Tag: Business & Finance

  • [Solved] Program Evaluation: Societal Changes and Collaboration

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    ## This week we read a sample theoretical research and a program evaluation. Using the program you found in Week 1, identify the elements of the program. Engage in a conversation with your course community about **one** of the following: – What is the process by which it's trying to create change? D…

    Instant Solution Download

    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    ## This week we read a sample theoretical research and a program evaluation. Using the program you found in Week 1, identify the elements of the program.
    Engage in a conversation with your course community about **one** of the following:
    – What is the process by which it's trying to create change? Discuss some of the sociocultural, political, or economic contexts that factor into the need for this program.
    – How would you consider approaching the program to collaborate on an evaluation?
    As always, if you are relying on someone else's ideas when presenting yours, you should reference their paper, article, etc. This includes sharing references to your fellow students' ideas!
    ## **Response Guidelines**
    – **Your Participation:** This discussion is an opportunity for you to review the work of other learners to inform your own learning. Your interactions and anything you share should be courteous, succinct, professional, well-written, and organized. Communicating clearly with proper grammar and punctuation will foster more and better interactions with your classmates.
    – **Your Post:** Create a post responding to one of the discussion prompts. Do not create your post as a reply to another post.
    – **Responding to Peers:**As you respond to one of your classmates, please make sure your response is substantive by sharing your professional experiences and helpful thoughts and feedback about ideas they have shared. Try to comment on those where you feel you have the most useful information to share and consider the following:
    – How have your experiences resonated with their ideas?
    – What can you add to their ideas, building upon the connections you have made to the material so far? Supplement course resources and extend consideration of the topic by including new information or findings from current journal articles, discussing more in-depth critical thinking questions, or providing constructive or corrective feedback or an alternative viewpoint supported by empirical evidence.

  • [Solved] Cost of Treating Disease

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    Please respond to the following: – Using online resources or the Strayer Library, research the cost of treating infectious diseases in the United States compared to the cost in the United Kingdom. – Evaluate the cost of treating infectious diseases in the United States compared to the United Kingdom…

    Instant Solution Download

    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    Please respond to the following:
    – Using online resources or the Strayer Library, research the cost of treating infectious diseases in the United States compared to the cost in the United Kingdom.
    – Evaluate the cost of treating infectious diseases in the United States compared to the United Kingdom in terms of person, time, and place.
    – Discuss the specifics of your findings, determining whether the economic cost is justified.
    – Be sure to respond to at least one of your classmates' posts.

  • [Solved] E.C

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    From " _Barbara"_ fromBeetlejuice **The Assignment** Go to [" _Barbara"_ from Beetlejuice](http://broadwayeconomics.com/barbara-2-0-beetlejuice/) **NOTE: Do NOT use the questions immediately under the video! Click the link in step #2** 1. Read the synopsis just above or next to the video clip, then …

    Instant Solution Download

    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    From " _Barbara"_ fromBeetlejuice
    **The Assignment**
    Go to [" _Barbara"_ from Beetlejuice](http://broadwayeconomics.com/barbara-2-0-beetlejuice/)
    **NOTE:  Do NOT use the questions immediately under the video!  Click the link in step #2**
    1. Read the synopsis just above or next to the video clip, then view the clip in its entirety.  (In some instances the clip only provides lyrics not video.)  As you watch the video economic concepts are displayed and provide evidence of how they apply to the video.
    2. For this exercise [click this link to the questions](https://wilmu.instructure.com/courses/77200/files/12945249?wrap=1 "Discussion-Questions-for-Barbara-2.0.pdf.docx").  Do NOT use the questions immediately under the video!
    3. If the question(s) require a graph, simply do the graph on a separate piece of paper or use a graphing application, then either import it into a word document or take a picture of it then upload it into Canvas.
    4. If the question(s) require a written response you must type your response in **MS Word** only, then upload to Canvas.
    5. Submissions MUST be proofread for spelling and proper grammatical usage.
    6. All submissions must be received on or before the date due on the syllabus or the Canvas calendar.
    7. Any deviation from any 1 of these directions will result in a “0” for this assignment.

  • [Solved] Prof Double R

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    Prepare a 10–12 slide PowerPoint presentation of a competency model to train managers on the performance process. Create a 10–12 slide PowerPoint presentation, using detailed speaker notes or supplemental audio, that addresses the following: – Compare a competency model and a job description and exp…

    Instant Solution Download

    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    Prepare a 10–12 slide PowerPoint presentation of a competency model to train managers on the performance process.
    Create a 10–12 slide PowerPoint presentation, using detailed speaker notes or supplemental audio, that addresses the following:
    – Compare a competency model and a job description and explain the difference.
    – Describe how competencies are useful to the organization.
    – What considerations should be made for employees versus managers?
    – Describe the developmental activities critical to the competencies you selected and relevant training requirements.
    – How will you guide the manager in ensuring the competency is met?
    – Identify at least three best practices for delivering performance feedback to employees.
    – Assess the legal compliance and awareness of legal risks when dealing with performance-related issues.
    – Consider the effects of a possible termination on the employee and the organization.
    – What federal and state laws will the organization need to comply with?
    Use 4–5 relevant and credible scholarly or professional resources such as _The Wall Street Journal_ in your presentation.
    **Important Note:** Select a PowerPoint template appropriate for a professional presentation. In addition to the content of the slides, include the supporting narrative in the speaker notes. Slide content should support your main points and ideas. Do not overbuild your slides; information that supports your main slide content should appear at the lower portion of each slide as speaker notes.

  • [Solved] Communication styles

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    In-depth study guidance and analytical solution covering Communication styles.

    Instant Solution Download

    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    Full assignment prompt and step-by-step guidance are included in the downloadable solution file.

  • [Solved] RCH 5301 VI PP

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    – ## ResearchDesignandMethodsRCH5301UnitVIPowerPointPresentation.docx – ## UnitIVStudyGuide.pdf – UnitVStudyGuide.pdf – UnitIIStudyGuide.pdf – UnitVIStudyGuide.pdf – UnitIIIStudyGuide.pdf – UnitIStudyGuide.pdf **## ResearchDesignandMethodsRCH5301UnitVIPowerPointPresentation.docx** 2 Research Design …

    Instant Solution Download

    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    – ## ResearchDesignandMethodsRCH5301UnitVIPowerPointPresentation.docx

    – ## UnitIVStudyGuide.pdf

    – UnitVStudyGuide.pdf
    – UnitIIStudyGuide.pdf
    – UnitVIStudyGuide.pdf
    – UnitIIIStudyGuide.pdf
    – UnitIStudyGuide.pdf

    **## ResearchDesignandMethodsRCH5301UnitVIPowerPointPresentation.docx**

    2

    Research Design and Methods RCH 5301

    **Unit VI PowerPoint Presentation**

    This PowerPoint Presentation measures your mastery of ULOs 1.1, 2.1, 2.3, 3.1, 4.1, and 4.3.

    Imagine you, the student, are the professor for this course. Drawing from the information presented in Units I-VI, create an 8-slide PowerPoint presentation with speaker notes communicating the most important aspects of research methods. Be sure to cover the following points:

    · Schematize philosophical assumptions, research worldviews, research methodologies, research traditions, and research designs.

    · Diagram differences between a quantitative methodological research strategy and qualitative research strategy.

    · Differentiate descriptive, explanatory, and exploratory research designs based on their unique characteristics.

    · Compare and contrast descriptive statistics and inferential statistics. Explain the relationship of population, sampling frame, sampling design, and generalization.

    · Illustrate the use of hypothesis testing in determining statistical significance.

    Each slide must have speaker notes that further explains the information on the slide. Your presentation must be at least eight slides in length, not including cover slide and references, and you must use at least two academic resources, one of which must come from the CSU Online Library. Any resources used must be cited and referenced in APA format.

    **## UnitIVStudyGuide.pdf**

    RCH 5301, Research Design and Methods 1

    Course Learning Outcomes for Unit IV

    At the end of this unit, you should be able to:

    2. Discriminate among the characteristics of qualitative and quantitative research methods.
    2.1 Deduce differences between a quantitative methodological research strategy and

    qualitative research strategy.
    2.2 Identify a primary research article in an academic journal where the researcher or

    researchers used a survey instrument and inferential statistics.

    3. Evaluate research designs.
    3.1 Differentiate between descriptive, explanatory, and exploratory research designs based on

    their unique characteristics.
    3.2 Analyze an academic study’s research design, analytical approach, data analysis

    procedures, data collection method, and sampling design.

    Required Unit Resources

    Chapter 3: The Use of Theory (ULOs 3.1 and 3.2)
    Read the following sections from this chapter:

    Quantitative Theory Use

    Chapter 4: Writing Strategies and Ethical Considerations (ULOs 3.1 and 3.2)

    Article: Research Methods: Quantitative Observation (ULOs 3.1 and 3.2)
    This article discusses using observation for quantitative data collection. (2 pages).

    Unit Lesson

    Lesson: Don’t Look Now, but You’re Being Observed (ULOs 3.1 and 3.2)

    Introduction

    Most of the focus of data collection in this course has been on the survey or self-completion questionnaire.
    While the survey is the most often used quantitative data collection method in research, there are other non-
    experimental methods for collecting data, such as structured observation, content analysis, and utilizing
    secondary data.

    Structured Observation

    As the name implies, structured observation is a process where the researcher systematically and visually
    examines and quantifies phenomena as they occur. While observation research is often associated with the
    qualitative research methodology, structured observation is decidedly quantitative. Characteristics of
    observation research that make it a positivist’s tool are that the variables to be studied are predetermined
    through the structure, and the variables are quantifiable. These are two conditions that are foreign to
    qualitative research.

    Variables under structured observation are varied. Virtually anything that can be counted can be studied
    through structured observation, including objects, time, events, words, clicks, people, and behavior. Even
    nonverbal communication can be observed and quantified, including facial expressions, body language, eye

    UNIT IV STUDY GUIDE
    Quantitative Research Using Naturally
    Occurring Data, Secondary Data, and
    Official Statistics

    RCH 5301, Research Design and Methods 2

    UNIT x STUDY GUIDE
    Title

    movements, personal space, gestures, and manners. For example, assume medical patients are under
    observation in a health care facility, and the predetermined variables to measure are facial expressions, body
    language, eye movements, personal space, manners, time, objects, demographics, and actions. The
    researcher might devise an observation schedule that includes the variables below.

    Was the purpose of the patient’s visit to:

    • seek treatment for a new medical concern (event)?
    • seek treatment for an existing medical condition (event)?

    When approached by the medical provider, did the patient:

    • smile, frown, or remain unchanged (facial expression)?
    • stand still, back away, or lean into the medical provider (personal space)?
    • shake the provider’s hand (manners)?
    • fold their arms or keep them dangling in a relaxed manner (body language)?
    • make steady eye contact or avoid looking at the provider directly (eye movement)?
    • mention the current condition that is being treated (words)?

    How much time did the patient:

    • speak with the provider (timing)?
    • engage in conversation with other patients (timing)?
    • spend in common areas (timing)?
    • isolate in their room (timing)?
    • handle common area activities, such as books (timing)?

    Which items did the patient handle while in the common area?

    • Educational literature (object)?
    • Magazines (object)?
    • Books (object)?
    • Board games (object)?

    What was the patient’s:

    • gender (demographics)?
    • age (demographics)?

    RCH 5301, Research Design and Methods 3

    UNIT x STUDY GUIDE
    Title

    Structured observation can take place in a controlled environment (i.e., contrived observation), such as a
    laboratory, but observation most often occurs in the participants’ natural environment, such as a field location
    or facility, which was used in the example above. Research outside of a lab has the potential for a more
    realistic and unbiased accounting of behavior since participants are unlikely to modify their actions to meet
    researcher expectations. In either case, the structured observation takes place without researcher
    intervention, although the research can be conducted overtly (i.e., undisguised observation) or covertly (i.e.,
    disguised observation). If conducted overtly, the participants are aware they are the subject of research. This
    can create bias since the participants are likely to modify their behavior to conform to how they think the
    researcher expects them to behave. This is known as reactivity. This is also known colloquially as the
    Hawthorne effect. The name originates from a series of 1920s industrial experiments conducted at Western
    Electric’s large Hawthorne plant in Cicero, Illinois. Although there were four different studies, the Illumination
    Experiments (1924–1927) were the most illuminating (pun intended) about the phenomenon called reactivity
    (Perera, 2021; Price et al., 2017).

    In the Illumination Experiments, researchers were seeking to determine if there was a relationship between
    the variables of illumination levels and factory productivity. They hypothesized that the relationship would be
    positive, meaning the variables would move in the same direction. For example, they guessed as illumination
    levels decreased, productivity would decrease, and as illumination levels increased, productivity would

    RCH 5301, Research Design and Methods 4

    UNIT x STUDY GUIDE
    Title

    increase. The researchers were surprised to find, however, that no matter the change in illumination,
    productivity increased. As illumination increased, productivity increased. As illumination decreased,
    productivity increased. It was determined that the workers’ awareness of being studied was severely biasing
    results. Interestingly, reactivity begins to wane over time as participants become desensitized to the presence
    of researchers, and their behaviors begin to normalize. This is precisely what occurred at the Hawthorne
    factory (Perera, 2021).

    To avoid bias from reactivity, observation research can be conducted covertly so that the participants are
    unaware that they are the subjects of research. While this can eliminate the risk of bias, it can potentially
    increase ethical risks. However, researchers generally accept covert observation as ethical if participants’
    anonymity is preserved, and the observation is performed in public where there is no expectation of privacy
    (Cooper & Schindler, 2014).

    Structured observation is very similar to naturalistic observation and participant observation, which are
    qualitative data collection methods. The difference between structured observation, naturalistic observation,
    and participant observation is that structured observation is intended to quantify a relatively small number of
    variables rather than record and interpret all the behaviors that are taking place (Price et al., 2017).

    It should be noted that everything that was discussed in previous units about sampling applies to structured
    observation; however, probability sampling can be challenging since it is often difficult to develop a sampling
    frame in observation studies. It then follows that making valid and reliable inferences about a population of
    interest, or generalizing results, can be difficult to achieve (Price et al., 2017).

    Structured Observation in Practice

    In addition to structured observation that occurs in participants’ natural environments, there are many other
    methods available to researchers to capture observation data. Many of these other methods use cutting-edge
    technology. The following describes examples of structured observation in practice, but this is nowhere near a
    complete list of all observation methods.

    Mechanical Observation

    It is not always possible or practical for researchers to observe the phenomena in real time in the participant’s
    natural environment. In these instances, mechanical observation is an effective alternative. Traffic cameras
    and other mechanical devices are commonly used to quantify usage of roadways and to identify traffic
    patterns that may be problematic. Video cameras and time-lapse photography are used in busy warehouses
    to improve the flow of product and safety for employees who are working around dangerous equipment.
    Nielsen Media Research uses mechanical observation to collect data on which television shows are being
    watched in households, on which television sets, who is watching them, and for how long. Arbitron performs
    similar observation research on radio audiences. Scanner-based observation is another mechanical means of
    capturing consumer purchase behavior data through scanned UPC codes. This is an easy way to collect large
    amounts of data that can be used to analyze the relationship between consumer behavior and variables like
    promotion and pricing (Cooper & Schindler, 2014).

