Advanced Writing Final Paper

Topics: Employment, Research, Full-time Pages: 13 (3316 words) Published: April 28, 2014


Improvement of Worker Morale in a Low Supervised Setting

Prepared for
Ben Thompson
Student Supervisor
University of Minnesota Duluth Housing Maintenance Staff

Prepared By
James Carlberg
Maintenance Staff Employee
University of Minnesota Duluth Housing Maintenance Staff

December 7, 2012
Memorandum
Date:December 7, 2012
To:Ben Thompson, Student Supervisor, Maintenance Staff
From:James Carlberg, Maintenance Staff Employee,
Subject:Improvement of Worker Morale in a Low Supervised Setting

The University of Minnesota Duluth Housing Maintenance Staff is suffering from poor worker performance in a relatively low supervised setting. The purpose of this report is to first identify and acknowledge that the UMD Maintenance Staff has a worker morale problem that is affecting its overall performance and reputation. This report’s second purpose is to explain to you the great lengths I have gone to study this problem. Finally, this report’s last purpose is to list my findings from my research and offer valuable recommendations for a solution to this problem.

After working for UMD Maintenance Staff for eighteen months, I have learned how to become a more efficient worker and because of that I have taken notice that our staff’s full potential is not being met. I chose to bring this problem to light for one simple reason, and that is, here at UMD we strive towards excellence and seek to better ourselves. This directly applies to our work ethic and should not be taken lightly. By identifying this low morale problem we are taking the first step in solving it.

The research you will read about further on in this report was completed between the 27th of September and the 7th of November. In this span of time I conducted primary research, including several interviews with both employees and supervisors. I also completed secondary research on the schools databases finding several scholarly journals that gave great insight into our problem. The research that I have completed for this report is valuable to both employees and supervisors alike.

At this point I would like to take the time to recognize and thank several people; who without their help this project would have lacked the insight needed to make my research solid enough to find a solution. First I would like to thank my supervisor Ben Thompson for both granting me the permission to complete this research and for the insight on the subject. To Andrew Kilness, Thank you for both your time and patients. With your knowledge of the problem at work I was able to see it from a different perspective than I previously had seen. To Nate Hanson, Thank you for sharing your previous work experience with me. Your information added credibility to the whole research project. Finally to Vincent Ranallo, thank you for being flexible and understanding.

Table of Contents

List of Illustrations
Figure 1: Do you think employees would work harder with higher wages?............6

Executive Summary
The purpose of this report is to analyze the current low morale problem with the U.M.D. Maintenance Staff. By raising the overall morale of the employees will increase productivity and sharpen the image that Maintenance Staff hopes to achieve. To raise the employee morale I have researched three different components that I believe to be the root cause of the morale problem. Accountability

A key contributing factor in the current moral problem among employees is the lack of accountability. Accountability is a slippery slope that is easy to fall down. From the Broken Window Theory by James Q. Wilson and George L. Kelling, we take the simple lesson that if one person starts to pass the responsibility off to another person, soon many others will follow. By holding each employee accountable for their own work creates a sense of pride in one’s work. Incentives

Goal setting is...

Cited: Balasubramanian, Sridhar, Aleda V. Roth, and Enno Siemsen. "Incentives that induce task-related effort, helping, and knowledge sharing in workgroups." Management Science 53.10 (2007): 1533+. Academic OneFile. Web. 4 Dec. 2012.
Egrot, Margaret. “How to Tackle Poor Performance.” Community Care 8 April. 2010. Academic OneFile. Web. 27 Sep. 2012.
“Get Everyone To Pull Their Weight.” Financial Advisor 2 Aug. 2012. Academic OneFile. Web. 27. Sept. 2012
Hanson, Nate. Personal Interview. 3 Oct. 2012
Kilness, Andrew. Personal Interview. 16 Oct. 2012
Lipka, Sara. "Want Data? Ask Students. Again and Again." The Chronicle of Higher Education 57.43 (2011). Academic OneFile. Web. 4 Dec. 2012.
Moyer, Don. Harvard Business Review 83.2 Feb. 2005. Academic OneFile. Web 4 Dec. 2012
Ranallo, Vincent. Personal Interview. 25 Oct. 2012
Snow, Tamsin. “Little Things are Vitally Important to Staff Wellbeing, Says DH Report.” Nursing Standard 22.42 (2008): 5. Academic OneFile. Web. 27. Sep. 2012.
Thompson, Ben. Personal Interview. 7 Nov. 2012
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