Question

Marion is the manager at a local doctor’s office. His employees are continually late to work and it is affecting appointment workflow. Marion hired you to research why employees are coming late and the impact that the tardiness has on the overall organization. Marion also wants you to provide recommendations for improvement. First, you decide to interview several employees to understand why they are late. You also go to the library to research popular reasons for workplace tardiness. Next, you interview the employees’ immediate supervisors to understand leadership work ethic and the discipline process for tardiness. After researching and conducting interviews, you realize why the employees are continually late. Employees are late because supervisors are also arriving late and do not discipline tardiness. Employees are upset because they have not received a raise in over a year and do not feel appreciated in the workplace. The employees said that they would come to work on-time if the company’s culture changed.

Directions: Using the scenario above fill in the following template in order to complete an Informal Letter Proposal (Ch. 10, Fig. 10.2)
Informal Letter Proposal Template

Opening paragraph(Use this opening paragraph to grab the attention of your readers)
Type answer here

Background and Goals(Identify the reasons for the employee interviews and library research mentioned above)
Type answer here

Proposed Plans(Discuss specific ways for how to solve the problem)
Type answer here

Answer 1

To address employee tardiness, we propose enforcing punctuality, starting with supervisors, and improving organizational culture through performance-based raises and recognition.

Step-by-step explanation:

Dear Marion,

Opening paragraph
In light of our shared commitment to excellence, it's crucial to address the pattern of employee tardiness disrupting our clinic's operations. This not only impacts patient satisfaction but also morale among dedicated staff seeking recognition and growth in their roles.

Background and Goals
Our investigation began with interviews that unveiled a lack of enforcement by supervisors on punctuality, combined with an overarching sentiment of employee undervaluation due to a stagnant wage situation. The library research highlighted these as common demotivators leading to workplace tardiness.

Proposed Plans
We recommend establishing a consistent disciplinary process for late arrivals, starting with leadership. Introducing regular performance-based raises and recognizing commendable work through non-monetary rewards could foster a culture of appreciation and punctuality; ultimately enhancing overall workflow and staff morale.