Action Research Formal Presentation of Findings
This Final Project is designed to report what you have learned and to apply the information obtained from your action research in its entirety including the proposal, observations, data collection, analysis, sharing, and feedback acquired through collaboration with your peers. As a scholarly practitioner, you have had the opportunity to continue your exploration of action research principles and implement your intervention/innovation in the setting of your choice.
To clarify, the planned action research intervention or innovation will occur in the approved setting while you are enrolled in EDU675. You will again submit the Informed Consent form during Week One of EDU675, verifying approval to conduct their AR intervention/innovation. The available settings for your research are limited depending on your personal situation:
• Employed in a classroom setting:
• Employed in a non-classroom setting:
• Not employed:
As you have learned, the rationale of this type of research is to discover evidence that examines perceived problems in a given setting. Recall, the purpose of action research is to improve practice or to implement change for the purpose of professional development. Mills (2018) states “. . . educational change that enhances the lives of children is a main goal of action research. But action research can also enhance the lives of professionals” (p.13). Furthermore, action research is the process of telling the story of your research journey. This final project is your opportunity to tell the story of your research experience in the Masters of Arts in Education (MAED) Program.
Writing the Final Project
Construct your final project to meet the content and written communication expectations below.
• Introduction (1 point): Create a one-to-two paragraph introduction that provides a succinct overview of the scope and organization of the assignment.
• Context (2 points): In one-to-two paragraphs, explain what the reader must know about the organization/school setting to enrich their understanding of the intervention/innovation. (e.g., details about the organization/school, staff, number and type of learners/employees, programs, ages, locale, and any other pertinent details regarding the specific content of the project).
• Literature Review (3 points): In two-to-three pages, summarize the literature related to the problem using 4-5 scholarly resources including a brief historical overview and that expands the introduction and presents the current research published about the problem.
• Area of Focus Statement (1 point): In one-to-two sentences, discuss the issues that were addressed, how they emerged, and the goal of your research.
• Research Questions (1 point): State one-to-three questions addressed by the research in list format.
• Intervention/Innovation Description (3 points): In one page, describe the intervention applied for your action research study including comments on the type of adjustments you may have had to make to the intervention.
• Data Collection Strategies (2 points): In one-to-two pages, describe the data obtained through the observations using charts, diagrams, or other visual depictions of your data to supplement the description.
• Outcome Analysis (2 points): In one-to-two pages, explain the conclusions of the data analysis addressing the specific strategies that were successful, which strategies did not work as well as was anticipated, and how the strategies support the research questions.
• Learning Themes (2 points): In one-to-two pages, reflect on the research themes, including the unintended/unexpected outcomes, what worked well, what worked less well, and any process you would conduct differently.
• Action Plan (3 points): In one-to-two pages, explain the anticipated steps that are necessary to continue with this change initiative and the leadership strategies needed to implement them action plan.
• Conclusion (2 points): In two-to-three paragraphs, summarize the major outcome and analysis of the project including the gaps that were uncovered providing insight into the relationship between the topic of the literature review and your overall findings.
Written Communication Expectations
• Page Requirement (.5 points): 18- pages, not including title and references pages.
• APA Formatting (.5 points): Use APA formatting consistently throughout the assignment.
• Syntax and Mechanics (.5 points): Display meticulous comprehension and organization of syntax and mechanics, such as spelling and grammar.
• Source Requirement (.5 points): References five scholarly sources in addition to the course textbook, providing compelling evidence to support ideas. All sources on the references page need to be used and cited correctly within the body of the assignment.
Buczynski, S., & Hansen, C. B. (2014). The change leader in education: Roles and strategies in the differentiated environment [Electronic version]. Retrieved from https://content.ashford.edu/
Mills, G.E. (2018). Action research: A guide for the teacher (6th ed.). Boston, MA: Pearson Education, Inc.
