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Complete and submit the Final Research Report by adding sections 9 through 12 to part 1 and part 2 of your work. Please use the subheadings from the below rubric. Part 3 will be reviewed and graded. The final, completed paper must have the following items: Introduction Problem Statement Research Objective(s) Research Question (s) The scope of the study Research method Theoretical Framework and hypotheses Research Design Results Conclusions Recommendations Limitations of Study and Suggestions for further research Note: A completed, cohesive work with a Table of Contents as listed above must be included in your final submission. Title and reference pages and an ABSTRACT (which is written last but place at the beginning of the work) are required. Appendices are optional but suggested for copies of your survey instrument and charts if there are many of them. As ever, see the rubric in Canvas for expectations. A review of the sample student papers may be helpful too. Thank you for sharing your hard work and have a great rest of your program! ~ Dr. Case  Rubric Part 3 Research Report Rubric (1)Part 3 Research Report Rubric (1)CriteriaRatingsPtsThis criterion is linked to a Learning OutcomeData Analysis and ResultsExplained the data analysis method used and detailed the results including statistical measures, tables, or charts as appropriate4 pts This criterion is linked to a Learning OutcomeDiscussion and ConclusionsRelated the results from the data analysis to the research objective and framework4 pts This criterion is linked to a Learning OutcomeRecommendationsSuggested ways to address the business problem as informed by the study results and discussion3 pts This criterion is linked to a Learning OutcomeLimitations of the StudyDescribed the generalizability of the study and recommendations for future research3 pts This criterion is linked to a Learning OutcomeAbstractConcisely summarized the study purpose, design and results in an APA-formatted abstract6 pts This criterion is linked to a Learning OutcomeWriting QualityReadability, cohesiveness, clarity of sentences, style, grammar2 pts This criterion is linked to a Learning OutcomeAPA 7 MechanicsProperly formatted paper including title page, TOC, reference page with 10 total references and in-text citations to them.2 pts Total Points: 24 Management Problems 1 Management Problems A.J. Barnes Husson University Management Problems 2 Background: Management problems are something major in the work environment and as of late it has been a major issue at FedEX. In ongoing examinations they say that. The manner in which it is viewed in the work environment is giving them motivation to accomplish the work for this situation it would be intended for cash. Assuming the valuing didnt have an influence in the economy, there wouldnt be any laborers or individuals that would do the work. Presently the work comprises of unpleasant work hours like working at 2 or 3 AM. This new review says This is a frameworks issue, not a time-usage issue. 
(Privett N. 2021). The hours dislike your normal plan for getting work done anyway the framework, being FedEX isnt just making the hours sooner however the responsibility is hard work. For this particular occupation individuals need to need to get up promptly toward the beginning of the day and do some hard work and certain individuals are not ready. Certain individuals land the position yet underestimate the position which for this situation FedEX wont lay off individuals that dont appear or tackle their job since they need laborers. In this exploration Themes examined incorporate examining with the representative with regards to execution and conduct problems and in case there is need for adjustment, composed notice to be given to workers from the management level in the event that the issue continues, and before choice of firing the worker, it ought to be talked about with the human asset (HR) office. (HR Specialist, 2016). At FedEX there are no exhibition assessments, you can pick whether to try sincerely or slack off and there would be no punishment towards that person. This makes the work day significantly more of an issue. Anyway when managing huge gatherings of laborers it very well may be truly hard to lay off those that dont work. Problem Statement: The issue in the present circumstance is that the management isnt performing the proper responsibility and that is to not supervisor individuals around however Management Problems 3 guide them to where it is cooperation. It takes a group to finish a task and with the goal for that to happen individuals should be in total agreement assuming not, the objective wont be cultivated. Indeed, even the littlest things can have an effect, for example, not bringing in if something occurs and you cant come to work, not trying sincerely and messing with stuff. Those are the sort of things that separation organizations. There is a methodology that administrators can go about anyway every worker is unique so it relies upon the circumstance and how well you know your customer. Research question: What are ways we can get employees on board and to have a want to do what the manager says? What Makes a manager a great one? What keeps the employees going? Study scope: While working for FedEX for quite some time now you become acquainted with somewhat more with regards to the intricate details of the association. My greatest concern is the status quo dealt with as individuals start their movements. My extent of training is the pinnacle the present moment and that is putting the bundles down the right shoot anyway everybody has their own work they need to do to complete their task. Individuals might complete their particular task however some prefer to take longer brakes and slack off