Course Proposal

Topics: Accounts receivable, Reward system, Employment Pages: 2 (431 words) Published: January 26, 2013
Daisy Pagan
Dr. Wendy Finley
January 20, 2013

MGMT 591: Leadership and Organizational Behavior
Project Proposal

Overview of Organization

The organization that will be the topic of discussion in my final project paper is Vasso Waste Systems. VWS sells dump trucks, service bodies, plows, sanders, cranes, and lift gates. VWS has been around since 1983 providing service from Albany to Montauk Point, Long Island and Northern Jersey. They also sell to the private sector in the five boroughs and upstate New York. VWS has a total of 25 employees and the company’s success started with good employees, quality manufacturers and loyal customers. 2007 was a bad year for VWS, the economy started to affect the world in a negative way and VWS was trying to survive. Employees at VWS started to feel unappreciated and began to lose motivation in the work place. Times were bad in the world and times began to be bad in the work place. VWS was known for their great employee reward systems that would consist of, parties and celebrations, company paid family activities, sporting events, paid lunches for every employee that had a 100 percent attendance for the month.

I was the Accounts Receivable Clerk at Vasso Waste System for 5 years. I started working for the company May 2004 and it was like a match made in heaven. The work environment was very family oriented and our boss made me feel appreciated very often. Three years in working at VWS thing began to change, I felt overworked and underappreciated. I started to feel the need to part ways with VWS, but the job market was not at its best so I stayed a bit longer. During my last year at VWS, we no longer had a recognition program and we were under new management. New Management didn’t see how a recognition program would improve job engagement and it would help keep our good employees. I think VWS was a great place to work at, but cutting corners and making your...
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