CHAPTER—III

RESEARCH METHODOLOGY

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3 INTRODUCTION:

The present research thesis “The effect of OCTAPACE climate dimensions on

Managerial Effectiveness- A case study in Visakhapatnam Port Trust” is based on the
analysis of data collected through the questionnaire from the Executive and Non
executive Employees of Visakhapatnam Port Trust (VPT) regarding the degree of
HRD culture prevailed there in. A four dimensional analysis has been made while
focusing on 1) eight elements of OCTAPACE climate and eight elements of
Managerial effectiveness; 2) demographic analysis of the chosen employees of VPT;
3) Perceptions of Executives and Non executives over OCTAPACE Climate in VPT
and finally 4) The impact of Climate dimensions and demographic parameters on
Managerial effectiveness.
3.1 Meaning:
The main purpose of this study is to identify the impact of OCTAPACE climate
dimensions on the Managerial Effectiveness in Visakhapatnam Port Trust,
Visakhapatnam. The study of review of literature explored that major chunk of
research in India has been emanated from descriptive data and experience sharing that
which did not focus on the effects of OCTAPACE climate dimensions on both
managerial and organizational perspectives and in particular the four dimensional
analysis is very rare, hence this project is chosen.

3.2 Type of Research:

As the present research aims at identifying the effects of OCTAPACE climate
dimensions on Managerial Effectiveness, it can be treated as an Empirical Qualitative
Research.

3.3 Defining the Problem:

Transformation in the Indian Port Industry, ever increasing competition, fast moving,
complex world of latest technology have compelled Ports to think of and to adapt
themselves to the changing environment. There is a need to develop competencies i.e.
skill, knowledge and attitude among the staff to make them more suitable to the
changing conditions, through proper training and development programmes. Trained
and developed people or knowledge workers have become basic or fundamental job
of any Port.

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Competent people can face any threats, risks, and changes in this industry and lead the
organizations. People play a remarkable role, to achieve goals. Since every human
being has potential to do remarkable things, and to enable him to understand, develop
and utilize his/her potential, Ports should provide them learning and developing
climate as well as opportunities.

There are several Public and Private Sector Ports in India. All the Ports vision is
almost similar particularly “to become the Port of first choice” in the eyes of the
customers and render service to the expectation and satisfaction of the target group. In
reality, owing to several factors like; job security, government stipulations, service
orientation, adherence to priority sector specifications- the culture (founder’s
philosophy) of Public Sector Ports widely differ from Private Sector Ports. Thus
through this study, an attempt is made to analyze the OCTAPACE climate factors that
influence Managerial Effectiveness in Visakhapatnam Port Trust, Visakhapatnam.

In order to assess the degrees of the respective OCTAPACE dimensions; the

questions have been framed or constructed in the Questionnaire keeping the below
cited logic thereof. For example let us analyze the Openness, Autonomy, Pro activity
and Experimentation dimensions:

(a) OPENNESS DIMENSION:

What are the different Perceptions of Clerical, Junior Managerial, Middle
Managerial employees of the VPT about their immediate superiors and Sub-
ordinates?
Statement: Employees in this Visakhapatnam Port Trust organization are very
informal and do not hesitate to discuss the problems with their superiors and sub-
ordinates.

(b) AUTONOMY DIMENSION:

Whether the employees are given freedom to explore the training knowledge?
Statement: When I attend Training Programme, I will learn and take the feedback in
right spirit for career development

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 (c) EXPERIMENTATION:
Whether the new ideas and creativity are given high priority by the top
management?
Statement: Employees are encouraged to experiment with new methods and try out
creative ideas.
(d) PROACTIVITY:
What is the level of Employee initiative and drive in the operational
perspective?
Statement: Employees are encouraged to take initiative to do things on their own
without waiting supervisor’s instructions. (ABRAHAM, 1986)

Therefore, the basic research problem can be defined as “There is a tremendous effect
of OCTAPACE climate dimensions on the Managerial Effectiveness in the
Visakhapatnam Port Trust.”

