Redo-Justification Report - Part 3 (Final)

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Assignment 2.3: Justification Report - Part 3 (Final)
Due Week 7 and worth 200 points
Color Coded Sample Student Justification Report (3).docx 

Eng 315 Justification Pt.3.docx 
In Assignments 2.1 (Part 1) and 2.2 (Part 2) of the Justification Report, you built up the major parts of your formal, researched justification report (Problem Statement, Overview of Alternatives, Criteria, Methods, Evaluation of Alternatives, Findings and Analysis, and References). You will begin Part 3 by inserting your revisions of Parts 1 and 2 based on your instructor's suggestions. Then, you will include a few new additions:

Use the basic outline below to draft your paper. Organize your responses to each question under the following section headings:

  • Introduction (for Question 1)
    • Problem Statement (for Question 1a)
    • Terminology (for Question 1b)
    • Major Sections of the Report (for Question 1c)
    • Scope and Limitations of the Research (for Question 1d)
  • Preliminary Parts (for Question 2)
  • Recommendation (for Question 3)
  • References (for Question 4)


Write a four (4) page, single-spaced report in which you: 

  1. Create an introduction that tells what your report is about.
    1. Include the Problem Statement that you already created and revised in Part 1.
    2. Include terms that readers will need to know in order to understand the report.
    3. Briefly summarize the major sections and findings of the report that you've developed in Parts 1 and 2.
    4. Discuss what your report will cover and what it will not.
  2. Create the preliminary parts of the report that precede the Introduction (after reading Chapter 12 in your Professional Communications textbook), which includes:
    1. Title Page
    2. Transmittal
    3. Table of Contents
    4. Executive Summary
      Note: Use small Roman numerals to number the pages of the preliminary parts of the report.
  3. Create the Recommendation section of the Report.
    1. Provide a one to two (1-2) sentence recommendation based on what your Evaluation of Alternatives and Findings and Analysis sections have determined is the most feasible alternative (i.e. solution) to the problem in the Problem Statement.
  4. Create the References sections, which goes at the end of the Report, by pasting in your revised References page.

Note: Remember to organize the report by the section headings. The report should reflect a style and format appropriate for business; single spacing and bullet points are acceptable for formal business reports.

Your assignment must:

  • Be typed, single spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
  • Include a cover page containing the title of the assignment, your name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
  • Assignment 2.2 directions stated: “In Part 2, you will revise Part 1 based on your instructor’s suggestions and add to it the following sections: Evaluation of Alternatives, Findings and Analysis, and References.” You did not include the revised Part I here. Please be sure to use my comments on Assignment 2.1 as well as comments in this writing for your final revision and work in Assignment 2.3.

    :

    Again, although your personal narrative is interesting, it is not appropriate for the Report. In revision, you should create an Overview of Alternatives Section which clearly describes two alternatives to addressing the Problem Statement. These Alternatives must be options you research in terms of the Criteria you identify.

    :

    Although you make many insightful generalizations about business in this writing, this is much to broad for the Report. In revision, you'll need to create a concrete, specific topic to address in your organization. I'll attach the Report directions, sample Report, and template to help you with this task.


    A Justification Report is a specific writing genre in APA Format. You should use the format explained in course materials and provided in the Justification Template.

    The Justification Report is not an essay, instead, it is a Report that addresses a specific problem which you offer two Alternative solutions. The bulk of the Report should be researching those solutions. 

    What is your problem statement? The Problem Statement is the most important part of the Report. So, you should make it a priority to create one before moving on to the upcoming aspects of the Report. 

    Begin with Problem Statement 
    -Orients reader to the topic and problem being investigated
    -Why is the topic important? Explain how report will help reader solve the problem.

    Where is this information from? As noted in course materials, in order to avoid plagiarism, you need to include both in-text citations and a References Page.

    As noted in comments in Assignment 2.1, this Report must offer research on specific/concrete options for change in your employer. Although you make some interesting generalizations about each criteria category, each section is missing specific information which will be needed in revision.

    Missing Findings and Analysis section. 

    The Findings and Analysis section must include a brief narrative summary of the major discoveries from the Evaluation of Alternatives section. In addition, this section must include a chart to illustrate these findings at a glance.

