Justification Report
1
Justification Report
To: Palm Bank
From: Deona Wimbley> deonawimbley@gmail.com
Justification Report
2
Subject: How to resolve customer loss in Palm Bank
Problem statement
Poor customer relation is a problem to banking industries which ends up reducing the customers
hence reducing the profit margin that is resulted by the inflow and out flow of customers. This
leads to lack of customers satisfaction making the customers seek for other alternative from other
best providers and this make the company or organization go to loss and hence it become
impossible for companies to undertake its daily operations hence a closure of a company when
huge losses occur hence there needs to be a preventive measure to avoid such losses.
For example if for every 10 employees four of them don’t get satisfied with our services , it
means in the banks that 8 % of the total customers who come to our banks not get satisfied and
will go to find better services elsewhere . This at the end will cause the company losses that
could be prevented at early stages. Poor customer is caused by different ways for example
during during inquiry ,waiting in reception, lack off feedback ,time delivery what we call just in
time, the queuing system that delays service, among others this creates a loss in a company.
Employees should be careful to reduce losses by introducing a new mechanism of customer
service. Every employee should present a report of the incoming and outgoing of customers
reports on their inquiry and if the customers need were met so as to reduce customers seeking
alternative there should be enforcement to the employees who would not comply with the
regulation.
Overview of Alternatives
Due to the high number of customer who complains I would like we come up with this new
was to handle customers use of paperless banking, mobile banking, increase customer service,
training of customer service use of technology like computers to find customers complains, fair
treatment, increase help lines, promotions, quality services by doing this that means customers
will get quality service and they will be able to even refer other new members to get the service
because we provide quality service.
Criteria
Criteria to be used in coming up with the appropriate need of customer satisfaction and this need
can only be achieved if certain criteria are evaluated.
Cost
The alternative chosen should be cost effective and should bring viable business to the
organization and as the same time satisfy the customer need without delay in service.
Justification Report
3
Durability
The alternative selected should be able to serve for longer time that’s means that the alternative
selected should not go absolute in time and should be flexible to change in technology.
Efficiency
The alternatives selected should be bring the quality or should improve the quality of service
provided so as to ensure good quality of service and also ensure customer needs are met also the
time that will take to ensure the that the selected alternative has been implemented.
Methods
There are two methods to be used so as to come up with a recommendation .The company will
come up with a team that will do a research on the effectiveness of some alternative of their
choice and from their choices they will test the outcome with a few number of people of
customers to be able to give a comprehensive summary of what they recommend and the reasons
why the choose that and not the other one.
There other method is randomly selecting one choice and working with it example if they choose
to train the employees and then see if the alternative will work out because after training the
employees will get the skill and this skill will prove the service delivery to the customers, also
the method help the organization to be able to think beyond in terms of making decisions and
how they can use the recommendation to gain its competitive advantage.
Yours faithfully,
Deona Wimbley
Justification Report
1
Justification Report
Justification of Alternatives
Evaluation of Alternatives
The two choices distinguished as could reasonably be expected answers for the issue are
the utilization of monetary motivations to encourage solid conduct and the use of corrective
measures. An investigation of the two choices demonstrates that both of them have positive and
JUSTIFICATION OF ALTERNATIVES
2
negative traits. What's more, associations that have utilized both of the options have recorded
fluctuating results. Then again, a sharp examination of the two options demonstrates that money
related impetuses are the best methods for empowering solid ways of life. The accompanying is
an assessment of the two options in view of five criteria.
Cost
Despite the fact that the utilization of money related motivators to instigate conduct
change has significant expense suggestions, the sum being referred to can't add up to what the
citizens pay every year for lost hours, protection premiums, drug or truancy. What's more,
examination of major multinationals demonstrates that money related motivators are an intense
inspiration for conduct change (Abraham, 2007. Subsequently, the expense ramifications of
utilizing punishments are altogether higher than that of utilizing monetary motivators. Case in
point, the organization may find that forcing punishments to inspire change could reverse
discharge and lead to noteworthy misfortunes. Basically, the workers could depend on
unconventional intends to guarantee the administration does not actualize correctional measures.
Case in point, they could choose to go-moderate, pickets, or harms the organization's projects.