3.4 RESEARCH OBJECTIVES:

Based on the problem definition the following basic Objectives of the present
research are structured as below:

• To study the OCTAPACE Culture prevailing in Visakhapatnam Port Trust

(Dimension wise Analysis of HRD Climate).

• To compare the perceptions of Executives and Non Executives over HRD

climate in VPT.(Comparative Analysis)

• To assess the Managerial Effectiveness in Visakhapatnam Port

Trust(Dimension wise Analysis of Managerial Effectiveness)

• To analyze the Effect of OCTAPACE Climate Dimensions over Managerial

Effectiveness (Correlation, Regression Analysis and ANOVA) in VPT.

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 • To Examine the Demographic Dimensions (Age, Experience, Designation and
Qualification) of the chosen Executives and Non Executives of VPT.

• To suggest the remedial measures for Managerial Effectiveness in the VPT.

3.5 HYPOTHESIS:

Based on the above mentioned Objectives the following Null Hypothesis can be
drafted for the present Research.

• Ho1: There is no significant effect of all the Eight Dimensions of

OCTAPACE climate in VPT

• Ho2: There is no significant difference of perception between the Executives

and Non- Executives on OCTAPACE factors

• Ho3: There is no significant effect of all the Nine Dimensions of Managerial

Effectiveness in VPT

• Ho4: Both the elements of OCTAPACE and Managerial Effectiveness are

Independent.

• Ho5: There is NO impact of Demographic Dimensions of VPT human

resource over the OCTAPACE climate. “

3.6 RESEARCH QUESTIONS:

“What are the significant issues of OCTAPACE Climate that has an impact on
Managerial Effectiveness in Visakhapatnam Port Trust?

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3.7 RESEARCH SPECIFIC QUESTIONS:
• Whether all the eight elements of OCTAPACE climate exist and in what
percentage in VPT?
• What are the different perceptions of Non Executives over OCTAPACE
climate in VPT?
• What are various opinions, views of Executives over OCTAPACE climate in
VPT?
• The same three questions as mentioned above but about Managerial
effectiveness in VPT?
• What are the various demographic factors and their percentages in VPT?
• How OCTAPACE climate and Managerial Effectiveness are closely correlated
in the VPT?
• How the Age, Experience, Designation and Qualifications of Employees affect
the OCTAPACE climate in turn that which affect the Managerial
effectiveness?
• What are the various suggestions and recommendations regarding the above “

3.8 SCOPE:

“The scope of the present research is limited to the following subject boundaries.

• OCTAPACE dimension analysis

• Managerial dimension analysis
• Demographic parameters analysis
• Effect of OCTAPACE dimensions on Managerial Effectiveness(ANOVA)
• Effect of Demographic traits of VPT employees over Managerial
Effectiveness
• Difference in perceptions of Executives and Non executives over ME and
OCTAPACE “

There is a little published literature about the OCTAPACE Climate in Port Sector and
its relationship with managerial effectiveness. Hence there is a strong case for
researchers to focus on HRD Climate implications on Managerial Effectiveness in

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Ports. Thus the scope of the present research is limited to the relationship between the
OCTAPACE Climate and Managerial Effectiveness and in particular about Eight
Dimensions of OCTAPACE climate in Visakhapatnam Port Trust, Visakhapatnam.
3.9 LIMITATIONS:

During the course of the present study it was intensely realized that this research
study is not as perfect as one it would like to be without any lacuna. Some of the
limitations of the present study may be enumerated as below:

• Basically the present study aims at making research over ‘The Effect of
OCTAPACE climate dimensions over Managerial Effectiveness in VPT’.
Thus the Researcher shall invariably collect the data pertaining to
OCTAPACE climate from the employees working in all the departments of
VPT.

