Business Plan or Business Proposal

The research topic explored with this theme was to have participants describe experiences or situations that make one feel a sense of belonging to the facility. Examination of data included in the qualitative case study gained attention as I reviewed the total counts for codes relating to the category of sense of management support. Table 1 shows themes of positive communication, feeling emancipated, and performance recognition relevant for this interview question under the category of management support.

Note. Factors leading to engagement: Sense of belonging.

Participants interviewed in this study indicate that one way people cope with both personal and professional dissatisfaction is through voicing one’s opinions. Employees feel valued when able to solve problems. Participant 5 stated, “When I made a difference to the investigators, I felt engaged.” The study respondents noted several constructs, such as teamwork and quality, aimed to improve the work environment derived from communication. Communication is a vehicle that provides a basis to connect employees to the business and the community in which it serves (Kruse & Lundbergh, 2010). Essential to building trust and fostering a cohesive workgroup is respectful communication skills (Participants 3 and 4). Trust and respect are necessary in building successful workplace relationships (Harter et al., 2010). Organizations can attain significant business results when the communication between employees and managers form healthy relationships (Participant 4) resulting in caring and customer-focused employees. Employees are less likely to fear change when the need for change is justified and clearly communicated (Choi, 2011). How employees connect and share ideas can bridge the gap between a dissatisfied and engaged work environment, thereby increasing morale and strengthening loyalty and commitment. Only then, will employees feel important and want to follow direction (Friedman, 2011). Communication is also a factor when the goal is to motivate employees and make the staff feel part of the team (Participant 5). Participant 9 noted that one of the most motivating aspects of her job performance is communicating with lab members. Study participants feel a strong working relationship initiates from the daily interactions supporting investigators (Participant 10).

Theme: Feeling Emancipated. Most participants noted that an engaged employee would take ownership of one’s job, meaning workers take responsibility and accountability for his or her own job performance (see Figure 1). Study participants acknowledged value in the freedom to create one’s own schedule, which also fosters a sense of responsibility. As managers step out of old practices and allow employees to grow, trust builds between the subordinate and the manager and an engaged workforce emerges (Participant 3).

Accomplishing tasks or getting work done in a timely manner also contributes to a sense of satisfaction. Study participants feel support from supervisors or managers as noted that most leaders do a good job of helping others when needed. Employees feel if questions or concerns arise, managers are there to help (Participant 7). If there is a conflict between an investigator and an employee, the management staff will support the decisions made by the employee, as the staff is knowledgeable in animal care procedures and in determining protocol congruence (Participant 10).

( Figure 1 . Contributing factors to a sense of support )