Action Research Proposal EDD581 ACTION RESEARCH PROPOSAL ROSALYN

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Action Research Proposal EDD/581 ACTION RESEARCH PROPOSAL ROSALYN M. REED 1

Action Research Proposal EDD/581 ACTION RESEARCH PROPOSAL ROSALYN M. REED 1

Problem Statement 2 The problem is the lack of leadership development for nonmanagerial employees.

Problem Statement 2 The problem is the lack of leadership development for nonmanagerial employees. Upon recognizing the need and the desire for leadership development, a proposed leadership development program will be implemented. Action Research Proposal

Problem Description 3 Employees are promoted for numerous reasons within the corporations of America.

Problem Description 3 Employees are promoted for numerous reasons within the corporations of America. Some employees elevate themselves based upon their knowledge of their company’s industry. Others rely on their decades of service and commitment to their current employer. Regardless of which upward route a person chooses, few are promoted without effective leadership skills. As a company, we pride ourselves on promoting from within; however, many current employees have found themselves to be Action Research Proposal

Problem Description Cont. 4 These postings state that leadership skills are preferred for lateral

Problem Description Cont. 4 These postings state that leadership skills are preferred for lateral positions and required for vertical positions. Although our company has an extensive leadership and development program, this instruction is reserved for manager/senior manager/director positions. This top tier leadership instruction does not come without a price. A 3 -day leadership workshop retails for $19951 person according to Franklincovey. com (2014). With over 300 non-managerial day shift employees and our 24 -hour operation, it is Action Research Proposal

Problem Description Cont. 5 understandable that cost is a factor in determining who attends

Problem Description Cont. 5 understandable that cost is a factor in determining who attends the available leadership workshops. If effective leadership built this company and aided its reputation as an industry benchmark, then effective leadership will be the key to its future success. Employees in many departments boast of having reached their 25 th anniversary with the company; however, many of these veterans are not qualified for vertical promotions due to their lack of leadership development. Action Research Proposal

Problem Description Cont. 6 Non-managerial employees may not need the most expensive leadership development;

Problem Description Cont. 6 Non-managerial employees may not need the most expensive leadership development; however, if the company desires to continue with its internal promotions, then leadership development is needed for all employees. By providing all employees with leadership development, all employees will contribute to the company’s future, expand its lateral foundation, and help it to hold firmly to its global reputation as an industry leader. 1 Training & Events | Calendar. (n. d. ). Franklin. Covey. Retrieved February 23, 2014, from Action http: //www. franklincovey. com/tc/events/calendar Research Proposal

Purpose of the Project 7 The purpose of this project is to provide concrete

Purpose of the Project 7 The purpose of this project is to provide concrete evidence of the benefits of a leadership and development program for non-managerial employees. This project will further determine the most cost effective methods of leadership development for the corporation while showing various methods of effective instruction for the employees. Action Research Proposal

Writer’s Role 8 As a 14 -year veteran of ___ and a 3 -year

Writer’s Role 8 As a 14 -year veteran of ___ and a 3 -year veteran of our former self, ___, I have seen the internal and external growth of our corporation. With these many years of service, I have also seen many veteran employees – my peers and myself – remain in the same positions. Many have received a lateral shuffle; many more have left the company in search of opportunities elsewhere. As a college graduate and future graduate student, I look forward to future possibilities with this company. My desire is to assist our company Action Research Proposal

Writer’s Role Cont. 9 with meeting the leadership and development desires of my peers

Writer’s Role Cont. 9 with meeting the leadership and development desires of my peers while it benefits from the leadership of an effectively equipped staff. Today’s employees must be prepared to continue the legacy of our corporation’s reputation. Action Research Proposal

Problem Documentation 10 In the past 5 years, _____ company has offered more than

Problem Documentation 10 In the past 5 years, _____ company has offered more than 500 full- or part-time positions. The breakdown of these positions is as follows: + 500 of the positions have been filled + 275 of the positions were filled by women + 225 of the positions were filled by men - ½ of the positions were filled by external candidates and ¾ of the positions were filled by people with prior leadership development training - ¼ of the applicants had received no prior leadership and development training These figures have been adjusted due to privacy laws; therefor, no citation is provided. Action Research Proposal

Problem Documentation 11 Clearly, _____ company offers numerous positions to their existing employees; however,

