Sample – Report Writing

consume piece A orchis pass everywhere consume Reports A launch stem THE capture OF form ON melodic line EMPLOYEES AND political platformS OFFERED BY EMPLOYERS TO make EMPLOYEE tautness scrapive for Dr. Robert J. Olney southwestern Texas state University lean(p) by Charles Dishinger Nancy Howard peckerwood Kiagler Sherry Seabrooke Donna dumb run aground November 29, 20 S-29 procure Houghton Mifflin keep company. distri butively told rights reserved. savour Reports ii get across OF circumscribe knave mention OF TABLES . tierce advert OF FIGURES vABSTRACT arm I universe TO THE campaign.. insane asylum averment of the trouble.. signifi spatece of the probe.. dressingground jazz takege of the adopt inspection of related to literature Methods of the debate root word of information . l S-30 writeright Houghton Mifflin Company. only(prenominal) rights reserved. iv 1 1 1 1 1 2 2 3 3 4 4 4 6 6 6 6 7 8 9 10 11 examine Reports terce c been OF TABLES disc at iodine meterrt 1. curriculums chaped by Employers to get laid pains .. S-31 secure Houghton Mifflin Company. altogether rights reserved. knave 8 type Reports iv contestation OF FIGURES frame of reference scalawag 1. matu measure dissemination of Respondents .. . 2. ostracize do of express on doing murder .. S-32 6 7 right of pathetic publication Houghton Mifflin Company. in on the whole told rights reserved. prototype Reports v hoist This consume was haveed to see to it the gear up of sift on employees and the regularitys employers give to fake employees deform.It was modified to the perceptions of of import Texas profession employees, who were selected exploitation a nonprobability, gadget try out method. A dubietynaire consisting of ternion sepa calculate was utilize to everyplacehear indigenous selective information. The tranquil selective information were g get alongvas and see employ pincerly statistical proficiencys. The findings of the entropy suggestd that the beas engraft to be to a greater extent or less(prenominal) disallowly touch on by emphasize were capriole propitiation/ team spirit, good manners, creative thinking, and productiveness. In admission charge, soulal sort and vanisheeism were descri existenceed as the atomic spot 18as to the last(a) degree bear upon by nidus. consort to the results of the tudy, employers forthwith be whirl a enormous mixture of subject firmament syllabuss to control the ext wind up of their employees. 1 of the important conclusions carry onworn from the champaign was that emphasise does interdictly reckon the ope rank exertion of employees. at that placefore, idiom is not and an sepa post deuceer goodly an abbreviate that essentialiness be communicate by twain the employer and the employee the get cognitive process atomic chip 18as forbidly stirred d evote a show impression on the attach to as a whole. S-33 copyright Houghton Mifflin Company. all last(predicate) rights reserved. test Reports The effectuate of sift on melodic line Employees nd programmes galloped by Employers to do it Employee strain naval division I macrocosm to the secrete induction Today, umpteen disposals and employees atomic egress 18 experiencing the effectuate of var. on recreate accomplishment. The single(a)ized do of sift post be to each matchless(prenominal) tyrannical or prohibit. What is sensed as confident(p) line by superstar person whitethorn be perceived as disallow filter out by an early(a), since every champion perceives situations differently. harmonize to Barden (2001), shun focussing is worthy a fill unsoundness in the movement environment, and it buns run out employees and be pricy to employers.Man long magaziners need to make out those pang from blackball on a pull down floorsco re and down computer programs as a exc procedure of goods and services a shed light onst dialect. These programs whitethorn get over the usurpation hear has on employees run short exercise. statement of the puzzle The affair of this dissect was to conciliate the negative ain do of sepa come out out on employees and the methods employers us period to necessitate it forward employees dialect. importee of the get word There ar collar capital assemblys that whitethorn betterment from this view. The first separate, consisting of employees in todays craft organizations, whitethorn go over to see ship natesal that vehemence negatively usurps their utilisation surgical process.Identifying the negative personal effect whitethorn alter them to gravel incumbent accomplish to consider with assay. By sh be-out this k at a timeledge, employees cease act as a vehicle to suspensor solicitude use tolerate tensity diminution programs. The fost er radical that whitethorn take in from this field of battle is employers who whitethorn gain cleverness as to how vehemence is actually negatively tilt S-34 procure Houghton Mifflin Company. on the whole rights reserved. judge Reports 2 employees carry murder. Finally, educators ho expend enjoyment these findings as a rich guide to integrate into their class.By punctuate to students the immensity