Hello sir, please make this assignment according to the instructions i am attaching the files with this. Please make it qualitative as it weightage 50%, if i fail i fail the subject. If you can, give this one to the expert who prepared 78724, I got 63% in that so, please I dont want to fail.
Microsoft Word - RES300 Rubrics - for all assessments Assessment 4 - Business Research Proposal (50%) Criteria Description Weight Poor <50%><65%><75% good="">75% Excellent>85% Clarity of arguments How clear arguments are made about the application of research methods and techniques Max. 5 marks Coherency of argument Are analytic arguments about choice of methods and design coherent and aligned with the RO and RQs? Max. 5 marks Consistency Are analytic arguments about choice of methods and design consistent? Max. 5 marks Structure Is essay professionally structured in terms of headings, sub headings and paragraphing Max. 5 marks Sample and sampling Are the choice of sampling method and sample size adequately and correctly discussed? Max. 10 marks Analytical methods Are the choice of analytical method and approach adequately and correctly discussed? Max. 10 marks Quality of references used Are all references used peer reviewed? Max. 5 marks Citations and referencing formats Are in-text citations and referenced formatted according to the prescribed styles and formats? Max. 5 marks 10173_Andre_Ricardo_Dias_Viana_De_Souza_Business_Research_Proposal_-_Andre_Souza_257000_918885424.pdf Table of Contents 1. Background of the Research 1.1Problem Statement 1.2Research Objective 1.3Research Questions 2. Literature Review 2.1 Feminism 2.2 Gender Diversity 2.3 Glass Ceiling Phenomenon 3. Research Design 3.1 Research Philosophy 3.2 Research Approach 3.3 Research Method 4. Data 4.1 Population 4.2 Sampling Technique 4.3 Data Collection Tool 5. Analytic Approach 6. Ethical Considerations 7. Strengths and Weaknesses of the Research 8. Validity and Reliability 9. Conclusion 10. References 11.Appendices 11.1 Interview Protocol 11.2 Codebook 11.3 Validity and Reliability (Robustness) Checklist 1. Background of the Research 1.1 Problem Statement Gender equality and business leadership positions in Australia 1.2 Research Objective The objective of this research is to investigate the main issues affecting gender equality for business leadership positions at a typical industrial company. 1.3 Research Questions Considering the objective previously mentioned, this research undertakes the following questions: 1. How do industrial businesses manage workplace gender equality? 2. What are the main issues faced by women in reaching business leadership positions at a typical industrial company? 3. How can a typical industrial company improve gender equality in leadership positions? 2. Literature Review The research presented in this paper is based on the theories of feminism, diversity and the glass ceiling phenomenon, which are contemporary topics involving issues and challenges concerning gender equality in business leadership positions. The following literature contributes to supporting the relevance of this research with regards to gender equality for business leadership positions in Australia 2.1 Feminism According to Reddy, Sharma & Jha (2019), feminism addresses crucial problems related to the dominance of men in society, including forms of inferiority, segregation of work-related roles and responsibilities, predominantly masculine habits and other physically and symbolically structured interactions in civilisation. These authors also state that feminism is a movement that confronts the general sense of advantage by male individuals due to physical enforcement. Espiner (2018) argues that feminism involves efforts from females to change current settings of the social order, reconfigure communication standards and aspects of ordinary routines. Finally, Kossek and Buzzanell (2018) claim in their article that feminism is an important mobilisation to advance in social justice, increase fair opportunities in the job market and achieve optimal performances of micro and macroeconomic objectives. 2.2 Gender Diversity Gender diversity is a current issue faced by businesses in many countries throughout the world. Janssens and Steyaert (2019) argue that diversity in businesses is related to the presence of different groups of gender, ethnicity, sexuality, nationality, disabilities and race, which can be derived from individual or social backgrounds. In terms of diversity applied to business and academics environments, Lauring & Villesèche (2019) assert that diverse teams have become more frequent, especially concerning gender. These authors associate a prominent approachability to diverse teams with their advanced degree of performance, which is supported by evidence of changes in group attitudes and higher performance in science projects and other usual responsibilities, tasks and decision process in different organisations. Particularly in business settings, meaningful concerns related to diversity and gender equality are identified by Cook, Ingerson and Glass (2019) in their research related to the influence of gender on wages disparity for roles in the board of directors. The authors state that although the pay difference between male and female business directors are lower in comparison to other hierarchy levels, inequality is still evident and therefore initiatives such as integration, autonomy for direct decisions and influence may support a higher balanced instance for women when they exercise these top management roles. According to the authors, by having these opportunities, executive women are also capable of impacting positive changes throughout the organisation in order to reduce gender disparity. Further significance of job opportunities and compensation is claimed by Vries (2015). This author states that hierarchical positions with large power in organisations play a vital role in leading practical initiatives and propel cultural changes towards the relocation of power and compensation besides fomenting changes with successful and enduring outcomes. Finally, Lee (2018) asserts that enterprises acting in the direction of gender equality through their senior leadership team have a solid opportunity to demonstrate organisational quality to the general public, including shareholders and customers, which may provide progress in terms of popularity, status and market value and stability in return. 