Problem Documentation 11 Clearly, _____ company offers numerous positions to their existing employees; however, without essential leadership and development training, many of the current employees are being overlooked for these positions. Only those persons qualified for the positions will receive an interview because _____ company utilizes a point system screening process for all applicants. Roughly 80% of all internal applicants received interviews for these positions. This means that, on paper, these applicants passed the pre-interview screening. The question remains, what was lacking from the internal applicants that prevented so many from receiving the positions applied for? Action Research Proposal

Problem Documentation 12 What form of leadership and development have you previously experienced? How

Problem Documentation 12 What form of leadership and development have you previously experienced? How has this training helped your personal or professional development? What is your definition of a leader? What does the phrase ‘natural-born-leader’ mean to you? What would be the personal benefits of future leadership & development? What would be the professional benefits of future leadership & development? Do you currently hold any leadership position[s]? If so, what is the position and where? If you currently hold a leadership position, what ongoing leadership training are you receiving? If a professional leadership class [or classes] was offered in your workplace, would you desire to attend? Action Research Proposal What would you like for a workshop leadership curriculum to teach?

Problem Documentation 13 Each of the below options will allow for decreased biasness as

Problem Documentation 13 Each of the below options will allow for decreased biasness as the collected data will be used to accurately depict what current employees desire from leadership and development training. No attempt will be made to sway responses or to force participants into mandated training. Option [1] includes an equal number of participants who have and have not received leadership and development training and their respective surveys. -OR- Option [2] includes a range of focus group participants [from no leadership and development training to ongoing leadership and development training] and their respective surveys. Action Research Proposal

Literature Review 14 Literature Review £ A literature review should summarize all important research

Literature Review 14 Literature Review £ A literature review should summarize all important research relevant to the problem, demonstrating a current understanding of the topic. £ You should have at least seven literature references. £ List your literature review in the following format: Authors of the study Title of the study Purpose of the study Action Research Proposal Pertinent findings that support your project

Literature Review 15 Authors of the study Title of the study Purpose of the

Literature Review 15 Authors of the study Title of the study Purpose of the study Pertinent findings that support your project No author Developing Leaders To transform people and organizations in an effective manner • Leadership should be developed at all levels Efron, Louis Six reasons your best employees quit you To teach employers why the average employee’s tenure is now averaging only 1. 5 years • The top 6 reasons for employees leaving a company have nothing to do with money • Effective leadership attracts and retains effective employees Selley, Nicole 10 reasons why employees really leave their jobs To teach employers how to effectively process the truth received from employees during their exit interviews • Exit interviews should be taken seriously • The cost of developing current employees is lower than the cost of training new employees • Employers must discontinue thought that money is the key factor to an employee leaving Action Research Proposal

Literature Review 16 Authors of the study Title of the study Purpose of the

Literature Review 16 Authors of the study Title of the study Purpose of the study Pertinent findings that support your project Brunone, Chris Leadership development vs. To determine the best Employee engagement approach to training current employees • Comparison between training the more senior employees vs the broader employee base Naseer, Tanveer Leaders, are you developing employee’s super powers? To teach leaders the importance of developing their employee’s superior strengths • Leaders have to be developed in order to develop future leaders • Leaders must know their leadership styles in order to know how to develop their teams Heathfield, Susan M. Five factors every employee wants from work To explain each of the five things that employees want • 2 of 5 points relate to employees desiring leadership and development Action Research Proposal

Literature Review 17 Authors of the study Title of the study Purpose of the

Literature Review 17 Authors of the study Title of the study Purpose of the study Pertinent findings that support your project Mitchell, T. , Holtom, B. , Lee T. , Graske, T. How to keep your best employees: Developing an effective retention policy • People leave for reasons that may be unrelated to money • People may remain due to attachments to their job and to their community • The lack of promotion is often the most influential decision for leaving an organization • Leaving a job costs both the employer and the former employee To make employers aware that keeping qualified employees is more involved than simply paying higher salaries Action Research Proposal

Action Goal 18 Action Goal £ £ Provide the goal for the intervention that

Action Goal 18 Action Goal £ £ Provide the goal for the intervention that you are purposing and include a brief overview of the intervention plan that you have selected. Example: £ The goal of the intervention is to increase effectiveness of regular classroom teachers in implementing accommodations and modifications for special education students. A three-prong intervention will be implemented to meet the goal, which includes teacher IEP training, teacher/paraprofessional training, and weekly collaboration time supported by the administration. Action Research Proposal

Action Goal 19 Action Goal The goal of the intervention is to provide substantiated

