I need help with my assignment for ENG 315.

timer Asked: Nov 20th, 2016

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I need help with my assignment.  I have attached the requirements and previous assignment.  

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). For Part 3 you will begin by inserting your revisions of Parts 1 and 2 based on your instructor’s suggestions. Then, you will include a few new sections. Note: Some sections presented below are out of order so pay attention to where the section should go (for instance, the Transmittal should be the second page of your report based on the provided template). It is essential that you present the final report in the correct section order.

Assignment 2.3: Justification Report – Part 3 (Final) Due Week 7 and worth 180 points 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). For Part 3 you will begin by inserting your revisions of Parts 1 and 2 based on your instructor’s suggestions. Then, you will include a few new sections. Note: Some sections presented below are out of order so pay attention to where the section should go (for instance, the Transmittal should be the second page of your report based on the provided template). It is essential that you present the final report in the correct section order. Use the basic outline below to draft your paper. Organize your responses to each question under the following section headings:    o o o o   Preliminary Parts (for Question 1) Introduction (for Question 2) Problem Statement (for Question 2b) Terminology (for Question 2c) Major Sections of the Report (for Question 2d) Scope and Limitations of the Research (for Question 2e) Recommendation (for Question 3) References (for Question 4) Using the provided template from Week 7, write Part 3 to complete a single-spaced report in which you: 1. a. b. c. d. 2. a. b. c. d. e. 3. a. 4. Create the preliminary parts of the report that precede the Introduction (after reading Chapter 11 in the textbook). Each element (1a to 1d) appears on a separate page (1a should be page 1, 1b should be page 2, etc.). The preliminary part includes: Title Page Transmittal (stand-alone business letter) Table of Contents Executive Summary Create an introduction that tells what your report is about. The introduction includes: Begin with a general introduction paragraph that gives the reader any needed background information on the company or problem. Include the Problem Statement that you already created and revised in Part 1. Include terms that readers will need to know in order to understand the report. Briefly summarize the major sections and findings of the report developed in Parts 1 and 2. Note: This is in addition to including the revised sections not instead of including the revised previous sections from Parts 1 and 2. Discuss what your report will cover and what it will not (including limitations such as research, time, information, or any other factors the reader should consider when reading the report). Create the Recommendation section of the Report. 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. Create the References section, which goes at the end of the Report by pasting in your revised References page. 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: Note:   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. The specific course learning outcomes associated with this assignment are:       Support ideas or claims in body paragraphs with clear details, examples, and explanations. Organize ideas logically by using transitional words, phrases, and sentences. Use sentence variety and effective word choice in written communication. Apply writing process strategies to develop formal business reports and / or proposals. Use technology and information resources to research issues related to selected topics. Write clearly and concisely using proper writing mechanics. Click here to view the grading rubric.
RESEARCHED JUSTIFICATION REPORT Justification Report Binish Chaudry Professor: Saraswathi Lakshmanan Professional Communication November 7, 2016 1 RESEARCHED JUSTIFICATION REPORT 2 Problem Statement Employees being late to work has become a problem at the company. Some of the valid excuses which employees give for coming late to work are traffic, construction, late trains, broken alarm clocks. However, in the corporate world, the competitiveness of the market does not know valid or fake lateness. Staff being consistently late can affect the productivity and profitability of the business adversely. There are many organizations which have bowed to competition because they could not keep up with strict timelines usually observed in the higher circles of business operations. Lateness is the scenario where employees fail to report to work early so as to start their respective working day shifts on time. Overview of alternatives There are several options that management can undertake to resolve this problem. The first choice is to initiate a clear and efficient lateness policy. The policy should have proper timekeeping standards about the working hours and shift patterns. The policy should as well set out the consequences of persistent and reckless lateness. Also, the new rules should state the disciplinary measures to be undertaken if the rules are violated. Any working time misused has to be compensated and so the policy should be explicit on how the staff will make up for the lost time. Any employee who foresees the possibility of reporting late to work has to report this to the specified manager with duly explained reasons. This would give the management or the manager in charge to plan in advance on how to make up for this time. (Benbow, 2011). There are two options that can be utilized in saving the situation. The first one is to have the employees sign a time sheet every time they report for work and leave for the day. Under this policy, every employee has to know of the existence of the policy and the enforcement has to be fair and consistent. This makes it hard for the implementation process to take root since it not RESEARCHED JUSTIFICATION REPORT 3 always easy to manage this kind of program. Another option is to use a biometric machine where every employ signs in with their finger prints every time they report to work. They are also to log out after the end of their shifts/working day. This would be the easiest alternative since it is quite easy to monitor the staff since there are an automatic recording and monitoring system. It is thus a preferred choice over the manual signing which can easily be manipulated. However, there is a need for further research to determine the workability of this technology. Although there is evidence of its success in other areas like the registration and voting systems, it is imperative that the success of this technology in the human resource area. Criteria The criteria for deciding the solution to decrease employees being late are: Cost to company; Productivity; Practicality; Employee morale; and Image of the company. Methods This problem was established after a keen observation of the current workplace trends where lateness is one of the biggest problems hampering many organizations. An analysis of the scenarios revealed that this had been a recurrent issue that was slowly becoming unmanageable. In several interviews, managers reported that it was frustrating to deal with workplace time theft, RESEARCHED JUSTIFICATION REPORT 4 particularly when employees report late to work. In other cases, the staff leaves their workstation before the stipulated time. A close study of previous written manuscripts and case studies portray this as one of the most common workplace issues that are threatening the profitability and productivity of the working environment.  