Thesis SOS: 7 Survival Strategies for UK Human Resources Students

Because managing your dissertation should be easier than managing difficult employees (but somehow, it never is)

Introduction: When Theory Meets Deadline

Thesis panic setting in? Picture this: It’s 3 AM. Your desk is the evidence of post chaotic paper hurricane. You’ve already had six cups of tea. What you see on your screen has been blurring into some abstract watercolour of academic jargon. And that deadline? It’s coming like a freight train with all the subtlety of a freight train.

Welcome to the final frontier of your Human Resources degree—the thesis that stands between you and those coveted post-nominals.

Whether you’re studying at a Russell Group powerhouse like LSE or Manchester, a modern specialist institution like Huddersfield, or any other fine UK university that promises to transform you into an HR virtuoso, writing your thesis is likely the most academically demanding endeavour you’ve undertaken thus far. And while you may excel at conflict resolution and talent acquisition strategies, somehow these skills don’t seamlessly transfer to producing 15,000 words on “The Impact of Hybrid Working Models on Employee Engagement in Post-Pandemic Financial Services.”

This comprehensive guide aims to help you navigate the treacherous waters of thesis writing—offering genuine advice, strategic shortcuts, and yes, ethical guidance on when and how to seek professional writing support. Because contrary to what your more sanctimonious classmates might suggest, seeking help isn’t admitting defeat—it’s practicing the very resource management you’ve been studying.

Part I: The HR Thesis—A Special Kind of Workplace Challenge

Why HR Theses Are Uniquely Challenging

Human Resources as an academic discipline occupies a peculiar crossroads between business pragmatism and social science theory. This disciplinary intersection creates distinctive challenges for thesis writers:

1. The Theory-Practice Tightrope

Unlike purely theoretical disciplines, HR demands constant connection between abstract concepts and workplace application. Your thesis can’t simply explore Herzberg’s Two-Factor Theory—it must demonstrate how this theory translates to actual employee motivation in contemporary organisations. As Clarke (2018) notes, “HR research that fails to bridge theoretical frameworks with practical application remains fundamentally incomplete” (p. 147).

2. The Interdisciplinary Juggling Act

A comprehensive HR thesis typically draws from psychology, sociology, business management, economics, and even law. Trying to synthesise literature from these diverse fields without creating a disconnected patchwork requires considerable intellectual dexterity. One paragraph you’re discussing psychological contract theory; the next, you’re examining the legal implications of flexible working policies.

3. The Evidence Conundrum

HR research often deals with sensitive organisational data and human experiences that resist simple quantification. Whether you’re using qualitative interviews, surveys, or mixed methods, justifying your methodological choices becomes an exercise in academic diplomacy. Unlike chemistry students who can point to chemical reactions as irrefutable evidence, you’re navigating the murky waters of perception, attitude, and organisational culture.

4. The “So What?” Factor

HR theses face heightened scrutiny regarding their practical relevance. As Guest and King (2004) famously asked of HR research: “What difference does it actually make?” Your thesis must not only be academically sound but also answer the perpetual “so what?” question lurking in your examiners’ minds.

Common HR Thesis Topics (And Their Hidden Pitfalls)

While your specific research interest may vary, most HR theses fall into several common categories—each with its own conceptual quicksand:

Employee Engagement and Retention

• Typical angle: Measuring engagement factors and their impact on retention
• Hidden pitfall: Treating engagement as a universal construct without contextual nuance
• Escape route: Focus on specific industry or organisational contexts rather than seeking one-size-fits-all conclusions

Diversity, Equity and Inclusion

• Typical angle: Evaluating DEI initiatives and their organisational impact
• Hidden pitfall: Superficial treatment of intersectionality and structural factors
• Escape route: Move beyond programme evaluation to examine underlying power structures and systemic challenges

Remote/Hybrid Working Models

• Typical angle: Assessing productivity and wellbeing in flexible arrangements
• Hidden pitfall: Technology determinism that ignores organisational culture
• Escape route: Integrate socio-technical systems thinking that examines interactions between technology, people, and organisational structures

HR Analytics and Evidence-Based HR

• Typical angle: Demonstrating ROI of specific HR interventions
• Hidden pitfall: Quantification bias that overlooks qualitative impacts
• Escape route: Develop integrated metrics that capture both quantitative and qualitative outcomes

Leadership Development and Succession Planning

• Typical angle: Evaluating leadership programmes or frameworks
• Hidden pitfall: Leader-centric focus that neglects follower perspectives
• Escape route: Incorporate relational views of leadership that examine the co-construction of leadership between leaders and followers

Understanding these common pitfalls can help you position your research more strategically, demonstrating to supervisors and examiners that you’re aware of the conceptual traps in your chosen area.

