For This Assignment, You Will Prove The Validity Of A Claim

For This Assignment You Will Prove The Validity Of A Claim By Present

For this assignment, you will prove the validity of a claim by presenting concrete information that can be used to persuade your audience. You will have an opportunity to argue for or against a specific business decision and provide evidence to support your position. Write a 700- to 1,050-word argumentative essay on a business decision that you would like to propose. Include the following: Explain the business decision. Discuss why the business decision is valid or not valid based on your argument.

Identify the logical structure of each argument within the essay by placing the number in bold at the beginning of each argument. For example (not to be included as part of your assignment): Scenario: Recently the city has shared there will be a water restriction to all homeowners for the next 12 months for conservation efforts. Residents will be allowed to water their yards one time per month. Argument: As a homeowner, I am in clear disagreement with the city's new water restriction for homeowners. If I am unable to water the yard, (1) then my flowers will die, resulting in a negative return on investment. (2) The dry land may cause foundation issues to the property, resulting in potential repair costs. If I am unable to water the lawn, (3) the dry yard and soil will not provide a good curb appeal for the property, which will negatively affect resale value. Because of this, I do not agree with the water restriction imposed by the city. I propose a more lenient water conservation program, such as the one implemented by XYZ County. XYZ County's water restriction program allowed residents to water twice per week. Cite at least 1 reference. Format your assignment according to APA guidelines.

Paper For Above instruction

The decision to implement a flexible remote work policy in a mid-size technology company represents a vital strategic move that balances employee well-being with organizational productivity. This business decision advocates for allowing employees the option to work from home up to three days per week. The primary objective is to enhance employee satisfaction and retention while maintaining, or even increasing, overall productivity levels. The validation of this decision hinges on analyzing the benefits it offers, potential challenges, and how it aligns with contemporary organizational trends supported by scholarly research.

(1) First, adopting a flexible remote work policy boosts employee satisfaction. Research indicates that flexibility in work arrangements significantly correlates with increased job satisfaction, leading to higher retention rates (Gajendran & Harrison, 2007). When employees have the autonomy to choose their work environment, they experience reduced stress and better work-life balance, which enhances their overall job engagement. For example, a survey conducted by Buffer (2023) highlighted that 98% of remote workers expressed a desire to work remotely, at least part-time, for the foreseeable future. Consequently, this increases the company's ability to attract and retain top talent, especially in a competitive technology sector.

(2) Second, remote work can lead to enhanced productivity. Contrary to traditional beliefs that in-office presence is essential for productivity, numerous studies suggest that remote employees often outperform their in-office counterparts. A study by Bloom et al. (2015) found that remote workers at a Chinese travel agency produced 13% more than their in-office counterparts, citing fewer breaks and less sick leave. Moreover, flexibility allows employees to work during their most productive hours, resulting in higher efficiency and better quality of work. Therefore, the perceived loss of supervision is mitigated by self-discipline and technological tools that facilitate tracking and collaboration.

(3) Third, the proposed policy aligns with evolving organizational trends and societal expectations. The COVID-19 pandemic accelerated the adoption of remote work, leading to a paradigm shift in work culture (Brynjolfsson et al., 2020). Employees increasingly value flexibility, and many organizations report that remote work policies improve employer Brand and corporate social responsibility (CSR) image. This alignment with current trends ensures the company remains competitive not only in talent acquisition but also in strengthening its reputation as a progressive organization fostering work-life balance.

(4) Despite these advantages, some challenges warrant consideration. For instance, concerns about communication, collaboration, and company culture deterioration can surface when adopting remote policies. However, these issues can be mitigated through structured virtual meetings, collaborative tools like Slack and Asana, and periodic in-office team-building events. As such, the advantages of increased satisfaction and productivity outweigh these manageable challenges, especially with strategic planning.

(5) Lastly, implementing a flexible remote work policy is justified by its cost-saving potential. Organizations can reduce overhead costs related to office space, utilities, and maintenance (Choudhury et al., 2020). Savings can be reallocated toward technology investments and employee development initiatives, further enhancing organizational efficiency. When integrated thoughtfully, the benefits of this policy strongly support the decision's validity and sustainability.

In conclusion, proposing a flexible remote work policy is a valid and strategic business decision supported by extensive research and current organizational trends. The benefits of increased employee satisfaction, improved productivity, alignment with societal expectations, and cost savings collectively validate this choice. While challenges exist, they can be effectively managed through strategic communication and technological tools. As organizations evolve in response to a digitally connected world, flexible work arrangements will likely remain a cornerstone of successful business practices.

References

• Brynjolfsson, E., Horton, J. J., Ozimek, A., Rock, D., Sharma, G., & Ye, H. (2020). COVID-19 and remote work: An early look at US data. National Bureau of Economic Research. https://www.nber.org/papers/w27344
• Choudhury, P., Foroughi, C., & Larson, B. Z. (2020). Work-from-anywhere: The productivity effects of geographic flexibility. Strategic Management Journal, 41(3), 399-418.
• 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.
• Buffer. (2023). State of remote work 2023. https://buffer.com/resources/state-of-remote-work
• Bloom, N., Zhang, J., & Van Reenen, J. (2015). The impact of remote working on productivity: Evidence from a field experiment. The Journal of Economic Perspectives, 29(3), 15-36.