Description
below are the comment the professor made on the paper so please correct it and focus on my company which is Republic Airways which is an airline so correct the paper based on my company please
Professor’s comment:
“Thank you for your draft submission. Please make the changes to your Week 7 draft based on my feedback. Deductions will be applied if the changes to my feedback are not applied. Note that the comment in one section of your paper applies to the rest of the paper. You need to make sure that you follow the template when writing this assignment.
You also need to make sure that you write this proposal for ONE organization. This paper should not be for companies in general but should be written to improve a problem in your organization.
Please also make sure to check your work for APA and grammatical errors. I did not list all the errors. I suggest that you submit your work to the Writing Center to catch the APA and grammatical errors. You can have until Thursday, Jan. 11, to submit the Unit 8 Final Proposal. If you need more time to revise the Week 8 proposal, just send me an email.
You also need to proofread your work for APA and grammatical errors. I did not list/highlight all the errors. Please review my feedback on the left side of the document. Select the sticky notes to read my comments.”
**I ALSO ATTACHED THE ROUGH DRAFT WHICH YOU CAN USE BUT CHANGE TO RELATE IT TO THE AIRLINE JOB AT REPUBLIC AIRWAYS AND I ALSO HAVE THE RUBRIC ATTACHED TO CHECK WHAT EXACTLY NEEDS TO BE FIXED ALSO GRAMMAR IS A BIG THING TOO LAST THING IS THE ASSIGNMENT DETAILS WHICH I WILL ATTACH ALSO TO THIS
Researched Proposal Rough Draft
The rough draft of your proposal is due in Unit 7 while the final proposal is due in Unit 8.
For the researched proposal, you will identify a problem or issue in your present or past workplace, or in your community. The assignment objective as provided in Unit 5, is to propose a solution to the problem or issue, and to present that solution to a decision-maker or group of decision-makers who can implement the recommendation. You will support your proposal with research.
You will develop a concrete, practical solution to the problem that can be implemented. Reference sources will be included that explain the problem, issue, and/or support the solution.
The proposal must be between 2,500 to 3,000 words using APA format for your citations and references. The proposal itself should be single spaced with double spacing between paragraphs. The word count includes all components. The purpose of establishing a word count is to ensure the topic chosen is neither too big nor too small. Also, writing within parameters is a common requirement in business communications.
3: Analyze business problems using research.
PC-5.1: Use language that is clear, concise, and organized.
Proposal Due: You have worked through the process of putting together your persuasive researched proposal addressing a business problem. You saw an example with how graphics can sometimes convey information more effectively than words. You have reviewed comments from your instructor, and have taken your ideas through several stages.
The final proposal must be no fewer than 2,500 words, no more than 3,000. The word count includes all components. The purpose of establishing a word count is to ensure the topic chosen is neither too big nor too small. Also, writing within parameters is a common requirement in business communications.
The problem or issue need not be enormous.
For the researched proposal, you identified a problem or issue in your present or past workplace. The assignment objective as provided in Unit 4, is to propose a solution to the problem or issue, and to present that solution to a decision-maker or group of decision-makers who can implement the recommendation. You will support your proposal with research.
You will develop a concrete, practical solution to the problem that can be implemented. Reference sources will be included that explain the problem, issue, and/or support the solution.
Checklist: Provide the following:
A cover memo or letter, depending upon the audience, which introduces the attached proposal.
A cover page — include title of proposal, recipient’s name and title, your name and title, and the date.
Table of contents
Executive summary of no more than one page.
Statement and general analysis of the problem using research.
Analyze the problem from at least three (3) stakeholders’ viewpoints.
Include a minimum of one original graphic.
Conclusion stated as a recommendation for implementation of the solution.
Reference page of at least five cited sources, one of which is from a peer-reviewed journal and no more than two personal interviews. No more than 15% direct quotes.
Use clear, concise language, correct spelling, grammar, and punctuation.
Use APA 7th edition for the content and citation format and style.
