MASS MEDIA RESEARCH PROPOSAL - 1377 Words

MASS MEDIA RESEARCH PROPOSAL FREEDOM OF INTERNET: A RESEARCH OF INTERNET USERS AMONG THE UiTM STUDENTS BY: MOHD AFIFI BIN ZAKARIA 2012447002 MC223S3A COMMUNICATION RESEARCH METHOD (COM533) DR. ZULKIFLI ABD. LATIFF Introduction of Research In this globalization era, the internet or the virtual world has becoming more complicated and has the potential by showing more effective platform of various collaborative activities which includes academic and education purposes. The intention and the desire regarding the uses of internet world are all about the uses of the internet. By doing this, it has led to the freedom of using the internet with the purpose of gaining information for various purpose that have arouse various of advantages and†¦show more content†¦Megan (2008) also added that individual who did not have access to the internet may feel nervous, uncertainty, anxious and unoccupied. Megan (2008) also described that users who are non-dependent use the internet beneficially and resourceful tool for personal, business and communication aspect. We must also learn why the user depends too much on the internet. We must identify the reason behind this study. According to Kaye (1998), he identified that six possible motives for using the internet are entertainment, social, interaction, pass time, escape, information and website preference. College student have their own objective as been told by Ebersole (2000) who discovered that college student use the internet for research and reading, for easy access materials to get product information and technology support in order for them to access games and sexually explicit site to conduct consumer transaction. The uses and gratification theory seeks to understand the uses of which people seek media to fulfill certain gratifications (Baran and Doris, 2006) by identifying how people utilize the media to gratify their needs and desire. Research Methodology The goal of this research is to see the impacts of the freedom of the internet as the main issue. This research will conduct by using the quantitative method, which means that it requires variables that can be measured. The data will be obtained through survey method by distributing questionnaires to the UiTMShow MoreRelatedMedia s Impact On Media1116 Words   |  5 Pagesculture and media, there have a range of perspectives that come from audience studies. The approaches state that the audiences, sometime, as the spectators, will make a particularly important impact on media, especially on new media. 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Free Reflection Essay Free Essays

The effectiveness of â€Å"Learning Exchange† as a tool for improving organizational effectiveness, through knowledge sharing, at Thomson Reuters. Purpose Thomson Reuters is a global information company, headquartered in the Canada, and operates in 93 countries with over 50,000 staff (Thomson Reuters, 2009). Being a knowledge based organization, Reuters was having problems with the flow of knowledge amongst different departments across several countries. We will write a custom essay sample on Free Reflection Essay or any similar topic only for you Order Now The purpose of this paper therefore is to evaluate the effectiveness of the newly introduced â€Å"Learning Exchange† intranet platform as a tool for increasing knowledge sharing, in an organization where employees perceive the knowledge they have as an â€Å"reward-enhancing-asset†, where rewards are awarded based on what you know and not what you share. Methodology/Approach This paper aims to draw on a number of peer-reviewed journals and articles regarding knowledge sharing as a whole, and more specifically in a reward based competitive culture. The literature would also include theories on pre and post integration strategies for Knowledge Sharing Intranet applications, directed at organizational environments where knowledge sharing or transfer, without a pay benefit, was not the norm. Primary data would include a case study analysis and possible telephone discussions with few staff, in order to ascertain the success of the intranet integration as a method of encouraging knowledge sharing in the organization. Were any pre or post integration processes put into place, and if so, how successful were they at convincing those who had the information to share it with those who did not? Findings Though my eventual findings are not certain, preliminary literature research clearly outlines that the success rate of any Knowledge Management Intranet system is based on the culture of the organization (Ruppel and Harrington, 2001), willingness of staff to accept the application (Goh, 2007), and integration strategies put into place that would encourage all stakeholders to use the intranet (Goh, 2007). These integration strategies may include training programs (before, during and after implementation), communication, and enforcement methods (e.g. restricting access to certain important information, except it is accessed through the knowledge-sharing portal). Based on the preliminary research, I hope to find that the major barrier to the Intranet acceptance was the culture within the organization. I also hope to find that any success/failure recorded was largely dependent on the effectiveness of the integration process that management put into place. Research Limitations; My major limitations to this research would be negotiating access to the organization in order to discuss the effectiveness of the Intranet system as a method of improving organizational knowledge management. I also perceive limitations in the time limit within which I am required to submit this assignment, and also employee unwillingness to discuss a subjective issue regarding the culture within the organization and their perception of its knowledge-withholding reward based culture. Practical implications; The practical implications of this research would be based on the findings of my survey. If the intranet has been ineffective, then the solutions for a more successful approach would be based on the