Source Evaluation Matrix
Complete the table
for each source you use. Add a column to include the information from any
additional source.The matrix is included in attachment along with completed assignment with the references listed. I just need matrix completed.Running head: EMPLOYEE MORALE PROPOSAL
Employee Morale Proposal
Bonita McMorris
COM/102
June 27, 2016
Professor David Searle
1
EMPLOYEE MORALE PROPOSAL
2
Employee Morale Proposal
When policies in a company lower employee morale, it is important to take steps to boost
morale by changing the policy. When employee morale is low, it can negatively impact
employee performance and productivity. One policy lowering employee morale is a policy which
does not allow employees in the company to telecommute. A new telecommute policy would
provide the organization with many benefits which include boosting employee morale.
Employees who work outside of the office are healthier, happier, and more effective. The new
telecommuting policy will offer many benefits and advantages to the organization.
Telecommuting is a practice where workers work from outside of the office. This policy
allows employees to work more flexible hours and to work from home. Employees afforded the
opportunity to telecommute will need to communicate frequently with their superiors and must
display the ability to remain productive. Many employees who telecommute are more productive
than employees who do not (Gajendran, 2007). The policy will allow telecommuting for the jobs
in the organization where this approach would be appropriate. Employees who telecommute will
need to be able to maximize productive work time to continue to enjoy this benefit.
The new telecommute policy will apply to work which is conducted from another
someplace other than the office. The employee must be equipped with the necessary technologies
to work from home and to communicate with the office. Employees will be expected to work the
same number of hours a day as if they were at work and will only be allowed to telecommute
between Tuesdays; and Fridays. All employees should be in the office on Mondays.
Telecommuting is a privilege which is earned through hard work and recognition. Not every
employee will be eligible for telecommuting work.
EMPLOYEE MORALE PROPOSAL
3
Employees must be eligible to qualify for telecommuting work. The employee must have
completed their probationary period and must have performance reviews which the supervisor
can use to judge employee performance. Approval of telework will be determined by the
worker’s supervisor. The employee must have displayed strong employee performance in the
past and retain the approval of their supervisors. The employee’s job description will also
determine eligibility. For some employees, telecommuting is possible but for others their
presence in the office is necessary.
Employees who desire to work at some place other than the primary workplace on
specified days shall complete a Telecommuting Application and submit it to their supervisor
(Gajendran, 2007). The employee must give a good reason for requesting telecommuting and
must be able to explain why they believe they will be effective in a telecommuting position. The
applicant will also need to provide the supervisor with a specific schedule for telecommuting
days and provide details on the primary telecommuting work station. The supervisor will then
review the employee’s application and determine if the arrangement will be beneficial to both the
employee and the organization.
Once an employee is approved for telecommuting work, they must sign the
telecommuting agreement which outlines the policy and rules involved with telecommuting
work. Employees must abide by the agreement or risk losing their telecommuting opportunity
and potentially their jobs. The policy will also outline communication requirements (Ye, 2012).
Every employee afforded the right to telecommute will be expected to communicate with their
supervisor, frequently and must always be available for communications during the agreed upon
hours. The conditions of employment for the telecommuting employee will remain the same as
when they work hours in the office.
EMPLOYEE MORALE PROPOSAL
4
The equipment used by the employee must meet certain requirements. Employees must
use equipment provide by the organization and must not use this equipment for personal use. The
equipment must be signed out by the employee with a supervisor’s permission. Employees must
use surge protectors to protect the equipment and use security measures to protect company
information systems from being attacked (Clark, 2008). Employees will be responsible for any
damage to the equipment if the damage was intentional, if the employee was grossly negligent,
the damage was the result of a power surge, or if the employee fails to keep virus protection
software current (Clark, 2008).
The new telecommuting policy will offer the company many benefits as long as
employees comply with the telecommuting policy. Allowing employees to telecommute will
increase employee productivity and boost employee morale. It will increase the time the
employee is available to work and can reduce overhead costs for the organization. When
employees are happy and satisfied with their work, it improves employee retention which
reduces the cost of hiring for the company. Workers who are afforded an opportunity to
telecommute will complete tasks more quickly and will have fewer sick days.
The new telecommuting policy will allow employees to work outside of the office. These
employees will have a more flexible schedule and will have fewer distractions than in the
workplace. Employees who are afforded the opportunity to telecommute must abide by the
telecommuting policy. The new policy will offer many advantages to the employee and the
organization.
EMPLOYEE MORALE PROPOSAL
5
References
Clark, T. (2008). Ten trends and technologies driving secure teleworking. White Paper, the
FactPoint Group, Los Altos, California.
Gajendran, R. (2007). The Good, the Bad, and the Unknown About Telecommuting: MetaAnalysis of Psychological Mediators and Individual Consequences. Journal of Applied
Psychology, 92(6): 1524-1541
Ye, L. (2012). Telecommuting: Implementation for Success. International Journal of Business
and Social Science, 3(15): 20-26
Source Evaluation Matrix
COMM/102 Version 8
University of Phoenix Material
Source Evaluation Matrix
Complete the table for each source you use. Add a column to include the information from any additional
source.