Unformatted Attachment Preview
GB512 Unit 7 Assignment Rubric
Activity: Unit 7 Assignment Dropbox
Course: GB512 Business Communications
Name: Mawadda Alqutbi
Criterion 1 (10%)
Length
Criterion 2 (25%)
Level III Max Points
10 points
Level II Max Points
8.5 points
Level I Max Points
7 points
Not Present
0 points
Responds in a
minimum of 2500–
3000 words
inclusive of all
required elements.
Responds in a
minimum of 1000–
2499 words
inclusive of all
required elements.
Responds in a
minimum of 1–999
words inclusive of
all required
elements.
Does not meet any
criteria.
Level III Max Points
25 points
Level II Max Points
21.25 points
Level I Max Points
17.5 points
Not Present
0 points
Criterion Score
10 / 10
Criterion Score
Criterion 2 (25%)
Audience,
Purpose, Solution
Criterion 3 (25%)
Level III Max Points
25 points
Level II Max Points
21.25 points
Level I Max Points
17.5 points
Not Present
0 points
Meets all criteria:
Meets two (2)
criteria:
Meets one (1)
criterion:
Does not meet any
criteria.
Identifies
audience
Presents
purpose
Outlines
solution
Level III Max Points
25 points
Identifies
audience
Presents
purpose
Outlines
solution
Identifies
audience
Presents
purpose
Outlines
solution
Level II Max Points
21.25 points
Level I Max Points
17.5 points
Not Present
0 points
Criterion Score
17.5 / 25
Criterion Score
Criterion 3 (25%)
Research
Level III Max Points
25 points
Level II Max Points
21.25 points
Level I Max Points
17.5 points
Not Present
0 points
Meets all criteria:
Meets three (3)
criteria:
Meets one (1) or
two (2) criteria:
Does not meet any
criteria.
References at
least five (5)
sources.
References at
least five (5)
References at
least one (1)
sources.
References at
peerreviewed
journal
article.
Uses
research to
least one (1)
peerreviewed
journal
article.
Uses
support
solution.
research to
support
Cites sources
following
APA in-text
and on the
solution.
Cites sources
following
APA in- text
references
page.
and on the
references
page.
Criterion 4 (20%)
Level III Max Points
20 points
Level II Max Points
17 points
Criterion Score
17.5 / 25
References
at least five
(5) sources.
References
at least one
(1) peerreviewed
journal
article.
Uses
research to
support
solution.
Cites sources
following
APA in-text
and on the
references
page.
Level I Max Points
14 points
Not Present
0 points
Criterion Score
Criterion 4 (20%)
Original Graphic
Level III Max Points
20 points
Level II Max Points
17 points
Level I Max Points
14 points
Not Present
0 points
Meets all criteria:
Meets two criteria:
Meets one
criterion:
Does not meet any
criteria.
Incorporates
Incorporates
at least one
(1) original
at least one
(1) original
graphic.
References
graphic(s)
within the
text.
Explains the
graphic.
References
graphic(s)
within the
text.
Explains the
significance
of graphic(s)
significance
of graphic(s)
to the
proposal.
to the
proposal.
Criterion Score
10 / 20
Incorporates
at least one
(1) original
graphic.
References
graphic(s)
within the
text.
Explains the
significance
of graphic(s)
to the
proposal.
Criterion 5 (20%)
Level III Max Points
20 points
Level II Max Points
17 points
Level I Max Points
14 points
Not Present
0 points
Criterion Score
Criterion 5 (20%)
Writing
Conventions
Level III Max Points
20 points
Level II Max Points
17 points
Level I Max Points
14 points
Not Present
0 points
Meets all criteria:
Meets three
criteria:
Meets one (1) or
two (2) criteria:
Does not meet any
criteria.
Writing is
focused,
concise and
organized.
Articulates at
a graduate
level.
Few or no
grammar or
punctuation
errors.
Uses nonoffensive, inc
lusive, and
respectful
language.
Total
Writing is
focused,
concise and
organized.
Articulates
at a graduate
level.
Few or no
grammar or
punctuation
errors.
Uses nonoffensive,
inclusive,
and
respectful
language.