    The Justification Report requires that you create two Alternatives for the Problem identified. The directions also require that you create 5 criteria with which both Alternatives will be assessed. Your Report does not meet these standards



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Running head: ONLINE FAX SOFTWARE Online Fax Software Justification Report Sally Student ENG 315 – Professional Communications Professor Catherine Ipcizade November 19, 2014 1 ONLINE FAX SOFTWARE 2 Mrs. Edna Padilla Office Manager Commonwealth Orthopaedics 6355 Walker Lane Alexandria, VA 22305 November 19, 2014 Rhonda Naldo 3620 Joseph Siewick Drive Fairfax, VA 22033 Dear Mrs. Padilla, I am pleased to present the report you authorized on October 26, 2014, regarding the feasibility of potential online fax options for the upcoming fax upgrades in your offices. An analysis of both Zetafax and Rightfax found that, although both alternatives offered the ability to send extremely high volumes of faxes on a regular basis, Zetafax better met our chosen criteria in cost, 24 hour technical support, money back guarantee, free trial and user friendliness. It is therefore the recommendation that we utilize Zetafax’s software for our upcoming fax upgrade. Thank you for allowing me the opportunity to research potential online fax choices. I appreciate your consideration of my recommendation. Should you have any questions regarding this report, please do not hesitate to contact me at (703) 508- 8878. Sincerely, Rhonda Naldo Enclosure: Justification Report ONLINE FAX SOFTWARE 3 Table of Contents Executive Summary ........................................................................................................................ 4 Problem Statement .......................................................................................................................... 5 Terminology.................................................................................................................................... 5 Report Overview…………………………………………………………………………………. 6 Overview of Alternatives………………………………………………………………………….6 Criteria ...........................................................................................Error! Bookmark not defined. Research Methods ..........................................................................Error! Bookmark not defined. Evaluation of Alternatives .............................................................................................................. 7 Findings and Analysis ..................................................................................................................... 8 Recommendation ............................................................................................................................ 9 References ..................................................................................................................................... 10 ONLINE FAX SOFTWARE 4 Executive Summary This report examines the feasibility of two potential online fax options for the upcoming fax upgrade. Methods of analysis include calls to each alternative as well as Internet research to evaluate system compatibility, promotions, 24 hour technical support, money back guarantee, free trials and if they offer software that is user friendly. Other websites will be used to research case studies and customer reviews. The results of the data show that both examined online fax companies are quality alternatives with user friendly software, acceptable customer satisfaction ratings, and free trials. However the report finds that, while both analyzed alternatives provide similar products and services, Zetafax most closely meets the criteria presented in terms of overall cost effectiveness, 24 hour technical support, money back guarantee, free trial and user friendliness. It is therefore recommended that Alternative A, Zetafax, be chosen as the vendor for the new online fax software. ONLINE FAX SOFTWARE 5 Online Fax Software Edna Padilla’s staff is gearing up for a technology upgrade. After many years of using a manual fax machine, Edna Padilla feels her staff deserves to have the newest fax technology so it will make their jobs easier and more efficient. She has decided that upgrading to online fax software is the best way to go and would suit the preferences of her employees. The Justification Report presents the need to determine suitable online fax software for the upcoming upgrade. It presents the scope of the problem, presents two potential fax software choices, and evaluates them utilizing five criteria to best decide which software meets the unique needs of Mrs. Padilla’s staff. The report does not consider alternate software but instead focuses on two local fax software alternatives that have been recommended by the CEO of the company. Internet research was conducted as well as personal interviews with the merchants, and a final recommendation is provided. Problem Statement Commonwealth Orthopaedics has a great problem. It is time to get rid of the manual fax machines and upgrade to online fax server software. Unfortunately, the manager cannot decide which online fax software to upgrade to. All of the vendors attempt to tantalize her with free trials, free 24 hour technical support, promises of internal efficiency, a money back guarantee, and end to paper use. How is she to choose? They are a busy orthopaedic clinic which has eleven office locations. Her staff is ready for an upgrade in technology but her budget is