In a 1- to 2-page paper, evaluate whether or not there are any fallacies in your Week 5 argument (Argument is attached below). You should carefully consider the different types of fallacies discussed in your resources and check that they are not present in your argument. Next, you will construct a paragraph that promotes an opposite solution to your own and evaluate what further information is needed to further prove or disprove that argument. You will conclude by reflecting on whether you believe your argument to be valid and what editing or revisions are needed to strengthen it.
Critical Thinking in Action Project Brittany Marshall
Walden University
April 3, 2016
1 Critical Thinking in Action Project The company I chose for this assignment is Glow-Tech. Glow-Tech is a 10-year-old, startup company trying to expand its operations, but management feels that workers are not
committed. Productivity is at a steady level, but there is a lack of motivation to improve, and
Glow-Tech cannot afford to hire many more employees. From my understanding the company
would like to do a complete overhaul of their data and filing systems, but they are concerned
with the increase of costs involved in completing this task. Since the company cannot afford to
hire more employees, it would require the current employees to work an additional 8 hours as
well as three 4 hour seminars.
Given the information about the company, it sounds like the problem could be the
company’s morale. This is due in part to the fact that the company plans to do this overhaul
without increasing pay. As a management consultant, I feel the main problem is the absence of
incentives.
According to Forbes, studies consistently show that a disturbingly high number of nonmanagement employees are disengaged, not working at full productive capacity (Forbes, 2013).
While we consider all the required elements such as elements of motive, expertise, ability to
perceive, neutrality, reputation, and corroboration I could say, all elements are equally defined
in this article. Forbes is a reputable site that gives examples of how a company can help
to improve employee’s productivity as well as to focus on competitive market needs in order to
meet the expectations. The publisher’s motive is simply to inform its readers. Since Forbes is
usually related to business, I would say that they have some sort of expertise on this topic. I
believe that a source is still valid even if the elements are not of equal strength. As long as the
article is not missing any elements the article is valid.
committed. Productivity is at a steady level, but there is a lack of motivation to improve, and
Glow-Tech cannot afford to hire many more employees. From my understanding the company
would like to do a complete overhaul of their data and filing systems, but they are concerned
with the increase of costs involved in completing this task. Since the company cannot afford to
hire more employees, it would require the current employees to work an additional 8 hours as
well as three 4 hour seminars.
Given the information about the company, it sounds like the problem could be the
company’s morale. This is due in part to the fact that the company plans to do this overhaul
without increasing pay. As a management consultant, I feel the main problem is the absence of
incentives.
According to Forbes, studies consistently show that a disturbingly high number of nonmanagement employees are disengaged, not working at full productive capacity (Forbes, 2013).
While we consider all the required elements such as elements of motive, expertise, ability to
perceive, neutrality, reputation, and corroboration I could say, all elements are equally defined
in this article. Forbes is a reputable site that gives examples of how a company can help
to improve employee’s productivity as well as to focus on competitive market needs in order to
meet the expectations. The publisher’s motive is simply to inform its readers. Since Forbes is
usually related to business, I would say that they have some sort of expertise on this topic. I
believe that a source is still valid even if the elements are not of equal strength. As long as the
article is not missing any elements the article is valid.
2 Critical Thinking in Action Project There is a statement made by the receptionist that employees are not willing to work
more than what is required of them. One inference is that the productivity is at a steady level,
but there is a lack of motivation to improve. Another inference is that Glow-Tech cannot afford
to hire many more employees. Both claims help to compose the argument that Glow-Tech
would like to expand its operations, but management feels that the workers are not committed
to increase production.
For Glow-Tech to expand its operations, the employees must take their levels of
performance to a higher level. Everyone within the company must work to achieve the
organization’s set goals within the stipulated time. The employees may be feeling that they are
required to raise their levels of performance whereas the company is not cognizant of their
welfare. It is possible that they are not even satisfied with their salaries and other
compensations. Lack of motivation to the employees of Glow-Tech Company might be the
biggest problem to the business’s operations. Ashley Westlake, the receptionist, says that the
management is encouraging the employees to work for longer hours, yet they are not
motivating them; by not paying them.
