Employee Empowerment and HR Practices †MyAssignmenthelp.com

Question: Discuss about the Employee Empowerment and HR Practices. Answer: Introduction The topic for the present study is about Employee Empowerment and HR practices by using phenomenological research methodology. The purpose of the research study is to highlight the perceived empowerment techniques and even used qualitative research design with a phenomenological study method. The employees experience various empowerment techniques for positive cultural changes within business enterprise (Van Manen 2016). The topic had been selected by the researcher because of personal experience where no empowerment was given for the position. Precisely, human beings do not appreciate that they will be controlled by any other person constantly. Without employee empowerment, employees become frustrated as well as losses confidence and motivation at the same time. The current research study explains about Phenomenological research methods that had been covered by Moustakas Clark in his book Phenomenological research methods. Furthermore, the study even highlights the stages of Phenome nological research methodology and then demonstrating proper understanding of Phenomenological research by selecting topic on employee empowerment and relating it with HR practices. Phenomenological research Phenomenological research can be termed as an interpretive research methodology that has direct application with the Human Resource Development as it guide to explicate the essence of human experience as a whole (Moustakas 1994). By the theory, it is understood that one should reflect on own textual description and structures of own experience. There are several stages of phenomenological research that need to be elaborated and understood by the researcher and link it with the research topic on employee empowerment and HR practices. Research method The main goal of the qualitative phenomenological research is to understand the lived experience of a given phenomenon or experience. Phenomenological research is a qualitative analysis used for narrative data as well as methods for analysing its data as it is quite different compared to other traditional or quantitative research methods. Furthermore, the research methods majorly focus on meaning of experience as well as behaviour and narrative at the same time (Mayoh and Onwuegbuzie 2015). Research ethics for phenomenological research The present research study on employee empowerment relating with HR practices make use of qualitative data. The data used should be collected from reliable sources otherwise the whole purpose of the study will not be able to generate positive research outcomes. After selecting the topic, it should be communicated to the respective professor or supervisor, as without the consent, it is not possible for the student to start with the research study. Here, the phenomenological research views participants as co-researchers where it mainly review the analysis and bring out the meaning of experience with the participant and this act as important step in analysing the meaning as a whole (Padgett 2016). Data Collection By using phenomenological research, the researcher needs to describe their lived phenomenal experiences as it help in gathering data in a phenomenological study. The researcher properly explains about the experiences in detail or even aesthetic expressions. Data Analysis Here, the first principle of phenomenological research data is used for getting access to emergent strategy that need to follow the nature of the data as it emerges or changes in the course of analysis. Presentation of results The results analysed by the researcher should be properly presented with examples of narrations and illustrating it by using themes. The steps identified starts with recording all the statements of relevance to the experience noted or studied by the researcher. The next step is to getting rid of duplicates as well as vague comments. The next step is to list all what actually remains that means invariant horizons. Next, it needs to group these statements into different categories of themes. The next step is to organize the themes with the categories (Roberts 2013). The next step organizes the themes with correct statement for creating a story of the experience of an individual. The next step is to construct a structural description from own interpretation as well as textual structural description. Key Stages Stage 1: Holistic understanding of the raw data The first stage is to collect raw data and attempts to explicate the meaning structures as developed through experience of the individual being questioned. In addition, the model summarizes one methodological approach that helps in explicating experiences. State 2: Forming a constituent Profile The second stage is to form a constituent profile where the raw data are taken from each participant. Stage 3: Thematic Index The third stage is to form a thematic index that is used on the basis to construct a thematic index that identifies major themes. Stage 4: