Unit 6

October 27, 2018

Part A

Evaluation of the Research Design for the research paper, The Influence of Servant Leadership on Restaurant Employee Engagement (Carter & Baghurst, 2014):

A research design guides the conduct of the qualitative study – Rating 3 – the researchers cited a substantial amount of literature. The researchers utilized a phenomenology design.
The choice of the research design is appropriate and justified – Rating 3 – the choice of the research design is appropriate. Utilizing a phenomenology design is a good approach toward answering the research question.
Good qualitative data collection procedures are used – Rating 3 – the researchers utilized a focus group for the collection of data and previous company survey results.
Good qualitative data analysis procedures are used Rating 3 – The researchers utilized a 7 step process to analyse the data.
Good qualitative results and interpretations are reported – Rating 3 – The researchers reported the focus groups results as well as grouped participants when comments were similar in nature.
The study used a rigorous research design – Rating 3 – the researchers included and built on former knowledge, referencing prior research as well as prior processes.
The use of the qualitative research design addressed the study’s purpose – Rating 3 – the study fulfilled the intent and answers the research question.

Overall Quality of the research is high with a score of 21/21

Part B

Evaluation of the participants and data collection procedures for the research paper The Influence of Servant Leadership on Restaurant Employee Engagement (Carter & Baghurst, 2014)

The sampling strategy is appropriate and justified – Rating 3 – the researchers conducted the focus group in a designated area the employees were comfortable with and was convenient. The researchers provided references to previous studies that indicated that it was justified. They also provided references regarding other best practices such as confidentiality agreements and length of time the focus group was convened.
The sample size is appropriate and justified – Rating 3 – The researchers had a small group with relevant experience. The group was further reduced by creating two separate focus groups.
The data types are appropriate – Rating 3 – the data types were appropriate.
The data are gathered using rigorous qualitative procedures – Rating 3 – the researchers utilize open ended questions to encourage dialogue in the group.
Data collection issue are handled ethically and thoughtfully – Rating 3 – the researchers ensured the participants had the opportunity to sign a confidentiality agreement and ensured the names of the participants would not be included in the final research report.
The selected participants are information rich – Rating 3 – Employees included in the survey had a minimum of 5 years’ experience working at a restaurant that was recognized for servant leadership.
The database provides extensive and credible information about the central phenomenon – Rating 3 – the findings included extensive information about the focus group, what questions were asked, responses, common themes, etc.

Overall rating 21/21 – High Quality

Part C

Evaluation of the data analysis and findings for the research paper The Influence of Servant Leadership on Restaurant Employee Engagement (Carter & Baghurst, 2014)

The analysis process used rigorous qualitative procedures – Rating 3 – the researchers documented, recorded and transcribed comments from the focus group. The researchers also found common themes and followed a 7 step process to analyse the data.
Strategies were used to validate the findings – Rating 3 – as part of the 7 step process in evaluating the data the researchers clustered core themes, identified invariant constituents.
The findings include a description of the people, places, or events in the study – Rating 3 – the researchers describe the participants and why they were appropriate to participate in the focus groups.
The findings include appropriate themes about the central phenomenon – Rating 3 – 5 themes were reported.
The findings relate multiple themes to each other – Rating 3 – the researchers reported the relationship amongst the themes.
That data analysis represents a good qualitative process – Rating 3 – the data analysis was credible and accurate results were gathered.
The findings provide a good exploration of the central phenomenon – Rating 3 – the findings provided information for discussion, suggestions to further research and a conclusion.

Overall assessment is 21/21 High Quality

Part D

As a consumer of research reports the most important aspects one needs to consider in the methods and results section of a high-quality qualitative research report include:

The researchers share the method they used to obtain the results.
There is a clear description of the overall design.
Researchers provide details on participants and why they were considered qualified.
Information in the literature includes how the data was collected and analyzed.

Elements of this section that raise questions and may be confusing:

While evaluating the participants and data collection I was confused by what is meant by data types. I’m looking for more information on data types utilized in qualitative research.

How can you apply this knowledge to your work context or current leadership experience?

