1.5. Research Questions and Hypotheses1.5.1. Research QuestionsTo be able to achieve the objectives of the research, the research groups designed some research questions.Question 1: What is your gender?Question 2: Which group age are you in?Question 3: Which department are you working in Sannam Group?Question 4: What is your monthly income?Question 5: What do you think about the salary which Sannam Co. pay for you?Question 6: What does Sannam Group do to help employees have good job performance??Question 7: How often Sannam Group organizes skill training courses for employees?Question 8: How do you feel about those training courses?Question 9: Do you think your job skills increase after training courses?Question 10: Do the managers respect employees opinions? Question 11: How do you feel about the relationship between the managers and the employees?Question 12: What is a good manager in your opinion?Question 13: Your manager often?Question 14: What do the managers often do for employees get out of stress?Question 15: How often do the managers help the employees at work?Question 16: Does Sannam Group often hold social activities for employees?Question 17: In your opinion, does the leadership style impact to job performance of employees?Question 18: How often does Sannam Group make survey to employees?Question 19: How do you feel about the employees job effictiveness of Sannam Group?Question 20: Do you intend to work at Sannam Group in long time?

1.5.2. Research HypothesesBased on the problems, hypotheses are made. By trying to find the evidence to answer hypotheses, the research group can confirm the relationships exist between the studied areas and the impact of leadership style: Coaching.

Independent variableDependent VariableFigure 1: Conceptual Framework 1Hypothesis 1: Is there a significant relationship between gender and the impact of leadership style: Coaching?Hypothesis 2: Is there a significant relationship between age and the impact of leadership style: Coaching? Hypothesis 3: Is there a significant relationship between work department and the impact of leadership style: Coaching? Hypothesis 4: Is there a significant relationship between monthly income and the impact of leadership style: Coaching?

Independent variableDependent VariableFigure 2: Conceptual Framework 2

Hypothesis 5:Is there a significant relationship between employees salary and the impact of leadership style: Coaching?Hypothesis 6:Is there a significant relationship between training course and the impact of leadership style: Coaching?Hypothesis 7:Is there a significant relationship between social activities and the impact of leadership style: Coaching?Hypothesis 8:Is there a significant relationship between respect and the impact of leadership style: Coaching?Hypothesis 9:Is there a significant relationship between managers attitude and the impact of leadership style: Coaching?Hypothesis 10:Is there a significant relationship between employees feedback and the impact of leadership style: Coaching?Hypothesis 11:Is there a significant relationship between job performance and the impact of leadership style: Coaching?

Chapter 3Research methodologyPrimary research and Secondary research are two main types of researchPrimary research is new research, carried out to answer specific issues or questions. It can involve questionnaires, surveys or interviews with individuals or small groups. Secondary research makes use of information previously researched for other purposes and publicly available. This is also known as 'desk research'. Secondary research includes published research reports in a library, surveys or the Internet. It can also include scientific reports produced by medical councils, universities or government (Businesscasestudies, 2007).In our research about Sannam Group, we use both of Primary research and Secondary research. The aim of this research is to illustrate the impact of leadership style, specifically coaching, to employees job performance of Sannam Group and its employees. Therefore, the main data of this research is the perception of 100 respondents through survey in Hanoi.3.1. Research DesignThere are many ways to do this research but Survey is the most suitable research tool to be used. Surveys can be useful when a researcher wants to collect data in short time and save money. The respondents answer the same questions to ensure consistency. It may be conducted via post or email, messages, face-to-face with questionnaires and pens, via websites, etc.Survey is divided into two 2 types: Quantitative research and Qualitative research.Quantitative research: The use of sampling techniques (such as consumer surveys) whose findings may be expressed numerically, and are amenable to mathematical manipulation enabling the researcher to estimate future events or quantities. (Businessdictionary, n.d.)Qualitative research is aimed at gaining a deep understanding of a specific organization or event, rather than surface description of a large sample of a population. It aims to provide an explicit rendering of the structure, order, and broad patterns found among a group of participants.(Csulb, n.d.)In this research, Quantitative research is used to investigate the impact of leadership style: coaching to employees job performance of Sannam Group. It was able to summarize the range of data available for effective analysis, you can measure how employees feel or think about their managers, how they satisfaction and their comments. Additionally, Leadership style: Coaching is a specialized in Organization and Behaviour module, so using Quantitative research by questionnaire is very convenient because it does not need to know deeply about Coaching style.

