ENG HW4-2

You have two memos of transmittal. Why? Your heading on the first one is incorrect. Your headings on the memo of authorization and the second memo are not formatted correctly. Use the to:, from:, date:, and subject: lines. Don't include front matter, body, and back matter labels. Those are just descriptors for writers. They're not labels intended for readers. Include your TOC in the TOC. Pick one of the memos of transmittal and remove the other. I did not understand the second half of your executive summary (from "steps" on).

Neither the introduction nor the background section go into "diversity." What does diversity mean? Why is it important? Why is it important to Dunder Mifflin. Your introduction also needs to introduce the report. I know it seems repetitive because you've essentially summarized the report twice in the memo and the summary, but you still need to treat the report as a distinct thing separate from the front matter. So why are you writing this report? what is the scope of this report? What did you do to write this report?

Okay, so what should you do? So you've got this diversity plan that I've provided (attached to this message and on canvas). That's what you're recommending, that dunder mifflin adopt the US SEC Diversity and Inclusion Strategic Plan. You need to be able to summarize that plan, note its key steps, definitions, outcomes, and costs. And you need research (again, not a ton) that shows why implementing a plan like this is a good thing for Dunder Mifflin. Your methodology section should explain why you picked this plan. Like if you were actually in charge of this, what criteria would plan need to meet to get your recommendation. Explain that criteria to the reader. Explain how you conducted internet research to determine the effectiveness of diversity programs. In your analysis section, you want to explain how the program you're recommending meets the criteria you established in the methodology section. You then want to present your research that shows implementing a diversity program would benefit dunder mifflin. Now either before or after the methodology and analysis sections, you actually want to describe the program to the reader, noting the program's key steps, definitions, outcomes, and costs. I'm honestly not sure where this would work best. I think after probably. Then your conclusion.

Then your recommendations.

To: Dunder Mifflin Regional Managers

From: David Wallace, CEO

Date: 7/6/2022

Re: Formal Report Authorization

This document is in response to the request for proposals by Dunder Mifflin managers on implementing a diversity program to ensure happy customers as well as employee satisfaction. The report contains a complete viability analysis of a diversity program at Dunder Mifflin. The strategy will make clients happy and ensure employee satisfaction at the workplace. This, in turn, will increase the company's output and sales at the same time.

From our research, we have realized that Dunder Mifflin is doing great in the marketplace. The report thus proposes a bold achievable effort on a diversity program that aims to better the company's workplace. Implementing a diversity program in the company will accrue benefits, including;

· Improving employee motivation 

· Bettering the company's workplace

· Increasing the company's sales

· Ensuring customer satisfaction

We would like to thank the committee for looking at our research proposal. We hope that the analysis we provide addresses with the company's worries and suggests that the managers will implement a diversity program for the company's benefit.

Table of contents

•          Frontmatter

Letter of authorization

Memo of transmittal

Executive summary

•          Body

Introduction

Background 

Probable plan and analysis

Conclusion

Recommendations

•          Back matter

References

           Appendices

Letter of authorization from Dunder Mifflin managers

Over the last twenty years, Dunder Mifflin has seen significant growth and success. We have become the biggest paper supplier in the Eastern region of the United States, and we have expanded our reach into the tablet market. We could not have gotten to this place without our employees' hard work and dedication. So, Dunder Mifflin's next big challenge is not in the marketplace but the workplace. We want to make Dunder Mifflin a better company to work for because we believe that happy employees make happy customers. 

So that is where you come in. We are asking you to author a report that proposes one bold, achievable effort the company can make to improve itself. This proposal should objectively improve the workplace without sacrificing overall productivity or company resources. 

We request that you restrict your proposal to one of the following ideas:

• Providing a workplace daycare

• Establishing an employee recognition program

• Going green

• Changing the traditional 40-hour work week

•  Implementing a diversity program

• Increasing the ability for staff to work remotely

Should we select your proposal, we would like to implement it by the beginning of next year, so we need your final report by December 8.

Sincerely.

Memo of transmittal

David Wallace,

CEO Dunder Mifflin

David Wallace 

Chief Executive Officer, 

Dunder Mifflin Regional company,

United States

Dear Mr. David

This report presents the information regarding the changes that should be incorporated within the Dunder Mifflin company to ensure that employees are satisfied and customers are happy. A thorough analysis of the specific plan of action toward bettering the company's strategies.

Our analysis involves investigations on the market strategy for Dunder Mifflin company and employee satisfaction. We have spoken to the company's managers through a letter that requested us to establish a strategy to help the company create a good working strategy for its employees. According to our research, we concluded that implementing a diversity program for the company will better employee satisfaction. We have presented an outline for implementing a diverse program for the company in the attached report for review.

We appreciate for trusting us to handle the company research for you. We are happy about your company's progress and look forward to working with you to improve employee satisfaction. Kindly review the formal report and offer a response based on your thoughts.

In case of emerging concerns, feel free to contact us anytime. We look forward to communicating to further the project.

Sincerely.

Executive summary

In response to the appeal for proposals by the Dunder Mifflin company managers, the report researches the viability of implementing a diversity program for the company. This program will aid the company in meeting the satisfactory needs of the employees. After that, the employees will be able to deliver quality services to customers. When customers receive quality services, they become happy and meet the company managers' desires (B.J. Novak, 2019). We anticipate that the proposed strategy will encourage the employees and lead to happy clients for the Dunder Mifflin company.

