coding and theme analysis

Interview Protocol

Specific Business Problem

The activity is aimed at understanding the influence of dispute resolution on employee retention. The steps towards employee retention commences with hiring the individuals who best fit the corporate culture. Nevertheless, conflicts may still arise even if such a measure was taken. In any case, even relatives and closest friends conflict. The organization would prefer having the differences resolved rather than compelling the employees into considering quitting. This underscores the need to establish the ways through which disputes could be resolved so that the rate of turnover can diminish.

Research Question

Among the organizations experiencing over 3.5% employee turnover rate, is empowering more effective than education or practice with respect to reducing the rate at which the workers are leaving?

Participant Criteria

The respondents include middle-level managers and supervisors. Middle-level managers are involved in the preparation of organizational set-ups, issuing instructions, appointing employees, creating cooperation, and motivating employees. Supervisors facilitate control, maintain discipline, facilitate optimum utilization of organizational resources, and facilitate feedback. These two categories of stakeholders would know the issues which the employees regard as crucial; and could have credible suggestions on implementing dispute resolution measures.

What the Researcher Will Do

What the Researcher Will Say— Their Script

Introducing the interview over coffee.

My name is Ashton Alton, and I am a student at Walden University. The interview is aimed at facilitating the completion of my thesis, which is part of the requirements of the DBA program. Please note that you reserve the right to withdraw at any point of the exercise, that is, if you feel uncomfortable. Nonetheless, high levels of ethics will be maintained while collecting and analyzing the data, and extreme personal questions will be avoided as much as possible.

· Watching for the nonverbal cues

· Paraphrasing when necessary

· Asking follow-up and probing questions.

· Probing and digging deeper for rich data.

1. Interview question: Do you think conflicts would be reduced if managers and team leaders are allowed adequate powers to resolve them?

Response : I believe it is important for managers and team leaders to have complete transparency when it comes to solving issues that impact the company. I believe that is what reduces conflict.

2. Interview question: To what extent, as compared to empowering, do you think education skills would help resolve conflicts? Can you say that conflicts arise since the stakeholders are ill-equipped with respect to how to deescalate differences?

Response: I would say that it is a mixture of education and experience. You can’t rely heavy on one without the other. You need education to know what the bases is and to know about and you need experience to know how to implement the education.

3. Interview question: Based on your experience, what do you think has higher agency between you getting empowered or role-playing? Do you think workers would choose to stay in spite of the challenges if they find out that you are also persevering similar issues?

Response: I that it all stems from leadership, employees are willing to weather the storm if they see that their leadership is. Which is why leading from the front is so important. Subordinates feed off of their leadership’s energy.

4. Interview question: To what extent would you say that trust is an enabler when it comes to successfully resolving conflicts? In essence, would you trust everyone with education and experience to handle conflicts independently?

Response: As I stated earlier education and experience is key in any situation. It does you no good to have one without the other. Additionally, you need to have trust when resolving issues because truth plays an important role in finding out what the problem is.

5. Interview question: If you were to educate your subordinates, would you encourage them to forward matters to another mediation team or have it resolved? Explain your answer.

Response: I would encourage all my subordinates to solve problems at the lowest level. It is important that they learn and have the know how to solve problems before they escalate. I would encourage them to use a mediation team as a last resort.

6. Interview question: What are some of the issues which would necessitate sending matters to another mediating party? Do you think the results of such mediation should be final, and why? Elaborate your answer.

Response: It’s kind of hard to say because every situation is different, but it would most likely be a situation that couldn’t be resolved after numerous attempts.

7. Interview question: Do you have confidence in conflict resolution strategies as means of mitigating employee turnover and hence preserve your organization’s productivity? Please explain your answer.

Response: Yes, I believe in any type of conflict resolution as long as it is implemented properly. If not implemented properly it could only make matters worse.

8. Interview question: There are three major ways to solve conflicts. Among empowerment, education, and demonstration through practice, which one do you think is most effective? Explain your answer.

Response: I believe it is a combination of all three, but then again there is no one size fits all for every problem.

Wrapping-up the interview

Thank you so much for your participation in this exercise. It will go a long way in understanding one of the challenges which have been detrimental to productivity and hence sustainability of firms.

Scheduling the follow-up checking interview

As the responses are analyzed, there could arise a number of questions needing clarification. Would you be available for another meeting in 7 days? It will be really appreciated.