Searching the thematic index In this step, it searches for the thematic index that compares referents as well as central themes and constituent profiles for forming a set of interpretive themes. The main focus done on explication of data as it reports the meaning of experience. Stage 5: Arriving at an extended description In this step, interpretive themes are prepared for explicating the meaning attributed to the situation or phenomenon by investigating purpose. Stage 6: Synthesis of extended descriptions In this step, the interpretive themes need to be summarized for providing in-depth picture of participants experience while investigating activities. Employee empowerment relates with HR practices As rightly put forward by Vaioleti (2016), Employee empowerment means providing employee with the right of certain degree of autonomy as well as responsibility where they can involve in decision-making process on matters relating any specific organizational tasks. In addition, employee empowerment results positively in gaining organizational responsiveness to ant of the issues or problems identified. Furthermore, employee empowerment is the reason where the business can earn productivity and profits. Empowering employees by the management will lead to a greater degree of employee commitment for attainment of organizational goals where the employee has some degree of ownership in undertaking decisions towards goal achievement. The study properly explains about role of empowerment by relating to any of the business enterprise. Addition to that, empowering employees will help them for the growth of that individual. Therefore, employees actually experiences organizational leaders that ma jorly has less empowering characteristics in recent management area or expertise. The researcher here needs to have proper insights of information on how they demonstrate employee empowerment. Even the study give proper emphasis upon providing employees empowerment that will help the employees to recognize employees empowerment as well as identifying management empowerment techniques that depends upon the styles of management used in the most appropriate way (Smith 2015). Every business enterprise has some broad spectrum of empowerment and it is a known fact that none of the organization is perfect in any ways. Data Analysis MAXQDA software is used for analysing qualitative research related to Employee Empowerment and HR practices. Research articles were collected which related HR practices and Employee Empowerment. From the analysis it was found that the average reference of Employee Empowerment (24.75) is higher than HR practices (22.00). In addition, the standard deviation of Employee Empowerment (3.49) is lower than HR practices (15.95). Variable N Mean Std.dev. (samp.) Missing Missing (%) Employee Empowerment 4 24.75 3.49 0 0.00 HR Practices 4 22.00 15.95 0 0.00 Further the articles were four different factors were related to Employee Empowerment and HR practices. The different factors are Managing Innovative Work, HR Practice on Employee Loyalty, Employee Satisfaction and Employee Empowerment. Employee Empowerment HR Practices SUM Managing Innovative Work 27 48 75 HR Practice on Employee Loyalty 23 20 43 Employee Satisfaction 20 5 25 Employee Empowerment 29 15 44 SUM 99 88 187 Correlation 0.507 Moreover, the correlation between Employee Empowerment and HR practices is moderate (r = 0.507). Employee Empowerment HR Practices Employee Empowerment 0.507 (p=1.0000) N=4 HR Practices 0.507 (p=1.0000) N=4 Further, one-way ANOVA was done to analyse the relation between Employee Empowerment and HR practices. From the analysis of the one-way ANOVA it is found that there are statistically significant differences between Employee Empowerment and HR practices. Sum of squares df Mean square F p value Eta squared Between groups 48.75 3 16.25 0.00 0.00 1.00 Within groups 0.00 0 0.00 Total 48.75 3 Homogenity of variance Levene 0.00 p value 0.00 Conclusion In the present assignment we considered the basic steps used in phenomenological research methods. Further, we tested the relation between employee empowerment and HR practices using MAXQDA software. The relation between employee empowerment and HR practices was based on experiences of the researchers. Reference Mayoh, J. and Onwuegbuzie, A.J., 2015. Toward a conceptualization of mixed methods phenomenological research.Journal of Mixed Methods Research,9(1), pp.91-107. Moustakas, C., 1994.Phenomenological research methods. Sage. Padgett, D.K., 2016.Qualitative methods in social work research(Vol. 36). Sage Publications. Roberts, T., 2013. Understanding the research methodology of interpretative phenomenological analysis.British Journal of Midwifery,21(3). Smith, J.A. ed., 2015.Qualitative psychology: A practical guide to research methods. Sage. Vaioleti, T.M., 2016. Talanoa research methodology: A developing position on Pacific research.Waikato Journal of Education,12(1). Van Manen, M., 2016.Phenomenology of practice: Meaning-giving methods in phenomenological research and writing. Routledge.