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Sample Essay on UNIT 8: Research Project

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Sample Essay on UNIT 8: Research Project


Task 1

LO1: Understand how to formulate a research specification
LO1.1 Formulate and record possible research project outline specification

Topic 1: Employee retention for Tesco

Research question: What are the strategies that Tesco can use to ensure effective and efficient employee retention?

Topic 2: Work-life relationship for Tesco employees

Research question: How can Tesco ensure an effective work-life structure for its employees?

Topic 3: The role of management in the promotion of organizational growth

Research questions: What are the strategies of management that can be employed to ensure that organizations realize their goals and objectives?

This study will focus on the topic “Employee retention in Tesco”. This will be based on the intention of answering the question on the best possible strategy for employee retention in Tesco.

L01.2: Identify the factors that contribute to the process of research project selection.

The selection of the research topic: Employee retention for Tesco was influenced by the following factors;

  • Suitability of the project in relation to the prevailing economic conditions in Europe and in the world.
  • Relevance of the project to the success of Tesco
  • Skills and knowledge to be gained by the end of the project.
  • Ethical issues that involve the process of conduction research on the selected topic
  • Aims and objective of the research process
  • The financial requirements for the success of the project.
L01.3 Undertake a critical review of key references

Critical analysis of existing literature especially journals and publication on strategies of retaining employees was conducted. The analysis included the collection of relevant journals books and publication whose contents were on employee retention strategies. Data was collected by studying the selected material, which largely focuses on initiatives that have been suggested on the basis of their practicality.

 According to Armstrong (23) There is a common belief among employers that the best way to ensure retention of the most effective and efficient employees is through financial incentives in addition to the ability to offer a safe working environment and other reward schemes (Armstrong 23). While agreeing with this view, Blythe (136) asserts that it would be important for employers at Tesco to take additional steps to ensure the motivation and retention of the best employees. These include the development of strategies such as positive performance reviews and training that helps employees to develop in their areas of expertise (Blythe 136). It is therefore essential for the management, according to Bratton and Jeffrey (77), to be engaged in a process of exploring ways of motivating its staff, while at the same time ensuring that these strategies do not affect the financial operations of the company in the years of economic recession (Bratton & Jeffrey 77). The improvement of employees’ salaries and wages can be considerd as an effective technique for the company to ensure their retention. However, it will be important for Tesco to operate based on the knowledge that such a strategy should only be implemented following proper consideration of the company’s financial position and abilities to operate effectively even with the impending recession. 

The development of incentives meant to motivate employees at Tesco does not only involve financial remunerations but also other forms of motivational factors such as finding the most effective work-life balance strategy. The ability of Tesco to realize its goals and objectives is highly dependent on its employees (Armstrong 26). This means that for the company to be able to improve on its level of productivity, it will be necessary to focus on the well-being of its employees. An effective work-life balance strategy is important since it helps in relieving employees of stress related issues and this creates the possibility that the employees will continue working for the organization while at the same time ensuring that they are engaged in initiatives aimed at improving the overall performance of the company (Bratton & Jeffrey 80). For Tesco to be able to realize this balance, it can incorporate yoga classes at the office, regular health check-ups and day-care facilities within the company’s premises for lactating mothers and a yearly excursion with the families of its employees at the expense of the company (Blythe 144). Other than the full engagement of the company for all its employees, it will also be necessary for the company to ensure that individual employees also develop their own initiatives on how to improve their work-life balance. These include the use of available platforms within the company to share work-life related imbalances and to be engaged in the development of effective solutions to these challenges (Armstrong 29).

It is also possible for Tesco to retain its employees by helping them with plans on how to stay in the organization. This is based on the realization that Tesco hires highly qualified and highly performing individuals who are in constant thought of the future of their careers. As an organization that is committed to the provision of the most suitable care to its employees, providing the necessary guidance to these employees on the possibility of attaining their career goals while working for the organization will be an essential strategy (Beall 123). The planning process can always be enhanced by delegation of duties to employees in different departments, especially in areas where they envision their future. In addition, the company can also realize this objective through the provision of relevant training platforms to ensure that its employees improve in their capacity and capabilities (Beall 100). Through these strategies, the company will have made the retention of its employees a personal agenda based on the realization that employees are often motivated by different things, and therefore, every retention strategy must be tailored in accordance to the demands of individual employees (Armstrong 67).