Criterion Score
15 / 20
Writing is
focused,
concise and
organized.
Articulates at
a graduate
level.
Few or no
grammar or
punctuation
errors.
Uses nonoffensive,
inclusive, and
respectful
language.
70 / 100
Overall Score
Level III
Level II
Level I
Not Present
1
Employee Engagement and Empowerment
Mawadda Alqutbi
Purdue Global University
Business communications
12/24/2023
2
Executive Summary
An organization results in a conglomeration of people from different backgrounds. The
role of the organization is to ensure that people from different spheres and skill levels work
towards a common goal. It is the work of human resource management to promote integration
and engagement, which results in a positive working atmosphere. The organization’s culture is
fundamental in determining the type of working environment. Therefore, employee engagement
and empowerment result in retention, which has tremendous benefits. While organizations seek
to reduce expenditure by capitalizing on costs, there is a need to implement resource
management that retains employees and utilizes their capabilities. Looking for new employees is
costly since there are several steps that make the organization lose time and money, such as
training, outsourcing, taking interviews, and waiting for employees to adapt. With old
employees, the organization can achieve the desired level of change and development since there
is a proper understanding of industry requirements. Employee engagement and empowerment
affect their morale, loyalty, satisfaction, and dedication, which is desirable, especially in
promoting improved performance. This paper explores the role of flexible work schedules in
promoting employee retention, employee training and its impacts on retention, employee reward
systems, and effective communication platforms. This paper is a comparative analysis of the two
sides of each segment using examples of corporations and industries. The paper is essential since
it helps organizations improve employee retention and safeguard the well-being of the workers.
From the results, it is possible to acknowledge that employee training, work flexibility, reward
systems, and effective communication platforms facilitate increased employee engagement and
empowerment. The result of improved employee engagement and empowerment is elevated
performance and high susceptibility to goal achievement, which leads to retention. There are also
reduced employee outflows, which are indicators of high retention and satisfaction.
3
Table of Contents
Executive Summary
Employee Engagement and Empowerment
Literature Review
Methodology
Employee Training
Employee Flexibility
Employee Reward Systems
Communication Platforms
Employee Involvement in Decision Making
Effect of Employee Engagement on their Retention
Findings and Recommendations
References
2
4
4
6
6
7
7
8
8
9
9
11
4
Employee Engagement and Empowerment
Employees are the laborers who work towards ensuring that the organization attains its
postulated goals. There is a need to utilize the work done by each employee since it is a step
towards actualizing the goals. The employees being the backbone of organizations means that
their role is integral, and the management should work on enabling each employee to feel
comfortable. Wherever there are problems in the organization, the employees feel the change in
the culture, and this impacts their effectiveness and efficiency. The workers also learn how best
to perform tasks within the shortest time and without compromising quality. With a toxic work
environment, the workers feel the pain of being part of an organization and opt to leave. The
disadvantage of leaving is that the company would have to spend money and time in the hiring
process, training, and waiting for the new employees to adapt; these are losses to the company.
Employee retention is the ability of a company to prevent the outflow of employees. Achieving
employee retention involves ensuring there are mitigating factors to create a desired working
environment that would enable each employee to feel valued and well taken care of. Employee
engagement refers to the level of enthusiasm, zeal, dedication, and loyalty a worker feels to their
job. With employee engagement and empowerment, it is possible to improve the performance of
an organization and establish a conducive working culture for growth and development. This
paper tries to showcase how employee training, flexibility, reward systems, and communication
platforms result in retention.
Literature Review
When employees sign contracts and enroll to work for different organizations, they seek
compensation for the labor they offer. There are four factors of production, which include labor,
land, capital, and entrepreneurship (Cabrita et al., 2015). In the market, since the workers get
educated, they learn how to sell their skills and thus utilize labor as a factor of production.
Biologically, it is advised that a person should sleep for eight hours each day; therefore, the
human body is structured and designed to rest after working. Rest is critical in promoting high
performance and creativity.
