Assignment 1

Course: Management Communication

Prepared by: Krisag Dece

5.13 Idea Development by Organizing Facts into Conclusions and Recommendations

Assume you are Latisha and you will write a proposal to Jeff asking that Eastmond develop a
stress management program.
You can use any of the facts that she has discovered and even search for some online (there’s
lots of information about stress management), but your task is to make sense of the facts you’ve
gathered.
Organize them into groups that support three or four major conclusions (in a format similar to
Figure 5.4).
Then write three or four recommendations you would make based on your conclusions.

5.15 Writing a Proposal to Broaden the Focus of a Stress Management Program (LO5.2, LO5.3,
LO5.4, LO5.5)

Assume the role of Latisha. You have concluded that although a stress management program
would be beneficial, focusing on stress management without a comprehensive wellness
program is shortsighted and less cost-effective. Use well-justified logic to support your
conclusions and recommendations.
Activity 5.13:

To: Jeff Brody, HR Director

From: Latisha Jackson, HR Intern
Date: December 13, 2023
Subject: Proposal for the Comprehensive Development of a Stress Management Program at
Eastmond

I hope this message finds you in a very good mental and physical state. In light of my recent
investigation into the well-being of our Eastmond workforce, I am compelled to present a
proposal advocating for the establishment of a comprehensive stress management program.
The empirical evidence gathered underscores the imperative need for intervention to mitigate
the adverse effects of stress on both our employees' health and organizational productivity.

Our employees are the backbone of Eastmond, and their well-being is crucial to our collective
success. The current prevalence of stress poses a significant risk not only to individual health
but also to the synergy and efficiency of our teams. As we navigate the complexities of today's
work environment, it is clear that a strategic and proactive approach to stress management is
essential for fostering a workplace culture that values and prioritizes the mental health of its
members.

High Stress Levels Impacting Employee Productivity:

Employees consistently report heightened stress levels, resulting in observable declines in job
performance and productivity.
Instances of missed deadlines, increased error rates, and diminished collaboration are
indicative of the negative impact of stress on work outcomes.

Adverse Effect on the Health and Welfare of Workers:

There is a strong link between high levels of stress and a number of health problems, such as
exhaustion, burnout, and absenteeism.
Long-term stress exposure without appropriate intervention can result in chronic health issues,
higher medical expenses, and a general drop in morale.

Insufficient Current Support Mechanisms:

Workers voice discontent with the available stress management methods, pointing to a
deficiency of individualised strategies and easily accessible resources.
The lack of an all-encompassing support network makes it more difficult for us to proactively
handle stress-related issues and advance a well-being-oriented culture.

Impact on Employee Engagement and Morale:

Recent employee engagement surveys reveal a direct correlation between elevated stress
levels and a 15% decline in overall employee engagement scores.
Morale, as measured by employee feedback sessions, has dropped by 20%, indicating a need
for interventions to reinvigorate a sense of purpose and satisfaction among our staff.

Communication Breakdowns and Increased Conflict:

Analysis of internal communication data indicates a 30% increase in misunderstandings and
misinterpretations within teams experiencing high stress.
Recorded incidents of workplace conflict have risen by 25%, further underscoring the need for
targeted interventions to improve communication and interpersonal relationships.

Recommendations for Implementing the Stress Management Program at Eastmond:

In order to create and implement the Stress Management Program at Eastmond all it takes is to
follow these steps:

1. Implement a Comprehensive Stress Management Program. We need to develop and

introduce a multifaceted stress management program tailored to the specific needs and
preferences of Eastmond employees.
Including diverse components such as mindfulness sessions, stress reduction
workshops, and access to digital platforms offering resources on mental health and well-
being will also be a beneficial act to this program.

2. Promote Work-Life Balance Initiatives. Advocate for and institutionalize policies that
foster work-life balance, such as flexible work schedules, telecommuting options, and
clear guidelines for overtime.
Conduct awareness campaigns to educate employees on the importance of maintaining
a healthy work-life balance and provide resources to facilitate it.

3. Enhance Employee Assistance Programs (EAPs). Expand the scope and accessibility of
Employee Assistance Programs (EAPs) to offer confidential counseling services focused
on stress management.
Establish partnerships with external mental health professionals to provide specialized
support, ensuring a comprehensive and confidential avenue for employees seeking
assistance.

By addressing these conclusions and implementing the proposed recommendations, Eastmond

can cultivate a workplace environment that not only acknowledges but actively supports the
mental and emotional well-being of its employees. I look forward to further discussions to refine
and operationalize these proposals.

Anticipating your insights and guidance.

Best regards,
Latisha Jackson
Activity 5.15:

To: Jeff Brody, HR Director

From: Latisha Jackson, HR Intern
Date: December 13, 2023
Subject: Proposal to Broaden the Focus of the Stress Management Program to Include
Comprehensive Wellness Initiatives

I trust this proposal finds you well. As the appointed coordinator for the Stress Management
Program, I have conducted a thorough evaluation of our current approach and identified areas
where enhancements can significantly improve its efficacy and overall impact. It is my sincere
belief that broadening the program's focus to encompass a comprehensive wellness initiative
will not only address stress management more holistically but also prove to be a more cost-
effective and sustainable solution.

1. Comprehensive Wellness Approach:

Stress is an intricate aspect of our lives, interconnected with various factors such as physical
health, mental well-being, and lifestyle choices. By expanding our program to include a broader
spectrum of wellness initiatives, we acknowledge the multifaceted nature of stress and provide
participants with a more comprehensive toolkit for managing it effectively. Incorporating
elements such as nutrition, physical activity, and mindfulness will empower individuals to
cultivate a well-rounded approach to stress reduction.

2. Cost-Effectiveness:

While the initial investment in expanding the program may seem daunting, a comprehensive
wellness approach proves to be more cost-effective in the long run. By addressing the root
causes of stress and promoting overall well-being, we can potentially reduce the frequency and
severity of stress-related issues. This, in turn, could lead to a decrease in absenteeism,
improved productivity, and lower healthcare costs for both the organization and the employees.

3. Increased Employee Engagement:

A broader wellness program has the potential to resonate with a larger audience, increasing
employee engagement and participation. Employees are more likely to invest time and effort
into a program that addresses their overall well-being, fostering a sense of value and care from
the organization. This engagement can contribute to a positive workplace culture and improve
overall morale.

4. Long-Term Sustainability:
Stress is an ongoing challenge that requires sustained efforts for long-term success. A
comprehensive wellness program provides the foundation for creating a culture of well-being
within our organization. By instilling healthy habits and providing ongoing support, we can create
a sustainable framework for managing stress effectively over the long term.

In conclusion, while a stress management program is valuable, expanding its focus to include
comprehensive wellness initiatives will bring more profound and sustainable benefits. This
approach aligns with contemporary understandings of stress and well-being, promoting a
healthier and more resilient workforce. I appreciate your consideration of this proposal and am
available to discuss any further details.

Thank you for your time and consideration.

Sincerely,
Latisha Jackson