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This document summarizes the author's work on organizational culture and climate. The author was motivated to focus on this topic based on experiences feeling like a machine expected to produce results, rather than an individual, at large companies. Many companies only focus on short-term profits without considering integrating employees or long-term planning. The author analyzed their current and past three jobs, finding companies don't apply strategies to improve work life and ensure business success. In conclusion, most companies only see employees as a means of production, and not all companies are interested in improving conditions or updating practices.
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This summarizes a document discussing Frederick Herzberg's two-factor theory of motivation as it applies to understanding worker motivation in Ghana. The theory posits there are two sets of factors: hygiene factors and motivators. Hygiene factors like salary and working conditions prevent dissatisfaction but do not motivate, while motivators like achievement, recognition and responsibility provide satisfaction and higher motivation. The document examines how both sets of factors influence Ghanaian workers and suggests managers address hygiene factors to reduce dissatisfaction and use job enrichment to create conditions for satisfaction through motivators.
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Justification Report Part 3-Final
Problems in the Workplace
Phabian Smith
Strayer University
ENG 315 – Professional Communications
July 20, 2017
Letter of Transmittal
Date: July 27, 2017
Name of Professor: Julie Davenport
Name of the University: Strayer University
Subject: Letter of Transmittal
Dear Sir,
As part of the English program and the faculty of Strayer University, it is with immense pleasure that I submit to you this research report. With due respect, I submit the Justification Report, which you mandated.
Though I’m still pursuing the course, through this report, I have gained significant insight into the ideas involved in preparing a Justification report. As a learner, the experience was challenging and interesting. I’m grateful to the support that you provided through the ideas about preparing a Justification Report. Your judicious advice helped me to accomplish the task.
Yours’ sincerely,
Phabian Smith
SU200201853
ENG 315: Professional Communications
Table of Contents
Executive Summary 3
Problem Statement 5
Major Sections of the Report 6
Alternatives 6
Criteria. 6
General Methods. 6
Major conclusions. 6
Scope and Limitations of the Research 9
Criteria 9
Methods 9
Overview of Alternatives 9
Evaluation of Alternatives 9
Criterion 1. 9
Criterion 2 9
Findings and Analysis . 11
Recommendations 14
References 15
Executive Summary
This report was commissioned to analyze and evaluate alternative measures that can be applied to address the problem of increased employee turnover in one of America’s favorite restaurant. The analysis and evaluation used in the report followed criteria that focus on the productivity, cost, company image, employee morale, and practicality of the alternative. The result shows that there are several options that the organization can adopt to address the issue, which include teleworking and floating holidays. However, it identifies teleworking as the most appropriate for the particular organization. Consequently, it recommends the adoption of teleworking as a means of addressing the organizational problem. The challenge was the fact that the impact of the various alternative reflected small variations that made it difficult to arrive at the best alternative.Introduction
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- 1. ENGLISH WORK MOTIVATION : the motivations that led me to focus my work on the chosen theme (climate and organizational culture ) , are based on the work I've had lately and in which , despite having worked in large companies, have not felt that commitment by leaders consider their employees as individuals , but as something that should give results, ie a machine more production . But neither have been concerned about their companies , since studies on the subject are very clear in stating that those who make their employees an integral part of their companies undoubtedly find reflected their efforts to better results and thus its growth economic be guaranteed .
- 2. The problem is that many of the companies in our country , do not apply or advance in studies of personnel management or integration of its employees to their companies have stopped in time and just looking to generate immediate profits , without a projection in time and thus , the benefits achieved in the short or medium term, spend your charge account with the passage of time and companies will disappear bankruptcy or because their results at the time were not as expected.
- 3. FOCUS : The focus I gave to my work, is purely informative as I did, using comparisons, the work currently I have , with the last three jobs I had had before this .
- 4. RESULTS : The response specifically the analysis has been done by the theme has been positive , as can be evidenced that does not apply in the least , labor improvements that can lead to business success.
- 5. Conclusions : The conclusions I could draw , are as follows 1- A most companies only interested in having employees as a means of producing more . 2- That from directions of human management or personnel should implement actions leading to improve the quality of life for employees . 3. That not all companies are interested in updating and improving .
- 6. DESCRIPTIVE SUMMARY : At work I did was take several texts and unify them.
- 7. NEWS SUMMARY : The purpose of this paper is to make a comparison of how address the issue of organizational behavior and organizational climate in different companies they have worked in recent years . The methods used to do the same , are the same and research papers on the subject. I think getting Scopes are creating awareness among companies to make the most efficient employees who, creating in them a change, but promising companies , giving them a more dignified treatment that makes your quality of life better