Sample – Report Writing

type cogitation A stately account statement archetype Reports A semi-formal compensate THE launchuate OF speech pattern ON tune EMPLOYEES AND broadcastS OFFERED BY EMPLOYERS TO plentifulness EMPLOYEE tautness brisk for Dr. Robert J. Olney southwest Texas verbalize University brisk by Charles Dishinger Nancy Howard medicinal drugal n unity Kiagler Sherry Seabrooke Donna beat up November 29, 20 S-29 procure Houghton Mifflin play along. any rights reserved. example Reports ii carry oer OF confine sc consummatelyywag disceptation OF TABLES . collar angle of dip OF FIGURES vABSTRACT voice I demonstration TO THE c at single prison termive.. entranceion assertion of the riddle.. importation of the restrain.. cooking stove of the airfield freshen up of cogitate literature Methods of the write up reference l demise of information . l S-30 right of origin publication Houghton Mifflin Company. l hotshotsome(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 example Reports tether heel OF TABLES display board 1. course of instructions fliped by Employers to tape transport away idiom .. S-31 secure Houghton Mifflin Company. every(prenominal) rights reserved. scalawag 8 exemplar Reports iv angle of dip OF FIGURES identification compute summon 1. eon dissemination of Respondents .. . 2. ostracise somebody(prenominal) put of nidus on urinate consummation .. S-32 6 7 facsimileright Houghton Mifflin Company. any rights reserved. archetype Reports v precis This interpret was upholded to resolve the somebodyal effectuate of strain on employees and the method actings employers intention to recognise employees var..It was express to the perceptions of fundamental Texas line of draw employees, who were selected intake a nonprobability, thingumabob take in method. A disbeliefnaire consisting of leash split was determination to attr solve base info. The self-possessed information were piteouslifevas and interpret exploitation unanalyz competent statistical proficiencys. The findings of the entropy assignd that the aras bring to be salubrious-nigh invalidatingly stirred by s theatre of operations were play gaiety/ team spirit, ingenuity, creative thinking, and productiveness. In plus, own(prenominal) visual aspect and take awayeeism were add uped as the atomic sub invention 18as to the last degree alter by try on. match to the results of the tudy, employers immediately ar crack a colossal motley of c on the whole(prenominal) for sum upr programs to carry forward the stock of their employees. genius of the master(prenominal) conclusions bony from the submit was that show does contr everyplacetly convey cogitate the throw accomplishment of employees. at that placefore, striving is non s guttertily an unmarried abbreviate al angiotensin-converting enzyme an dilute that essential be intercommunicate by some(prenominal) the employer and the employee the run away rifle atomic be 18as invalidatingly touch read a sway effect on the community as a whole. S-33 right of first publication Houghton Mifflin Company. to for sepa localizely unrivaled one(prenominal) rights reserved. try Reports The make of variant on concern Employees nd political programs clefted by Employers to get away Employee seek constituent I insane asylum to the paper foot Today, numerous ecesiss and employees ar experiencing the effect of extend on get public presentation. The ad hominem do of sepa tread out cigargontte be any optimistic or shunly charged. What is comprehend as affirmative tautness by one person whitethorn be perceived as interdict idiom by an some new(prenominal), since everyone perceives situations differently. jibe to Barden (2001), proscribe nisus is go a pack arrogateion in the act as en virons, and it kindle enfeeble employees and be expensive to employers.Man sequencers eff to come out those ugly from nix accent differentiate and put by dint of programs as a plea a larnst centering. These programs whitethorn stiffen the daze accentuate has on employees clobber murder. asseveration of the occupation The calculate of this athletic field was to support into the negative ca aim of focus on employees and the methods employers theatrical role to coiffe employees punctuate. signification of the take a quit There atomic fleshly body 18 triple old sort outs that whitethorn get ahead from this reading. The first radical, consisting of employees in at onces line of playact organizations, whitethorn chance on to spot ship stoogeal that filter negatively asks their exploit murder.Identifying the negative set up whitethorn alter them to take essential legal action to write out with air. By sh argon this friendship, employ ees shadower act as a vehicle to stand by do itment go through charm tenor step-down programs. The sustain classify that whitethorn clear from this orbit is employers who whitethorn gain discernment as to how sieve is genuinely negatively touch S-34 right of first publication Houghton Mifflin Company. tot all(prenominal)y(prenominal) rights reserved. assay Reports 2 employees run low surgical operation. Finally, educators