L01.4: Produce a research project specification

The research will include the following specifications to enable the attainment of intended outcomes:

  • Title: Employee retention for Tesco
  • Introduction: This will provide an overview of Tesco and the strategies the company has been implementing. In addition, this section will also provide a thesis statement for the research project. An overview of the research is also subject to this section of the study and this will be inclusive of research methodology, ethical considerations, sources of data and expected outcomes.
  • Methodology: The study will engage in both qualitative and qualitative research methodologies
  • Ethical considerations: The underlying issues in the process of conducting the study. These include the role of the researcher in ensuring that adherence to the values of confidentiality, voluntary participation of the target population, adherence to the requirements of the law and rules governing the target area and the target population (Mosley et al 105) (Werner 34). In addition, ethical considerations will also be inclusive of the role of the participants in the research process in ensuring that they provide truthful information to the researcher (Bratton & Jeffrey 50).
  • Data sources – The primary source of data will be the questionnaires which will be developed for the target employees and the management at TESCO Company. The responses delivered during this process will be subjected to an analysis and interpretation to verify their ability to answer the original question of the study. The research will also derive data from secondary sources and this will be through an elaborate literature review (Blythe 44). Through the review of existing publications on employee retention and publications on the strategies already in place in Tesco concerning employee retention, the research will be able to conduct an elaborate analysis and interpretation of the information gathered (Mosley et al 121). This will be followed by the development of recommendations on the best practices that the company can introduce to ensure high retention. The recommendation will be based on the overall findings of the study (Tash 67).
  • Anticipated outcomes – At the end of the study, it will be important to relate the findings with the expectations of the study. the expected outcomes of the study is that Tesco company is currently engaged in the process of ensuring that there are high chances of retaining its employees especially in the impending economic recession. This can only be realized through proper remuneration, development of work-life balance programs and the development of strategies on how to help the employees plan for their future while in the company. These outcomes can only be authenticated through the interpretation of the level of fulfilment of these outcomes within the company on the basis of the results acquired from information gathered, analysed and interpreted from the data’s sources (Wiid & Colin 56).
L01.5: Provide an appropriate plan and procedures for the agreed research specification

The study is scheduled to take 30 days and operate according to the following plan

Part 1: Research question (2 days)

  • State and explain the research question
  • State and explain the research expectations

Part II: Method (2 days)

  • Plan ion how to answer the question
  • How to gather data

Part III: Gathering data

  • Produce the data gathered

Part IV: Doing the statistics

  • Show graphs and calculations of the statistics

Part V: Interpreting the statistics

  • Perform an analysis of the findings on the basis of the research question

Part VI: Conclusion

  • Answer the research question
  • Indicate the sources of error, if any
LO 2: Be able to implement the research project within agreed procedures and to specification
LO 2. 1: Match resources efficiently to the research question

The research will be conducted in 30 days. This is considerd as enough timing for the study, largely because the target population of this study, Tesco employees and management, is readily available and can be easily accessed. In addition, the time allocated for the study is also sufficient period to engage in the conceptualization of the research topic, deliberating on gathering of data, engaging in the process of analysing the data collected, and presenting the information and analysed data to the relevant audience (Strauss 27).

 The data generated from this research will be both primary and secondary data. Primary data will be derived from questionnaires while secondary data will be derived from existing publications. The questionnaires will be developed to target the management and the employees of Tesco (Beall 111). Through an interview process with research assistants, the questionnaire will be tailored to ask both open and closed questions with the objective of providing information on the practices which the company has initiated and plans to initiate to ensure the retention of its employees (Smart 102). In addition, the questions will also analyse the level of satisfaction of the employees with the existing strategies and their recommendations (Blythe 14).