In my current role, I can see a qualitative research report being of considerable value. As a leader in an indigenous organization, there is not a great deal of research conducted on indigenous economic development in Canada. Many First Nations are new to economic development and work closely with their lands and resources department on rights and title issues. As the rights and title legal climate is constantly changing, so too is the economic development front and therefore indigenous businesses need to quickly adapt. One unique approach my company has taken is to maintain a strategic mandate despite the current legal climate. The approach is to operate the business in a humble way, and to stick to key principles such as capacity building. By doing so my company has built a very unique operation that is not found amongst many other nations. At this point in time my nation is receiving interest from other nations, banks, lawyers and others working in the field of indigenous economic development, to better understand our business model. I do believe it is a business model that can be shared with other nations that are struggling to get economic development off the ground. Recently I’ve been in discussions with a researcher whom is interested in studying our business model and I believe a qualitative research report would be the most appropriate, given the lack of literature available on the topic. I now feel more confident and better equipped to work with the researchers to develop a study on our business model. It will also be interesting to not let my biases slip in, but will look to the experienced researchers to implement methods to prevent this from happening.

My question to my classmates I am curious to know is, how you too might have managed your biases when participating in a qualitative research study or when reading a qualitative study?

References

Danon Carter, & Timothy Baghurst. (2014). The Influence of Servant Leadership on Restaurant Employee Engagement. Journal of Business Ethics, (3), 453. https://ezproxy.student.twu.ca:2420/10.1007/s10551-013-1882-0

June 10, 2018

Light from Many Lamps, Unit 6

Growing up in Greater Vancouver as an indigenous person was not easy. My mother came from poverty and dealt with the aftermath of growing up in a family and community where alcohol and other abuses were prevalent. I know now I was part of a vulnerable population that would be disadvantaged in life, because of the color of skin and my heritage. Or at least I thought that would be my destiny.

As a young person in elementary and high school I felt ashamed of my family and hid my culture as much as I could. I remember feeling embarrassed about friends knowing too much about my family and doing my best to keep them at a distance. Having said that I know now, given where my mom came from I would say we were doing pretty good. She moved us to a nicer neighborhood and although we didn’t have much she did her best to give us a normal and healthy life.

Upon graduation my life was turned upside down as my mom could no longer afford to live in Metro Vancouver. She was faced with the decision to move to a northern town where some of my other indigenous family resided. I knew I would be destined to no post secondary education, likely married with kids at a young age and without many career prospects if I moved with them. On top of that I was upset about leaving my friends behind. Faced with this decision I knew I had to find a way to stay and so found myself a place to live and a job at the age of 18, 5 days after high school graduation. At first I was very angry about my mom leaving me in this situation but quickly had to realize that that anger was not going to accomplish anything. Something inside me told me that I needed to be self-reliant and stand on my own two feet. I can almost recall to the day when I said to myself that I would no longer be dependent on anyone and moving forward I would only count on myself to live the life I wanted.

The article in Light from Many Lights, Part 5, Number 4. Ralph Waldo Emerson, My life is for itself and not for a spectacle…what I must do is all that concerns me, not what people think, discusses self-reliance as an important thing in self-discipline and development of character. What I did not expect after my anger subsided is that my life would in fact get better. Initially I struggled, I admit. It took about 5 years for me to get my footing and be able to balance the responsibilities of adulthood. I had to learn how to budget, pay bills, and how to cook for myself. With only a high school education I slugged it out working two jobs at not very good companies. That experience however taught me that I needed to find a way to get to school so I could better myself. I put myself through college and found a great company with room for advancement. In addition to my career I was careful to find a life partner that had similar values as me, and would be a good husband and father. Even though today I have life challenges like everyone else, I can say I am content with the life I’ve built.

I’m now a proud indigenous woman working for my community. I’ve been able to learn about my culture and family and as a result understand the history and why indigenous people have struggled. Thanks in part to the truth and reconciliation movement, I no longer need to feel embarrassed about my heritage. Along with getting reacquainted with my community I’ve learned about traditional teachings that make sense to me and am thankful that, for some reason I followed many of these principles. For one I have learned that everyone has a gift and its important to nurture these gifts. Without knowing it at the time, my career path has allowed me to utilize my gifts. I had a mentor that helped me with career coaching, and although I found myself questioning what it was that I wanted to do, I instead just did what I was good at. There were times I was not always happy in my job but I realize now it was all in an effort to prepare me for my role today. I am sure that the adversity I went through as a child and through my work experience was my ancestors guiding me so that I could lead my community through reconciliation. Ralph Waldo Emerson said (Eichler Watson 1951) “Trust thyself; every heart vibrates to that iron string. Accept the place the divine providence has found for you, the society of your contemporaries, the connection of events. Great men have always done so…

In an indigenous community we can sometimes be harsh on one another and bring down the very people that are working hard to help others. While I trust myself and my destiny I still have feelings and as a leader can be the target of gossip and negative intentions. For the most part I have managed through these situations but its hard when working with family as inevitably there is no off switch to the gossip even when I try and walk away. People seem to think I need to hear about things, mostly because they care and want me to counter. I never do and walk away but admit my heart wears heavy at times. Knowing I’m on the right path and being exposed to this kind of negativity I hope to learn from other leaders how they can continue on their path they were destined for with negative chatter in the background. It’s one thing to know better but in practice what do others do to stay on the path of living a self-reliant life and keeping the mind and hearth healthy?