3.2. Research SamplingThe respondents are Sannams employees. 100 respondents, who are working at Sannam Group, will receive same questionnaires. In this case of research about Sannam, Simple random sampling is the most suitable sample for this research because other sampling methods require much in-depth research and advance knowledge of a population prior to the selection of subjects, but in simple random sampling, only the complete listing of the elements in a population is needed. The respondents will be received the same questionnaires about the impact of leadership style: Coaching to employees job performance of Sannam Group. Besides, by using this sampling, we can simplify data interpretation and analysis of results.

3.3.Research InstrumentThe questionnaire in this survey is based on the factors in leadership style: Coaching and present situation of Sannam. It divided into 4 parts: Profile information Perception about situation of Sannam Perception about Leadership style Perception about leadership style: coaching in Sannam Group

Part QuestionsExplanation

Demographic question1. What is your gender?The aim is to collect general demographic information of the respondents. These answers are in multiple choices

2. Which group age are you in?

3. Which department are you working in Sannam Group?

4. What is your monthly income?

Perception about situation of Sannam

5. What do you think about the salary which Sannam Co. pay for you?This part discusses about the general knowledge of respondents about Sannam. In question 5, researchers can find do the respondents satisfy with their salary or not through a Likert scale: Very cheap (0-2), Low (2-4), Normal (4-6), High (6-8), Very high (8-10)Question 6 determines the diversity activities which Sannam Group do to increase job performance.

6. What does Sannam Group do to help employees have good job performance?

Perception about Leadership style11. How do you feel about the relationship between the managers and the employees?The aim is to know employees knowledge about the leader style.Question 11 shows how employees opinions about relationship with managers through a Likert scale: Only care about job performance (0-2), Not good (2-4), Normal (4-6), Good (6-8), Very concerned to employees (8-10).Question 12 show the evaluation of employees about a good manager.Question 17 rates the impact of leader style by Likert scale: Absolutely no (0-2), No (2-4), Normal (4-6), Yes (6-8), Absolutely yes (8-10)

12. What is a good manager in your opinion?

17. In your opinion, does the leadership style impact to job performance of employees?

Perception about leadership style: coaching in Sannam Group7. How often Sannam Group organizes skill training courses for employees?This part aims to assess the respondents perception about Leadership style: Coaching in Sannam Group.Question 7 shows the frequency that company create training courses through Likert scale: Never (0-2), Rarely (2-4), Sometimes (4-6), Usually (6-8), Always (8-10).Question 8 shows how people rate the training courses quality: Bad quality (0-2), Not good (2-4), Normal (4-6), Good (6-8), Very useful (8-10).The aim of question 9 is to conduct the perception about job skills after training courses through a Likert scale: Absolutely no (0-2), No (2-4), Normal (4-6), Yes (6-8), Absolutely yes (8-10).By question 10, researchers know how managers respect their employees through a Likert scale: Never (0-2), Rarely (2-4), Sometimes (4-6), Usually (6-8), Always (8-10).Question 13 shows managers behavior with their employeesQuestion 15 rates the frequency the managers help the employees: Never (0-2), Rarely (2-4), Sometimes (4-6), Usually (6-8), Always (8-10).Question 16 shows the times company holds social activities through a Likert scale: Never (0-2), Rarely (2-4), Sometimes (4-6), Usually (6-8), Always (8-10).

Question 18 shows the times company do survey to conduct opinions from employees: Never (0-2), Rarely (2-4), Sometimes (4-6), Usually (6-8), Always (8-10).By question 19, researchers know employees job effictiveness of Sannam Group through a Likert scale: Very low (0-2), Low (2-4), Normal (4-6), High (6-8), Very high (8-10).Question 20 shows perception of employees about working at Sannam in long term: Absolutely no (0-2), No (2-4), Normal (4-6), Yes (6-8), Absolutely yes (8-10).

8. How do you feel about those training courses?

9. Do you think your job skills increase after training courses?

10. Do the managers respect employees opinions?

13.Your manager often?

14.What do the managers often do for employees get out of stress?

15.How often do the managers help the employees at work?

16.Does Sannam Group often hold social activities for employees?

18.How often does Sannam Group make survey to employees?

19.How do you feel about the employees job effictiveness of Sannam Group?

20.Do you intend to work at Sannam Group in long time?

Table 2: Explanation of questions

3.4. Data Analysis MethodsTo analyze the data in the survey, researchers use some following methods:Frequency Distribution method: A systematic method of showing the number of occurrences of observational data in order from least to greatest. Frequency distributions best represent continuous data (Toolingu, n.d.)Weighted Mean method: is an average computed by giving different weights to some of the individual values. If all the weights are equal, then the weighted mean is the same as the arithmetic mean (Ncalculators, n.d.) Correlation: Degree and type of relationship between any two or more quantities (variables) in which they vary together over a period (Businessdictionary, n.d.). In this research, correlation is used to show the relationship between Training courses and Managers help and the relationship between Impact of leadership style and Job performance.

