and increase profit level of the company. Therefore, it becomes important to make suitable changes in internal scenario (Bottomley and Burgess 2018).

They utilize the newer ideas due to which they are often criticized. It is argued that the faster pace of their working nature and the changes in the organisational culture create the changing scenario that may affect the employees’ satisfaction rate. Hence, the changing working culture may even create the considerable challenges within the organisation (Diskien?, Stankevi?ien? and Jurgaityt? 2017). However, the right attitudes towards the current advancements would be much desirable for shaping the better futuristic values.

2.4 Gap in the Literature

            The literature study provides the insightful ideas about the behaviour of the millennial within the workplace. Their attitudinal influence on reshaping the workplace culture is also highlighted in this literature study. Despite the informative analysis of the subject matter, there are some of the observable gaps. The study lacks the information about the adaptive nature of the generation X in terms of collaborating with today’s advancements. The study does not provide the attitudinal information regarding the working pattern of older generation. Moreover, the time constraints also made this study quite limited.

Chapter 3: Research Methodology

            The research methodology provides the systematic and sequential methods of conducting any particular research study. This specific research study concentrates on the influence of the millennial on reshaping the corporate culture. With the special reference of Atlantic Methanol Production Company System, the study identifies the characteristics of the millennial and their influence on the organisational cultures. In this section of the study, the appropriate research methods will be discussed by developing the ideas about the appropriate research philosophy, approach, techniques, and data collection method. The application of the suitable methodology will be helpful enough in conducting the entire research.

3.1 Research Philosophy

Research philosophy helps the researcher to identify and understand the essence of the research study and the unbiased outcome through the utilization of effective research paradigm. Research philosophy comprises of four different types, which mainly include positivism, interpretivism, realism and pragmatism (Alhojailan  2012). Research philosophy has a set of characteristics, which include epistemology, ontology and axiology, which helps in the understanding of the needs of the research and thereby helps the researcher in aiming at the outcome that might be derived from the current study. In this context, the researcher will be utilizing the positivism philosophy, which is based on the existence of reality by using scientifically proven techniques.

3.2 Research Approach

Research approach is the most crucial step, which helps the researcher in conducting the study for arriving at the unbiased and desired outcome of the research. The research approach helps the researcher in identifying the different steps for performing the desired activities of the research. It will be helping the researcher in framing the desired activities that will be helping in making the research more resourceful and target oriented. Research approach is basically of two types, namely, inductive approach and deductive approach. In this context, the researcher will be conducting the study thorough the application of the deductive approach,.

which focuses on scrutinising the available models and theories that relates to the research study by the evaluation of the gathered data (Joslin  and Müller  2015).  This will be helping the researcher to identify the different activities that might be considered by the same to bring in changes in the different aspects of the study. The approach will be helping the researcher to apply different relevant models for understanding the situation of the current study and thereby maneuver over the findings to retain an unbiased outcome from the study. The differences in the approach ill be helping the researcher to gather and evaluate data based on surveys and understanding of the models that are enumerated in the different literatures. 

3.3 Research Design

Research design provides the researcher with an opportunity of designing the path of the study towards achieving a specific goal based on the research objectives. It helps the researcher in undertaking a goal oriented approach of the research that is planned by the same to facilitate the unbiased outcome of the study. The proper understanding of the Research design will be helping the researcher to provide the reference by limiting the targeted results, in which the remaining part of the entire research is performed on the mentioned goal.

Research design can be of three different types, which include explanatory research design, exploratory research design and descriptive research design (Singh  2015). The descriptive research design will be helping the researcher to explore and thereby define the issues and problems that might be confronted by the researcher during the research study. It provides the researcher with an opportunity to widen the scope of understanding and knowledge base of the researcher which will be helping the same to undertake the proper study that will bear unbiased outcomes (Cho  and Lee  2014).

3.4 Data collection

The data will be collected from primary data sources. Primary data are raw data that are collected from first-hand sources. In addition, the researcher will conduct a survey in order to collect the data (Graneheim, Lindgren  and Lundman  2017). The researcher will prepare 15 close-ended questions in order to collect the data from Equatorial Guinea Atlantic Methanol Production Company Systems. The researcher will collect the qualitative data through interviews. The researcher will prepare 6 open-ended questions in order to conduct the structured interviews.