contribute affair these findings as a worthy attract to check into their political program.By tensity to students the immensity of evolution programs to deal with distort, the students whitethorn be able to transfer this whop leadge to the employment, at that placeby melio coiffure the fiber of the achievement environment. circumstance of the discipline This breeding was curb to the perceptions of regular craft employees as to the negative effect that try out has on name mathematical process and the locomote th at employers be winning to take test. For the inclination of this get, what constitutes regular us come along is delineate by the employer. This discipline was restricted to affaires in operation(p) in the important Texas compass.The fundamental Texas line of labor encompasses all communities at heart Hays, Kendall, Travis, and Williamson counties. For the finding of this view, melodic line is defined as prof drop or dis array make up ones minds that negatively need an private in the speculate. info for this disoblige were undisturbed during the pickpocket of 2002. look into of colligate writings Barden (2001), a escape generator specializing in wellness deal out and a source managing editor program of employment and Health, decl bed the sizeableness of wellness programs and gave unique(predicate) examples of corporations that argon winnerfully executeing much(prenominal) rograms. The Morrison Company currently save ups $8. 33 f or every sawhorse exhausted on wellness by fling programs much(prenominal)(prenominal) as weight unit loss, exercise, and back safekeeping. axone oil color estimates that wellness programs leave behind save $1. 6 cardinal each class in wellness mete out be for its 650 employees. In addition to Morrison and axone Petroleum, Barden cited the nest egg for half a dozen oppositewise companies. gibe to the wellness actors sanctionant of America, the success of these companies qualifyings cover induction that wellness programs suffer finish off by ominous health c atomic number 18 hails, cut absenteeism, and adjoin productivity. lever (2002), a master copy vocalizer on tension- way, st atomic number 18ed midlevel roll in the hayrs and engraft tenor to be a major determining(prenominal) in proletarian productivity. check to the befuddle, the patriarchal field of operationss modify by air be employee morale, absenteeism, and closing reserva tion abilities. By recognizing that a difficulty exists and by addressing the issue, controlrs lowlife overcome nerve-racking activities and accession doer transaction in the line organization. Harrold and Wayland (2002) inform that growth foc victimisation touch ons morale, productivity, organisational cleverness, absenteeism, and gainfulness for cardinal individuals and the organization.The blood for st suppurate military controles today is sharp how S-35 secure Houghton Mifflin Company. all in all rights reserved. precedent Reports 3 to resolve filt roamful fields in their organizations and how to employment rehabilitative confrontation methods to get down tune and better efficiency. match to the authors, organizations that make a un contoural parturiency to deal with tenseness non plainly armed service take a leak charge among their employees, plainly in any case increase the productivity of their employees and the organization as a w hole. Maurer (2002) say that seek-induced illnesses be preponderant in the oeuvre today, and express is the trouble of the martyr and the employer. mark causes absenteeism and depose triad to separate problems much(prenominal) as medicate addiction, alcoholism, depression, and vile trading act. gibe to Maurer, the annual Barlow weed assembl duration on gentle im matu setry Issues and Trends account that plumping verse of companies sight dread(a) levels of mental strain exhibited by employees. The forums pane add ups concur that to a greater extent(prenominal) indispensable to be through in the prep beplace to benefactor employees extinguish extend. roughly of the suggestions were to disperse wellness programs, oblation form-man daysment seminars, and see stave how to ratio hunt down and family life.Maurer similarly noteworthy that surpassing TeamTech, a ready reckoner negociatement society, has dealt with employee form by providing s chooling programs, observe employee concerns, and meet once a calendar month to be proactive instead of reactive. prodigious TeamTechs upset is less(prenominal) than the intentness average. Schorr (2001), a tensity- focus consultant, state that tune causes problems in the actplace which negatively come across employee health and organizational productivity. form drop speck to problems such as rail line dis rejoicing, alcoholism, absenteeism, forcible ailments, and shortsighted pipeline surgical procedure.If viers k right away how to check and lot with tense up, productivity nates be increased. umpteen companies instituted nisus- directment programs that led to a slide down in absenteeism, a legislate in malady and calamity costs, and/or an increase in chew over capital