Action Goal 19 Action Goal The goal of the intervention is to provide substantiated proof of the benefits of leadership and development training for the company and for all current employees – regardless of employment position. A three-tier intervention will be implemented to show the positive attributes of leadership and development training that include employee surveys, documented evidence of the company’s promotional policies, and the long-term benefits of leadership and development training for all employees. The results of which will be presented to the leadership and development team for review and consideration. Action Research Proposal

Selected Solutions 20 Selected Solutions £ Pre-Work £ £ Assign informed assistants to explain

Selected Solutions 20 Selected Solutions £ Pre-Work £ £ Assign informed assistants to explain the survey process to each chosen department Explain, distribute, and collect the confidentiality forms Appendix 1. 1 Explain, distribute, and collect the completed employee surveys Appendix 1. 2 Reinforce the confidentiality agreement Action Research Proposal

Selected Solutions 21 Selected Solutions £ Tier 1 – Employee Survey £ At least

Selected Solutions 21 Selected Solutions £ Tier 1 – Employee Survey £ At least 5 departments of employees, minimum of 10 people each, will complete a detailed and confidential survey designed to delve into the subject of leadership and development. The desire is for at least 10 groups of surveyors. Survey topics should include: £ £ £ Length of time with the company Leadership and development received internally and externally Possible promotions sought within the company Specific ways in which leadership and development training could improve their professional careers Specific ways in which leadership and development training could improve their personal endeavors. Action Research Proposal

Selected Solutions 22 Selected Solutions £ Tier 2 – Company’s Leadership & Development Policy

Selected Solutions 22 Selected Solutions £ Tier 2 – Company’s Leadership & Development Policy £ The company has developed and maintains an extensive leadership university. While management is required to enroll, nonmanagement employees are not able to participate at-will. The solution is to show: £ £ Employee’s commitment to the company Leadership and development benefits the company’s PSP [people-serviceprofit] philosophy The costs of training current employees is less than the cost of marketing and interviewing possible new hires Leadership and development motivates employees Action Research Proposal

Selected Solutions 23 Selected Solutions £ Tier 3 – Benefits of Leadership and Development

Selected Solutions 23 Selected Solutions £ Tier 3 – Benefits of Leadership and Development £ The company recognizes the need for leadership and development; however, has reserved this learning for management. This portion is to show that leadership and development: £ £ £ Enables employees to become more intelligent about the company as a whole Equips employees to understand the requirements of management Gives employees interest beyond a salary Motivates employees to apply their leadership and development to all aspects of their lives Encourages employees to increase personal productivity Prepares employees to become eligible for promotions Action Research Proposal

Selected Solutions 24 Selected Solutions £ Post-Work £ £ £ Present the findings of

Selected Solutions 24 Selected Solutions £ Post-Work £ £ £ Present the findings of the completed surveys to the management team of the leadership and development department for review Present a Power. Point presentation to the leadership and development management team Set a proposed date to discuss and review the findings Action Research Proposal

Calendar Plan 25 WEEK ONE • Gather leadership and development paperwork • Create confidentiality

Calendar Plan 25 WEEK ONE • Gather leadership and development paperwork • Create confidentiality forms • Meet with chosen department managers to confirm availability • Give available time slots to each chosen department manager for review Appendix 1. 2 WEEK TWO • Select and inform assistants of the research • Print and review confidentiality forms with assistants • Confirm each department’s time slot • Secure training rooms WEEK THREE • Set-up training rooms • Action Present and collect surveys from each Research Proposal department

Calendar Plan 26 WEEK FOUR • Review surveys • Sort findings • If the

Calendar Plan 26 WEEK FOUR • Review surveys • Sort findings • If the findings are incomplete, additional departments will be sought for additional surveys WEEK FIVE • Submit completed findings and Power. Point to the leadership and development management team • Seek follow-up time for action research review Action Research Proposal

Expected Outcomes 27 Expected Outcomes Employees will provide specific examples of professional change as

Expected Outcomes 27 Expected Outcomes Employees will provide specific examples of professional change as a result of leadership and development training in the following areas: • [1] increased productivity • [2] priority setting/attention to detail • [3] team building • [4] leadership Action Research Proposal

Expected Outcomes 28 Expected Outcomes [1] Increased productivity • • • Veteran employees (5+

Expected Outcomes 28 Expected Outcomes [1] Increased productivity • • • Veteran employees (5+ years) should show a 1520% daily work increase New employees (0 – 5 years) should show a 510% daily work increase Employees should have chosen 2 additional teams for cross training Action Research Proposal

Expected Outcomes 29 Expected Outcomes [2] Priority setting/Attention to detail • • • Employees

