Unit 3- Methodology

Research Methodology is not related only to the process of obtaining information but also aims to find the most appropriate strategy in answering unanswered questions. In order to be more familiar with different techniques adopted by researchers, I have initially tried to understand what my strategy would be.

In this regard, I have discovered that the most appropriate type of research for my project is Action Research which according to Goddard & Melville (2004) has been following the 3 main points below:

  1. The researcher would gather comprehensive data about 2 aspects, the initial problem or question related to the company or society and the general topic from the literature.
  2. The researcher would make interventions and along with the stakeholders would agree on some reccomendations and these would be implemented or not by the company
  3. The researcher after a suitable time period would elaborate findings and evaluate effectiveness of the changes

According to many findings from the literature, the term “mixed methods” refers to an emergent methodology of research that advances the systematic integration, or “mixing,” of quantitative and qualitative data within a single investigation or sustained program of inquiry. The benefit of undertaking this methodology is that such integration allows a more complete and synergistic utilization of data than do separate quantitative and qualitative data collection and analysis. Bryman and Bell (2015)

The core characteristics of a well-designed mixed methods research include the following:

  • Collecting and analysing both quantitative (closed-ended) and qualitative (open-ended) data.
  • Using appropriate procedures in collecting and analysing data appropriate to each method’s tradition, such as ensuring the appropriate sample size for quantitative and qualitative analysis.
  • Integrating the data during data collection, analysis, or discussion.
  • Using procedures that implement qualitative and quantitative components either concurrently or sequentially, with the same sample or with different samples.

Benefits of Mixed Methods Data Collection

  • Comparison of quantitative and qualitative data. Mixed methods are especially useful providin complementary findings or contradictions between qualtitative and qualitative findings
  • Allows participants to openly answer questions. Mixed methods allows participants to be more free i answering ope ended questions being able to articulate their opinions and not only chose from close ended questions.
  • Collects rich, comprehensive data. Provides the researcher with more indepth findings and thanks to findings triangulation, the overall understanding of the phenomena becomes more acknowledgeable and valid.

Limitations of Mixed Methods Data Collection

  • Requires increased resources. Mixed methods research requires greater efforts and time from the researcher compared to single method studies. They also require careful planning to describe all aspects of research, including the target group sample and timing.
  • Increases the complexity of evaluations. Mixed methods studies are complex to plan and conduct. Moreover, integrating qualitative and quantitative data during analysis is often a challenging phase as findings might not make sense and therefore it is needed further research to understand the reasons for such discrepancies.

According to Creswell (2013), a convergent Research Design involves the collection of both Quantitative and Qualitative data at the same time, followed by a separate analysis. Moreover, both findings would be merged for comparison and ultimately evaluate any possible relationship between them.

As it is shown in the model below, I believe this is the best method for my research project as I aim to obtain qualitative information from industry experts consisting being qualitative data collection, but also obtaining general knowledge from a sample group utilising a survey with multiple-choice questions in order to obtain on larger scale findings to compare with what my qualitative results are and possibly find any patterns or similarities.

The main reason for conducting these two methods simultaneously is because I don’t want any of them to somehow influence the collection or evaluation of the other, in this way I will be fully aware of every finding obtained from each method and more able to draw any strengths or weaknesses of both answers.

Data Collection Model from JW Creswell (2013)

3 Interviews with Industry Experts

Qualitative data collection “emphasize words, underlying reasons and motivations rather than quantification in the collection and analysis of data” Bryman and Bell (2015)
It is therefore an important approach to gaining more in-depth data about real-life assumptions and being more able to understand certain behaviours or phenomena.

In this regard, I have interviewed 3 Industry Experts that I have followed since the “VOICES of INCLUSION” event organised by LVMH, and that because of their knowledge and professionalism have inspired and motivated me to continue the discussion. Each one of them has been asked the same question in order to find any similarities in their response and evaluate validity.

Questions asked:

  • To what extend do You think a fair and transparent performance assessment can create a more inclusive workplace environment? Can this reduce workplace favouritism and discrimination towards some minorities?
  • Or is there anything else that can be done by businesses to promote fairness in assessing employees performance and reduce workplace favouritism?

Online Survey

Quantitative data collection is taken as an essential method of data collection for this research process. According to literature, quantitative data “concerns the collection of numerical data and exhibiting the view of the relationship between what is considered known and research” Bryman and Bell (2015)

In order to obtain quantitative data, I have been by conducting an online survey to be shared on social media with the target sampling and obtained 195 responses.
The survey was constructed in two main parts comprising in total of 14 questions and taking approximately 5 min to complete. The first part aims to obtain general information through close-ended questions about the individual’s age, gender, income, and employability, and personal experiences related to Workplace Inclusivity. In the second part, I used a 5-point Likert scale for the participant’s agreement measurement with the statements proposed.

5- point Likert scale has been proposed as follows:

  1. Strongly Disagree
  2. Disagre
  3. Neither Disagree nor Agree
  4. Agree
  5. Strongly Agree

Survey Questions:

  • 1. What age group do you belong to?
  • 2. What is your gender?
  • 3. Which of the following categories best describes your employment status? Employed – Full TimeEmployed Part – TimeSelf-Employed -Not Employed
  • 4. Are you familiar with the concept of Diversity and Inclusion?
  • 5. Do you agree with this definition of Diversity? “Diversity can encompass many different human characteristics such as race, age, creed, national origin, religion, ethnicity, sexual orientation, and therefore it is representing a multitude of individual differences and similarities that exist among people”. Wellner, (2000)
  • 6. Do you agree with this definition of Inclusion? Inclusivity is described as a “universal human right with the aim of to embrace all people, irrespective of race, gender, disability, medical or other need. It is about giving equal access and opportunities and getting rid of discrimination and intolerance (removal of barriers). Hodkinson, (2011)
  • 7. To what extent do you agree with the following statement? “My organisation is dedicated to diversity and inclusiveness”. Strongly Disagree-Disagree-Neutral-Agree-Strongly Agree
  • 8. Does your organisation use any Performance Evaluation Tools to assess your achievements towards KPIs?
  • 9. To what extent do you agree with the following statement? “Transparency and Fairness in performance evaluation are essential factors to consider when talking about Workplace Inclusion” Strongly Disagree-Disagree-Neutral-Agree-Strongly Agree
  • 10. From your own experience, to what extent do you agree with the following statement? “My job performance is evaluated fairly and transparently.”
  • 11. From your own experience, have Management in your Organisation ever considered you differently from your colleagues for reasons that you believe not being related to your job performance?
  • 12. Do you agree with this definition of Cultural Agility? Cultural agility is defined as:”The ability of an organisation and its members to understand, incorporate, and successfully work within and between multiple different cultural contexts and locations” Waltham (2014)
  • 13. To what extent do you agree that a “LIMITED ORGANISATIONAL CULTURAL AGILITY can NEGATIVELY influence workplace environments and inclusiveness” Strongly Disagree-Disagree-Neutral-Agree-Strongly Agree
  • 14. Would you feel more included and considered if effective and transparent performance tools were implemented by your organisation in assessing your performance?

This research study has followed a non-probability sampling. As mentioned by Bacher (2019) non-probability sampling is a cost-effective and time-saving strategy of sampling when conducting research. Being this project academic research, I have found limitations of time and budget. Therefore, I believe that the most appropriate sampling strategy on this occasion is the quota sampling of non-probability. There will be no gender and age specification. According to Etikan and Bala (2017), the quota sampling strategy is relatively simpler and can be conducted quickly and in a cost-effective way.