NoFormula of MethodsQuestions involved

1Frequency Distribution

P = 100 P : Percentagefx = frequency f = number of respondentsQ1, Q2, Q3, Q4, Q6, Q12, Q13, Q14

2Weighted mean

Fvc : frequency for Very cheapFl: frequency for LowFn: frequency for NormalFh: frequency for HighFvh: frequency for Very highN: number of respondentsQ5

3Weighted mean

Fn: frequency for NeverFr: frequency for RarelyFs: frequency for SometimesFu: frequency for UsuallyFa: frequency for AlwaysN: number of respondentsQ7, Q10, Q15,Q16, Q18

4Weighted mean

Fbq: frequencyfor Bad qualityFng: frequency for Not goodFn: frequency for NormalFg: frequency for GoodFvu: frequency for Very usefulN: number of respondentsQ8

5Weighted mean

Fan: frequency for Absolutely noFno: frequency for NoFn: frequency for NormalFy: frequency for YesFay: frequency for Absolutely yesN: number of respondentsQ9, Q17, Q20

6Weighted mean

F1: frequency for Only care about job performanceF2: frequency for Not goodF3: frequency for NormalF4: frequency for GoodF5: frequency for Very concerned to employeesN: number of respondentsQ11

7Weighted mean

Ftd: frequency for Totally disagreeFd: frequency for DisagreeFmb: frequency for May beFa: frequency for AgreeFta: frequency for Totally agreeN: number of respondentsQ16, Q19, Q22

8Weighted mean

Fvl : frequency for Very lowFl: frequency for LowFn: frequency for NormalFh: frequency for HighFvh: frequency for Very highN: number of respondentsQ19

9Correlation r = r: Correlationx: frequency for th times Sannam Group organizes skill training courses for employeesy: frequency for the times the managers help the employees at workQ7 and Q15

10Correlation r = r: Correlationx: frequency for the impact of leadership style to job performance of employeesy: frequency for the employees job effectiveness of Sannam GroupQ17 and Q19

Table 3: Formula of Methods in each question

APPENDIX 1: MINUTES OF MEETING

MINUTES OF THE 1st MEETINGThe first meeting of 2M&L group has been at Ravens house, 22 Ton That Tung Street on Wednesday, March 20th, 2013, from 8:00 to 12:00. Members who attended are as follow: 1. Phan Khanh Linh Raven F05B 2. Nguyen Thanh Ha Moon F05B3. Nguyen Quynh Trang Bolly F05B 4. Tran Thi Lan Anh Jan F05BNo members was absent in the meeting. The meetings purposes are as follows:Purpose: Learn about green marketing strategy Detail: Divide tasks to team members Reading the definition of green marketing Determining factor of the chosen strategy Sharing of experience in marketingProblems encountered: Cannot find much information about green marketing difficulty in choosing the appropriate factorSolutions applied to the problems: Read articles on green marketing from the internet and books Consultation from friends

MINUTES OF THE 2nd MEETINGThe second meeting of 2M&L group has been at Paris Gatueax Coffee Thai Ha, 12 Chua Boc Street on Wednesday, April 3rd, 2013, from 13:30 to 17:00. Members who attended are as follow: 1. Phan Khanh Linh Raven F05B 2. Nguyen Thanh Ha Moon F05B3. Nguyen Quynh Trang Bolly F05B 4. Tran Thi Lan Anh Jan F05BNo members was absent in the meeting. The meetings purposes are as follows:Purpose: Application of green marketing strategies to companies VinamilkDetail: find out information about the implementation of green marketing Vinamilk Cover the theories and knowledge related to meet the requires of those outcomes Make questionnaireProblems encountered: Cannot find much information about green marketing of Vinamilk Have not found a suitable questionSolutions applied to the problems: Ask for attitude of expert Investment of time to read the documentation

MINUTES OF THE 3rd MEETING

The third meeting of 2M&L group has been at Ravens house, 22 Ton That Tung Street on Saturdays, April 13th, 2013, from 8:00 to 13:00. Members who attended are as follow: 1. Phan Khanh Linh Raven F05B 2. Nguyen Thanh Ha Moon F05B3. Nguyen Quynh Trang Bolly F05B 4. Tran Thi Lan Anh Jan F05BNo members was absent in the meeting. The meetings purposes are as follows:Purpose: Discuss questionnaire about green marketing of VinamilkDetail: Corrected in the revised question of teacher Research information production methods for environmental protection of VinamilkProblems encountered: Unsatisfactory question Inaccurate informationSolutions applied to the problems: Read more about the company books Trying to contact the company to obtain more information

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