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1.Define and describe qualitative analysis
a.What is it?
b.What types of research does it cover?
c.Define at a minimum two types of qualitative methods:

2.Explain the difference between qualitative and quantitative research

3. Write a literature review on Job Demand Resource Theory - with a minimum of 6 references to academic literature

4.Using the business case below:
a.Explain how JD-R theory can be applied to this case (minimum 2 references)
b.Identify the unique businesses demands and resources from the interview excerpts below
i.Use Lecture 7 and tutorial 7 to help you figure out how to do this
ii.You might want to present the themes in table and try to code for overall themes, not just by each individual interviewee. Then identify using the literature which themes are demands and which are job resources.

Qualitative Methods for Analyzing Research Work

1. Qualitative analysis is method of evaluating collected data based on unquantifiable information such as management’s viewpoint, opinion of supervisors and so on. While making an in-depth qualitative analysis the people involved with the identified issues are directly involved (Novikov and Novikov 2013). Therefore, data can be evaluated critically by showing its various perspectives. In order to gather a direct response from the supervisors the business experts prefer to analyze qualitative form of data to analyze the research issue from different perspectives. Qualitative methods are classified into several types including Interviews, focus groups, Case studies, online content analysis, Social network analysis, observation.

Most of the researchers prefer to select interview method as well as focus groups. The primary reason of selecting interview method is to analyze the point of view of participants from various perspectives and come into a conclusion (Coleman 2013). On the other focus group is the systematic procedure of conducting a group discussion session based on the topic of identified research issue. In a focus group, the participants get the scope of sharing their views and thoughts with each other (Håkansson 2013). Focus group is the effective ways of conducting group session by involving the people of various cultural and psychological backgrounds. However, it has been observed that both the two procedures of data analysis like interview and focus groups are effective in analyzing quality form of research work.

2. Qualitative data collection method is completely based on unquantifiable information where the participants take part in open-ended questions. The participants get immense scopes and opportunities to share their own opinion in a descriptive way. On the other hand, quantitative data collection method is completely based on numerical data collection. The participants have to go though close-ended questions with the help of which they do not get opportunities to justify their answers (van Wyk 2012). In addition, in quantitative data collection method participants get the scope of gathering an immediate response from the pipants.

In the article “Testing a model of officer intentions to quit: the mediating effects of job stress and job satisfaction”, published by Allisey (2014), the author has used quantitative form of data collection technique by involving the employees within data collection procedure. The primary topic of this particular research is job stress and its negative impact on employees. In this very specific study, the author has involved several numbers of employees in a survey method. By forming several questions based on job satisfaction and job stress, the author has collected data from the employees. An immediate response is gathered from the participants who have showed their views that overburden of pressure is one of the most important reasons of enhancing employee turnover rate. On the other hand, it has also been observed that the study has analyzed the data based on statistical tools and central tendency method. As a result, the overall result of the collected data can be evaluated at a glance.

Impact of Job Stress on Employee Turnover Rate

On the other hand, the article like “work-related communication technology use outside of regular work hours and work life conflict: The influence of communication technologies on perceived work life conflict, burnout, job satisfaction, and turnover intentions. Management Communication Quarterly” by Wright et al. (2014) has selected qualitative data analysis by involving the supervisors of a company. In the very specific study, the primary concern of this research was to evaluate the impact of job stress in enhancing employee turnover rate. This very specific study has focused to select qualitative form of research work by involving the opinion of organizational supervisors. In this very specific study, the supervisors have shared their own point of views on how their rate of employee turnover is raising day by day. The necessary initiatives of taken by the company for reducing the rate of employee turnover have also been critically evaluated in this study.

3. JD-model is primarily based on how business organizations have to face challenges in maintaining the health issue of the employees due to high job demands. When the job demand is very high, the employees become overburdened (Tracy 20120. In this kind of situation, most of the employees get de-motivated in performing well towards the services. In order to get good performances from the organizational employees the business experts have to focus on implementing motivational strategies and policies. Job resources are the organizational factors with the help of which the business experts intend to help the employees in achieving business goals and objectives (Collis and Hussey 2013). The primary resources that an employee need within workplace for achieving business goals and objectives include physical resources, technical resources, social rewards and recognitions and so on.

