BESTCONSULTANT

ENG121: Business and Technical Writing

Name: Number: 21807208

Exam: 050024 Grade: 60.5%

Date: July 9, 2016 Evaluator: S.P.

Dear Student,

The grade you earned on this assignment was below passing. However, you now have another chance to earn a passing grade for this exam. Whatever score you earn on the retake will be posted as the final score for this exam (up to the highest possible retake grade of 70%).

1. Within the next four weeks, prepare a completely revised assignment. You may not just make a clean copy of your work correcting only grammar and spelling errors. Instead, address the issues indicated by the evaluator, as well as apply the revision and editing strategies taught in your study materials, including

· adding specific details which you make up in order to clarify and support your statements

· deleting unnecessary information

· reorganizing for logical flow

2. Review the study materials for this exam, especially samples in the unit that show the correct format, as well as the information given in the exam instructions. Contact the school with any questions about the requirements.

3. Review your graded exam, including the comments and the corrections. In particular, take note of those areas on the evaluation sheet where you scored Fair or lower. These indicate areas on which to improve.

4. Be sure to enclose or attach this sheet when you submit your retake assignment, so we can properly credit your record. For online submission, copy just this form and paste as the first page of your retake exam. If you do not include this form, up to ten points may be deducted from your exam grade.

The Problem of High Turnover Rate

Jay Wallace

July 7, 2016

Header is misisng.

THE PROBLEM OF HIGH TURNOVER RATE

Addresses?

Dear ?

Introduction

I am the vice president Phoenix Advertising whose main headquarters is at Charlotte, North Carolina and the organization has been faced by a number of challenges that have threatened its profitability. One of the problems is the high turnover rate characterized by very important employees quitting and joining the competitor organizations. Just the other month two of the top management people an art director and an account executive left the organization and they each left for a position with a competing agency. This problem can be solved by motivating workers and adding them more incentives in most cases.

Background

When top managers leave an organization there usually is a huge problem especially if they are joining some competitor firms. Sometimes these top managers leave, go work for competitors and since they know so much about the organization they inform the competitors and this may make them have a competitive edge and the organization ends up receiving a ‘double whammy’. Losing the workers and having their secrets known. The key to maintaining employees is by motivating them and making them love the organization as much as they love the job.

Hiring the right people is the best way to solve the problem. In order to solve this problem also motivationshould be at the center of employees’ operations. Motivation can be in different forms, taking account of promotion, increased salaries, bonuses, prices, gifts and even vacations among others. Motivating employees shows that the organization appreciates their efforts and encourages to work even harder. The next step is making the employees feel part of the organization by encouraging them to invest in the organization (Guthrie, 2001).

Phases of the Proposal?

Proposal

Heading 1: Comment by Swati Pant: Use this format. The headings should be the same as the phases of the Proposal.

Heading 2:

Heading3:

Hiring the right people who are ready for the job and are loyal should be the first step and the role of the organization. As mentioned earlier the second step is to motivate employees so that they feel their work is appreciated. The third step is making them part of the organization by encouraging them to buy shares (investment) and be co-owners of the organization. When the right people are hired they will be working as required in the organization and when they are properly motivated they will see no need to leave the organization. When they are part of it, then they will work even harder to ensure they make the organization successful because it means profits to them (Koys, 2001).

Schedule Comment by Swati Pant: Use column format.

· Hiring the right people

· Motivating the employees

· Investment

Staffing Comment by Swati Pant: You need to write about which staff member will oversee each phase of the Proposal, and also mention their qualifications to present the Proposal.

The human resource department will be the one tasked with the role of hiring the right people for the job. The human resource department will consist of individuals who have a good knowledge of the market and in which institutions to get the most qualified individuals for the jobs. Also the department will consist of people who have the ability to test and gauge whether the hired individuals are qualified. The management of the organization will be key in motivating all workers including those employees at the top level. Motivation is broad and it ranges from of better compensation to giving small prices or even congratulating the workers (Hinkin, & Tracey, 2000).

The finance managers and the accountants will then teach the employees on how to invest in the company by purchasing shares. They will be tasked with the responsibility of teaching the workers the importance of buying shares and the profits they stand to achieve if the company performs well.

Budget

It is important to note that the five million dollars set aside for investment is a reserve for the workers where they can borrow money buy shares and repay with time. Basically the workers are expected to use their own money to purchase the shares from the company.

Request for authorization

This plan is continuous, and this means that when it begins it has no definite end. The organization will always hire new workers because some of them are retiring and motivation is a function that leaders have to perform all the time to keep employees happy and in the end increase their performance. Investment also will be a continuous process because new workers hired will be encouraged to also invest in the organization. In the long run, workers will not be leaving the organization for other organizations that are competing with their organization. Motivation increases loyalty, and investment makes them part and parcel of the organization making it hard for them to leave (Smith, & Ingersoll, 2004).

Closing of letter?

References

Koys, D. J. (2001). The effects of employee satisfaction, organizational citizenship behavior, and turnover on organizational effectiveness: A unit‐level, longitudinal study. Personnel psychology, 54(1), 101-114.

Guthrie, J. P. (2001). High-involvement work practices, turnover, and productivity: Evidence from New Zealand. Academy of management Journal,44(1), 180-190.

Hinkin, T. R., & Tracey, J. B. (2000). The cost of turnover. Cornell Hospitality Quarterly, 41(3), 14.

Smith, T. M., & Ingersoll, R. M. (2004). What are the effects of induction and mentoring on beginning teacher turnover?. American educational research journal, 41(3), 681-714.

Evaluation of 050024: “Final Examination”

EXAM GRADE, DATE, EVALUATOR: 60.5%, July 9, 2016, S.P.

NOTE: The numbers on this scoring grid do not show points awarded or deducted but reflect how well you met the criteria. The numbers merely guide the instructor in calculating a final score that fits appropriately within the Penn Foster grading scale (which is given in your online Student Handbook).

· Skill Realized scores indicate grades in the A to high-B range.

· Skill Developing scores reflect grades in the mid-B to C range.

· Skill Emerging scores designate grades in the D to F range.