The questionnaire will be helping the researcher to delineate the different issues that are faced by the organization and the manner in which the changes are undertaken in the interface of the business to suit the interests of the millionaires. Primary data are the reliable and researcher can replicate the process to check the result (Ormston et al. 2014). The reliable nature of the data will be helping the researcher to conduct an authentic research to produce the justified outcome. The feedback respondents will be helping the researcher to identify the different pros and cons of the research and the manner in which the pathway of the study can be designed.

3.5 Sampling

The researcher will collect the responses from US based Company in Equatorial Guinea, Atlantic Methanol Production Company Systems. The sample population of the research study will be the employees of organization from various departments. It will be helping the researcher to determine the absolute outcome of the study that is conducted by the same. The sample size of the research project will be 140. The researcher will be taking steps to collect the email ids of the people who are willing to undertake the survey and thereby pass on the questionnaire via the emails. The feedback of the employees will be helping the researcher to undertake important assumptions that will be helping to attain the proper outcomes of the study.

The researcher will be making use of Simple Random sampling to select the respondents (Moses  and Knutsen  2012). The random sampling helps in providing the people with an equal chance of getting into the survey. It will be helping the researcher to attain the unbiased outcomes of the study, which is aimed at the objectives of the same (Hammersley 2017). On the other hand, while conducting the interviews, the researcher might make use of the sample size only 3. The direct interviews will be conducted with the managers of the organization to understand the standpoint of the management in the progression that is planned by the Atlantic Methanol Production Company Systems. The interview will be conducted through the utilization of Skype, which will be helping the researcher to undertake a proper coordination of the interviews.

3.6 Data analysis techniques

The survey data will be analysed through quantitative data analysis method, which is based on the evaluation of different fragments of information. Quantitative data deals with numerical data, which could be evaluated through the deduction of information with respect to the research results (Yilmaz  2013). The data findings will be presented in the Excel bar graphs and Pie-charts. The different data that are collected over the interview will be analysed through qualitative data analysis. The data analysis will be based on the observation of the different pros and cons that might affect the functioning of the researcher as per the study. The study will be facilitated through the identification of the human perceptions and the manner in which the different aspects of the changes are facilitated in the research through the unbiased deduction of resources for the study (Kitchin  and Tate 2013).

3.7 Validity and reliability

The researcher will be conducting a pilot testing procedure, which will be making the research process more impactful and reliable. The researcher will be choosing 30 employees from Atlantic Methanol Production Company Systems to perform the pilot testing. Pilot testing will be helping the researcher to make changes in questions as per the formatting needs and the available options that will be helping the researcher to undertake a proper study of the changes that are undertaken by the organization. In addition, the researcher will conduct test-retest reliability by obtaining two outcomes of the same questions. It will be helping the researcher to deduce the most reliable results for the research and thereby retain the unbiased outcome of the research as per the objectives of the business (O’reilly  and Parker 2013). 

The score from Time 1 and Time 2 need to correlate. The correlation of the different outcomes of the questionnaire will be helping the researcher to conduct an authentic study as per the needs of the project evaluation. On the other hand, the finding of the relations among the study helps in maintaining the different levels of changes in the study that is planned by the researcher as per the objectives of the study.

The validity of the data that will be collected by the researcher is bound to the questionnaire and the truthfulness of the feedbacks that are provided by the employees to the researcher (Håkansson  2013). The different data that will be collected by the researcher while undertaking the survey will be helping the same to deduce the unbiased research outcome. The reliability factors that affects the research is dependent on the proper functioning of the survey and the manner in which the data will be evaluated by the researcher to fit in to the purpose of the study. 

3.8 Limitation

The researcher will face no limitation, as there will be no budgetary constraint. The researcher will be able to access as the online library where journals and articles relating to the topic can be found. The researcher will choose 140 sample sizes for the survey and if the researcher would get more time, the same might take more sample to retain the unbiased outcome of the study that is undertaken by the same.

