Mydissertation topic is:

Theimpact of mental health services in economically disadvantaged areasand high

schoolretention rates.


Itis not known how mental health services in economically disadvantagedareas affect high school retention.


Thepurpose of the qualitative case study is to determine if mentalhealth services in the schools are beneficial in helping studentscomplete their high school years.

Theresearch questions of the proposed study can effectively be answeredin the context of a qualitative study that examines the implicationsof mental health services on high school retention rates. Thequestions will assist to examine the manner in which mental healthservices in schools can influence the rates of high school retentionin economically challenged regions. Research questions are basicallyvery essential in any particular study. As Petelin (2015) argues,research questions provide a comprehensive guideline for the entireresearch. If a researcher has not effectively identified the researchquestions, then it becomes paramount that the study is not necessary.Research questions can also be attained from previous studies. Forinstance various studies such as Gruber (2007) disclose that youngpeople in economically disadvantaged areas face mental healthproblems as opposed to areas that are economically stable. Theseexisting phenomenon can be used to formulate the research questionsfor my study. A case in point is how mental health services haveaffected the high school retention rates in economicallydisadvantaged areas.


Thedifference between the performance of Generation X and Generation Y(Millennials) based on non-monetary incentives such as benefitsrather than salary relies on the critical values held by thedifferent generations pertaining benefits. Generation X employeesprefer extrinsic rewards (Fernandes et al. 2012). Their preferencefor such rewards emanates from their high expectations regarding thestarting salaries upon graduating. The rapid inflation of expensesincurred in acquiring day-to-day necessities at their era explainstheir preference towards extrinsic rewards. Therefore, theyconcentrated on monetary benefits rather than non-monetary benefits(Fernandes, 2009). Consequently, higher performance of the Gen Xemployees was evident among organizations that allocated heftyfinancial rewards to their employees. Most importantly, leisure timeand the peace of mind are the main non-monetary incentives that Gen Xemployees prefer (Parry &amp Urwin, 2009).

GenerationY employees prefer non-monetary incentives such as flexible workinghours, career development, good benefits, diversity in projects andtravel opportunities. Consequently, Gen Y workers require otherbenefits rather than money at the workplace (Ng,Schweitze, &amp Lyons, 2010).The increasing urge for extrinsic rewards as a performance motivatorhas seen the rapid emergence of dual-income households among Gen Yemployees (Twenge,Campbell, Hoffman, &amp Lance, 2010).The millennials also prefer working environments that will guaranteethem critical decision-making positions within the shortest timepossible. To be purposeful, Gen Y employees would intend to lead moremeaningful lives rather than concentrating on making money alone. Asa result, they intrinsic rewards to a larger extent as compared toextrinsic ones (Brown et al. 2009). Therefore, the availability oftraining programs and the guarantee of a casual and friendly workenvironment are the intrinsic non-monetary benefits that enhance theperformance of Gen Y employees.


Brown,S., Carter, B., Collins, M., Gallerson, C., Giffin, G., Greer, J.,… &amp Bearfield, D. (2009). Generation Y in the Workplace.Journalof the Bush School of Government and Public Services,1-56.

Fernandes,K., Hyde, A., Ives, S., Fleischer, S., Evoy, T., &amp Van Marrum, K.(2012). AComparative Study of Work Values between Generation X and GenerationY.

Fernandez,S. (2009). Comparing Generation X to Generation Y on work-relatedbeliefs.

Gruber, J, (2007). The problems ofdisadvantaged Youth. National Bureauof Economic research

Lyons,Sean T., Linda Schweitzer, Eddy S. W. Ng. (2010). New Generation,Great Expectations: A Field Study of the Millennial Generation.Journalof Business and Psychology. 25(2), 281-292

Petelin,G. (2015). The importance of a research question is taken forgranted. Gritin.

Parry,E., &amp Urwin, P. (2009). Tappinginto talent: the age factor and generation issues.Chartered Institute of Personnel and Development.

Twenge,Jean M, Charles E. Lance, Brian J. Hoffman, Stacy M. Campbell,(2010). Generational Differences in Work Values: Leisure andExtrinsic Values Increasing, Social and Intrinsic Values Decreasing.Journalof Management. 36(5), 1117-1142