A company that fails to innovate can lag and reduce its market share since the market is
constantly innovating to meet the demands of the consumers. The minds of the organization are
the workers who must feel accommodated and taken care of. Therefore, the center of
organization expansion and development is the employees since they work to meet the demands
and objectives of the organization (Levinson 2009). With employees being the drivers of
transformation, there is a need for the management to implement a working culture that keeps the
employees and capitalizes on their skills and talent. There are several methods through which the
human resource department works to promote high efficiency, and they include investing in
technology and equipment, motivations, and reward systems through proper salaries and
bonuses, promotions, training, support programs, team building, and comprehensive coverage.
Rather than focus on salaries, employees also seek opportunities for future development.
Therefore, there is a need for training sessions which develop and improve their skills (Arthur Jr
et al., 2003). There are managerial roles that need to be filled in the future, and the organization
5
seeks people who are competent and certified. It is the role of the organization to provide
employees with opportunities to get the required education to make them suitable for such
responsibilities. Also, work flexibility means that the working schedule suits the desires and
needs of the employees (Reilly 2001). Rather than focusing on a strict working schedule, it is
essential to discuss the working timetable with the employees since there is life out of work. In
addition, flexibility means that the organization should be task-oriented, where an employee can
feel free to do other activities after finishing assigned roles.
Communication is at the center of ensuring that each information passed by the
management reaches and is well understood by the employees (Dozier et al., 2013). Effective
communication strategies include timely communication, reduction of ambiguity, and being
direct. Employees need effective communication to promote discussions, negotiation, and
understanding. A working culture that integrates the voice or concerns of the employee is
significant and works towards promoting sustainable development. The employees should feel as
if they are a part of the organization, shareholders rather than workers. The result of achieving
employee empowerment and engagement is high retention, which is beneficial in eradicating
associated hiring costs.
Figure 1
Title: Steps of Employee Empowerment
6
Image: The four steps of employee empowerment. Source: https://blog.workday.com/enus/2022/secret-employee-retention-employee-engagement.html
Methodology
This research paper performs a qualitative comparative analysis to determine which of
the two depicted sides results in employee retention. The segments used in guiding the
comparative analysis include employee training, employee flexibility, reward systems, and
communication platforms. Each of the segments refers to employee engagement and
empowerment, and thus, it is essential to evaluate how it leads to employee retention. The
findings of the research provide a conclusion of the result of the depicted segments. The
recommendations act as a guide for the management of an organization to use to improve
employee retention.
Employee Training
This segment seeks to compare employee training between companies that train
employees and those that do not. Employee training involves equipping employees with the
required education and practical experience that aligns with future expectations and preferences.
Employee training seeks to advance competence and make the employees focus on professional
and personal development. According to Bolden-Barret (2019), in a study by Axonify, only 41%
of employees suggest that their employers are training the workers for future preparation. In
addition, a study by Ipsos shows that a third of workers do not receive any formal training.
The majority of blue-collar jobs, such as loading and unloading in warehouses, do not
offer training or formal education to their employees (Hopp et al., 2009). industries require
human labor, and thus, the need for the management to think of equipping the employees with
skills and knowledge becomes irrelevant. There are several reasons why some organizations do
not train their employees; among them is fear of employees leaving after training, it is costly, or
cheap outsourcing. Blue-collar jobs are in high demand since there are people continuously
seeking the position, and thus, it is easy to outsource. The result is that the workers stay in a
similar role for years, and this leads to a lack of personal and professional growth. The prayer of
the workers also stays constant for a long time, thereby making them vulnerable to exploitation
and dependent on the organization’s salary. Here, the employees are forced to stick to an
organization because of dependence, but whenever there is a chance to leave, there is no looking
back.
Government jobs and workers in learning situations, such as universities and colleges, get
the chance to receive training (Chaudhury et al., 2006). The majority of the white collar jobs
offer training through seminars, formal education, and benchmarking programs. These programs
are essential in equipping the workers with new skills and strategies. The sectors need
innovation, which is critical in attaining success. The workers enjoy an environment where they
can secure a better future by equipping themselves with on-demand skills. Training also offers a
chance for the workers to network and understand better methods of improving efficiency. When
an organization offers training, there is improved employee engagement and empowerment since
7
there is a thriving environment for development and future preparedness. The employees feel
satisfied, motivated, and willing to ensure that the organization meets its objectives. Employee
satisfaction is also at its core, which results in high retention, and this is why many opt to work
until retirement in the same institution or organization.
