|AN EXPLORATORY QUALITATIVE STUDY OF EMPLOYEE PERCEPTIONS OF EFFECTIVE MANAGER COACH-EMPLOYEE RELATIONSHIP (Total 238 Pages)|
|Chapter 1 – 18 PAGES (Chapter 1 begins with a review of organizational difficulties due to globalization in the 21st century. Chapter 1 also includes an introduction to the background of the study by presenting the topic of coaching in the workplace, briefly reviewing seminal and recent articles related to the manager coach-employee relationship and explaining the conceptual framework. Chapter 1 also includes the (a) need for the study, (b) purpose and significance of the study, (c) research question, (d) definitions of terms, (e) research design, and (f) assumptions and limitations.)|
|Introduction – 39 lines 1st Paragraph – 11 lines |
Citation about Talented workers important for organization success (the background of the study)
Citation about important to support staff learning. (the background of the study)
Citation about Intellectual capital important for organizational success & competitive advantages. (the background of the study)
Citation about Employee coaching important for staff retention & organization performance
2nd Paragraph – 11 lines
Citation about Previous quantitative research did not fully capture common factor of successful coaching relationship.
Citation about Research used qualitative research for better analysis & insight.
3rd Paragraph – 8 lines
Managers who coach employees face difficulties setting up effective coaching relationships. Manager coach employee relationships were the focus of the study because they are important tools to improve organizational performance.
|Background of study – 13 lines |
(This section includes information about the importance of employee coaching with a discussion about workplace manager and coach-employee relationships.) Ex. citation – a manager coach-employee relationship can drive an organization’s productivity and outcomes. (McCarthy & Milner, 2013). Organizational Context and Challenges in the 21st Century – (2 paragraph- 29 lines)
1st paragraph :
Citation about organizational challengesCitation about need for the organization to adapt to new workplace management.
Citation about Human capital and processes are essential to implementation of an organization’s overall strategies
2nd paragraph: Citation about important of employee retention.
Citation about employee turnover and retention were the top workforce management difficulties in 2016.
Citation about employee’s relationship with their direct supervisor was an important contributor to employee job satisfaction.
Citation about poor relationships between supervisors and direct reports negatively impacted job satisfaction.
Citation about potential strategy of employee coaching
| Employee Coaching in the Workplace – Pg 5 (2 para- 18 lines) |
Citation about definition employee coachingReview about other recent studies on impact of employee coaching on innovation & change (3 studies)Review about impact of employee coaching on employee effectiveness (2 studies)Review about Positive relationship (5 studies)
Citation about trend in literature about employee coaching highlights the need for organizations to explore new solutions and strategies
Citation about organizations need to focus on their human capital and their learning culture.
Citation about important of a high-quality relationship between managers and subordinates
|Manager Coach-Employee Relationship – pg 5 & 6 (2 para- 24 lines) |
1st paragraph :
Review about peer coaching positively affect businesses (1 studies)review about leadership and executive positively affect businesses (2 studies)
Review manager and follower programs have positive effects. (1 studies)
Review coaching have positive effects. (3 studies)Review employee coaching relationship have positive effects (3 studies)
Review quality of the coaching relationship significantly influences the effectiveness of the manager coach-employee relationship (2 studies)
Citation definition of employee coaching relationship
Citation about practice of employee coaching is evolving, there is little research about the manager coach-employee relationship.
2nd paragraph: Explain the research objective “This exploratory qualitative study sought to expand the existing knowledge base about manager coach-employee relationships by exploring the common factors that lead to effective coaching relationships from the employees’ perspectives. Also, this study discusses the research problem found in the employee coaching relationship literature.”
Citation about manager-coaches faced difficulties building effective coaching relationships
Review studies about Social interdependence theory which relate to the understand manager coach-employee relationships. (6 studies)
|Need for the Study – 3 para, 22 lines (Pg 7) |
Seminal studies on employee coaching focused on the coaching manager’s role and skills (2 studies)
Recent research on employee coaching focused on creating instruments to measure the skills of coaching managers (2 studies)
Focus switched from the coaching manager’s roles and skills to explore the quality of the employee coaching relationship (3 studies)
Previous quantitative studies have not fully captured the common factors of effective coaching relationships that contribute to successful coaching outcomes. (1 studies)
Researchers called for more studies to find the main components of coaching relationships that impact coaching outcomes (4 studies)
Scholars shown coaching relationships can have positive impacts on organizational outcomes. (4 studies)
Coaching managers face difficulties setting up effective coaching relationships with their direct reports (1 studies)
Therefore, there was a need to uncover factors common to successful manager coach-employee relationships.
earlier quantitative studies (Gregory & Levy, 2010, 2011, 2012) did not fully capture the common factors of effective coaching relationships that contribute to successful coaching outcomes.
|Purpose of the Study |
To find the factors associated with an effective manager coach-employee relationship.
Citation about the benefit of research : results offer more information for implementing manager coach-employee programs that could help recruitment and retention efforts
Another citation about the benefit of research : Successful recruitment and retention of top employees lead to positive organizational outcomes
Another citation benefit of the research result : (a) become role models for practicing effective coaching skills and (b) create a positive environment to foster developmental employee coaching relationships
| Significance of the Study |
Quantitative studies have not fully captured the common factors of an effective manager coach-employee relationship.
Qualitative exploratory study – bridged a gap that existed in the manager coach-employee relationship literature.
