Business and Management Research Proposal Sample
Chapter 1: Introduction
1.1 Introduction
The paper will review the wok value change among generations X and Y. Age gender, technology; environment and external society have been taken into account to investigate the change. Primary data collection will highlight the generational change and will help the researcher to understand the work ethics with new applications.
1.2 Research rationale
Work value refers to the basic characteristics and principles of a company. Employees are the major stakeholder of the company. They are the precedent to generate work values for the company. When the employees define the work techniques and values in unison it refers to definite work culture. Generation X and Y can be determined by a specific timeline. For instance, generation X belongs between 1965 to 1980 whereas, generation Y belongs from 1986 (Pyöriä et al. 2017). The change in a generation has formed new norms, technological advancements, and societal advancements. The norms involve acceptance of the change. For example, generation Y is including diversity in their work environment. It is reflecting that they give importance to different cultures and it is not considered a barrier to improvement. It is involving different struggles which depend on socioeconomic status, age and gender (Dabija et al. 2018). Individual faces challenge to cope with the generational change. The factors influence the change in work values, work attitudes and work ambience of the workplace.
The basic changes are reflected in the mindset of the generations. For instance, generation X gives importance to work-life balance, flexible working, and individualistic work. On the other hand, generation Y gives importance to achievement. They give importance to family, feedback and technology to improve their work ethics and work values. It improves the workplace environment and helps the company to perform its organisational goals (Goh and Lee, 2018). The theme of national office-based work has been removed by technical change and work mentality. Generation Y is more reliant on advanced technology and thus they believe in ‘smart work’. Millennials are flexible to work from anywhere and thus the concept of virtual office has emerged. The external environment is the major driver to change the work values (Lample et al. 2017). For instance, the emergence of Covid-19 has given the ruse of flexible work ad virtual offices. Generation Y believes more in flexibility because the work value gives importance to multi-dimensional culture.
Generation X thrives on work challenges and responsibility. They give importance to honesty and reality with creative input. ‘Hard work’ is the major ethic of the company. Both the generations are peer-oriented and influenced by their peers. It can change their thinking and mentality and they strive hard to balance their family and work (Francis and Hoefel, 2018). Millennial are under generation Y which are thrives to change the workplace with the application of transparency and flexibility. The priorities are changing the workplace environment and workplace expectations as well. The responsibilities of employees are rising in the global platform.
1.3 Aim of the research
The aim of the research is to investigate the change in work value between generation X and generation Y based on gender, age, technology, environment and social influence.
1.4 Research question
How have work values changed between generations X and Y and what factors have influenced this change in mindset?
1.5 Research objective
Objectives for this research paper are:
- To investigate the changes in work values between generations X and Y.
- To analyse the factors that have produced work culture changes between the two generations
- To determine the consequences of the work value changes on generations X and Y
Chapter 2: Literature Review
2.1 Concept and factors associated with a work value
It seems that it become essential to maintain of the significant factors while working within the business organization. The employees want to maintain the ethics and other respond suability while working within an office culture. This chapter represent the differences between the work values of Gem x and gen Y within the business culture.
2.2 Work value difference among Generation X and Y based on age
It seems that GenX and GenY have a lot of differences when it comes to terms of work within social values. The impact of the age gap remains constant in this current generation. As per the research, it seems that the adults are moreover concerned about their work values and work ethics. Also, the GenX generation loved to use the traditional working process and other perspectives (Kalleberg and Marsden, 2019). Thus, within the office culture GenX are very responsible for their work. They are able to work within the flexible working environment; they also provide extra efforts in order to achieve the company’s success factor. In addition to this, GenX is very manageable and cooperative within the business organization. It seems that most of them have the mentally of work hard to play hard. They respect their jobs, working environment as well as working culture also to maintain the society. This makes them responsible employees of the company. On the other hand, the GenY employees are moreover influenced by social media. It seems that they are not using the traditional process for the working environment. The GenY employees are moreover capable of adopting new technologies which help them to become van tech-savvy. On the other hand, it becomes difficult to retain the employment of the GenY employee, as they want to change their working environment from one office culture to another office culture to explore their activities as well as to gain experiences. Besides it, GenY workers are looking for more flexible working hours and shift timing as they are concerned about their mental as well as physical health. The employees also want to work within the diverse working culture of a company. They think that diversity makes more inclusion within the workplace of the business organization as well as in the office culture. On the other hand, they also want to achieve more success within small experiences. This is another of the main differences between the GenY and gen x employees. Moreover, both of the workers maintain ethical considerations while working within office premises.