Employee Flexibility
Here, exploring how worker flexibility compares between corporations, industries, or
countries is pivotal in comprehending the role of employee engagement and empowerment.
Indian bosses are known to be strict and dictate jobs with close supervision (Craft, n.d.). There
are exceptions since large corporations such as Google and Microsoft have Indian leaders, but
the organizational culture is transformative. On the contrary, Finnish organizations promote a
flexible working environment.
Employee flexibility, or a working environment that is flexible, is one that considers the
schedule of each employee and tailors its system such that the employees can balance their work
and life. There is life beyond work, and thus, consideration must be placed to support the
employee in teaching a balance. Strict bosses who are always constantly supervising the workers
mean that their working schedule is tight and does not consider the needs of the employees
(Craft, n.d.). In such a case, the working environment becomes toxic and prone to burnout.
Employee harassment is at its core since the management is constantly looking for errors and
mishaps. There are even events where salary deductions are made because of the failure of
employees to adhere to the depicted schedules. A request for a change of schedule gets a
declining response and a threat of job loss. This working culture makes the employees vulnerable
and fearful because of a lack of job security.
On the contrary, Finish organizations that value employee flexibility are innovative since
there is integration of technology and hybrid systems (Grzegorczyk, 2021). The workers can
work from home and only come to the offices when needed. These job roles are task-oriented
such that the employees seek to achieve self-discipline to complete assigned tasks. Wherever the
tasks are completed, they can perform other personal duties until additional tasks are added. This
system considers the work and life of the employees and designs a schedule that works best for
them. Here, the employees can spend more time with family, carry out personal duties, and focus
on quality. The job satisfaction levels are high, and since there is job security, the employees are
driven to work to fulfill the objectives of the organization. Also, the employees get paid because
of the services and skills they offer rather than their ties to the company. Therefore, there is high
retention through enhanced employee empowerment and engagement.
Employee Reward Systems
Reward systems are diverse, and they include salaries, promotions, recognition, bonuses,
and allowances. From the reward system depicted, promotion is very critical since it affects the
behavior of the employees in relation to retention abilities. A comparative analysis of two
companies having different ratio strategies and policies provides insights into how it influences
employee empowerment, engagement, and retention.
8
One organization has a promotion policy where advertisements are posted wherever there
are positions, and all the candidates pass through a common or similar hiring process. The other
organization has a vertical promotion strategy where there is consideration of the internal staff
before the advertisements are posted for external considerations. The first case makes the
employees and those in the external market equal. Since the employment industry has high
competition, the employees working in the organization feel that the competitive pressure is
overwhelming. Even though there are positions in their organization, the chances of them getting
hired for the roles are lower (Ramlall, 2004). Therefore, there is a lack of motivation since there
is a high susceptibility that the position will be taken by an expatriate.
In the second case, where the organization considers the internal employees, there is a
high susceptibility that the organization will get an employee from the staff. Therefore, the
employees will improve their performance and feel motivated to earn such a position. Also, the
employees would feel valued since the company uses promotion as a reward system to boost
their morale and provide opportunities for personal and professional development. Therefore, the
reward systems improve employee empowerment and engagement, which in turn leads to high
employee retention.
Communication Platforms
Effective communication is the center of ensuring that there is mutual understanding
between the employees and the management. Communication is pivotal in promoting goal
actualization (Osborne & Hammoud, 2017). The organizational culture is the driving force of
effective communication since there is a need to consider platforms as an avenue where the
management can reach the employees and get feedback. Communication is a two-way process
since the recipient needs to acknowledge the reception of information. The management needs to
understand the employees and the platform that favors their interaction ability. Employees
working as blue-collar workers might use a different communication platform when compared to
corporate workers. Corporate workers need official communication, and depending on the nature
of the work, utilization of technology is paramount. For blue-collar workers, the use of
traditional forms of communication, such as memos, can be effective.