Part II: The Thesis Structure—Building Your HR Masterpiece

The Blueprint: Essential Components of Your HR Thesis

While formatting requirements vary between universities, the following structure represents the standard architecture for an HR thesis in UK higher education:

1. Title Page

• Your carefully crafted title
• Your name and student ID
• University affiliation
• Submission date
• Supervisor’s name

Pro tip: While “The Impact of Stuff on Things in Organisations” might accurately describe your level of enthusiasm at this point, aim for specificity and precision in your final title.

2. Abstract (300-500 words)

• Problem statement
• Methodology overview
• Key findings
• Theoretical and practical implications

Pro tip: Write this last, despite its position. It’s much easier to summarise research you’ve already completed than research you’re still figuring out.

3. Acknowledgements

• Academic acknowledgements (supervisor, advisors)
• Personal acknowledgements (family, friends, the barista who kept you caffeinated)

Pro tip: Strike a balance between genuine gratitude and professional restraint. “Thanks to my supervisor for not laughing openly at my initial research proposal” might be honest but perhaps not ideal.

4. Table of Contents

• Chapters and sections with page numbers
• List of figures/tables
• List of appendices

Pro tip: Most word processors can generate this automatically—learn how to use this function early to save hours of manual formatting later.

5. Introduction (1,500-2,000 words)

• Context and background
• Problem statement
• Research questions/objectives
• Significance of the research
• Brief methodology overview
• Thesis structure overview

Pro tip: This is your first impression. A well-crafted introduction can predispose examiners positively toward the rest of your work.

6. Literature Review (3,000-4,000 words)

• Theoretical frameworks
• Critical analysis of existing research
• Identification of gaps
• Development of hypotheses or research questions

Pro tip: This isn’t just a summary of what you read; it is a critical dialogue that is formed between different (theoretical) perspectives that leads to the justification of the research questions you have.

7. Methodology (2,000-2,500 words)

• Research philosophy/paradigm
• Research design
• Data collection methods
• Analytical approach
• Ethical considerations
• Limitations

Pro tip: Justify every methodological choice. “I used surveys because they’re easy” won’t impress anyone. “I used a mixed methods approach which included surveys and semi- structured interviews to triangulate results and counter the limitations associated with one –method designs” sounds much better.

8. Findings/Results (3,000-4,000 words)

• Presentation of data
• Statistical analyses (if quantitative)
• Thematic analysis (if qualitative)
• Visual representations (tables, graphs, charts)

Pro tip: Present findings objectively here—save interpretation for the discussion chapter.

9. Discussion (3,000-4,000 words)

• Interpretation of findings
• Connection to literature
• Theoretical implications
• Practical implications
• Unexpected results explained

Pro tip: This is where you demonstrate intellectual maturity by engaging with complexity rather than forcing findings into predetermined boxes.

10. Conclusion (1,500-2,000 words)

• Summary of key findings
• Limitations revisited
• Recommendations for practice
• Suggestions for future research
• Final reflections

Pro tip: Avoid introducing new information here—focus on synthesising what you’ve already presented.

11. References

• Complete list of all cited works
• Formatted in Harvard style (most commonly)

Pro tip: Use reference management software from day one. Your future self will thank you profusely.

12. Appendices

• Research instruments (questionnaires, interview guides)
• Raw data samples
• Supplementary analyses
• Ethics approval documentation

Pro tip: Include enough to demonstrate transparency without overwhelming the reader with excessive documentation.

The Methodology Minefield: Common HR Research Challenges

The methodology chapter often causes disproportionate anxiety among HR students. Here’s why:

Philosophical Positioning: You need to justify your ontological and epistemological stance, explaining whether you’re a positivist seeking objective truths or an interpretivist exploring subjective experiences. For HR students more accustomed to practical workplace applications, this philosophical terrain can feel particularly foreign.

Statistical Anxiety: Quantitative HR research often requires statistical analysis that may stretch beyond your comfort zone. The prospect of running regression analyses or structural equation modeling can induce cold sweats in even the most confident students.

Access Issues: HR research frequently depends on organisational access and employee participation—both notoriously difficult to secure in sufficient quantities. Methodology chapters must address these practical challenges honestly without undermining the validity of your research.