    Satellite Imagery

    Observation from space is a unique example of observation research. Satellites are routinely used to observe
    activity at ports, shipping terminals, oil refineries, retail establishments, and farms. This data enables the
    quantification of shipping containers and vessel traffic in ports; supply of energy at oil refineries; consumer
    traffic at retail establishments like Walmart, Lowes, and McDonalds; and crop yields. Satellite data is then
    used to make inferences about economic activity (Eamon, 2010; Goldstein, 2010).

    Eye Tracking

    Eye tracking is a desirable observation method since it captures what subjects actually do rather than what
    they say they do. Eye tracking uses infrared-enabled webcam and wearable technology to quantify research
    participants’ conscious and unconscious eye movements to determine what they pay attention to (behavior)
    and for how long (timing). Eye tracking is useful for capturing participant data and the attention paid to online

    RCH 5301, Research Design and Methods 5

    UNIT x STUDY GUIDE
    Title

    stimuli. It is especially beneficial in online environments since eye-tracking data can be linked directly to
    behavior.

    Heat Mapping

    The purpose of heat mapping, like eye tracking, is to quantify human behavior using special technology. The
    technology is used to measure variables like cursor movements, scrolling activity, clicks and click-through
    rates, page views, and time per page for all website visitors. Activity is color coded, so high activity appears
    visually in gradients of red, and low activity appears as gradients of green. Heat mapping technology can also
    be used to create heat maps for consumer behavior and physical movements in retail establishments.
    Regardless of whether heat mapping is used for creating a visualization of behavior in digital or non-digital
    environments, the data can be used to make strategic decisions to improve the effectiveness of lower activity
    areas (Perez, 2020).

    Retail heat mapping (Soltani, 2015)

    Neuromarketing

    Neurofocus is a company that uses technology called quantified electroencephalography (QEEG) to measure
    a subject’s brain activity in different parts of their brain. The data is captured through discreet electrodes
    attached to the subject’s head and displayed in a format like a heat map. QEEG is like magnetic resonance
    imaging (MRI) technology, but it is mobile and allows the capture of data in dynamic environments. For
    example, electrodes can be attached to consumers to observe the alpha-wave brain activity as they engage
    in surfing the web. As their alpha-wave activity is triggered by interest in different websites, the researcher will
    observe their brain images that light in hotter gradients of red. As subject interest wanes, researchers will
    observe areas of the brain’s lighting in cooler gradients of green.

    Education

    Observation research is routinely used in many domains of interest, including education. For example,
    structured observation could be used in the classroom to quantify the number of questions asked by students
    during class time to determine if a relationship exists with grade point average.

    RCH 5301, Research Design and Methods 6

    UNIT x STUDY GUIDE
    Title

    Time and Motion

    Time and motion studies provide a great application for structured observation research. Quantifying the
    number of movements and time required to make those movements can be helpful in reducing waste,
    increasing efficiency, and raising safety awareness (Drew, 2022).

    Safety, Health Care, and Medicine

    Structured observation research in safety, health care, and medicine has been used to quantify the types,
    frequency, and severity of negative events across various departments, including operations, pharmacy,
    emergency, operating rooms, anesthesia, obstetrics, and intensive care. For example, the type, frequency,
    and severity of incorrect drug administration is easily quantifiable through observation research. In addition to
    improving operational efficiency, the most beneficial aspect of observation research in a safety or health care
    setting is the reduction of workplace accidents and illnesses and the detrimental effects of adverse care,
    including death (Carthey, 2003).

    Content Analysis

    Content analysis is like structured observation in that it is a quantitative process where the researcher
    systematically and visually examines and quantifies existing words, titles, subjects, actors, and images within
    published or unpublished print or digital media, including news articles, letters, emails, advertisements,
    television shows, and websites. The content analysis may measure either the inclusion or exclusion of the
    variable or variables under study. This should not be confused with the qualitative content analysis, which is
    subjective. In the qualitative content analysis, the researcher interprets and constructs meaning from the print
    or digital media. In quantitative content analysis, the researcher objectively quantifies what is found in the
    media and does not interject their values or interpret meaning. Content analysis would be an incredibly time-
    consuming and tedious exercise if it were done manually. Fortunately, there are technology solutions to
    facilitate this process so researchers can spend most of their time on data analysis rather than data collection
    (Zikmund et al., 2013).

    Secondary Data Analysis

    Secondary data analysis (i.e., archival research) is a quantitative approach to research using data that has
    already been collected for other purposes, by other people and researchers, such as academic study data,
    commercial and trade data, organizational data, and government data (Zikmund et al., 2013). For example,
    the scanner data mentioned above in the discussion on mechanical observation is normally collected by
    individual grocery store chains to monitor their own customers. However, the National Grocers Association
    could aggregate scanner data from their association members to share with the entire association, even those
    without access to their own scanner data. This would be a useful means of secondary data analysis.

    In Closing

    Many of the practical examples of structured observation make use of cutting-edge technology, and there is
    no stopping it. Technology is pervasive in society and is often used to surreptitiously capture consumer
    information through so-called surveillance products. See the examples below.

    • Smartwatches capture health, exercise, and sleep data.
    • Geolocation technology and GPS navigation apps track people’s activities and vehicle movements.
    • Smartphones, tablets, and laptops listen to their users.
    • Amazon’s Alexa and Apple's Siri capture user activity and listen to conversations.
    • Smart refrigerators, washing machines, and other appliances have listening capabilities.
    • Millions of users on social networking sites have no appreciation for privacy and gladly share their

    most intimate details.
    • Radio-frequency identification (RFID) chips used in toll passes, passports, payment mechanisms, and

    reward fobs track owners’ movements.

    Many consumers naively believe that marketers respect their privacy. Perhaps the most successful marketing
    organization in history, Amazon, has been caught collecting user conversations through Alexa without
    their knowledge. Since being caught with their hand in the cookie jar, Amazon now allows users to opt

    RCH 5301, Research Design and Methods 7

    UNIT x STUDY GUIDE
    Title

    out of this functionality, but many users are still unaware of this option or are simply unconcerned.
    Similarly, users of Gmail and Google Calendar open personal, business, and contact information that
    is available to Google to peruse at will, without requiring permission, and with no explanation required.
    Many other users are willing to trade privacy and confidentiality for convenience or productivity. Still, others
    are willing to swap their privacy for “free” services from companies like Google or Bing (Kelly, 2022).

    Experts in the field warn the public that the danger from these means of observation has never been more
    serious. The information that consumers share willingly and unwillingly with marketers can be accessed and
    abused by governments, hackers, and others (Kelly, 2022). For consumers, privacy and confidentiality should
    be a top concern, especially given the potential for search histories, location data, text messages, emails, and
    other digital information to be accessed, analyzed, and sold to third-party marketers and government
    agencies. Some would say that George Orwell’s vision in 1984 is alive and well in today’s society, and it is
    being facilitated through observation research technology. Researchers should enjoy the efficiency and
    quality of data provided through observation research technology, but they should always be mindful to do no
    harm.

    References

    Carthey, J. (2003). The role of structured observational research in health care. BMJ Publishing Group Ltd. &

    The Health Foundation. https://qualitysafety.bmj.com/content/12/suppl_2/ii13

    Cooper, D. R., & Schindler, P. S. (2014). Business research methods (12th ed.). McGraw-Hill.

    Creswell, J. W., & Creswell, J. D. (2022). Research design: Qualitative, quantitative, and mixed methods

    approaches (6th ed.). SAGE. https://online.vitalsource.com/#/books/9781071817964

    Drew, C. (2022, October 23). 10 observational research examples. The Helpful Professor.

    https://helpfulprofessor.com/observational-research-examples/

    Eamon, J. (2010, August 17). Spying for profits: The satellite image indicator. CNBC.

    https://www.cnbc.com/2010/08/17/Spying-For-Profits:-The-Satellite-Image-Indicator.html?slide=1

    Ellis, P. (2024). Research methods: Quantitative observation. Wounds UK, 20(2), 73-74.

    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=cul&AN=178268293&site=ehost-live&scope=site

    Goldstein, J. (2010, August 19). With satellite images, Wall Street analysts spy on Wal-Mart. NPR.

    https://www.npr.org/sections/money/2010/08/19/129298095/with-satellite-images-wall-street-analysts-
    spy-on-wal-mart

    Kelly, S. M. (2022, October 2). Amazon is always watching. CNN.

    https://www.cnn.com/2022/10/02/tech/amazon-product-event/index.html

    Perera, A. (2021, May 28). What is the Hawthorne effect? Simply Psychology.

    https://www.simplypsychology.org/hawthorne-effect.html

    Perez, J. (2020, May 20). What’s so hot about heat mapping? Pinckney.

    https://pinckneymarketing.com/whats-so-hot-about-heat-mapping/

    Price, P. C., Jhangiani, R., Chiang, I. A., Leighton, D. C., & Cuttler, C. (2017). 6.5 Observational research. In

    Research methods in psychology. Pressbooks.
    https://opentext.wsu.edu/carriecuttler/chapter/observational-research/

    Soltani, A. (2016, April 30). Privacy trade-offs in retail tracking [Image]. Federal Trade Commission.

    https://www.ftc.gov/policy/advocacy-research/tech-at-ftc/2015/04/privacy-trade-offs-retail-tracking

    Zikmund, W. G., Babin, B. J., Carr, J. C., & Griffin, M. (2013). Business research methods (9th ed.). Cengage

    Learning.

    **UnitVStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitvstudyguide-pdf-10362595)

    **UnitIIStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitiistudyguide-pdf-10362597)

    **UnitVIStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitvistudyguide-pdf-10362591)

    **UnitIIIStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitiiistudyguide-pdf-10362593)

    **UnitIStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitistudyguide-pdf-10362601)

    **UnitIStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitistudyguide-pdf-10362601)

    **## ResearchDesignandMethodsRCH5301UnitVIPowerPointPresentation.docx**

    2

    Research Design and Methods RCH 5301

    **Unit VI PowerPoint Presentation**

    This PowerPoint Presentation measures your mastery of ULOs 1.1, 2.1, 2.3, 3.1, 4.1, and 4.3.

    Imagine you, the student, are the professor for this course. Drawing from the information presented in Units I-VI, create an 8-slide PowerPoint presentation with speaker notes communicating the most important aspects of research methods. Be sure to cover the following points:

    · Schematize philosophical assumptions, research worldviews, research methodologies, research traditions, and research designs.

    · Diagram differences between a quantitative methodological research strategy and qualitative research strategy.

    · Differentiate descriptive, explanatory, and exploratory research designs based on their unique characteristics.

    · Compare and contrast descriptive statistics and inferential statistics. Explain the relationship of population, sampling frame, sampling design, and generalization.

    · Illustrate the use of hypothesis testing in determining statistical significance.

    Each slide must have speaker notes that further explains the information on the slide. Your presentation must be at least eight slides in length, not including cover slide and references, and you must use at least two academic resources, one of which must come from the CSU Online Library. Any resources used must be cited and referenced in APA format.

    **## UnitIVStudyGuide.pdf**

    RCH 5301, Research Design and Methods 1

    Course Learning Outcomes for Unit IV

    At the end of this unit, you should be able to:

    2. Discriminate among the characteristics of qualitative and quantitative research methods.
    2.1 Deduce differences between a quantitative methodological research strategy and

    qualitative research strategy.
    2.2 Identify a primary research article in an academic journal where the researcher or

    researchers used a survey instrument and inferential statistics.

    3. Evaluate research designs.
    3.1 Differentiate between descriptive, explanatory, and exploratory research designs based on

    their unique characteristics.
    3.2 Analyze an academic study’s research design, analytical approach, data analysis

    procedures, data collection method, and sampling design.

    Required Unit Resources

    Chapter 3: The Use of Theory (ULOs 3.1 and 3.2)
    Read the following sections from this chapter:

    Quantitative Theory Use

    Chapter 4: Writing Strategies and Ethical Considerations (ULOs 3.1 and 3.2)

    Article: Research Methods: Quantitative Observation (ULOs 3.1 and 3.2)
    This article discusses using observation for quantitative data collection. (2 pages).

    Unit Lesson

    Lesson: Don’t Look Now, but You’re Being Observed (ULOs 3.1 and 3.2)

    Introduction

    Most of the focus of data collection in this course has been on the survey or self-completion questionnaire.
    While the survey is the most often used quantitative data collection method in research, there are other non-
    experimental methods for collecting data, such as structured observation, content analysis, and utilizing
    secondary data.

    Structured Observation

    As the name implies, structured observation is a process where the researcher systematically and visually
    examines and quantifies phenomena as they occur. While observation research is often associated with the
    qualitative research methodology, structured observation is decidedly quantitative. Characteristics of
    observation research that make it a positivist’s tool are that the variables to be studied are predetermined
    through the structure, and the variables are quantifiable. These are two conditions that are foreign to
    qualitative research.

    Variables under structured observation are varied. Virtually anything that can be counted can be studied
    through structured observation, including objects, time, events, words, clicks, people, and behavior. Even
    nonverbal communication can be observed and quantified, including facial expressions, body language, eye

    UNIT IV STUDY GUIDE
    Quantitative Research Using Naturally
    Occurring Data, Secondary Data, and
    Official Statistics

    RCH 5301, Research Design and Methods 2

    UNIT x STUDY GUIDE
    Title

    movements, personal space, gestures, and manners. For example, assume medical patients are under
    observation in a health care facility, and the predetermined variables to measure are facial expressions, body
    language, eye movements, personal space, manners, time, objects, demographics, and actions. The
    researcher might devise an observation schedule that includes the variables below.

    Was the purpose of the patient’s visit to:

    • seek treatment for a new medical concern (event)?
    • seek treatment for an existing medical condition (event)?

    When approached by the medical provider, did the patient:

    • smile, frown, or remain unchanged (facial expression)?
    • stand still, back away, or lean into the medical provider (personal space)?
    • shake the provider’s hand (manners)?
    • fold their arms or keep them dangling in a relaxed manner (body language)?
    • make steady eye contact or avoid looking at the provider directly (eye movement)?
    • mention the current condition that is being treated (words)?

    How much time did the patient:

    • speak with the provider (timing)?
    • engage in conversation with other patients (timing)?
    • spend in common areas (timing)?
    • isolate in their room (timing)?
    • handle common area activities, such as books (timing)?

    Which items did the patient handle while in the common area?

    • Educational literature (object)?
    • Magazines (object)?
    • Books (object)?
    • Board games (object)?

    What was the patient’s:

    • gender (demographics)?
    • age (demographics)?

