Grounded Theory -- Definition and Overview in Sociology

Grounded Theory Definition and Overview in Sociology Grounded theory is a research methodology that results in the production of a theory that explains patterns in data, and that predicts what social scientists might expect to find in similar data sets. When practicing this popular social science method, a researcher begins with a set of data, either quantitative or qualitative, then identifies patterns, trends, and relationships among the data. Based on these, the researcher constructs a theory that is grounded in the data itself. This research method differs from the traditional approach to science, which begins with a theory and the seeks to test it through the scientific method. As such, grounded theory can be described as an inductive method, or a form of inductive reasoning. Sociologists  Barney Glaser and Anselm Strauss popularized this method in the 1960s, which they and many others considered an antidote to the popularity of deductive theory, which is often speculative in nature, seemingly disconnected from the realities of social life, and may, in fact, go untested. In contrast, the grounded theory method produces a theory that is based on scientific research. (To learn more, see Glaser and Strausss 1967 book,  The Discovery of Grounded Theory.) Grounded Theory Grounded theory allows researchers to be scientific and creative at the same time, as long as the researchers follow these guidelines: Periodically step back and ask questions.  The researcher needs to step back once in a while and ask the following questions: What is going on here? Does what I think I see fit the reality of the data? Data does not lie, so the researcher needs to make sure their own ideas about what is happening matches what the data is telling them, or the researcher may need to alter their idea of what is going on.Maintain an attitude of skepticism.  All theoretical explanations, hypotheses, and questions about the data should be regarded as preliminary, whether they come from the literature, experience, or making comparisons. They should always be checked out against the data and never accepted as fact.Follow the research procedures.  Research procedures (data collection, analysis, etc.) are designed to give precision and accuracy to a study. They also help the researcher break through biases and lead him or her to examine some of his or her assumptions that might otherwise be unrealistic. Therefore, it is important that the correct research procedures are followed so that an accurate conclusion is reached. With these principles in mind, a researcher can construct a grounded theory in eight basic steps. Pick a research area, topic, or population of interest, and form one or more research questions about it.Collect data using a scientific method.Look for patterns, themes, trends, and relationships among the data in a process called open coding.Begin to construct your theory by writing theoretical memos about the codes that emerge from your data, and the relationships among codes.Based on what you have discovered so far, focus on the most relevant codes and review your data with them in mind in a process of selective coding. Conduct more research to gather more data for the selected codes as needed.Review and organize your memos to allow the data and your observations of them to shape an emergent theory.Review related theories and research and figure out how your new theory fits within it.Write your theory and publish it. Updated  by Nicki Lisa Cole, Ph.D.

6 steps HR can take that will make employees motivated and happy

6 steps HR can take that will make employees motivated and happy Employee morale and motivation can be a tricky thing. Happy employees are usually far more productive than unhappy employees. But with a diverse range of people in your organization, how do you maximize those factors for as many people as possible? After all, people are motivated by different things. Let’s look at some best practices to get the good motivation flowing.Offer solid benefits packages.Make sure that employee compensation is at least in line with what others in your industry are offering. If people see that your rival, Company B, is offering a similar salary but has medical, dental, and vision insurance while you just have medical, you risk disgruntlement and turnover.Remember that employees are not a faceless mass.They’re individuals, so they should be treated like individuals. Make an effort to get to know the people in your company- not just the executives, or the department heads, or the people who come into your office for help on an issue. Something as simple as learning everyone’s name can help them feel more at home. This can be difficult if you work in a large, corporate environment, but the effort you put into greeting people individually will pay dividends when it comes to employee satisfaction.Getting to know your employees also helps you refine your practices in real time as you get to know people better, what their challenges and priorities are at work, what they value, etc.Remind employees that they have a stake in the company’s performance.If your company offers stock options or profit sharing, that’s a direct way to involve employees; but if even if your company doesn’t offer those things, there are ways to engage employees. Regularly sending out announcements about how the company is doing and emphasizing how employee contributions are driving success can help create a feeling of productive teamwork.hbspt.cta.load(2785852, '9e52c197-5b5b-45e6-af34-d56403f973c5', {});Set realistic goals.When setting employee goals, make sure they’re both meaningful (specific) and achievable (realistic). Goals that are too vague or too far outside of the realm of possibility will likely fall by the wayside. Specific, actionable goals (preferably with milestones set against them) improve motivation by offering smaller, trackable successes along the way.Reward good performance.Nothing is quite as demoralizing as doing a great job and then feeling like no one cares. Providing recognition (with tangible awards) or performance incentives can help nurture employees to reach for successful outcomes. We’re human. We like rewards- it’s the part of the brain that reveled in getting star stickers in elementary school or getting a treat for good behavior. We may not need a cookie, per se, but a token to acknowledge hard work and success is always appreciated.Make sure employees have the resources they need to do well.This may seem like a no-brainer- after all, aren’t you their resource?- but people are motivated and more productive when they feel like they have all the tools they need to do a job. Comprehensive training, educational opportunities, leadership seminars†¦these are all tools that can help employees feel better prepared to do their jobs and grow their careers at your company.