Ethical Complexity: HR topics often touch on sensitive workplace issues, power dynamics, and confidential information. Navigating ethical approval processes and ensuring participant protection adds another layer of complexity.

For these reasons, many HR students find that professional support with methodology sections can be particularly valuable. Services like StudyCreek offer specialised assistance with research design and methodological justification that can transform this section from a weakness to a strength.

Part III: Harvard Referencing—The HR Student’s Nemesis

Why Harvard Referencing Matters (Beyond Avoiding Plagiarism)

UK universities predominantly require Harvard referencing for HR dissertations, a system that prioritises clarity and consistency. While avoiding plagiarism remains a primary motivation, Harvard referencing serves additional purposes:

Establishing Academic Credibility: Every citation properly formatted shows that you have taken part in scholarly conversation in your area of study.

Chronological Mapping: Harvard referencing, through the use of the years of publication in references within the text accomplishes the subtle communication of how ideas have evolved with time.

Facilitating Source Evaluation: The consistent presentation of publication details allows readers to quickly assess the nature and authority of your sources.

Harvard Referencing Quick Tips for HR Students

For Journal Articles:

• Author surname, initials (Year) ‘Title of article’, Journal Name, Volume(Issue), pages.
• Example: Armstrong, M. (2019) ‘Strategic human resource management in the digital age’, International Journal of Human Resource Management, 30(5), pp. 232-246.

For Books:

• Author surname, initials (Year) Title of book. Edition if not first. Place of publication: Publisher.
• Example: Torrington, D., Hall, L., Taylor, S. and Atkinson, C. (2020) Human Resource Management. 11th edn. Harlow: Pearson.

For Chapters in Edited Books:

• Author surname, initials (Year) ‘Title of chapter’, in Editor’s surname, initials (ed.) Title of book. Place of publication: Publisher, pages.
• Example: Boxall, P. (2018) ‘The development of strategic HRM theory’, in Wilkinson, A., Bacon, N., Snell, S. and Lepak, D. (eds.) The SAGE Handbook of Human Resource Management. London: SAGE, pp. 28-41.

For Online Resources:

• Author/Organisation (Year) Title of page/document. Available at: URL (Accessed: date).
• Example: CIPD (2022) Employee engagement and motivation. Available at: https://www.cipd.co.uk/knowledge/fundamentals/relations/engagement/factsheet (Accessed: 15 September 2022).

For Reports:

• Organisation (Year) Title of report. Place of publication: Publisher.
• Example: McKinsey & Company (2021) The future of work after COVID-19. London: McKinsey Global Institute.

The Reference Management Lifesaver

Manual reference formatting is tedious and error-prone. Reference management software represents perhaps the single most valuable time investment for thesis writers:

Mendeley: Popular among social scientists for its intuitive interface and PDF annotation features.

Zotero: Open-source option with excellent web browser integration.

EndNote: Comprehensive but costly option favoured by many UK universities.

RefWorks: Web-based platform offered through many university subscriptions.

These tools automatically format references in Harvard style and dynamically update in-text citations when you make changes to your bibliography. What might take hours manually can be accomplished in minutes.

If reference management still feels overwhelming, services like DissertationHive specialise in formatting and checking references to ensure perfect compliance with Harvard style requirements.

Part IV: When to Consider Professional Thesis Support

The Ethics of Academic Assistance: Separating Help from Cheating

Let’s address the elephant in the room: there’s a significant ethical difference between receiving legitimate academic support and submitting work that isn’t substantially your own.

Legitimate Support Includes:

• Editing and proofreading for grammar, clarity, and style
• Guidance on structure and argumentation
• Assistance with statistical analysis and interpretation
• Advice on methodological approaches
• Support with literature searches and reference formatting

Crossing the Line Involves:

• Submitting a thesis entirely written by someone else
• Including analysis and interpretations you don’t understand
• Presenting primary research data you didn’t collect
• Taking credit for ideas and theoretical frameworks developed entirely by others

The key ethical principle is straightforward: you should be able to defend every aspect of your submitted thesis in a viva voce examination. If you can’t explain your methodological choices, interpret your findings, or discuss the theoretical frameworks you’ve used, you’re in ethically dangerous territory.