2.3Work value difference among Generation X and Y regarding Gender
It seems that the generation gap between the two genders is always had some of the significant difference. As per the research, it seems that the gen x male candidates are moreover responsible for their working activities. They can also able to adapt the activities of the new and changing environment within a business culture (Kalleberg and Marsden, 2019). On the other hand, female candidates are also productive within this business organization. In case of the female and male c workers of the GenY generation they are more over wants technological factors in their everyday life
2.4 Work values based on the technological factors
It seems that the gen x workers are moreover dependent on the traditional technological factors and it becomes challenging for themselves to adapt to the change in GenX employees. Therefore, most of business organizations are now dependent on the next generation employees. On the other hand, the GenY are moreover known as tech savvy. They can easily accept the technological working environment of the companies (Busque-Carrier et al. 2018). Thus, most of the global MNC are now wanted to hire people from the GenY generation. In addition to this, one of the main benefits of this generation of employees is that they already use the technological components from very soon. In addition to this, they are able to use all kinds of technological features. It is also helpful for the younger employee as they can adapt to the new skills from the Gen Y workers. In addition to this, Gen workers are spending more time on the technological and social media culture. On the other hand, Gen x employees are not easily accessible to technological factors as well as social media culture. Also, they are not getting influenced by any changes in technologies and other social media activities
2.5 Environmental Factors affecting Work Values of generation X and Y
It seems that Generation X moreover wants an independent working environment to provide value to their allocated jobs. They want a working environment that provides them a suitable work-life balance and responsibility. On the other hand, GenY workers want the working environment which is moreover focused on the technological factors of the company. They also want cultural diversity at the workplace of the company. As per the current research, it seems that, most of the GENY workers are influenced by the factor of no pay gap (Han and Kim, 2020). In most of development countries employees are taking the initiatives and parts awareness regarding gender discrimination band the gender pay gap. On the other hand, the GenY, moreover want an inclusion within the workplace in order to earn cultural diversity at the workplace of the company. They also want proper HR activities within the business organization. They also believe in getting feedback and appraisal by the managers and Hrs. Also, they want technology to become an important part of their life
2.6 Work value based on societal influence
Work values are changing based on societal perspectives. Due to the change in work value generation, X and Y are experiencing several harmful conditions. According to Francis and Hoefel (2018), it is changing their work ethics but the labir hours have changed. The responsibilities of employees in generation Y have been intense. The parentage of heavy-duty work is rising. The rate of laborious work has been increased with long working hours (Nash, 2018). It is involving more struggles for the employees from generation Y. Employees are struggling to maintain the work-life balance for which they are thriving. On the other hand, (Novitasari et al. 2020) have argued that generation Y is working in the highly polluted environmental condition which is affecting their physical condition. It is resulting in poor work and affects the productivity and profit margin of the company. While the company is failing to meet the organizational goals, they are giving pressure on the employees. In terms of maintaining the work value and ethics, employees are feeling mental instability which is evident in generation Y.
The societal perspective helps us to develop our mindset and depending upon those individual changes the work environment. As per the view of Dabija et al. (2018), decisions should have been changing based on values and reflection. Societal pressure includes peers who are responsible to influence people for changing mindsets. On the other hand, Goh and Lee (2018), have argued that family play a major role in changing the ethics among individual. Generation X and Y both gave importance to community cohesion in society. It refers to the promotion of diversity and value for employees. Similar to the context, Dabija et al. (2018) opined that economic and social change is responsible for changing the work values among generation X and generation Y. Societal value is changing the perception of individuals. It can affect their behaviour, attitudes or work as a motivation to influence them in their work life. It will do influence the desirability and belief system of individuals. Society has influenced people to accept dimensionality (Lample et al. 2017). Society can create intrinsic and extrinsic values among people which design the work value change among generations X and Y.