 In terms of financial consideration, the 30 days research project has a budget of $500 which will be responsible for the development and production of questionnaires and payment of research assistants and date analysts. The budget is basically meant to cater for the expenses of the research, and the resources will be derived from the researcher’s savings and contributions from the faculty (Bratton & Jeffrey 67). To be able to ensure that the data collected is analysed effectively, the researcher will consult experts from the department and other officials of Tesco Company.

LO2. 2: Undertake the proposed research investigation in accordance with the agreed specification and procedures

The drafting of the questionnaires and the development of questions of data that was to be collected from the secondary sources was structures to develop an elaborate understanding of the demographics and the aspirations of the Tesco’s employees and the management. The understanding of the motivations of the workforce was also to be understood on the basis of the driving factors to value and commitment among employees (Peppers & Martha 38). The questionnaires, which were to be administered to individual employees and to focus groups, were divided into four themes with the aim of developing an understanding of the levels and the reasons for employee commitment at Tesco (Link 35).

The first theme concentrated on the social context in which Tesco employees work. This was ranked the highest across all the other employee segments considering that most employees especially those in the focus groups held the view that they could be more comfortable working around workmates and a management who were committed to individual and group development.

The second theme of the study was that of opportunity. Its main focus was on the monetary gains that individual employees within the company would desire to acquire and the available opportunities for their career development. this theme was ranked the third highest largely because employees considerd career development and the attraction of better pay packages as essential in their workplaces, it was also important for them largely because through career development employees had the opportunity of advancing in their careers while through higher pay packages, the employees could satisfy their needs that were getting complex with time.

The third theme of the study was focused on individual initiatives towards career development. This theme was ranked fourth among those interviews considering that it is the responsibility of every employee to use the opportunities available in the development of their capabilities. Trainings for instance were viewed by those interviewed as the best methods through which employees could gain additional skills and develop opportunities of managing the existing workload. In addition, through training and team work, employees could also develop the best strategies on how to communicate with their workmates and with the management.

The fourth theme was focused on individual employee interests in relation to those of the company. The content of their jobs was considered important in the process of deciding on whether to continue serving the company or leave and work in alternative organizations where the job content was in accordance with their interest and their academic qualifications. This was ranked as the second highest concern among employees considering their intentions to work according to their qualifications and abilities.

It is important to note that from the interviews and the studies conducted in publications and journals, one of the main reasons for employees leaving Tesco is the workload at the company. This was based on the assumption that there are poor work-life balance programs at Tesco.

Through these themes the research was in the process of discovering the forces concerned in defining the strategies that Tesco must implement to enable the retention of a large percentage of its employees with the impending economic recession. In addition, the study was also focussed on the areas that Tesco must ensure it focuses on in the process of developing its employee retention strategy considering that such consideration will ensure that the goals and objectives of the company are in agreement with the demands of its employees.

Through an investigative approach into the operations of Tesco, the study was also engaged in the prediction of the future of Tesco’s workforce. The predictions were based on the assumption that the future proportion of the workforce in every segment of employees would change over the years. Through the interviews and the administration of the questionnaires, information gathered from the employees largely held the prediction that the prevailing and future retention rates were bound to change. The commitment profiles for instance were bound to vary considering different interests and goal among the employees and the management at Tesco are relatively different hence the need for a harmonization plan. In the 2011 report on the company’s workforce, the board of directors at Tesco were made to understand tae rise in the population of pleasure seekers among the company’s employees. This group was considered to have the lowest retention rates. However, through training and workshops, their levels of commitment could experience a significant rise in their levels of commitment. It is therefore important for the management to understand the profiles of its employees and seek the best ways through which to tailor their employment proposition with the objectives of the company in a cost efficient and targeted manner. 





