A collection of blog note examples of formulating ALRA (academic-oriented type) MBA dissertation proposals

A collection of blog note examples of formulating ALRA (academic-oriented type) dissertation proposals: for MBA students

Example 1 [talent acquisition]

Example 2 [buying travel insurance products]

Example 3 [blind box toys]

E-resource as related to the table of content template for MBA academic-oriented dissertation projects

E-resource as related to the table of content template for MBA academic-oriented dissertation projects

Table of content template for MBA academic-oriented dissertation projects (suggested report length: 12,000 words)

Dissertation project title

Statement of originality and authenticity

Executive summary

Acknowledgement

Table of contents

List of figures and tables

Chapter 1: Introduction

1. about preparing the research objectives and related tasks.

Chapter 2: Literature review

1. about the task of literature review

Chapter 3: Research Methodology

1. about the task of research methodology clarification and evaluation.

Chapter 4: Presentation of research findings

Chapter 5: Discussion of findings

1. A note on the Toulmin model of argumentation.

Chapter 6: Conclusions and recommendations

Chapter 7: Reflection on personal development

< word count figure: XXX>

References

Appendix

Related references

1a. The three deliverables of the agile literature review approach (ALRA) for academic-oriented projects & the AI tool's support

1b. How to use AI tools to construct the three ALRA deliverables.

2. Asking poe.com to come up with a dissertation proposal (ALRA academic-oriented project type)

Formulating the research objectives and the related tasks for academic-oriented project proposal formulation: for MBA students 02

Formulating the research objectives and the related tasks for academic-oriented project proposal formulation: for MBA students 02 [information from perplexity.ai]

My question 1: "With regard to the research theme of "how the Hong Kong Generation Z perceive the attractiveness of working in the Hong Kong insurance sector from the employer branding perspective", could you suggest 2 research gaps and 2 public media-reported issues that are related?"

The reply: "Research Gaps

1. : There is a need for more detailed research on how employer branding can be tailored to appeal to Gen Z's unique values and preferences in the Hong Kong insurance sector. This includes understanding what specific attributes of employer branding (e.g., social responsibility, digital engagement) are most attractive to Gen Z and how these can be effectively communicated6.

2. : While gamification and digital engagement are recognized as effective strategies for attracting Gen Z in other contexts, there is limited research on how these strategies can be applied specifically to employer branding in the Hong Kong insurance sector. Investigating how insurers can leverage digital platforms and gamification to enhance their employer brand and appeal to Gen Z would fill a significant gap7.

1. : The Hong Kong insurance sector faces challenges in attracting Gen Z talent due to evolving labor market dynamics and changing perceptions of career desirability. This issue highlights the need for insurers to adapt their talent acquisition strategies to better align with Gen Z's values and expectations4.

2. : The insurance sector in Hong Kong is experiencing a recruitment boom driven by digitization. However, this trend also underscores the need for insurers to effectively communicate their employer brand and adapt to Gen Z's preferences for digital engagement and innovation in the workplace5.

These issues underscore the importance of understanding Gen Z's perceptions and 

preferences in order to enhance employer branding and talent acquisition strategies 

in the insurance sector."

My question 2: "Could you explain a bit how these research gaps and reported issues are related?"

The reply: "The research gaps and public media-reported issues in the context of how Generation Z perceives the attractiveness of working in the Hong Kong insurance sector are interconnected in several ways:

1. :

   • : There is a scarcity of focused research on Generation Z's specific perceptions and motivations regarding career desirability in the Hong Kong insurance sector1.

   • : The insurance industry faces a talent shortage, partly due to its struggle to attract younger professionals14. Understanding Gen Z's career preferences is crucial to addressing this shortage.

2. :

   • : Existing studies may not sufficiently address how talent acquisition strategies are evolving in response to changing labor market dynamics influenced by Generation Z's expectations1.

   • : Post-pandemic, there is a shift in work expectations among young professionals, including desires for flexibility and meaningful work, which impacts their interest in traditional sectors like insurance1. Adapting talent acquisition strategies to these changing expectations is essential.

3. :

   • : The insurance industry struggles with public misperceptions, which hinder recruitment4. This issue is related to the need for effective employer branding strategies that can improve the industry's image and appeal to Gen Z.

   • : While not explicitly stated, addressing the industry's image problem requires understanding Gen Z's perceptions and preferences, which ties back to the need for more research on their career desirability and how employer branding can be tailored to attract them.

• : Investigating how Gen Z views career desirability in the insurance sector helps address the talent shortage by identifying what attracts them to the industry1.