This study expanded earlier knowledge and offered broader understanding of the existing
Previous quantitative studies have not entirely shown the common factors of the employee coaching relationship that contribute to successful coaching outcomes. (2 studies)
Researcher used an exploratory qualitative research design with qualitative interviews to gather rich information to answer the research question.
Citation about important of employee coaching as a strategy to stay competitive (3 studies)
Citation about organizations lack strategies to support managers in their roles as employee coaches.Therefore the results of this exploratory qualitative study offer greater understanding of the topic.
Citation about need for effective employee coaching relationships for successful coaching outcomes (1 study)
Citation about yet, coaching managers have failed to deliver helpful learning experiences (1 study)
Citation about Managers need more training to tackle coaching challenges (1 study)
This exploratory qualitative study, therefore, informed the practice of coaching to overcome the challenges
|Research Question 1. What are the factors that employees believe lead to an effective manager coach-employee relationship?|
|Definition of Terms Employee coaching relationship., Mutual collaboration., Mutual communication., Mutual connection., Mutual task., Partnership., Social interdependence theory.|
|Research Design |
Citation – exploratory qualitative research design based on a social constructivist paradigm
Citation definition exploratory qualitative design : as a basic qualitative approach that allows participants to describe the content of a given real-world experience or issue by offering opinions, beliefs, feelings, and perspectives.
More citation about benefit of qualitative approach : allows a researcher to explore, identify, and seek to understand the rich descriptions of real-world experiences citation about benefit of exploratory research design : allowed the researcher to explore, identify, and seek an in-depth understanding of the factors that lead to an effective manager coach-employee relationship.
Tell about the participant how they get it : participants for this study were successfully coached employees in the United States.
The researcher recruited potential participants using LinkedIn. Tell about sampling method : . The researcher employed nonrandom, purposive snowball samplingTell about data collection method : The primary method of data collection was in-depth, open-ended, semistructured telephone interviews.Tell about how data being examined : The researcher used thematic analysis to examine data gathered via telephone interviews. Further, the researcher used QRS NVivo 11 to search for patterns from which the themes emerged.
|Assumptions, Limitations, and Delimitations – Assumptions : |
Explain about 3 type of assumption : methodological assumptions, theoretical assumptions, and topic specific assumptions.Citation about foundation of methodological assumptions.Tell about studies about Theoretical foundation ( 3 studies)Citation about Topic-specific assumptions were based on earlier research assumptions pointed out by researchers in the field of employee coaching and employee coaching relationships
General methodological assumptions.
The researcher based the methodological assumptions of this exploratory qualitative research on a set of paradigmatic beliefs and philosophical assumptions.Citation about paradigm definition : paradigm as a set of beliefs that directs a researcher’s actions.
Explain about how the research conducted : The researcher conducted this exploratory qualitative research from a social constructivist paradigm, which guided the research design and choice of methodology, methods, and procedures.
Citation about philosophical assumptions definition : Repeat again The researcher designed this exploratory qualitative research from a social constructivist paradigm.
Citation about definition of social constructivist paradigm ( 1 paragraph)Explain about epistemological assumptions, the researcher used in-depth, open-ended, semi structured telephone interviews,
Citation about Semi structured telephone interviews allowed the researcher and participants to cocreate knowledgeCitation about how researcher as question : The researcher asked topical questions, and participants responded and shared their perceptions and knowledge on the topic.
Citation about axiological assumptions : the researcher built close, positive relationships with the participants,
More citation about how researcher manage the relationship: The positive relationships continued as the researcher obtained consent forms, scheduled telephone interviews, conducted telephone interviews, and closed the loop with participants using a check-in about the transcribed data
Theoretical assumptions. –
Citation about definition Theoretical assumptions.: as building blocks to frame an understanding of a unique perspective of the world.
More citation about Theoretical assumptions (1 para)explain about qualitative exploratory for the topic use theoretical propositions based on the seminal work describing SIT by 4 studies. The Goal was to find factors that lead to building successful manager coach employee relationships.
Citation about how to achieve effective employee coaching relationship: A situational, daily, positive interdependent working partnership is a necessary condition for an effective employee coaching relationship (3 studies)
Another Citation about important of partner.
Citation about partner that enhance their relationships . (2 studies)
Another citation about important of partner (3 studies)Citation about how partner being set up ( 1 para – 5 studies)
Citation about 8 question need to ask by researcher about coaching.
Citation about need more clarity and deeper understanding into the relationship between supervisors and subordinates before coaching. (2 studies)Citation about what need to be done before coaching
Citation about 1st problem with small sample para 1 & 22nd problem is Credibility Delimitations
Citation about definition of delimitation : researcher’s decisions to set the boundaries for the research scope, research design, and methods to manage the research process.
The 3 criteria of participants characteristic..
Organization of the Remainder of the Study
Explaination what will cover in chapter 2, 3 & 5
Chapter 2 : presents the literature review including the methods for searching the literature
Chapter 3 : includes the research methodology, the research question, the research design, the target population and sample, the procedures, the instruments, the ethical consideration, and a summary.
Chapter 4 : presents the results of data collection,
Chapter 5 : summary and discussion of results, the conclusions based on results, a comparison of findings with the theoretical framework and earlier literature, an interpretation of the findings, the limitations, the implications for the practice of employee coaching relationships, the recommendations for further research, and a conclusion.
|END OF CHAPTER 1|