UBCO How Company Culture Shapes Employee Motivation Company Morale Report

Question Description

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1.Outline for Indirect Report (Company Morale)

Fill in this outline for the Company Morale Report. I’ve included my own information (in purple) which you’ll have to replace with your own. Include your sources using endnotes.



Paragraph 1: How does this problem affect my audience?

• Topic sentence: happy employees = businesses more profitable & employees more productive

• Source 1: Businesses more profitable: Companies with satisfied employees are 21% more profitable

• Source 2: Employees more productive: Employees who have a better work-life balance work 21% harder than those who don’t

• Conclusion: Poor work-life balance = more absences and turnovers

Paragraph 2: How can I fix this problem?

• Topic sentence:

• Source 1:

• Source 2:

• Conclusion:



below is the sample mentioned

Sample report
Problem-Solving Report: Company Morale (Indirect)

You are an HR Manager and every year you conduct an employee survey on company morale. After you complete this year’s survey, you realize that the staff is extremely dissatisfied with your company. In fact, company morale is the worst that it’s ever been. The main complaint from employees is that they are suffering from poor work-life balance.

When you tell your boss about these results, she suggests that you create a short report to send to the CEO. She mentioned that the CEO knows wants to improve company morale, but he is not very open to change.

In a 1-2 page analytical report, analyze the problem and make recommendations on how to fix it. Include these 3 sections:

• Introduction: A summary of the problem (why you are writing the report)

• Research: A summary of research you have done to develop your solution. Include 3 – 5 real sources and do not plagiarize

• Recommendations: 3 specific recommendations based on your research. For example, if you found research that says “playing games at work” will increase company morale, make suggestions for the types of games you can play at work, when you can play, how long you will play, etc.




In a recent survey of our employees, the human resources team found that company morale is at an all-time low. Employees stated that they are mostly dissatisfied with their poor work-life balance. In response to these results, my team has created this report to analyze the negative effects of our employees’ dissatisfaction. We have also compiled a list of suggestions to address this company-wide issue.


The Importance of Engaged Employees

Satisfied employees are proven to work harder and make a business more profitable. According to a 2018 Gallup survey, companies with satisfied employees are 21% more profitable. They also have more productive employees and better customer experiences. A similar survey found that employees who have a better work-life balance work 21% harder than those who don’t. In contrast, poor work-life balance can lead to increased work absences, turnovers and employee stress.

Reasons & Solutions for Poor Work-Life Balance

Family Living Today (2018) found that poor work-life balance stems from overly-controlling supervisors, long work-hours, and inflexible work-hours. They also found that 57% of employees say that after-hours emails have ruined their home-life because supervisors expect a reply. When they asked employees how to fix these problems, employees suggested three approaches: 69% would like to have flexible schedules, 55% would like to work remotely and 27% would like to restrict email access to 9-5 hours.


Based on our research, we would recommend the following suggestions to improve work-life balance and company morale:

1. Employees can choose their start and finish times (as long as they work 8 hours per day).

2. Employees can work from home once a week (as long as the day of the week is consistent).

3. Employees can record the time they spend on after-hours issues and use these hours for vacation.


We believe that in making these changes, we can help employees feel better at work and in their homes. We predict that our recommendations will also lead to increased workplace productivity and employee retention. We suggest measuring these impacts within one month of implementation with a follow-up survey and productivity analysis.




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