• : Examining current strategies and aligning them with Gen Z's expectations can help mitigate the impact of changing work expectations and improve recruitment efforts1.

• : Understanding how the shortage affects recruitment strategies informs how companies can adapt to attract Gen Z candidates1.

• : This objective helps companies adapt to post-pandemic shifts in work expectations, making the insurance sector more appealing to Gen Z1.

In summary, the research gaps and public media-reported issues are interconnected through 

the need to understand and address Gen Z's perceptions and preferences to improve talent 

acquisition and retention in the Hong Kong insurance sector."

My question 3: "Could you suggest 4 related research objectives that respond to the 2 research gaps and the 2 public media-reported issues?"

The reply: "Here are four research objectives that address the identified research gaps and public media-reported issues related to how Generation Z perceives the attractiveness of working in the Hong Kong insurance sector from an employer branding perspective:

1. :

   • This objective addresses the research gap of lacking in-depth analysis on employer branding strategies for Gen Z. It involves exploring what specific attributes of employer branding (e.g., social responsibility, digital engagement) are most appealing to Gen Z and how these can be effectively communicated to enhance the sector's attractiveness.

2. :

   • This objective addresses the research gap related to insufficient exploration of digital engagement and gamification in insurance employer branding. It focuses on how insurers can leverage digital platforms and gamification to make their employer brand more appealing and engaging for Gen Z.

3. :

   • This objective responds to the public media-reported issue of talent acquisition challenges in the insurance sector. It involves understanding Gen Z's career preferences and expectations and developing employer branding strategies that align with these to improve recruitment efforts.

4. :

   • This objective addresses the public media-reported issue of the industry's image problem and Gen Z's limited awareness of insurance products. It focuses on creating employer branding strategies that can improve the industry's image, increase awareness, and make it more appealing to Gen Z by highlighting aspects such as innovation, social responsibility, and digital engagement.

These research objectives aim to bridge the gaps between current practices and the evolving needs and preferences of Gen Z, ultimately enhancing the attractiveness of the insurance sector as a career path."

My question 4: "Could you briefly explain how the 4 research objectives are related?"

The reply: "The four research objectives are interconnected through their focus on enhancing the attractiveness of the Hong Kong insurance sector to Generation Z from an employer branding perspective. Here's how they relate:

1. : This objective involves understanding what aspects of employer branding (e.g., social responsibility, digital engagement) appeal to Gen Z and how to effectively communicate these attributes. It sets the foundation for the other objectives by identifying key elements that make the insurance sector attractive.

2. : This objective builds on the first by exploring how digital platforms and gamification can enhance employer branding. It delves into how these strategies can make the sector more engaging and appealing to Gen Z.

3. : This objective is linked to the first two by focusing on how employer branding strategies can address the talent shortage. It involves aligning employer branding with Gen Z's career preferences and expectations, such as valuing purpose, growth opportunities, and a dynamic work culture.

4. : This objective synthesizes the insights from the previous objectives to create comprehensive strategies that address Gen Z's perceptions and enhance the industry's attractiveness. It incorporates elements like social responsibility, digital engagement, and innovation to improve the sector's image and appeal.

Together, these objectives form a cohesive framework for understanding and improving the attractiveness of the insurance sector to Gen Z through effective employer branding and strategic talent acquisition strategies."

My question 5: "Could you suggest 1 academic theory and 1 academic concept that are useful for studying each of the 4 research objectives?"

The reply: "Here are some academic theories and concepts that can be useful for studying each of the four research objectives related to how Generation Z perceives the attractiveness of working in the Hong Kong insurance sector from an employer branding perspective:

• : Social Identity Theory can be applied here. This theory suggests that individuals derive part of their self-concept from the groups they belong to. In the context of employer branding, understanding how Gen Z identifies with certain values and groups can help tailor branding strategies that resonate with their identities14.

• : Employer Brand Equity is a useful concept. It refers to the value of an employer brand in the minds of potential employees. Understanding how to build positive employer brand equity can help attract Gen Z talent by highlighting aspects like corporate culture and social responsibility510.

• : Self-Determination Theory (SDT) is relevant. SDT posits that human behavior is motivated by three innate psychological needs: autonomy, competence, and relatedness. Gamification can satisfy these needs by providing autonomy through choice, enhancing competence through challenges, and fostering relatedness through social interaction25.

• : Gamification Engagement is a key concept. It involves using game design elements in non-game contexts to increase engagement and motivation. In employer branding, gamification can enhance the appeal of the insurance sector by making the recruitment process more interactive and enjoyable28.