Expected Outcomes 29 Expected Outcomes [2] Priority setting/Attention to detail • • • Employees will develop a priority management scale to fit their workloads Employees will lower their error rates by 5% monthly Employees will learn to use available computer software calendar planning Action Research Proposal

Expected Outcomes 30 Expected Outcomes [3] Team building • • • Employees will learn

Expected Outcomes 30 Expected Outcomes [3] Team building • • • Employees will learn to identify their professional strengths Employees will present developmental plans to strengthen their weaknesses Employees will develop prospective teams for project handling Action Research Proposal

Expected Outcomes 31 Expected Outcomes [4] Leadership • Employees should re-answer the following leadership

Expected Outcomes 31 Expected Outcomes [4] Leadership • Employees should re-answer the following leadership survey questions using Appendix 1. 3 Action Research Proposal

Measurement of Outcomes 32 Increased productivity • Employees will calculate their new production requirements

Measurement of Outcomes 32 Increased productivity • Employees will calculate their new production requirements based upon their length of time with the company • Each employee will provide a proposed timeline for meeting the new production rates Priority setting/Attention to detail • Computer applications will be used to record the employee’s proposed to-do list • Employees will gauge their proposed to-do lists against their actual completed accomplishments list • Employee error rates will be tracked against their new production requirements Action Research Proposal

Measurement of Outcomes 33 Team building • Employees in team-driven departments will be asked

Measurement of Outcomes 33 Team building • Employees in team-driven departments will be asked to share how their teams have aided/benefitted from their training* • Employees in non-management positions will be asked for specific indicators of their training via online team building scenarios Leadership • Completed leadership surveys will be discussed with each participant • Answers will be used to determine and to develop future training classes Action Research Proposal

Analysis of Results 34 The results will be analyzed by comparing employee performances before,

Analysis of Results 34 The results will be analyzed by comparing employee performances before, during, and after leadership & development training. Rather than having a defined control and experimental group, each employee’s data will be treated as the control [pre] & experimental [after] group. How will I determine if the solution strategy was effective? An overall effective indicator will be determined by the percentage indicator determined on the current employee performance reviews: 4=>75% 3=75% 2=50% 1=25% Action Research Proposal

Analysis of Results 35 How will I present my findings and to whom? The

Analysis of Results 35 How will I present my findings and to whom? The findings will be presented through anonymous employee production reports. After 3 weeks of production tallies, reviewed schedules, and error reports, each employee’s findings will be compared to their pre-leadership & development training results. This compiled report will be given to the management staff of the leadership & development team and to the managers of trained employees. Although all employee information will remain anonymous, the gathered data will be used to develop Action Research Proposal future leadership & development curriculums.

References 36 Efron, L. (2013). Six reasons your best employees quit you. Forbes. Retrieved

References 36 Efron, L. (2013). Six reasons your best employees quit you. Forbes. Retrieved March 31, 2014, from http: //www. forbes. com/sites/louisefron/2013/06/24/six-reasons-your-bestemployees-quit-you/ Selley, N. (2013). 10 reasons why employees really leave their jobs. Retrieved March 31, 2014, from http: //www. insidebusiness 360. com/index. php/10 -reasons-why-employees -really- leave-their-jobs-53/ Action Research Proposal

Appendix 1. 1 37 Confidentiality survey I, , a/an - year employee of Company

Appendix 1. 1 37 Confidentiality survey I, , a/an - year employee of Company F, have been explained the reason for this confidential survey. I understand that while my information will be made known, my identity will remain anonymous. My involvement with this survey is purely voluntary and serves only as research material for school-related research. I understand that in no manner am I obligated to benefit from any aspect of this survey’s results. Employee’s printed name Employee’s signature Surveyor Action Research Proposal

Appendix 1. 2 38 Available Timeslots MON SURVEY TUES SURVEY WED SURVEY THUR SURVEY

Appendix 1. 2 38 Available Timeslots MON SURVEY TUES SURVEY WED SURVEY THUR SURVEY FRI SURVEY 9: 00 – 10: 00 AM 9: 00 – 10: 00 AM OR OR OR 11: 00 – 12: 00 PM 11: 00 – 12: 00 PM Action Research Proposal

Appendix 1. 3 39 How will this training help your personal or professional development?

Appendix 1. 3 39 How will this training help your personal or professional development? What is your new definition of a leader? What does the phrase ‘natural-born-leader’ mean to you? What will be the personal benefits of this leadership & development? What will be the professional benefits of this leadership & development? Did this leadership curriculum teach objectives that you found beneficial? Action Research Proposal