2.7 Conceptual Framework
Figure 1: Conceptual Framework
(Source: Created by Researcher)
2.8 Theoretical framework
According to Yang (2019), the cognitive dissonance theory explores the fact that psychological tension leads to consistency regarding thoughts and tension. The work values of the employees among the Generation Y and Z differentiated affected by the c conflicting ideas and practices in the context of working conditions, work-life balance, intrinsic factor and extrinsic factors effectively. It seems that the gen x workers are moreover dependent on the traditional technological factors and it becomes challenging for them to adapt to the change in GenX employees. Therefore, most of business organizations are now dependent on the next generation employees. On the other hand, the GenY are moreover known as tech-savvy.
Figure 2: the cognitive dissonance theory
(Source: Yang, 2019)
2.9 Literature gap
It has investigated the work value change of generations X and Y. It does not mention the benefits of change in generations X and Y. It does not focus on specific cultures to differentiate between generations X and Y.
Chapter 3: Methodology
Every research has a suitable methodology that is linked with the title. The methodology is here used for focusing on the work value. Research methodology is also widely known as the soul of the research. There are numerous research methodologies that will reveal the overall value of the research.
3.1 Research onion
The research onion radically suggests the strategies which may reveal strategies may insert action research, experimental research, interviews, surveys. Here the value of the generation x and the generation Y has been identified by the proper survey. The appropriate survey i8s are associated with the overall betterment of the analysis of the generation of X and Y (Razak et al. 2019). Here the value has been identified as a crucial value that is connected with the research (van Rensburg, 2018). The research onion in order to make a proper survey was found to be important because it basically provide the researcher with the opportunity for holistic thinking. The holistic thing means profound thinking about the research. The strategy is chosen dependent on the overall development of the research. Professor Saunders has initiated the research onion. Research onion is widely considered to be a framework for the overall development of the identification of the values of the generation x and the generation y. According to the research onion, the generation of the X and Y are basically interrelated with each other.
3.2 Research Philosophy
The first stage of the research onion basically begins with the research philosophy. The research philosophy is basically composed of three philosophies which are realism, interpretive and positivism. Basically, research philosophy focuses on the research framework. The research philosophy basically acts as an umbrella that focuses on the set of beliefs that is basically associated with reality. Positivism basically depicts the ability of the observation which reveals the specific objects for the overall development of the organization. Positivism is radically associated with the idea of theory through the hypothesis and basically, develops a completely new theory. For the development of the observation, in general, interpretive is associated with the idea of focusing on the theory. Therefore, interpretive is associated with the proper analysis of the survey on the creation of the value of the generation x and the generation y. Therefore, the overall development of the generations x and they is associated with the overall development of the research philosophy. Realism is also considered to be the third philosophy which is also associated with the value analysis of the X and Y generation. The x and the y generation are also associated with the overall development of realism which is widely known as one of the important research philosophies. The research philosophy is also associated with the overall betterment of the research. The overall development of the creation of generation values is also associated with the research value.
3.3 Research Approach
The research approach is widely considered to be an important part of the overall development of the research values. The research approach is the primary aspect of the research (Rathmann et al. 2018). The development of the research or the betterment of the research is also associated with the overall analysis as well as the planning of the creating value of generation X and the generation Y. The research approach works as a crucial linking factor between the aim and the objectives. The research philosophy is also associated with the overall development of the organization. The overall betterment of the organization is basically associated with the better development of the organization (Rahmat, 2019). Therefore, the overall development of the organization is associated with the proper scheming as well as planning. The proper planning, as well as the identification of the plan, is very appropriate for the research.
3.4 Research Strategy
There are mainly two different types of effective strategies that will be implemented in this report to analyze the data. It can be said that the primary quantitative method will help the individual to identify greater undressing of the work value of the different generations (Yadav and Chaudhari, 2018). It can also be said that the individual will be able to view the topic from a different perspective because of this reason. Surveying the people can help the analyst to minimize the impact of the data collection barrier. On the other hand, the approach can also provide deductive results with help of it. It is estimated that approximately 139 individual people will be interviewed to analyze the topic. IT can help the report to minimize the bias nature of it.
