Research Problem
Poor leadership and communication are major problems facing green future. These problems are threatening the existence of the organization because most members are starting to withdraw their membership and funds. The chairman of the organization has demonstrated poor leadership because he makes unilateral decisions without involving the relevant committees and other members of the club. The decision to spent the organization's money in a tree planting project without informing the finance committee or accounting for funds are examples of poor leadership. Additionally, the chairman has shown dictatorial tendencies by failing to accept or tolerate diverse opinions. Members opposed to his decisions are ostracized. Instead of seeking the advice of other leaders, the chairman views them as a threat to his position. He also has poor conflict management skills. He does not resolve issues amicably, but instead, he uses force and intimidation to quell opposition.
Poor communication is also another problem because the organization lacks appropriate communication channels. The organization’s leadership does not communicate issues pertinent to the organization. Conversely, members require the channels to air their grievances to the organization's leadership. It seems gossiping is the only way that members can get information about issues of events in the organization. Understanding the causes of these problems and the views of other members is necessary for developing practical solutions ( Beard, Bryant-Smith, & Klug, 2018) . If not addressed, these issues will destroy the organization because members will withdraw and take their funds with them.
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Relevance of the Research
Researching an organization is necessary because it reveals valuable information about problems or challenges encountered by employees and how they can be solved. An analysis of the data collected would show the changes that the management must make to improve the effectiveness of the organization ( Beard et al., 2018) . Since employees are important stakeholders in an organization, their views are necessary for understanding the problems and issues faced by the organization. The well-being of employees is essential for the proper functioning of the organization. If employees are not satisfied, their commitment and productivity suffer. This is the case with green future because poor leadership and communication have disenfranchised other members. If research is not conducted to understand their concerns and develop suitable strategies, the organization will fail.
Method of Collection of Data
Qualitative research will be the most effective research technique to collect data in the organization. Since the objective of the research is to understand the views of employees regarding leadership and communication in the organization, qualitative research is the most appropriate. The data collected in qualitative research is expressed in words rather than numbers, which is the case in quantitative research. It provides the verbal or visual description of issues under examination ( Coghlan & Brannick, 2010) . Qualitative research leads to the discovery of perspectives or feelings about a particular topic.
Data will be collected through interviews and focus groups. Interviewing will allow the researchers to learn about the problems faced by the members of the organization. Interviews elicit information because the interviewer has control over the respondent while giving the respondent some latitude in what they say ( Tracy, 2013) . The interviews will collect information about the feelings of employees about leadership and communication in the organization. It will also collect facts about poor leadership and communication in the organization. Additional information that will be collected during the interviews includes employee beliefs about the issues and their recommendations on how to solve the problems.
Data will also be collected through focus groups. A focus group is the collection of deliberately selected individuals to take part in a discussion aimed at eliciting information about a certain topic ( Tracy, 2013) . A focus group is different from an interview because the respondents discuss issues together; therefore, they influence one another during the deliberation of issues and perspectives. The members of the organization will be randomly assigned to groups of between six to twelve members. The moderator will introduce the topic and guide discussions. Focus groups are useful because respondents may support or oppose the views of others. Focus groups do not aim at reaching a consensus, but to identify feelings, thinking, and perceptions of respondents about a certain issue or topic. The researchers will then categorize the issues discussed into themes, which will then be followed by a thematic analysis to identify patterns. To avoid researcher bias, the researchers will collect their data independent and then compare their findings to identify common themes.
How Results will be Valuable to the Organization
The results of the study will be valuable to the organization because it would form the basis for making the necessary changes. Since the findings will be derived from data collected from employees, the organization's management will be convinced to act on them because it represents the views of the members. It will be impossible for the leadership of Green Future to dismiss the results. It will be evidence that the organization has serious issues that need resolving. The result will also dispel the notion that other leaders are orchestrating the downfall of the chairman since it represents the views of members and not a few individuals. Finally, the results will provide the views of employees regarding the solutions to the problems. Implementing these recommendations will lead to success because they are supported by the organization's members.
References
Beard, G., Bryant-Smith, R., & Klug, L. (2018). Workplace investigations . Macquarie Park, NSW: CCH Limited Wolters Kluwer.
Coghlan, D., & Brannick, T. (2010). Doing action research in your own organization . London: SAGE Publications Ltd.
Tracy, S. J. (2013). Qualitative research methods: Collecting evidence, crafting analysis, communicating impact . Chichester, West Sussex, UK: Wiley-Blackwell.