limited since there are so many office locations that need upgrading. Terminology “Money back guarantee”- known as a satisfaction guarantee, is essentially a simple guarantee that, if a buyer is not satisfied with a product or service, a refund will be made. “User friendly”- easy to use or understand Report Overview This report was created to help the indecisive Mrs. Padilla choose the best online fax software for an upgrade in her offices. Mrs. Padilla tasked this group to investigate two alternatives to determine the best online fax software recommendation for the offices. The two merchants researched were Alternative A (Zetafax) and Alternative B (Rightfax). Mrs. Padilla’s criteria by which to judge the alternatives were as follows: cost, 24 hour technical support, money back guarantee, free trial and user friendliness. Research methods included calls, Internet research (for promotions and customer satisfaction reviews), and in-person visits to both places of business. An evaluation of the two alternatives revealed that Alternative A, Zetafax, should be recommended, since it offered five advantages that Rightfax could not: better discount by providing a $500 savings for a 250 user starter software, free 24 hour technical support, money back guarantee if not fully satisfied, free trials for 90 days, and easy to understand and easy to learn step by step process. ONLINE FAX SOFTWARE 6 Overview of Alternatives The following two alternatives considered in this report meet Edna Padilla’s criteria: Alternative A – Zetafax: is a fax server software from Equisys. Users can send and receive faxes directly from their PC, and from email applications such as Microsoft Outlook 2010 or Lotus Notes. It is an award winning fax server software that delivers secure, fast and cost effective document distribution. Simple to install, easy to manage and highly reliable, Equisys has a proven track record in providing businesses with complete fax server solutions that generate real cost savings whilst streamlining their business processes. Alternative B – Rightfax: a market leading network fax server software. It allows employees to fax and receive faxes from their desktop via email. It is a deep integration fax solution designed for the large enterprise, capable of efficiently handling high volumes of faxes. With a channel capacity of up to 1,024 channels, it can send extremely high volumes of faxes on a regular base. Criteria Edna Padilla stressed that the following five criteria would be used to judge the feasibility of each alternative: 1. Cost – How much will the online fax software cost? Edna Padilla said that she did not want to spend more than $5000 for the eleven offices (consisting of 220 employees). 2. 24 hour technical support— What type of support do they offer? Edna Padilla noted that she needs every office to have 24 hour technical support access. 3. Money back guarantee— If employees are not satisfied, will they refund money? Since they are spending a lot of money, they want to make sure they are fully satisfied. 4. Free trial— Do they offer a trial period? Edna Padilla mentioned that they would like to try out the software before they buy it. 5. User friendly— Is the software easy to use and understand? There are some employees that aren’t tech savvy and it needs to be an easy transition from a manual fax machine. Research Methods Research Methods included calls to each alternative to determine the pricing and what services they offer. The Internet websites of both alternatives were consulted in an effort to view their system compatibility, and to see if they had any promotions. Other websites were reviewed to research case studies and customer reviews. Meetings with both alternatives were also conducted so that they may get a feel for how busy the practice is, what their needs are, and to show them how many employees it would service. ONLINE FAX SOFTWARE 7 Evaluation of Alternatives Cost Alternative A 1. Charged $4500 for a 250 user starter system- which includes a 1 year software assurance 2. Alternative A offers a greater cost savings by adding an additional 30 users for under the budged amount of $5000. Edna Padilla could take advantage of this deal. Alternative B 1. Charged $4500 for a 200 user starter system –which offered no software assurance included 2. Adding an additional 50 users would cost $500 extra 24 hour technical support Alternative A 1. Offered free 24 hour technical support. Internet reviews indicated that customers appreciate round the clock technical support ("Customer Reviews: Zetafax 24 hour technical support", 2014) 2. Offered no hidden fees-24 hour support for the lifetime of the software. It was verified that this alternative supported Edna Padilla’s need of technical help at any hour of the day. Alternative B 1. Offered Technical support from 7am to 10pm 2. Fee of $50 per month for calls before and after their business hours. Money back guarantee Alternative A 1. Provided a money back guarantee if not fully satisfied. 