Enhancing Organisational Transparency through Talent and Performance Dissertation

Enhancing Organisational Transparency through Talent and Performance Management - Dissertation Example Likert scale method is a type of ordinal measurement that was used in the measurement of the online research respondents’ attitude to each of the given questions related to organizational transparency, talent management, and performance management. As part of the five major categories of the online research respondents’ responses from strongly agree = 5 to strongly disagree = 1. When using the likert scale method, Jamieson (2004) explained that statistical data should be computed using either mode or median when measuring the central tendency of the figures to avoid manipulating the ordinal data. In terms of analyzing the qualitative research findings, strategic ways on how researcher can effectively analyze the qualitative research findings that minimizes the risk of developing bias judgment will be tackled in details. Quantitative Analysis Quantitative data in this study were gathered out of the online survey study. In line with this, a total of 135 randomly selected online research respondents voluntarily agreed to participate in this study. Most of the online survey respondents have been working in middle management (53.7%), senior management (15.7%), and junior management (30.6%) between 2 to 7 years in their current work position. Out of the total online survey respondents, 97% and 3% were UAE nationals and Non-UAE Nationals respectively who are currently working in Dubai government (56%) and semi-government organizations (44%). Because of the long-term exposure of the online research respondents in terms of working in Dubai government and semi-government organizations, the online research respondents are considered highly qualified in terms of providing their personal opinion with regards to the impact of organizational transparency in enhancing the talent and performance management in Dubai. Majority with 64.4% of the total research respondents are female whereas the remaining portion is composed of male respondents who are UAE nationals a nd are currently employed in Dubai’s government departments and semi-government organizations. This study assumed that individuals who are working in Dubai’s government departments and semi-government organizations between the age brackets of 25 to 35 are the ones who are more vocal about the significance of organizational transparency on talent and performance management in Dubai. This assumption is confirmed by the quantitative results given that majority with 65.2% of the total research respondents belong to the said age group. Other online research respondents either belong to age group of less than 25 years old (20%) or between 36 to 46 years old (14.8%). Talent Management Most of Dubai government and semi-government organizations’ employees enjoy the benefit of career improvements as a result of incorporating the importance of learning in working practices. Based on the likert