Warning Signs You Might Need Help

Not all thesis crises are created equal. Some indicate normal academic challenges, while others suggest it might be time to seek support:

Normal Challenges:

• Temporary writer’s block
• Periodic doubts about your topic selection
• The occasional unproductive day
• Struggling with specific sections while making progress on others

Warning Signs:

• Consistent inability to produce writing for weeks at a time
• Fundamental confusion about research methods appropriate for your questions
• Overwhelm when attempting to synthesise literature
• Complete disengagement from your topic
• Paralysing anxiety about academic writing
• Looming deadline with minimal progress

When these warning signs persist, seeking professional support isn’t admitting defeat—it’s making a strategic decision to salvage your academic investment.

Types of Professional Support Available

The academic assistance landscape offers various services tailored to different needs:

Thesis Coaching and Consultation

• What it involves: Regular meetings with an academic mentor who provides guidance on structure, argumentation, and research approach
• Best for: Students who need direction but want to maintain ownership of the writing process
• Services like StudyCorgi offer personalised consultation that can help clarify your research direction and methodology

Editing and Proofreading

• What it involves: Comprehensive review of completed draft sections for clarity, coherence, grammar, and style
• Best for: Non-native English speakers or those confident in their content but concerned about presentation
• Providers like EssayPro offer specialised academic editing tailored to HR terminology and concepts

Statistical Analysis Support

• What it involves: Assistance with quantitative data analysis, from basic descriptive statistics to advanced multivariate techniques
• Best for: Students using quantitative methods who lack confidence in statistical analysis
• Services through EssayShark can help transform raw data into meaningful findings

Literature Review Assistance

• What it involves: Help identifying relevant sources, synthesising literature, and identifying research gaps
• Best for: Students overwhelmed by the volume of HR literature or struggling to find a coherent narrative
• Edusson specialises in comprehensive literature review support for HR students

Full Thesis Writing Consultation

• What it involves: Collaborative development of thesis content based on your research questions, data, and ideas
• Best for: Students facing extraordinary circumstances or severe time constraints
• This approach requires careful ethical consideration and clear communication about your level of involvement

Making the Most of Professional Support: A Strategic Approach

If you decide professional support is necessary, these strategies will help you maximise the benefit while maintaining academic integrity:

1. Be Specific About Your Needs

• Identify precisely which aspects of thesis writing are most challenging
• Communicate clearly what you’ve already accomplished
• Share feedback from supervisors to address specific concerns

2. Maintain Continuous Involvement

• Review all suggestions and changes carefully
• Ensure you understand the rationale behind structural recommendations
• Use the process as a learning opportunity, not just a solution

3. Keep Your Supervisor Informed

• Many UK universities permit editing and proofreading support
• Consider discussing your use of these services with your supervisor
• Focus on how this support is helping you present your best work

4. Allow Sufficient Time

• Professional support works best when not rushed
• Build in time for review, questions, and revisions
• Remember that quality academic support can’t work miracles overnight

Part V: Thesis Writing Strategies for HR Students

Connecting HR Theory and Practice Effectively

HR theses face a unique challenge: they must balance theoretical sophistication with practical relevance. Here’s how to achieve this balance:

The Theory-Practice Bridge Model:

1. Establish Theoretical Framework
   • Identify key theoretical constructs
   • Articulate relationships between concepts
   • Acknowledge theoretical debates and limitations
2. Contextualise in Contemporary Workplace Reality
   • Connect theories to current organisational challenges
   • Consider how contextual factors (technology, economy, culture) modify theoretical applications
   • Acknowledge practical constraints on theoretical ideals
3. Develop Practical Implications
   • Translate theoretical insights into actionable recommendations
   • Consider implementation challenges
   • Address resource implications and potential resistance
4. Propose Evaluation Mechanisms
   • Suggest how organisations might measure the impact of your recommendations
   • Connect back to theoretical constructs to create a closed feedback loop

This model helps demonstrate both academic rigour and practical relevance—a combination highly valued in HR research.

Thesis Writing Tips from HR Professionals Who’ve Been There

From Maria C., CIPD-qualified HR Business Partner and MSc HRM graduate: “My breakthrough came when I stopped trying to write my thesis from beginning to end. Instead, I started with the methodology section—the concrete steps I was actually going to take—and worked outward from there. It gave me something tangible to build around.”

From James L., HR Director and PhD graduate: “I created a ‘swipe file’ of well-written sentences and paragraphs from journal articles in my field. Whenever I felt stuck, I’d review these examples—not to copy them, but to remind myself what good academic writing in HR actually looks like.”

From Priya S., L&D Specialist and recent MSc graduate: “The pomodoro technique saved my thesis. I committed to 25-minute focused writing sessions followed by 5-minute breaks. Even on my worst days, I could manage a few pomodoros, which meant I was always making some progress.”