    RCH 5301, Research Design and Methods 3

    UNIT x STUDY GUIDE
    Title

    Structured observation can take place in a controlled environment (i.e., contrived observation), such as a
    laboratory, but observation most often occurs in the participants’ natural environment, such as a field location
    or facility, which was used in the example above. Research outside of a lab has the potential for a more
    realistic and unbiased accounting of behavior since participants are unlikely to modify their actions to meet
    researcher expectations. In either case, the structured observation takes place without researcher
    intervention, although the research can be conducted overtly (i.e., undisguised observation) or covertly (i.e.,
    disguised observation). If conducted overtly, the participants are aware they are the subject of research. This
    can create bias since the participants are likely to modify their behavior to conform to how they think the
    researcher expects them to behave. This is known as reactivity. This is also known colloquially as the
    Hawthorne effect. The name originates from a series of 1920s industrial experiments conducted at Western
    Electric’s large Hawthorne plant in Cicero, Illinois. Although there were four different studies, the Illumination
    Experiments (1924–1927) were the most illuminating (pun intended) about the phenomenon called reactivity
    (Perera, 2021; Price et al., 2017).

    In the Illumination Experiments, researchers were seeking to determine if there was a relationship between
    the variables of illumination levels and factory productivity. They hypothesized that the relationship would be
    positive, meaning the variables would move in the same direction. For example, they guessed as illumination
    levels decreased, productivity would decrease, and as illumination levels increased, productivity would

    RCH 5301, Research Design and Methods 4

    UNIT x STUDY GUIDE
    Title

    increase. The researchers were surprised to find, however, that no matter the change in illumination,
    productivity increased. As illumination increased, productivity increased. As illumination decreased,
    productivity increased. It was determined that the workers’ awareness of being studied was severely biasing
    results. Interestingly, reactivity begins to wane over time as participants become desensitized to the presence
    of researchers, and their behaviors begin to normalize. This is precisely what occurred at the Hawthorne
    factory (Perera, 2021).

    To avoid bias from reactivity, observation research can be conducted covertly so that the participants are
    unaware that they are the subjects of research. While this can eliminate the risk of bias, it can potentially
    increase ethical risks. However, researchers generally accept covert observation as ethical if participants’
    anonymity is preserved, and the observation is performed in public where there is no expectation of privacy
    (Cooper & Schindler, 2014).

    Structured observation is very similar to naturalistic observation and participant observation, which are
    qualitative data collection methods. The difference between structured observation, naturalistic observation,
    and participant observation is that structured observation is intended to quantify a relatively small number of
    variables rather than record and interpret all the behaviors that are taking place (Price et al., 2017).

    It should be noted that everything that was discussed in previous units about sampling applies to structured
    observation; however, probability sampling can be challenging since it is often difficult to develop a sampling
    frame in observation studies. It then follows that making valid and reliable inferences about a population of
    interest, or generalizing results, can be difficult to achieve (Price et al., 2017).

    Structured Observation in Practice

    In addition to structured observation that occurs in participants’ natural environments, there are many other
    methods available to researchers to capture observation data. Many of these other methods use cutting-edge
    technology. The following describes examples of structured observation in practice, but this is nowhere near a
    complete list of all observation methods.

    Mechanical Observation

    It is not always possible or practical for researchers to observe the phenomena in real time in the participant’s
    natural environment. In these instances, mechanical observation is an effective alternative. Traffic cameras
    and other mechanical devices are commonly used to quantify usage of roadways and to identify traffic
    patterns that may be problematic. Video cameras and time-lapse photography are used in busy warehouses
    to improve the flow of product and safety for employees who are working around dangerous equipment.
    Nielsen Media Research uses mechanical observation to collect data on which television shows are being
    watched in households, on which television sets, who is watching them, and for how long. Arbitron performs
    similar observation research on radio audiences. Scanner-based observation is another mechanical means of
    capturing consumer purchase behavior data through scanned UPC codes. This is an easy way to collect large
    amounts of data that can be used to analyze the relationship between consumer behavior and variables like
    promotion and pricing (Cooper & Schindler, 2014).

    Satellite Imagery

    Observation from space is a unique example of observation research. Satellites are routinely used to observe
    activity at ports, shipping terminals, oil refineries, retail establishments, and farms. This data enables the
    quantification of shipping containers and vessel traffic in ports; supply of energy at oil refineries; consumer
    traffic at retail establishments like Walmart, Lowes, and McDonalds; and crop yields. Satellite data is then
    used to make inferences about economic activity (Eamon, 2010; Goldstein, 2010).

    Eye Tracking

    Eye tracking is a desirable observation method since it captures what subjects actually do rather than what
    they say they do. Eye tracking uses infrared-enabled webcam and wearable technology to quantify research
    participants’ conscious and unconscious eye movements to determine what they pay attention to (behavior)
    and for how long (timing). Eye tracking is useful for capturing participant data and the attention paid to online

    RCH 5301, Research Design and Methods 5

    UNIT x STUDY GUIDE
    Title

    stimuli. It is especially beneficial in online environments since eye-tracking data can be linked directly to
    behavior.

    Heat Mapping

    The purpose of heat mapping, like eye tracking, is to quantify human behavior using special technology. The
    technology is used to measure variables like cursor movements, scrolling activity, clicks and click-through
    rates, page views, and time per page for all website visitors. Activity is color coded, so high activity appears
    visually in gradients of red, and low activity appears as gradients of green. Heat mapping technology can also
    be used to create heat maps for consumer behavior and physical movements in retail establishments.
    Regardless of whether heat mapping is used for creating a visualization of behavior in digital or non-digital
    environments, the data can be used to make strategic decisions to improve the effectiveness of lower activity
    areas (Perez, 2020).

    Retail heat mapping (Soltani, 2015)

    Neuromarketing

    Neurofocus is a company that uses technology called quantified electroencephalography (QEEG) to measure
    a subject’s brain activity in different parts of their brain. The data is captured through discreet electrodes
    attached to the subject’s head and displayed in a format like a heat map. QEEG is like magnetic resonance
    imaging (MRI) technology, but it is mobile and allows the capture of data in dynamic environments. For
    example, electrodes can be attached to consumers to observe the alpha-wave brain activity as they engage
    in surfing the web. As their alpha-wave activity is triggered by interest in different websites, the researcher will
    observe their brain images that light in hotter gradients of red. As subject interest wanes, researchers will
    observe areas of the brain’s lighting in cooler gradients of green.

    Education

    Observation research is routinely used in many domains of interest, including education. For example,
    structured observation could be used in the classroom to quantify the number of questions asked by students
    during class time to determine if a relationship exists with grade point average.

    RCH 5301, Research Design and Methods 6

    UNIT x STUDY GUIDE
    Title

    Time and Motion

    Time and motion studies provide a great application for structured observation research. Quantifying the
    number of movements and time required to make those movements can be helpful in reducing waste,
    increasing efficiency, and raising safety awareness (Drew, 2022).

    Safety, Health Care, and Medicine

    Structured observation research in safety, health care, and medicine has been used to quantify the types,
    frequency, and severity of negative events across various departments, including operations, pharmacy,
    emergency, operating rooms, anesthesia, obstetrics, and intensive care. For example, the type, frequency,
    and severity of incorrect drug administration is easily quantifiable through observation research. In addition to
    improving operational efficiency, the most beneficial aspect of observation research in a safety or health care
    setting is the reduction of workplace accidents and illnesses and the detrimental effects of adverse care,
    including death (Carthey, 2003).

    Content Analysis

    Content analysis is like structured observation in that it is a quantitative process where the researcher
    systematically and visually examines and quantifies existing words, titles, subjects, actors, and images within
    published or unpublished print or digital media, including news articles, letters, emails, advertisements,
    television shows, and websites. The content analysis may measure either the inclusion or exclusion of the
    variable or variables under study. This should not be confused with the qualitative content analysis, which is
    subjective. In the qualitative content analysis, the researcher interprets and constructs meaning from the print
    or digital media. In quantitative content analysis, the researcher objectively quantifies what is found in the
    media and does not interject their values or interpret meaning. Content analysis would be an incredibly time-
    consuming and tedious exercise if it were done manually. Fortunately, there are technology solutions to
    facilitate this process so researchers can spend most of their time on data analysis rather than data collection
    (Zikmund et al., 2013).

    Secondary Data Analysis

    Secondary data analysis (i.e., archival research) is a quantitative approach to research using data that has
    already been collected for other purposes, by other people and researchers, such as academic study data,
    commercial and trade data, organizational data, and government data (Zikmund et al., 2013). For example,
    the scanner data mentioned above in the discussion on mechanical observation is normally collected by
    individual grocery store chains to monitor their own customers. However, the National Grocers Association
    could aggregate scanner data from their association members to share with the entire association, even those
    without access to their own scanner data. This would be a useful means of secondary data analysis.

    In Closing

    Many of the practical examples of structured observation make use of cutting-edge technology, and there is
    no stopping it. Technology is pervasive in society and is often used to surreptitiously capture consumer
    information through so-called surveillance products. See the examples below.

    • Smartwatches capture health, exercise, and sleep data.
    • Geolocation technology and GPS navigation apps track people’s activities and vehicle movements.
    • Smartphones, tablets, and laptops listen to their users.
    • Amazon’s Alexa and Apple's Siri capture user activity and listen to conversations.
    • Smart refrigerators, washing machines, and other appliances have listening capabilities.
    • Millions of users on social networking sites have no appreciation for privacy and gladly share their

    most intimate details.
    • Radio-frequency identification (RFID) chips used in toll passes, passports, payment mechanisms, and

    reward fobs track owners’ movements.

    Many consumers naively believe that marketers respect their privacy. Perhaps the most successful marketing
    organization in history, Amazon, has been caught collecting user conversations through Alexa without
    their knowledge. Since being caught with their hand in the cookie jar, Amazon now allows users to opt

    RCH 5301, Research Design and Methods 7

    UNIT x STUDY GUIDE
    Title

    out of this functionality, but many users are still unaware of this option or are simply unconcerned.
    Similarly, users of Gmail and Google Calendar open personal, business, and contact information that
    is available to Google to peruse at will, without requiring permission, and with no explanation required.
    Many other users are willing to trade privacy and confidentiality for convenience or productivity. Still, others
    are willing to swap their privacy for “free” services from companies like Google or Bing (Kelly, 2022).

    Experts in the field warn the public that the danger from these means of observation has never been more
    serious. The information that consumers share willingly and unwillingly with marketers can be accessed and
    abused by governments, hackers, and others (Kelly, 2022). For consumers, privacy and confidentiality should
    be a top concern, especially given the potential for search histories, location data, text messages, emails, and
    other digital information to be accessed, analyzed, and sold to third-party marketers and government
    agencies. Some would say that George Orwell’s vision in 1984 is alive and well in today’s society, and it is
    being facilitated through observation research technology. Researchers should enjoy the efficiency and
    quality of data provided through observation research technology, but they should always be mindful to do no
    harm.

    References

    Carthey, J. (2003). The role of structured observational research in health care. BMJ Publishing Group Ltd. &

    The Health Foundation. https://qualitysafety.bmj.com/content/12/suppl_2/ii13

    Cooper, D. R., & Schindler, P. S. (2014). Business research methods (12th ed.). McGraw-Hill.

    Creswell, J. W., & Creswell, J. D. (2022). Research design: Qualitative, quantitative, and mixed methods

    approaches (6th ed.). SAGE. https://online.vitalsource.com/#/books/9781071817964

    Drew, C. (2022, October 23). 10 observational research examples. The Helpful Professor.

    https://helpfulprofessor.com/observational-research-examples/

    Eamon, J. (2010, August 17). Spying for profits: The satellite image indicator. CNBC.

    https://www.cnbc.com/2010/08/17/Spying-For-Profits:-The-Satellite-Image-Indicator.html?slide=1

    Ellis, P. (2024). Research methods: Quantitative observation. Wounds UK, 20(2), 73-74.

    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=cul&AN=178268293&site=ehost-live&scope=site

    Goldstein, J. (2010, August 19). With satellite images, Wall Street analysts spy on Wal-Mart. NPR.

    https://www.npr.org/sections/money/2010/08/19/129298095/with-satellite-images-wall-street-analysts-
    spy-on-wal-mart

    Kelly, S. M. (2022, October 2). Amazon is always watching. CNN.

    https://www.cnn.com/2022/10/02/tech/amazon-product-event/index.html

    Perera, A. (2021, May 28). What is the Hawthorne effect? Simply Psychology.

    https://www.simplypsychology.org/hawthorne-effect.html

    Perez, J. (2020, May 20). What’s so hot about heat mapping? Pinckney.

    https://pinckneymarketing.com/whats-so-hot-about-heat-mapping/

    Price, P. C., Jhangiani, R., Chiang, I. A., Leighton, D. C., & Cuttler, C. (2017). 6.5 Observational research. In

    Research methods in psychology. Pressbooks.
    https://opentext.wsu.edu/carriecuttler/chapter/observational-research/

    Soltani, A. (2016, April 30). Privacy trade-offs in retail tracking [Image]. Federal Trade Commission.

    https://www.ftc.gov/policy/advocacy-research/tech-at-ftc/2015/04/privacy-trade-offs-retail-tracking

    Zikmund, W. G., Babin, B. J., Carr, J. C., & Griffin, M. (2013). Business research methods (9th ed.). Cengage

    Learning.

    **UnitVStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitvstudyguide-pdf-10362595)

    **UnitIIStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitiistudyguide-pdf-10362597)

    **UnitVIStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitvistudyguide-pdf-10362591)

    **UnitIIIStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitiiistudyguide-pdf-10362593)

    **UnitIStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitistudyguide-pdf-10362601)

    **## ResearchDesignandMethodsRCH5301UnitVIPowerPointPresentation.docx**

    2

    Research Design and Methods RCH 5301

    **Unit VI PowerPoint Presentation**

    This PowerPoint Presentation measures your mastery of ULOs 1.1, 2.1, 2.3, 3.1, 4.1, and 4.3.

    Imagine you, the student, are the professor for this course. Drawing from the information presented in Units I-VI, create an 8-slide PowerPoint presentation with speaker notes communicating the most important aspects of research methods. Be sure to cover the following points:

    · Schematize philosophical assumptions, research worldviews, research methodologies, research traditions, and research designs.

    · Diagram differences between a quantitative methodological research strategy and qualitative research strategy.

    · Differentiate descriptive, explanatory, and exploratory research designs based on their unique characteristics.

    · Compare and contrast descriptive statistics and inferential statistics. Explain the relationship of population, sampling frame, sampling design, and generalization.

    · Illustrate the use of hypothesis testing in determining statistical significance.

    Each slide must have speaker notes that further explains the information on the slide. Your presentation must be at least eight slides in length, not including cover slide and references, and you must use at least two academic resources, one of which must come from the CSU Online Library. Any resources used must be cited and referenced in APA format.

