Grand Challenge - Novelty and Action-Ability- myassignmenthelp.com

Question: Discuss about theGrand Challenge,Novelty and Action-Ability in Research. Answer: The Topic Choice The grand challenge as per Colquitt and George (2011) is the ability of an investigation to present tangible issues that unearth challenging new areas of research where a study can be undertaken. The grandness presented have to yield unresolved issues that when seen from the researchers perspective might appear as a hindrance but will invoke and infuse new ideas and open more areas of investigation to other researchers. Colquitt and George (2011) pointed out that the David Hilberts unresolved problems opened avenues of innovation in the wake of the 20th century not only in mathematics but also in another discipline which they posit the grand challenge and this is what is termed as research. The grand challenge gets guided by two fundamental principles. The first one is the pursuit of bold ideas. In research boldness in ideas is the key to resolving issues that engulf humanity is their endeavor for existence. It implies that ideas have to be unique and original. The second fundamental principle as per Colquitt and George (2011) is the application of the less conventional method in dealing with the underlying problem. The reason behind is that a problem at hand requires a shortest, secure and accurate method to attain the solution. These two are grand challenge fundamental secret. The significance of the grand challenge is that it allows researchers to handle bigger problems that are not tackled in a given literature or investigation and handle them in a bold manner with the use of unconventional means that is way beyond the given explanation. The leap followed normally give new paradigms as well as opening new areas of scholarly dialogue (Denscombe, 2014). Additionally, the grand challenge opens up an avenue of heated healthy discussions of theoretical importance and wide perspective that the society and the individuals benefit from the entrepreneurial as well as the economic activity realized. As a result of the grand challenge, the topic cannot do not yield to new ideas but the continuous work and progress in social science called for building on prior work. Also, the grand challenge that leads to underlying issues are not the same but varies from one literature to another over a period of time (Sekaran and Bougie, 2016). Irrespective of the above, gauging each topic with the framework of the grand challenge gives a voice to the study. This, therefore, allows articulation of how the research is going to solve a larger problem thereby propelling the field forward with thoroughness and significance (Colquitt and George, 2011). The topics should be clear, interpretable and free from ambiguity for other people to understand with no distraction. It is also a necessity that the topic should have the proper direction that set the entire methodology implying it must be well-phrased and void of the double-barrelled impression. Another aspect of a good research topic is the ability to be unbiased (Sekaran and Bougie, 2016). As per Denscombe (2014), a good research topic have to be such that it unearths the need to remain relevance for a longer period of time and hence augmenting with Colquitt and George (2011) that there has to be a grand challenge in research. It follows that when selecting a topic of research based on the area of study, the top has to be invoked so that it creates many issues that require resolving. In the article by Jose and Mampilly (2012), in the examination of the social exchange in relation to the satisfaction of employees engagement and the HR practices, the grand challenge is apparent. The topic of employee engagement has created a lot of consideration among numerous human asset specialists, business people and scholarly scientists over the globe. It has developed as a standout amongst the most imperative themes in the circle of human resource. The thought of representative engagement has been strongly presented by human resource firms that offer exhortation on how it can be made and utilized. Employee engagement is an unmistakable and one of a kind construct that comprises of intellectual, enthusiastic, and behavioral parts that are related to personal performance. The sphere of representative engagement is a noteworthy aspect of the administration all over the globe. The idea is increasing centrality among directors and scholarly circles in business. Regardless of its clear significance, little research has been carried out for distinguishing the antecedents of representative engagement. The employees that are engaged assume the essential role in making progress in the organization and creating competitive advantage. The grand challenge is seen when researchers are making critical investigations in to arrive at the potential relations amongst engagement and performance related result factors that enhance engagement of employee and that could create a competitive advantage to establishment globally. The reason is that engagement plays an essential and rightful when organizational success is taken into account, irrespective of the behavior of the economy. The employee satisfaction and engagement are the areas of concern for managers as well as leaders in organizations around the globe because it affects effectiveness, competitiveness, and innovation. The relevance of employee engagement is now driving researchers to focus on the drivers of engagement and means of enhancing employee engagement. The human resource practices as the methods through which worker perceptions, states of mind, and practices are molded. Thus, the practice of human in improving worker engagement is difficult to be ignored. The grand challenge is seen in the topic because it opens up an avenue of heated healthy discussions. The theoretical importance and wide perspective of employee engagement and satisfaction of human resource practices benefit from the entrepreneurial as well as the economic in the organization. Therefore the topic yields new ideas that are continuous and progresses in social science by building on prior work. Also, the grand challenge that leads to underlying issues are not the same but varies from one literature to another over a period of time (Iyengar, and Henkin, 2015). The motivation behind this article is the presentation of the literature review on the developing idea of worker engagement. The focus is employee engagement, worker engagement prevalence, its significance and how workforces' fulfillment with practices of human resource in the association accelerates and boosts the engagement in the association. The topic is clear, interpretable and free from ambiguity. It is understandable with no distraction. Also, the topic has a proper direction that set the entire methodology, well-phrased