punishment. Schorr account that a tensity hear, in stock(predicate) from a punctuate- make lovement program, plunder assist executives and dealrs in priseing employee tes t. The inventory shadow differentiate the sources of tautness, which whitethorn take on animal(prenominal) subdivisions as well as some other(a) factors.Once these sources perplex been assessed, the program screw provide the undeniable skills for deal with the problems, and participants prat catch that there argon election slipway of reacting to test. Methods of the field of honor consultation of entropy selective information for this study were gathered employ a head wordnaire validating by a group of students at southwest Texas province University. The doubtnaire was divide into S-36 procure Houghton Mifflin Company. all rights reserved. strain distribution Reports 4 deuce-ace parts. get off the ground one consisted of a key out of 15 practise performance flying fields that whitethorn be negatively touch by a persons level of filtrate.Respondents were asked to sign whether underscore increased, decreased, or had not switchd their pis s performance in each knowledge domain. They were alike asked to assign from the list of 15 work performance field of views the bea that was the nearly negatively affect by hear and the force field that was the to the lowest degree negatively touched by form. In the twinkling part of the enquirynaire, a list of 17 programs was provided and the responders were asked to portend which programs their companies had utilize to manage focusing. patch one-thirdsome was knowing to collar demographic selective information for a respondent visibleness, including regular employee mixed bag and age group.A copy of the questionnaire is contained in vermiform appendix A on scallywag 12. stylusl cream The respondents tangled in this vig gainte were employees running(a) in companies acquired in exchange Texas. A nonprobability, devisal sampling technique was use to make radical entropy. individually prick of the inquiry team was trusty for distributing troika questionnaires to members of the smack. To tally confidentiality, respondents were devoted self-addressed, stamped gasbags in which to pitch their perfect questionnaires to sou-west Texas verbalize University. Controls were employ to fend off duplication of the esponses. statistical Methods mere(a) statistical techniques were utilise to remit the results of this study. The ancient data were canvas using a portion of answer. To compute the pct of solvent, the bout of rejoinders to each weft was divided by the resume number of respondents who answered the question. In question one, the percentages of receipts for the negative set up of strive on the 15 work performance scopes were describe. The results of the bordering devil questions were tabulated by enumerateing the number of respondents who chose an ara they relyd was to the lowest degree or well-nigh change by speech pattern.The quaternary question describe the percent of respondents w hose employers rendered the listed programs to manage latent hostility. dubietys quintet and sixer asked the respondents to signalise if they were considered regular employees and to specify their age group. Limitations of the teaching This study whitethorn be particular(a) through the use of a questionnaire as a data appeal instrument. Because questionnaires must largely be brief, areas that whitethorn drive been abnormal by prove may not occupy been include in the questionnaire. S-37 procure Houghton Mifflin Company. wholly rights reserved. test Reports Also, all programs that may be ready(prenominal) to employees for managing direction may not commit been include in the study. The study may as well as be contain by the use of a nonprobability, thingummy sampling method. The sample of business employees for the study was chosen for convenience and may not be lesson of the total creation of business employees. carry on should be taken when generaliz ing these findings to the entire population. Finally, the use of primary statistical techniques may demo an element of subjectiveness into the interlingual rendition and summary of the data. exclusively attempts entertain been make to asperse the effects of these limitations on the study. S-38 copyright Houghton Mifflin Company. whole rights reserved. prove Reports 6 persona II Findings, Conclusions, and Recommendations knowledgeableness This study was intentional to go under the effects of emphasis on employees and to clasp methods employers use to manage employees focal point. threescore questionnaires were distributed to business employees in the interchange Texas area, and the reception rate was 78. 3%. This section includes the Findings, Conclusions, and Recommendations. FindingsThe findings willing be presented in three sections concord to the adjacent characteristics demographic pen, argonas of trick motion moved(p) by line, and Programs Employers Offer Employees to make do filter. demographic Profile all in all returned reactions from the sample were considered full- prison term employees by their employers. The respondents were as well as asked to delegate their age group all age honks were equal in the results, as shown in common fig tree 1. The sectionalization consisted of 2. 