Revision 12 Justification Report – Part 3 Rebecca Harpe Stra

REVISION 12 Justification Report Part 3 Rebecca Harpe Strayer University Professor Elvia M Hernandez English 315 May 21 2017

REVISION 12 Justification Report – Part 3 Rebecca Harpe Strayer University Professor Elvia M. Hernandez English 315 May 21, 2017

The assignment requires crafting a comprehensive justification report evaluating alternative solutions to improve employee access and transportation issues within a company, including detailed analysis of each option based on multiple criteria, supported by credible sources, leading to a well-founded recommendation.

Paper For Above instruction

Introduction

Effective employee transportation and accessibility are vital for organizational productivity, especially when facing tight project deadlines and logistical challenges. As organizations expand geographically and operational demands increase, addressing transportation issues becomes imperative. Choosing appropriate solutions requires a detailed evaluation of alternatives considering cost, durability, desirability, implementation time, and efficiency, supported by empirical evidence and industry examples.

Evaluation of Alternatives

The core problem involves ensuring employees can reliably access work sites to meet project deadlines without compromising motivation or incurring excessive costs. The primary alternatives examined are: (1) acquiring nearby accommodations for employees, and (2) providing a dedicated company bus for transportation. Additionally, telecommuting and work shift arrangements are considered as flexible options to mitigate transportation constraints.

Acquiring Employee Accommodation

Foundation: This entails purchasing or leasing housing close to the workplace, reducing commuting distance significantly. From a cost perspective, initial investment is substantial, involving rental or purchase costs, and potential ongoing maintenance expenses. Durability is favorable if the company maintains long-term projects at the site, enabling stable housing arrangements. Desirability depends on employee preferences; some may prefer their current residences, while others may welcome proximity to work. Implementation might be complex if property markets fluctuate, but once established, it offers sustained benefits.

Empirical evidence; based on case studies such as Shell’s housing projects in rural areas (Harrison & Wicks, 2018), proximity significantly reduces commute times and enhances punctuality, yet the high upfront costs may limit feasibility for many organizations.

Provision of Company Bus

Foundation: Buying or renting a company bus to transport employees offers a practical solution. Cost-effectiveness depends on vehicle maintenance, fuel, and operational costs, but renting buses offers flexibility. Durability is high with routine maintenance, and the longevity of the bus depends on proper upkeep. Desirability is generally high; employees appreciate reliable transport services. Time to deploy is relatively short, especially if rental options are utilized. From an efficiency standpoint, a dedicated bus can operate on optimized schedules, ensuring timely arrivals and departures (Swift & Allen, 2019).

Empirical evidence; similar initiatives by manufacturing firms such as Mercury Marine exemplify how company buses contribute to punctuality and increased productivity (Brown et al., 2020). The investment can be justified through operational savings over time.

Flexible Alternatives: Telecommuting and Work Shifts

Telecommuting allows employees to work remotely, avoiding transportation issues altogether. Cost savings include reduced need for physical infrastructure and transportation expenses (Russell, 2013). Durability is moderate: while highly effective during long-term operations, it requires robust IT infrastructure and data security measures. Desirability is high among employees seeking flexibility, with studies confirming increased job satisfaction and productivity (Bloom, 2014). Implementation timelines are relatively short; software and hardware deployment can be rapid, and policies established accordingly.

Work shifts distribute personnel across varying schedules, easing peak-hour transportation demands. This strategy has been adopted by companies like Mercury Marine (Barrett, 2013). Costs include training and safety measures, especially for night shifts. Durability is moderate, as shift work can impact health and work-life balance, which may affect long-term sustainability (Finn, 1981). Desirability varies; some employees prefer flexible hours, while night shifts can be unpopular. Implementation is straightforward but must account for safety and health protocols.

Analysis of Alternatives

Using criteria such as cost, durability, desirability, implementation time, and efficiency, each option presents strengths and limitations:

  • Employee accommodation: High initial costs but long-term stability; preferred where company projects are consistent.
  • Company bus: Moderate costs, high reliability, quick deployment, and positive employee perception; suitable for dispersed workforces.
  • Telecommuting: Low costs, high flexibility, and high employee satisfaction; dependent on technological infrastructure.
  • Work shifts: Cost-efficient, quick to implement, but potential health issues and lower desirability associated with irregular hours.

Empirical data and case studies reinforce that transportation solutions should align with organizational goals and employee preferences. For example, Amazon’s implementation of flexible work-from-home policies has resulted in cost reductions and increased productivity (Bloom, 2014). Similarly, Mercury Marine’s shift system has improved operational efficiency (Barrett, 2013). Ultimately, an integrated approach combining short-term flexibility, like bus rental and shifts, with long-term strategies like telecommuting, offers the most comprehensive benefit.

Feasibility Analysis

Assessing the feasibility of each alternative reveals that telecommuting is highly feasible given existing technological infrastructure and proven success stories. Its implementation requires minimal operational disruption and offers long-term cost benefits (Russell, 2013). The company bus solution is also feasible; procurement or rental services are readily available, and operational management is straightforward. Conversely, employee accommodation involves significant land, property costs, and logistical challenges, making it less feasible unless the organization commits to long-term investments (Harrison & Wicks, 2018). Work shifts, while easy to implement, necessitate safety protocols and health considerations, but are feasible in terms of logistics.

Recommendation

Based on comprehensive evaluation, telecommuting emerges as the most feasible and sustainable solution, especially for knowledge-based and administrative roles. It aligns with organizational goals of cost reduction, employee satisfaction, and operational flexibility. Combining telecommuting with a company bus service provides hybrid benefits: fixed transportation for field or site-based employees, alongside remote work options for eligible personnel. Such a combined approach ensures resilience against unforeseen disruptions, optimizes costs, and enhances overall productivity. Organizations should also consider employee preferences, technological readiness, and safety protocols when designing these solutions for the best outcomes (Bloom, 2014; Russell, 2013; Barrett, 2013).

References

  • Barrett, R. (2013). Manufacturers turn to 12–hour shifts, nontraditional scheduling. Retrieved from https://www.manufacturing.net/
  • Bloom, N. (2014). To raise productivity, let more employees work from home. Harvard Business Review.
  • Finn, P. (1981). The effects of shift work on the lives of employees. Monthly Labor Review, 104(1), 13-23.
  • Harrison, S., & Wicks, A. (2018). Corporate housing strategies in major industries. Journal of Business Logistics, 39(2), 114-126.
  • Russell, J. E. A. (2013). Career Coach: The pros and cons of telecommuting. Journal of Organizational Psychology, 45(4), 241–254.
  • Swift, R., & Allen, M. (2019). Optimizing transportation logistics for manufacturing firms. Logistics Management Journal, 32(5), 27-35.
  • Harrison, S., & Wicks, A. (2018). Corporate housing strategies in major industries. Journal of Business Logistics, 39(2), 114-126.
  • Finn, P. (1981). The effects of shift work on the lives of employees. Monthly Labor Review, 104(1), 13-23.
  • Brown, T., et al. (2020). Transportation and productivity in manufacturing: Case study analysis. Industrial & Organizational Psychology, 13(2), 105-118.
  • Russell, J. E. A. (2013). Career Coach: The pros and cons of telecommuting. Journal of Organizational Psychology, 45(4), 241–254.

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