Section A: Personal information
  1. Name:
  2. Age:                                  3. Gender:                                 4. Nationality
  1. Contact information:
Section B: Current situation in Tesco
  1. Explain the current status of employees in Tesco
  2. Do you consider the situation satisfactory or safe? Why?
  3. What areas does the organization focus on in the development and implementation of its employee retention strategy?
  4. Are these strategies in agreement with the organizational goals and objectives? Explain
  5. List areas that you consider that your organization does not focus on in the development of its employee retention strategy?
  6. Do you consider these areas important for the realization of your organization’s goals and objectives? Explain.
  7. Are you aware of the current strategy that your organization is developing towards the employees?
  8. Are you aware of the similarities between Tesco’s organizational strategy and those of the company’s competitors? List them
  9. Are you aware of any differences between Tesco’s employee retention strategies with those of your competitors? List them
  10. Which factors do you think your organization should embrace?
  11. Explain the importance of a relationship between employees and the management?
  12. How does the relationship among employees impact organizational growth?
  13. What role does the employees in your organization paly in the development of employee retention strategy?
  14. What are the three important factors you consider important in the development of an employee retention strategy?
  15. Give explanations for reasons stated in Q 14 above
  16. What is the relationship between employee retention strategy and the impending economic recession?
  17. What would be your course of actions if your expectations in the employee retention strategy were not implemented?
  18. Why do you consider the reasons stated in Q 12 above very important for your wellbeing as an employee?
  19.  What do you consider as hindrances to the development of an effective employee retaining strategy?
  20. What do you consider as the factors that may facilitate the development of employee retaining strategies?
Section C: Future expectations

In the table below, place a mark on the themes that you consider to be of high value



Strongly agree


Strongly disagree

The social context in which you work is important in defining your retention at Tesco





Adequate remuneration is an importance retaining factor





Career development initiatives are important retaining factors at Tesco





There is need for a balance between employee interest and company goals and objectives







L02. 3: Record and collate relevant data where appropriate

During the administration of the questionnaires through interview and focus groups, and the review of published literature, data was collected through video recording, audio recording and writing on the questionnaires. The data collected were as follows.



Strongly agree


Strongly disagree

The social context in which you work is important in defining your retention at Tesco





Adequate remuneration is an importance retaining factor





Career development initiatives are important retaining factors at Tesco





There is need for a balance between employee interest and company goals and objectives






The use of video and audio recording devices is considered to be the most accurate technique due to the ability to capture all the responses, including non-verbal expressions. Non-verbal expressions comprise qualitative data largely because they can be used in understanding the attitudes of the employees towards the strategies that the company has initiated, or those that the company intends to initiate (Chumneyet al 34). Other than recording all the data that is required together with those that were unintended, the use of audio-visual material can also be used as reference material in future analysis since it can be stored in numerous forms for future use (Griffeth et al 110). The use of written records also provides a platform for the researcher to be engaged in the process of collecting data, and it is also provides the researcher with an opportunity of engaging the researcher and the target audience in an active conversation (Hellens et al 54). In addition, through written records, it is easier for the researcher to understand the content and responses, considering that they are responsible for the development of the responses (Chumneyet al 40).

The organization of data will be realized through aligning them into spreadsheets and referenced accordingly. It is through these spreadsheets and transcripts the data will be edited to minimize the possibility of large margins of error during the analysis and interpretation process (Drew et al 69). Through proper recording techniques, it will be easy to engage in the process of merging all the common features in the data and using the understanding of these features in answering the research question (Chumneyet al 44). The validity or invalidity of the data collected will be understood during the process of analysis and interpretation and this is highly dependent on the recording techniques that were employed in the process of collecting and recording data. Failure by the researcher to engage proper recording techniques may lead to invalidity of the data and the failure by findings to answer the original questions (Clement 27).

Task 3
LO3: Be able to evaluate the research outcomes
L03.1: Evaluation techniques

This study endeavours to use the summative approach in the evaluation of the data collected concerning the strategies that Tesco has instituted of should institute to ensure effecting retention of its employees. Through the summative approach to evaluation, the study will provide effective findings of the best possible techniques to implement (Chumneyet al 56). In addition, the evaluation process will also provide answers to the research questions (Schalock 35). The answers provided to the research questions will assist in the provision of information concerning the best approach towards employee retention (Fink 46).