• However, owing to the time and space constraints the present study is
LIMITED to only permanent employees at Class I, Class II and Class III
levels of the following TEN departments: Vigilance, Research and Planning,
Accounts (FA&CAO), General Administration (GAD), Marine, Mechanical
Engineering, Civil Engineering, Traffic, Material and Medical Departments.

• Out of the available total Universe of 1549 employees, only 320 employees
have been chosen [20.00 % of 1549(150 Executives and 170 Non Executives
of different designations) ]for the present study owing to the awareness levels
of the subject matter.

• Behavioral patterns of the employees also became a constraint due to their

severe work pressure.

• Even demographic traits became constraints particularly age, service

experience, positions or designations they hold.

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3.10 RESEARCH DESIGN:
Research Design will have to state the conceptual structure within which research
would be conducted. The preparation of the research design, appropriate for a
particular research problem, involves usually the consideration of the following:
• The means of obtaining the information;
• The availability and skills of the researcher and his staff (if any);
• Explanation of the way in which selected means of obtaining information will
be organized and the reasoning leading to the selection;
• The time available for research; and
• The cost factor relating to research, i.e., the finance available for the purpose.
(Kothari, 1985)

Means of obtaining Information:

The main purpose of this study is to explore the nature of HRD Climate that exist in
Visakhapatnam Port Trust and its impact on the Managerial Effectiveness and also to
analyze the deviations if any that prevails in the chosen Eight dimensions- of the
OCTAPACE climate. The understanding of different dimensions of HRD Climate
would require qualitative study of prevailing practices.

HOW THE DATA IS COLLECTED?

A Questionnaire has been developed taking the following elements of OCTAPACE

and Managerial Effectiveness dimensions and administered to 320 respondents on
random sampling.

OCTAPACE Climate is viewed in terms of: Openness, Confrontation, Trust,

Autonomy, Pro Activity, Authenticity, Collaboration and Experimentation.
Managerial Effectiveness is viewed in terms of: Belief in Subordinates, Innovation
and creativity, Assessment of tasks, Planning and Co-ordination, Motivation,

64 
 
Managing conflict, Communication/Discipline, Training and Development, and Client
management.

The present research design comprises of combination of quantitative as well as

qualitative techniques. Questionnaire survey method has been used to obtain
empirical data for the study which is most popular instrument in collecting data. Data
analysis has been made while using Percentages Method, Correlation, Regression and
ANOVA methods through SPSS package. Results obtained from the analysis is used
to derive learning‘s, suggest recommendations and interventions for better managerial
effectiveness through OCTAPACE Climate.

WHY?

There are very few systematic Empirical Researches, carried out in OCTAPACE
Climate in the Port Sector. Thus the issue undertaken is to assess the impact of
OCTAPACE Climate on Managerial Effectiveness in Visakhapatnam Port Trust.

3.11 AREA OF THE STUDY:

The present study is conducted, while collecting the data from all the basic TEN
departments of Visakhapatnam Port Trust, Visakhapatnam, Andhra Pradesh, India.

3.12 UNIVERSE OF THE STUDY:

As of 31.03.2016 there is manpower of (3329) working in the Visakhapatnam Port

Trust, Visakhapatnam. Of which, there are 548 Executives (Senior, Middle and Junior
level managers) and 1001 Staff (Senior, Head, Junior Assistants; Technical and
Ministerial Staff); and 1780 Sub Staff (Non Technical, Peons, Mazdoor, Hamals). The
research scholar has taken only 1549 as the Population (548 Executives and 1001 Non
Executives staff) while considering the demographic basis.