Total Possible Score: 24.00
Distinguished – Effectively creates an introduction that provides a succinct overview of the scope and organization of the assignment. The introduction is one to two paragraphs in length.
Distinguished – Effectively and thoroughly explains what the reader must know about the organization/school setting to enrich their understanding of the intervention/innovation. The explanation is one to two paragraphs in length.
Distinguished – Effectively and thoroughly summarizes the literature related to the problem using four to five scholarly resources, includes a brief historical overview, expands the introduction, and presents the current research published about the problem. The summary is two to three pages in length.
Area of Focus Statement
Distinguished – Effectively and thoroughly discusses the issues that were addressed, how they emerged, and the goal of the research. The discussion is one to two sentences in length.
Distinguished – Effectively and clearly states one to three questions addressed by the research in list format.
Distinguished – Effectively and thoroughly describes the intervention/innovation applied for the action research study including a description of the type of adjustments that may have had to be made to the intervention/innovation. The description is one page in length.
Data Collection Strategies
Distinguished – Effectively and thoroughly describes the data obtained through observations using charts, diagrams, or other visual depictions of the data to supplement the description. The description is one to two pages in length.
Distinguished – Effectively and thoroughly explains the conclusions of the data analysis, addresses the specific strategies that were successful, which strategies did not work as well as what was anticipated, and how the strategies support the research questions. The explanation is one to two pages in length.
Distinguished – Effectively and thoroughly reflects on the research themes, includes the unintended/unexpected outcomes, what worked well, what did not work, and any process one would conduct differently. The reflection is one to two pages in length.
Distinguished – Effectively and thoroughly explains the anticipated steps necessary to continue with this change initiative and the leadership strategies needed to implement the action plan. The explanation is one to two pages in length.
Distinguished – Effectively summarizes the major outcome and analysis of the project, includes the gaps that were uncovered, and provides insight into the relationship between the topic of the literature review and the overall findings. The summary is two to three paragraphs in length.
Written Communication: Control of Syntax and Mechanics
Distinguished – Displays meticulous comprehension and organization of syntax and mechanics, such as spelling and grammar. Written work contains no errors and is very easy to understand.
Written Communication: APA Formatting
Distinguished – Accurately uses APA formatting consistently throughout the paper, title page, and reference page.
Written Communication: Page Requirement
Distinguished – The length of the paper is equivalent to the required number of correctly formatted pages.
Written Communication: Resource Requirement
Distinguished – Uses more than the required number of scholarly sources, providing compelling evidence to support ideas. All sources on the reference page are used and cited correctly within the body of the assignment.
Employment Satisfaction is a measure of how content an individual is with his activity. Many models have been created keeping in mind the end goal to clarify circumstances and end results of occupation fulfillment, for instance, influence hypothesis, dispositional hypothesis, two factor hypothesis and the activity qualities show. For a considerable length of time specialists have been attempting to build up relationship among different parameters influencing the activity fulfillment, work responsibility, work devotion and occupation execution of the representatives in the associations. This is especially vital for associations with a specific end goal to enhance working conditions, make sense of the rousing components and accordingly increment representative profitability by making a sound workplace. Occupation Satisfaction is a marker of worker observations and emotions about their employments. It can likewise anticipate work practices like authoritative citizenship,absenteeismandturnover.Another imperative and pertinent research finding is the connection between life fulfillment and occupation fulfillment which is observed to be corresponding. It implies that a man who is happy with his activity might be very happy with his life and the other way around. Occupation fulfillment is accepted to decidedly influence the profitability of the worker which is indispensable to specialty units that are meaning to expand yields. Seen hierarchical help is typically thought to be a dynamic connection between the business and his workers. As per Rhoades and Eisenberger(2002) the partners share a corresponding relationship where higher POS is connected with earnest endeavors put in by the worker to accomplish hierarchical objectives. Research discoveries recommend that expert