Employee Involvement in Decision Making
According to Hoel et al. (2010), autocratic leadership is one that does not consider the
views of the employees or other advisors. The management will make decisions without
consultation and consideration. Therefore, such an organization disconnects the employee from
the organization. Rather than the employees being part of the decision-making process, they are
viewed as laborers. Employees working in a company that utilizes their labor lack motivation
and feel exploited. Lack of education means that there is underutilization of employee creativity,
which outlines underperformance. Whenever there are issues within the organization, the
employees do not feel responsible since it is the management’s role to make decisions.
On the contrary, an organization that focuses on employee engagement and integration
makes the employee feel valued and accommodated. Employees are part of the organization and
9
should take part in the decision-making process. The management can be overwhelmed by the
decisions and responsibilities. Delegation of duties is a solution that works best to distribute
pressure and burden, which makes management easy. Employees are innovative and creative
since they are part of the market and understand the dynamics (Tucker 2002). Their views are
solutions that, when discussed, lead to strategic implementation of decisions that guide the
organization toward business sustainability.
Effect of Employee Engagement on their Retention
Employee engagement is fundamental in enhancing retention capabilities; it means that
the employees feel part of the organization and are motivated (Markos & Sridevi, 2010). The
employees connect to their work and colleagues and focus on the objectives since the
organization has systems that address their concerns. Some of the effects of employee
engagement on their retention include enhanced loyalty, improved performance, a positive work
environment, job satisfaction, boosted morale, effective and open communication, innovation,
and reduced turnover costs. The result is advantageous to the company since their employees
focus on revenue generation.
Findings and Recommendations
The comparative analysis has used case scenarios and examples of companies and
countries with different operating cultures. The comparative analysis has gained insights into the
different segments of employee engagement and empowerment. In the training segment, there
are positive results when a company seeks to train its employees since it leads to personal and
professional development. The employees will continue using their skills to develop the
organization and prepare for the future, thereby resulting in high employee retention. A flexible
working environment is one that considers the work-life balance of the employees. Strictness at
work results in a lack of motivation and morale, while flexibility emphasizes task-orientedness.
Employees in a flexible work environment can accomplish numerous tasks and are certain of
their job security, thereby resulting in loyalty and high employee retention. There are several
reward systems, and promotion is one of them. From the two companies, internal promotions are
fundamental in ensuring the staff are considered, and this boosts personal and professional
development and performance. Employed will look for avenues to fit into the advertised
positions by gaining relevant skills and knowledge. Effective communication ensures that the
employed understand the message. Recognizing the type of employees who had the best platform
to use in communication is significant in promoting effective communication. Employee
engagement is parallel to the induction of employees in decision-making. Companies would seek
the involvement of employees in decision-making since they are the creative force that drives
transformation.
Therefore, it is recommended that companies use this research in efforts to improve
employee retention. Employee retention saves on costs and utilizes the potential of employees in
revenue generation and growth. Employee retention, empowerment, and engagement can be
achieved through implementing training programs, flexible working structures, internal
promotion programs, effective communication, and involvement of employees in decision-
10
making. In addition to promotion as a reward system, there are allowances, above-market
salaries, bonuses, recognitions, and awards.
11
References
Arthur Jr, W., Bennett Jr, W., Edens, P. S., & Bell, S. T. (2003). Effectiveness of training in
organizations: A meta-analysis of design and evaluation features. Journal of Applied
psychology, 88(2), 234. https://psycnet.apa.org/record/2003-03332-006
Bolden-Barrett, V. B.-B. (2019, August 26). Study: Companies aren’t training employees for the
future. HR Dive.
https://www.hrdive.com/news/study-companies-arent-training-employees-for-thefuture/561613/
Cabrita, M. R., Cabrita, C., Matos, F., & del Pilar Muñoz Dueñas, M. (2015). Entrepreneurship
capital and regional development: A perspective based on intellectual capital.