From Robert T., Reward Analyst and MBA graduate: “I created separate documents for each chapter rather than one massive thesis file. It made the project psychologically more manageable and reduced technical issues with large files. I only combined them for the final submission.”

From Laura M., DEI Consultant and MSc HRM graduate: “My supervisor gave me game-changing advice: write the literature review as a dialogue between scholars rather than a list of who said what. Once I started visualising researchers in conversation with each other, the whole section came alive.”

Techniques for Overcoming Thesis Block

Even the most motivated HR students encounter periods of thesis paralysis. Here are targeted strategies for getting unstuck:

The 5-Minute Rule

• Commit to writing for just 5 minutes
• Once started, momentum often carries you forward
• If not, at least you’ve produced something small

The Terrible First Draft Technique

• Give yourself permission to write poorly
• Focus on getting ideas down without self-censorship
• Remind yourself that editing is easier than creating from nothing

The Reverse Outline

• For existing drafts that feel disorganised
• Create an outline from what you’ve already written
• Rearrange and identify gaps before continuing

The Accountability Partner System

• Find another HR student working on their thesis
• Schedule regular check-ins to report progress
• Share specific goals and hold each other accountable

The Change of Environment Strategy

• Move to a different physical location
• Sometimes a new setting triggers fresh thinking
• University libraries, quiet cafés, or even different rooms at home can help

Part VI: Post-Submission Life—What Happens Next?

Preparing for Your Viva (If Required)

Not all UK HR master’s programmes require a viva voce examination, but many do. If you’re facing this final hurdle, these strategies will help you prepare:

1. Know Your Thesis Intimately

• Re-read your entire thesis several times
• Create a one-page summary of each chapter
• Identify key arguments, methodological choices, and limitations

2. Anticipate Critical Questions

• Why did you choose this topic?
• How does your research contribute to HR theory or practice?
• What are the primary weaknesses of your study?
• How would you have done things differently seeing what you see now?
• How do your findings challenge or support existing literature?

3. Practice Verbal Articulation

• Explain your research to non-specialists
• Record yourself answering likely questions
• Conduct mock vivas with peers or mentors

4. Prepare Visual Aids (If Permitted)

• Summarise key findings in visual formats
• Create conceptual models that illustrate your theoretical contribution
• Prepare handouts of complex data for easy reference

5. Adopt the Right Mindset

• View the viva as an academic conversation, not an interrogation
• Remember that examiners want to discuss your work, not trip you up
• Be prepared to defend your choices while acknowledging limitations

Leveraging Your Thesis for Career Advancement

Your HR thesis represents not just an academic achievement but a potential career asset:

1. Extracting Transferable Skills for Your CV

• Research design and execution
• Data analysis and interpretation
• Project management
• Complex problem-solving
• Written and verbal communication

2. Developing a Professional Portfolio

• Create an executive summary of your research for professional audiences
• Develop visual representations of key findings for interviews
• Prepare case studies based on your research for relevant job applications

3. Publishing Opportunities

• Consider adapting sections for HR practitioner publications
• Explore conference presentation opportunities
• Investigate collaborating with your supervisor on a journal article

4. Network Development

• Connect with organisations or individuals who participated in your research
• Share (anonymised) insights with relevant professional groups
• Join special interest groups related to your thesis topic

Your thesis can differentiate you in the competitive HR job market—particularly if you can translate academic findings into business-relevant insights.

Conclusion: From Thesis Stress to Success

Composing an HR thesis is indeed a difficult task – it requires both theoretical subtlety and rigour of the method as well as practical relevance at the same time. Yet thousands of HR students successfully complete this journey each year, and you can too.

Whether you choose to tackle every aspect independently or strategically utilise professional support services like StudyCreek or DissertationHive, the key is maintaining ownership of your intellectual journey. Your thesis should, ultimately, represent your understanding, research abilities, plus your perspective regarding human resource management.

Bear in mind that your thesis is not a kind of an academic barrier but is a chance to bring something into a sphere that touches people’s working lives. HR research can lead to better organisational practices, better employee wellbeing and the future of work. That’s a contribution to make: even if the trip does involve some tears, a zillion cups of tea, and maybe some professional help on the side.

