Question

Conclusions and recommendations are the most widely read sections of any report. Conclusions summarize and explain your findings and are the heart of your report. The ability to draw sound conclusions and make clear recommendations from your research is crucial to business success. Companies value employees who can analyze data and use it to help answer questions and solve problems.

When drawing conclusions, make sure you:

1. are open to sensationalization or exaggeration
2. remain objective with a degree of subjectivity
3. focus on the content, not your audience

Consider the scenario, and then answer the question.

You are making recommendations after researching and writing a report on cubicle height and work productivity.

How can you make your recommendations stronger? Check all that apply.

1. Avoid prior logical analysis.
2. Make your recommendations agreeable to your audience.
3. Avoid words such as maybe and perhaps.
4. Avoid tying your recommendations to your conclusions.
5. State recommendations as commands.

Determine whether each of the following statements is the finding, the conclusion, or the recommendation.

Employee attrition rate after four years with our company is 35 percent, which is 17 percent higher than that of our aspirational peers. Typical employee promotions occur after five years in our company and after four years in competitive firms.

This is the:

1. conclusion
2. finding
3. recommendation

We are losing trained and promising employees more often than our competition due to slow promotion practices within our company.

This is the:

1. conclusion
2. finding
3. recommendation

Implement a leadership development program for promising new employees, and decrease the time before employees are eligible for promotion in order to retain the most promising employees.

This is the:

1. conclusion
2. finding
3. recommendation

Answer 1

To strengthen recommendations in a report, ensure they are logically sound, clearly stated, and connected to your findings. The data about employee attrition rates is a finding, the statement on losing employees due to promotion practices is a conclusion, and the suggestion of a leadership program is a recommendation.

Step-by-step explanation:

When making recommendations in your report on cubicle height and work productivity, your recommendations can be strengthened by ensuring they are based on sound analysis, are clearly stated without ambiguity, and are linked to your conclusions. Specifically, to make your recommendations stronger, you should:

• Ensure your recommendations are grounded in and agreeable with the logical analysis provided in the report.
• Word your recommendations clearly and decisively, avoiding tentative language such as 'maybe' and 'perhaps'.
• Connect your recommendations explicitly to the conclusions derived from your findings.
• Present recommendations in a manner that suggests direct action, which could involve stating them as commands or strong suggestions.

Understanding Findings, Conclusions, and Recommendations

The employee attrition rate after four years with the company being 35 percent, higher than that of competitive firms, is a finding. It is a fact or piece of data that was observed or calculated during the research phase.

The statement that the company is losing trained employees more often than competition due to slow promotion practices is a conclusion. This is an interpretation of the findings where the cause of a problem is identified.

The proposal to implement a leadership development program and decrease the time before promotion eligibility is a recommendation. This is an advised course of action based on the conclusions of the report.

Answer 2

When drawing conclusions, make sure you:

3. focus on the content, not your audience

You are making recommendations after researching and writing a report on cubicle height and work productivity. How can you make your recommendations stronger?

3. Avoid words such as maybe and perhaps.

4. Avoid tying your recommendations to your conclusions.

1. Avoid prior logical analysis.

Employee attrition rate after four years with our company is 35 percent, which is 17 percent higher than that of our aspirational peers. Typical employee promotions occur after five years in our company and after four years in competitive firms.

2. finding

We are losing trained and promising employees more often than our competition due to slow promotion practices within our company.

2. finding

Implement a leadership development program for promising new employees, and decrease the time before employees are eligible for promotion in order to retain the most promising employees

3. recommendation

Step-by-step explanation: