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Sample Paper on a Qualitative Analysis

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Sample Paper on a Qualitative Analysis
A qualitative analysis



Sample responses

Employee support/commitment


I put more emphasis on the thing that was being changed and was committed to my fullest to support implementation of the change.

I did speak about the indifference when other employees asked me; I voiced my indifference when asked and supported my ideas.

I went to the leaders in charge of our firm and promised them my help in the best way that I was capable of.

I applied hard work in the implementation process and made fellow employees understand why the change was necessary; thus, I encouraged them to offer their support.

I attempted to make my fellow employees see the need for the change and encouraged them to support its implementation, as it would benefit them.



I made sure that there was effective communication with the management team. 

Those managers that communicate well with the employees are able to set targets that will be easy and possible to achieve; through provision of good means of communication, they are able to get the employees’ feedback on the challenging things affecting the organization, hence getting some ideas on how to solve problems in the organization.

I aired my unsupportive voice and sought some help from other teachers on how to get an alternative that would be better in implementing, and would give better results.

For an organization to implement changes effectively, it must give the employees clear and well explained reasons for taking respective actions in bringing changes to the organization.

I was involved in a serious talk that led to a discussion with the organization manager privately to get a clear and comprehensive understanding of the modifications that would be done to accommodate all people involved in the firm.

Managers do not share the future goals of the firm but keep them to themselves, thus people are not able to understand the direction of the firm.

Employee education


Managers get involved in activities that will educate employees on the reasons why managers are implementing the change in the firm. They brief the employees about the change and the concerns that may arise, and how they will be addressed.

A firm has to take an initiative to teach workers why the change is being introduced.

Organizations direct employees on what they are expected to do, and the way to achieve their expectations. Sometimes, an organization may show you that you are guilty of whatever wrongs an employee may commit.



Changes that I resisted made me to oppose verbally.

I questioned relevant persons and gave my thoughts about the issue

I shift to the side that has more people offering support to the issue.

I express verbally that I am not comfortable with the issue, but I am always careful not to affect others with my expression.

Employee involvement/value


They involve all employees working in the firm to ensure that they get to realize gains that the change will bring to them and the firm.

Managers need to show employees that they have value in the firm by respecting them

For a firm to realize positive results, authorities have to have several meetings with employees to make them understand why the change is being implemented.  

Organizations that fail implement directions and orders at the top level only and tend to put off the employees in the process.

When I have personal commitment to a certain thing that management uses to bring changes in the firm, I will manipulate all other fellow employees to see things as I do. This will offer a platform for easy implementation of the change.



The coding process

Using the data that was provided in the qualitative focus group exercise, I used the following procedure to code and categorize it.

  1. The first thing was to read the responses that had been given by the respondents to get a clue of what each said.
  2. I familiarized myself with the responses by reading them for several more times.
  3. Opening a word document to copy-paste the response of each respondent to each question followed. Each response was copied under the respective question.
  4. After copy-pasting the responses, I read them again and identified those phrases that were common and circled them.
  5. After highlighting the phrases that were common in respective responses given by respondents, I came up with codes for each common phrase, where I numbered them from 1 to 5.
  6. Once I was through with highlighting, the highlighted phrases were cut out; I then I glued them to a code number.
  7. I later categorized the code numbers to groups then established themes that matched the code numbers.
  8. I came up with the table above; I supported themes with quotes form responses given by respondents.
  9. The following are categories of phrases/themes I established.



These are actions that may be undertaken by employees to signify that they are committed to impacting a certain process into their way of doing things while they are at their places of work (Montana & Charnov, 2008).


It is the movement of messages from the person sending to the respective persons, specifically in this case, the employees. Communications ensure they are updated on everything that the management may want to do in the organization. Effective communication leads to high productivity in an organization. Failure to pass information from managers to employees in all levels prevents them from getting information concerning the way they should work. However, if communication is not effective, employees are not able to clearly get information from the management, and thus will end up defining procedures for themselves, which could make the organization fail in achieving its goals.

Employee education

Organizational leadership team undertakes activities to inform employees about issues they need to know, and that they are not aware of, to make sure they are effective in their work (Plunkett, 2013). This helps in clearing any doubts they may have about certain issues. Successful organizations use seminars, workshops, and job shadowing techniques to educate their employees. Educating them gives them information that they did not have and would require in performing their duties. For instance, when an organization adopts new machines in its operation system, the management would teach the employees about using the new machines to avoid confusion while they are at work.



They are actions that employees undertake to show that they are not in agreement with the management about certain steps taken in the organization. Employees could have different reasons for opposing change and other issues affecting them and the organization. For instance, if the management imposed a rule that would limit their freedom while they are at work, they are likely to express their opposition verbally or even in writing. This ensures that they have an ample working environment, which would increase productivity in the firm. When employees oppose certain issues raised by management, it creates a platform through which the raised issues would be improved to accommodate all.

Employee involvement

This is the process of getting insight from employees by the management before making decisions that affect the organization. This mainly helps in making decisions that concern the organization’s employees. When management involves employees in making decisions, employees feel that they are valued, and thus are motivated to work, increasing productivity. It also helps in getting suggestions from them when making a decision; thus, decisions made are precise. Ignoring employees in discussing matters affecting the organization creates a notion among them that they are less significant; they are, thus, demotivated to work, which could deter achievement of the organizational goals.












Montana, P. J., & Charnov, B. H. (2008). Management. Hauppauge, NY: Barron’s Educational Series.

Plunkett, W. R. (2013). Management: Meeting and exceeding customer expectations. Mason, OH.



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