Running head: QUALITATIVE ANALYSIS

Data Imports, Inc. Qualitative Analysis Chad Eric Donley Grand Canyon University: RES-850 7/17/2013

QUALITATIVE ANALYSIS ASSIGNMENT Table 1 Employee Focus Group Data Imports, Incorporated Theme In Support of Change Sample Responses

I emphasized the change and supported it to my full ability. Did whatever needed to be done. Communicated to the management chain that I believed in the new direction and offered whatever services I could. Worked as hard as I could to help with the change.

Resistance to Change

I voiced my indifference. I seek to question the wisdom of the decision. I probably wouldnt put too much of my time into trying to make it work. I try to express my discomfort with the change.

Need for Communication

Communication and openness are the key. Talk to you about what you should be doing. Good communicators can target areas they know are going to be affected, and sneak in some suggestions to get the employees talking and thinking of ways to improve their area.

Need for Education

Educate the workers about the change and explain why the change is needed. They explain to their people why change is necessary and listen to their concerns about it. It must educate their workers of the necessity of the change.

QUALITATIVE ANALYSIS ASSIGNMENT Make sure that everyone understands the reasons behind the needing to make a change. Employee Involvement at All Levels Meet with all levels of workers. Employees need to feel valued and respected. Make sure that everyone understands the reasons behind needing to make a change. I would advise that the leaders should involve all levels in the change discussions so that they have ownership of the change.

Note: All sample responses are full or partial quotes directly from employee responses to online focus group interview questions.

QUALITATIVE ANALYSIS ASSIGNMENT

Appendix A Coding Process Following is a description of the process I used to code and theme the data from the qualitative focus group exercise. 1. First, I read over each participants response to the questions in order to get familiarize myself with what each person said. 2. Secondly, I printed the focus groups responses and reread and highlighted important and reoccurring statements and themes. 3. Once I highlighted key words and phrases in all responses to the questions, I then developed a short list of useful codes and then listed what I deemed the five most prevailing themes. 4. Finally, I developed the table seen in this paper with the themes and used actual participant quotes to support those themes. 5. The themes I developed were all based on the employee statements and include: In Support of Change; Resistance to Change; Need for Communication; Need for Education; Employee Involvement at All Levels. In support of change refers to how the employees embraced change at work which they felt committed to and how they demonstrated their commitment. Resistance to change refers to how the employees reacted when there was a change initiative at work to which they felt indifference. Need for communication refers to employee statements which emphasized their desire to be in the loop and informed of any changes made at work. Similarly, need for education refers to the employees desire to not only have the change initiative at work communicated to them, but to have it full explained to them as well. Lastly, employee involvement at all levels refers to the employees expressed concern that change in the workplace is often one discussed among upper management and would be better received when the employees at all levels feel as though they are a factor in the decision making process.