Entrepreneurship, Human Capital, and Regional Development: Labor Networks,
Knowledge Flows, and Industry Growth, 15-28.
https://link.springer.com/chapter/10.1007/978-3-319-12871-9_2
Chaudhury, N., Hammer, J., Kremer, M., Muralidharan, K., & Rogers, F. H. (2006). Missing in
action: teacher and health worker absence in developing countries. Journal of Economic
perspectives, 20(1), 91-116.
https://www.aeaweb.org/articles?id=10.1257/089533006776526058
Craft. (n.d.). The toxicity in the Indian work culture.
https://thinkly.me/thinkly/Post/Index/6DEZSMP
Dozier, D. M., Grunig, L. A., & Grunig, J. E. (2013). Manager’s guide to excellence in public
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https://books.google.com/books?hl=en&lr=&id=VReOAQAAQBAJ&oi=fnd&pg=PP1&
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the+management+reaches+and+is+well+understood+by+the+employees.+E&ots=BjBR
VXiB0V&sig=_Y8NNmYuXV-5YakdKnWF2eQSYy0
Grzegorczyk, M., Mariniello, M., Nurski, L., & Schraepen, T. (2021). Blending the physical and
virtual: a hybrid model for the future of work (No. 14/2021). Bruegel Policy
Contribution. https://www.econstor.eu/handle/10419/251067
Hoel, H., Glasø, L., Hetland, J., Cooper, C. L., & Einarsen, S. (2010). Leadership styles as
predictors of self‐reported and observed workplace bullying. British Journal of
management, 21(2), 453-468.
https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1467-8551.2009.00664.x
Hopp, W. J., Iravani, S. M., & Liu, F. (2009). Managing white‐collar work: An
operations‐oriented survey. Production and operations management, 18(1), 1-32.
https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1937-5956.2009.01002.x
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Levinson, H. (2009). Reciprocation: The relationship between man and organization.
https://psycnet.apa.org/record/2008-12235-002
Markos, S., & Sridevi, M. S. (2010). Employee engagement: The key to improving performance.
International journal of business and management, 5(12), 89.
https://www.academia.edu/download/77045834/6332.pdf
Osborne, S., & Hammoud, M. S. (2017). Effective employee engagement in the workplace.
International Journal of Applied Management and Technology, 16(1), 4.
https://scholarworks.waldenu.edu/ijamt/vol16/iss1/4/
Ramlall, S. (2004). A review of employee motivation theories and their implications for
employee retention within organizations. Journal of American academy of business,
5(1/2), 52-63.
https://www.academia.edu/download/55461861/Review_of_Employee_Motivation_Theo
ries_-_Journal_of_American_Academy_of_Business.pdf
Reilly, P. A. (2001). Flexibility at work: Balancing the interests of employer and employee.
Gower Publishing, Ltd..
https://books.google.com/books?hl=en&lr=&id=M8OqSKcILeEC&oi=fnd&pg=PP15&d
q=work+flexibility+means+that+the+working+schedule+suits+the+desires+and+needs+o
f+the+employees.&ots=Qso4rYPCno&sig=axtCrRkHftmsYd_0qqnsDpMojeE
Tucker, R. B. (2002). Driving growth through innovation: How leading firms are transforming
their futures. Berrett-Koehler Publishers.
https://books.google.com/books?hl=en&lr=&id=a8hbnMpnG8MC&oi=fnd&pg=PA1&d
q=+Delegation+of+duties+is+a+solution+that+works+best+to+distribute+pressure+and+
burden,+which+makes+management+easy.+Employees+are+innovative+and+creative+si
nce+they+are+part+of+the+market+and+understand+the+dynamics.&ots=EjxqO82xB3
&sig=9-URC36Gd6nJrJAa1HzGK5jaL6M
GB512 Unit 7 Assignment Rubric
Activity: Unit 7 Assignment Dropbox
Course: GB512 Business Communications
Name: Mawadda Alqutbi
Criterion 1 (10%)
Length
Criterion 2 (25%)
Level III Max Points
10 points
Level II Max Points
8.5 points
Level I Max Points
7 points
Not Present
0 points
Responds in a
minimum of 2500–
3000 words
inclusive of all
required elements.
