Expert answer:Need help with ENG 315 Professional Communication
Answer & Explanation:Justification Report–Part 3.docxTitle Slide Justification Report–PresentationTimothy J. CarltonDr. Rebecca ColemanENG 315 Professional CommunicationNovember 23, 2015Assignment 3: Justification Report – PresentationNow that you have completed your report, it is time to design and
present your findings. Your task is to organize and develop the three
(3) parts (introduction, body, and closing) of an effective
presentation, based on your Justification Report (Assignment 2.3). Please do not simply cut and paste your justification report content to
the slides. Instead develop clear, concise content that enhances your
presentation narration or notes. Remember that your slides are meant to
be highlights and your audience should not spend a great deal of time
reading from the slides but instead listening to you present the
concepts.Create an eight to ten (8-10) slide presentation in which you: Ensure that your PowerPoint presentation fulfills the appropriate length requirements and professional style requirements.Open with an engaging introduction of the topic of your report. Include one (1) title slide and one (1) introductory slide.For
the body of your presentation, cover the main points of your report.
Create slides that reinforce and illustrate your main ideas. Follow
basic design principles for effective slide content.For your single closing slide, finish with a memorable wrap-up statement that refocuses on the purpose of your report.Use PowerPoint voice-over and / or the notes section to present your slides. Your assignment must follow these formatting requirements: Include
a title slide containing the title of the assignment, your name, the
professor’s name, the course title, and the date. The title slide is not
included in the required slide length.Format the PowerPoint
presentation with headings on each slide, and two to three (2-3)
relevant graphics (photographs, graphs, clip art, etc.) throughout the
presentation, ensuring that the presentation is visually appealing and
readable from 18 feet away. Check with your professor for any additional
instructions.Slides should abbreviate the information in no more than five or six (5 or 6) bullet points each.Slide titles should be based on the criteria being summarized (e.g., “Four Key Attributes,” “Responses to Budget Issues,” etc.). Assignment Checklist Descriptive titles on each of the slidesText contains concise, precise contentGraphics convey the idea described by the slide textStatements in bulleted lists have a parallel structureThe font size is easily read from a distanceThere are no more than three (3) different font styles in the presentationThe color and background convey a formal business toneAnimation effects are used in moderationThere are no misspellings or typographical errorsA copy of my Justification Report is provided in the above link. Please be creative and correct!!!!!
justification_report__part_3.docx
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Running head : DRESS CODE POLICY AT WORK
Dress Code Policy at Work Justification Report
Timothy J. Carlton
ENG 315 – Professional Communication
Dr. Rebecca Coleman
November 23, 2015
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DRESS CODE POLICY AT WORK
2
Table of Contents
Executive Summary ………………………………………………………………………………………………………… 3
Introduction………………………………………………………………………………………..3
Problem Statement ………………………………………………………………………………………………………….. 4
Overview of Alternatives …………………………………………………………………………………………………. 4
Criteria ………………………………………………………………………………………………………………………….. 5
Research Methods …………………………………………………………………………………………………………… 6
Evaluation of Alternatives ……………………………………………………………………………………………….. 6
Findings and Analysis. …………………………………………………………………………………………………….. 7
Recommendation ……………………………………………………………………………………………………………. 7
References …………………………………………………………………………..Error! Bookmark not defined.
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DRESS CODE POLICY AT WORK
Executive Summary
Dressing codes have regularly used on the workstation, and there are numerous reasons why the
dressing code should be control. An example of employees may be requested to wear a uniform
to symbolize a corporate image and guarantee that customers can easily identify them. An
employer may also present a dress code for health and safety motives, for example, health care
employees may not be permitted to wear jewelry for safety-related reasons when near patients
and certain attire is allowed in workshops while operating machines.
Employers may utilize a dress code policy to make sure that employees are safe and dressed
properly. It should, conversely, relate to the work and be sensible in nature, employees may be
needed to tie hair back or shield it for hygiene reasons if working in a kitchen.
Employers may assume a more casual methodology to dress through the summertime, but this
may rest on the professional. Some employers may need staff to put on the business dress all
year because of the environment of the work, for example, sales representatives who meet with
customers will need to uphold a certain standard. Employers may have a “no flip-flop” policy as
a health and safety protection, but any restrictions must be clearly set out in the establishment’s
policy.
Introduction
Offices differ on matters concerning dress codes. Some have very high standards for their
employees and set firm rules for office attire while others uphold a cool attitude. Nevertheless, it
is always imperative to recall that no matter what the company’s approach is concerning what
one wears, one is employed in a business environment, and one must dress accordingly. It not
only applies to business casual wear but also to more official business attire, as well.
Employees should avoid wearing attires that disclose too much or leave slight to the imaginings!
An example is, males who put on shorts to the workplace—even on Saturdays— may
involuntarily indicate to others that they do not familiarize with standards for suitable business
casual dress [2]. The same regulation grasps true for females who wear skirts that are bodyhugging and tinier than “business professional” attires. Why endanger the chance of not being
taken earnestly by directors and coworkers?
So as to know when a corporation may need the implementation of dress code policy, we try to
ask ourselves the following questions;
1.