    **## UnitIVStudyGuide.pdf**

    RCH 5301, Research Design and Methods 1

    Course Learning Outcomes for Unit IV

    At the end of this unit, you should be able to:

    2. Discriminate among the characteristics of qualitative and quantitative research methods.
    2.1 Deduce differences between a quantitative methodological research strategy and

    qualitative research strategy.
    2.2 Identify a primary research article in an academic journal where the researcher or

    researchers used a survey instrument and inferential statistics.

    3. Evaluate research designs.
    3.1 Differentiate between descriptive, explanatory, and exploratory research designs based on

    their unique characteristics.
    3.2 Analyze an academic study’s research design, analytical approach, data analysis

    procedures, data collection method, and sampling design.

    Required Unit Resources

    Chapter 3: The Use of Theory (ULOs 3.1 and 3.2)
    Read the following sections from this chapter:

    Quantitative Theory Use

    Chapter 4: Writing Strategies and Ethical Considerations (ULOs 3.1 and 3.2)

    Article: Research Methods: Quantitative Observation (ULOs 3.1 and 3.2)
    This article discusses using observation for quantitative data collection. (2 pages).

    Unit Lesson

    Lesson: Don’t Look Now, but You’re Being Observed (ULOs 3.1 and 3.2)

    Introduction

    Most of the focus of data collection in this course has been on the survey or self-completion questionnaire.
    While the survey is the most often used quantitative data collection method in research, there are other non-
    experimental methods for collecting data, such as structured observation, content analysis, and utilizing
    secondary data.

    Structured Observation

    As the name implies, structured observation is a process where the researcher systematically and visually
    examines and quantifies phenomena as they occur. While observation research is often associated with the
    qualitative research methodology, structured observation is decidedly quantitative. Characteristics of
    observation research that make it a positivist’s tool are that the variables to be studied are predetermined
    through the structure, and the variables are quantifiable. These are two conditions that are foreign to
    qualitative research.

    Variables under structured observation are varied. Virtually anything that can be counted can be studied
    through structured observation, including objects, time, events, words, clicks, people, and behavior. Even
    nonverbal communication can be observed and quantified, including facial expressions, body language, eye

    UNIT IV STUDY GUIDE
    Quantitative Research Using Naturally
    Occurring Data, Secondary Data, and
    Official Statistics

    RCH 5301, Research Design and Methods 2

    UNIT x STUDY GUIDE
    Title

    movements, personal space, gestures, and manners. For example, assume medical patients are under
    observation in a health care facility, and the predetermined variables to measure are facial expressions, body
    language, eye movements, personal space, manners, time, objects, demographics, and actions. The
    researcher might devise an observation schedule that includes the variables below.

    Was the purpose of the patient’s visit to:

    • seek treatment for a new medical concern (event)?
    • seek treatment for an existing medical condition (event)?

    When approached by the medical provider, did the patient:

    • smile, frown, or remain unchanged (facial expression)?
    • stand still, back away, or lean into the medical provider (personal space)?
    • shake the provider’s hand (manners)?
    • fold their arms or keep them dangling in a relaxed manner (body language)?
    • make steady eye contact or avoid looking at the provider directly (eye movement)?
    • mention the current condition that is being treated (words)?

    How much time did the patient:

    • speak with the provider (timing)?
    • engage in conversation with other patients (timing)?
    • spend in common areas (timing)?
    • isolate in their room (timing)?
    • handle common area activities, such as books (timing)?

    Which items did the patient handle while in the common area?

    • Educational literature (object)?
    • Magazines (object)?
    • Books (object)?
    • Board games (object)?

    What was the patient’s:

    • gender (demographics)?
    • age (demographics)?

    RCH 5301, Research Design and Methods 3

    UNIT x STUDY GUIDE
    Title

    Structured observation can take place in a controlled environment (i.e., contrived observation), such as a
    laboratory, but observation most often occurs in the participants’ natural environment, such as a field location
    or facility, which was used in the example above. Research outside of a lab has the potential for a more
    realistic and unbiased accounting of behavior since participants are unlikely to modify their actions to meet
    researcher expectations. In either case, the structured observation takes place without researcher
    intervention, although the research can be conducted overtly (i.e., undisguised observation) or covertly (i.e.,
    disguised observation). If conducted overtly, the participants are aware they are the subject of research. This
    can create bias since the participants are likely to modify their behavior to conform to how they think the
    researcher expects them to behave. This is known as reactivity. This is also known colloquially as the
    Hawthorne effect. The name originates from a series of 1920s industrial experiments conducted at Western
    Electric’s large Hawthorne plant in Cicero, Illinois. Although there were four different studies, the Illumination
    Experiments (1924–1927) were the most illuminating (pun intended) about the phenomenon called reactivity
    (Perera, 2021; Price et al., 2017).

    In the Illumination Experiments, researchers were seeking to determine if there was a relationship between
    the variables of illumination levels and factory productivity. They hypothesized that the relationship would be
    positive, meaning the variables would move in the same direction. For example, they guessed as illumination
    levels decreased, productivity would decrease, and as illumination levels increased, productivity would

    RCH 5301, Research Design and Methods 4

    UNIT x STUDY GUIDE
    Title

    increase. The researchers were surprised to find, however, that no matter the change in illumination,
    productivity increased. As illumination increased, productivity increased. As illumination decreased,
    productivity increased. It was determined that the workers’ awareness of being studied was severely biasing
    results. Interestingly, reactivity begins to wane over time as participants become desensitized to the presence
    of researchers, and their behaviors begin to normalize. This is precisely what occurred at the Hawthorne
    factory (Perera, 2021).

    To avoid bias from reactivity, observation research can be conducted covertly so that the participants are
    unaware that they are the subjects of research. While this can eliminate the risk of bias, it can potentially
    increase ethical risks. However, researchers generally accept covert observation as ethical if participants’
    anonymity is preserved, and the observation is performed in public where there is no expectation of privacy
    (Cooper & Schindler, 2014).

    Structured observation is very similar to naturalistic observation and participant observation, which are
    qualitative data collection methods. The difference between structured observation, naturalistic observation,
    and participant observation is that structured observation is intended to quantify a relatively small number of
    variables rather than record and interpret all the behaviors that are taking place (Price et al., 2017).

    It should be noted that everything that was discussed in previous units about sampling applies to structured
    observation; however, probability sampling can be challenging since it is often difficult to develop a sampling
    frame in observation studies. It then follows that making valid and reliable inferences about a population of
    interest, or generalizing results, can be difficult to achieve (Price et al., 2017).

    Structured Observation in Practice

    In addition to structured observation that occurs in participants’ natural environments, there are many other
    methods available to researchers to capture observation data. Many of these other methods use cutting-edge
    technology. The following describes examples of structured observation in practice, but this is nowhere near a
    complete list of all observation methods.

    Mechanical Observation

    It is not always possible or practical for researchers to observe the phenomena in real time in the participant’s
    natural environment. In these instances, mechanical observation is an effective alternative. Traffic cameras
    and other mechanical devices are commonly used to quantify usage of roadways and to identify traffic
    patterns that may be problematic. Video cameras and time-lapse photography are used in busy warehouses
    to improve the flow of product and safety for employees who are working around dangerous equipment.
    Nielsen Media Research uses mechanical observation to collect data on which television shows are being
    watched in households, on which television sets, who is watching them, and for how long. Arbitron performs
    similar observation research on radio audiences. Scanner-based observation is another mechanical means of
    capturing consumer purchase behavior data through scanned UPC codes. This is an easy way to collect large
    amounts of data that can be used to analyze the relationship between consumer behavior and variables like
    promotion and pricing (Cooper & Schindler, 2014).

    Satellite Imagery

    Observation from space is a unique example of observation research. Satellites are routinely used to observe
    activity at ports, shipping terminals, oil refineries, retail establishments, and farms. This data enables the
    quantification of shipping containers and vessel traffic in ports; supply of energy at oil refineries; consumer
    traffic at retail establishments like Walmart, Lowes, and McDonalds; and crop yields. Satellite data is then
    used to make inferences about economic activity (Eamon, 2010; Goldstein, 2010).

    Eye Tracking

    Eye tracking is a desirable observation method since it captures what subjects actually do rather than what
    they say they do. Eye tracking uses infrared-enabled webcam and wearable technology to quantify research
    participants’ conscious and unconscious eye movements to determine what they pay attention to (behavior)
    and for how long (timing). Eye tracking is useful for capturing participant data and the attention paid to online

    RCH 5301, Research Design and Methods 5

    UNIT x STUDY GUIDE
    Title

    stimuli. It is especially beneficial in online environments since eye-tracking data can be linked directly to
    behavior.

    Heat Mapping

    The purpose of heat mapping, like eye tracking, is to quantify human behavior using special technology. The
    technology is used to measure variables like cursor movements, scrolling activity, clicks and click-through
    rates, page views, and time per page for all website visitors. Activity is color coded, so high activity appears
    visually in gradients of red, and low activity appears as gradients of green. Heat mapping technology can also
    be used to create heat maps for consumer behavior and physical movements in retail establishments.
    Regardless of whether heat mapping is used for creating a visualization of behavior in digital or non-digital
    environments, the data can be used to make strategic decisions to improve the effectiveness of lower activity
    areas (Perez, 2020).

    Retail heat mapping (Soltani, 2015)

    Neuromarketing

    Neurofocus is a company that uses technology called quantified electroencephalography (QEEG) to measure
    a subject’s brain activity in different parts of their brain. The data is captured through discreet electrodes
    attached to the subject’s head and displayed in a format like a heat map. QEEG is like magnetic resonance
    imaging (MRI) technology, but it is mobile and allows the capture of data in dynamic environments. For
    example, electrodes can be attached to consumers to observe the alpha-wave brain activity as they engage
    in surfing the web. As their alpha-wave activity is triggered by interest in different websites, the researcher will
    observe their brain images that light in hotter gradients of red. As subject interest wanes, researchers will
    observe areas of the brain’s lighting in cooler gradients of green.

    Education

    Observation research is routinely used in many domains of interest, including education. For example,
    structured observation could be used in the classroom to quantify the number of questions asked by students
    during class time to determine if a relationship exists with grade point average.

    RCH 5301, Research Design and Methods 6

    UNIT x STUDY GUIDE
    Title

    Time and Motion

    Time and motion studies provide a great application for structured observation research. Quantifying the
    number of movements and time required to make those movements can be helpful in reducing waste,
    increasing efficiency, and raising safety awareness (Drew, 2022).

    Safety, Health Care, and Medicine

    Structured observation research in safety, health care, and medicine has been used to quantify the types,
    frequency, and severity of negative events across various departments, including operations, pharmacy,
    emergency, operating rooms, anesthesia, obstetrics, and intensive care. For example, the type, frequency,
    and severity of incorrect drug administration is easily quantifiable through observation research. In addition to
    improving operational efficiency, the most beneficial aspect of observation research in a safety or health care
    setting is the reduction of workplace accidents and illnesses and the detrimental effects of adverse care,
    including death (Carthey, 2003).

    Content Analysis

    Content analysis is like structured observation in that it is a quantitative process where the researcher
    systematically and visually examines and quantifies existing words, titles, subjects, actors, and images within
    published or unpublished print or digital media, including news articles, letters, emails, advertisements,
    television shows, and websites. The content analysis may measure either the inclusion or exclusion of the
    variable or variables under study. This should not be confused with the qualitative content analysis, which is
    subjective. In the qualitative content analysis, the researcher interprets and constructs meaning from the print
    or digital media. In quantitative content analysis, the researcher objectively quantifies what is found in the
    media and does not interject their values or interpret meaning. Content analysis would be an incredibly time-
    consuming and tedious exercise if it were done manually. Fortunately, there are technology solutions to
    facilitate this process so researchers can spend most of their time on data analysis rather than data collection
    (Zikmund et al., 2013).

    Secondary Data Analysis

    Secondary data analysis (i.e., archival research) is a quantitative approach to research using data that has
    already been collected for other purposes, by other people and researchers, such as academic study data,
    commercial and trade data, organizational data, and government data (Zikmund et al., 2013). For example,
    the scanner data mentioned above in the discussion on mechanical observation is normally collected by
    individual grocery store chains to monitor their own customers. However, the National Grocers Association
    could aggregate scanner data from their association members to share with the entire association, even those
    without access to their own scanner data. This would be a useful means of secondary data analysis.

    In Closing

    Many of the practical examples of structured observation make use of cutting-edge technology, and there is
    no stopping it. Technology is pervasive in society and is often used to surreptitiously capture consumer
    information through so-called surveillance products. See the examples below.

    • Smartwatches capture health, exercise, and sleep data.
    • Geolocation technology and GPS navigation apps track people’s activities and vehicle movements.
    • Smartphones, tablets, and laptops listen to their users.
    • Amazon’s Alexa and Apple's Siri capture user activity and listen to conversations.
    • Smart refrigerators, washing machines, and other appliances have listening capabilities.
    • Millions of users on social networking sites have no appreciation for privacy and gladly share their

    most intimate details.
    • Radio-frequency identification (RFID) chips used in toll passes, passports, payment mechanisms, and

    reward fobs track owners’ movements.

    Many consumers naively believe that marketers respect their privacy. Perhaps the most successful marketing
    organization in history, Amazon, has been caught collecting user conversations through Alexa without
    their knowledge. Since being caught with their hand in the cookie jar, Amazon now allows users to opt

    RCH 5301, Research Design and Methods 7

    UNIT x STUDY GUIDE
    Title

    out of this functionality, but many users are still unaware of this option or are simply unconcerned.
    Similarly, users of Gmail and Google Calendar open personal, business, and contact information that
    is available to Google to peruse at will, without requiring permission, and with no explanation required.
    Many other users are willing to trade privacy and confidentiality for convenience or productivity. Still, others
    are willing to swap their privacy for “free” services from companies like Google or Bing (Kelly, 2022).

    Experts in the field warn the public that the danger from these means of observation has never been more
    serious. The information that consumers share willingly and unwillingly with marketers can be accessed and
    abused by governments, hackers, and others (Kelly, 2022). For consumers, privacy and confidentiality should
    be a top concern, especially given the potential for search histories, location data, text messages, emails, and
    other digital information to be accessed, analyzed, and sold to third-party marketers and government
    agencies. Some would say that George Orwell’s vision in 1984 is alive and well in today’s society, and it is
    being facilitated through observation research technology. Researchers should enjoy the efficiency and
    quality of data provided through observation research technology, but they should always be mindful to do no
    harm.

    References

    Carthey, J. (2003). The role of structured observational research in health care. BMJ Publishing Group Ltd. &

    The Health Foundation. https://qualitysafety.bmj.com/content/12/suppl_2/ii13

    Cooper, D. R., & Schindler, P. S. (2014). Business research methods (12th ed.). McGraw-Hill.

