Running head: PROBLEMS IN THE WORKPLACE PROBLEMS IN THE WORKPLACE 14 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 Numerous of the corporations nowadays are encountering the difficult of raised employee turnover as they move into a system in which they get a working environment that is better, benefits, opportunities and perks. The management of the organization where I work is concerned that there is high employee turnover and seeks to address the problem. This re ...

1. Running head: PROBLEMS IN THE WORKPLACE
PROBLEMS IN THE WORKPLACE
14
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

2. 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

3. 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
Numerous of the corporations nowadays are encountering
the difficult of raised employee turnover as they move into a
system in which they get a working environment that is better,
benefits, opportunities and perks. The management of the
organization where I work is concerned that there is high
employee turnover and seeks to address the problem. This report
aims at getting the probable solution to this challenge and to
deliver the utmost alternative for workforce retention and the
firm. Workplace environments face many problems in their
everyday operations. It is important to identify these problems

4. and then formulate strategies through which they can be solved
since it is only through this method of problem-solving that
organizations can manage to maintain complete operational
effectiveness within the workplace. Within our workplace many
problems currently exist which requires being addressed to
avoid ineffectiveness. In this report, a description of the
problem will be provided, several solution alternatives
explained, criteria of measuring the worth of each alternative
and the methods of research provided (Frey, & Osterloh, 2002).
Problem Statement
Numerous of the corporations nowadays are encountering the
difficult of raised employee turnover as they move into a system
in which they get a working environment that is better, benefits,
opportunities and perks. This report aims at getting the probable
solution to this challenge and deliver the utmost alternative for
workforce retention and the firm.
In every workplace, the employees are significantly important.
An organization’s competitiveness is significantly determined
by the effectiveness of the organizational employees. With this
regard, therefore, all organizations should consider establishing
effectiveness in their operations by maintaining the high
motivation of their employees. In this organization, the problem
that exists is that of motivation towards the employees. The
organization currently does not have any program whose main
purpose is to motivate its employees. Without such a program,
employees often attain the feeling of demotivation, an aspect
that significantly reduces their effectiveness in the workplace.
Increasing the individual motivation is likely to increase the
effectiveness of the employees. With the employee motivation
being significantly increased, the employees will increase their
work effectiveness, an aspect that will increase the ability of
the organization to achieve its set goals and targets more
effectively.
Major Sections of the Report

5. The first and second part of the report had major sections
that presented important aspects of the business. The sections in
the first part include; Problem Statement, Overview of
Alternatives, Criteria, and Methods. The second part had the
following major sections; Evaluation of Alternatives, Findings
and Analysis, and References.
The problem statement section identified the problem that
the business is experiencing. The overview of alternatives
section identified various options that can be used to address
the problem that the business was experiencing. The criteria
represent the items to be considered when evaluating the
appropriateness of the possible solutions to the problem. In this
case, the items that were considered include; productivity, cost,
company image, employee morale, and practicality of the
alternative.
In the evaluation of alternatives, two alternatives were
evaluated. The alternatives were floating holidays and allowing
employees to work from home. The evaluation followed the
criteria that had been identified in the first part of the report.
The section aimed at weighing out the best option between the
two alternatives to address the identified problem.
Overview of Alternatives
For the retention of the specialized workers in the firm, it is
good to study some aspects and make changes as per the
relevance and needs (Venkatesh, & Speier, 2013). These are the
working conditions that are improved, the working setting is
one of the greatest vital. The job perks for example the telework
and additional leaves.
The motivation of employees within an organization can be
increased through several options. Some alternatives are,
however, much better than others. Among the many possible
ways through which an organization can establish employee
motivation, the most effective solution alternatives include
establishing a training and development program that will take
place regularly within the organization, and rewarding highly
effective employees when they increase their effectiveness.

6. Establishing a training program will ensure that employees
continue understanding the importance of effectiveness within
the organization. The regular motivation programs will,
therefore, help to improve effectiveness. Rewards to employees
on the other hand help employees remain motivated to increase
effectiveness so that they can be rewarded and recognized by
others. These two alternatives are therefore suitable solutions to
the organizational problem (Lauby, 2005).
Criteria
Criterion 1: The first criteria are its impact on employees.
Employees can be impacted differently regarding motivation by
each one of these alternatives. The alternative that increases the
motivation of employees is much better
Criterion 2: The second criteria are the cost that the alternatives
will have to the organization. The most appropriate alternative
is the one with low cost.
Criterion 3: The third criteria are the time that the alternatives
will have on the organization. The best alternative is the one
that does not waste too much time for the employees.
Criterion 4: The forth criteria are the time that it is likely to
take for the employees to increase their organizational
effectiveness. The higher the time the lower the preference for
the organization.
Criterion 5: The last criteria are the most preferred alternative
by the employees. The alternative that employees prefer is more
like to motivate them better.
The criteria used for deciding the resolute to lessen the worker
turnover rate are; productivity, charge to the firm, employee
morale, productivity and Image of the corporation.
Research Methods
Interview
Personally, I interviewed some of my co-workers and colleagues
and interrogated them on their satisfaction with the firm and
any alterations they may require bringing the firm to develop
and improve the retention of employees. The interviews aided
me to understand on what the employees anticipates from a firm