2. Offered no regret buying. Internet reviews confirmed that buyer’s remorse: “one man’s remorse is another man’s reminiscence ("Customer Reviews: Zetafax Buyers Remorse", 2014) It was verified that there is nothing in trying this software. No money would be lost. ONLINE FAX SOFTWARE 8 Alternative B 1. Offers a satisfaction guarantee- if not satisfied, they charge 10% for having the software uninstalled 2. Does not offer a full money back guarantee. Internet reviews confirmed that not offering a refund is a bad business practice ("Customer Reviews: Rightfax refund", 2014) Free trial Alternative A 1. Offered free trials for 90 days 2. Offered full trial versions with a free demonstration video. Reviews on the internet show that demonstration videos are helpful to visual learners ("Customer Reviews: Zetafax Demo Videos", 2014) Alternative B 1. Offered free 30 day trials 2. However, it takes 4+ hours for the software to download, register and activate. Internet reviews indicated that longer waiting and download times lead to frustrated impatient customers ("Customer Reviews: Rightfax Download speed", 2014) User Friendly Alternative A 1. Offers easy to understand and easy to learn step by step process 2. Provides pictures and diagrams to follow. Edna Padilla’s employees could benefit from the visual learning. Alternative B 1. Offers a more complex hard to follow process 2. Pictures and illustrations are not provided Findings and Analysis While both Alternatives A and B offered faster copying capability and ability to send faxes from computer desktops that appealed to Edna Padilla and Commonwealth Orthopaedics employees, Alternative A offered a better discount by providing a $500 savings for a 250 user starter software. Additionally, Alternative B captivated with a free money back guarantee if not satisfied. Studies by (Lichterman, 2014) indicate that “some people want results, some want ONLINE FAX SOFTWARE 9 gratification, and some want happiness, but at the end of the day it all boils down to one thing: avoiding regret”. This is why Alternative A seemed a wiser choice when it came to choosing a money back guarantee. Customers should be refunded if they don’t like the software for any reason. Another issue that had to be considered was choosing an alternative that was user friendly and easy to use. A product that's difficult to figure out, inefficient to use, or poorly supported is not going to win much of a user base according to (Winestad, 2014). Employees are looking for simple to install, easy to update, efficient, pleasant, easy-to-navigate, doesn't need third-party software, and easy to troubleshoot. Free trial is another criterion to be considered. Alternative A’s free trial was 60 days more than that of Alternative B (Newland, 2013). Consequently, Alternative A seemed a wiser choice when it came to being able to use the software for a longer trial period. It appears that Alternative A will satisfy all employees when it comes to needing technical support at any hour of the day. “When you know help is right around the corner it gives you a sense of relief” (Gonzales, 2012). Figure 1: Graphic analysis of Findings Criteria Alternative A(Zetafax) Alternative B (Rightfax) Cost Low HIGH 24 Tech Support HIGH Low Money Back Guarantee HIGH None Free Trial HIGH Moderate User Friendly HIGH Moderate TOTAL FEASIBILTY HIGH Moderate- Low Recommendation It is recommended that Mrs. Padilla purchase online fax software from Zetafax for her offices. The software should cost no more than $4500 for a 250 user starter system- which includes a 1 year software assurance, simple to install, easy to update, efficient, pleasant, easy-to-navigate, free trial and money back guarantee if not satisfied. ONLINE FAX SOFTWARE 10 References Customer Reviews: Rightfax Download speed. (2014). Retrieved from http://www.rightfax/download speed/slower than the rest.com Customer Reviews: Rightfax refund. (2014). Retrieved from http://www.rightfax/refund/complaints.com Customer Reviews: Zetafax 24 hour technical support. (2014). Retrieved from http://www.bbb.org/business-reviews/computer-consultant/24-hour-tech-support Customer Reviews: Zetafax Buyers Remorse. (2014). Retrieved from http://www.buyersremorse/guide on how not to regret your purchase.com Customer Reviews: Zetafax Demo Videos. (2014). Retrieved from http://www.zetafax/demovideos/helpful/customerreviews.com Gonzales, J. (2012). Stress Relievers. Hoboken, New Jersey: Ottawa Enterprise. Lichterman, J. (2014). A money-back guarantee works. Nieman lab . Newland, K. (2013). Zetafax vs. Rightfax. The better office solution . Winestad, J. (2014). User Friendly Technology Captivates Team . Tech Savy . Running Head: WORKER DISCRIMINATION Problems at the Workplace: A Special Focus on Worker Discrimination Student’s Name Professor’s Name Course Name Submission Date 1 WORKER DISCRIMINATION 2 Table of Contents EXECUTIVE SUMMARY .......................................................................................................................... 3 INTRODUCTION ........................................................................................................................................ 4 PROBLEM STATEMENT ........................................................................................................................... 4 TERMINOLOGY ......................................................................................................................................... 4 PRELIMINARY PARTS .............................................................................................................................. 5 Overview of Alternatives .......................................................................................................................... 5 MAIN SECTIONS OF THE REPORT ......................................................................................................... 5 Evaluation of Alternatives ........................................................................................................................ 