Moreover, the management has big ambitions, yet they are not ready to sacrifice for the
employees; not willing to go down and work with the employees for the betterment of the
company. Ashley Westlake wonders whether the management will be ready to sacrifice their
night while helping the employees move boxes and recording data. This means that the
corporation’s management is not willing to work with employees.
more than what is required of them. One inference is that the productivity is at a steady level,
but there is a lack of motivation to improve. Another inference is that Glow-Tech cannot afford
to hire many more employees. Both claims help to compose the argument that Glow-Tech
would like to expand its operations, but management feels that the workers are not committed
to increase production.
For Glow-Tech to expand its operations, the employees must take their levels of
performance to a higher level. Everyone within the company must work to achieve the
organization’s set goals within the stipulated time. The employees may be feeling that they are
required to raise their levels of performance whereas the company is not cognizant of their
welfare. It is possible that they are not even satisfied with their salaries and other
compensations. Lack of motivation to the employees of Glow-Tech Company might be the
biggest problem to the business’s operations. Ashley Westlake, the receptionist, says that the
management is encouraging the employees to work for longer hours, yet they are not
motivating them; by not paying them.
Moreover, the management has big ambitions, yet they are not ready to sacrifice for the
employees; not willing to go down and work with the employees for the betterment of the
company. Ashley Westlake wonders whether the management will be ready to sacrifice their
night while helping the employees move boxes and recording data. This means that the
corporation’s management is not willing to work with employees.
3 Critical Thinking in Action Project Motivating the employees will increase the overall morale of the employees thus
increasing their output. The increase in production will mean that the company’s performance
will be boosted highly. Also, motivation will mean that the workers will accept to work for
longer hours without complaining. They will be ready to sacrifice their pleasure for the
betterment of the company; thus employee motivation need to be a critical factor in
consideration to boost the performance of the enterprise.
The management of Glow-Tech must include their employees in their plans of
expansion. Expanding the operations means additional responsibilities on the part of all
stakeholders of the company. If more work is allocated to the employees, they must be paid for
the same. The employees can be offered bonuses and paid for overtime. Other incentives like
free company houses, free transport to and from work, free meals and occasional retreats can
elevate the spirit of the employees for extra performances.
increasing their output. The increase in production will mean that the company’s performance
will be boosted highly. Also, motivation will mean that the workers will accept to work for
longer hours without complaining. They will be ready to sacrifice their pleasure for the
betterment of the company; thus employee motivation need to be a critical factor in
consideration to boost the performance of the enterprise.
The management of Glow-Tech must include their employees in their plans of
expansion. Expanding the operations means additional responsibilities on the part of all
stakeholders of the company. If more work is allocated to the employees, they must be paid for
the same. The employees can be offered bonuses and paid for overtime. Other incentives like
free company houses, free transport to and from work, free meals and occasional retreats can
elevate the spirit of the employees for extra performances.
4 Critical Thinking in Action Project References
Management Practices That Can Improve Employee Productivity, Leadership, Forbes. Retrieved
from- http://www.forbes.com/sites/victorlipman/2013/06/17/7-management-practicesthat-can-improve-employee-productivity/#20ac1d1b16f8
Ryan, R. M.; Deci, E. L. (2000). "Self-determination theory and the facilitation of intrinsic
motivation, social development, and well-being". American Psychologist 55 (1): 68–78.
Skemp-Arlt, K.M, Toupence, R. (2007). "The administrator’s role in employee motivation". Coach
& Athletic Director. pp. 2 5
Management Practices That Can Improve Employee Productivity, Leadership, Forbes. Retrieved
from- http://www.forbes.com/sites/victorlipman/2013/06/17/7-management-practicesthat-can-improve-employee-productivity/#20ac1d1b16f8
Ryan, R. M.; Deci, E. L. (2000). "Self-determination theory and the facilitation of intrinsic
motivation, social development, and well-being". American Psychologist 55 (1): 68–78.
Skemp-Arlt, K.M, Toupence, R. (2007). "The administrator’s role in employee motivation". Coach
& Athletic Director. pp. 2 5
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