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3.13 SAMPLE DESIGN OF THE PRESENT STUDY:
Out of the available 1549 only 320 Employees (150 Executives and 170 Non
Executives) have been chosen (20% of total population) for the present study owing
to the awareness levels of the subject data. Department Wise Percentage Distribution
of the Present Sample is as below:

Table: 3.1 DEPARTMENTWISE SAMPLE COLLECTIONS:

Name of the Total Staff Class I,II,III Sample

Department (N) Size % Executives
n
Administrative(GAD) 72 58 45 77
Personnel/ Vigilance 45 33 10 30
Finance/Accounts 87 76 40 53
Mechanical 1199 485 67 14
Marine 524 277 16 06
Material 47 36 3 08
Traffic 654 328 71 22
Medical 234 24 3 12
Civil Engineering 445 212 57 27
Research and 22 20 8 40
Planning
3329 1549 320 21%
TOTAL

Class I= Senior Level Officers=(200); Class II= Middle and Junior level
Officers=(348); Class III =Supervisors, Head Assistants, Clerical and Ministerial
Staff=(1001); Class IV= Peons, Hamals, Workers, Machine Operators= (1780)

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Table 3.2 : QUESTIONNAIRE PROFORMA:
=============================================================
1. Name of the Employee: Mr/Mrs
2. Age:
3. Designation:
4. Qualification:
5. Name of the Department:
6. Total No. of years of service:

1. HRD CLIMATE DIMENSIONS IN VISAKHAPATNAM PORT TRUST,

QUESTION/STATEMENT Always Usually Undecided Some Never
times
1 I do not hesitate to discuss my personal 5 4 3 2 1
problems with my superiors
2 I will discuss the official problems 5 4 3 2 1
openly with my superiors and try to solve
rather than accusing each other.
3 I trust my colleagues. When I commit 5 4 3 2 1
any mistake, my superiors help me to
realize with good understanding so that
there will be no choice for reoccurrence.
4 When my senior delegates authority I 5 4 3 2 1
will take it as an opportunity for my
development
5 I am encouraged to take initiative and 5 4 3 2 1
perform my new assignments without
waiting superiors instructions
6 When I attend Training Programme, I 5 4 3 2 1
will learn and take the feedback in right
spirit for career development
7 My superiors will inform in advance and 5 4 3 2 1
prepare us about our department’s future
plans
8 I will be encouraged by my superiors 5 4 3 2 1
when I experiment with new methods
and creative ideas
9 Team spirit is of high order in our 5 4 3 2 1
department.

[OCTAPACE DIMENSONS ARE 1) OPENNESS, 2) CONFRONTATION,

3) TRUST4) AUTONOMY, 5) PROACTIVITY, 6) AUTHENTICITY, 7)
COLLABORATION, 8) EXPERIMENTATION]

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2. MANAGERIAL EFFECTIVENESS DIMENSIONS IN VISAKHAPATNAM
PORT TRUST

Sl Strongly Agree Cannot Disagree Strongly

No STATEMENT/QUESTION agree say disagree
1 Development of and belief in 5 4 3 2 1
Sub-Ordinates are seen as an
important part of the
Managers
2 Performance Appraisal 5 4 3 2 1
Reporting is based on
objective assessment.
3 Objectives, Goals and 5 4 3 2 1
Targets are shared with all
the concerned employees of
the department for proper
planning and execution of
tasks
4 Managers always Support, 5 4 3 2 1
Guide and Encourage sub
ordinates and Counseling
them is common in this
Department
5 In case of difference of 5 4 3 2 1
opinion, the Management is
always Open, democratic and
participative to minimize the
conflicts
6 Strict adherence of principles 5 4 3 2 1
of Discipline is the manager’s
priority in our department
7 Implementing the customer 5 4 3 2 1
relationship programmes in
true spirit is the main agenda
our managers
8 Identifying the Training 5 4 3 2 1
Needs in a scientific way and
conducting Post training
performance appraisals are
the important HR managerial
functions of our Department
9 Communicating strengths and 5 4 3 2 1
weaknesses of the Employees
by the Supervisors and
Encouraging suggestions of
Employees through the UP
ward communication is
common in our department.