    Creswell, J. W., & Creswell, J. D. (2022). Research design: Qualitative, quantitative, and mixed methods

    approaches (6th ed.). SAGE. https://online.vitalsource.com/#/books/9781071817964

    Drew, C. (2022, October 23). 10 observational research examples. The Helpful Professor.

    https://helpfulprofessor.com/observational-research-examples/

    Eamon, J. (2010, August 17). Spying for profits: The satellite image indicator. CNBC.

    https://www.cnbc.com/2010/08/17/Spying-For-Profits:-The-Satellite-Image-Indicator.html?slide=1

    Ellis, P. (2024). Research methods: Quantitative observation. Wounds UK, 20(2), 73-74.

    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=cul&AN=178268293&site=ehost-live&scope=site

    Goldstein, J. (2010, August 19). With satellite images, Wall Street analysts spy on Wal-Mart. NPR.

    https://www.npr.org/sections/money/2010/08/19/129298095/with-satellite-images-wall-street-analysts-
    spy-on-wal-mart

    Kelly, S. M. (2022, October 2). Amazon is always watching. CNN.

    https://www.cnn.com/2022/10/02/tech/amazon-product-event/index.html

    Perera, A. (2021, May 28). What is the Hawthorne effect? Simply Psychology.

    https://www.simplypsychology.org/hawthorne-effect.html

    Perez, J. (2020, May 20). What’s so hot about heat mapping? Pinckney.

    https://pinckneymarketing.com/whats-so-hot-about-heat-mapping/

    Price, P. C., Jhangiani, R., Chiang, I. A., Leighton, D. C., & Cuttler, C. (2017). 6.5 Observational research. In

    Research methods in psychology. Pressbooks.
    https://opentext.wsu.edu/carriecuttler/chapter/observational-research/

    Soltani, A. (2016, April 30). Privacy trade-offs in retail tracking [Image]. Federal Trade Commission.

    https://www.ftc.gov/policy/advocacy-research/tech-at-ftc/2015/04/privacy-trade-offs-retail-tracking

    Zikmund, W. G., Babin, B. J., Carr, J. C., & Griffin, M. (2013). Business research methods (9th ed.). Cengage

    Learning.

    **UnitVStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitvstudyguide-pdf-10362595)

    **UnitIIStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitiistudyguide-pdf-10362597)

    **UnitVIStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitvistudyguide-pdf-10362591)

    **UnitIIIStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitiiistudyguide-pdf-10362593)

    **UnitIStudyGuide.pdf**

    This file is too large to display. [View in new window](https://www.sweetstudy.com/files/unitistudyguide-pdf-10362601)

    – 1
    – 2
    – 3
    – 4
    – 5
    – 6
    – 7

  • [Solved] week 6

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    In-depth study guidance and analytical solution covering week 6.

    Instant Solution Download

    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    Full assignment prompt and step-by-step guidance are included in the downloadable solution file.

  • [Solved] 6 video

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    In-depth study guidance and analytical solution covering 6 video.

    Instant Solution Download

    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    Full assignment prompt and step-by-step guidance are included in the downloadable solution file.

  • [Solved] case 6

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    Your answers have to be very detail. Read the case and answer the questions below. Write down the questions and your answers below each question. 1. What are the current strengths, weaknesses, opportunities, and threats (SWOT) facing Nokia? (40) _**Please, be detail.**_ 2. Nokia is considering iss…

    Instant Solution Download

    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    Your answers have to be very detail.
    Read the case and answer the questions below.
    Write down the questions and your answers below each question.
    1. What are the current strengths, weaknesses, opportunities, and threats (SWOT) facing Nokia? (40) _**Please, be detail.**_
    2. Nokia is considering issuing debt, issuing equity, eliminating its dividends, or decreasing cash to meet its funding needs. What are the benefits and costs of each alternative? _**Please, explain in detail.**_ (20)
    3. Given the current situation, what do you think the CFO's uppermost goal and objective for the firm is? (10) What would you do if you were him? (10) Apply biblical principles in your answer. (10) _**Please, explain in detail for each question.**_
    Overall format of your paper; writing the questions, title page, font (12 Times New Roman), double space. (10)

  • [Solved] HRM 6301 VIII J

    ✓ Verified Academic Solution Available

    Executive Solution Overview

    – ## HumanManagementResourceMethodsHRM6301UnitVIIIJournal.docx – ## UnitVIIIStudyGuide.pdf **## HumanManagementResourceMethodsHRM6301UnitVIIIJournal.docx** 2 Human Resources Management Methods HRM 6301 **Unit VIII Journal** Explain the advice you would give to an executive team on how they can advan…

    Instant Solution Download

    $6.99

    Immediate access to the full model answer, formatted citations, and rubric breakdown.

    Need a Fresh Custom Paper?

    Have this question answered from scratch according to your specific instructions and deadline.

    Order on TutorsGallery →

    Assignment Prompt & Instructions

    – ## HumanManagementResourceMethodsHRM6301UnitVIIIJournal.docx

    – ## UnitVIIIStudyGuide.pdf

    **## HumanManagementResourceMethodsHRM6301UnitVIIIJournal.docx**

    2

    Human Resources Management Methods HRM 6301

    **Unit VIII Journal**

    Explain the advice you would give to an executive team on how they can advance employee motivation and improve employee engagement to prevent or minimize unionization. Be sure to consider leadership theories that could advance employee motivation and the role of culture in human resource management practices within a global organization. Reflect on the course and thoroughly explain your rationale.

    Your journal should be at least 200 words in length. Outside sources are not a requirement.

    **## UnitVIIIStudyGuide.pdf**

    HRM 6301, Human Resource Management Methods 1

    Course Learning Outcomes for Unit VIII

    Upon completion of this unit, students should be able to:

    3. Assess the role of culture in human resource management practices within a global organization.
    3.1 Determine how culture impacts human resource management in a global organization.
    3.2 Determine the impact of employee rights and laws in potential expansion countries.
    3.3 Compare and contrast foreign cultures to determine the best fit for global expansion.

    Required Unit Resources

    In order to access the following resources, click the links below.

    The videos, articles, and webpage below provide insight on the role and impact of culture on human resource
    management in a global organization. The also examine how foreign employee rights and employment laws
    must be considered when expanding globally. These resources will assist you in the completion of this unit’s
    assignment.

    In the following video, a transcript and closed captioning are available once you access the video.

    Gregg Learning. (2018, October 19). HR basics: Organizational culture [Video]. Cielo24.

    https://c24.page/k2rcytcyd4zas3dj9vgmq593c

    Read the following articles.

    Caligiuri, P. M., & Stroh, L. K. (1995, September). Multinational corporation management strategies and

    international human resource practices: Bringing IHRM to the bottom line. The International Journal of
    Human Resource Management, 6(3), 494–507.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=5835623&site=ehost-live&scope=site

    Hofstede, G. (1980, Summer). Motivation, leadership, and organization: Do American theories apply abroad?

    Organizational Dynamics, 9(1), 42–63.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=5143098&site=ehost-live&scope=site

    U.S. Equal Employment Opportunity Commission. (2003, April 23). Employee rights when working for

    multinational employers (Control No. EEOC-NVTA-2003-2).
    https://www.eeoc.gov/laws/guidance/employee-rights-when-working-multinational-employers

    UNIT VIII STUDY GUIDE
    Going Global

    HRM 6301, Human Resource Management Methods 2

    UNIT x STUDY GUIDE
    Title

    Unit Lesson

    You are excited about the new opportunity because you realize it would be highly beneficial to gain
    international experience. As a result, you start to do more research. While this move can benefit you
    professionally and open more doors for you in the future, globalization can also be great for the organization.
    Kelly (2019) agrees, and she states that having staff with international experience will improve and speed up
    the process for an organization that would like to focus on global expansion. While you have vacationed
    internationally and experienced other cultures, you never really thought about the cultures of other countries
    from a business and leadership perspective.

    Regardless of how good a globalization strategy is, the culture of the new location will have an impact on an
    organization’s success or failure. You read the article, “Understanding and Developing Organizational
    Culture” (Society for Human Resource Management, 2018), and you discovered that there is not one single
    definition of culture. You realize that you have a good understanding of culture and globalization but decide
    that you need to do some additional research as you embark on this journey.

    Globalization

    Globalization in the marketplace has been increasing rapidly for at least the last 20 years. Many organizations
    are expanding operations into a global market. There are many pros and cons about the impact of
    globalization, and it is critical that the process is conducted carefully and that due diligence is performed in
    identifying all potential factors, impacts, and requirements. Supporters of globalization indicate that this
    promotes economic growth, allows for more competition, and lowers prices of products for consumers. If your
    car came with a detailed list of where each individual part came from, you would see that they are made in
    several countries.

    There are those who do not support globalization because they believe it results in job losses in the home
    country. There is also concern regarding differences in international laws, taxes, labor wages, and minimum
    ages. By focusing on culture from a leadership perspective, you must take into account how all of these
    factors can impact your current organization, its employees, your stakeholders, and even your community.

    Cultural Frameworks

    There are many different cultural frameworks. Ng et al. (2007) evaluated the cultural differences between
    Hofstede’s framework and Schwartz’s framework. The frameworks help one to understand national culture
    and its relationship to an organization’s culture. Both Hofstede and Schwartz discovered that there were
    greater cultural differences between countries than within the countries. Hofstede views culture as a system
    of values and norms shared by people. Hofstede’s focus is data driven where countries are given numerical
    scores based on how culture relates to values in the workplace. As such, either framework can be used for an
    analysis of the different countries. Review the differences in their frameworks below.

    HRM 6301, Human Resource Management Methods 3

    UNIT x STUDY GUIDE
    Title

    Hofstede’s Framework and Schwartz’s Framework

    Cultural Impact on Global HR Practices

    By using one of the cultural frameworks (or even a combination of both), you can make sense of cultural
    influences. Before expanding operations, Nagele-Piazza (2017) suggests that organizations should first
    identify a key individual who will direct and control employees for international projects. The leadership should
    decide on a strategy about hiring local nationals, which are employees hired for jobs in their own country.
    Third, it is important to understand the local employment laws. Additionally, privacy laws should be reviewed.
    You cannot assume that employment, labor, and privacy laws are the same or even similar to those in the
    United States or your state. Some of the differences might surprise you.

    Hofstede's framework (Hofstede, n.d.)

    Schwartz's framework (Ng et al., 2007)

    HRM 6301, Human Resource Management Methods 4

    UNIT x STUDY GUIDE
    Title

    As the leader of this initiative, you now understand the impact that culture will have on decisions that are
    made regarding workplace planning, recruiting, staffing, training, compensation, performance evaluations,
    and employee morale. You also know that instead of using just a cultural framework, you can provide an
    analysis of the different countries by doing research about the country in order to determine the scope of the
    impacts its culture may have on your organization and its globalization efforts. To do so, the following are
    some of the questions that you need to ask.

    • What are the working generations in the population?
    • What is the overall size of the workforce?
    • Will the organization be located in an urban or rural area?
    • What is the national language?
    • What is the political system?
    • What is the economic system?
    • What is the legal system?
    • What type of educational system do they have?
    • What type of healthcare system do they have?
    • Are there unions?
    • What is the average salary?
    • What type of infrastructure is there?
    • Are there any technological restrictions?

    Once the organization decides where to expand its global operations, organization culture should then be
    reviewed.

    Organizational Culture

    Organizational culture includes the beliefs, attitudes, behaviors, artifacts, ceremonies, stories, rituals, values,
    and assumptions of the organizational members. You know that culture impacts the HR management
    function. Years ago, back in your first job, the focus was the bottom line; you did whatever needed to be done
    to reach financial goals. Employees were expected to work until late evening; they often worked on holidays,
    and employees were not appreciated. Teamwork was not encouraged, and as such, employees were not nice
    to each other. In your second job, you had the opportunity to work in Germany. You discovered that you were
    not permitted to work more than 8 hours a day (and definitely not on Sunday) as you were not in the service
    industry. There is a connectedness between a country’s culture and organizational culture. For example, let’s
    say that you want to show your appreciation for employees in the expansion location with a paid company
    lunch. Gartman et al. (2018) reminds us that culture is something that may impact something as simple as a
    company lunch. In Germany, you may serve hamburgers, but in India, you would not out of respect for the
    likely greater incidence of employees who may not eat meat or that particular kind of meat. You understand
    the complexity of globalization and have now started thinking about recruiting and selecting employees.

    Recruiting and Selecting Employees

    One of the first things you are asked to do is recruit and hire employees. It would be unrealistic to assume
    that all employees will come from your organization located in the United States. You decide to evaluate
    different staffing strategies. Caligiuri and Stroh (1995) did a study evaluating international HR staffing
    approaches. In their study, they found that the ethnocentric staffing policy was less effective than the
    polycentric, regiocentric, and the geocentric staffing approaches.

    If your organization used an ethnocentric staffing approach, all of the key positions would be filled by home
    country or parent-country nationals. Parent-country nationals are individuals working in another country other
    than their country of origin. A polycentric approach is where the host-country employees manage the
    organization located in their country. If you employ a regiocentric strategy, both the host-country nationals and
    third-country nationals (those who are not from the home or host country) are selected for key positions. In
    other words, those selected are from the region. With a geocentric approach, you select the best person for
    the job regardless of where they are from. This approach can be tricky, especially if there are local laws or
    agreements in the legal language of the expansion that require a minimum number of locals to be hired.

    HRM 6301, Human Resource Management Methods 5

    UNIT x STUDY GUIDE
    Title

    Additionally, hiring all or a majority of non-host-country employees could create tension in the local community
    and be seen as insulting their culture.

    Once you have decided on the staffing approach that you will employ, you need to focus on determining how
    you will compensate and train new employees. This, of course, will differ depending on whether they are from
    the home country, the host country or a third country. You, therefore, need to be aware of all laws that might
    affect this process.

    Employee Rights and Laws

    According to the U.S. Equal Employment Opportunity Commission (EEOC, 2003), employees working in the
    United States or its territories are protected by EEO laws. If employees are working for an organization that
    is incorporated with, based in, or has sufficient connections with the United States, they are protected by
    EEO laws.

    However, as a U.S. employer with operations in another country, it is important to know the local laws as they
    may supersede requirements of Title VII of the Civil Rights Act, the Age Discrimination in Employment Act,
    and the Americans with Disabilities Act. Many other laws also must be considered from an HR perspective.
    For example, Dowling (2019) discussed the differences in data collection laws. In European Union countries,
    internal emails cannot be used for an investigation that may get someone fired. If the term personal is in the
    subject line, an employer may not read the employee’s email. In France, internal emails cannot be accessed
    unless there is approval by the court where a court officer will oversee the review. In Alberta, Canada, an
    employee must agree that the employer can read their emails. Brin (2019) shared that in France, employers
    with a least 50 workers must negotiate with unions and allow workers to disconnect from work technology
    after work hours. This is considered important to worker safety and health. In Spain, there is a similar new law
    affording remote workers the right to disconnect. According to the new law, there should also be training to
    avoid computer fatigue. However, it should be noted that there are no penalties if the law is not followed in
    both countries.