representatives will probably see higher authoritative help when they emphatically related to their working environment and a positive relationship was seen between work execution and POS (Heckman et al., 2009). Our exploration goes for dissecting the connection between saw hierarchical help and occupation fulfillment. Put stock in goes about as a go between in our model. Seen authoritative help is how much representatives trust that their association esteems their commitments and thinks about their prosperity. Trust is to trust the individual who you trust to do what you expect and work fulfillment portrays how content an individual is with his or her activity. This exploration endeavors to think about and build up connections between the develops for people in general and private division workers in India. There are different standard scales accessible to quantify every one of these parameters. In this investigation we have for the most part utilized the abbreviated rendition of the scales. Research foundation and Hypothesis Seen Organizational Support: The idea of hierarchical help has created enough enthusiasm for request to contemplate its effect on execution of the workers. The discernment a representative creates about his/her association esteeming his commitments and thinking about his interests and prosperity is named as Perceived Organizational Support (POS)(Eisenberger and Rhoades,2002). A meta-investigation has shown that three noteworthy classifications of desires that a representative has from his work association are related with POS. They are fairness of systems, support of the prompt unrivaled and execution related prizes and great employment conditions. Considering the businesses' desires from their representatives, they esteem commitment and dependability. Feeling driven perspective of hierarchical duty underlines that the feeling of solidarity felt by the representative and the qualities that he imparts to the association decide the execution and non-appearance levels, likelihood of leaving his place of employment (Mathieu and Zajac, 1990;Meyer and Allen, 1997; Mowday, Porter, and Steers, 1982). Social Exchange scholars express that work is a give and take relationship of commitment and reliability for substantial prizes and social advantages (e.g., Bateman and Organ, 1983; Brief and Motowidlo, 1986). The predecessors of POS and its results are clarified by the hierarchical help hypothesis which (Eisenberger, Huntington, Hutchison, and Sowa, 1986). This hypothesis accept that to decide association's availability to compensate representative endeavors and meet their socio enthusiastic requirements, worker shapes general convictions about the worry appeared and expected in future by his association towards him. POS is likewise viewed as an affirmation of the help that will be accessible to the representative in the midst of pain (cf. George, Reed, Ballard, Colin, and Fielding, 1993). Moves made by the operators of the association are illustrative of its goal and are not individual thought processes. The exemplification of the association is upheld by its good and lawful duties, culture, standards and approaches. Representatives frame discernments in light of the above pointers about the help they get from their work association (Levinson, 1965). This hypothesis additionally expresses that POS ought to build up some sort of a commitment in the representative to perform for the association and help achieve its destinations. The part acumen of representatives is accepted to rely upon the exercises that the association sees as important for effective employment execution (Porter and Lawler, 1968). Execution is required to increment with higher endeavors put in by the worker and the observation that such productive endeavors will be compensated (Campbell, Dunnette, Lawler, and Weick, 1970; Katz, 1964). Occupation Trust Trust is a standout amongst the most critical essentials on which a business worker relationship is based. This relationship goes far in imparting certainty and destructing dread by making a workplace free of stress and doubt (Zeffane et.al, 2003). Trust has likewise been proposed to be a mental state as indicated by which it is estimated based on seen defenselessness or hazard because of the vulnerability included (Kramer, 1999). In our examination work we are worried about the trust inside the association i.e. the degree of trust the representatives have in the association they work for, essentially amongst workers and chiefs or directors. In this manner in an authoritative setting trust depends on the social trade hypothesis basically (Whitener et al., 1998), which discloses trust to be a result of trade of advantages between the two gatherings included. The basic idea required here is "correspondence", which builds up the way that interest in the representatives in an association as far as acknowledgment, strengthening, equity, bolster and different favors will dependably be returned and not go squander (Gouldner, 1960). Concurring the exploration done by Prusak and Cohen (2001), it is feasible for supervisors to build up a situation of trust in the association by empowering shared trust, and support. This thus builds the level of apparent confidence in the association