Instructions: Edit the following memorandum into a 1-page document and try to he
ID: 380077 • Letter: I
Question
Instructions:
Edit the following memorandum into a 1-page document and try to help organize its content to improve its usability. The premise of this assignment is that you have been sent by your company (INY-TECH) to a conference on the subject of workplace violence. You are required to submit a memo to your supervisor, Tom Yoshida, and provide details on the content and recommendations that you took away from the conference.
However, you still need to edit your rough draft and revise the document trying to improve the memo organization and clarifying the content and language, focusing on clarity and concision.
GRADING: You will be evaluated on the clarity of the content, proper tone, memo format, organization, categorization, and overall usability of the document. You have creative license to organize the memo in any way that you believe effectively communicates the material.
ORGANIZATION: Use the sample recommendation reports from Chapter 20: Informal Reports—you have many memos in that chapter to consider as models, but these two have some useful format elements you might consider: Trans Globe Airlines (486-487), Global Biosolutions (488), and State Pension Fund (page 484).
· Use these samples as general models and inspiration for the organization of the content of your instruction memo. Do not copy them exactly!
EDITING STRATEGY:
1) Make deletions, condense or join sentences, remove any confusing jargon or language, improve logic, add transitions and cut repetition, and remove clichés.
2) In addition, proofread the word choice, fix spelling errors, remove wordiness, adjust the tone when necessary.
3) Write sentences that are direct and active, with a clear subject and verb.
4) Organize content of memo.
COMPANY: INY-TECH
MEMORANDUM
TO: Tom Yoshida
FROM: [Your Name Here]
DATE: ????
SUBJECT: ????
I went to OfficePro Conference on November 2nd. The topic was basically on the subject of when and how to prevent any particular instance of workplace violence, and I found it very fascinating. Although we have been very fortunate to avoid serious incidents at our company, it’s better to be safe than sorry in my opinion. Since I was the representative from our company, I thought you would like it if I went right ahead and reported about same suggestions for preventing actual workplace violence that I heard about while I attended the conference that I went to. There are three categories of suggestion were made by Mr. Masters, which I will summarize here.
First, to prescreen job applicants was one initial thing that the presenter, Mr. Masters cautioned for organizations. He indicated that prescreening would save the company sundry money and various resources. He said it would allow us to avoid the agony of having to terminate some unstable soul later in the year. Needless to say, wise companies do not offer employment until after the company has gone through the process of checking a candidate’s background. He indicated that just the mention of a background check is enough to make candidates withdraw. These candidates, of course, are the ones with something to hide. Adopting that strategy is a no brainer in my opinion. As a result, we should not offer employment until after the candidate’s background has been checked.
By the way, Mr. Masters is a Human Resources Consultant and was the keynote speaker at the conference
After that, companies should prepare a good employee handbook is what he suggested. That handbook should outline what employees should do when they suspect possible and potential workplace violence. This handbook should include a way for informers to be anonymous. In fact, in graduate school I recall an incident where I had to report a subordinate who was using the department copier for extensive personal use. The absence of any anonymous method of reporting the incident left me frustrated and disappointed. In fact, a method for reporting anonymously on threatening behavior is a way to encertifiy that employees have a safe and good strategy for alerting management to warning signs.
His other recommendation had to do with recognizing red-flag behavior. This involves having employees get training from managers on how to recognize signs of potential and possible workplace violence. Which is a good strategy to improve employee accountability. What are some of the red flags? Well, one sign is an increasing number of arguments with coworkers or any complaints of sexual harassing. Another pretty major sign is extreme changes in behavior or statements indicating depression over family or financial problems. Another sign is bullying. Another sign is bringing a firearm to work or displaying an extreme fascination with firearms is another sign. Moreover, the preliminary stage of resolution is to then recommend counseling with our Human Resources Counselor.
Overall, the temporary and short-term recommendation I took away was that we should revise our own Company Handbook as Mr. Masters recommended. He said we should incorporate the OSHA standards for effective violence prevention to prevaricate the company’s legal liability. They are listed here: management commitment and employee involvement; Worksite analysis; Hazard prevention and control; Safety and health training; and Recordkeeping and routine program evaluation.
In regard of that subject, Mr. Masters will be offering a spring OfficePro Conference in the near future as a follow-up, specifically the spring conference will occur on January 2nd
So, if you would, please let me know by December 1st if you want me to attend the OfficePro Spring Conference held on January 2nd and follow up my evaluation and also to continue my research on this very important subject.
Try to get in touch when you need to via my office phone (713-555-5555) or email (your email _here.com) if you have further questions or want, like, additional clarification.
Explanation / Answer
COMPANY: INY-TECH
Memorandum of the conference
TO: Tom Yoshida
FROM: <Name>
DATE: 12 Dec-2017
SUBJECT: Summary of the conference of workplace violence
Dear Mr. Yoshida,
As you will recall, I went to OfficePro Conference on November 2nd where the topic of discussion was when and how to prevent any particular instance of workplace violence. Till now, we have been very fortunate to avoid serious incidents at our company, it’s better to be safe than sorry in my opinion. Since I was the representative from our company, I went right ahead and reported about same suggestions for preventing actual workplace violence based on the learning from the conference. There are three categories of suggestion summarized below:
First, to prescreen job applicants was one initial thing that the presenter, Mr. Masters cautioned for organizations. He indicated that prescreening would save the company sundry money and various resources. He said it would allow us to avoid the agony of having to terminate some unstable soul later in the year. These candidates, of course, are the ones with something to hide. Adopting that strategy is a no brainer in my opinion.
As a result, we should not offer employment until after the candidate’s background has been checked.
Second step, companies should prepare a good employee handbook is what he suggested. That handbook should outline what employees should do when they suspect possible and potential workplace violence. This handbook should include a way for informers to be anonymous. In fact, a method for reporting anonymously on threatening behavior is a way to encertifiy that employees have a safe and good strategy for alerting management to warning signs.
His final recommendation had to do with recognizing red-flag behavior. This involves having employees get training from managers on how to recognize signs of potential and possible workplace violence. Well, one sign is an increasing number of arguments with coworkers or any complaints of sexual harassing. Another pretty major sign is extreme changes in behavior or statements indicating depression over family or financial problems. Another sign is bullying and bringing a firearm to work or displaying an extreme fascination with firearms is another sign. Moreover, the preliminary stage of resolution is to then recommend counseling with our Human Resources Counselor.
Recommendation:
We should revise our own Company Handbook. We should incorporate the OSHA standards for effective violence prevention to prevaricate the company’s legal liability.
They are listed here:
Please get in touch as required on my office phone (713-555-5555) or email (your email _here.com).
Thanks for all your help!