Lilian Eichler Watson, 1951, Light from Many Lights, Part 5, Number 4, page 176, New York: Simon & Schuster, Inc.

June 10, 2018

Unit 6, Activity 3

For my example of technology use in hospitality, I will explain how I am currently supporting a business and Manager directly reporting to me.

In 2011 while on maternity leave I worked to develop the lelem’ hospitality concept which is a business plan that involves indigenous restaurants, accommodations and gift stores. Since this time I have successfully developed a gift store, full service restaurant and two express restaurant locations as well as future plans for three more locations. The business is highly popular and is a demonstration of how indigenous people can participate in the economy while building internal capacity in terms of employment. The business has provided a bricks and mortar example of how our company can be trusted to deliver as well as be considered as a good business partner in other future land development projects. While the success has been great, I have also been concerned that we are not maximizing systems to make effective management decisions. In the end the more time management spends on accessing information, the less time they are spending training employees and engaging customers. As a result I made the decision to investigate a new Point of Sale (POS) system, inventory management and scheduling tool. The new tools also provide additional capacity such as online ordering (soon to be implemented), line busting utilizing tablets, better reporting on the spot, to ensure the business is adequately staffed. Also included is an integrated inventory management system to ensure food costs are kept in line as well as we so we do not risk running out of product and upsetting customers when their favorites are not available. One thing I did not anticipate with the introduction of the new tool is how motivated the staff would be. When employees see Management investing in the business it makes them feel a sense of pride and that the company cares. This in turn translates to happy customers as staff are excited and in a good mood. This is important as in the hospitality industry specifically, people continue to hold the highest value, at least from the customers’ perspective (Ottenbacher, Gnoth, & Jones, 2006).

Another use of technology I have been exploring investing in is an employee development plan. My company recently invested in an online HR management tool called HR web. One function of this tool is an employee performance tool. While in its infancy, it has the ability to remind Managers to set up regular and ongoing meetings with their staff to coach them on performance. Taking things a step forward I am also exploring technology based options for employee recognition. In the systems I have investigated they allow Management to recognize employees or employees to recognize one another. Management has the ability to set up a points system whereby the employee can redeem for gifts. Many employee recognition software programs allow for companies to include their own gifts or gift cards such as movie theater tickets, restaurants or retail stores. Other gifts can be things such as shadow the company President for a day. Essentially the company can be as creative as it wants.

Another tool I will be implementing this summer to improve employee moral and performance is an employee communications TV which will be accessible in employee lounges. Communications will include announcements on new hires, achievements of employees and group efforts. It will also connect the satellite businesses to the head office and share announcements such as environmental remediation works in our traditional territory as well as company accolades and awards. Ensuring employees are informed about the on goings of the organization ensure employees feel part of the team as well as proud of the corporations values. My ultimate goal is to ensure employees feel valued and are excited about contributing their ideas. Technology has the ability to traverse every aspect of the organization and provide a platform to help people innovate (Bugshan, 2014; Lee, Olson & Trimi, 2012;Zhang et al., 2015)

June 10, 2018

Unit 6, Activity 2

Role playing with Wafa was an interesting experience to learn about her incredibly busy life, balancing both work and family. Wafa has a bachelor’s degree in medical laboratory science, and has been working for more than 10 years in healthcare system. She has three kids and enjoys travelling and learning a new things.

Wafa works in a laboratory, where she needs to have exceptional organizational skills. When the trauma room in the emergency department send patients’ specimens as a stat, that’s the time when Wafa works at her best. Wafa is required to report patient’s results with virtually no time available. This is part of her point of care testing that she provides to patients in the Emergency (ER), Critical Care Unit (CCU) and High Acuity Unit (HAU).