Job demand resource model implies on how employees while working on a specific project need to have appropriate resources. Motivation is one of the most significant factors, which enable the employees in performing well towards the services (Collis and Hussey 2013).  The business experts have to face immense challenges in motivating the employees who belong to various cultural and religious backgrounds and attitudes. However, providing rewards and recognitions to the employees is one of the most effective ways of encouraging the employees towards services. In addition, employees within an organization have to get sufficient resources. Technological support is one of the most effective factors based on which the employees can deliver their services within stipulated time (Wahyuni 2012). Therefore, Job demand resource model needs to be implemented within organization based on which organization can motivate the employees towards providing their best services.

Implementation of Job Demand Resource Model for Encouraging Employees


4. In this part, the study has critically evaluated the case scenario on “Honey and Pine”. The organization has suddenly observed that employee turnover rate of the company is increasing day by day. After conducting an effective interview session, it has been observed that employees do not get any motivation in working under this company due to the lack of proper management (Levy and Lemeshow 2013). In this kind of situation, Honey and Pine has decided to take major initiatives in reducing employee turnover rate. The primary reason behind increasing employee turnover is lack of motivation due to ineffective communication with the managers, lack of management policy and lack of rewards and remunerations (Etikan, Musa and Alkassim 2016). In this kind of situation, the business experts have decided to implement JD-R theory with the help of which employees can be motivated towards services. 

a) The primary purpose of JD_R model within business is to encourage the employees in providing their best services. The study has evaluated the fact that employees need to be motivated by implementing effective strategies and policies:

Honey and Pine needs to follow a proper ethics while promoting employees. The organization need to give priority on skilful employees and promote them for the higher position. In addition, the employees who deserve to the position of a manger need to get promoted from the business authority (Terrell 2012). Otherwise, the employees would get de-motivated in surviving within an organization for a long time.

In quest of motivating the employees, the business experts of Honey and Pine need to focus on some rewards and recognition policy (Bryman and Bell 2015). Providing incentives and bonus to the employees or any kind of appreciation or gift vouchers are very much motivating in encouraging the employees towards reach business goals and objective.

Honey and Pine managers need to maintain flexible work environment so that employees can enjoy the workplace. In addition, it has also been observed that flexible work environment is very much effective in encouraging the employees in providing their best services. However, this very specific study has focused to make detailed analysis about implementing motivational policies within management that can motivate the employees in providing their best services.


b) After conducting, an effective interview by involving the employees of Honey and Pine, some of the most effective demands and resources have been identified which are as follows:

  • The organizational managers of Honey and Pineneed to render innovation on their technological resources. The business authority needs to improve advancement of technology (Bernard 2017). With the help of advanced technology, the business experts would be able to measure and evaluate database of the company by chronologically. As a result, both the service providers and service users would get equal benefits and facilities from the organization
  • In addition, Honey and Pineneeds to increase the salary structure of the employees with the help of which employees get motivated in performing well towards the services (Smith 2015). In addition, good salary structure would be able to maintain employee retention plans.
  • In addition, the managers of Honey and Pinehave poor communication skill with the help of which the employees have to face challenges in sharing their views and thoughts. Employees do not have enough space in sharing their difficulties facing at the workplace. In addition,, the business experts are very much professional and dominating (Ormston et al. 2014). Therefore, the organizational managers in order to overcome the situation need emotional intelligence skills and competencies.

c) Shannon and Weaver model evaluates the fact that speakers while transmitting the message to the listeners need to keep a transparency within communication so that listeners can provide an effective feedback and make the entire communication process effective. In addition, with the help of an effective model the business experts of Honey and Pine would be able to communicate with the employees properly and can resolve their issues. If the CEO of the company is not comfortable with multilingual competency, the business experts can easily adopt non-verbal communication method as well. With the help of an non-verbal communication method the business experts would be able to deal with the employees effectively in written communication as well.