3.5 Time horizon
[Refer to appendix 1]
3.6 Data collection
There are mainly two types of techniques as qualitative as well as quantitative that can be used by the individual to analyze the data. In this report advanced as well as effective tools of quantitative research will be used to analyze the primary data (Bento et al. 2018). The authenticity of the collected data will be analyzed with help of advanced tools. It can be said that the telephonic interview will also be performed by the individual ice it requires. The questionnaire that will be asked to the individual people is completely based on the work value of various generations. The privacy of the sources will also be considered by the researcher (Tutgun-Ünal and Deniz, 2020). It will help the individual to expose their opinion more effectively. The diversity of work values can also be identified by the individual with help of this method. It can be said that there will be options available for each question. The individual people have to tick their option to provide their opinion. It will help the researcher to analyze the data more elaborate.
Figure 3: Research data collection
(Source: Usmani et al. 2019)
3.7 Research Ethics
The code of ethical values will be considered by the individual while analyzing the data. Moreover, all data that are collected by the individual will be stored under the act of data protection of 1998. On the other hand, the researcher will also provide confirmation that those data will not be used for any type of commercial or unethical purpose (Usmani et al. 2019). The ethical value can be considered the most important aspect of the data collection procedure. The individual people will be able to share their opinion as well as knowledge more effectively with help of it. The environment of the survey will have more sustainable and safe values because of this reason.Business and Management Research Proposal Sample
References
Bento, M., Martinez, L.M. and Martinez, L.F., 2018. Brand engagement and search for brands on social media: Comparing Generations X and Y in Portugal. Journal of Retailing and Consumer Services, 43, pp.234-241.
Dabija, D.C., Bejan, B.M. and Tipi, N., 2018. Generation X versus millennials communication behaviour on social media when purchasing food versus tourist services. E+ M Ekonomie a Management, 21(1), pp.191-205.
Francis, T. and Hoefel, F., 2018. True Gen’: Generation Z and its implications for companies. McKinsey & Company, 12.
Goh, E. and Lee, C., 2018. A workforce to be reckoned with: The emerging pivotal Generation Z hospitality workforce. International Journal of Hospitality Management, 73, pp.20-28.
Lample, G., Zeghidour, N., Usunier, N., Bordes, A., Denoyer, L. and Ranzato, M.A., 2017. Fader networks: Manipulating images by sliding attributes. Advances in neural information processing systems, 30.
Nash, J., 2018. Exploring how social media platforms influence fashion consumer decisions in the UK retail sector. Journal of Fashion Marketing and Management: An International Journal.
Novitasari, D., Sasono, I. and Asbari, M., 2020. Work-family conflict and worker’s performance during Covid-19 pandemic: What is the role of readiness to change mentality. International Journal of Science and Management Studies (IJSMS), 3(4), pp.122-134.
Pyöriä, P., Ojala, S., Saari, T. and Järvinen, K.M., 2017. The millennial generation: a new breed of labour?. sage Open, 7(1), p.2158244017697158.
Tutgun-Ünal, A. and Deniz, L., 2020. The comparison of work values of social media generations in terms of giving importance to work and obeying the rules in Turkey. Azerbaijan Journal of Educational Studies, 690(1), pp.199-220.
Usmani, S., Asif, M.H., Mahmood, M.Z., Khan, M.Y. and Burhan, M., 2019. Generation X and Y: impact of work attitudes and work values on employee performance. Journal of Management and Research, 6(2), pp.51-84.
Yadav, R. and Chaudhari, S., 2018. Work values: Generation Y expectations and hrm implications (study of an Indian public sector non-life insurer). Bimaquest, 18(1).
Kalleberg, A.L. and Marsden, P.V., 2019. Work values in the United States: Age, period, and generational differences. The Annals of the American Academy of Political and Social Science, 682(1), pp.43-59.
Kalleberg, A.L. and Marsden, P.V., 2019. Work values in the United States: Age, period, and generational differences. The Annals of the American Academy of Political and Social Science, 682(1), pp.43-59. Available at: https://www.ncbi.nlm.nih.gov/pmc/articles/pmc6889078/
Busque-Carrier, M., Ratelle, C.F. and Le Corff, Y., 2021. Work values and job satisfaction: The mediating role of basic psychological needs at work. Journal of Career Development, p.08948453211043878.