Interview I interviewed some of my colleagues and co-workers and asked them whether they are satisfied with the company and what changes do they need to bring in the company to improve employee lateness. These interviews helped me determine what the employees think and expects from a company they are putting their efforts into.  Questionnaires. I prepared a set of questionnaires and distributed them to some of our employees and asked them to give the answers to know their opinions. The questionnaires were based on the facts that relates to employee’s lateness and as a result we found that working schedule, working hours and commutes are some of the key points to employees being late. Evaluation of Alternatives Many persons struggle with punctuality in the workplace. Every manager knows, you have likely heard the same excuses repeatedly: the traffic was excessive, my car broke down, the bus was late, my alarm clock did not go off and so on. An occasional instance poses no real issue, but repeated episodes of tardiness are cause for action. Be clear and firm with your employees so they will adhere to this important workplace regulation. Below alternative methods to use for employees being late. RESEARCHED JUSTIFICATION REPORT  5 Give each employee a copy of his work schedule at least one week in advance. Keep a master copy for yourself so you will be able to verify the information if questions arise regarding the times you have set.  Remind the employee of the importance of being on time after the first infraction. Listen to the reason he or she gives for being late. Be fair in your appraisal of its validity and give honest feedback. For instance, if the tardy incident resulted from highway traffic being halted due to a wreck, you could agree that it was an unfortunate event not likely to be repeated.  Set up a conference with any employee who is repeatedly tardy to work. You should speak calmly and approach the situation from a problem-solving standpoint. Seek to discover the reason for this pattern of tardiness. Work with your staff member to resolve the situation. For instance, if your employee is having difficulty getting to work on time due to getting his children off to school, you might be able to change his schedule so that he is scheduled to come in a half hour later and stay at work a half hour longer. State clearly the consequences for instances of tardiness within a specified period. For instance, during a six-month period, the first incident could incur a reminder, the second a verbal warning, the third a conference with you and the fourth a written warning. Experts suggests another confidential meeting with the employee once the problem has escalated to the level of a written warning. Note the problem in the warning, and ask the employee to read and sign it. Keep the note in the employee's file. You should also inform the employee that if the tardiness continues after this measure, more serious actions will be taken, such as a suspension, and could lead to eventual termination. RESEARCHED JUSTIFICATION REPORT 6 Findings and Analysis Occasional lateness by employees causes only minor, if any, inconvenience to any business. Chronically tardy workers, on the other hand, present a significant concern. Management must take action to stop an on-going problem and prevent its reemergence. Address tardiness in a thoughtful yet firm manner for success in solving the problem. It’s understandable if an employee has a legitimate reason for being late every once in a while. Traffic accidents happen, weather intervenes, kids get sick. Life happens and unexpected problems do come up occasionally. What’s not acceptable is an employee who shows up late most of the time. Identify the behavior, when a staff member consistently shows up late, he's essentially not respecting your time, or his own. That’s when you need to decide if your employee's behavior is worth condoning or reprimanding. Be proactive, don’t let a person’s excessive tardiness go so long that you react in anger. Remember, you’re tired of the behavior, not the person. Try not to lose your cool. It’s counterproductive to use foul language or threaten an employee. Verbalize your disappointment, most people tend to be disappointed in themselves when someone they respect is disappointed in them. When a team member doesn’t follow through on a commitment, explain the consequences of his actions. If he is late to a client meeting, say something like, “The client waited ten minutes for you to arrive. I had to ask Ashley to fill in for you.” Perhaps the employee doesn’t realize (although he should) that his behavior affects his co-workers, as well. Come up with an action plan, don't act in haste. Your employee’s excessive tardiness may be due to a medical issue or family obligations. RESEARCHED JUSTIFICATION REPORT In that case, you may want to make an exception and suggest a later start time or a more flexible work schedule. Respect a person’s privacy, always try to have difficult discussions in private, especially when disciplinary action might be necessary. If you confront an employee in public, he will be more likely to be embarrassed, humiliated or react defensively. Explain your concerns, cite specific examples and then solicit feedback. Clearly outline consequences, develop a policy that addresses the consequences for tardiness. For example, if your employee is occasionally late, ask him to make up that time. If he is consistently late, you may choose to issue a written warning, dock his pay or decrease any bonus he receives. If the behavior affects your bottom line or tarnishes a client relationship, you may have to take more serious action. Reward improvements, reinforce change through praise. When you notice an employee has altered his behavior in a positive way, say so. Your simple acknowledgement will let him know he’s on the right track and will also show him that you appreciate his efforts. You'll be surprised how a few kind words go a long way. 7 RESEARCHED JUSTIFICATION REPORT References: Benbow, L. B. (2011). Sorting letters, sorting lives: Delivering diversity in the United States Postal Service. Lanham, Md: Lexington Books. 8

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