3.9 Time frame

Task

Week 1

Week 2

Week 3

Week 4

Week 5

Week 6

Week 7

Week 8

Week 9

Selection of topic and search for justification

Constructing literature

Selecting appropriate methods

Data collection

Data analysis and representation

Reviewing the outcomes

Conclusions and recommendations

Submitting draft of the project

Printing and final submission

While conducting the entire research process the researcher has to face several challenges in completing the study successfully. This very specific study is not exceptional to that. While gathering information the study has focused to use positivism research philosophy. However, numerous eminent scholars have stated that only positivism research philosophy is not sufficient enough in analyzing research issue like influence of Millennial on Shaping the Workplace Culture. The researcher could have used post positivism research philosophy with the help of which data could be collected by using keen observation along with proper evidence on research issue. In addition, while collecting data the researcher has become dependent on primary source of data collection technique.

            Primary source of data collection technique can give immediate response to the participants.  There is however a scope of providing biased decision on behalf of the respondents whenever the researcher has to be dependent entirely on survey method. In addition, the time schedule that is framed for conducting the entire research could have been more time consuming. The schedule of data collection has become very brief and hectic. In addition, the research would have to focus on maintaining data protection act, anti-discrimination acts, right to information act and so on.

References

Alhojailan, M.I., 2012. Thematic analysis: A critical review of its process and evaluation. West East Journal of Social Sciences, 1(1), pp.39-47.

Alt?nda?, E. and Köseda??, Y., 2015. The relationship between emotional intelligence of managers, innovative corporate culture and employee performance. Procedia-Social and Behavioral Sciences, 210, pp.270-282.

Aruna, M. and Anitha, J., 2015. Employee retention enablers: Generation Y employees. SCMS Journal of Indian Management, 12(3), p.94.

Atlanticmethanol.com. 2018. Atlantic Methanol Production Compan: About Us.

Atlanticmethanol.com. 2018. Atlantic Methanol Production Company Official Website. 

Audi, R., Loughran, T. and McDonald, B., 2016. Trust, but Verify: MD&A Language and the Role of Trust in Corporate Culture. Journal of business ethics, 139(3), pp.551-561.

Au-Yong-Oliveira, M., Gonçalves, R., Martins, J. and Branco, F., 2017. The social impact of technology on millennials and consequences for higher education and leadership. Telematics and Informatics.

Bottomley, K. and Burgess, S.W., 2018. Millennials in Leadership: An Examination of the Practice-Immediacy Model. In Engaged Leadership (pp. 223-234). Springer, Cham.

Buzza, J.S., 2017. Are You Living to Work or Working to Live? What Millennials Want in the Workplace. Journal of Human Resources, 5(2), pp.15-20.

Cameron, E.A. and Pagnattaro, M.A., 2017. Beyond Millennials: Engaging Generation Z in Business Law Classes. Journal of Legal Studies Education, 34(2), pp.317-324.

Campione, W.A., 2016. Volunteer Work Experience: Can It Help Millennials to Find Meaning and Interest in their Work and to Negotiate their Role Within the Workplace?. Journal of Leadership, Accountability and Ethics, 13(3), p.11.

Carlos Pinho, J., Paula Rodrigues, A. and Dibb, S., 2014. The role of corporate culture, market orientation and organisational commitment in organisational performance: the case of non-profit organisations. Journal of Management Development, 33(4), pp.374-398.

Cho, J.Y. and Lee, E.H., 2014. Reducing confusion about grounded theory and qualitative content analysis: Similarities and differences. The qualitative report, 19(32), p.1.

Ciarimboli, G., Frericks, M., Riemenschneider, T. and O'Neill, M., 2017. Effects of Workplace Environment on Recruitment and Retention.

Circella, G., Alemi, F., Berliner, R., Tiedeman, K., Lee, Y., Fulton, L., Handy, S. and Mokhtarian, P.L., 2017. Multimodal Behavior of Millennials: Exploring Differences in Travel Choices Between Young Adults and Gen-Xers in California(No. 17-06827).

