RE: English justification report 2.2 & 2.3

Running head: RESEARCHED JUSTIFICATION REPORT 1

RESEARCHED JUSTIFICATION REPORT 2

Researched Justification Report

Jaclyn Gosciak

Strayer university

April 29, 2015

RESEARCHED JUSTIFICATION REPORT

Problem Statement

Road works, late trains, broken alarm clocks; are examples of excuses that workers provide for coming late to work. However, within the business world, the competitiveness of the market does give space for legitimate or fake lateness. Continual staff lateness has the capacity to influence the productiveness and profitability of the company adversely. There are lots of companies which have bowed to competitors considering that they might no longer maintain up with strict timelines commonly observed in the higher circles of industry operations. Clearly, lateness is the scenario where employees fail to report to work early so as to start their respective working day shifts on time.

Overview of alternatives

There are several choices that the administration can undertake to get to the bottom of this predicament. The primary option is to provide a transparent lateness policy. The policy must have the right timekeeping requirements, clear shift patterns and the working hours. The policy must set out the consequences of reckless and persistent lateness. Additionally, the new rules should state the disciplinary measures to be undertaken within the event that the rules are violated. Any working time misused has to be compensated and so the policy must be explicit on how the employees will make up for the lost time. Any employee who foresees the likelihood of reporting late to work has to report this to the specified officer with duly explained motives. This would give the management or the officer in charge to plan in advance on how to cover up for this time (Benbow, 2011).

Criteria

There are two options that can be used in saving the situation. . The primary one is to have the workers sign a sheet every time they report on and off duty. Beneath this policy, every employee has to know of the existence of the policy and the enforcement needs to be fair and regular. This makes it hard for the implementation process to take root since it not always easy to manage this kind of program. A different option is to make use of a biometric computing device where the employees signs in with their finger prints each time they report to work. They're additionally supposed to log off after the end of their shifts/working day. This may be the easiest alternative seeing that it's particularly convenient to watch the staff when you consider that there's an automated recording and monitoring method. It's for this reason a favored choice over the manual signing which can with no trouble be manipulated. However, there is need for further research to determine the workability of this technology.. Although there is proof of its success in other areas like the registration and balloting techniques, it's vital that the success of this technology within the human resource area.

Methods

This predicament was established after a keen observation of the current workplace tendencies where lateness is one of the greatest problems hampering many companies. An evaluation of the eventualities revealed that this had been a recurrent challenge that was once slowly fitting unmanageable. In a number of interviews, managers said that it was fairly irritating to deal with workplace time theft, principally where workers report late to work. In other cases, the staff leaves their workstation before the stipulate time. A close study of previous written manuscripts and case studies portray this as one of the most common workplace issues that are threatening the profitability and productivity of the working environment.

References

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Benbow, L. B. (2011). Sorting letters, sorting lives: Delivering diversity in the United States Postal Service. Lanham, Md: Lexington Books.

MORLEY, T. (2015). How to Deal With an Employee Who Is Habitually Late. Franchising World, 47(10), 46-48.

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