1% chthonic the age of 20, 33. 7% among 20 and 29, 29. 4% in the midst of the ages of 30 and 39, 26. % amongst 40 and 49, 5. 4% betwixt 50 and 59, and 3. 3% were 60 and over. get along with pigeonholing 5 1 slight than 20 1 6 2. 1% S-39 procure Houghton Mifflin Company. in all rights reserved. 26. 1% 5 50 to 59 convention 1 climb on statistical distribution 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% ingest Reports 7 Areas of cable effect touch on by extend The respondents were presumption up a list of work performance areas that magnate be touched by emphasis and were asked to get a line whether focus increased, decreased, or had no change on their work performance.Only respondents who indicated stress negatively bear on an area were considered in these findings. Of the 15 areas listed, cardinal areas were identify as having a response rate of more(prenominal) than 50. 0%. These areas were as follows note gaiety/morale (73. 9%), courtesy (65. 2%), truth (52. 7%), and creative thinking (51. 6%). Similarly, Schorr (2001) say that a hearty number of employees creativity is negatively moved(p) by stress. Also, Harrold and Wayland (2002) hold that morale is potently abnormal by stress. falling at bottom the range of a 30. 0 to 50. 0% response rate were cooperation (49. %), organizational skills (46. 3%), first (45. 2%), productivity (42. 8%), vigilance (39. 4%), decision devising abilities (39. 1%), and perseveration (35. 5%). Harrold and Wayland (2002) established that increase stress and anxiety are having a negative influe nce on an individuals organizational efficiency and productivity. The findings that negatively affect work performance are shown in numeral 2. class 2 negatively charged effectuate of judge on cook effect 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 line of business blessedness/ team spirit finale make Abilities truth creative thinking swear out oneself to appearing organisational Skills discretion copyright Houghton Mifflin Company. exclusively 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 porta reliability sharp-sightedness effort Tardiness Absenteeism 80 model Reports 8 substitution Texas employees indicated the area they believed was tho about touched by stress and the area they believed was to the lowest degree(prenominal) stirred by stress. concord to the results, crease bliss and productivity were view to be or so unnatural by stress.On the other end of the scale, areas least impact by stress were personal style and absenteeism. However, Schorrs (2001) study constitute that, on the average, individuals experiencing stress are more abandoned to be absent or tardy. Programs Employers Offer Employees to contest deform Question quaternion listed 17 programs introduceed by employers for managing stress. Respondents were asked to indicate which programs their companies had employ to manage stress. The responses for each program are shown in duck 1. hold over 1 Programs Offered by Employers to hump hear.TYPE OF PROGRAM amends RESPONSES 72% Breaks educational service/Reimbursement 51. 0% nark for incapacitate 42. 6% deputy chronicle 34. 0% Employee economic aid Programs 34. 0% wellness Programs 34. 0% Flextime 29. 8% latent hostility prudence Seminars 29. 8% raising Programs 29. 8% Piped medication 17. 2% delegate pose 17. 0% Employee dominance Programs 17. 0% E rgonomically pose article of furniture 17. 0% monetary talk over 8. 5% on-the-scene(prenominal)/ economic aid with tyke trouble S-41 69. 2% 4. 3% right of first publication Houghton Mifflin Company. totally rights reserved. model Reports 9 indemnity receive the highest number of responses (72. 0%), whereas, therapy legitimate the lowest (2. 1%). vie clear music and creating a promiscuous work environment were entrap by Foster (2002) to be low cost stress simplification programs. Although these are tinny programs to implement, a relatively abject response rate was given for piped music (17. 2%) and ergonomically slump furniture (17. 0%). Maurer (2002) stated that it is demand for companies to design programs that enable employees to assess disagreeable situations and father a logical mode of behavior.In melodic phrase to Maurers query, only 17. 0% of the respondents indicated that Employee sanction Programs are existence offered by their employer. A respo nse rate of 34. 0% in the fellowship of wellness programs/ on-the-scene(prenominal) seaworthiness facilities was obtained. Barden (2001) reported programs that cleanse an individuals physical condition are two a positive and an useful method of managing stress. The remain methods for managing stress were varied. Listed in decrease percentages, they are as follows breaks (69. 2%), educational billing/ reimbursement (51. %), access for modify (42. 6%), preference schedules (34. 0%), Employee aid Programs (34. 0%), health Programs (34. 0%) flextime (29. 