Assignment Details And Rubric: Are You The Executive Manager

Assignment Details And Rubricyou Are The Executive Manager Of A Busine

You are the executive manager of a business. It has come to your attention that some of your employees have not been accurately reporting their actual hours worked on their submitted time sheets. You will correct this issue going forward with a formal control system. Following the four steps of a formal control system, write the section of your employee handbook that consists of the standard which details how employees are to properly request leave and report time worked, followed by the other three steps, detailing the proper implementation of a formal control system suitable to this situation. Please see the rubric below for complete instructions and details.

Minimum Submission Requirements: • Your Assessment should be at least 2 full double-spaced pages in length, using size 12-point font in Word. • Be sure your paper is well written in paragraph form, with correct spelling, grammar, and punctuation. • Be sure to name your file according to the following Kaplan file-naming convention: username_homework_unit#.doc (username is your Kaplan username). • You may use external sources in addition to the required module readings. Cite any external sources used. • Your paper must be written in Standard English and demonstrate exceptional content, organization, style, grammar, and mechanics. • Your paper should provide a clearly established and sustained viewpoint and purpose. • Your writing should be well ordered, logical, and unified, as well as original and insightful.

Plagiarism is an act of academic dishonesty. It violates the university’s honor code, and the offense is subject to disciplinary action. You are expected to be the sole author of your work. Use of another person's work or ideas must be accompanied by specific citations and references. Whether the action is intentional or not, it still constitutes plagiarism. For more information on Kaplan University’s plagiarism policy, refer to the current Kaplan University Catalog.

Paper For Above instruction

Effective management and control of employee work hours are critical components of organizational success, particularly in ensuring operational efficiency and fiscal accountability. Addressing the issue of inaccurate reporting of hours requires the implementation of a comprehensive and systematic formal control system. This essay discusses how to develop and apply such a system using the four fundamental steps of control—Establishing standards, measuring performance, comparing performance against standards, and taking corrective action—specifically tailored to improve time reporting and leave requests within a business environment.

Establishing Standards and Procedures in Employee Handbook

The first step involves defining clear, concise, and enforceable standards that articulate the expectations for employees regarding time reporting and leave requests. Standard procedures should specify the process employees are to follow when requesting leave, such as submitting written requests in advance through a designated portal or form, providing necessary documentation (e.g., medical certificates), and adhering to notice periods. For reporting hours worked, standards should mandate the use of a reliable time-tracking system—digital software that records employee clock-in and clock-out times automatically, or a manual submission process reviewed and verified regularly. Clear guidelines on expected accuracy, timeliness, and transparency in reporting are essential. These standards should be incorporated into the employee handbook, emphasizing accountability, consistent application, and consequences of non-compliance, which may include disciplinary actions.

Implementing the Control System: Measurement and Monitoring Performance

The second step involves establishing measurement tools and procedures to monitor employee adherence to reporting standards. This can be achieved through utilizing digital timekeeping systems that automatically log hours worked, combined with manual audits to verify entries. Regular review of timesheets and leave requests should be conducted by supervisors or HR personnel to identify discrepancies or inconsistencies. Additionally, implementing a logging mechanism that compares reported hours against activity logs or project schedules helps ensure accuracy. Transparent communication about the system's monitoring role fosters trust and emphasizes managerial oversight as part of ongoing performance management.

Comparison and Evaluation of Performance Against Standards

The third step entails evaluating actual employee reports against the established standards. Discrepancies such as unexplained variances, late submissions, or inconsistent reporting patterns should be flagged for review. Data analytics tools can assist in identifying trends—such as frequent adjustments or corrections—that suggest manipulation or misunderstanding of reporting procedures. By comparing system-generated reports with manual logs and previous data, managers can determine compliance levels. This evaluation phase also involves providing feedback to employees about their performance and reinforcing expectations, fostering a culture of accountability and integrity.

Corrective Actions and Continuous Improvement

The final step involves taking corrective actions to address identified issues and continuously improve the control system. When discrepancies are found, managers should meet with employees to discuss the causes—whether lack of understanding, negligence, or intentional misconduct—and provide training or re-education on proper reporting procedures. Consequences for repeated violations should be clearly communicated and enforced as per company policy. To sustain effectiveness, management should periodically review the control system, seek employee feedback, and incorporate technological advancements such as automated prompts or reminders before submission deadlines. Training sessions, clear documentation, and supportive supervision are crucial to foster compliance and prevent future inaccuracies in reporting.

Conclusion

Implementing a formal control system based on the four key steps—standards setting, measurement, comparison, and corrective action—is essential for rectifying inaccurate time reporting and leave request issues. By embedding these procedures into the employee handbook and ensuring consistent application, organizations can promote transparency, accountability, and fairness. Ongoing monitoring and responsive adjustments further reinforce the system's effectiveness, ultimately supporting organizational efficiency and integrity.

References

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