"BUSINESS RESEARCH 14Sampling method:The simple random sampling probability method will use for carrying out thequantitative analysis whereas; the non-probability simple random sampling method will usefor qualitative analysis of the research (Baltar and Brunet 2012). Sample size:50 local employees and five managers will randomly choose from the industries inSydney to organize the primary research. In this perspective, a questionnaire will be preparedfor the employees in which ten questions are included (out of which 2 are demographic typesand the others are close-ended). On the other hand, three questions will be set forinterviewing the managers who are the open-ended type.Operational definition and measurement:During the collection process, the operational definition will be employed to achievethe brief definition of the measure. According to Jia and Barabasi (2013), the associatedvariables are defined first by the conceptual system and then by the operational definition toacquire the appropriate meaning. The research error will be approximately 3%. Gantt chart:Schedule of the researchTask Start Date Duration (days) End DateProject Proposal 5-Oct 5 10-Oct5-Oct 30 4-NovLiterature Review5-Nov 55 30-DecData CollectionData Analysis 1-Jan 58 28-Feb BUSINESS RESEARCH 15Final Report Submission 1-Mar 45 15-AprGantt chart 10-May 18-Aug 26-Nov 06-Mar 14-Jun Project Proposal Literature Review Start date Data Collection Duration Data Analysis Final Report Submission Figure 1: Gantt chart(Source: As created by author)Ethical considerations:During the interview method and analysis procedure, the permission of theorganizations will be taken. Moreover, the personal information, data and opinion of theemployees as well as managers will be kept secret and the privacy will also maintain. Nobiases will be done to get the actual result of the research.Summary:In this methodology chapter, the appropriate research method will be discussed whichwill help to carry out the research analysis properly.BUSINESS RESEARCH 16Chapter 4:Data analysis and expected outcome:For analyzing the data, both the qualitative and quantitative information will beconsidered here. By critically analyzing the quantitative data, the impact of gender inequalityand wage discrimination will be evaluated. On the other hand, the feedback from themanagers as the qualitative data will be regarded as the working nature of the organizationsin Sydney. The mean, median and mode will be applied in the statistical method for analysispurpose. Moreover, a regression analysis will be done to evaluate the data along with theliterature review.Based on the data analysis, it can be deduced that the null hypothesis will be rejectedand the alternative hypothesis will be accepted. As a result, it can be stated that there is asignificant relationship between the wage discrimination and gender inequality in the workplace in Sydney, Australia.Chapter 5:Conclusion and recommendation:From the above analysis, it can be deduced that the interrelationship between thewage discrimination and gender inequality in the work place in Sydney, Australia issignificant and effective. The background of the study, the literature review and the researchmethodology will help to analyze the interrelationship and the impact of gender pay gap inthe work place of Sydney, Australia. The study showcases the fact that the female employeesare deprived of getting the equal wage and the senior position on the board of theorganization in the work place of Sydney. The social nature and culture of Sydney are still BUSINESS RESEARCH 17lagging behind in terms of gender equality and equal pay of male and female employees inthe work place. Moreover, the study reveals the fact that most of the female employees arenot getting the higher education and business degree for achieving the top position in theorganizations. As a result, the organizations, as well as industries, has faced the lack ofcreativity, productivity, innovative ideas, decision making ability and the effective leadershiprole by the female employees in Sydney, Australia. However, the Australia, as well as Sydney, is improving their working culture tomitigate the gender pay gap as the other countries of the world. In this perspective, theAustralian government emphasizes on the implementation of equal pay system in the workplace. Moreover, the organizations in Sydney should firmly follow the equal payment act setby the government. Hence, the WGEA agency focuses on the pay equity workshops inspecially Sydney to mitigate the gender pay issue. BUSINESS RESEARCH 18Reference list:ABC News. (2017). Gender pay inequality is still holding Australia back. 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The Gender Pay Gap in the AustralianPrivate Sector: Is Selection Relevant Across the Earnings Distribution?. EconomicRecord, 89(286), pp.367-381.Collis, J. and Hussey, R., 2013. Business research: A practical guide for undergraduate andpostgraduate students. Palgrave macmillan. BUSINESS RESEARCH 19Csikszentmihalyi, M. and Larson, R., 2014. Validity and reliability of the experience- sampling method. In Flow and the foundations of positive psychology (pp. 35-54). SpringerNetherlands.Flick, U., 2015. Introducing research methodology: A beginner's guide to doing a researchproject. Sage.Irvine, J. (2017). The job with a 141 per cent gender pay gap. [online] The Sydney MorningHerald. Available at: http://www.smh.com.au/comment/australias-top-10-jobs-with-the- biggest-gender-pay-gap-revealed-20160608-gpezg8.html [Accessed 28 Jan. 2017].Jia, T. and Barabási, A.L., 2013. Control capacity and a random sampling method inexploring controllability of complex networks. Scientific reports, 3.O’Reilly, J., Smith, M., Deakin, S. and Burchell, B., 2015. Equal Pay as a Moving Target:International perspectives on forty-years of addressing the gender pay gap. CambridgeJournal of Economics, 39(2), pp.299-317.Panneerselvam, R., 2014. Research methodology. PHI Learning Pvt. Ltd..Polachek, S.W., 2014. Equal pay legislation and the gender wage gap. IZA World of Labor.Taylor, S.J., Bogdan, R. and DeVault, M., 2015. Introduction to qualitative researchmethods: A guidebook and resource. John Wiley & Sons.Tharenou, P., 2013. The work of feminists is not yet done: The gender pay gap—a stubbornanachronism. Sex roles, 68(3-4), pp.198-206.Westernsydney.edu.au. 2017. Sexuality and Gender Diversity | Western Sydney University.[online] Available at: BUSINESS RESEARCH 20https://www.westernsydney.edu.au/equity_diversity/equity_and_diversity/sexuality_and_gen der_diversity [Accessed 6 Jan. 2017].wgea.gov.au. (2017). Gender_Pay_Gap. [online] Available at:https://www.wgea.gov.au/sites/default/files/Gender_Pay_Gap_Factsheet.pdf [Accessed 27Jan. 2017].Wgea.gov.au. (2017). National gender pay gap at record high of 18.8%. [online] Availableat: https://www.wgea.gov.au/media-releases/national-gender-pay-gap-record-high-188[Accessed 28 Jan. 2017].wgea.gov.au. (2017). Pay_Gap_and_Parenting. [online] Available at:https://www.wgea.gov.au/sites/default/files/2014-03-04_PP_Pay_Gap_and_Parenting.pdf[Accessed 28 Jan. 2017].Wilkins, G. 2017. Company boards getting older and still lagging on gender diversity.[online] The Sydney Morning Herald. Available at:http://www.smh.com.au/business/workplace-relations/company-boards-getting-older-and- still-lagging-on-gender-diversity-20161113-gsojmj.html [Accessed 6 Jan. 2017]."