Apparently, the money related ramifications of such a move would be basic.
Desirability
The dominant part of representatives is mindful that sound ways of life have a critical
impact on almost every single other part of life. For example, most are burning that the
organizations they work for could begin work out schedules to empower them to practice
consistently. Thus, money related motivating forces could permit representatives to get to
wellness practices without any difficulty. Then again, punishments can't drive a representative to
JUSTIFICATION OF ALTERNATIVES
3
change his or her way of life. Case in point, certain propensities like drinking and smoking are
addictive and require more than punishments for one to change.
Efficiency
Impetuses and prizes are more effective than punishments as for inspiring responsibility
to a health program. Fundamentally, punishments now and then prompt disappointment and
hatred, which are not suitable for inspiring workers. Basically, remunerates are a compelling
spark in light of the fact that their belongings are generally long haul. In such manner, a standout
amongst the most essential administrative aptitudes is the capacity to choose and time the prizes
suitably. In a perfect world, productive prize frameworks ought to help the association to stay
focused, hold the most powerful representatives and diminish worker turnover. For the situation
under examination, the organization can accomplish all the above targets by guaranteeing
representatives avoid weakness propensities. Case in point, representatives should take in the
quintessence of good dieting propensities, activity, and normal restorative checkups. Sound
representatives stay gainful to the formal of the association.
Durability
It has been demonstrated that money related prizes are the greatest spark for workers
(Thomas, 2010). Also, money related prizes move different representatives to laborer hard or
stay focused on the objectives and destinations of the organization to empower them to qualify.
In any case, punishments don't motivate strength as workers soon get utilized them. On the other
hand, they begin to discover different methods for covering for the punishments, which winds up
as a misfortune for the association. Case in point, workers may phone in wiped out to empower
them to search for cash by means of option means. What's more, presenting representatives to
reformatory measures may prompt pilferage or resistance.
JUSTIFICATION OF ALTERNATIVES
4
Ethical Considerations
Monetary prizes and motivations don't have any moral concerns on the grounds that they
make a positive workplace. Then again, forcing punishments raises moral contemplations in light
of the fact that organizations have an obligation to compensate representatives for
administrations rendered. What's more, the association ought to dependably find out whether the
utilization of the prize disappoints an area of the representatives. Case in point, not all
representatives in a given association can be wellbeing devotees. In such a situation, forcing
punishments would raise basic moral issues. Thus, punishing them to drive them to change their
ways of life would be deceptive.
Discoveries and Analysis
It is clear that the utilization of monetary prizes and motivating forces are more suitable
than punishments. Workers require the inspiration to change conduct, yet punishments frequently
make a destabilizing impact. For example, examination has set up that remunerates work
superior to anything punishments (Brooks, 2012). Furthermore, it is show that the expenses
included in the utilization of monetary prizes are lower than those for forcing punishments are.
Ostensibly, representatives who get punished for not holding fast to the association's desires at
last create negative emotions against the organization. Thusly, they may turn to damage or
association hush, which could demonstrate catastrophic for the association. In the same vein,
prizes are more attractive than punishments. The utilization of money related motivators could
rouse different representatives to work towards wellness to fit the bill for prizes. On the other
hand, punishments are basically undesirable. So also, associations ought to cease from utilizing
JUSTIFICATION OF ALTERNATIVES
5
motivational systems that bring up moral issues. Fundamentally, organizations ought to utilize
budgetary prizes at whatever point they need their workers to change their ways of life.
The conventional perspective of working individuals can best be clarified by looking at
the work of Jeremy Bentham. The logician repeated that the vast majority discover inspiration in
delight and not torment. The reason is that individuals are innately self-intrigued and work just
when the prize is considerable. Faultfinders may contend that cash as an inspiration can just
work up to a certain level. In any case, it is outstanding that the quintessence of utilizing money
related prizes is to guarantee that individuals get the opportunity to take in the embodiment of
living solid lives. At the point when all workers are solid, the advantages the organization can
gather far exceed the expenses. Case in point, the organization would spend significantly less on
protection expenses, non-appearance, or doctor's facility bills. Furthermore, the open door costs
that organizations acquire when workers fall wiped out are tremendous. Thus, organizations lean
toward solid representatives who can guarantee that the association's projects don't confront
pointless interferences.