literature review findings that concur with employee perception. However if it has been successful, it would help in developing an approach in which culturally similar organizations could build and implement Knowledge Sharing Intranet Solutions. Originality/value of paper; The results of the finding, whatever implications it may have, would help to confirm whether existing literature accurately define the knowledge sharing culture within reward-based organizations. It would also aid in shedding a new light on integration processes that employees perceive as suitable, when designing and implementing Intranet solutions. Bibliography Issa, R. R., and Haddad, J. (2008) Perceptions of the impacts of organizational cultureand information technology on knowledge sharing in construction. Construction Innovation: Information, Process, Management, Vol. 8 (3), p182-201 McElroy, M. W. (2003) The new knowledge management: complexity, learning and sustainable innovation. KMCI Press Series, Butterworth-Heinemann: London,246pp Nonaka, I. (2005) Knowledge Management: Critical Perspectives on Business and Management, Taylor Francis: New York, 1303pp Pan, S. L., and Scarbrough, H. (1998) A Socio-Technical View of Knowledge Sharing at Buckman Laboratories, Journal of Knowledge Management, Vol. 2(1), p78-91 Reige, A. (2005) Three-dozen knowledge-sharing barriers managers must consider, Journal of Knowledge Management, Vol. 9 (3), p18-35 Smith, P. A. (2005) Knowledge Sharing, The learning organisation: an internationaljournal, Vol. 12 (6), 61pp References Goh, A. S. (2007) Integrating Knowledge Sharing Implementation: Toward An Institutionalized Symbiotic Model. International Journal of AppliedKnowledge Management, Vol. 1 (1), p16-21 Ruppel, C. P., and Harrington, S. J. (2001) Sharing Knowledge through intranets: A study of organizational culture and intranet implementation, IEEE transactions on professional communication, Vol. 44 (1), p37-52 Thomson Reuters (2009) ABOUT US, www.thomsonreuters.com/about, (accessed10/10/2009) How to cite Free Reflection Essay, Essay examples

Peppercorn Dining Report Case Study with Free Assignment Samples

Question: Case Study on "Peppercorn Dining Report". Answer: Organizational Development Problem Facing Peppercorn Dining The main issue that Peppercorn Dining organization experienced was staffing. There was a problem in finding people who were qualified for the job. Even after the best personnel were recruited, there was a challenge of retaining them. The OD consultants main aim was finding a way to make Peppercorn a more pleasant place for employees to work in. Drew Randall, Peppercorn manager, clarified that his goals for Peppercorn were to improve the morale among all workers and increase productivity of the company (Carmin et al., 1990). Once the problem was clear for the consultants, they laid out a strategy on how to come up with a solution for the problem. First, they agreed to carry a preliminary evaluation of the unit and afterwards offer a feedback that would be used in achieving the goals. Effectiveness of Data Gathering by OD Consultants The consultations by the OD consultants about Peppercorn Dining helped the consultants to come up with the best methods of collecting data. The consultants did not have a lot of time in the seminar that they were attending but they allocated an ample period of three days to collect all the relevant data that they required. This ensured that collection of data was effective because they all knew what they required. The effectiveness of data collection was made more effective by division of labor, that is, Lynn concentrated on production areas when collecting data while Roger surveyed front-of-house operations and Erica concentrated on the management (Carmin et al., 1990). The methods that the consultants used for data collection, that is, interviews and observations, made the process more effective since they obtained first-hand information that was important for coming up with a practical solution. Usefulness of Data Content Collected The methods used in collection of data made it possible to collect the most useful content. Lynns and Rogers observations at operations and service units respectively enabled them to collect data of what the employees do and say in their respective units. Observation is better than other data collection methods such as questionnaires because the consultants can observe for themselves what really happens. This is one of the most accurate methods because every important information that is useful for the research is accounted for. Shaw, 2015 states that people do not always write their views on questionnaires or honestly speak to strangers what is really right during interviews. Some of the information that they conceal when such methods are the only ones used may be important in coming up with a good solution. Apart from the usefulness of observations, the interviews that the OD consultants conducted were also useful. It is through interviews that they were able to obtain more information about how the employees feel about their job positions. Interviews enabled the consultants determine some of the reasons why a worker would not retain his or her job for long. For instance, on the first day of the interview between Roger and the cashier, the cashier revealed that she hates that she has to stay at the entrance where she gets all the cold especially during winters. She also pointed out that during those periods she gets sick and for that reason, she if she got a secretarial job she would leave her current job position. Generally, the data that was collected using interviews and observation enabled the consultants to come up with practical solutions. Effectiveness of Data collection Process The three OD consultants instantly developed a well laid plan of how they would collect data for three days. The use of observations and interviews made the process of collecting data much effective. Using interviews, the consultants were able to interact with all the workers including the professional supervisor, workers in dish room, day chef, day