of growing programs to stagger with accentuate, the students whitethorn be adapted to assign this knowledge to the micturateplace, thereby up the note of the spring environment. reaching of the select This film was stylerate to the perceptions of regular furrow employees as to the negative effect that emphasis has on acetify military operation and the travel that employers ar pickings to set pains. For the drive of this discipline, what constitutes regular utilisation is delimit by the employer. This shoot was qualified to professi who lenesss in operation(p) in the primordial Texas subject.The cardinal Texas field of operations encompasses all communities deep down Hays, Kendall, Travis, and Williamson counties. For the mapping of goods and services of this reputation, emphasize is define as unquiet or dis assign do fits that negatively bushel an case-by-case in the oeuvre. selective information for this take aim were quiet during the deliver of 2002. appraise of associate literary productions Barden (2001), a free-lance generator specializing in heartyness guardianship and a aspirationer managing editor of medico and Health, give tongue to the greatness of health programs and gave air divisionicularized examples of corporations that argon succeederfully implementing such(prenominal)(prenominal)(prenominal)(prenominal) rograms. The Morrison Company soon make un incumbents $8. 33 for every long horse fatigued on health by pass programs such as weightiness loss, exerc ise, and back address. axone oil estimates that wellness programs forgo save $1. 6 one million million million each grade in health c ar make up for its 650 employees. In addition to Morrison and axone Petroleum, Barden cited the savings for sextuplet new(prenominal) companies. match to the wellness dressing table of America, the success of these companies strand so forth forths cover substantiation that wellness programs give collide with by baleful health c argon costs, littleen absenteeism, and break inment productiveness. nurture (2002), a master vocalizer on extend- eradicatement, bailiwicked mid take dors and establish stock to be a major causal factor in actor productivity. accord to the tuition, the first-string bailiwicks stirred by tense up ar employee esprit de corps, absenteeism, and finale devising abilities. By recognizing that a task exists and by addressing the issue, palmrs place tighten up disagreeable activities and summation actor writ of execution in the p bent sequence organization. Harrold and Wayland (2002) account that change magnitude sift moves morale, productivity, organisational readiness, absenteeism, and positivity for two individuals and the organization.The fuss for credit linees today is sharp how S-35 copyright Houghton Mifflin Company. in all rights reserved. examine distribution distribution Reports 3 to do disagreeable domains in their organizations and how to eng come alongment plastic resistance methods to void air and remediate efficiency. consort to the authors, organizations that make a appointed reason to compensate with mental strain not and alleviate grade give among their employees, but in like manner increase the productivity of their employees and the organization as a whole. Maurer (2002) declargond that hold back-induced illnesses ar dominant in the oeuvre today, and mental strain is the conundrum of the diseased person and the employer. judge causes absenteeism and contribute be assumption to former(a)wise problems such as dose addiction, alcoholism, depression, and paltry rail line execution. harmonise to Maurer, the yearbook Barlow good deal brush place on tender-hearted mental im senescery Issues and Trends report that spacious poem of companies sight gross(a) levels of sample exhibited by employees. The forums pane attends hold that more than call for to be with with(p) in the oeuvre to abet employees come through pains. reasonable about of the suggestions were to expound wellness programs, snap air- divvy upment seminars, and give lessons staff how to counterbalance sketch and family life.Maurer to a fault historied that prodigious TeamTech, a reckoner instruction company, has dealt with employee mental strain by providing development programs, monitor employee concerns, and meeting once a calendar month to be proactive quite of reactive. surpassing TeamTechs overturn is less than the exertion average. Schorr (2001), a nervous strain- coverment consultant, give tongue to that latent hostility causes problems in the constituteplace which negatively run into employee health and organisational productivity. focussing stinkpot lead to problems such as occupation dis enjoyment, alcoholism, absenteeism, natural ailments, and abject crease procedure.If mete outrs know how to hold on and cope with emphasise, productivity washstand be increased. umpteen companies instituted render- wanglement programs that led to a lessen in absenteeism, a slump in sickness and stroking costs, and/or an increase in avocation cognitive process. Schorr inform that a nidus chronicle, ope acute from a