Applications of the Scientific Method
With the growth of population and exponential use of technology, there has been a direct geometric increase in the amount of data and information to be handled. This has resulted in an increase in the number of problems that have to be dealt with every single day and hence the justification of use of scientific methods in analysis of such problem and development of accurate representations. This is aimed at bias and prejudice minimization through experimentations and hypothesis testing (Prunckun, 2010)
This method entails four broad steps. The number of steps depends with the scientist. Observation is the first step for scientist method. This entails a deliberate effort to observe a certain scenario and collecting all the relevant data. A prior research on a certain scenario helps in broadening someone on the information that may be relevant about the phenomena or situation. This should be designed such that the presence of the observer does not influence the behavior or the reaction of the thing being observed. Next, the scientist proceeds to formulate a hypothesis. This is an educated guess, which could perhaps be the possible answer to the observation. Should be testable and from a deductive reasoning. When stated negatively, it is known as a null hypothesis.
The next step is to design an experiment. A control experiment is also set up in order to guide the actual experiment. It also entails predicting the outcome of a given experiment using the hypothesis formulated. The researcher carries out the test in order to obtain data or information that she uses to test the hypotheses formulated. It is therefore necessary to gather qualitative data as well as quantitative data, which help to either support or reject the hypotheses.
As a management philosophy of my work place, job design has been a key issue in relation to job satisfaction and employee morale and motivation (Fonseca, Loureiro & Arezes 2013). The policy is that an employee should not work in the same department for more than two consecutive years. Thus, employees are shifted from one department to the other.
However, the company’s performance has been on the decline since the adoption of this policy four years ago. For example total sale have been dropping with almost a constant figure of two percent. This has had a negative impact on the employees in terms of remunerations and other employment benefits, which is taking a toll on their life in general. Further, there have been many complaints, increased absenteeism and high labor turn over. Therefore, any rational observer can conclude that most of the employees are not satisfied with their currents departments and have low morale with regard to their new jobs.
Based on such observations, I can therefore hypothesize that: Majority of the employees are dissatisfied with job rotation and it lowers their morale and should therefore be abolished.
I believe this hypothesis will work because I will be able to measure employees’ performance, assess their attitudes regarding their current jobs and get information on what they think would perhaps improve the performance of the company, which could be abolishing the job rotation policy.
In testing the hypotheses formulated, I will employ several measurements in my assessment. The dependent variable of my analysis is job satisfaction, which is measured against job rotation. In assessing job satisfaction, I will require a subjective sample of employees who have been currently relocated to new position or department. This will help me investigated their degree of job satisfaction measured in terms of the job itself, the organization, job security, supervisor, promotion, pay and availability of career opportunities. If a minimum of the employees respond as being dissatisfied, then job rotation causes job dissatisfaction.
I will also ask the employees to comment the question, “Do you think that the policy of job rotation should be abolished?” I expect more than 40% of the employees to be of the idea that job rotation as a policy should be done away with. This is because majority of them from my observations are dissatisfied with their current occupation. Lastly, I would look for feedback from the employees on whether they think if taken back to their initial job description would rekindle their morale and change their attitude towards the job and the company at large. I expect majority of them to maintain the same level of performance and poor attitude towards the job since it will still be viewed just like the normal rotations.
The rationale for using this approach in the hypothesis testing is based on the assumption that in the absence of any other factors that influence job satisfaction, employees will generally be content with work if they are not subjected to job rotation. Therefore, the test will uphold the hypothesis meaning that job rotation affects the employees negatively or will suggest otherwise thereby indicating other major factors could be contributing to the low morale and dissatisfaction.
results turn out that majority of the employees think that job rotation does
not cause dissatisfaction, this will be a clear indication that there are other
major factors in play. Such may include payment, personal growth and others.
However, if the results support the hypothesis, it will be a starting point of
conducting study in order to establish whether employees are just hate
relocation because of the inconveniences it creates or there are jobs that they
do not like which need to be eliminated or modified to suit the needs,
experience and expectations of the employees.
Fonseca, H., Loureiro, I. F., & Arezes, P. M. (2013). Development of a job rotation scheme to reduce musculoskeletal disorders: A case study. Occupational Safety and Hygiene, 351.
Prunckun, H. (2010). Handbook of Scientific Methods of Inquiry for Intelligence Analysis (Vol. 11). Scarecrow Press.