Apparently, associations ought to dependably guarantee they watch moral measures. In
this regard, the organization can't implement correctional measures on its representatives, paying
little respect to how great the coveted result may be. Ostensibly, every association wants solid
representatives who can be profitable. Therefore, the organization may figure and execute
strategies went for guaranteeing the workers lead gainful lives. On the other hand, the
methodologies they use to accomplish such targets ought not to be interpreted as corrective.
Regardless, representatives are prone to reject approaches they esteem retributive, and the
organization may wind up losing profitable working hours, goodwill or essential customers.
Thus, picking an inspiring component is a discriminating administrative choice that ought to be
JUSTIFICATION OF ALTERNATIVES
6
taken after a watchful examination of the predominant conditions. In this regard, an assessment
of the two choices demonstrates that the organization ought to select monetary remunerates
rather than the use of reformatory measures.
Here is an example of a chart I would use as a strategy to accomplish having motivation
within the workers and company.
References
Abraham C, Michie S: taxonomy of behaviour change techniques used in interventions. Health
Psychol 2007, 27:379-387.
Brooks, C. (2012). Employees Motivated By Rewards, Not Penalties. Retrieved February 2nd,
2015, from Business News Daily: http://www.businessnewsdaily.com/2720-employeesmotivated-rewards.html
JUSTIFICATION OF ALTERNATIVES
7
Thomas, K. W. (2010). Intrinsic motivation at work: What really drives employee engagement.
San Francisco: Berrett-Koehler Publishers.
Rajput, Amer. International Journal of Academic Research. Mar2011, Vol. 3 Issue 2, p550-555.
6p. 1 Diagram, 7 Charts: http://eds.a.ebscohost.com/eds/detail/detail?vid=36&sid=4053f0fad56b-41cd-bf86ede39df720e9%40sessionmgr4005&hid=4105&bdata=JnNpdGU9ZWRzLWxpdmUmc2NvcGU
9c2l0ZQ%3d%3d#db=a9h&AN=67767624&anchor=GoToAllQVI
Justification Report
1
Justification Report
To: Palm Bank
From: Deona Wimbley> deonawimbley@gmail.com
Justification Report
2
Subject: How to resolve customer loss in Palm Bank
Problem statement
Poor customer relation is a problem to banking industries which ends up reducing the customers
hence reducing the profit margin that is resulted by the inflow and out flow of customers. This
leads to lack of customers satisfaction making the customers seek for other alternative from other
best providers and this make the company or organization go to loss and hence it become
impossible for companies to undertake its daily operations hence a closure of a company when
huge losses occur hence there needs to be a preventive measure to avoid such losses.
For example if for every 10 employees four of them don’t get satisfied with our services , it
means in the banks that 8 % of the total customers who come to our banks not get satisfied and
will go to find better services elsewhere . This at the end will cause the company losses that
could be prevented at early stages. Poor customer is caused by different ways for example
during during inquiry ,waiting in reception, lack off feedback ,time delivery what we call just in
time, the queuing system that delays service, among others this creates a loss in a company.
Employees should be careful to reduce losses by introducing a new mechanism of customer
service. Every employee should present a report of the incoming and outgoing of customers
reports on their inquiry and if the customers need were met so as to reduce customers seeking
alternative there should be enforcement to the employees who would not comply with the
regulation.
Overview of Alternatives
Due to the high number of customer who complains I would like we come up with this new
was to handle customers use of paperless banking, mobile banking, increase customer service,
training of customer service use of technology like computers to find customers complains, fair
treatment, increase help lines, promotions, quality services by doing this that means customers
will get quality service and they will be able to even refer other new members to get the service
because we provide quality service.
Criteria
Criteria to be used in coming up with the appropriate need of customer satisfaction and this need
can only be achieved if certain criteria are evaluated.
Cost
The alternative chosen should be cost effective and should bring viable business to the
organization and as the same time satisfy the customer need without delay in service.
Justification Report
3
Durability
The alternative selected should be able to serve for longer time that’s means that the alternative
selected should not go absolute in time and should be flexible to change in technology.