7. and what they think to the firm they are exerting their effort
into (Allen, Johnson, Kiburz, & Shockley, 2013).
Questionnaires.
I made numerous questionnaires and distributed them to some of
our workers and interrogated them to provide answers for me to
get their opinions. The questionnaires were applied grounded
on the facts that compares to workers getting a novel job and as
an outcome we got out that, the working environment, job
security and low benefits are some of the main points which
makes them to look for a good association to work with.
Literature review
I made a report on the matter addressed here by gathering data
from diverse sources for example the newspapers, books,
interviews, journal articles, magazines and websites.
Scope and Limitations of the Research
The research aims to identify the most appropriate solution
to the organizational problem at the restaurant. The research is
conducted on the alternatives that were already identified. The
focus on the already identified alternatives was a limitation to
the study. It denied the researcher the opportunity to identify
other alternatives that could be more effective in addressing the
problem.
Evaluation of Alternatives
Setting of a clear time policy
Alternative 1: Proper documentation and communication of the
official working hours
In this alternative, each employee is familiarized of the time
they are to report to work and the time they are to leave their
office work. As in the overview, the workers are needed to sign
an attendance sheet displaying the time they reported to work
and the time they left work (Allen, Johnson, Kiburz, &
Shockley, 2013). This is a technique that has worked for firms
for example the Mic Microfinance Corporation which has tried
and proved its workability.
Alternative 2: Verbalizing the disappoint

8. As mentioned previously, an executive ought not to estate to
record dissatisfy with the late personnel. This will challenge
such workers to improve and attempt as much as they can to
guard the firm’s time policy. From the case training of Mic
Microfinance, the manager noted an immediate perfection in the
employees who had been asked for reporting late to work.
Taking Disciplinary Measures
Alternative 1: Doing a write up
There are workers whose recurring lateness habits do not lessen
or even with the repeated warnings. This was the situation with
Mr. Keen of Global Specialists Ventures, who was demanded to
document his change with five associates and sent an HR a
copy. With the comprehension that they were clearly being
watched, four of the people finally started reporting early and
were not absent carelessly (Venkatesh, & Speier, 2013).
Alternative 2: Taking time off
The time Mr. Keen learnt that the verbal warnings were not
operating well to one of the members, he performed held
another board with MacKay and recapped him of the
corporation’s policies. He then offered him a one day off so
that he could now legitimately decide if he needed to continue
with work or not. The worker reported back and assured to
advocate discipline and the interactions have remained well
since then.
Findings and Analysis
Working from home is the display of laboring at a remote

9. setting, for the greatest part at home, instead of going to office
and coming back later. The remote workers are habitually work
from home just 2 to three days in a week and drive to workplace
for time equalization (Allen, Johnson, Kiburz, & Shockley,
2013).
From the outlook that is ranked, laboring from home is guarded
the time the expenses are accustomed by the recompenses. In an
occasion that the significances overweigh the charges, laboring
from home should be efficiently developed. The following are
the advantages that should be considered.
Enhanced Employee Productivity
The workers who work from home have indicated that they are
stronger at home compared to working out of the workplace.
The important reason provided is that the diverse, seemingly
unlimited, intrusions at the place of work an instance which is
accountable to rehashed resumes. These intrusions occur when
customers make a trip to talk.
Plan Flexibility
Telecommuters are more advantageous the time they can plan
their actual work time amid the utmost greatest times and about
alternate desires in their lives. A small number of people are the
morning people, others are more advantageous in the evening.
Remote employees can plan to labor their individual internal
tickers (Boyd, 2011).
Laboring from home is not seen as an alternative for day care. It
finishes the remote workers with noteworthy adaptability in
planning this type of consideration.
Overhead Reductions:
Organizations that have complex and well-organized work
environments for home projects have devised ways of reducing
the outfitting requirements and space. Organizations that have
many teleworkers have also reduced their office space in similar
manner as the number of worker onsite is low. Furthermore, this
has led to reduced rent expenditures.
Enhanced Employee Retention and Attraction:
Most employees working on projects from the comfort of their

