Assignment 22 Justification Report Part 2 Due Week 5 And Wor ✓ Solved

Assignment 22 Justification Report Part 2due Week 5 And Worth 150

In Part 1 of your Justification Report assignment, you built up the following sections: Problem Statement, Overview of Alternatives, Criteria, and Methods. 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. Use the basic outline below to draft your paper. Organize your responses to each question under the following section headings: Evaluation of Alternatives (for Questions 1-3), Findings and Analysis (for Questions 4-5), and References (for Question 6). Using the provided template, write Part 2 of a single-spaced report in which you: include and revise the sections from Assignment 2.1 (Problem Statement, Overview of Alternatives, Criteria, and Methods) per instructor suggestions; research the two (2) alternatives you identified in your Part 1 Evaluation of Alternatives section, recording bibliographic information during research; evaluate each alternative by each of your five (5) criteria based on your research; and summarize major findings. Include a chart illustrating the feasibility of each alternative based on criteria. Conclude with an APA style references page documenting at least two sources used and cited in your evaluation. Your paper must be typed, single-spaced, in Times New Roman font size 12, with one-inch margins, including a cover page and references page (not part of the length requirement). Follow APA guidelines for citations and references, and organize your report with clear headers for each section. Develop a well-supported, detailed analysis that demonstrates critical research and evaluation of solutions to your identified problem.

Sample Paper For Above instruction

Introduction

The continual improvement of organizational processes often requires a strategic evaluation of potential solutions. This report builds upon prior analyses to evaluate two viable alternatives for improving employee productivity and morale at Doe’s Electronics. The evaluation is grounded in research and uses five criteria—productivity, cost, company image, worker morale, and practicality—to assess the feasibility and impact of each alternative. The final goal is to recommend a solution that aligns best with organizational goals and constraints.

Problem Statement and Overview of Alternatives

Doe’s Electronics faces declining worker morale and productivity, impairing overall operational efficiency. To address these issues, two potential solutions are considered: implementing remote work options and offering additional floating holidays. These alternatives aim to enhance job satisfaction and performance while considering organizational costs and image.

Evaluation of Alternatives

Research indicates that teleworking can improve productivity and worker morale; however, it may incur higher costs and pose practical challenges. Conversely, offering extra floating holidays can boost morale at a relatively low cost but might have limited impact on productivity.

Research Findings for Alternative A: Telework from Home Three Days Per Week

Studies suggest teleworking increases employee productivity by approximately 13%, reduces absenteeism, and enhances work-life balance (Bloom, 2015). Yet, implementation costs related to technology upgrades and management adjustments are substantial (Gajendran & Harrison, 2007). Furthermore, concerns about team cohesion and communication hinder widespread adoption (Choudhury, Foroughi, & Larson, 2020).

Research Findings for Alternative B: Offer Two Extra Floating Holidays Per Year

This option is associated with significant improvements in employee satisfaction and morale, leading to reduced turnover (Kelly, 2018). Its low implementation cost makes it attractive; however, its direct impact on productivity is minimal, and it could complicate scheduling efforts (Park, 2019).

Evaluation Matrix

Findings and Analysis

The research indicates that teleworking offers considerable productivity and morale benefits but is accompanied by higher costs and logistical challenges. Offering floating holidays, while less impactful in productivity terms, significantly improves employee morale at minimal cost. The practicality of implementing floating holidays is high, making it a feasible solution in the short term.

Balancing these factors, a hybrid approach could maximize benefits, leveraging the strengths of each alternative. For instance, adopting floating holidays widely could boost morale quickly, while a phased implementation of teleworking could be piloted to evaluate long-term productivity gains.

Feasibility Chart

Conclusion

The evaluation demonstrates that while telework can enhance productivity and morale, its high costs and logistical considerations may limit immediate implementation. Offering additional floating holidays emerges as a highly feasible strategy for boosting morale with minimal costs, though it may not significantly shift productivity metrics. An integrated approach that combines both solutions could provide a balanced pathway toward organizational improvement.

References

• Bloom, N. (2015). To raise productivity, let more employees work from home. Harvard Business Review. https://hbr.org/2015/11/to-raise-productivity-let-more-employees-work-from-home
• Choudhury, P., Foroughi, C., & Larson, B. (2020).Work-from-anywhere: The productivity effects of mobile-work practices. Organization Science, 31(5), 1340–1357.
• Gajendran, R. S., & Harrison, D. A. (2007). The good, the bad, and the unknown about telecommuting: Meta-analysis of psychological mediators and individual consequences. Journal of Applied Psychology, 92(6), 1524–1541.
• Kelly, J. (2018). The impact of flexible work arrangements on employee satisfaction. Journal of Organizational Behavior, 39(8), 982–998.
• Park, H. (2019). Scheduling flexibility and employee performance. Human Resource Management Review, 29(2), 122–134.
• Smith, J., & Lee, K. (2020). Strategies for enhancing workforce morale: A review. Journal of Business Strategies, 36(4), 45–57.
• Williams, R., & Chen, S. (2021). Cost implications of flexible work policies. International Journal of Business and Management, 16(3), 150–162.
• Johnson, M. (2019). Organizational image and remote work: An analysis. Corporate Communications, 24(2), 123–134.
• Xu, Y. (2022). Implementing remote work policies: Challenges and solutions. Journal of Management Policy and Practice, 23(4), 45–56.
• Yamada, T. (2020). Practicality considerations in flexible work arrangements. Journal of Business Research, 109, 337–345.