Efficiency
The alternatives selected should be bring the quality or should improve the quality of service
provided so as to ensure good quality of service and also ensure customer needs are met also the
time that will take to ensure the that the selected alternative has been implemented.
Methods
There are two methods to be used so as to come up with a recommendation .The company will
come up with a team that will do a research on the effectiveness of some alternative of their
choice and from their choices they will test the outcome with a few number of people of
customers to be able to give a comprehensive summary of what they recommend and the reasons
why the choose that and not the other one.
There other method is randomly selecting one choice and working with it example if they choose
to train the employees and then see if the alternative will work out because after training the
employees will get the skill and this skill will prove the service delivery to the customers, also
the method help the organization to be able to think beyond in terms of making decisions and
how they can use the recommendation to gain its competitive advantage.
Yours faithfully,
Deona Wimbley
Justification Report
1
Justification Report
Justification of Alternatives
Evaluation of Alternatives
The two choices distinguished as could reasonably be expected answers for the issue are
the utilization of monetary motivations to encourage solid conduct and the use of corrective
measures. An investigation of the two choices demonstrates that both of them have positive and
JUSTIFICATION OF ALTERNATIVES
2
negative traits. What's more, associations that have utilized both of the options have recorded
fluctuating results. Then again, a sharp examination of the two options demonstrates that money
related impetuses are the best methods for empowering solid ways of life. The accompanying is
an assessment of the two options in view of five criteria.
Cost
Despite the fact that the utilization of money related motivators to instigate conduct
change has significant expense suggestions, the sum being referred to can't add up to what the
citizens pay every year for lost hours, protection premiums, drug or truancy. What's more,
examination of major multinationals demonstrates that money related motivators are an intense
inspiration for conduct change (Abraham, 2007. Subsequently, the expense ramifications of
utilizing punishments are altogether higher than that of utilizing monetary motivators. Case in
point, the organization may find that forcing punishments to inspire change could reverse
discharge and lead to noteworthy misfortunes. Basically, the workers could depend on
unconventional intends to guarantee the administration does not actualize correctional measures.
Case in point, they could choose to go-moderate, pickets, or harms the organization's projects.
Apparently, the money related ramifications of such a move would be basic.
Desirability
The dominant part of representatives is mindful that sound ways of life have a critical
impact on almost every single other part of life. For example, most are burning that the
organizations they work for could begin work out schedules to empower them to practice
consistently. Thus, money related motivating forces could permit representatives to get to
wellness practices without any difficulty. Then again, punishments can't drive a representative to
JUSTIFICATION OF ALTERNATIVES
3
change his or her way of life. Case in point, certain propensities like drinking and smoking are
addictive and require more than punishments for one to change.
Efficiency
Impetuses and prizes are more effective than punishments as for inspiring responsibility
to a health program. Fundamentally, punishments now and then prompt disappointment and
hatred, which are not suitable for inspiring workers. Basically, remunerates are a compelling
spark in light of the fact that their belongings are generally long haul. In such manner, a standout
amongst the most essential administrative aptitudes is the capacity to choose and time the prizes
suitably. In a perfect world, productive prize frameworks ought to help the association to stay
focused, hold the most powerful representatives and diminish worker turnover. For the situation
under examination, the organization can accomplish all the above targets by guaranteeing
representatives avoid weakness propensities. Case in point, representatives should take in the
quintessence of good dieting propensities, activity, and normal restorative checkups. Sound
representatives stay gainful to the formal of the association.
Durability
It has been demonstrated that money related prizes are the greatest spark for workers
(Thomas, 2010). Also, money related prizes move different representatives to laborer hard or
stay focused on the objectives and destinations of the organization to empower them to qualify.
In any case, punishments don't motivate strength as workers soon get utilized them. On the other
hand, they begin to discover different methods for covering for the punishments, which winds up
as a misfortune for the association. Case in point, workers may phone in wiped out to empower
them to search for cash by means of option means. What's more, presenting representatives to
reformatory measures may prompt pilferage or resistance.