5 Findings and Analysis ............................................................................................................................... 6 Practicality ............................................................................................................................................ 6 Time ...................................................................................................................................................... 7 Efficiency .............................................................................................................................................. 7 Durability .............................................................................................................................................. 7 Cost ....................................................................................................................................................... 8 SCOPE AND LIMITATIONS OF THE RESEARCH ................................................................................. 8 RECOMMENDATIONS .............................................................................................................................. 9 References ................................................................................................................................................... 10 WORKER DISCRIMINATION 3 EXECUTIVE SUMMARY There are many problems that ail the workplace in the modern day. Every other time worker’s unions in various parts of the world are on the streets demonstrating against unfair working conditions, dismissals, discrimination and utter disregard of employees as humans. It is important that all employers understand that employees are also human beings and thus they ought to be treated as such. However, this is not always the case. The issue of employee discrimination is still evident in most organizations of the day. Employee discrimination is one of the elements which serve to diminish employee productivity in the workplace. In any case, discriminating against a person regardless of their culture, religious beliefs, communication skills or disabilities is not welcome in any society around the world. In that same respect, discrimination does not have any place to stay in the workplace. In this report, I have analyzed keenly the issue of discrimination within the workplace, what causes it and the possible solutions that can be put in place so as to get rid of it once and for all. I have proposed the element of continuous assessment of employee needs over time as the most effective way to rid organizations of the illicit vice that is employee discrimination. WORKER DISCRIMINATION 4 INTRODUCTION Everyone has the right to a healthy and safe workplace that is free from harassment, bullying and discrimination. There are many problems that exist in the workplace setting. However, employee discrimination seems to stand out in most cases. And thus it is my main focus in this paper. In this paper, I will analyze the issue of employee discrimination, why it needs to be fixed, criteria for fixing such a problem and the methods that will be implemented during the process. PROBLEM STATEMENT Employee discrimination refers to a situation where you are treated unfairly because of what you stand for or who you are. Different setups and work conditions provide different platforms for discrimination. However, people are usually discriminated within the lines of gender, sexual orientation, age, marital status, political beliefs, religious beliefs, race or color and career status. In the workplace, discrimination takes many forms and includes being sacked from job, refusal to employment, change of job roles, and different treatment from the other employees and even utter interference on one’s ability to execute their mandate in the workplace. (Discrimination at work 2014) This is an issue that needs to be addressed effectively so as to restore the dignity of the workplace. If any workplace or industry is discriminative, many people would not want to associate with that company because of the fear of victimization and the stigma that comes with such. When this happens, the organization loses not only employees but also customers that could have been interested in doing business with them. (Discrimination at work 2014) On the part of the company, there are also major complications that might arise out of the issue of discrimination. One aspect to note is a reduction is employee productivity in the workplace. When you are discriminated against, you do not feel valued in the company and therefore you are not motivated to do the jobs that are assigned to you. This also affects one’s self esteem and quality of life both in the short term and in the long term. Therefore, there is a need to have this problem fixed and fixed as fast as possible. (Discrimination at work 2014) TERMINOLOGY WORKER DISCRIMINATION 5 Discrimination Employee discrimination Employee needs Policy document PRELIMINARY PARTS Overview of Alternatives There are two main solutions that can be adopted in the process of clearing out the issue of discrimination in the workplace today. These are diversification of the workplace and continuous assessment of employee needs. (Covey 2000) In terms of workplace and employee diversification, business or company managers are encouraged to articulate their company goals and strategies to encompass people from different cultural backgrounds and abilities. In doing so, the managers should also make sure