Responds in a
minimum of 1000–
2499 words
inclusive of all
required elements.
Responds in a
minimum of 1–999
words inclusive of
all required
elements.
Does not meet any
criteria.
Level III Max Points
25 points
Level II Max Points
21.25 points
Level I Max Points
17.5 points
Not Present
0 points
Criterion Score
10 / 10
Criterion Score
Criterion 2 (25%)
Audience,
Purpose, Solution
Criterion 3 (25%)
Level III Max Points
25 points
Level II Max Points
21.25 points
Level I Max Points
17.5 points
Not Present
0 points
Meets all criteria:
Meets two (2)
criteria:
Meets one (1)
criterion:
Does not meet any
criteria.
Identifies
audience
Presents
purpose
Outlines
solution
Level III Max Points
25 points
Identifies
audience
Presents
purpose
Outlines
solution
Identifies
audience
Presents
purpose
Outlines
solution
Level II Max Points
21.25 points
Level I Max Points
17.5 points
Not Present
0 points
Criterion Score
17.5 / 25
Criterion Score
Criterion 3 (25%)
Research
Level III Max Points
25 points
Level II Max Points
21.25 points
Level I Max Points
17.5 points
Not Present
0 points
Meets all criteria:
Meets three (3)
criteria:
Meets one (1) or
two (2) criteria:
Does not meet any
criteria.
References at
least five (5)
sources.
References at
least five (5)
References at
least one (1)
sources.
References at
peerreviewed
journal
article.
Uses
research to
least one (1)
peerreviewed
journal
article.
Uses
support
solution.
research to
support
Cites sources
following
APA in-text
and on the
solution.
Cites sources
following
APA in- text
references
page.
and on the
references
page.
Criterion 4 (20%)
Level III Max Points
20 points
Level II Max Points
17 points
Criterion Score
17.5 / 25
References
at least five
(5) sources.
References
at least one
(1) peerreviewed
journal
article.
Uses
research to
support
solution.
Cites sources
following
APA in-text
and on the
references
page.
Level I Max Points
14 points
Not Present
0 points
Criterion Score
Criterion 4 (20%)
Original Graphic
Level III Max Points
20 points
Level II Max Points
17 points
Level I Max Points
14 points
Not Present
0 points
Meets all criteria:
Meets two criteria:
Meets one
criterion:
Does not meet any
criteria.
Incorporates
Incorporates
at least one
(1) original
at least one
(1) original
graphic.
References
graphic(s)
within the
text.
Explains the
graphic.
References
graphic(s)
within the
text.
Explains the
significance
of graphic(s)
significance
of graphic(s)
to the
proposal.
to the
proposal.
Criterion Score
10 / 20
Incorporates
at least one
(1) original
graphic.
References
graphic(s)
within the
text.
Explains the
significance
of graphic(s)
to the
proposal.
Criterion 5 (20%)
Level III Max Points
20 points
Level II Max Points
17 points
Level I Max Points
14 points
Not Present
0 points
Criterion Score
Criterion 5 (20%)
Writing
Conventions
Level III Max Points
20 points
Level II Max Points
17 points
Level I Max Points
14 points
Not Present
0 points
Meets all criteria:
Meets three
criteria:
Meets one (1) or
two (2) criteria:
Does not meet any
criteria.
Writing is
focused,
concise and
organized.
Articulates at
a graduate
level.
Few or no
grammar or
punctuation
errors.
Uses nonoffensive, inc
lusive, and
respectful
language.
Total
Writing is
focused,
concise and
organized.
Articulates
at a graduate
level.
Few or no
grammar or
punctuation
errors.
Uses nonoffensive,
inclusive,
and
respectful
language.
Criterion Score
15 / 20
Writing is
focused,
concise and
organized.
Articulates at
a graduate
level.
Few