2.3 Glass Ceiling Phenomenon The globalised setting of the current economic system has allowed a constant exchange of knowledge and continuous discussions concerning paradigms that surround the labour market in general and businesses in particular. Karakiliç (2019) asserts that a major paradigm under this topic is the glass ceiling phenomenon, which refers to the challenges contributing to the diminished level of female professionals achieving executive positions despite their qualifications and competence. He reasons that these obstacles for women are originated from a variety of factors, including traditional responsibilities in the family (e.g.: motherhood, spouse and household duties), underestimation of their professional capacity and commitment along with dominance and resistance from male employees in top management roles. Fapohunda (2018) argues that by facing these intrinsic oppositions, women encounter a gap that prevents them in advancing professionally into upper levels of executive positions, potentialising an environment of personal, organisational and cultural limitation for these individuals. Under these circumstances, Lewellyn and Muller-Khale (2020) postulate that changes to gender diversity culture in corporations on a global scale and the empowerment of women are initiatives that may support the effective resolution to this disproportionality. 3. Research Design 3.1 Research Philosophy This research intends to investigate how gender equality in leadership positions is perceived, demonstrating a phenomenon that is not random. Since investigation will be conducted in this project to collect data towards its issues, an interpretive research method is implied as to the research philosophy. According to Tsang (2014), interpretivism assumes that approaches from social sciences are substantial to investigate issues which require an understanding of This author also claims that it is possible, with the social approach, to interpret the pieces of evidence and reasons underlying a certain matter via subject explanation, involving a variety of actualities. From the perspective of the present research, several interpretations can be extracted from the ing gender equality for business leadership positions at a typical industrial company. This approach is congruent with the study performed by Kapoulas and Mitic (2012), which was developed to explore the effectiveness of electronic marketing approaches and campaigns in the Greek banking industry, wherein the researchers utilised interviews with customers in different segments and physical locations to reach an analytical comprehension of the issue. These authors made use of the study results with the purpose of elaborating a framework to improve marketing activities for this particular industry. Consistently with this study from Kapoulas and Mitic, the present research intends to utilise the outcomes of the employees interviews to explore initiatives towards gender equality in its leadership positions. 3.2 Research Approach An induction approach is inherent to this research since it will analyse qualitative data collected through interviews. Woiceshyn and Daellenbach (2018) argue that this approach is pertinent for management research problems since it builds reasonable theories based on observed circumstances of attention, ultimately answering questions to current issues. These authors also state that inductive researches are highly appropriate for management studies because only a small and narrowed range of theories have been explored and validated. Correspondingly, Jebb, Parrigon & Woo (2017) state that inductive researches provide capabilities to uncover patterns besides its function of analysing data and information from findings. Given the scope of this research, induction is an appropriate approach to analyse the data and particularities from the female employees in a specific business setting. 3.3 Research Method This research will utilise a mono-method with qualitative studies via embedded single case study to understand the main issues of female employees in achieving business leadership positions in Australia. This method is aligned with a recent study to investigate circumstances that influenced the responsibilities of midwives in one of the Canadian health systems (Mattison, Lavis, Hutton, Dion, & Wilson, 2020). These authors analysed interviews with nineteen individuals to explore the impacts of changes to the government regulations against the sector. Saladin, Schnepp and Fringer (2018) also utilised the embedded single case study method to explore the interactions of health care professionals and relatives with patientssuffering from multiple sclerosis who were trying to end their lives via voluntary stopping of eating (VSED). Similarly to these cases, the embedded essence of the presented research denotes that it