10. homes as compared to the onsite projects. Therefore,
organizations with home-based projects attract more workers. In
addition, local and daily newspapers and other advertisements
have enlisted project and other workers that require employees
to work from their homes.
Bosses additionally utilize working from home to keep
representatives who, for different individual reasons, find that
they can no more drive to their workplaces. Associations find,
for instance, that when the mate of a significant worker is
compelled to migrate, the representative might be held using
working from home.
Program Continuity
Working from home reduces the effect of external constraints
on projects. The remote workers can make use of the available
wiped out days in nursing their ailments. This way, remote
workers can support continuity of various projects as they are
not obliged to leave the project and nurse their minor ailments
at home (Boyd, 2011). Home environment provides a suitable
climate, favorable occasions and good events that can help the
workers continue supporting the projects while enjoying the
work environment.
Results
Criteria
Telework
Floating Holidays
Productivity
Increased
Increased
Cost
High
Cost efficient
Company image
Increased (more competitive)
Moderately increased
Worker Morale

11. Increased
Negligibly increased
Practicality
Moderate
Low
Total Feasibility
Moderate to high
Low to Moderate
Recommendations
The report recommends that the restaurant should
implement teleworking as the most appropriate alternative to
handle the organizational situation. The option presents more
advantages that can effectively help in addressing the
challenges that the company is facing of high employee
turnover.

12. References
Lieber, L. (2009). Beyond December: Creating inclusive holiday
policies for the workplace. Employment Relations Today, 35(4),
99-103.
O`Brien, J., & Marakas, G. (2011). Management Information
Systems (10th edition). New York: McGraw-Hill/Irwin
Olugbode, M., et al. (2008). The effect of Information Systems
on Firm Performance and Profitability. University of Plymouth,
11(1), 11-16
Ruth, S., & Chaudhry, I. (2008). Telework: A productivity
paradox? Internet Computing, IEEE, 12(6), 87-90.
Frey, B. & Osterloh, M. (2002). Successful management by
motivation: balancing intrinsic and extrinsic incentives. Berlin
New York: Springer.
Lauby, S. (2005). Motivating employees. Alexandria, Va: ASTD
Press.
Müller, C. (2011). Employee motivation an incentive at Apple:
do incentives really help to motivate employees. Norderstedt:
GRIN Verlag.
Allen, T. D., Johnson, R. C., Kiburz, K. M., & Shockley, K. M.
(2013). Work–family conflict and flexible work arrangements:
Deconstructing flexibility. Personnel Psychology, 66(2), 345-
376.
Boyd, P. (2011). Six organizational benefits of telecommuting.
The Research Advisors.
Venkatesh, V., & Speier, C. (2013). Creating an effective
training environment for enhancing telework. International
Journal of Human-Computer Studies, 52(6), 991-1005.
Question 1

13. Convergence is the term often used to describe technical
devices that evolve and adopt the functionality of other devices.
For instance, television adopted recording functions, once
owned by the VCR, with the advent of digital video recorders
such as TIVO. Computers are now adopting the functionality of
television with streaming video broadcasts. Cellular phones
with Internet and video capabilities are an example of a
convergent device.
As technology continues to converge how will our emotional
connection and perceptions of media change? Will this be good
thing? How will convergence change business' approach to
media? Explain.
Respond to this… I think that we are very reliant on technology
and the advances that have been made and there is no way to
turn around now. This topic makes me think about when I was a
kid. We did not have cable, the phones we attached to the wall,
or we walked to the corner store to use the pay phone, and we
went to the library and used the Dewey Decimal System to find
a book that we needed to write a report. I could not imagine
doing that now. I remember walking into a bar a few years ago
that still had a pay phone and I about died laughing. I think as
time, and technology, continues so will our emotional
connection to the things that have made our lives so much
easier. When I see the commercials for the new refrigerators
that you can make a shopping list from and connect it to the cell
phone, I think about how incredible that would be. I do not
think that the advances in technology is a bad thing, but I can
see how the older (ok, older than me) might have a problem
with it. I have many associates that do not trust paying bills on
line or setting up auto pay. But I can understand why. You see,
when technology and computers were in three early stages of
development it was so easy for the computer whizzes to gain
access to our personal information and steal from us or assume
our identity. I know that the baby boomers are set in their ways,
and we cannot change their minds, and the Millennials are far
more advanced than us Gen X, but as technology evolves, so do

14. we.
Now when switching to the business aspect of the topic, I will
start by saying that the first time I did a physical inventory of
the restaurant I was working at, it was much different that the
way things are done now. Back then we did weekly inventories
and the manager physically counted every item in the restaurant
and recorded it on the inventory sheet. Now, when I was 18, we
needed to know math, at least the basics. Each week we were
sent inventory sheets that we had to fill in our beginning
inventory (which was our ending count from the prior week)
then add in all deliveries to get a beginning count. But then we
needed a unit per measure cost, and once again, it was calculate
by hand. So, think about a restaurant and all the items used, an
average inventory sheets were at least 20 pages long and all
deliveries and unit costs and beginning inventories were figured
by hand. It took a lot of time and a lot of math skills.
But now our children need a calculator in the third grade to do
math. Kids today cannot do basic math and without computers,
companies would lose so much money. I must say that I wished
people were taught the basic skills that we learned in my
generation, but without technology, I believe that we would be
worse off than we are now