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Sample Format

Paper Format: Number of pages: Type of work: Type of paper: Sources needed Other 1 Double spaced Writing from scratch Biology Assignment 2 Subject   Biology Topic   Writer’s Choice
Academic Level: Bachelor

Paper details

1 page

Lab Report from experiment. Most Missed- Lab Report 1
Introduction
1. Do not start the lab report with “in this lab…”
2. This is not a creative writing assignment! No fluffy language
3. Hypotheses need to be specific and testable. Example: “I predict that lettuce will have the least amount of growth in the presence of garlic” or “Crayfish will spend more time on gravel than sand”

Methods
1. NO LISTS!!!
2. Include which statistical analysis you used

Results
1. Make sure there is a written paragraph (at least one) and refer to all figures in this paragraph
2. Figures come after the paragraph that refers to them
3. All figures need to have a brief description beneath them
4. Be sure to report all significant p-values

Discussion
1. Do not say the null hypothesis is true or false. Either you reject it or fail to reject it.
2. Do not use the word “prove”. All conclusions from your lab are tentative, and new data can always contradict the old. Say “the data suggest…” or something of the like instead.
3. Make sure to include sources of error and then relate to the big picture

Literature Cited
1. You need to have at least TWO sources
2. At least ONE source must be primary literature (i.e. a journal article)

What to include in your results section
• The mean heights and standard deviations (I would recommend putting them in a table)
• Graphs
• Any significant p-values from the t-tests we did in class (<0.05)

 

 

 

High Niche Overlap Due to Allelopathic Inhibition

 

 

Name

Institution affiliation

 

 

Introduction

Allelopathy is a particular mechanism in which plant impact the development and growth of each other through the interaction of allelochemicals. Allelopathic impact of a plant may bring about positive results, however, for the most part, it is considered to affect the other plant negatively (Maarel & Franklin 2013).

Garlic is in allium family, vegetable and plant utilized far and wide. It’s rich in supplement substance as well as has a characteristic quality of battling against various bacterial and other microbial disease contamination. Lettuce plants were examined to gauge the external characteristics. I predict that the five lettuce plants (Garlic, Carrot, Celery Broccoli and Romaine) achieved some growth in the presence of garlic (Allium sativum L.) (Xu Han, 2013).

Results

(Bar graph 1) Seedling growth (mm). Moderately, the concentrations of garlic significantly increased the shoot and root lengths (Celery and Broccoli) as compared to the control treatment (garlic –Bar graph 2). Moreover, the length of the Romaine shoot and root increased more than the celery and Broccoli in the presence of the same concentration of decomposed garlic.

Bar graph 1: Showing Seedling Growth of the Lettuce Plants.

 

Bar Graph 2: Showing Seedling Growth of Garlic Parts.

 

	Avg	STD	STD error
Control	33.827	12.569	1.461
Garlic (1g)	2.307	5.332	0.620
Carrots	7.680	8.059	0.937
Celery	12.093	10.709	1.245
Broccoli	10.813	13.766	1.600
Romaine	16.920	17.135	1.992
Garlic (0.5g)	0.000	0.000	0.000
Shoots (0.5g)	10.147	12.967	1.507
Roots (0.5g)	0.573	2.434	0.283

The data shows root and shoot length measured in (mm) of Garlic, Carrots, Celery, Broccoli and romaine plants accompanied by average and standard error.

Discussion

The results of this data showed that the concentrations of the garlic significantly increased the shoot and root length of specific plants, whereas, it maintained the measures to the other plants. Apparently, the degree of inhibition is increased in some plants. Garlic concentration highly favors romaine plant compared to the Garlic (control experiment), Carrot, Celery, and Broccoli.

Therefore, the lettuce plants (Carrot, Celery Broccoli, and Romaine except for garlic) achieved some growth in the presence of garlic concentration. Although, the growth ratios are different with plant species. The source of errors is as the result of calculation and experimental errors. Another experiment that can be achieved by this experiment is use of allelopathic inhibition of germination by Alliaria petiolata. The relevant place where the test can be applied is in agriculture and physiological mechanisms.

 

 

References

Maarel, E. ., & Franklin, J. (2013). Vegetation ecology. Chichester, West Sussex, UK: Wiley-       Blackwell.

Xu Han, Zhihui Cheng*, Huanwen Meng, Xianglong Yang and Imran Ahmad (2013).      Allelopathic Effect of Decomposed Garlic (Allium sativum l.)  Stalk on lettuce (l. sativa    var. crispa l.) State Key Laboratory of Crop Stress Biology in Arid Areas and College of             Horticulture,  Northwest A&F University, Yangling, Shaanxi 712100, China Pak. J. Bot.,    45(1): 225-233.