and void of a double-barrelled impression. Novelty Colquitt and George (2011), in using the term knowledge recombination meant that research that is novel is possible with the creation of new ideas. It gets done by a combination of different literature from different areas of study and brings in new undiscovered ideas. The novelty of the topic emanates from the combination of knowledge in what Colquitt and George (2011) termed as knowledge recombination. Even though George, Kotha, and Zheng, (2008) dispute that the combination of two kinds of literature or disciplines become insular as time goes by and reduces the possibility of the emergence of novel solutions, this is contrary in the field of management. Knowledge recombination is employed as a means of generating fresh ideas. The reasoning is that organizations use it to come up with new as well as creative ideas through the exploration of new technological emergencies. These new creative ideas emerge from what has been in existence in the organization. This means that they are on ly invoked by a combination of technology and the available literature in the organization (Mosyjowski, Daly and Peters, 2017). The conversation of research must be kept going among the scholars and this is possible in a case where the topic under scrutiny is posing the grand challenges. This way the conversation that is taking place in the literature must ignite and accelerate the momentum of discussion instead of going of the literature and thus distracting the focus of the research gap. The conversation is augmented and made relevant and interesting through the addition of new ideas or constructs. It should bring in the new insight that has never been articulated by prior researchers and therefore raises new dimension in the investigation by creating interest and the need to know find out more in the research area. In presentation findings and facts, the researchers will never turn their heads down but will yearn for more on the results and the research (Colquitt and George, 2011). In any undertaking of coming up with novel ideas, the organization must avoid the tendency of favoring familiar, mature and near approaches and embrace tackling unfamiliar issues, nascent and completely new ideas. Therefore in the process of selecting a topic, there is need to consider familiarity, maturity, and nearness aspects of the study. A topic that is familiar is get seen as an extension of the available conversation, one that is mature give a perception that the contribution posed is redundant and the topic that is near is seen as overlapping and drifting far apart from the available perspective on the main phenomenon. For example the use of spin-out which is a venture of taking a step ahead and competing in the same environment with the use the firms past knowledge and strategies (Croes et al., 2018). Therefore, it is essential for researchers to employ knowledge recombination so that there is a presentation of new ideas that pave a way of new more research as well as bringing in new novel products that aid in solving societys challenges and filling the gap presently existing. Colquitt and George (2011), posits that the purpose of research is not to get grants, gain academic credentials and publish in peer-reviewed journals but there has to be ingenuity in the idea presented which get perceived from the research topic. Through this, there is the progression of research, paving way for more research and creation of new ways solving unresolved issues in research and in the society. In the analysis of the article by Sokro (2012) on how branding of an employer is affecting the recruitment and retaining of workers in the organization. From this article, I see knowledge combination in play. Sokro (2012) is combining two areas of literature so as to come up with a unique idea. The issue of branding even though it is widely used in marketing and advertising, Sokro (2012) twisted the ordinary norm to employer branding and related it with employee attraction and retention. In the facets of marketing, organizations in many instances use branding to differentiate products so as to make a niche in the market. Sokro (2012 deviated from this obvious truth. The branding by the employer is a moderately new tactic toward enlisting as well as holding the ideal human asset in recruitment that is ending up being the competitive focus. The word is frequently used to depict how associations showcase their items to potential as well as current workers, speaking with them and keeping their faithfulness (Miron-Spektor and Beenen, 2015). Employer branding proves to be a significant idea for both supervisors and researchers. Supervisors can utilize business branding as an avenue in which they can pass on distinctive worker staffing and maintain a planned human-resource procedure. Likewise, businesses can govern the influence of the brand to connect with their workers in enthusiastic approaches to accomplish change, extraordinary outcomes or attract more employees and retain. Associations have discovered that powerful employer branding prompts upper hand that enables workers to internalize values of the organization and aids representative retention. Regardless of the increasing admiration of the company branding exercise, scholarly exploration of the area is still constrained to a couple of results found in marketing. Priyadarshi (2011) asserts that regardless of employer-brand increasing impressive acceptance in HR literature, an experimental investigation is still not adequate. In spite of the fact that the investigation of company attraction has uncovered a few bits of knowledge, there is still much that require being learned. There is one stream of researches done on company attributes and their consequences on the attraction in the association. Basic characteristics, for example, decentralized leadership and system of reward appear to impact impression of engaging attraction ((Goc?owska et al., 2018). The novelty of this article is apparent from the fact that there is recognition of the fact that branding is not a new idea, employer branding is new and gaining popularity owing to its impact in the organization and there is little research done on this area. Therefore, the conversation of the research is going on among the scholars because the topic is posing the grand challenges. The conversation under the literature is igniting and accelerating the momentum of discussion and organizations have discovered that powerful employer branding prompts upper hand that enables workers to internalize values of the organization and aids representative retention. Even though the subject matter is obvious, it brings in the new insight that has never been articulated by prior researchers creating the new dimension in this sphere of literature. Changing Practice In any research undertaking, the