Wafa’s coworkers and department lead, see her as someone that can get work done efficiently. Wafa prioritizes her work list according to the timeline that she sets for herself and to accommodate her coworkers needs. When Wafa’s coworkers ask for help, she is happy to provide troubleshooting tips to resolve. Being in charge, the role requires responsibility for managing all aspects of works during the operation. This can be processing patient’s samples or delegating tasks between co-workers. In that regard, Wafa’s focus is on providing the best care and reliable results to her patients to ensure their satisfaction in every interaction. In addition to that Wafa ensures patient results are reported within the proper turnaround time and takes appropriate action when this does not happen.

Wafa’s current goal is to complete her MA in Healthcare Leadership as well as pursue a Management position such as team lead or site supervisor. As an emergent leader, Wafa needs to be knowledgeable on how to operate in her working area within the lab. She must communicate effectively with the rest of the team and frontline staff. She must do this within a manageable timeline, keeping everyone informed. Wafa knows she must delegate and assign work to her team and share responsibility as well as accountability. Wafa employs problem-solving skills that she has learned during her work experience. To a certain extent, by doing so it enables Wafa to learn skills so that once in a Senior Manager position, she will be equipped to deal with stressful situations that require her to stay calm and focused. Wafa works to employ leadership skills such as active listening, motivating staff, and clearly communicating organizational goals. In working with staff she provides them with an employee development plan, to help them to reach their goals as well as align them with the organizational mission and values. Wafa knows that supporting employee’s in decision making, requires empowering and motivating them to be autonomous and self-directed.

I would say that Wafa is well on her way to achieving her goal of a more senior leadership position. She is goal oriented and has taken those plans into action by pursuing her MA in Healthcare Leadership. She displays the right attitude in wanting to achieve organizational goals as well as she is someone that is always willing to step in and help where she can. Wafa is a constant learner, always wanting to improve herself. Wafa is an example of a servant leader and is set up for a successful career in her organization.

June 9, 2018

Unit 6, Activity one

Leaders in organizations are often self-directed human beings as outlined in Malcom Knowles, the foundational thinker of andragogy, point one. The reason for this is because often leaders are people that have life experiences to draw on, as well as the work experience to be able to show others the way. Age does not determine if one is mature enough to be a successful leader. In most cases though, the majority of leaders I have worked with are older. I don’t believe this is because they make better leaders but perhaps more so because they have enough life experience to be self-directed. They’ve often spent their career working up to the current leadership position they are in. I have however, experienced good leaders that have moved up quickly in an organization and are young. These exceptional individuals often have plenty of credentials behind their names and or have gained valuable experience at a young age. They possessed the natural leadership abilities and throughout life, were involved in activities where they gained valuable leadership skills.

In my example, I’ve been employed and working in leadership roles for over 25 years. In my early years as a leader I was often challenged by older employees who did not have the confidence that I could do the job. I had to work extra hard to demonstrate that I could be successful. I did not have the on-the-job work experience to draw on and so was reliant on good mentors to show me the way. I did however have plenty of life experience in leadership roles particularly in sports. I also had post-secondary education to draw on and was a quick learner. As I aged though I noticed that life as a leader became easier and I attribute this to a few reasons:

I became more of an independent thinker and self-directed, the higher up an organization I was. I began to realize that when problems reached my level it was because there was no clear answer. I had to be self-directed as I was often creating new policy and faced with a problem the organization had not seen before.
At the level I’m at now I remind myself that as a V.P., I should not be running to the President, every time a problem requires a solution. I need to demonstrate good judgement and show that I am capable of being self-sufficient and therefore one day step into the President role. Having said that I’m also astute to know when the President needs to be briefed on a situation. I prefer to go to her explaining what the problem is, what my solution was and what I think some of the consequences might be so that she is prepared. She seems to appreciate this style of leadership as her plate is already quite full.
I’ve gained valuable operations experience in my career. As a young leader there were processes I thought were a pain and didn’t understand the need for them however after having gained enough experiences I’ve learned through firsthand experience why these processes are in place. I find I’m now trusting in processes and not questioning them as much as I know eventually I will see the reason behind it.

In closing, life as a leader in midlife has become easier. With a compliment of good life mentors, lots of work experience and the opportunity to continue with my education I’ve become a better-rounded leader. Although my life experiences provide me with the skills to do the job efficiently, I find myself in a position where the workforce is changing and employee expectations are high. This is part of my journey in pursuing my MA in Business Leadership. I want my leadership style to be relevant and also know that my employees and my community are counting on it. I believe every employee deserves to come to work with a leader that wants to do and be their best. I know I still have lots to learn, particularly with younger generations. How do I create a space that is open and welcoming for example? How do I address the needs of the younger generations so that I can reduce attrition and make my company a place worth staying?