which makes the work harder on every other person. On account of this sort of activity dedicated individuals will in general leave the place of employment before a month of preparing. This demonstrates that the directors truly could do without the workers since they realize they could discover another person who needs the work and its an early morning shift. Management Problems 4 Research method: The research method that I think can turn out best for the circumstance at FedEX is a qualitative method. The justification for this is on the grounds that they have every one of the workers they need to take care of business and on the off chance that they have some stopped the positions they can generally discover all the more so quantitative is not feasible. Anyway out of the relative multitude of laborers they have just a limited handful produce a decent hard working attitude which is the thing that the association needs. Such a large number of individuals are going outside of their limits, these sorts of individuals make the day substantially more troublesome with regards as far as possible. This can cause turmoil all through the work meeting and assuming they produce great quality work, the work would be more simpler on the body. As far as the kind I would say it is more on the lines of unmistakable on the grounds that while disclosing things to somebody at FedEX you must be truly explicit on what you need them to do. Essentially in my overall occupation title individuals watch out for not care about their work or didnt complete school so they end up at the processing plant. This is the thing that makes it baffling in light of the fact that when the director advises a representative how to do the work they do the direct inverse of what the administrators did and afterward the chief gets frantic in light of the fact that they are not managing their work effectively when actually they put some unacceptable individual in that position. Theoretical framework: The hypothesis of the entirety of this is I think if the administrators put the perfect individuals where they should and reward individuals that are making the best decision then, at that point, individuals would need to remain and work meetings will be more effective. The factors in this Management Problems 5 sort of examination are the representatives and to know what you are managing you need to assess how they are grinding away. I know in the present circumstance the work meeting is promptly in the first part of the day so to make it a stride further is to make that relationship with the representatives so they feel like they are needed and involved. It doesnt need to be a meaningful discussion it is possible that it very well may be an easygoing thing to develop them. There are numerous approaches yet what I have seen is that doing the seemingly insignificant details is the thing that individuals truly see. So regardless of whether it is something insignificant of trying to say great morning to somebody or keeping the door open for somebody can truly have an effect in the work environment. Research Design: The number of inhabitants in my review comprises of 50 individuals, typically the number changes relying upon the day that individuals work. Anyway everybody is in participation on monday since monday is our most active day with regards to stacking the trucks for the afternoon. The populace segment is a lot of depleted people overcoming the day so they can return to rest when the work meeting is finished. Everybody is depleted and cantankerous when the responsibility is overpowering so it is an exceptionally extreme workplace. There are certain individuals who attempt to make the work more engaging by kidding around yet when its that early certain individuals are only not in the temperament. The testing that I would utilize is a Non Profitability technique and more explicit a Convenience test. The justification behind this is everybody is attempting to take care of business and leave because of the way that the beginning time is truly promptly in the first part of the day. So to gather my information I would have to choose individuals who are helpfully working with me on that day. I get a renewed individual working with me regular so I will actually want to gradually assemble my examination while the Management Problems 6 work meeting is set up. Every individual has their own constructs and variables so I will decide how they act all through the entire work meeting while additionally assessing how well they do the work. This will give me a feeling of what feelings they are feeling and the amount they care about the work. The sort of information assortment that I will utilize is a ton of perceptions, perceiving how they respond to the work that is introduced to them and how they settle it. Then, at that point, during the time spent that I will be sliding shortly of talking to get a feeling of what their identity is and the amount they partake in the work. I will do it modestly so it doesnt obstruct them from finishing their work. So the arrangement is to stroll into work, go to my station and see who I am working with and set the trial in motion. Gather what I held for the afternoon and afterward rehash it the following day. References: Privett, Natalie; Guerrier, Shanice. American Journal of Public Health. Jan2021, Vol. 111 Issue 1, p145-149. 5p. DOI: 10.2105/AJPH.2020.305967. Hrabec, Dušan; Kůdela, Jakub; Šomplák, Radovan; Nevrlý, Vlastimír; Popela, Pavel. Central European Journal of Operations Research. Dec2020, Vol. 28 Issue 4, p1441-1458. 18p. DOI: 10.1007/s10100-019-00626-z. HR Specialist: Pennsylvania Employment Law. Nov2016, Vol. 11 Issue 11, p4-4. 2/3p. Nichols, Ralph G. Management of Personnel Quarterly. Winter1962, Vol. 1 Issue 2, p2-10. 9p. DOI: 10.1002/hrm.3930010202.