that the employees understand the risks and benefits that are associated with this element of inclusivity. Discrimination policy training also needs to be done at all levels of the organization so that the workings of all the employees are in tandem with the policies and the overall business strategy. (Covey 2000) MAIN SECTIONS OF THE REPORT Evaluation of Alternatives Alternative A: Diversification of the workplace In the modern day, increasing globalization is affecting almost every facet of daily life. In view of these developments, there has been a great deal of advocacy for more interaction among people from diverse cultures, belief and backgrounds. Gone are the days when people lived and worked in an insular marketplace. People are now part of a worldwide economy with individuals and businesses both competing from different parts of the world. In this regard, all business establishments ought to diversify so as to become more open to change and even more creative. Today, maximizing and capitalizing on the element of workplace diversity has proved to be pivotal in business management. (Kelli et al. 2010) WORKER DISCRIMINATION 6 So, why should any business establishment care about diversification? Organizations that create a harmonious and inclusive environment tend to enhance their reputation with job seekers thus allowing them to attract the most qualified workers in the market. Again, employees that feel valued, included and rewarded tend to be more engaged and motivated in the workplace. (Kelli et al. 2010) This is exactly what personal computer manufacturer Hewlett Packard has done. HP started its diversity management policies at the beginning. The policy document was titled, “Open Corporate Policy.” The management style used at HP is called “management by walking around” and the motive behind it is that every party in the organization yearns to do a good job. Through this policy, the open culture at HP helped to create an atmosphere of trust and also mutual understanding in the early days of development of the company. Even today, the top managers at HP still believe that trust is the most important ingredient in a flourishing and profitable enterprise. (Kamal et al. 2009) Alternative B: Continuous assessment of employee needs The continuous assessment of employee needs is another important aspect to consider when seeking to get rid of the problem of discrimination in the workplace. Needs assessment is critical to the wellness of an employee and the organization at large. Through employee needs assessment, a business owner or manager is able to tailor the workplace to best fit the employee’s needs and their interests. (Lowe 2010) A good example of needs assessment case study is the training needs assessment of the Abu Dhabi Police. Apparently, the Abu Dhabi police is notable for being one of the most challenged organizations among the public sector of the United Arab Emirates. Therefore, the employees in this case ought to have the ability and confidence to cope with situations that come in the line of duty. That is why most of these police officers are trained overseas so that they can best counter the issues that they face. (Ghufli 2012) Findings and Analysis Practicality Alternative A: Diversification of the workplace In terms of practicality, diversification of the workplace is not really workable in most cases. In some parts of the world, only people from one race or tribe can have get jobs in the local organizations mainly because of the one-community setup. Again, you cannot just employ people because they are disabled or they are from another tribe for purposes of diversification. In the organization setup, skill levels matter more than the idea of tribe, ability and suchlike issues. Alternative B: Continuous assessment of employee needs WORKER DISCRIMINATION 7 The continuous assessment of employee needs is more practical in this case. This argument is based on the fact that it is possible to understand the needs of employees when they are actually working for the company than when they are out there. When they are part of the workforce, it is possible to measure their strengths and weaknesses and be able to motivate them in the right way. Time Alternative A: Diversification of the workplace Again, in terms of the time that is needed for these alternatives to bear and fruits, the aspect of diversification of the workplace will generally take a longer period of time before the workers or even the managers can feel its impact. In fact, it can take forever to really understand the basics or even the benefits of workplace diversification. As stated earlier, diversification is not the only issue here. It is about the skills that the employees possess. Alternative B: Continuous assessment of employee needs The element of continuous assessment of employee needs will largely take a much shorter period of time. In fact, it is more predictable in this regard. A company can easily come up with a policy document and guidelines on how to assess the needs of employees and within no time they will be part of the bigger setup. Efficiency Alternative A: Diversification of the workplace The diversification of the workplace however tends to be more efficient in this regard. Efficiency in this case means how it is easy to integrate this alternative in the organization setup and still ensure that business operations run smoothly. It is possible to employ people from different ethic or cultural backgrounds or even people with disabilities and assign them specific