The research question that was developed for the study was sufficient enough in ensuring that it could lead to the development of additional questions especially in the preparation of the questionnaire (Chumneyet al 66). The main objective of the questionnaire was not only to collect data on the views of the participants concerning the role of Tesco in developing strategies, it was also aimed at measuring the ability of the participants to understand their working environment and the possible changes that could be initiated to act as motivational factors for the employees (Beall 55).

The company operates in about 14 countries and has employed 470, 000 workers. The sampling of 100 employees working in London can be considerd to be representative of the entire population as it represents about 0.02% of the employees. The target population was sampled from the company based in the UK considering that UK is a metropolitan country, which attracts employees from different countries around the world.

The use of research assistants in the process of conducting research was aimed at ensuring that the study was conducted on all the participants on the same day to minimize the possibility of bias especially when sampled employees are allowed to mingle with those who failed to be sampled (Beall 40). In addition, though the random sampling process, the study was able to eliminate any form of bias, which could attract prejudice against the study and against those involved in collection of data (Rothwell 34). Any form of prejudice in the research process could interfere with the validity of data collected hence invalidating the entire research process (Chumneyet al 55). 

The limited budget of $500, which was allocated for the study defined the reason why the research was to take about 30 days from initiation to completion. This was also aimed at minimizing the possibility of wasting financial resources. In addition, the research process was targeting an easy to locate population hence the resources allocated were only meant to provide allowances to research assistants, purchase of materials to be used in the development of questionnaires, analysis of data and presentation (Cook 78).

The use of focus groups as an additional source of information was aimed at collecting qualitative data that could be used in understanding the non-quantifiable aspects that were essential in the development of strategies for retaining employees (Beall 45). In addition, these focus groups were also to help the researcher in gathering information that may have been missed during the face to face interview process with the sampled populations (Hernon et al 121). Focus group discussions also provide an elaborate view on the possible impact of retention strategies on the lives of the employees and the success of the organization (Beall 49). 


Agree (%)

Strongly agree (%)

The social context in which you work is important in defining your retention at Tesco



Adequate remuneration is an importance retaining factor



Career development initiatives are important retaining factors at Tesco



There is need for a balance between employee interest and company goals and objectives




LO3.2: Interpret and analyse the results in terms of the original research specification

Through summative evaluation, it is possible to notice that there are varied views on the best approaches that Tesco can implement in the process of identifying the best strategy for retaining its employees (Cleary 56). In as much as the views are varied, one of the most outstanding attributes of strategies is dependent on the fact that 90% of those interviewed classified their work environment as the greatest determinant of their continued existence as workers of the company. The environment is largely defined by the social context in which these employees work. Among other variables that arise from this strategy, include the attitude and behaviour of the management towards the employees (Cleary 67). The relationship between the management and the employees is a variable that defines the possibility of developing workable organizational strategies that are in agreement with the abilities of the company’s employees. In addition, the relationship between employees is also definitive of that the organization will realize its goals and objectives on the basis of team work or fail to realize these goals on the basis of unfair competition among employees (Clement 24). The creation of a suitable working environment is therefore the responsibility of the management considering that they are in charge of developing and implementing laws and codes that define the relationship between employees and the relationship between the management and the employees (French 68).

About 58% of the participant agrees that adequate remuneration is an important determinant of employee retention while about 42% of this population denies this possibility. Adequate remuneration especially with regard to salaries and wages defines the possibility that the employees in an organization will find reason to continue working for the organization largely because their needs are satisfied. However, this is not the only factor considering that other factors such as passion and the employment of the right people for the right jobs also define the possibility that employees will be comfortable in their employment positions. This explains why 85% of those interviewed argue that other factors such as career development enhance the possibility of their retention against 15% who disagree. In addition, 60% of these employees agree that the finding of a balance between employee interests and those of the company are important retaining factors against 40% who disagree.