Source 1
Source 2
What is the name of the
source?
Is the author/publication
biased? How do you
know?
Is this a reliable
source? Explain.
Is this source credible?
Explain.
How is this source
appropriate for your
topic?
How will this source
support your topic?
Copyright © 2015 by University of Phoenix. All rights reserved.
Source 3
1
Running head: EMPLOYEE MORALE PROPOSAL
Employee Morale Proposal
1
EMPLOYEE MORALE PROPOSAL
2
Employee Morale Proposal
When policies in a company lower employee morale, it is important to take steps to boost
morale by changing the policy. When employee morale is low, it can negatively impact
employee performance and productivity. One policy lowering employee morale is a policy which
does not allow employees in the company to telecommute. A new telecommute policy would
provide the organization with many benefits which include boosting employee morale.
Employees who work outside of the office are healthier, happier, and more effective. The new
telecommuting policy will offer many benefits and advantages to the organization.
Telecommuting is a practice where workers work from outside of the office. This policy
allows employees to work more flexible hours and to work from home. Employees afforded the
opportunity to telecommute will need to communicate frequently with their superiors and must
display the ability to remain productive. Many employees who telecommute are more productive
than employees who do not (Gajendran, 2007). The policy will allow telecommuting for the jobs
in the organization where this approach would be appropriate. Employees who telecommute will
need to be able to maximize productive work time to continue to enjoy this benefit.
The new telecommute policy will apply to work which is conducted from another
someplace other than the office. The employee must be equipped with the necessary technologies
to work from home and to communicate with the office. Employees will be expected to work the
same number of hours a day as if they were at work and will only be allowed to telecommute
between Tuesdays; and Fridays. All employees should be in the office on Mondays.
Telecommuting is a privilege which is earned through hard work and recognition. Not every
employee will be eligible for telecommuting work.
EMPLOYEE MORALE PROPOSAL
3
Employees must be eligible to qualify for telecommuting work. The employee must have
completed their probationary period and must have performance reviews which the supervisor
can use to judge employee performance. Approval of telework will be determined by the
worker’s supervisor. The employee must have displayed strong employee performance in the
past and retain the approval of their supervisors. The employee’s job description will also
determine eligibility. For some employees, telecommuting is possible but for others their
presence in the office is necessary.
Employees who desire to work at some place other than the primary workplace on
specified days shall complete a Telecommuting Application and submit it to their supervisor
(Gajendran, 2007). The employee must give a good reason for requesting telecommuting and
must be able to explain why they believe they will be effective in a telecommuting position. The
applicant will also need to provide the supervisor with a specific schedule for telecommuting
days and provide details on the primary telecommuting work station. The supervisor will then
review the employee’s application and determine if the arrangement will be beneficial to both the
employee and the organization.
Once an employee is approved for telecommuting work, they must sign the
telecommuting agreement which outlines the policy and rules involved with telecommuting
work. Employees must abide by the agreement or risk losing their telecommuting opportunity
and potentially their jobs. The policy will also outline communication requirements (Ye, 2012).
Every employee afforded the right to telecommute will be expected to communicate with their
supervisor, frequently and must always be available for communications during the agreed upon
hours. The conditions of employment for the telecommuting employee will remain the same as
when they work hours in the office.
EMPLOYEE MORALE PROPOSAL
4
The equipment used by the employee must meet certain requirements. Employees must
use equipment provide by the organization and must not use this equipment for personal use. The
equipment must be signed out by the employee with a supervisor’s permission. Employees must
use surge protectors to protect the equipment and use security measures to protect company
information systems from being attacked (Clark, 2008). Employees will be responsible for any
damage to the equipment if the damage was intentional, if the employee was grossly negligent,
the damage was the result of a power surge, or if the employee fails to keep virus protection
software current (Clark, 2008).
The new telecommuting policy will offer the company many benefits as long as
employees comply with the telecommuting policy. Allowing employees to telecommute will
increase employee productivity and boost employee morale. It will increase the time the
employee is available to work and can reduce overhead costs for the organization. When
employees are happy and satisfied with their work, it improves employee retention which
reduces the cost of hiring for the company. Workers who are afforded an opportunity to
telecommute will complete tasks more quickly and will have fewer sick days.
The new telecommuting policy will allow employees to work outside of the office. These
employees will have a more flexible schedule and will have fewer distractions than in the
workplace. Employees who are afforded the opportunity to telecommute must abide by the
telecommuting policy. The new policy will offer many advantages to the employee and the
organization.
EMPLOYEE MORALE PROPOSAL
5
References
Clark, T. (2008). Ten trends and technologies driving secure teleworking. White Paper, the
FactPoint Group, Los Altos, California.
Gajendran, R. (2007). The Good, the Bad, and the Unknown About Telecommuting: MetaAnalysis of Psychological Mediators and Individual Consequences. Journal of Applied
Psychology, 92(6): 1524-1541
Ye, L. (2012). Telecommuting: Implementation for Success. International Journal of Business
and Social Science, 3(15): 20-26
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