Assessing positive qualities needed in a deputy director hire

¶ … goal of the research is to conduct an assessment of probable issues relating to hiring a deputy director for the organization, which has operated without an actual office manager for a year. Consequently, the research objective is to identify positive qualities that an individual must possess to be considered for the vacant position of an office manager. In light of the current situation, acquiring a manager with positive qualities is the objective for the study because of the need to lessen the negative results of change in management and promote employees' receptiveness of the new manager.

Experimental Design

This study will entail conducting an experiment, which involves manipulating at least one independent variable and observing the impact on certain results i.e. dependent variable. The experiment will be conducted in the field because the study involves human subjects. Given these considerations, the most suitable experimental design is true experiment, which entails random assignment of subjects to the treatment conditions i.e. levels of independent variable (Sommer, n.d.). True experiment is most suitable experimental design for this research because it is the best means to determine the relationship between cause and effect and has clarity on what is being evaluated. True experiment will be utilized because the subjects do not already belong in a specific category and are within the control of the researcher or experimenter.

Hypothesis

The research question for the study is, "Do the benefits of hiring a deputy director outweigh the disadvantages, not only at present but considering continued growth of office responsibilities? To what degree do employees recognize this need?" Based on this research question, the hypothesis for this research is, "Hiring a deputy director with positive characteristics is beneficial to the growth of the office and highly recognized by employees with regards to receptiveness and promoting change."

Variables

The independent variable in the study is the qualities of the potential deputy director while the dependent variable is employee receptiveness and change management. On the other hand, the extraneous variables in the study include the deputy director's mood and intelligence whereas the blocking variables include managerial experience and knowledge and skills (or competence) in management.

Internal and External Validity

Dealing with internal and external validity is important in this study in order to enhance reliability of the study findings. One of the major ways to address this issue is block randomization, which enhances the internal validity through balancing extraneous variables throughout independent variable conditions (Shaughnessy, Zechmeister & Zechmeister, 2003). In addition, the researcher will balance or hold conditions in order to address issues related to external validity.

Conclusion

The main objective of the research is to determine positive qualities that an individual must possess for consideration for the vacant position of an office manager. Given the nature of the study and its objective, true experiment is the most suitable experimental design since subjects are within the researcher's control and do not already belong to a certain category. The research hypothesis is that hiring a deputy director is beneficial to the organization and employees. Therefore, the hypothesis suitably matches the criteria for experimental hypotheses in relation to prediction and testability. The variables in this study include qualities of deputy director, employee receptiveness and change management, director's mood and intelligence, and managerial experience and competence. The issues of internal and external validity will be addressed through block randomization and balancing or holding conditions.