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The success of an organization is entirely dependent on employee performance and their way of product delivery method. It has been observed in last five years of business scenario that The Marian Centre,one of the most recognizable healthcare facilities of Australia is facing innumerable business turmoil due to high rate of employee absenteeism and turnover ( 2018). As a result, organisational behaviour productivity is getting hampered immensely. After identifying this issue numerous research scholars and practitioners have raised their concern. After evaluating in-depth data from different case studies of Marian Centre,it is observed that employees of this organization are overburdened in pressure. Therefore, they are unable to provide their best endeavour towards services. Therefore, importance of employee motivation in reducing the rate of absenteeismhas become an identified research issue based on which appropriate data collection and analysis technique will be conducted.

1.1 Research backgrounds:

The Marian Centre is one of the most recognizable mental health facilities occupying in the market of Australia. Due to their superior quality of products and effective services the target customers of this organization is huge in number(Kang, Gatling and Kim 2015). In comparison to the target audience the organization is not well constituted with sufficient number of workforce strength. In this kind of situation, the existing employees have to face immense challenges in providing superior quality of services within stipulated deadline. Employees have to face overburdened pressure to deliver services. In addition, the organization is not following rewards and recognition policies for motivating the employees towards services. Being over stressed up and pressurised in work the employees were unable to maintain work life balance(Zboril-Benson 2016). In this kind of situation, Marian Centre has focused to make some of the most effective initiatives so that employees show their interest in retaining at the workplace.

1.2 Research problem:

Importance of employee motivation in reducing the rate of absenteeism is the identified research issue. In-depth case study is conducted based on Marian Centre,recognizable mental health services in the realm of health care industry(Chong and Monroe 2015). In order to reduce the rate of employee absenteeism the study would like to find out some of the major ways of employees motivation.

1.3 Rationale of the research

After gathering reliable and valid data from different resources it has been observed that employee absenteeism has become a major issue. Marian Centreis one of most recognizable health care services occupying predominant place in the realm of health care industry. Due to the lack of IT knowledge and expertise employees are unable to give proper services to the patients(Kampkötter and Marggraf 2015). The employees have to bear overburden of pressure at the workplace due to the lack of technological competency. In this kind of situation, this research issue has become a major concern for the researcher. Being stressed up in work pressure employee turnover rate has seriously increased(Avanzi et al. 2014). In this kind of situation, this very specific study has focused to make importance of employee motivation in reducing the rate of absenteeismas their identified research issue.

1.4 Research aims and objectives:

The primary objectives of making this research proposal are as follows:

1. To analyse issues impacting staffs and employees working at health care facilities

2. To understand the factors related to frequent absenteeism of staffs and employees

3. To determine programs implemented can result in better employee/ staff morale

4. To ascertain ways by which employees and staffs be motivated

1.5 Research questions:

1. What issue majorly impacts staffs and employees working at health care facilities?

2. What are the factors related to frequent absenteeism of staffs and employees?

3. What programs implemented can result in better employee/ staff morale?

4. How can employees and staffs be motivated?

1.6 Hypothesis:

H0: Employee motivation has no significant importance in reducing the rate of employee absenteeism

H1: Employee motivation has significant importance in reducing the rate of employee absenteeism

2. Literature review:

2.1 Factors and reasons of high rate of employee absenteeism:

In health care industry especially the employees have to deal with those stakeholders who are mentally or physically challenged. As a result, employees have to give special care and treatment while dealing with those stakeholders. Baxter et al. (2015) opined thatafter evaluating the business scenario, it is observed that employees have to put additional effort in providing services. Overburden pressure, additional responsibility ultimately damages the work life balance of an individual employee. In this kind of situation, de-motivation is the only factor due to which health care industry is losing employee reliability day by day.

2.2 Impact of employee absenteeism in health care services:

Absenteeism ultimately damages the rhythmic flow of business based on which organization fails to maintain their image and reputation. As a result, organisational productivity is getting hampered immensely. As opined that Hassan, Wright and Yukl (2014),employees have to face overburdened pressure to deliver services. In quest of motivating the employees towards services the organization is not following rewards and recognition policies for motivating the employees towards services. Being over stressed up and pressurised in work the employees were unable to maintain work life balance.

Cloutier et al. (2015) opined that lack of work-life balance highly de-motivates the employees towards services with the help of which employees deny to perform well in meeting organizational goals and objectives. As a result, employees fail to meet organizational productivity. The organization fails to gain profit level so that they can maintain their brand image and reputation. As commented by Hwang et al. (2014), employees’ decision in switching the company highly damages the organizational image and reputation. As a result, employees are highly affected in maintaining their retention plan in the healthcare industry.

