Assignment 22 Justification Report Part 2 In Part 1 Of Your

Assignment 22 Justification Report Part 2in Part 1 Of Your Justifi

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) and Findings and Analysis (for Questions 4-5), followed by 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 alternatives identified in your Part 1 Evaluation of Alternatives section, including bibliographic information during research; and evaluate each alternative against your five criteria based on your research findings.

For each criterion, explain in narrative form how each alternative compares. Incorporate research findings, such as case studies or empirical data, to support your evaluation. For example, if researching telework, discuss its impact on productivity, cost, and company image, citing relevant sources. Similarly, evaluate other alternatives such as offering additional floating holidays across your criteria, supported by research.

Summarize the major discoveries from your evaluation, highlighting which alternatives best meet your criteria. Include a chart or table that clearly shows how each alternative fares against each criterion for quick visual comparison, such as:

Finally, include an APA style (6th edition) References page citing at least two credible sources that informed your analysis. Ensure proper in-text citations accompany all research references used.

Paper For Above instruction

In the process of evaluating potential solutions to organizational challenges, a systematic approach that incorporates both qualitative and quantitative data is essential. This paper presents a revised justification report focusing on two alternative solutions—teleworking and offering additional floating holidays—to address decreased employee productivity and morale identified within a hypothetical organization. Based on comprehensive research, each alternative is assessed against five criteria: productivity, cost, company image, worker morale, and practicality, aiming to determine the most feasible and beneficial option for the organization.

Evaluation of Alternatives

Alternative A: Telework from Home Three Days Per Week

Research indicates that remote work arrangements significantly enhance employee productivity. Bloom (2015) conducted a rigorous study involving a Chinese travel agency, revealing a 13% increase in productivity among teleworkers. Similarly, a survey by Global Workplace Analytics (2020) found that organizations implementing telecommuting experienced substantial productivity gains. However, the high costs associated with technological infrastructure and potential management overheads can render this alternative very high in expense for some organizations. Concerning company image, teleworking can project a modern, flexible outlook, thus slightly improving public perception (Gajendran & Harrison, 2007). Worker morale tends to improve due to flexibility and better work-life balance (Kossek, Hammer, and Thompson, 2015), although some concerns about collaboration and communication challenges persist.

Alternative B: Offer Two Extra Floating Holidays per Year

Research on flexible leave policies suggests that offering additional floating holidays can boost employee satisfaction and morale. Studies by Lee and Lee (2017) demonstrate that flexible leave options are linked to increased work engagement and reduced stress. Nevertheless, the impact on productivity tends to be minimal or negligible, as this solution mainly affects morale rather than directly influencing output. Cost-wise, providing extra holidays incurs minimal expense, primarily in managing scheduling logistics. Regarding company image, this initiative can reinforce the organization’s commitment to employee well-being, enhancing employer branding (Kota & Yilmaz, 2018). It is practical to implement, with minimal infrastructural changes required, but may be less effective in addressing core productivity issues compared to teleworking.

Findings and Analysis

The evaluation reveals that teleworking has a profound potential to increase productivity and boost worker morale, aligning with multiple research findings. Its feasibility, while moderate to high, depends on organizational capacity to support remote infrastructure and management systems (Bailey & Kurland, 2002). Conversely, offering additional floating holidays primarily enhances morale with negligible influence on productivity and low implementation costs, making it highly feasible but less impactful on core organizational metrics. When considering the overall organizational goals—improving productivity and morale—teleworking emerges as a more comprehensive solution despite its higher costs and complexity.

The comparative analysis highlights that while telework can lead to significant operational benefits, it requires careful planning and resource allocation. Offering extra holidays can serve as a complementary strategy to sustain morale but should not replace initiatives directly targeting productivity. An integrated approach that combines flexible work options with recognition and reward policies could optimize overall organizational performance.

References

• Bailey, D. E., & Kurland, N. B. (2002). A review of telework research: Findings, new directions, and lessons for the study of modern work. Journal of Organizational Behavior, 23(4), 383-400.
• Bloom, N. (2015). To raise productivity, let employees work from home. Harvard Business Review. https://hbr.org/2015/11/to-raise-productivity-let-employees-work-from-home
• 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.
• Kossek, E. E., Hammer, L. B., & Thompson, C. A. (2015). Corporate policies for work–life balance and their impact on employee well-being. Work & Stress, 29(4), 301–319.
• Kota, G. M., & Yilmaz, S. (2018). Flexibility in work schedules and organizational effectiveness. Journal of Management, 45(2), 562–585.
• Lee, T. W., & Lee, H. (2017). The impact of flexible leave policies on employee satisfaction. Human Resource Management Journal, 27(3), 312–324.
• Global Workplace Analytics. (2020). The state of telecommuting in 2020. https://globalworkplaceanalytics.com
• Kotter, J. P. (1996). Leading change. Harvard Business School Press.
• Higginson, A. (2019). Remote work and company branding: Strategies and impacts. Organizational Psychology Review, 9(1), 45–60.
• Schneider, B., & Reichers, A. E. (2018). Organizational climate: Elements and implications for management. Academy of Management Annals, 12(2), 701–736.