    Conclusion

    After doing an evaluation of employee rights and laws, you realize that the decision to globalize and the
    process it entails is incredibly complex. Evaluating the culture of the country, the organizational culture, and
    the impact on HR practices is critical. However, after doing your research, you are confident that you will be
    able to help leadership make the important decisions regarding globalization through proper evaluation and
    assessment of the options. You will demonstrate this in this unit’s assignment.

    References

    Brin, D. W. (2019, May 20). France and Spain: Right to disconnect spreads. Society for Human Resource

    Management. https://www.shrm.org/resourcesandtools/legal-and-compliance/employment-
    law/pages/global-france-spain-right-to-disconnect.aspx

    Caligiuri, P. M., & Stroh, L. K. (1995, September). Multinational corporation management strategies and

    international human resource practices: Bringing IHRM to the bottom line. International Journal of
    Human Resource Management, 6(3), 494–507.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=5835623&site=ehost-live&scope=site

    Dowling, D. C., Jr. (2019, August 7). How to gather documents overseas in a global investigation. Society for

    Human Resource Management. https://www.shrm.org/ResourcesAndTools/legal-and-
    compliance/employment-law/Pages/global-investigations-gathering-documents.aspx

    HRM 6301, Human Resource Management Methods 6

    UNIT x STUDY GUIDE
    Title

    Gartman, C., Woods, W., & Morey, R. (2018, April). Culture eats strategy for breakfast: Franchise compliance
    programs can have many benefits. Reap the rewards of a culture of compliance. Franchising World,
    50(4), 38–39.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=edsbig&AN=edsbig.A537410949&site=eds-live&scope=site

    Hofstede, G. (n.d.). The 6-D model of national culture. Geert Hofstede. https://geerthofstede.com/culture-

    geert-hofstede-gert-jan-hofstede/6d-model-of-national-culture/

    Kelly, N. (2019, July 5). 5 ways to foster a global mindset in your company. Harvard Business Review.

    https://hbr.org/2019/07/5-ways-to-foster-a-global-mindset-in-your-company

    Nagele-Piazza, L. (2017, June 20). 4 HR points to consider when going global. Society for Human Resource

    Management. https://www.shrm.org/hr-today/news/hr-news/conference-today/pages/2017/4-hr-
    points-to-consider-when-going-global.aspx

    Ng, S. I., Lee, J. A., & Soutar, G. N. (2007). Are Hofstede’s and Schwartz’s value framework congruent?

    International Marketing Review, 24(2), 164–180. https://search-proquest-
    com.libraryresources.columbiasouthern.edu/docview/224316744?accountid=33337

    Society for Human Resource Management. (2018, August 13). Understanding and developing organizational

    culture. https://www.shrm.org/resourcesandtools/tools-and-
    samples/toolkits/pages/understandinganddevelopingorganizationalculture.aspx

    U.S. Equal Employment Opportunity Commission. (2003, April 23). Employee rights when working for

    multinational employers (Control No. EEOC-NVTA-2003-2). https://www.eeoc.gov/facts/multi-
    employees.html

    Suggested Unit Resources

    In order to access the following resources, click the links below.

    The following resources provide a framework for better understanding the concepts presented in this unit.

    Farndale, E., Paauwe, J., Morris, S. S., Stahl, G. K., Stiles, P., Trevor, J., & Wright, P. M. (2010). Context-

    bound configurations of corporate HR functions in multinational corporations. Human Resource
    Management, 49(1), 45–66.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=47805875&site=ehost-live&scope=site

    Ng, S. I., Lee, J. A., & Soutar, G. N. (2007). Are Hofstede’s and Schwartz’s value framework congruent?

    International Marketing Review, 24(2), 164–180. https://search-proquest-
    com.libraryresources.columbiasouthern.edu/docview/224316744?accountid=33337

    **## UnitVIIIStudyGuide.pdf**

    HRM 6301, Human Resource Management Methods 1

    Course Learning Outcomes for Unit VIII

    Upon completion of this unit, students should be able to:

    3. Assess the role of culture in human resource management practices within a global organization.
    3.1 Determine how culture impacts human resource management in a global organization.
    3.2 Determine the impact of employee rights and laws in potential expansion countries.
    3.3 Compare and contrast foreign cultures to determine the best fit for global expansion.

    Required Unit Resources

    In order to access the following resources, click the links below.

    The videos, articles, and webpage below provide insight on the role and impact of culture on human resource
    management in a global organization. The also examine how foreign employee rights and employment laws
    must be considered when expanding globally. These resources will assist you in the completion of this unit’s
    assignment.

    In the following video, a transcript and closed captioning are available once you access the video.

    Gregg Learning. (2018, October 19). HR basics: Organizational culture [Video]. Cielo24.

    https://c24.page/k2rcytcyd4zas3dj9vgmq593c

    Read the following articles.

    Caligiuri, P. M., & Stroh, L. K. (1995, September). Multinational corporation management strategies and

    international human resource practices: Bringing IHRM to the bottom line. The International Journal of
    Human Resource Management, 6(3), 494–507.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=5835623&site=ehost-live&scope=site

    Hofstede, G. (1980, Summer). Motivation, leadership, and organization: Do American theories apply abroad?

    Organizational Dynamics, 9(1), 42–63.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=5143098&site=ehost-live&scope=site

    U.S. Equal Employment Opportunity Commission. (2003, April 23). Employee rights when working for

    multinational employers (Control No. EEOC-NVTA-2003-2).
    https://www.eeoc.gov/laws/guidance/employee-rights-when-working-multinational-employers

    UNIT VIII STUDY GUIDE
    Going Global

    HRM 6301, Human Resource Management Methods 2

    UNIT x STUDY GUIDE
    Title

    Unit Lesson

    You are excited about the new opportunity because you realize it would be highly beneficial to gain
    international experience. As a result, you start to do more research. While this move can benefit you
    professionally and open more doors for you in the future, globalization can also be great for the organization.
    Kelly (2019) agrees, and she states that having staff with international experience will improve and speed up
    the process for an organization that would like to focus on global expansion. While you have vacationed
    internationally and experienced other cultures, you never really thought about the cultures of other countries
    from a business and leadership perspective.

    Regardless of how good a globalization strategy is, the culture of the new location will have an impact on an
    organization’s success or failure. You read the article, “Understanding and Developing Organizational
    Culture” (Society for Human Resource Management, 2018), and you discovered that there is not one single
    definition of culture. You realize that you have a good understanding of culture and globalization but decide
    that you need to do some additional research as you embark on this journey.

    Globalization

    Globalization in the marketplace has been increasing rapidly for at least the last 20 years. Many organizations
    are expanding operations into a global market. There are many pros and cons about the impact of
    globalization, and it is critical that the process is conducted carefully and that due diligence is performed in
    identifying all potential factors, impacts, and requirements. Supporters of globalization indicate that this
    promotes economic growth, allows for more competition, and lowers prices of products for consumers. If your
    car came with a detailed list of where each individual part came from, you would see that they are made in
    several countries.

    There are those who do not support globalization because they believe it results in job losses in the home
    country. There is also concern regarding differences in international laws, taxes, labor wages, and minimum
    ages. By focusing on culture from a leadership perspective, you must take into account how all of these
    factors can impact your current organization, its employees, your stakeholders, and even your community.

    Cultural Frameworks

    There are many different cultural frameworks. Ng et al. (2007) evaluated the cultural differences between
    Hofstede’s framework and Schwartz’s framework. The frameworks help one to understand national culture
    and its relationship to an organization’s culture. Both Hofstede and Schwartz discovered that there were
    greater cultural differences between countries than within the countries. Hofstede views culture as a system
    of values and norms shared by people. Hofstede’s focus is data driven where countries are given numerical
    scores based on how culture relates to values in the workplace. As such, either framework can be used for an
    analysis of the different countries. Review the differences in their frameworks below.

    HRM 6301, Human Resource Management Methods 3

    UNIT x STUDY GUIDE
    Title

    Hofstede’s Framework and Schwartz’s Framework

    Cultural Impact on Global HR Practices

    By using one of the cultural frameworks (or even a combination of both), you can make sense of cultural
    influences. Before expanding operations, Nagele-Piazza (2017) suggests that organizations should first
    identify a key individual who will direct and control employees for international projects. The leadership should
    decide on a strategy about hiring local nationals, which are employees hired for jobs in their own country.
    Third, it is important to understand the local employment laws. Additionally, privacy laws should be reviewed.
    You cannot assume that employment, labor, and privacy laws are the same or even similar to those in the
    United States or your state. Some of the differences might surprise you.

    Hofstede's framework (Hofstede, n.d.)

    Schwartz's framework (Ng et al., 2007)

    HRM 6301, Human Resource Management Methods 4

    UNIT x STUDY GUIDE
    Title

    As the leader of this initiative, you now understand the impact that culture will have on decisions that are
    made regarding workplace planning, recruiting, staffing, training, compensation, performance evaluations,
    and employee morale. You also know that instead of using just a cultural framework, you can provide an
    analysis of the different countries by doing research about the country in order to determine the scope of the
    impacts its culture may have on your organization and its globalization efforts. To do so, the following are
    some of the questions that you need to ask.

    • What are the working generations in the population?
    • What is the overall size of the workforce?
    • Will the organization be located in an urban or rural area?
    • What is the national language?
    • What is the political system?
    • What is the economic system?
    • What is the legal system?
    • What type of educational system do they have?
    • What type of healthcare system do they have?
    • Are there unions?
    • What is the average salary?
    • What type of infrastructure is there?
    • Are there any technological restrictions?

    Once the organization decides where to expand its global operations, organization culture should then be
    reviewed.

    Organizational Culture

    Organizational culture includes the beliefs, attitudes, behaviors, artifacts, ceremonies, stories, rituals, values,
    and assumptions of the organizational members. You know that culture impacts the HR management
    function. Years ago, back in your first job, the focus was the bottom line; you did whatever needed to be done
    to reach financial goals. Employees were expected to work until late evening; they often worked on holidays,
    and employees were not appreciated. Teamwork was not encouraged, and as such, employees were not nice
    to each other. In your second job, you had the opportunity to work in Germany. You discovered that you were
    not permitted to work more than 8 hours a day (and definitely not on Sunday) as you were not in the service
    industry. There is a connectedness between a country’s culture and organizational culture. For example, let’s
    say that you want to show your appreciation for employees in the expansion location with a paid company
    lunch. Gartman et al. (2018) reminds us that culture is something that may impact something as simple as a
    company lunch. In Germany, you may serve hamburgers, but in India, you would not out of respect for the
    likely greater incidence of employees who may not eat meat or that particular kind of meat. You understand
    the complexity of globalization and have now started thinking about recruiting and selecting employees.

    Recruiting and Selecting Employees

    One of the first things you are asked to do is recruit and hire employees. It would be unrealistic to assume
    that all employees will come from your organization located in the United States. You decide to evaluate
    different staffing strategies. Caligiuri and Stroh (1995) did a study evaluating international HR staffing
    approaches. In their study, they found that the ethnocentric staffing policy was less effective than the
    polycentric, regiocentric, and the geocentric staffing approaches.

    If your organization used an ethnocentric staffing approach, all of the key positions would be filled by home
    country or parent-country nationals. Parent-country nationals are individuals working in another country other
    than their country of origin. A polycentric approach is where the host-country employees manage the
    organization located in their country. If you employ a regiocentric strategy, both the host-country nationals and
    third-country nationals (those who are not from the home or host country) are selected for key positions. In
    other words, those selected are from the region. With a geocentric approach, you select the best person for
    the job regardless of where they are from. This approach can be tricky, especially if there are local laws or
    agreements in the legal language of the expansion that require a minimum number of locals to be hired.

    HRM 6301, Human Resource Management Methods 5

    UNIT x STUDY GUIDE
    Title

    Additionally, hiring all or a majority of non-host-country employees could create tension in the local community
    and be seen as insulting their culture.

    Once you have decided on the staffing approach that you will employ, you need to focus on determining how
    you will compensate and train new employees. This, of course, will differ depending on whether they are from
    the home country, the host country or a third country. You, therefore, need to be aware of all laws that might
    affect this process.

    Employee Rights and Laws

    According to the U.S. Equal Employment Opportunity Commission (EEOC, 2003), employees working in the
    United States or its territories are protected by EEO laws. If employees are working for an organization that
    is incorporated with, based in, or has sufficient connections with the United States, they are protected by
    EEO laws.

    However, as a U.S. employer with operations in another country, it is important to know the local laws as they
    may supersede requirements of Title VII of the Civil Rights Act, the Age Discrimination in Employment Act,
    and the Americans with Disabilities Act. Many other laws also must be considered from an HR perspective.
    For example, Dowling (2019) discussed the differences in data collection laws. In European Union countries,
    internal emails cannot be used for an investigation that may get someone fired. If the term personal is in the
    subject line, an employer may not read the employee’s email. In France, internal emails cannot be accessed
    unless there is approval by the court where a court officer will oversee the review. In Alberta, Canada, an
    employee must agree that the employer can read their emails. Brin (2019) shared that in France, employers
    with a least 50 workers must negotiate with unions and allow workers to disconnect from work technology
    after work hours. This is considered important to worker safety and health. In Spain, there is a similar new law
    affording remote workers the right to disconnect. According to the new law, there should also be training to
    avoid computer fatigue. However, it should be noted that there are no penalties if the law is not followed in
    both countries.

    Conclusion

    After doing an evaluation of employee rights and laws, you realize that the decision to globalize and the
    process it entails is incredibly complex. Evaluating the culture of the country, the organizational culture, and
    the impact on HR practices is critical. However, after doing your research, you are confident that you will be
    able to help leadership make the important decisions regarding globalization through proper evaluation and
    assessment of the options. You will demonstrate this in this unit’s assignment.

    References

    Brin, D. W. (2019, May 20). France and Spain: Right to disconnect spreads. Society for Human Resource

    Management. https://www.shrm.org/resourcesandtools/legal-and-compliance/employment-
    law/pages/global-france-spain-right-to-disconnect.aspx

    Caligiuri, P. M., & Stroh, L. K. (1995, September). Multinational corporation management strategies and

    international human resource practices: Bringing IHRM to the bottom line. International Journal of
    Human Resource Management, 6(3), 494–507.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=5835623&site=ehost-live&scope=site

    Dowling, D. C., Jr. (2019, August 7). How to gather documents overseas in a global investigation. Society for

    Human Resource Management. https://www.shrm.org/ResourcesAndTools/legal-and-
    compliance/employment-law/Pages/global-investigations-gathering-documents.aspx

    HRM 6301, Human Resource Management Methods 6

    UNIT x STUDY GUIDE
    Title

    Gartman, C., Woods, W., & Morey, R. (2018, April). Culture eats strategy for breakfast: Franchise compliance
    programs can have many benefits. Reap the rewards of a culture of compliance. Franchising World,
    50(4), 38–39.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=edsbig&AN=edsbig.A537410949&site=eds-live&scope=site

    Hofstede, G. (n.d.). The 6-D model of national culture. Geert Hofstede. https://geerthofstede.com/culture-

    geert-hofstede-gert-jan-hofstede/6d-model-of-national-culture/

    Kelly, N. (2019, July 5). 5 ways to foster a global mindset in your company. Harvard Business Review.

    https://hbr.org/2019/07/5-ways-to-foster-a-global-mindset-in-your-company

    Nagele-Piazza, L. (2017, June 20). 4 HR points to consider when going global. Society for Human Resource

    Management. https://www.shrm.org/hr-today/news/hr-news/conference-today/pages/2017/4-hr-
    points-to-consider-when-going-global.aspx

    Ng, S. I., Lee, J. A., & Soutar, G. N. (2007). Are Hofstede’s and Schwartz’s value framework congruent?

