Sample report - Sample report Executive summary 1. Problem...

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Sample report Executive summary 1. Problem Identification 1.1 Lack of Motivation 1.2 Communication Problems 1.3 Leadership Problems 1.4 Employees Lack of Interpersonal Skills 1.5 Lack of Initiative 2. Statement of Major Problems 3. Generation and Evaluation of Alternative Solutions 3.1 Motivation 3.1.1 Rewards and Recognition 3.1.2 Recognition 3.1.3 Attainable Goals 3.2 Communication Problems 3.2.1 Weekly Meetings 3.2.2 Consultation 3.2.3 Retrain Mrs. Blakely 3.2.4 Informal Communication 3.3 Leadership Problems 3.3.1 Retrain Mrs. Blakely 3.3.2 Re-delegation 4. Recommendation 4.1 Motivation
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4.2 Communication 4.3 Leadership 5. Implementation 6. References Executive summary The following report is based on a case study of Lawton, Langridge, Lipton and Lawless, Solicitors. The main problems that have been identified are major problems of staff motivation, lack of communication (informal), and Mrs. Blakely's lack of leadership skills. A recommendation for the motivation problem is that Mrs. Blakely set attainable goals for the employees and reward and recognize the clerks when they have achieved their goals. For the problem of lack of communication, it has been recommended in this report that weekly meetings be held and that Mrs. Blakely be retrained both for development of communication skills and leadership skills. The reward program is expected to cost the company approximately $450.00 per month whilst the setting of attainable goals is not expected to cost the company anything. Because Mrs. Blakely will have to read 22 documents per month in order to recognize the employees appropriately, she will need to be paid extra for this work i.e. overtime pay. Assuming it will take half an hour to read one document, there will be approximately eleven hours spent on reading. It has been assumed that Mrs. Blakely earns $18.00 per hour while the clerks earn $15.00. Therefore, approximately, it will cost the firm $500.00 per week for ten weeks. The weekly meetings will be run one hour before the end of the working day, beginning at 4:00 pm. and ending at 5:00 pm. eliminating the need to pay overtime. 1. Problem identification 1.1 Lack of Motivation
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There is much evidence pointing towards a severe lack of motivation in the WPC department, these being the employees' constantly running late to get to work, a high error-rate through carelessness and also a high turnover rate. Mrs. Blakely views her employees from the 'theory x' perspective as defined by Douglas McGregor (Robbins et al., 1997). Mrs. Blakely assumes that her employees dislike their work and makes statements such as "there is something wrong with young people today", that her employees "slack off" and that " the trouble is that young people these days don't want to work, but just want to have fun". Although there is evidence that this kind of motivation can successfully work in some organizations, it is evident that it is not successful in the WPC department. Although the WPC department offers its employees excellent facilities such as
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This note was uploaded on 01/18/2012 for the course DEP 235 taught by Professor Eeer during the Spring '11 term at Assoc. of Chartered Certified Accountants.

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Sample report - Sample report Executive summary 1. Problem...

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