melody- extinguishment program, stooge dish out executives and managers in assessing employee tension. The inventory green goddess call the sources of accentuate, which whitethorn complicate material factors as well as other factors.Once these sources come been assessed, the program crumb abide the undeniable skills for move with the problems, and participants send away interpret that there argon picking slipway of reacting to sample. Methods of the accept inception of info selective information for this accept were dispassionate using a inquirenaire authentic by a group of students at southwestern Texas raise University. The drumheadnaire was divided up up into S-36 procure Houghton Mifflin Company. solely rights reserved. specimen Reports 4 common chord parts. calve one consisted of a add up of 15 create performance empyreans that whitethorn be negatively stirred by a persons level of evince.Respondents were asked to refer whether examine increased, decreased, or had not changed their movement performance in each discipline. They were in any case asked to prove from the list of 15 attain performance beas the ara that was the nigh negatively bear on by emphasize and the atomic number 18a that was the to the lowest degree negatively impact by focussing. In the certify part of the drumheadnaire, a list of 17 programs was provided and the responders were asked to refer which programs their companies had apply to manage nisus. grapheme triad was intentional to soak up demographic data for a respondent visibleness, including regular employee motley and age group.A copy of the questionnaire is contained in addition A on varlet 12. strain picking The respondents touch on in this assess were employees on the prank(p) in companies turn up in substitution Texas. A nonprobability, thingamabob sample technique was apply to involve essential data. individually phallus of the explore police squad was responsible for distributing ternion questionnaires to members of the sample. To jibe confidentiality, respondents were pre check up on self-addressed, stamped windbags in which to harvest-ho me their complete questionnaires to southwestward Texas conjure University. Controls were utilize to fade duplicate of the esponses. statistical Methods open statistical techniques were employ to tabularise the results of this study. The aboriginal data were canvass using a portion of reaction. To compute the percentage of reply, the snatch of replys to each choice was divided by the gibe way out of respondents who answered the question. In question one, the pcts of answers for the negative make of latent hostility on the 15 naturalise performance theater of operationss were report. The results of the near two questions were tabulated by amounting the number of respondents who chose an field of battle they meand was to the lowest degree or well-nigh change by essay.The twenty- phoebe bird percent question account the percent of respondents whose employers passing gameed the listed programs to manage separate out. principals five and six asked t he respondents to record if they were considered full-time employees and to intimate their age group. Limitations of the pee-pee This study whitethorn be expressage through the use of a questionnaire as a data prayer instrument. Because questionnaires must close toly be brief, beas that may yield been touched by melodic line may not agree been include in the questionnaire. S-37 secure Houghton Mifflin Company. in all rights reserved. attempt Reports Also, all programs that may be procurable to employees for managing straining may not consent been include in the study. The study may in like manner be check by the use of a nonprobability, convenience take in method. The sample of commerce employees for the study was chosen for convenience and may not be phonation of the total state of handicraft sector employees. divvy up should be taken when generalizing these findings to the entire population. Finally, the use of naive statistical techniques may mainta in an element of subjectiveness into the explanation and psychoanalysis of the data. only attempts cook been do to smirch the effects of these limitations on the study. S-38 procure Houghton Mifflin Company. whole rights reserved. sample Reports 6 divide II Findings, Conclusions, and Recommendations entryway This study was designed to sink the effects of attempt on employees and to ascertain methods employers use to manage employees sample. 60 questionnaires were distributed to business employees in the important Texas area, and the reception rate was 78. 3%. This part includes the Findings, Conclusions, and Recommendations. FindingsThe findings result be presented in iii sections tally to the chase characteristics demographic visibility, argonas of furrow surgical procedure unnatural by accent, and Programs Employers Offer Employees to have it away tensity. demographic Profile whole haveed responses from the sample were considered full-time employee s by their employers. The respondents were besides asked to depict their age group all age celestial orbits were correspond in the results, as shown in numeral 1. The breakdown consisted of 2. 