cook, night chef, night cook, server, receiver, cashier. Coordinator, Human Resource manager, director, assistant director and the vending manager. Using interviews, the consultants were able to develop relationships with the workers making the interviews to flow smoothly and the interviews to openly share their feelings of their job positions. The consultants were also able to choose the suitable candidates in different periods thereby ensuring that they did not destruct workflow. For instance, Lynn knew when to leave Dough so that he may continue with his work (Carmin et al., 1990). Doody and Noonan (2013) argue that the most effective data collection processes are those that enable for the collection of primary information and information that is sufficient. In this case study, use of interviews and observations made the process to be much effective because the employees involved provided fresh, primary and new information that manager Drew did not have. In addition, the process used in data collection was time saving because the consultants observed a lot and interviewed as many employees as possible within a short span of time. The process used in collection of data was less costly as there were no resources used such as those required in other methods such as papers in questionnaires. Peppercorn Dining did not incur costs during the process. Models that can help analyze the Collected Data Most of the data collected from the employees at Peppercorn Dining by the three OD consultants using observation and interviews is qualitative data. In this case, a non-statistical analysis of the collected data would be the best model to use. This is because there was no numerical data collected. Analysis would therefore require use of meaning-based data analysis rather than statistical or quantitative data analysis. Observation of the workers indicated that most of them enjoyed the work that they did. However, interviews with some of them indicated aspects that lower their morale and productivity of Peppercorn Dinning. Dough, night chef, seemed to be uncomfortable speaking when his supervisor Larry was around. This may be as a result of poor relationship between workers. Rogers interview with a student indicated that in the past, Peppercorn used to have student managers, student supervisors and student workers as staff but most students now dislike working there as a result of poor relationship between the adults and students working there. The cashier was positioned at the entrance and nothing seemed to shield her from winter colds. This lowered her morale of being in her job position and made her think of other better options that she would go to once there was a chance. A non-statistical model that analysis each data as was collected would indicate the root of all the problems that Drew mentioned were affecting Peppercorn. Conclusions from the Analysis The analysis of data collected through observation and interviews indicates that the organization is highly centralized. According to Dai and De Meuse (2013), a centralized management structure is where decisions are made at higher consolidated levels by those individuals at a broader perspective, including information and knowledge of what requires to be done. Those decisions made at higher management levels are passed on to lower organizational tiers who are supposed to accept and go on with it. This is what supervisor Larry does. He does not listen to any staff but he expects everyone to do what he has decided. This form of management creates poor relationship between the higher management and the employees as is in the case of Peppercorn. Poor relationship among workers can be a great contributor to low morale in the workplace. However, this can be improved by ensuring that workers spend some time close together outside workplace to create a good relationship. This is what Larry and Dough as well as other workers require. Once the management issue, which is the largest issue here is dealt with, the other small issues would be sorted out easily since the employees would be able to open up and speak about the issues affecting them such as cashiers cold at the entrance. Feedback Design The most important thing for organizational development consultants after collecting and analyzing data is coming up with a solution that provides a strategy to eliminate the problem. The analysis of data collected by Erica, Lynn and Rogers indicated that the organizational structure at Peppercorn is highly centralized and this worsens the relationship between the management and the subordinate workers (Carmin et al., 1990). The three OD consultants should arrange for a meeting with the management in order to provide the feedback. In the meeting, the consultants should mention that friction between staff and management manifests itself in many ways including low productivity. Employees and managers have a multitude of options to help them work together in harmony and as a team. Some of the ways that the consultants should propose for the organization to use in order to create a team may include arranging for workshops, seminars, luncheons, retreats and other activities where the mana gement and subordinates interact outside workplace to create a good relationship among themselves. The employees should also be allowed to contribute to decision-making processes within Peppercorn. In the feedback design, the management should come up with a program that enables all members to participate in a common activity several times each year. References Carmin, J., Cormen, T., Kerr, Y. and University, C. (1990). Peppercorn Dining. Pp.476-498. Dai, G, De Meuse, K 2013, 'Types of Leaders Across the Organizational Hierarchy: A Person-Centered Approach', Human Performance, 26, 2, pp. 150-170, Business Source Complete, EBSCOhost, viewed 24 May 2016 Doody, O, Noonan, M 2013, 'Preparing and conducting interviews to collect data', Researcher, 20, 5, pp. 28-32, Academic Search Premier, EBSCOhost, viewed 24 May 2016 Shaw, M. (2015). Standardized methods of data collection are required. BMJ, 310(6993), pp.1534-1535.