• : Person-Environment (P-E) Fit Theory is applicable. This theory suggests that individuals are more satisfied and productive when their personal characteristics align with the organizational environment. Aligning employer branding with Gen Z's preferences can improve the fit between potential employees and the insurance sector26.

• : Corporate Social Responsibility (CSR) is an important concept. CSR initiatives can enhance the attractiveness of an employer by demonstrating a commitment to social and environmental causes, which are highly valued by Gen Z37.

• : Innovation Diffusion Theory can be applied. This theory explains how new ideas and innovations are adopted over time. Developing innovative employer branding strategies involves understanding how Gen Z adopts and responds to new concepts and technologies in the workplace17.

• : Authenticity in Employer Branding is a crucial concept. It involves ensuring that the employer brand accurately reflects the workplace culture and values. Authenticity is key to building trust with Gen Z, who are skeptical of superficial branding efforts39.

These theories and concepts provide a framework for understanding and addressing the 

research objectives by focusing on how Gen Z's values and preferences can be aligned with 

employer branding strategies in the insurance sector."

My question 6: "Could you tell me which 2 of the 4 research objectives are more complicated to study?"

The reply: "Based on the complexity of the research objectives and the current state of literature, Research Objective 2 and Research Objective 4 are likely more complicated to study. Here's why:

1. : To Examine the Role of Digital Engagement and Gamification in Enhancing Employer Branding for Gen Z in the Insurance Sector:

   • :

     • This objective involves understanding the impact of gamification, which requires a deep dive into psychological theories like Self-Determination Theory and the mechanics of gamification itself236.

     • It also necessitates analyzing how digital engagement and gamification align with the values and preferences of Gen Z, which can be challenging due to the diverse and evolving nature of this demographic.

     • The integration of AI in gamification adds another layer of complexity, as it involves leveraging advanced technologies to personalize experiences6.

2. : To Develop Innovative Employer Branding Strategies That Address Gen Z's Perceptions of the Insurance Industry and Enhance Its Attractiveness:

   • :

     • This objective requires synthesizing insights from multiple areas, including Gen Z's perceptions, employer branding strategies, and industry-specific challenges in the insurance sector48.

     • It involves developing comprehensive strategies that not only address current perceptions but also predict future trends and preferences among Gen Z, which can be challenging due to the dynamic nature of this demographic.

     • Ensuring authenticity and alignment between the employer brand and the actual work environment adds complexity, as it requires a deep understanding of both internal and external perceptions of the organization48.

Both objectives involve complex variables and require a multidisciplinary approach, making them more challenging to study compared to the other two objectives."

My question 7: "Could you suggest 1 primary research method and 1 secondary research method to study each of the 4 research objectives?"

The reply: "Here are some primary and secondary research methods that can be used to study each of the four research objectives related to how Generation Z perceives the attractiveness of working in the Hong Kong insurance sector from an employer branding perspective:

• : Surveys can be used to gather data directly from Gen Z individuals. Surveys can help identify specific employer branding attributes that appeal to this demographic, such as social responsibility or digital engagement.

• : Literature Review of existing studies on employer branding and Gen Z preferences. This involves analyzing academic papers and reports to understand the current state of knowledge on what attracts Gen Z to certain industries and how employer branding can be tailored to meet these preferences15.

• : Experimental Design involving gamification elements can be used. This could involve creating a mock recruitment process with gamified elements and measuring engagement and interest among Gen Z participants.

• : Case Studies of companies that have successfully used gamification in their employer branding. Analyzing these cases can provide insights into effective strategies and outcomes9.

• : In-Depth Interviews with HR professionals and Gen Z employees in the insurance sector. These interviews can provide qualitative insights into how employer branding strategies align with Gen Z's preferences and expectations4.

• : Industry Reports on talent acquisition trends and challenges in the insurance sector. These reports can offer insights into current practices and future directions for employer branding strategies5.

• : Focus Groups with Gen Z individuals to gather feedback on innovative employer branding strategies. This method allows for interactive discussions and can provide rich qualitative data on what strategies are perceived as innovative and appealing.

• : Benchmarking Studies of innovative employer branding strategies in other industries. This involves analyzing successful cases to identify best practices that can be adapted for the insurance sector9.

These methods can help gather both quantitative and qualitative data to support the research objectives."

_____________

Reference 1: The three ALRA deliverables (for the academic-oriented type)

Reference 2: A collection of notes on ALRA (academic oriented type).