Dear Sir/Madam,
I am conducting a project on shop floor employees' expectations towards their employer and their demographic mix in a manufacturing company.
Demographic mix and employee expectations
I have shortlisted the following procedures to study the same:
1. **Secondary data from the company's history:** This includes data analysis of age, race, income level, education, previous misconducts, and behavior.
- Null hypothesis: The company knows all that the workers expect from the management.
- Previous records on grievance management and handling.
- Suspensions and domestic inquiries held.
- Any strikes and the demand charter of the union.
- Previous settlements and the workmen/union expectations.
2. **Primary data collection regarding the same:** (Note: I cannot distribute a form)
- Direct interaction (minimum due to trust factor). I need to find one worker who can provide all the data about the others (validity becomes a question).
- Supervisor interaction.
- Pure observation.
3. **Estimating workmen expectations by assessing their positions in the need hierarchy:** Evaluating the practicality of meeting these expectations from the employer's end.
Questions for validation
How do you think my approach should be on the third step? How can I validate my data and the inferences drawn from it? What questions should I include to make validation easier? Are there any previously designed valid questionnaires I should consider? What should be the sample size, or what is the minimum number of samples I should take?
Am I going in the right direction in framing the above problem statement?
Any suggestions and recommendations would be highly appreciated.
Thank you.
I am conducting a project on shop floor employees' expectations towards their employer and their demographic mix in a manufacturing company.
Demographic mix and employee expectations
I have shortlisted the following procedures to study the same:
1. **Secondary data from the company's history:** This includes data analysis of age, race, income level, education, previous misconducts, and behavior.
- Null hypothesis: The company knows all that the workers expect from the management.
- Previous records on grievance management and handling.
- Suspensions and domestic inquiries held.
- Any strikes and the demand charter of the union.
- Previous settlements and the workmen/union expectations.
2. **Primary data collection regarding the same:** (Note: I cannot distribute a form)
- Direct interaction (minimum due to trust factor). I need to find one worker who can provide all the data about the others (validity becomes a question).
- Supervisor interaction.
- Pure observation.
3. **Estimating workmen expectations by assessing their positions in the need hierarchy:** Evaluating the practicality of meeting these expectations from the employer's end.
Questions for validation
How do you think my approach should be on the third step? How can I validate my data and the inferences drawn from it? What questions should I include to make validation easier? Are there any previously designed valid questionnaires I should consider? What should be the sample size, or what is the minimum number of samples I should take?
Am I going in the right direction in framing the above problem statement?
Any suggestions and recommendations would be highly appreciated.
Thank you.