    International Marketing Review, 24(2), 164–180. https://search-proquest-
    com.libraryresources.columbiasouthern.edu/docview/224316744?accountid=33337

    Society for Human Resource Management. (2018, August 13). Understanding and developing organizational

    culture. https://www.shrm.org/resourcesandtools/tools-and-
    samples/toolkits/pages/understandinganddevelopingorganizationalculture.aspx

    U.S. Equal Employment Opportunity Commission. (2003, April 23). Employee rights when working for

    multinational employers (Control No. EEOC-NVTA-2003-2). https://www.eeoc.gov/facts/multi-
    employees.html

    Suggested Unit Resources

    In order to access the following resources, click the links below.

    The following resources provide a framework for better understanding the concepts presented in this unit.

    Farndale, E., Paauwe, J., Morris, S. S., Stahl, G. K., Stiles, P., Trevor, J., & Wright, P. M. (2010). Context-

    bound configurations of corporate HR functions in multinational corporations. Human Resource
    Management, 49(1), 45–66.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=47805875&site=ehost-live&scope=site

    Ng, S. I., Lee, J. A., & Soutar, G. N. (2007). Are Hofstede’s and Schwartz’s value framework congruent?

    International Marketing Review, 24(2), 164–180. https://search-proquest-
    com.libraryresources.columbiasouthern.edu/docview/224316744?accountid=33337

    **## HumanManagementResourceMethodsHRM6301UnitVIIIJournal.docx**

    2

    Human Resources Management Methods HRM 6301

    **Unit VIII Journal**

    Explain the advice you would give to an executive team on how they can advance employee motivation and improve employee engagement to prevent or minimize unionization. Be sure to consider leadership theories that could advance employee motivation and the role of culture in human resource management practices within a global organization. Reflect on the course and thoroughly explain your rationale.

    Your journal should be at least 200 words in length. Outside sources are not a requirement.

    **## UnitVIIIStudyGuide.pdf**

    HRM 6301, Human Resource Management Methods 1

    Course Learning Outcomes for Unit VIII

    Upon completion of this unit, students should be able to:

    3. Assess the role of culture in human resource management practices within a global organization.
    3.1 Determine how culture impacts human resource management in a global organization.
    3.2 Determine the impact of employee rights and laws in potential expansion countries.
    3.3 Compare and contrast foreign cultures to determine the best fit for global expansion.

    Required Unit Resources

    In order to access the following resources, click the links below.

    The videos, articles, and webpage below provide insight on the role and impact of culture on human resource
    management in a global organization. The also examine how foreign employee rights and employment laws
    must be considered when expanding globally. These resources will assist you in the completion of this unit’s
    assignment.

    In the following video, a transcript and closed captioning are available once you access the video.

    Gregg Learning. (2018, October 19). HR basics: Organizational culture [Video]. Cielo24.

    https://c24.page/k2rcytcyd4zas3dj9vgmq593c

    Read the following articles.

    Caligiuri, P. M., & Stroh, L. K. (1995, September). Multinational corporation management strategies and

    international human resource practices: Bringing IHRM to the bottom line. The International Journal of
    Human Resource Management, 6(3), 494–507.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=5835623&site=ehost-live&scope=site

    Hofstede, G. (1980, Summer). Motivation, leadership, and organization: Do American theories apply abroad?

    Organizational Dynamics, 9(1), 42–63.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=5143098&site=ehost-live&scope=site

    U.S. Equal Employment Opportunity Commission. (2003, April 23). Employee rights when working for

    multinational employers (Control No. EEOC-NVTA-2003-2).
    https://www.eeoc.gov/laws/guidance/employee-rights-when-working-multinational-employers

    UNIT VIII STUDY GUIDE
    Going Global

    HRM 6301, Human Resource Management Methods 2

    UNIT x STUDY GUIDE
    Title

    Unit Lesson

    You are excited about the new opportunity because you realize it would be highly beneficial to gain
    international experience. As a result, you start to do more research. While this move can benefit you
    professionally and open more doors for you in the future, globalization can also be great for the organization.
    Kelly (2019) agrees, and she states that having staff with international experience will improve and speed up
    the process for an organization that would like to focus on global expansion. While you have vacationed
    internationally and experienced other cultures, you never really thought about the cultures of other countries
    from a business and leadership perspective.

    Regardless of how good a globalization strategy is, the culture of the new location will have an impact on an
    organization’s success or failure. You read the article, “Understanding and Developing Organizational
    Culture” (Society for Human Resource Management, 2018), and you discovered that there is not one single
    definition of culture. You realize that you have a good understanding of culture and globalization but decide
    that you need to do some additional research as you embark on this journey.

    Globalization

    Globalization in the marketplace has been increasing rapidly for at least the last 20 years. Many organizations
    are expanding operations into a global market. There are many pros and cons about the impact of
    globalization, and it is critical that the process is conducted carefully and that due diligence is performed in
    identifying all potential factors, impacts, and requirements. Supporters of globalization indicate that this
    promotes economic growth, allows for more competition, and lowers prices of products for consumers. If your
    car came with a detailed list of where each individual part came from, you would see that they are made in
    several countries.

    There are those who do not support globalization because they believe it results in job losses in the home
    country. There is also concern regarding differences in international laws, taxes, labor wages, and minimum
    ages. By focusing on culture from a leadership perspective, you must take into account how all of these
    factors can impact your current organization, its employees, your stakeholders, and even your community.

    Cultural Frameworks

    There are many different cultural frameworks. Ng et al. (2007) evaluated the cultural differences between
    Hofstede’s framework and Schwartz’s framework. The frameworks help one to understand national culture
    and its relationship to an organization’s culture. Both Hofstede and Schwartz discovered that there were
    greater cultural differences between countries than within the countries. Hofstede views culture as a system
    of values and norms shared by people. Hofstede’s focus is data driven where countries are given numerical
    scores based on how culture relates to values in the workplace. As such, either framework can be used for an
    analysis of the different countries. Review the differences in their frameworks below.

    HRM 6301, Human Resource Management Methods 3

    UNIT x STUDY GUIDE
    Title

    Hofstede’s Framework and Schwartz’s Framework

    Cultural Impact on Global HR Practices

    By using one of the cultural frameworks (or even a combination of both), you can make sense of cultural
    influences. Before expanding operations, Nagele-Piazza (2017) suggests that organizations should first
    identify a key individual who will direct and control employees for international projects. The leadership should
    decide on a strategy about hiring local nationals, which are employees hired for jobs in their own country.
    Third, it is important to understand the local employment laws. Additionally, privacy laws should be reviewed.
    You cannot assume that employment, labor, and privacy laws are the same or even similar to those in the
    United States or your state. Some of the differences might surprise you.

    Hofstede's framework (Hofstede, n.d.)

    Schwartz's framework (Ng et al., 2007)

    HRM 6301, Human Resource Management Methods 4

    UNIT x STUDY GUIDE
    Title

    As the leader of this initiative, you now understand the impact that culture will have on decisions that are
    made regarding workplace planning, recruiting, staffing, training, compensation, performance evaluations,
    and employee morale. You also know that instead of using just a cultural framework, you can provide an
    analysis of the different countries by doing research about the country in order to determine the scope of the
    impacts its culture may have on your organization and its globalization efforts. To do so, the following are
    some of the questions that you need to ask.

    • What are the working generations in the population?
    • What is the overall size of the workforce?
    • Will the organization be located in an urban or rural area?
    • What is the national language?
    • What is the political system?
    • What is the economic system?
    • What is the legal system?
    • What type of educational system do they have?
    • What type of healthcare system do they have?
    • Are there unions?
    • What is the average salary?
    • What type of infrastructure is there?
    • Are there any technological restrictions?

    Once the organization decides where to expand its global operations, organization culture should then be
    reviewed.

    Organizational Culture

    Organizational culture includes the beliefs, attitudes, behaviors, artifacts, ceremonies, stories, rituals, values,
    and assumptions of the organizational members. You know that culture impacts the HR management
    function. Years ago, back in your first job, the focus was the bottom line; you did whatever needed to be done
    to reach financial goals. Employees were expected to work until late evening; they often worked on holidays,
    and employees were not appreciated. Teamwork was not encouraged, and as such, employees were not nice
    to each other. In your second job, you had the opportunity to work in Germany. You discovered that you were
    not permitted to work more than 8 hours a day (and definitely not on Sunday) as you were not in the service
    industry. There is a connectedness between a country’s culture and organizational culture. For example, let’s
    say that you want to show your appreciation for employees in the expansion location with a paid company
    lunch. Gartman et al. (2018) reminds us that culture is something that may impact something as simple as a
    company lunch. In Germany, you may serve hamburgers, but in India, you would not out of respect for the
    likely greater incidence of employees who may not eat meat or that particular kind of meat. You understand
    the complexity of globalization and have now started thinking about recruiting and selecting employees.

    Recruiting and Selecting Employees

    One of the first things you are asked to do is recruit and hire employees. It would be unrealistic to assume
    that all employees will come from your organization located in the United States. You decide to evaluate
    different staffing strategies. Caligiuri and Stroh (1995) did a study evaluating international HR staffing
    approaches. In their study, they found that the ethnocentric staffing policy was less effective than the
    polycentric, regiocentric, and the geocentric staffing approaches.

    If your organization used an ethnocentric staffing approach, all of the key positions would be filled by home
    country or parent-country nationals. Parent-country nationals are individuals working in another country other
    than their country of origin. A polycentric approach is where the host-country employees manage the
    organization located in their country. If you employ a regiocentric strategy, both the host-country nationals and
    third-country nationals (those who are not from the home or host country) are selected for key positions. In
    other words, those selected are from the region. With a geocentric approach, you select the best person for
    the job regardless of where they are from. This approach can be tricky, especially if there are local laws or
    agreements in the legal language of the expansion that require a minimum number of locals to be hired.

    HRM 6301, Human Resource Management Methods 5

    UNIT x STUDY GUIDE
    Title

    Additionally, hiring all or a majority of non-host-country employees could create tension in the local community
    and be seen as insulting their culture.

    Once you have decided on the staffing approach that you will employ, you need to focus on determining how
    you will compensate and train new employees. This, of course, will differ depending on whether they are from
    the home country, the host country or a third country. You, therefore, need to be aware of all laws that might
    affect this process.

    Employee Rights and Laws

    According to the U.S. Equal Employment Opportunity Commission (EEOC, 2003), employees working in the
    United States or its territories are protected by EEO laws. If employees are working for an organization that
    is incorporated with, based in, or has sufficient connections with the United States, they are protected by
    EEO laws.

    However, as a U.S. employer with operations in another country, it is important to know the local laws as they
    may supersede requirements of Title VII of the Civil Rights Act, the Age Discrimination in Employment Act,
    and the Americans with Disabilities Act. Many other laws also must be considered from an HR perspective.
    For example, Dowling (2019) discussed the differences in data collection laws. In European Union countries,
    internal emails cannot be used for an investigation that may get someone fired. If the term personal is in the
    subject line, an employer may not read the employee’s email. In France, internal emails cannot be accessed
    unless there is approval by the court where a court officer will oversee the review. In Alberta, Canada, an
    employee must agree that the employer can read their emails. Brin (2019) shared that in France, employers
    with a least 50 workers must negotiate with unions and allow workers to disconnect from work technology
    after work hours. This is considered important to worker safety and health. In Spain, there is a similar new law
    affording remote workers the right to disconnect. According to the new law, there should also be training to
    avoid computer fatigue. However, it should be noted that there are no penalties if the law is not followed in
    both countries.

    Conclusion

    After doing an evaluation of employee rights and laws, you realize that the decision to globalize and the
    process it entails is incredibly complex. Evaluating the culture of the country, the organizational culture, and
    the impact on HR practices is critical. However, after doing your research, you are confident that you will be
    able to help leadership make the important decisions regarding globalization through proper evaluation and
    assessment of the options. You will demonstrate this in this unit’s assignment.

    References

    Brin, D. W. (2019, May 20). France and Spain: Right to disconnect spreads. Society for Human Resource

    Management. https://www.shrm.org/resourcesandtools/legal-and-compliance/employment-
    law/pages/global-france-spain-right-to-disconnect.aspx

    Caligiuri, P. M., & Stroh, L. K. (1995, September). Multinational corporation management strategies and

    international human resource practices: Bringing IHRM to the bottom line. International Journal of
    Human Resource Management, 6(3), 494–507.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=5835623&site=ehost-live&scope=site

    Dowling, D. C., Jr. (2019, August 7). How to gather documents overseas in a global investigation. Society for

    Human Resource Management. https://www.shrm.org/ResourcesAndTools/legal-and-
    compliance/employment-law/Pages/global-investigations-gathering-documents.aspx

    HRM 6301, Human Resource Management Methods 6

    UNIT x STUDY GUIDE
    Title

    Gartman, C., Woods, W., & Morey, R. (2018, April). Culture eats strategy for breakfast: Franchise compliance
    programs can have many benefits. Reap the rewards of a culture of compliance. Franchising World,
    50(4), 38–39.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=edsbig&AN=edsbig.A537410949&site=eds-live&scope=site

    Hofstede, G. (n.d.). The 6-D model of national culture. Geert Hofstede. https://geerthofstede.com/culture-

    geert-hofstede-gert-jan-hofstede/6d-model-of-national-culture/

    Kelly, N. (2019, July 5). 5 ways to foster a global mindset in your company. Harvard Business Review.

    https://hbr.org/2019/07/5-ways-to-foster-a-global-mindset-in-your-company

    Nagele-Piazza, L. (2017, June 20). 4 HR points to consider when going global. Society for Human Resource

    Management. https://www.shrm.org/hr-today/news/hr-news/conference-today/pages/2017/4-hr-
    points-to-consider-when-going-global.aspx

    Ng, S. I., Lee, J. A., & Soutar, G. N. (2007). Are Hofstede’s and Schwartz’s value framework congruent?

    International Marketing Review, 24(2), 164–180. https://search-proquest-
    com.libraryresources.columbiasouthern.edu/docview/224316744?accountid=33337

    Society for Human Resource Management. (2018, August 13). Understanding and developing organizational

    culture. https://www.shrm.org/resourcesandtools/tools-and-
    samples/toolkits/pages/understandinganddevelopingorganizationalculture.aspx

    U.S. Equal Employment Opportunity Commission. (2003, April 23). Employee rights when working for

    multinational employers (Control No. EEOC-NVTA-2003-2). https://www.eeoc.gov/facts/multi-
    employees.html

    Suggested Unit Resources

    In order to access the following resources, click the links below.