Through a research survey, we realized that implementing diversity programs in the company's operations is a great take that should be incorporated. Considering prior researchers' work, B.J. Novak mentioned the urge for Michael to create diversity in the workplace for Dunder Mifflin Company. The article, among other scholarly research works, gives leeway to the importance of implementing diversity programs for the company.

We have investigated and realized that different steps could be employed to implement a diversity program. These steps include; 

· Data collection

· Identification of the areas of concern and enhancement rating and implementing diversity

· Communicating measures

· Results and findings 

The report further discusses and analyses the company's existing strategies. From the analysis, we have affirmed the viability of implementing a diversity program and found it to be the best strategy for accomplishing the company's desired treats to its clients.

We have estimated an increment in the sales of the company's products and its interaction with the employees and customers. However, employees will have a friendly environment for working and delivering their best (Nishat, n.d.). As the program grows, we anticipate that revenue collection for the company will also take a turn increasing.

Introduction

In response to Dunder Mifflin company managers' request to better the company's employee services, this report targets creating a strategy that will help the company's employees and clients retain good relationships and service. By considering the employee satisfaction factors and customer satisfaction, our analysis looks to realize a strategy to meet the company's desires. the strategy to be put forward should be

· Effective

· Measurable

· Ease to adapting

· Less costly

Background

Dunder Mifflin company is a corporation that deals with paper sales and office supplies. Dunder Mifflin company operations are based in the Eastern region of the United States. It is the largest supply company for paper products within the region. It also has an expanded tablet in marketing. Market strategy for the company is unquestionable as it has good performance in sales and marketing.

Robert Dunder and Robert Mifflin established the business in 1949, first supplying metal frames (Nishat, n.d.). The business later began selling paper and has numerous outlets throughout the United States.

The business filed for bankruptcy in 2009, and Sabre, a printing manufacturer, purchased it. Sabre was liquidated in 2012, and the business reverted to its previous name of Dunder Mifflin. The company is focused on offering quality office and data technique products, equipment, print values and quality experience for their customers. 

Probable plan and analysis

Overall, there are several steps to implementing a diversity program in the company. First, we will need to collect data relevant to enhancing the company's operations. A diversity program entails the presence of groups of people and individuals with differences. Diversity also includes employees with diverse viewpoints and perspectives. Data collection entails determining the diversity of employees among the already existing group. Establishing the variance and extends to which the company has diversified its employees. The benefits of diversification of employees are to ensure that all the customers are fully attended to depending on their needs.

Secondly, the identification of the areas of concern and enhancement. The area that needs to be improved depending on the company's desires includes employee satisfaction and customer satisfaction. This strategy can be achieved by ensuring that the diversity program within the company is supported (Pavlou, 2021). Employee satisfaction ensures that workers are happy in their working environment. Customer satisfaction is enhanced through the satisfaction of company employees.

Thirdly, crafting and implementing diversity. This is achieved by examining and creating measures of application to the needs of the company. The company plans to ensure that there is maximum satisfaction among the employees. Thus they should look into enhancing the diversity of employees by recruiting employees from different backgrounds, with different perspectives and ethnic groups. This allows for free interaction and working in the company.

Again, improving communications. This allows employees to freely give their opinions and views on certain aspects. This advantage is to allow the workers to feel appreciated and recognized in their workplace and duties (Pavlou, 2021). Enhancing communication allows for the improvement of interaction between the managers and the employees. It boosts the courage and motivation levels of the workers.

Additionally, the research findings show that implementing diversity programs such as communication and recruitment measures encourages employees by enhancing their interaction and communication skills. The findings show that the company needs to engage its employees with strategies that make them appreciated, such as consulting them before making decisions for the company. This gives the employees confidence and trust, motivating them to execute their duties. Also, adding employees from diverse regions of the country to work in the company will enhance their understanding of population diversity (B.J. Novak, 2019). This allows understanding of the different needs and approaches to people's needs.

 Diversity programs such as offering educational services to enhance employee talents and skills also boost the motivation level of the employees. Allowing the employees to advance their knowledge through company-sponsored programs helps in the designing of a better workplace environment. Employees are highly motivated by personal advancements and skills promotions. Through these programs, they are also able to understand the best ways to ensure that they meet customer needs and make clients happy.

Conclusion

In conclusion, creating an employee-friendly environment such as diversity programs ensures that the employees are motivated to learn. Diversifying the work team also creates a better understanding of the difference in people's understanding and meeting customer needs. Engaging employees in the decision-making process also enhances motivation and best performances.

Recommendations

Based on the research findings, we would recommend that the Dunder Mifflin Company; 

· To adopt measures to recruit a diverse work team in the company that will help enhance the company's internal and external interactions.

· To avail company-sponsored training programs for the employees to further their skills and talents. 

· To offer opportunities for their employees to express their opinions and perspectives on different subject matters and decision-making processes.

· Creating interaction sessions for the employees and managers will boost their confidence and the overall company interrelations.

References

B.J. Novak. (2019). Diversity Day. Dunderpedia: The Office Wiki. https://theoffice.fandom.com/wiki/Diversity_Day

Nishat, A. (n.d.). How to Develop a Diversity & Inclusion Program from Scratch. Blog.remesh.ai. https://blog.remesh.ai/diversity-inclusion-programs

Pavlou, C. (2021, August 13). Diversity and Inclusion Training: Do You Have to Train Your Managers? eFront Blog. https://www.efrontlearning.com/blog/2021/08/diversity-and-inclusion-training.html