  • In addition, the CEO of Honey and Pineneeds to adopt participative form of leadership style at the workplace. With the help of participative leadership style, the business experts are easily able to communicate with the employees while taking any business decision. Therefore, the employees would like to show their positive response in performing well towards the services (McCusker and Gunaydin 2015). In addition, the business authority needs to improve advancement of technology. With the help of advanced technology, the business experts would be able to measure and evaluate database of the company by chronologically. As a result, both the service providers and service users would get equal benefits and facilities from the organization

Case Study: Honey and Pine


After evaluating the entire study it has been found that, Qualitative methods are classified into several types including Interviews, focus groups, Case studies, online content analysis, Social network analysis, observation. It has been observed that data can be evaluated critically by showing its various perspectives. Focus group is the effective ways of conducting group session by involving the people of various cultural and psychological backgrounds. However, it has been observed that both the two procedures of data analysis like interview and focus groups are effective in analyzing quality form of research work (Leung 2015). By forming several questions based on job satisfaction and job stress, the author has collected data from the employees. In the very specific study, the primary concern of this research was to evaluate the impact of job stress in enhancing employee turnover rate. This very specific study has focused to select qualitative form of research work by involving the opinion of organizational supervisors. Job resources are the organizational factors with the help of which the business experts intend to help the employees in achieving business goals and objectives. However, providing rewards and recognitions to the employees is one of the most effective ways of encouraging the employees towards services. In addition, employees within an organization have to get sufficient resources.

Reference List:

Allisey, A.F., Noblet, A.J., Lamontagne, A.D. and Houdmont, J., 2014. Testing a model of officer intentions to quit: the mediating effects of job stress and job satisfaction. Criminal Justice and Behavior, 41(6), pp.751-771.

Bernard, H.R., 2017. Research methods in anthropology: Qualitative and quantitative approaches. Rowman & Littlefield.

Bryman, A. and Bell, E., 2015. Business research methods. Oxford University Press, USA.

Coleman, R. (Ed.)., 2013. Deleuze and research methodologies. Edinburgh University Press.

Collis, J. and Hussey, R., 2013. Business research: A practical guide for undergraduate and postgraduate students. Macmillan International Higher Education.

Collis, J. and Hussey, R., 2013. Qualitative psychology: A practical guide to research methods. Sage.

Etikan, I., Musa, S.A. and Alkassim, R.S., 2016. Comparison of convenience sampling and purposive sampling. American Journal of Theoretical and Applied Statistics, 5(1), pp.1-4.

Håkansson, A., 2013. Portal of research methods and methodologies for research projects and degree projects. In The 2013 World Congress in Computer Science, Computer Engineering, and Applied Computing WORLDCOMP 2013; Las Vegas, Nevada, USA, 22-25 July (pp. 67-73). CSREA Press USA.

Leung, L., 2015. Validity, reliability, and generalizability in qualitative research. Journal of family medicine and primary care, 4(3), p.324.

Levy, P.S. and Lemeshow, S., 2013. Sampling of populations: methods and applications. John Wiley & Sons.

McCusker, K. and Gunaydin, S., 2015. Research using qualitative, quantitative or mixed methods and choice based on the research. Perfusion, 30(7), pp.537-542.

Merriam, S.B. and Tisdell, E.J., 2015. Qualitative research: A guide to design and implementation. John Wiley & Sons.

Novikov, A.M. and Novikov, D.A., 2013. Research methodology: From philosophy of science to research design. CRC Press.

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, 2, pp.52-55.

Smith, J.A. ed., 2015. Qualitative psychology: A practical guide to research methods. Sage.

Terrell, S.R., 2012. Mixed-methods research methodologies. The qualitative report, 17(1), pp.254-280.

Tracy, S.J., 2012. The toxic and mythical combination of a deductive writing logic for inductive qualitative research. Departures in Critical Qualitative Research, 1(1), pp.109-141.

van Wyk, B. 2012. Research design and methods Part I. University of Western Cape.

Wahyuni, D., 2012. The research design maze: Understanding paradigms, cases, methods and methodologies.

Wright, K.B., Abendschein, B., Wombacher, K., O’Connor, M., Hoffman, M., Dempsey, M., Krull, C., Dewes, A. and Shelton, A., 2014. Work-related communication technology use outside of regular work hours and work life conflict: The influence of communication technologies on perceived work life conflict, burnout, job satisfaction, and turnover intentions. Management Communication Quarterly, 28(4), pp.507-530.

Zikmund, W.G., Babin, B.J., Carr, J.C. and Griffin, M., 2013. Business research methods. Cengage Learning.

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My Assignment Help. Qualitative Analysis, Data Collection, Job Demand Resource Model, And Honey And Pine: A Case Study Essay. [Internet]. My Assignment Help. 2020 [cited 22 July 2024]. Available from: https://myassignmenthelp.com/free-samples/bus101-management-for-qualitative-analysis-and-qualitative-methods.

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