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QUESTION
The theoretical foundations of qualitative and quantitative methods are very different, but many researchers believe both methods should be used in the research study to increase validity and reliability. What advantages or disadvantages do you see in using both types of methods in a nursing study? Support your answer with current evidence-based literature
| Subject | Nursing | Pages | 3 | Style | APA |
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Answer
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Using Qualitative and Quantitative Methods in a Nursing Study
There is a common misconception that qualitative research findings cannot be used alone, but should be employed as theoretical foundations for quantitative studies. The latter is what is assumed to be the most appropriate for offering evidence-based findings for nursing studies. However, considering the benefits of both methods, it is evident that nursing research should consider using both qualitative and quantitative methods since they increase the validity and reliability of the study.
Both qualitative and quantitative studies are important because they offer unique contributions to a research study. Qualitative studies are complete on their own, and do not require any other statistics. This method offers theoretical foundations for current studies by analysing what has already been studies, and identifying gaps (Grove & Gray, 2018). Hence, the reliability of a study is enhanced. For quantitative studies, generalization tends to be based on the establishment of laws for the target population based on the data obtained from the sample (Rutberg & Bouikidis, 2018). This tends to assist in increasing validity since it offers insights on effective data collection methods and sampling techniques. Therefore, both methods offer input in nursing study as the form of data that is being applied is different.
In conclusion, qualitative methods are important in nursing studies since they offer unique contributions by establishing theoretical foundations on the research topic. Quantitative methods, on the contrary, focuses on analysis of the effectiveness of various data collection and sampling techniques. Hence, the presence of a gap in literature can be identified before the best data collection methods are considered. Both of these methods contribute differently, and are equally important in evidence-based practice.
References
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Grove, S., & Gray, J. (2018). Understanding Nursing Research E-Book: Building an Evidence-Based Practice. Elsevier Health Sciences, 150-380.
Rutberg, S., & Bouikidis, C.D. (2018). Focusing on the fundamentals: A simplistic differentiation between qualitative and quantitative research. Nephrology Nursing Journal, 45(2), 209- 212.
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QUESTION
Week 4 Discusssion
This is a discussion question that I need answered. I need the second portion of the questioned answered thoroughly, both bullet points. I have highlighted it in yellow to show that it is what I need answered. I need this r returned to me completed without any grammatical or punctual errors. The company that I want this question written about is Nissan Motor Corporation.
Choose ONE of the following discussion question options to respond to:
Using Adverse Conditions to a Company's Advantage
- Chakravorti (2010) discusses four methods that corporate innovators use to turn adverse conditions to their advantage. Examine an organization of your choice and briefly discuss how the organization might use one of these methods.
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Assessing Risk and Reward
- Using the company of your choice, identify an important and difficult decision that they faced. What were the most important risks and the most important rewards of the decision?
- What data, analysis or perspective would you have used to help Sr. Management decide if the rewards outweighed the risks?
| Subject | Business | Pages | 4 | Style | APA |
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Answer
Assessing Risk and Reward
The Nissan Motor Company is one of the leading automobile makers in the world. The Japanese carmaker has primarily enjoyed a successful run, allowing it to enter various regional and international markets such as the United States. However, the changing business environment was not favorable to the company in 2019. Notably, the cooperation recorded losses amounting to 7.8%. The experience pushed the management into making tough decisions, requiring almost all of its North American workforce to go for unpaid leaves.
In late 2019, the company announced that the decline in sales necessitated a two-day unpaid leave for the North American workers. The stated days for the vacation were January 2 and 3rd (Chicago Tribune, 2019). Notably, this move was a crucial decision for the company because of its conflicting impacts. Whereas on the positive side, it could help the firm minimize expenses, it threatened to affect the public perception of the company regarding employee welfare.
The rewards for the decision involved cutting expenses by not paying the workers on leave, which eventually would translate into reduced expenses. Another reward was that the decision could allow the company to optimize performance by evaluating employee performances then developing new milestones. However, on the low side, the company risked affecting its public image and brand name, especially in the North American market. As per Chakravorti (2010), the way an organization treats its employees influences the firm's public perception. Thus, Nissan risked eliciting a negative public perception. With a distorted public image, the company could fail to revive its declining sales.
I would have advised the management of Nissan to utilize the Predictive Analytic perspective in determining the right decision to take. Ideally, the approach tries to predict what might happen in the future if particular decisions or actions are undertaken at the moment (Traymbak & Aggarwal, 2019). Looking at the situation at Nissan, the company needed to develop a goal such as increasing sales. After that, they would have made decisions aimed at realizing the set goal. In this regard, the predicted outcome could give the management an overview of whether more risks existed or significant rewards could be realized.
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References
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Farrell, L. and Hurt, A.C., 2014. Training the Millennial Generation: Implications for Organizational Climate. E Journal of Organizational Learning & Leadership, 12(1).
Fishman, A.A., 2016. How generational differences will impact America’s aging workforce: Strategies for dealing with aging Millennials, Generation X, and Baby Boomers. Strategic HR Review, 1(1).
Hayes, B.R., 2013. The implications of multigenerational differences within the workforce. Research Papers. Paper 407. Retrieved from: http://opensiuc.lib.siu.edu/gs_rp/407
Jones, J.S., Murray, S.R. and Tapp, S.R., 2018. Generational differences in the workplace. Journal of Business Diversity, 18(2).
Noe, R.A. and Kodwani, A.D., 2018. Employee training and development, 7e. McGraw-Hill Education.
Truxillo, D. M., Cadiz, D. M. and Rineer, J. R. 2014. The aging workforce: Implications for human resource management research and practice. Oxford Handbooks Online: Business & Management. DOI, 10.