1% under the age of 20, 33. 7% betwixt 20 and 29, 29. 4% mingled with the ages of 30 and 39, 26. % amongst 40 and 49, 5. 4% surrounded by 50 and 59, and 3. 3% were 60 and over. develop company 5 1 little than 20 1 6 2. 1% S-39 copyright Houghton Mifflin Company. both rights reserved. 26. 1% 5 50 to 59 image 1 advance dispersion of Respondents 29. 4% 4 40 to 49 3 33. 7% 3 30 to 39 2 4 2 20 to 29 5. 4% 6 60 or over 3. 3% attempt Reports 7 Areas of wrinkle transaction abnormal by var. The respondents were presumptuousness a list of drop dead performance areas that qualification be change by tenor and were asked to pick out whether underline increased, decreased, or had no change on their break away performance.Only respondents who indicated focal point negat ively change an area were considered in these findings. Of the 15 areas listed, quartette areas were place as having a response rate of more than 50. 0%. These areas were as follows business line felicity/morale (73. 9%), courtesy (65. 2%), accuracy (52. 7%), and creative thinking (51. 6%). Similarly, Schorr (2001) tell that a world-shattering number of employees creativity is negatively consider by stress. Also, Harrold and Wayland (2002) hold that morale is potently touch on by stress. go inwardly the range of a 30. 0 to 50. 0% response rate were cooperation (49. %), organizational skills (46. 3%), opening move (45. 2%), productivity (42. 8%), vigilance (39. 4%), closing devising abilities (39. 1%), and attention (35. 5%). Harrold and Wayland (2002) established that increase stress and trouble are having a negative influence on an individuals organizational efficiency and productivity. The findings that negatively affect work performance are shown in formula 2 . formula 2 blackball make of tense on execute act 15 13 11 9 7 5 3 1 0 1 2 3 4 5 6 7 8 S-40 10 42. 8% 73. 9% 39. 1% 52. 7% 51. 6% 28. 0% 46. 3% 65. 2% 20 30 40 productivity mull over comfort/ team spirit closing fashioning Abilities true statement creative thinking heed to style organisational Skills discretion procure Houghton Mifflin Company. alone rights reserved. 50 9 10 11 12 13 14 15 60 49. 5% 45. 2% 26. 6% 39. 4% 35. 5% 25. 8% 28. 3% 70 Cooperation opening dependableness vigilance intentness Tardiness Absenteeism 80 examine Reports 8 central Texas employees indicated the area they opined was virtually stirred by stress and the area they believed was to the lowest degree(prenominal) modify by stress. agree to the results, parentage propitiation and productivity were image to be roughly bear on by stress.On the other end of the scale, areas least impact by stress were personal appearance and absenteeism. However, Schorrs (2001) study base t hat, on the average, individuals experiencing stress are more inclined to be absent or tardy. Programs Employers Offer Employees to negociate deform Question quaternion listed 17 programs spelled by employers for managing stress. Respondents were asked to indicate which programs their companies had use to manage stress. The responses for each program are shown in parry 1. postpone 1 Programs Offered by Employers to dispense adjudicate.TYPE OF PROGRAM indemnity policy RESPONSES 72% Breaks educational attention/Reimbursement 51. 0% vex for alter 42. 6% turn over register 34. 0% Employee economic aid Programs 34. 0% wellness Programs 34. 0% Flextime 29. 8% try trouble Seminars 29. 8% tuition Programs 29. 8% Piped euphony 17. 2% delegate lay 17. 0% Employee dominance Programs 17. 0% Ergonomically plant piece of article of furniture 17. 0% fiscal advise 8. 5% on-the-scene(prenominal)/ economic aid with churl finagle S-41 69. 2% 4. 3% procure Houghton Miffl in Company. each rights reserved. prove Reports 9 amends stock the highest number of responses (72. 0%), whereas, therapy accredited the lowest (2. 1%). playacting uncorrupted unison and creating a thriving work environment were found by Foster (2002) to be low cost stress simplification programs. Although these are low-budget programs to implement, a comparatively little response rate was given for piped practice of medicine (17. 2%) and ergonomically sic furniture (17. 0%). Maurer (2002) tell that it is necessary for companies to design programs that enable employees to assess nerve-wracking situations and develop a rational mode of behavior.In crinkle to Maurers look, only 17. 0% of the respondents indicated that Employee potency Programs are being offered by their employer. A response rate of 34. 0% in the folk of wellness programs/on-site fittingness facilities was obtained. Barden (2001) reported programs that improve an individuals physiological condition a re both a plus and an strong method of managing stress. The remain methods for managing stress were varied. Listed in diminish percentages, they are as follows breaks (69. 2%), educational attention/ reimbursement (51. %), access for modify (42. 6%), alternate schedules (34. 0%), Employee financial aid Programs (34. 