JUSTIFICATION OF ALTERNATIVES
4
Ethical Considerations
Monetary prizes and motivations don't have any moral concerns on the grounds that they
make a positive workplace. Then again, forcing punishments raises moral contemplations in light
of the fact that organizations have an obligation to compensate representatives for
administrations rendered. What's more, the association ought to dependably find out whether the
utilization of the prize disappoints an area of the representatives. Case in point, not all
representatives in a given association can be wellbeing devotees. In such a situation, forcing
punishments would raise basic moral issues. Thus, punishing them to drive them to change their
ways of life would be deceptive.
Discoveries and Analysis
It is clear that the utilization of monetary prizes and motivating forces are more suitable
than punishments. Workers require the inspiration to change conduct, yet punishments frequently
make a destabilizing impact. For example, examination has set up that remunerates work
superior to anything punishments (Brooks, 2012). Furthermore, it is show that the expenses
included in the utilization of monetary prizes are lower than those for forcing punishments are.
Ostensibly, representatives who get punished for not holding fast to the association's desires at
last create negative emotions against the organization. Thusly, they may turn to damage or
association hush, which could demonstrate catastrophic for the association. In the same vein,
prizes are more attractive than punishments. The utilization of money related motivators could
rouse different representatives to work towards wellness to fit the bill for prizes. On the other
hand, punishments are basically undesirable. So also, associations ought to cease from utilizing
JUSTIFICATION OF ALTERNATIVES
5
motivational systems that bring up moral issues. Fundamentally, organizations ought to utilize
budgetary prizes at whatever point they need their workers to change their ways of life.
The conventional perspective of working individuals can best be clarified by looking at
the work of Jeremy Bentham. The logician repeated that the vast majority discover inspiration in
delight and not torment. The reason is that individuals are innately self-intrigued and work just
when the prize is considerable. Faultfinders may contend that cash as an inspiration can just
work up to a certain level. In any case, it is outstanding that the quintessence of utilizing money
related prizes is to guarantee that individuals get the opportunity to take in the embodiment of
living solid lives. At the point when all workers are solid, the advantages the organization can
gather far exceed the expenses. Case in point, the organization would spend significantly less on
protection expenses, non-appearance, or doctor's facility bills. Furthermore, the open door costs
that organizations acquire when workers fall wiped out are tremendous. Thus, organizations lean
toward solid representatives who can guarantee that the association's projects don't confront
pointless interferences.
Apparently, associations ought to dependably guarantee they watch moral measures. In
this regard, the organization can't implement correctional measures on its representatives, paying
little respect to how great the coveted result may be. Ostensibly, every association wants solid
representatives who can be profitable. Therefore, the organization may figure and execute
strategies went for guaranteeing the workers lead gainful lives. On the other hand, the
methodologies they use to accomplish such targets ought not to be interpreted as corrective.
Regardless, representatives are prone to reject approaches they esteem retributive, and the
organization may wind up losing profitable working hours, goodwill or essential customers.
Thus, picking an inspiring component is a discriminating administrative choice that ought to be
JUSTIFICATION OF ALTERNATIVES
6
taken after a watchful examination of the predominant conditions. In this regard, an assessment
of the two choices demonstrates that the organization ought to select monetary remunerates
rather than the use of reformatory measures.
Here is an example of a chart I would use as a strategy to accomplish having motivation
within the workers and company.
References
Abraham C, Michie S: taxonomy of behaviour change techniques used in interventions. Health
Psychol 2007, 27:379-387.
Brooks, C. (2012). Employees Motivated By Rewards, Not Penalties. Retrieved February 2nd,
2015, from Business News Daily: http://www.businessnewsdaily.com/2720-employeesmotivated-rewards.html
JUSTIFICATION OF ALTERNATIVES
7
Thomas, K. W. (2010). Intrinsic motivation at work: What really drives employee engagement.
San Francisco: Berrett-Koehler Publishers.
Rajput, Amer. International Journal of Academic Research. Mar2011, Vol. 3 Issue 2, p550-555.
6p. 1 Diagram, 7 Charts: http://eds.a.ebscohost.com/eds/detail/detail?vid=36&sid=4053f0fad56b-41cd-bf86ede39df720e9%40sessionmgr4005&hid=4105&bdata=JnNpdGU9ZWRzLWxpdmUmc2NvcGU
9c2l0ZQ%3d%3d#db=a9h&AN=67767624&anchor=GoToAllQVI
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