aim is to put forth practices and methods that can be applied to a given topic so that it is of help in solving underlying issues. An actionable research is one that gives insights into the managerial practices. Colquitt and George (2011) assert that an actionable research exists when there is variability in practices that cannot be explained by constructs that are used. In essence, this is a point where it has not been dealt with by scholarly investigations and that there is inherent action-ability. Therefore, an actionable research must give clear pathways where organizations can follow so that they can get required results for productivity. Management studies can be actionable when they have counterintuitive insights, is highlighting the impact new and essential practice, that shows inconsistencies, and probable consequences, practices, signifying a precise theory to describe an exciting as well as current situation, and recognizing an iconic sensation that unlocks new expanses of analysis and practice. These are the five ways in which studies in management can be actionable and thus signifying the grand challenge as they are ambitious, offer novel as well as unconventional changes to existing conversations. As per Kompaso and Sridevi, (2010) the action-ability offers a comprehensive perspective when there is an insight that is useful in the comprehension of the organizations realities particularly when it has variables that are within the control of the management. The establishments utilize talent administration with a specific end goal to accomplish some of their objectives, for example, creating competitive advantage, retention, and increment profitability. The desired organizational outcome get realized when there is a combination of talent management, the motivation that ignites a number of the coveted organizational outcome that extends the work in line with engagement perspective. Engagement influences diverse organizational results, for instance, retaining and profitability. To accomplish their management of talent needed, establishments need to move past employee motivation methodologies and towards the expansion of the levels of employee engagement. The employees' engagement is now important in at a time in which firms depend on employees to lead to developments and device solutions for current needs. The managers are able to build workers engagement levels and get extra results that are way beyond motivation. In the analysis of the article by Abraham (2012), on job satisfaction as a way of motivating employees, it is apparent that the key contributing is employee engagement. The employee engagement is a noteworthy aspect in the administration compelled by the idea that this directly relates to performance and productivity. The employees that are engaged assume an essential role in making progress in the organization and creating competitive advantage. The reason is that engagement plays an essential role when organizational success is taken into account. The employee satisfaction and engagement are the areas of concern for managers as well as leaders in organizations around the globe because it affects effectiveness, competitiveness, and innovation. The relevance of employee engagement is now driving researchers to focus on the drivers of engagement and means of enhancing employee engagement. The human resource practices as the methods through which worker perceptions, states of mind, and practices are molded. Thus, the practice of human in improving worker engagement is difficult to be ignored ((Ericsson, 2014). The theoretical significance and wide viewpoint of employee engagement and motivation of human asset take advantage from the entrepreneurial and the monetary aspect in the association. Along these lines the theme yield new thoughts that are ceaseless and advances in sciences by expanding on earlier work. Abraham (2012) in his article asserts that the benefits of the organization arise from the fact that the management is able to look at its employee as valuable. Through this point, they take them and put on motivating initiatives that benefit both the organization and the employee. It is through this line that I see the article as actionable because of the fact that many organizations presently are turning into these approach to engaging the employees. This is done through rewarding employees who are creative and innovative. Additionally, the organization is giving employees time away from work to get new skills and knowledge and paying for them. Through this employees will come back with skills, knowledge and very motivated to work. When such happens to every employee in the organization, there is increased work performance that results in high productivity (Laird et al., 2017). Additionally, another aspect of increasing employee motivation, as well as engagement, is the use of feedback system. This is a process in which the employee report back to the superior on the progress, pointing out failures as well as suggesting on the possible ways of solving the issues. At this point, the supervisor must be of charisma type so those employees mingle freely by sharing ideas. Presently, there is concentration on engagement and authoritative levels. The change that is genuine take place at the team level, and it takes place when the leaders in the organization are able to set the best tone that can be followed by the employees (MacLeod and Clarke, 2011). Many organizations understand strategies that can give them the most advantage when they intertwine work engagement into the performance desires that are expected in the organization. Leaders in the organization are able to make the best of the constructs as espoused in the investigation by Abraham (2012). They are a ble to distinguish the areas they need attention and apply the best constructs of job satisfaction to engage employees and make them productive in the organization and thus remove the predicaments they were prevailing and causing unproductivity. References Abraham, S., 2012. Job Satisfaction as an Antecedent to Employee Engagement. SIES Journal of Management, 8(2). Croes, E.A., Antheunis, M.L., Schouten, A.P., Krahmer, E.J. and Bleize, D.N., 2018. 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Mosyjowski, E.A., Daly, S.R. and Peters, D.L., 2017. Drivers of Research Topic Selection for Engineering Doctoral Students. International Journal of Engineering Education, 33(4), pp.1283-1296. Priyadarshi, P., 2011. Employer brand image as predictor of employee satisfaction, affective commitment turnover. Indian Journal of Industrial Relations, pp.510-522. Sekaran, U. and Bougie, R., 2016. Research methods for business: A skill building approach. John Wiley Sons. Sokro, E., 2012. Impact of employer branding on employee attraction and retention. European Journal of Business and Management, 4(18), pp.164-173.