Han, S.L. and Kim, K., 2020. Role of consumption values in the luxury brand experience: Moderating effects of category and the generation gap. Journal of Retailing and Consumer Services, 57, p.102249.
Yang, Z., 2019. The Generation Gap and Its Impact on Public Sector (Doctoral dissertation, California State University, Northridge).
Rotas, E.E. and Cahapay, M.B., 2020. Difficulties in Remote Learning: Voices of Philippine University Students in the Wake of COVID-19 Crisis. Asian Journal of Distance Education, 15(2), pp.147-158.
Sahay, A., Willis, E., Kerr, D. and Rasmussen, B., 2022. Nurse leader agency: Creating an environment conducive to support for graduate nurses. Journal of Nursing Management.
van Rensburg, E.S.J., 2018. Effective online teaching and learning practices for undergraduate health sciences students: An integrative review. International Journal of Africa Nursing Sciences, 9, pp.73-80.
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Razak, N.A., Saeed, H.K. and Alakrash, H.U.S.S.I.E.N., 2019. Pedagogical issues of using ICT applications in Iraq. Asia-Pacific Journal of Information Technology and Multimedia, 7(2-2), pp.158-168.
Rotas, E.E. and Cahapay, M.B., 2020. Difficulties in Remote Learning: Voices of Philippine University Students in the Wake of COVID-19 Crisis. Asian Journal of Distance Education, 15(2), pp.147-158.
Sahay, A., Willis, E., Kerr, D. and Rasmussen, B., 2022. Nurse leader agency: Creating an environment conducive to support for graduate nurses. Journal of Nursing Management.
van Rensburg, E.S.J., 2018. Effective online teaching and learning practices for undergraduate health sciences students: An integrative review. International Journal of Africa Nursing Sciences, 9, pp.73-80.
Appendices
Appendix 1: Gantt chart
Appendix 2: Questionnaire
Section 1-Personal Information
- Please, select your gender:
| ☐Male | ☐Female |
- How old are you?
| ☐less than 20 | ☐40-50 |
| ☐20-30 | ☐over 50 |
| ☐30-40
|
- How many long have you worked for this company?
| ☐0-1 | ☐5-10 |
| ☐1-3 | ☐over 10 |
| ☐3-5 |
|
- What organizational unit or department you work in?
| ☐Accounting | ☐Human resources |
| ☐Administration | ☐Information service |
| ☐Customer service | ☐Legal |
| ☐Communications | ☐Marketing |
| ☐Finance | ☐Other (please, specify)
____________________________ |
Section
| Statement | Strongly agree | Agree | Neither agree nor disagree | Disagree | Strongly disagree | |
| 1 | Do you think technology and professional development plays in recruiting, retention, job satisfaction and corporate culture? | |||||
| 2 | Do you think smart-phone technology affect the work value? | |||||
| 3 | Would you like to work for a company that is environmentally sustainable? | |||||
| 4 | Do you think bad working environments affecting work values can be subjective to the type of work?
|
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| 5 | Do you feel the intrinsic and extrinsic values important for work creditability? | |||||
| 6 | Do you think age affects the work behavior? | |||||
| 7 | Do you feel that increased awareness about risks of work environments regarding value safety, security and compensation has changed demand from companies? | |||||
| 8 | Do you feel work life balance is more important for the Generation Y than work priority? | |||||
| 9 | Do you feel that a work value of Gen X enhances the organization performance? | |||||
| 10 | Do you feel that work values Gen X is more organization goal oriented? | |||||
| 11 | Do you feel that work values Gen X are more resistance to change than Gen Y? | |||||
| 12 | Do you feel that Gen X is more attached to the organizational work that Gen Y? | |||||
| 13 | Do you feel that Gen X is more enthusiastic than Gen Y? | |||||
| 14 | Do you feel that Gen X possess more responsibility than Gen Y? | |||||
| 15 | Do you feel that Gen X is more self-motivated that Gen Y? | |||||
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