    The following resources provide a framework for better understanding the concepts presented in this unit.

    Farndale, E., Paauwe, J., Morris, S. S., Stahl, G. K., Stiles, P., Trevor, J., & Wright, P. M. (2010). Context-

    bound configurations of corporate HR functions in multinational corporations. Human Resource
    Management, 49(1), 45–66.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=47805875&site=ehost-live&scope=site

    Ng, S. I., Lee, J. A., & Soutar, G. N. (2007). Are Hofstede’s and Schwartz’s value framework congruent?

    International Marketing Review, 24(2), 164–180. https://search-proquest-
    com.libraryresources.columbiasouthern.edu/docview/224316744?accountid=33337

    **## HumanManagementResourceMethodsHRM6301UnitVIIIJournal.docx**

    2

    Human Resources Management Methods HRM 6301

    **Unit VIII Journal**

    Explain the advice you would give to an executive team on how they can advance employee motivation and improve employee engagement to prevent or minimize unionization. Be sure to consider leadership theories that could advance employee motivation and the role of culture in human resource management practices within a global organization. Reflect on the course and thoroughly explain your rationale.

    Your journal should be at least 200 words in length. Outside sources are not a requirement.

    **## UnitVIIIStudyGuide.pdf**

    HRM 6301, Human Resource Management Methods 1

    Course Learning Outcomes for Unit VIII

    Upon completion of this unit, students should be able to:

    3. Assess the role of culture in human resource management practices within a global organization.
    3.1 Determine how culture impacts human resource management in a global organization.
    3.2 Determine the impact of employee rights and laws in potential expansion countries.
    3.3 Compare and contrast foreign cultures to determine the best fit for global expansion.

    Required Unit Resources

    In order to access the following resources, click the links below.

    The videos, articles, and webpage below provide insight on the role and impact of culture on human resource
    management in a global organization. The also examine how foreign employee rights and employment laws
    must be considered when expanding globally. These resources will assist you in the completion of this unit’s
    assignment.

    In the following video, a transcript and closed captioning are available once you access the video.

    Gregg Learning. (2018, October 19). HR basics: Organizational culture [Video]. Cielo24.

    https://c24.page/k2rcytcyd4zas3dj9vgmq593c

    Read the following articles.

    Caligiuri, P. M., & Stroh, L. K. (1995, September). Multinational corporation management strategies and

    international human resource practices: Bringing IHRM to the bottom line. The International Journal of
    Human Resource Management, 6(3), 494–507.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=5835623&site=ehost-live&scope=site

    Hofstede, G. (1980, Summer). Motivation, leadership, and organization: Do American theories apply abroad?

    Organizational Dynamics, 9(1), 42–63.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=5143098&site=ehost-live&scope=site

    U.S. Equal Employment Opportunity Commission. (2003, April 23). Employee rights when working for

    multinational employers (Control No. EEOC-NVTA-2003-2).
    https://www.eeoc.gov/laws/guidance/employee-rights-when-working-multinational-employers

    UNIT VIII STUDY GUIDE
    Going Global

    HRM 6301, Human Resource Management Methods 2

    UNIT x STUDY GUIDE
    Title

    Unit Lesson

    You are excited about the new opportunity because you realize it would be highly beneficial to gain
    international experience. As a result, you start to do more research. While this move can benefit you
    professionally and open more doors for you in the future, globalization can also be great for the organization.
    Kelly (2019) agrees, and she states that having staff with international experience will improve and speed up
    the process for an organization that would like to focus on global expansion. While you have vacationed
    internationally and experienced other cultures, you never really thought about the cultures of other countries
    from a business and leadership perspective.

    Regardless of how good a globalization strategy is, the culture of the new location will have an impact on an
    organization’s success or failure. You read the article, “Understanding and Developing Organizational
    Culture” (Society for Human Resource Management, 2018), and you discovered that there is not one single
    definition of culture. You realize that you have a good understanding of culture and globalization but decide
    that you need to do some additional research as you embark on this journey.

    Globalization

    Globalization in the marketplace has been increasing rapidly for at least the last 20 years. Many organizations
    are expanding operations into a global market. There are many pros and cons about the impact of
    globalization, and it is critical that the process is conducted carefully and that due diligence is performed in
    identifying all potential factors, impacts, and requirements. Supporters of globalization indicate that this
    promotes economic growth, allows for more competition, and lowers prices of products for consumers. If your
    car came with a detailed list of where each individual part came from, you would see that they are made in
    several countries.

    There are those who do not support globalization because they believe it results in job losses in the home
    country. There is also concern regarding differences in international laws, taxes, labor wages, and minimum
    ages. By focusing on culture from a leadership perspective, you must take into account how all of these
    factors can impact your current organization, its employees, your stakeholders, and even your community.

    Cultural Frameworks

    There are many different cultural frameworks. Ng et al. (2007) evaluated the cultural differences between
    Hofstede’s framework and Schwartz’s framework. The frameworks help one to understand national culture
    and its relationship to an organization’s culture. Both Hofstede and Schwartz discovered that there were
    greater cultural differences between countries than within the countries. Hofstede views culture as a system
    of values and norms shared by people. Hofstede’s focus is data driven where countries are given numerical
    scores based on how culture relates to values in the workplace. As such, either framework can be used for an
    analysis of the different countries. Review the differences in their frameworks below.

    HRM 6301, Human Resource Management Methods 3

    UNIT x STUDY GUIDE
    Title

    Hofstede’s Framework and Schwartz’s Framework

    Cultural Impact on Global HR Practices

    By using one of the cultural frameworks (or even a combination of both), you can make sense of cultural
    influences. Before expanding operations, Nagele-Piazza (2017) suggests that organizations should first
    identify a key individual who will direct and control employees for international projects. The leadership should
    decide on a strategy about hiring local nationals, which are employees hired for jobs in their own country.
    Third, it is important to understand the local employment laws. Additionally, privacy laws should be reviewed.
    You cannot assume that employment, labor, and privacy laws are the same or even similar to those in the
    United States or your state. Some of the differences might surprise you.

    Hofstede's framework (Hofstede, n.d.)

    Schwartz's framework (Ng et al., 2007)

    HRM 6301, Human Resource Management Methods 4

    UNIT x STUDY GUIDE
    Title

    As the leader of this initiative, you now understand the impact that culture will have on decisions that are
    made regarding workplace planning, recruiting, staffing, training, compensation, performance evaluations,
    and employee morale. You also know that instead of using just a cultural framework, you can provide an
    analysis of the different countries by doing research about the country in order to determine the scope of the
    impacts its culture may have on your organization and its globalization efforts. To do so, the following are
    some of the questions that you need to ask.

    • What are the working generations in the population?
    • What is the overall size of the workforce?
    • Will the organization be located in an urban or rural area?
    • What is the national language?
    • What is the political system?
    • What is the economic system?
    • What is the legal system?
    • What type of educational system do they have?
    • What type of healthcare system do they have?
    • Are there unions?
    • What is the average salary?
    • What type of infrastructure is there?
    • Are there any technological restrictions?

    Once the organization decides where to expand its global operations, organization culture should then be
    reviewed.

    Organizational Culture

    Organizational culture includes the beliefs, attitudes, behaviors, artifacts, ceremonies, stories, rituals, values,
    and assumptions of the organizational members. You know that culture impacts the HR management
    function. Years ago, back in your first job, the focus was the bottom line; you did whatever needed to be done
    to reach financial goals. Employees were expected to work until late evening; they often worked on holidays,
    and employees were not appreciated. Teamwork was not encouraged, and as such, employees were not nice
    to each other. In your second job, you had the opportunity to work in Germany. You discovered that you were
    not permitted to work more than 8 hours a day (and definitely not on Sunday) as you were not in the service
    industry. There is a connectedness between a country’s culture and organizational culture. For example, let’s
    say that you want to show your appreciation for employees in the expansion location with a paid company
    lunch. Gartman et al. (2018) reminds us that culture is something that may impact something as simple as a
    company lunch. In Germany, you may serve hamburgers, but in India, you would not out of respect for the
    likely greater incidence of employees who may not eat meat or that particular kind of meat. You understand
    the complexity of globalization and have now started thinking about recruiting and selecting employees.

    Recruiting and Selecting Employees

    One of the first things you are asked to do is recruit and hire employees. It would be unrealistic to assume
    that all employees will come from your organization located in the United States. You decide to evaluate
    different staffing strategies. Caligiuri and Stroh (1995) did a study evaluating international HR staffing
    approaches. In their study, they found that the ethnocentric staffing policy was less effective than the
    polycentric, regiocentric, and the geocentric staffing approaches.

    If your organization used an ethnocentric staffing approach, all of the key positions would be filled by home
    country or parent-country nationals. Parent-country nationals are individuals working in another country other
    than their country of origin. A polycentric approach is where the host-country employees manage the
    organization located in their country. If you employ a regiocentric strategy, both the host-country nationals and
    third-country nationals (those who are not from the home or host country) are selected for key positions. In
    other words, those selected are from the region. With a geocentric approach, you select the best person for
    the job regardless of where they are from. This approach can be tricky, especially if there are local laws or
    agreements in the legal language of the expansion that require a minimum number of locals to be hired.

    HRM 6301, Human Resource Management Methods 5

    UNIT x STUDY GUIDE
    Title

    Additionally, hiring all or a majority of non-host-country employees could create tension in the local community
    and be seen as insulting their culture.

    Once you have decided on the staffing approach that you will employ, you need to focus on determining how
    you will compensate and train new employees. This, of course, will differ depending on whether they are from
    the home country, the host country or a third country. You, therefore, need to be aware of all laws that might
    affect this process.

    Employee Rights and Laws

    According to the U.S. Equal Employment Opportunity Commission (EEOC, 2003), employees working in the
    United States or its territories are protected by EEO laws. If employees are working for an organization that
    is incorporated with, based in, or has sufficient connections with the United States, they are protected by
    EEO laws.

    However, as a U.S. employer with operations in another country, it is important to know the local laws as they
    may supersede requirements of Title VII of the Civil Rights Act, the Age Discrimination in Employment Act,
    and the Americans with Disabilities Act. Many other laws also must be considered from an HR perspective.
    For example, Dowling (2019) discussed the differences in data collection laws. In European Union countries,
    internal emails cannot be used for an investigation that may get someone fired. If the term personal is in the
    subject line, an employer may not read the employee’s email. In France, internal emails cannot be accessed
    unless there is approval by the court where a court officer will oversee the review. In Alberta, Canada, an
    employee must agree that the employer can read their emails. Brin (2019) shared that in France, employers
    with a least 50 workers must negotiate with unions and allow workers to disconnect from work technology
    after work hours. This is considered important to worker safety and health. In Spain, there is a similar new law
    affording remote workers the right to disconnect. According to the new law, there should also be training to
    avoid computer fatigue. However, it should be noted that there are no penalties if the law is not followed in
    both countries.

    Conclusion

    After doing an evaluation of employee rights and laws, you realize that the decision to globalize and the
    process it entails is incredibly complex. Evaluating the culture of the country, the organizational culture, and
    the impact on HR practices is critical. However, after doing your research, you are confident that you will be
    able to help leadership make the important decisions regarding globalization through proper evaluation and
    assessment of the options. You will demonstrate this in this unit’s assignment.

    References

    Brin, D. W. (2019, May 20). France and Spain: Right to disconnect spreads. Society for Human Resource

    Management. https://www.shrm.org/resourcesandtools/legal-and-compliance/employment-
    law/pages/global-france-spain-right-to-disconnect.aspx

    Caligiuri, P. M., & Stroh, L. K. (1995, September). Multinational corporation management strategies and

    international human resource practices: Bringing IHRM to the bottom line. International Journal of
    Human Resource Management, 6(3), 494–507.
    https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
    ct=true&db=bsu&AN=5835623&site=ehost-live&scope=site

    Dowling, D. C., Jr. (2019, August 7). How to gather documents overseas in a global investigation. Society for

    Human Resource Management. https://www.shrm.org/ResourcesAndTools/legal-and-
    compliance/employment-law/Pages/global-investigations-gathering-documents.aspx

    HRM 6301, Human Resource Management Methods 6

    UNIT x STUDY GUIDE
    Title

    Gartman, C., Woods, W., & Morey, R. (2018, April). Culture eats strategy for breakfast: Franchise compliance
    programs can have many benefits. Reap the rewards of a culture of compliance. Franchising World,
    50(4), 38–39.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=edsbig&AN=edsbig.A537410949&site=eds-live&scope=site

    Hofstede, G. (n.d.). The 6-D model of national culture. Geert Hofstede. https://geerthofstede.com/culture-

    geert-hofstede-gert-jan-hofstede/6d-model-of-national-culture/

    Kelly, N. (2019, July 5). 5 ways to foster a global mindset in your company. Harvard Business Review.

    https://hbr.org/2019/07/5-ways-to-foster-a-global-mindset-in-your-company

    Nagele-Piazza, L. (2017, June 20). 4 HR points to consider when going global. Society for Human Resource

    Management. https://www.shrm.org/hr-today/news/hr-news/conference-today/pages/2017/4-hr-
    points-to-consider-when-going-global.aspx

    Ng, S. I., Lee, J. A., & Soutar, G. N. (2007). Are Hofstede’s and Schwartz’s value framework congruent?

    International Marketing Review, 24(2), 164–180. https://search-proquest-
    com.libraryresources.columbiasouthern.edu/docview/224316744?accountid=33337

    Society for Human Resource Management. (2018, August 13). Understanding and developing organizational

    culture. https://www.shrm.org/resourcesandtools/tools-and-
    samples/toolkits/pages/understandinganddevelopingorganizationalculture.aspx

    U.S. Equal Employment Opportunity Commission. (2003, April 23). Employee rights when working for

    multinational employers (Control No. EEOC-NVTA-2003-2). https://www.eeoc.gov/facts/multi-
    employees.html

    Suggested Unit Resources

    In order to access the following resources, click the links below.

    The following resources provide a framework for better understanding the concepts presented in this unit.

    Farndale, E., Paauwe, J., Morris, S. S., Stahl, G. K., Stiles, P., Trevor, J., & Wright, P. M. (2010). Context-

    bound configurations of corporate HR functions in multinational corporations. Human Resource
    Management, 49(1), 45–66.
    https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
    t=true&db=bsu&AN=47805875&site=ehost-live&scope=site

    Ng, S. I., Lee, J. A., & Soutar, G. N. (2007). Are Hofstede’s and Schwartz’s value framework congruent?

    International Marketing Review, 24(2), 164–180. https://search-proquest-
    com.libraryresources.columbiasouthern.edu/docview/224316744?accountid=33337

    – 1
    – 2