2.3 Ways of employee motivation for reducing the rate of absenteeism

Tomaževi?, Seljak and Aristovnik (2014) stated thatafter evaluating the overall scenario, it can be highlighted that employees are getting highly de-motivated in performing well towards health care services. Their lack of competency in technological skill is another reason of being incompetent towards the services. In order to overcome this kind of situation, the organizations belonging to healthcare industry would have to focus on rendering motivational strategy so that employees tend to show their courageous attitude in performing well towards the services. Dugguh and Dennis (2014) commented thatimplementing rewards and recognition policy at the workplace can motivate the employees in providing their good performances. Kleinman et al. (2014) opined that employees can be given flexible work environment as well with the help of which employees do not have to take pressure in logging in at a right time. At the same time, employees in a healthcare centre should be provided agile workspace so that they start to enjoy their flow of work instead of considering it as their burden or responsibility. In addition, implementation of compensation and benefit can also motivate the employees in providing their good services.

3. Research methodology:

3.1 Research design:

Research design is the systematic process of gathering appropriate data and information by using different methodological tools. Research philosophy is the method of evaluating data by making different philosophical approaches (Novikov and Novikov 2013). In this study, positivism research philosophy will be used after making keen observation regarding the research issue. In order to make in-depth analysis based on the case study of Marian Centre,the study has focused to make detailed analysis by using deductive approach. With the help of an effective descriptive research design the collected data will be analyzed without manipulating data and information (Mary Converse 2012). The researcher issue will be evaluated without exploring new information from the research issue.

3.2 Sampling technique:

Sampling technique is the method of gathering data and information from a specific group of people among large number of population (Wahyuni 2012). Sampling technique is of two types including probability sampling technique and non-probability sampling technique (Coleman 2013). In this study, non-probability sampling technique will be used who will be directly involved with the research issue. In this very specific study employees will be involved so that they can provide their feedback regarding employee absenteeism. Total 100 samples will be collected based on which data will be gathered by maintaining its reliability as well as validity.

3.3 Data collection:

Data collection is the approach of acquiring knowledge and information regarding research issue from different resources. Data collection technique is constituted with two major types that include primary source of data collection technique and secondary source of data collection technique (Håkansson 2013). In this study the researcher will follow primary data collection method. Only survey will be conducted by involving 100 employees of The Marian Centre.They will provide necessary feedback about the actual reason of absenteeism and employee turnover.

3.4 Data analysis:

Data analysis is the systematic process of evaluating the collected data by using appropriate statistical and analytical tool (Collis and Hussey 2013). In this study quantitative data will be collected with the help of which survey questionnaire will be made for gathering information technology (van Wyk 2012). In order to evaluate necessary data and information the study will focus on using central tendency method in ‘liker chart’. In order to prove research hypothesis the study will make in-depth regression analysis so that null hypothesis can be rejected.

4. Additional issues:

4.1 Expected research limitations:

While making the research proposal some of the major areas are highlighted which seem to be its shortcomings. The research proposal will collect data based on positivism research philosophy. However, it is undeniable that positivism research philosophy is highly based on keen observation rather than appropriate evidence. Therefore, post-positivism research philosophy will be appropriate for this proposal so that both observation and evidence can be gathered. In addition, in order to collect sufficient data and information from various resources the researcher would have to focus on collecting both quantitative and qualitative research method.

4.2 Ethical considerations:

While conducting the entire research the researcher would have to follow appropriate ethics and values so that the participants do not get affected in providing necessary information (Collis and Hussey 2013). With the help of implementing data protection act the researcher would strictly maintain confidentiality of collected data gathered from the participants. On the other hand, in this research anti-discrimination act would be strictly followed with the help of which participants from various cultural backgrounds and attitudes would be given equal respect and dignity. Both verbal and non-verbal communication method would be used so that people having linguistic barrier do not have to face challenges in communicating with the researcher.

4.3 Budget of the research plan:


Estimated budget



Finding sources for topic selection


Data collection from secondary sources

AUD 5,000

Framing layout of the research

AUD 4,000

Purchasing books and journals

AUD 7,500

Research plan formation

AUD 16,500

Acquiring research techniques

AUD 4,000

Primary data collection

AUD 20,000

Analysing and interpreting data

AUD 16,000

Formation of rough draft

AUD 28,000

Final submission (total)

AUD 101,000

Table: Estimated budget of the research plan

4.4 Timeline of the research:

Main activities/ stages

1st-2nd Week

3rd- 4th Week

5th- 6th Week

7th-8th Week

9th- 10th Week

11th- 12th Week

Topic Selection


Data collection from secondary sources


Framing layout of the research


Literature review


Formation of the research Plan


Selection of the Appropriate Research Techniques


Primary data collection


Analysis & Interpretation of Data Collection


Conclusion of the Study


Formation of Rough Draft


Submission of Final Work


Table: Timeline of the research plan

(Source: As Created by the Author)

4.5 Expected outcome:

The expected outcome of this particular research seems to be positive as the researcher would properly follow the research format and appropriate research tools. While collecting data the researcher would focus on conducing survey only. In order to deal with the issue like importance of employee motivation in reducing the rate of absenteeism, the researcher would have to focus on making qualitative data analysis as well for involving the human resource manager. They would be able to present the actual organizational scenario about the increasing rate of absenteeism and its necessary ways of overcoming the rate of absenteeism.