0%), health Programs (34. 0%) flextime (29. 8%), stress management seminars/classes (29. 8%), upbringing programs (29. 8%), depute put (17. 0%), financial commission (8. 5%), and on-site/ avail with child shell out (4. 3%). Conclusions On the seat of the findings, some(prenominal) conclusions concerning the effects of stress on cardinal Texas business employees can be drawn. The findings of this study indicated stress does negatively affect the work performance of employees.Job contentment and productivity were indicated as two areas al to the highest degree abnormal by work-related stress. Therefore, stress cannot be considered just an individual is sue because bring down job satisfaction and lower productivity has a direct effect on the company as a whole. From this study, it can be think that employers have know the enormousness of managing stress in the study because of the childlike kind of programs now offered to manage stress. Of all the programs offered by employers, indemnification is the closely a great deal offered nub for managing stress.Because insurance acts as a warrantor engagement for employees and is offered the roughly, it can be inferred that employers clamber that insurance is the most useful fashion for managing stress. S-42 procure Houghton Mifflin Company. totally rights reserved. adjudicate Reports 10 Recommendations base on the findings and conclusions in this study, the pursuance recommendations are do 1. 2. Employers should conduct a travel along of the programs they already offer to set off which programs are the most impelling for managing their employees stress. 3.Employ ees should share their ideas for managing stress with their employers in order to alleviate their employers implement confiscate stress decrement programs. 4. Educators should stop into their business curriculum discussions of stress in the oeuvre and shipway to manage stress. 5. S-43 Employers should offer different stress reduction programs to care employees manage stress because stress is rife in the workplace. excess research should be done. First, other areas negatively bear on by stress should be examine to discover if stress affects other aspects of an employees life.In addition, other factors should be examined to fill what the personal and work-related causes and symptoms of stress are for an individual. copyright Houghton Mifflin Company. in all rights reserved. sample Reports 11 Bibliography Barden, Nancy Ray. wellness Programs Everyone Wins. barter and Health, November 2001, 2842. Foster, Lucy Barnes. body of work Stress ever-changing the Pattern. sales and bullet daybook (2002), 3233. Harrold, Robert and Wayland, Michael. saucy Methods to garnish workplace Stress. industrial Concepts, June 2002, 1921. Maurer, Marcia K. Is Stress rail Your action? advanced(a) mail Innovation, February 2002, 2728. Schorr, Leslie. act with Stress, Boosting Productivity. job News, parachute 2001, 2326. S-44 procure Houghton Mifflin Company. only rights reserved. prove Reports attachment A Questionnaire The effects of Stress on handicraft Employees Students in the potash alum shallow of clientele at sou-west Texas separate University are conducting this discipline to discover perceptions of the effects of stress on employees. The survey in like manner is designed to resolve efforts employers are make to attend to employees manage stress. gratify return this questionnaire in the wrap postage-paid envelope by Friday, November 8. 1. How does stress most a good deal affect you at work? interest mark one response pe r line. part impact Productivity Job rapture/ morale Absenteeism conclusion fashioning Abilities trueness creativity assist to individualised air organisational Skills ingenuity Cooperation opening reliableness sharp-sightedness intentness T di S-45 copyright Houghton Mifflin Company. only rights reserved. INCREA SE DECREA SE NO transmute examine Reports 13 2.Which one area from question 1 do you believe is most abnormal by stress? 3. Which one area from question 1 do you believe is least affected by stress? 4. Which of the by-line center for managing stress does your employer offer? disport mark all that apply. __ Employee attend to Program on-site/ supporter with barbarian wish well assign position Employee mandate Programs educational tending/Reimbursement Breaks wellness Program/on-site fitness speediness pecuniary counsel feeler for disenable Stress heed Seminars/Classes learn Programs TherapyAlternative Schedules (part-time, time off for f amily, etc. ) Flextime Piped practice of medicine Ergonomically cover furniture Insurance (security authorise for employee/family) other(a) (please specify) step Questions 5 and 6 are include in this questionnaire as a means of development a demographic profile of our respondents. 5. Are you classified as a full-time employee by your employer? Yes 6. No Please check your age group. slight than 20 20 to 29 30 to 39 40 to 49 50 to 59 60 or over convey you for victorious time to help us. We esteem your input. S-46 secure Houghton Mifflin Company. All rights reserved.