job roles and that is done and dusted. Alternative B: Continuous assessment of employee needs In terms of efficiency, the assessment of employee needs is really not worthwhile in this case. It is not possible to measure the efficiency of assessing employee requirements. Again, it takes time and in the end, the results might not be measurable or quantitative. Durability Alternative A: Diversification of the workplace Again, the aspect of diversification of the workplace fails to deliver in this regard. It is possible to diversify a workplace setting in the short term but definitely not in the longer term. Organization strategies change with time and thus it might be quite a challenge to truly understand the real element of durability of diversifying the workplace. WORKER DISCRIMINATION 8 Alternative B: Continuous assessment of employee needs The aspect of continuous assessment of employee needs is again the winner in this regard. It is possible to harness the needs of employees, understand them clearly and abide by them for a long period of time. As long as the same employees can operate in tandem with the strategy document of the organization, this is a durable option to consider. Cost Alternative A: Diversification of the workplace In terms of cost, diversification of the workplace would cost a lot of money to be effective. This is because has to be undertaken and the relevant parties involved in ensuring that the right people are employed, trained and retained. Therefore, this is not a cost-effective measure especially for a company that is aiming to save money and make more profit. Alternative B: Continuous assessment of employee needs The element of continuous assessment of employee needs is more cost-effective in this regard. It costs nothing to assess employee needs over time and it can be done without the needs for third party resources or input. SCOPE AND LIMITATIONS OF THE RESEARCH My main methods of research in the process of coming up with this report were interviews and questionnaires. Over time, these two have been found out to be the most effective in collecting data in the workplace. Therefore, I harnessed the power of the two to get all the details that I was looking for. Since questionnaires are rather blanket in nature, I integrated interviews with a select number of employees and employers with an aim of getting their views, analyzing them and then present my recommendations to the employer in question in this regard. However, throughout this research project, I experienced a number of challenges. With the interviews, I was not able to get all the details that I required since most of the employees were allowed a limited amount of time to talk to me. Again, because of fear of the unknown, some employees were rather conservative in terms of the amount of information that they were giving me even though I made it clear to them in the first case that the information was solely for research purposes. Throughout the compilation of this project, I also experienced a myriad of limitations. One limitation was the fact that most of the employers were not accessible whereas those who were accessible were not open to divulge critical information that touches on their businesses. In that case therefore, the views of employers were not effectively collected in the buildup to the final documentation of this report. WORKER DISCRIMINATION 9 RECOMMENDATIONS As per the evaluation of alternatives above, the element of continuous evaluation of employee needs is the most effective way to deal with the problem of employee discrimination in the workplace. Considering that this is a problem that has been in existence in organizations for quite a long period of time, experts need to find way through which they can initiate the processes of evaluating employee requirements so that they can serve better. Discrimination can either be direct or indirect and therefore, it is up to employers to make sure that they are treating their employee’s right. It is important to understand that discrimination of a major issue that ails the modern day workplace. It affects not only the employees but also the employers as a result of lesser productivity by their employees. It is important to get rid of the vice so as to develop an allinclusive workplace where all employees feel cherished and appreciated. Employee morale and self-esteem will gain a boost if they are not discriminated against in the workplace. WORKER DISCRIMINATION 10 References Lowe, G. (2010). Creating healthy organizations: How vibrant workplaces inspire employees to achieve sustainable success. Toronto: University of Toronto Press. Ghufli, A. (2012). Training Needs Analysis: A case study of the Abu Dhabi Police. Brunel University, Brunel Business School. Kamal Y. & Ferdousi M. (2009). Managing Diversity at Workplace: A case study of HP. ASA University Review. Vol. 3. Kelli A, Mayra L, Allen W, and Karl K. (2010). Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools. IFAS Extension. University of Florida. Discrimination at work. (2014.). Retrieved April 18, 2015, from http://www.youthcentral.vic.gov.au/jobs-careers/problems-in-theworkplace/discrimination-at-work Covey, A. (2000). The workplace law advisor from harassment to discrimination policies to hiring and firing guidelines: What every manager and employee needs to know. Cambridge, Mass.: Perseus Pub. Fitzwater, T. (2009). The manager's pocket guide to employee relations. Amherst, Mass.: HRD Press.
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