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[DIMENSIONS OF MANAGERIAL EFFECTIVNESS ARE 1)BELIEF IN SUB
ORDINATES, 2) TASK ASSESMENTS, 3) PLANNING & COORDINATING, 4)
MOTIVATING, 5) CONFLICT MANAGEMENT, 6) COMMUNICATION AND
DISCIPLINE, 7) CLIENT FOCUS, 8) TRAINING AND DEVELOPMENT]
 

3.14 DATA COLLECTION TECHNIQUES:

Out of all the afore cited Techniques of Primary Data Collection; Preparing
Questionnaire and Administering the same Questionnaire to the chosen 320
respondents has been taken as the main technique of collection of data of the present
research. The Pilot Questionnaire consists of 18 questions through which the Opinions
of the respondents on 1) All Dimensions of OCTAPACE climate, 2) How Age,
Qualification, Designation and Experience of employees influence the climate in the
chosen VPT and 3) Impact of OCTAPACE Climate on Managerial Effectiveness are
assessed, analyzed, tabulated, verified and concluded with suggestions thereof.
Secondary data has been obtained from Visakhapatnam Port Trust Annual Reports,
Central Government SAGARMALA Project Reports, Journals, Newspapers, Internet,
Research Papers and Books and various libraries, to add and support the information
collected.
3.15 MEASUREMENT:
To measure the degrees of all eight dimensions in the OCTAPACE climate prevailing
in the Visakhapatnam Port Trust, the following questionnaire has been designed. The
questionnaire first of all tries to measure all the eight elements of OCTAPACE, later
evaluates relationship between OCTAPACE climate and managerial effectiveness and
finally the questionnaire focus on the effect of demographic particulars of the
employees over the OCTAPACE climate. Thus the qualitative aspects will take
quantitative shape for proper analysis through the measurement technique with the
help of SCALING.
3.16 SCALING:
Likert’s Scaling Technique is used for collection of data through the questionnaire.
Under this approach, the respondents (employees of VPT) have expressed their
agreement or disagreement with a number of statements relevant to the issue. In the
present research, as we have to measure the degree of various dimensions of

69 
 
OCTAPACE, and analyzes the impact of OCTAPACE on Managerial Effectiveness
and also assess the demographic parameter’s affect on OCTAPACE climate.
• To assess the degree of eight dimensions of OCTAPACE Climate in V P T
• To evaluate the impact of OCTAPACE climate over the Managerial
Effectiveness
• To determine the influence of demographic characteristics of the employees
over climate

3.17 DATA ANALYSIS:

The analysis of data has been carried out through the following steps:

1) Removal of Incomplete data: All the incomplete questionnaires were removed.

2) Total Respondents: 320 questionnaires are properly answered completely, and
were further processed for data analysis.
3) Processing: The data was coded and fed into computers using SPSS (Statistical
Package for Social Sciences) as software for data analysis. The collected data was
processed and analyzed with the help of SPSS package.
4) Percentage Analysis: The duly processed data has been tabulated and respective
percentages have been obtained for analysis which became the basis for arriving
to conclusions.
5) Correlation Analysis: In order to understand the relationship of independent
variable (HRD practices) and dependent variable (Managerial Effectiveness) in
VPT, Pearson‘s correlation coefficient was used.
6) Regression Analysis: The effect of OCTAPACE dimensions, Demographic
dimensions prevailing in VPT over Managerial Effectiveness is assessed through
this technique.
7) ANOVA (Analysis of Variance): ANOVA technique has been performed and
the percentage, correlation and how much variation prevails from the set standard
are assessed through this dynamic statistical technique and data verified
accordingly.

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 CONCLUDING REMARKS:

In this chapter of Research Design What, Why, How, When, From Whom questions
and their respective answers are presented. Independent and dependent variables used
in the study are listed. The details of research methodology, questionnaire design and
its validity are discussed. Sample details are highlighted.

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