by the representatives. It has likewise been contended that this confide in (McAllister, 1995) is the way to hierarchical trust and control. It prompts expanded level of representative support which includes basic leadership control in the hands of the subordinates which would unavoidably prompt increment in botches. Along these lines, by assigning this energy to the subordinates the association expands the hazard factor however in the meantime, since this designation needs an obligation of confide in (Yukl, 1994), gives an unmistakable sign that association has faith in its workers and in this manner the individual sees this authoritative trust and thusly contributes viably and emphatically towards the association. It is additionally obvious that every individual sees the level of trust in an unexpected way. Along these lines, it is worthless to hold basic suspicions over all work connections and consequently setting based examination is required. The trust levels likewise shift based on who is taking an interest in the relationship i.e. at what level of the association (Graham et al., 2006). Along these lines, this trust existing in an association decides to a substantial degree an association's way of life and work elements, by affecting elements like authoritative structure, work fulfillment and duty (Zaffane et. al, 2003). Thus, we have taken this as one of the develops (as a go between) in our examination of the connection between saw hierarchical help and employment fulfillment. Occupation Satisfaction Occupation fulfillment was ascribed to most prominent conceivable income with minimal measure of work done (Taylor, 1970). This disputable hypothesis empowered various different investigations to demonstrate the importance of different factors in deciding occupation fulfillment. These elements were distinguished as correspondence trepidation, impression of prompt directors and worker regard (Falcione, 1977). Likewise, work fulfillment was resolved to be impacted by the profits or rewards expected by the individual and the degree to which she could accomplish them in the activity. (Jorgensen, 1973). Representative discernments were viewed as more imperative in deciding occupation fulfillment than physical confirmations like pay (Brayfield et al., 1951). The short shape form of Brayfield and Rothe's scale was produced to gauge representative discernments about their activity and association (Algho et al., 1992). A ton of research has been focused at work fulfillment and the turnover rates in the associations or the representative's expectation to stop. (Spector et al., 1997). In such manner, work fulfillment was ended up being identified with work ID. Them two were resolved to be authoritative stays and were utilized to anticipate the turnover inside associations (De Moura et al., 2009). A point of reference to work fulfillment was recognized as employment frailty (Reisel et al., 2010) and a predecessor was observed to be part honesty and execution of additional part assignments (Nathan et al.). Occupation fulfillment has frequently been emphatically connected to preparing and advancement openings in the association. A critical positive relationship was seen between boss gave preparing fulfillment and general occupation fulfillment of representatives. Fulfillment with preparing and improvement altogether influences profession choices and is an esteemed factor among workers, therefore essentially affecting occupation fulfillment (Schmidt, 2007). Additionally, work fulfillment was theoretically settled as a middle person between saw hierarchical help and employment duty. Exactly, a positive relationship was set up between apparent hierarchical help and occupation fulfillment (Chiu et al., 2010). In a current report on work fulfillment, an aggregate of nine components gathered under four headings were considered as points of reference of employment fulfillment. The four headings included hierarchical change, authoritative help, work qualities and administrative part. It was experimentally demonstrated that decentralization, casual correspondence, bolster from director, participative hierarchical culture, self-rule and strengthening of workers and the sort of part in the association fundamentally affected the activity fulfillment of representatives (Lee et al., 2008). The part of supervisory or prompt manager bolster was resolved to be huge. According to the examination, chiefs were seen as the agents of the association by representatives and are in charge of going about as the interface amongst association and workers. Along these lines, they normally fabricate an association with representatives. Nature of this relationship was the noteworthy determinant of worker observations and employment fulfillment (Ladebo, 2008). The utilization of data frameworks in the association has been seen to positively affect worker work fulfillment. In the developing working environments of present, the capacity to work adaptably and proficiently is seen to majorly affect the innovatively propelled representatives. In this way, the establishment of a proficient Information System, which gave simple access to data was seen to expand the activity fulfillment scores altogether (Chen et al, 2008). >GET ANSWER