Culiberg, B. and Miheli?, K.K., 2016. Three ethical frames of reference: insights into Millennials' ethical judgements and intentions in the workplace. Business Ethics: A European Review, 25(1), pp.94-111.

Diskien?, D., Stankevi?ien?, A. and Jurgaityt?, N., 2017, December. Challenges for Human Resource Department: the Case of Millennials in the Workplace. In 13th European Conference on Management, Leadership and Governance: ECMLG 2017 (p. 67).

Eastman, J.K., Iyer, R., Liao-Troth, S., Williams, D.F. and Griffin, M., 2014. The role of involvement on millennials' mobile technology behaviors: The moderating impact of status consumption, innovation, and opinion leadership. Journal of marketing theory and practice, 22(4), pp.455-470.

Frederick, W.C., 2018. Corporate Social Responsibility: From Founders to Millennials. In Corporate Social Responsibility(pp. 3-38). Emerald Publishing Limited.

Gibson, L.A. and Sodeman, W.A., 2014. Millennials and technology: Addressing the communication gap in education and practice. Organization Development Journal, 32(4), pp.63-75.

Gibson, L.A. and Sodeman, W.A., 2014. Millennials and technology: Addressing the communication gap in education and practice. Organization Development Journal, 32(4), pp.63-75.

Graneheim, U.H., Lindgren, B.M. and Lundman, B., 2017. Methodological challenges in qualitative content analysis: A discussion paper. Nurse education today, 56, pp.29-34.

Guiso, L., Sapienza, P. and Zingales, L., 2015. The value of corporate culture. Journal of Financial Economics, 117(1), pp.60-76.

Håkansson, A., 2013, January. Portal of research methods and methodologies for research projects and degree projects. In Proceedings of the International Conference on Frontiers in Education: Computer Science and Computer Engineering (FECS) (p. 1). The Steering Committee of The World Congress in Computer Science, Computer Engineering and Applied Computing (WorldComp).

Hammersley, M., 2017. Deconstructing the qualitative-quantitative divide 1. In Mixing methods: Qualitative and quantitative research (pp. 39-55). Routledge.

Hickman, C.R. and Silva, M.A., 2018. Creating excellence: Managing corporate culture, strategy, and change in the new age. Routledge.

Hight, D.L., 2017. Managing Workplace Diversity and Inclusion: A Psychological Perspective. European Journal of Training and Development, 41(8), pp.737-739.

Hoffmann, J., Ivcevic, Z. and Brackett, M., 2016. Creativity in the Age of Technology: Measuring the Digital Creativity of Millennials. Creativity Research Journal, 28(2), pp.149-153.

Huyler, D., Pierre, Y., Ding, W. and Norelus, A., 2015. Millennials in the Workplace: Positioning Companies for Future Success. SFERC 2015, p.114.

Huyler, D.D., Ding, W., Norelus, A. and Pierre, Y., 2015. Millennials in the Workplace.

Joslin, R. and Müller, R., 2015. Relationships between a project management methodology and project success in different project governance contexts. International Journal of Project Management, 33(6), pp.1377-1392.

Kitchin, R. and Tate, N., 2013. Conducting research in human geography: theory, methodology and practice. Routledge.

Koren, Y., Gu, X. and Freiheit, T., 2016. The impact of corporate culture on manufacturing system design. CIRP Annals, 65(1), pp.413-416.

Kumar, P. and Kumar, S., 2018. Mentoring in a Start-up Company with Millennial Recruits. In Exploring Dynamic Mentoring Models in India (pp. 49-65). Palgrave Macmillan, Cham.

Loose, W. and Marcos, T., 2017. Instructional Design for Millennials: Instructor Efficiency in Streamlining Content, Assignments, and Assessments. In Educational Leadership and Administration: Concepts, Methodologies, Tools, and Applications (pp. 1980-2004). IGI Global.

Madara, S.R., Maheshwari, P. and Selvan, C.P., 2018, February. Future of millennial generations: A review. In Advances in Science and Engineering Technology International Conferences (ASET), 2018 (pp. 1-4). IEEE.

