Laurel Buchanan

lbucha11@uncc.edu
(828) 385-3578
8460 Ashley Hill Ct. Charlotte, NC

Research
Proposal
Laurel Buchanan
Problems in Employer and Manager
Communication

Laurel Buchanan
lbucha11@uncc.edu
(828) 385-3578
8460 Ashley Hill Ct. Charlotte, NC 28262

Date:

November 9, 2015

To:

Dr. Robert Arnold

From:

Laurel Buchanan

Subject:

Request for Approval of Research Project

The purpose of my memo is to request the approval of my given

research project. I am interested in researching the problems in
employer and manager communication within the workplace of the
Student Activity Center on campus. This memo will explain how this
problem applies to me, outline the research I have conducted, and
explain the research and possible solutions that still need to be
completed.
Current Problem:
The Student Activity Center holds UNC Charlotte's fitness center, group
fitness area, basketball arena, and other recreational and sporting
events. In order for the facility to run in an orderly fashion, multiple
student employees are stationed at various locations around the SAC.
For everything to run smoothly, it is important that workers are on
time, fulfills shifts, and notifies the facility if they are unable to make it.
The issue of unfair payment is also a problem, with people earning
money for others hours worked. The problem with scheduling is due to
a lack of communication and resources. Working as an ATAC and SAC
check in employer, I have seen first hand the repercussions of other
faculty members not showing up for work. These problems cause
employers to be left in the dark due to lack of organization and
communication within the facility.

Laurel Buchanan
lbucha11@uncc.edu
(828) 385-3578
8460 Ashley Hill Ct. Charlotte, NC

Objectives:
In order to fix the problems at hand, the problems need to be
highlighted and addressed. Despite the fact the SAC uses a program
called "ShiftPlanning," that organizes work schedules and time off,
there is still miscommunication between the employers and the
managers. Often times employers don't show up for their shift or come
in late. This causes others to work extra shifts without notice, or have a
building manager fill in for an employer. This can also benefit people
unfairly by paying them time they didn't work. Being able to improve
employee moral would be half the battle, ensuring everyone that they
are being treated fairly.
Solution:
Many issues need to be addressed to make the Student Activity Center
run without as many glitches. Overall improvement in communication
is the key for the facility to operate in a professional manner.

Policy Enforcement- In order for employers of the SAC to take

their jobs seriously, more rules should be implemented. Outside
of a student employed job, when one doesn't show up for work
repercussions ensue. In order for everyone to be fully invested in
their job, a list of rules and regulations should be provided for
each student employer. When a student doesn't abide by the
restrictions presented, it can cause them to have marks against
them that can eventually lead to job termination.

Larger Employer Database- A simple solution to many of the

problems the Student Activity Center is having, is to hire more
student employers. This would create less stress on other
employers who are trying to fill in for their check-in counterparts.
When a shift is not being covered or picked up on time, other
student employer can come in to take the spot. This would help
current employers not be held responsible for someone who is
late for work.

Scheduling Applications- "ShiftPlanning" is currently used to

schedule shifts, provide availability, allow vacation time, and
provide updates and information. Overall, the system does well
at organizing schedules, but many student employers use this for
their benefit. Through ShiftPlanning you are able to drop a shift in
order for someone else to pick it up. In many cases, employers
don't show up for their shift even when no one picked it up.

Laurel Buchanan
lbucha11@uncc.edu
(828) 385-3578
8460 Ashley Hill Ct. Charlotte, NC 28262

Some students also log time that they did not work. They drop
their shift, but still get paid for those hours. I don't believe
ShiftPlanning should be discarded all together; instead add an
application to the mix. "WhenIWork," is an online scheduling
application that can be used on your phone and computer. This
app provides many features that could clear up much of the
concern in the workplace. One feature of the app allows you to
clock in and out. This clocking feature would prohibit others from
getting paid for hours they didn't work. This would also provide
notifications for other employers when someone wasn't coming
into work, or wouldn't be on time.

Schedule:
Approval
Documentation of Rules

Informative Meeting

Application Use

Hiring New Applicants

Wait for the approval of the given

proposal. Present as soon as
possible.
Two-week timeline to write up and
email rules, regulations, and
repercussions to student
employers. Allow adequate time
for review and questions before
being enforced.
One-week after rules have been
delivered, hold a meeting to clarify
procedures and explain the
"WhenIWork" application. Make
sure everyone has access to this
app, and it works without glitches.
After the app had been
downloaded, give employers one
test week. After everyone has
formulated questions regarding
the system, put the application to
use.
If the application and enforced
document are not proving
effective, allow one month to hire

Laurel Buchanan
lbucha11@uncc.edu
(828) 385-3578
8460 Ashley Hill Ct. Charlotte, NC

and train new employees.