Reference List:

1. Avanzi, L., Fraccaroli, F., Sarchielli, G., Ullrich, J. and van Dick, R., 2014. Staying or leaving: A combined social identity and social exchange approach to predicting employee turnover intentions. International Journal of Productivity and Performance Management63(3), pp.272-289.
2. Baxter, S., Campbell, S., Sanderson, K., Cazaly, C., Venn, A., Owen, C. and Palmer, A.J., 2015. Development of the Workplace Health Savings Calculator: a practical tool to measure economic impact from reduced absenteeism and staff turnover in workplace health promotion. BMC research notes8(1), p.457.
3. Chong, V.K. and Monroe, G.S., 2015. The impact of the antecedents and consequences of job burnout on junior accountants' turnover intentions: a structural equation modelling approach. Accounting & Finance55(1), pp.105-132.
4. Cloutier, O., Felusiak, L., Hill, C. and Pemberton-Jones, E.J., 2015. The Importance of Developing Strategies for Employee Retention. Journal of Leadership, Accountability & Ethics12(2).
5. Coleman, R. (Ed.)., 2013. Deleuze and research methodologies. Edinburgh University Press.
6. Collis, J. and Hussey, R., 2013. Business research: A practical guide for undergraduate and postgraduate students. Macmillan International Higher Education.
7. Collis, J. and Hussey, R., 2013. Qualitative psychology: A practical guide to research methods. Sage.
8. Dugguh, S.I. and Dennis, A., 2014. Job satisfaction theories: Traceability to employee performance in organizations. IOSR journal of business and management16(5), pp.11-18.
9. Håkansson, A., 2013. Portal of research methods and methodologies for research projects and degree projects. In The 2013 World Congress in Computer Science, Computer Engineering, and Applied Computing WORLDCOMP 2013; Las Vegas, Nevada, USA, 22-25 July (pp. 67-73). CSREA Press USA.
10. Hassan, S., Wright, B.E. and Yukl, G., 2014. Does ethical leadership matter in government? Effects on organizational commitment, absenteeism, and willingness to report ethical problems. Public Administration Review74(3), pp.333-343.
11. Hwang, J., Lee, J.J., Park, S., Chang, H. and Kim, S.S., 2014. The impact of occupational stress on employee's turnover intention in the luxury hotel segment. International Journal of Hospitality & Tourism Administration15(1), pp.60-77.
12. Kampkötter, P. and Marggraf, K., 2015. Do employees reciprocate to intra-firm trainings? An analysis of absenteeism and turnover rates. The International Journal of Human Resource Management26(22), pp.2888-2907.
13. Kang, H.J., Gatling, A. and Kim, J., 2015. The impact of supervisory support on organizational commitment, career satisfaction, and turnover intention for hospitality frontline employees. Journal of Human Resources in Hospitality & Tourism14(1), pp.68-89.
14. Kleinman, N.L., Odell, K., Chen, C.I., Atkinson, A. and Zou, K.H., 2014. Persistence and adherence with urinary antispasmodic medications among employees and the impact of adherence on costs and absenteeism. Journal of Managed Care Pharmacy20(10), pp.1047-1056.
15., 2018. Let Us Help You. Available from Accessed on 2018.
16. Mary Converse RN, M. N. 2012. Philosophy of phenomenology: How understanding aids research. Nurse Researcher (through 2013)20(1), 28.
17. Novikov, A.M. and Novikov, D.A., 2013. Research methodology: From philosophy of science to research design. CRC Press.
18. Tomaževi?, N., Seljak, J. and Aristovnik, A., 2014. Factors influencing employee satisfaction in the police service: the case of Slovenia. Personnel review43(2), pp.209-227.
19. Tracy, S.J., 2012. The toxic and mythical combination of a deductive writing logic for inductive qualitative research methodDepartures in Critical Qualitative Research1(1), pp.109-141.
20. van Wyk, B. 2012. Research design and methods Part I. University of Western Cape.
21. Wahyuni, D., 2012. The research design maze: Understanding paradigms, cases, methods and methodologies.
22. Zboril-Benson, L.R., 2016. Why nurses are calling in sick: the impact of health-care restructuring. Canadian Journal of Nursing Research Archive33(4).