McDonald, V., 2017. Power and Responsibility: How Corporate Social Responsibility Can Be Used as a Retention Tactic for Millennials in the Workplace.

Moses, J. and Knutsen, T., 2012. Ways of knowing: competing methodologies in social and political research. Palgrave Macmillan.

O’reilly, M. and Parker, N., 2013. ‘Unsatisfactory Saturation’: a critical exploration of the notion of saturated sample sizes in qualitative research. Qualitative research, 13(2), pp.190-197.

Ormston, R., Spencer, L., Barnard, M. and Snape, D., 2014. The foundations of qualitative research. Qualitative research practice: A guide for social science students and researchers, pp.1-26.

Ozcelik, G., 2015. Engagement and retention of the millennial generation in the workplace through internal branding. International Journal of Business and Management, 10(3), p.99.

Ozcelik, G., 2015. Engagement and retention of the millennial generation in the workplace through internal branding. International Journal of Business and Management, 10(3), p.99.

Patel, A., 2017. How to keep your Millennials. HR Future, 2017(Aug 2017), pp.22-23.

Ramdhani, A., Ramdhani, M.A. and Ainisyifa, H., 2017. Conceptual Framework of Corporate Culture Influenced on Employees Commitment to Organization. International Business Management, 11(3), pp.826-830.

Rao, M.C.S., 2017. COMING OF THE MILLENNIALS-REWRITING WORKPLACE STRATEGIES. International Education and Research Journal, 3(1).

Singh, K.D., 2015. Creating your own qualitative research approach: Selecting, integrating and operationalizing philosophy, methodology and methods. Vision, 19(2), pp.132-146.

Yap, Q.S. and Webber, J.K., 2015. Developing corporate culture in a training department: A qualitative case study of internal and outsourced staff.

Yilmaz, K., 2013. Comparison of quantitative and qualitative research traditions: Epistemological, theoretical, and methodological differences. European Journal of Education, 48(2), pp.311-325.

Zingales, L. and Poterba, J., 2015. Causes and Consequences of Corporate Culture. NBER Books.

Cite This Work

To export a reference to this article please select a referencing stye below:

My Assignment Help. (2020). The Millennial Influence On Organisational Culture: A Case Study Of AMPCO.. Retrieved from https://myassignmenthelp.com/free-samples/arubav2dis29-dissertation/the-globalised-business.html.

"The Millennial Influence On Organisational Culture: A Case Study Of AMPCO.." My Assignment Help, 2020, https://myassignmenthelp.com/free-samples/arubav2dis29-dissertation/the-globalised-business.html.

My Assignment Help (2020) The Millennial Influence On Organisational Culture: A Case Study Of AMPCO. [Online]. Available from: https://myassignmenthelp.com/free-samples/arubav2dis29-dissertation/the-globalised-business.html
[Accessed 27 February 2024].

My Assignment Help. 'The Millennial Influence On Organisational Culture: A Case Study Of AMPCO.' (My Assignment Help, 2020) <https://myassignmenthelp.com/free-samples/arubav2dis29-dissertation/the-globalised-business.html> accessed 27 February 2024.

My Assignment Help. The Millennial Influence On Organisational Culture: A Case Study Of AMPCO. [Internet]. My Assignment Help. 2020 [cited 27 February 2024]. Available from: https://myassignmenthelp.com/free-samples/arubav2dis29-dissertation/the-globalised-business.html.

Get instant help from 5000+ experts for
question

Writing: Get your essay and assignment written from scratch by PhD expert

Rewriting: Paraphrase or rewrite your friend's essay with similar meaning at reduced cost

Editing: Proofread your work by experts and improve grade at Lowest cost

loader
250 words
Phone no. Missing!

Enter phone no. to receive critical updates and urgent messages !

Attach file

Error goes here

Files Missing!

Please upload all relevant files for quick & complete assistance.

Other Similar Samples

support
Whatsapp
callback
sales
sales chat
Whatsapp
callback
sales chat
close