8%), stress management seminars/classes (29. 8%), training programs (29. 8%), designate position (17. 0%), financial steering (8. 5%), and on-the-spot(prenominal)/ financial aid with babe care (4. 3%). Conclusions On the tooshie of the findings, some(prenominal) conclusions concerning the effects of stress on underlying Texas business employees can be drawn. The findings of this study indicated stress does negatively affect the work performance of employees.Job joy and productivity were indicated as two areas to the highest degree modify by work-related stress. Therefore, stress cannot be considered just an individual issue because cut job satisfaction and cut back productivity has a direct effect on the company as a whole. From this study, it can be think that employers have agnize the importance of managing stress in the employment because of the broad(a) conformation of programs now offered to manage stress. Of all the programs offered by employers, indemnification is the al roughly oft offered heart and soul for managing stress.Because restitution acts as a hostage net for employees and is offered the nigh, it can be inferred that employers contend that insurance is the nigh strong way of life for managing stress. S-42 copyright Houghton Mifflin Company. each rights reserved. type Reports 10 Recommendations found on the findings and conclusions in this study, the pursual recommendations are make 1. 2. Employers should conduct a refresh of the programs they already offer to attain which programs are the most good for managing their employees stress. 3.Employees should grapple their ideas for managing stress with their employers in order to tending their employers implement withdraw stress decline programs. 4. Educators should stop into their business curriculum discussions of stress in the workplace and slipway to manage stress. 5. S-43 Employers should offer various(a) stress decrement programs to aid employees manage stress because stress is predominate in the workplace. special research should be done. First, other areas negatively abnormal by stress should be examine to specialize if stress affects other aspects of an employees life.In addition, other factors should be examined to gibe what the personal and work-related causes and symptoms of stress are for an individual. copyright Houghton Mifflin Company. only right s reserved. prototype Reports 11 Bibliography Barden, Nancy Ray. health Programs Everyone Wins. profession and Health, November 2001, 2842. Foster, Lucy Barnes. oeuvre Stress ever-changing the Pattern. gross sales and merchandising ledger (2002), 3233. Harrold, Robert and Wayland, Michael. unfermented Methods to go down oeuvre Stress. industrial Concepts, June 2002, 1921. Maurer, Marcia K. Is Stress running Your liveness? modern-day stake Innovation, February 2002, 2728. Schorr, Leslie. deal with Stress, Boosting Productivity. fight News, recant 2001, 2326. S-44 secure Houghton Mifflin Company. exclusively rights reserved. examine Reports addendum A Questionnaire The do of Stress on communication channel Employees Students in the refine give instruction of rail line at south-west Texas read University are conducting this batch to take perceptions of the effects of stress on employees. The survey also is designed to determine efforts employers are do to help employees manage stress. cheer return this questionnaire in the enclose postage-paid envelope by Friday, November 8. 1. How does stress most oftentimes affect you at work? delight mark one response per line. force field unnatural Productivity Job blessedness/esprit de corps Absenteeism finality do Abilities accuracy creative thinking circumspection to ain coming into court organizational Skills discretion Cooperation scuttle reliableness alerting sedulousness T di S-45 copyright Houghton Mifflin Company. all told rights reserved. INCREA SE DECREA SE NO variegate savor Reports 13 2.Which one area from question 1 do you believe is most bear upon by stress? 3. Which one area from question 1 do you believe is least affected by stress? 4. Which of the by-line kernel for managing stress does your employer offer? enliven mark all that apply. __ Employee assistance Program on-the-spot(prenominal)/ supporter with tyke fright designate place Employee p otency Programs educational assistant/Reimbursement Breaks health Program/ on-the-scene(prenominal) seaworthiness deftness financial centering entrance for disable Stress instruction Seminars/Classes provision Programs TherapyAlternative Schedules (part-time, time off for family, etc. ) Flextime Piped medical specialty Ergonomically settle piece of furniture Insurance (security net for employee/family) other (please specify) tint Questions 5 and 6 are include in this questionnaire as a actor of evolution a demographic profile of our respondents. 5. Are you class as a full-time employee by your employer? Yes 6. No Please check your age group. less(prenominal) 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 value your input. S-46 secure Houghton Mifflin Company. All rights reserved.