Continue working with glitches of
current program.

Qualifications:
I have qualifications is many aspects of the proposal. I currently work
at the Student Activity Center and have seen directly the cause and
effect of communication (or lack there of) within the workplace. I also
have experience with scheduling programs and applications used for
ShiftPlanning.
Costs:
Preparation and email
of rules, regulations,
and repercussions
Purchase of
"WhenIWork" (up to
20 employees)
Hiring new applicants

$0
$29/ mo+30 Day Free
Trial
8.10 an hour

Laurel Buchanan
lbucha11@uncc.edu
(828) 385-3578
8460 Ashley Hill Ct. Charlotte, NC 28262

Annotated Bibliography
Adams, S. (2011, November 21). How To Communicate Effectively At
Work. Retrieved December 1, 2015, from
http://www.forbes.com/sites/susanadams/2011/11/21/how-tocommunicate-effectively-at-work/
The Forbes article gives insight into effective communication in the
work place. Susan Adams explains how todays workplace environment
is too passive and less active. She explains how bosses are not direct
with what they want the employees to do, leading to a disorganized
community of workers. Adams goes on to explain how managers
should be straightforward with what they want, as well as employees
being confident in the work being done. The article explains how we
live in an egotistic world where too much of our focus is on ourselves.
To ensure communication is effective, everyone needs to think of
others in the adequate running of the business.

Laurel Buchanan
lbucha11@uncc.edu
(828) 385-3578
8460 Ashley Hill Ct. Charlotte, NC

I would use this article to reinforce communication policies with the

building managers. When the managers take the job more seriously, so
will the employees. The problem is not that difficult to solve, but there
seems to be no one effectively communicating to solve the problem.
Better communication= more progress.

Problem Solving Overview. (2008). Retrieved December 2, 2015, from

http://www.yale.edu/bestpractices/resources/docs/problemsolvingmode
l.pdf
A report by Yale explains that there is an effective six-step problemsolving model that handles technical and issue-based workplace
problems. The purpose of the model is to improve the workplace in
general, while always working towards a solution. In order to achieve a
better workplace environment, the following steps should be followed
in order: 1. Define the problem, 2. Determine the root causes of the
problem, 3. Develop alternative solutions, 4. Select a solution, 5.
Implement the solution. There is always a way to make it to the next
step. Small changes add up over time, increasing workplace flow and
dynamic.
For my workplace domain we would need to go through each step. 1.
Scheduling problems, no show workers, and unfair pay. 2. Not enough
direction and enforcement of policy. 3. Re-enforce policies and
termination, hire more people, download other scheduling app. 4. Up to
the manager to determine which solution would be most effective. 5.
Enforce the new solution and make sure it stays active.

White, G. (2015, April 15). The Very Real Hardship of Unpredictable

Work Schedules. Retrieved December 1, 2015, from
http://www.theatlantic.com/business/archive/2015/04/the-very-realhardship-of-unpredictable-work-schedules/390498/
An article by The Atlantic, The Very Real Hardship of Unpredictable
Work Schedules, shows how erratic working schedules are having a
negative impact on employees in the workplace. Gillian B. White
explains how much of average workers lives revolve around
scheduling. For college students, working a job to pay for tuition and
going to classes are competing battles they are facing currently. "Just-

Laurel Buchanan
lbucha11@uncc.edu
(828) 385-3578
8460 Ashley Hill Ct. Charlotte, NC 28262

in-time scheduling" is the unpredictable result of working a job where

employees outside obligations are not considered. Low income or parttime jobs suffer the most, due to overscheduling at the wrong times.
"In the air" scheduling affects 17% of the population, and is continuing
at a growing rate.
Showing my boss/manager the statistics of erratic working procedures
could help elicit a response of action. Hopefully, more people can be
hired to fill the gaps of over worked employees, while ensuring that
school is their number one priority.

Buchanan, L. (2010, June 8). How to Fix a Toxic Workplace. Retrieved

December 1, 2015, from http://www.inc.com/top-workplaces/2010/howto-fix-a-toxic-workplace.html
The purpose of the article was to provide helpful tips on how to
improve the workplace environment. Buchanan explains that the key to
effective progress in the workplace starts with a good leader. Without
someone who is enforcing rules and making it clear what needs to be
done, the business can crumble. Without a strong manager, the tone of
the workplace is dreary and unorganized. Not changing pace can
create a toxic environment that others will be able to pick up on. The
keys to success are as follows: let everyone help in the decision
making process, share the wealth evenly, and share information.
In order for my job to accomplish this it needs to start at the core. The
manager needs to take initiative and make it clear what needs to be
accomplished. After regulations have been implemented, make sure
there is fair pay among workers.