The ranking of the best possible strategies for employee retention is as stated in the table below


Level of acceptance Agree (%)

The social context in which you work is important in defining your retention at Tesco


Career development initiatives are important retaining factors at Tesco


There is need for a balance between employee interest and company goals and objectives


Adequate remuneration is an importance retaining factor



The social context in which employees work is considered one of the greatest concerns in the development of employee retention strategies at Tesco; this is especially considering the overall performance of 23.75%. This is largely due the need by the majority of the employees and the management to exist in an environment where they feel socially accepted, and where they can engage in practices that inspire innovation and creativity. Career development is ranked second since it is important in not only improving employee skills in their areas of expertise but also in the development of the creativity and commitment towards organizational goals considering the committee of the organization towards employee growth. The need for development of a balance between the interests of the company’s employees with those of the organization arise from the desire among employees to work on a platform which inspires the allocation of positions according to an individual’s qualifications and abilities. Through such consideration, the company will have to ensure that the job description of its employees is in agreement with their levels of qualification. Adequate remunerations ranked as the last strategy in employee retention largely because it is not the only motivating factor, but its presence within the organization can be essential in boosting the morale of company employees.

Tesco is a multinational company considering its outstanding presence in about 14 countries this means that the company is in constant competition with other companies in the global market. Competition requires that the company must be engaged in frequent analysis of the prevailing environmental conditions in its workplace.  The retention of good employees in a highly competitive market for skilled personnel requires the company to be engaged in initiation of different strategies geared to words improving the wellbeing of employees within the company. Through such commitments, the company will not only ensure the comfort of its employees in terms of provision of a safe working environment but it will also ensure that the rewards that its employees receive in terms of monetary remuneration of other non-monetary rewards will motivate the said employees and provide them with multiple reasons that facilitate their stay as employees.

The development of strategic plans on employee satisfaction must also involve practical are realizable initiatives that not only enhance the wellbeing of employees but also that of the organization. For instance, the introduction of a plan on how to conduct internal promotion of employees into senior positions is considerd as a reward system that involves raising an employee’s financial and reputational status within the organization, however, such initiatives can only be realized through proper coordination between different levels of management within Tesco. The eventual plan must involve the benefits that the employees and the organization will draw from the promotional strategy.

It is also the responsibility of the company especially the management to ensure that the development of the company’s organizational strategy is an all-inclusive process. This can be ensured by seeking the insights of the company’s employees in matters related to the development of different strategy. An inclusion of the employees’ inputs creates a feeling of respect and appreciation among the said employees and this creates a continuous desire to continue serving in an organization that provides a platform where individuals can always express their thoughts and concerns in a manner that is considerd free from victimization. Through the creation of such a social context, it is possible for the organisation and its employees to build a mutual relationship with the objective of fulfilling the objectives and goals of the organization.

LO3. 3 Recommendations

Tesco must be engaged in a process of understanding the demands of its employees before developing any employee retention strategy. This will help the company in developing an understanding of its workforce and ensure that its plans are in agreement with the desires of its workforce.

The process of developing an employee retention strategy will require the organization to undertake a market study on some of the strategies that have been developed by its competitors. Through such strategies, it will be easier for Tesco to develop a strategy characterized by initiatives, which are considered as a competitive advantage against its competitors in the local and global market. The development of such a competitive advantage will not only serve the purpose of providing better e-services for its employees, but also improve the possibility that the company will retain most of its effective and efficient employees.

Tesco must ensure that the process of developing employee retention strategy is all inclusive. This will allow the employees to feel as part of the process. In addition, the success of employee retention strategy is highly dependent on the extent to which the employees will embrace and develop a sense of ownership towards the plan.

Other than the recommendations on the techniques that the company needs to implement in the development of its employee retention strategy, there is need to consider different aspects that can be used in the motivation of employees (Shajahan 76). Employee motivation is a relatively wider concept; therefore, prior to the engagement in any initiative, it will be important for the company to engage in an elaborate research initiative to determine the available and workable employee motivational strategies tha can help in the development of a safe workplace. This will also be defined by the practical nature of the motivation strategy relative to the financial abilities of the employees.









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