Do the females in the organization put on scrunches and mules?
2. Do male employees understand “permanent press” as an implication of “not needing to be
iron, ever”?
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DRESS CODE POLICY AT WORK
When the response is positive to any of the queries, one has to ask his/herself if the approach one
and his colleagues representing the organization reflect the professional appearance one want the
company to communicate.
Problem Statement
Many employers have a dress code that sets out a reasonable standard of dress and look for their
organization. Any dress code must be non-discriminatory and should relate to both men and
women in the same way, but standards can be dissimilar. For example, a policy may state
“business dress” for females but may state that males “must wear a tie.”
Several people will be turned off by staff associates who dress untidily or wear attire with
hypothetically unpleasant images or words. This kind of dress could also have a severely
damaging impact on employee performance. If a co-worker shows to be a distraction, the other
employees will have a hard time focusing on their job.
A study of U.S. employees by a digital media corporation, Captivate, established that what
white-collar employees deliberate suitable and distracting in office attire differs by demographic
influences such as age, sex, and professional position. Approximately half of white-collar
employees said they have seen cleavage in the office, and 45% of worker’s report seeing tattoos.
While 67% of ages 35-49 think tattoos are tolerable, 61% of those above 50 years old find them
distracting [1].
Today organizations are lacking the proper dress code policy which is associated with many
problems and due to which employers are not safe or dressed properly. Discussing with
employees any suggested dress code may warrant that the code is suitable for both the
organization and employees. After agreeing, it should be communicated to all other employees
Overview of Alternatives
Fundamentally, there are two distinct options for the location the issue of clothing standard at the
workplace. These arrangements are found to converge at a point. They are executing the best
practices in clothing standard and embedding business clothing approaches.
Alternative A- Dress Code of Summa Health System
Akron, OH-based Summa Health System sanctioned an especially prohibitive clothing regulation
that not just bans noticeable tattoos and body piercings that are standard parameters in clothing
regulations. Addition records worthy hair shades, stipulates that men’s facial hair must be kept
short as half-inch, needs female representatives to be dressed in hosiery with dresses or skirts,
and demands that all workers must wear underwear, and that “the design, color, and style should
not be evident through garments.
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DRESS CODE POLICY AT WORK
This plan has strained protests from a few employees and earned local consideration.
This organization attains a comprehensive clothing standard policy set that is regularly
investigated and overhauled as required. The particular necessities of the strategy compose with
the best advantage and well-being of our patients at the top of the priority list. The picture we
depict as an organization is normal for our extraordinary status in the society. The new clothing
regulation is illustratively base on the criticism the organization has gotten from patients [3].
Alternative B- Dress Code of Wal-Mart
Another alternative will be Wal-Mart organization dress code for its employees. The
organization says the new prerequisites are intended to make it less demanding for clients to
recognize representatives in the stores. The dress code regulation incorporates white or naval
shirts collar by khaki or dark pants, close toe shoes and a redesigned imperial blue Wal-Martmarked vest. Wal-Mart is taking care of the expense of just the vest.
Criteria
The key criteria that characterize the best arrangement are the following:
Cost: It will dissect the amount it would cost to complete each of the above options. The main
option is less exorbitant when contrasted with the other, yet the second one is liable to be more
powerful.
Time: The second measure is organizing a workshop will be considerably more tedious when
contrasted with the first as the organization will need to mastermind the speakers and set up an
appropriate area for the workshop.
Efficiency: It is a standout amongst the most important criteria as the key target of the
organization is to actualize the clothing standard strategy and make it as powerful as could
reasonably be expected.
Durability: While considering the two options, it is essential to dissect which will be stronger on
adequacy.
Desirability: When considering the attractive quality of the choices, the organization will take
viability of the options. The association will need to diminish the expenses. Be that as it may, it
will need the various options for being as successful as would be prudent because the primary
target of the association is to execute appropriate clothing
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DRESS CODE POLICY AT WORK
Research Methods
Study techniques included calls to above alternatives/options for taking the permission of these
organizations to take a small survey. I have also visited the websites of both the organizations to
take proper information regarding the company and its environment and also about the
employees. During the survey, interviews were taken from the employees and reviewing the
organization’s different policies including the dress code policy. The interview was carried out
among the workers to obtain their satisfaction or criticism regarding the dress code followed in
their organizations.
Evaluation of Alternatives
Cost
1. Alternative A –The cost of total dress code is affordable and is in range of all level employees
within the organization. The total cost ranges from 40-60$.
2. Alternative B – The cost of total dress code is affordable and is sold at a reasonable price with
50% discount. The total cost ranges from 50-70$.
Time
1. Alternative A –This alternative may need discussion among officials and the employees before
setting or implementing the policy. It is necessary to hear the criticism and convince them with
healthy communication. Employees showed satisfaction about their safety and proper dressing.
2. Alternative B – This dress code policy is easy to implement because fewer objections expected
and most employees showed satisfaction with the organization but still there is a room for
healthy criticism.
Efficiency
1. Alternative A –In my point of view the efficiency of this dress code policy is high because it
will satisfy the workers need and guarantee their safety.
2. Alternative B – Efficiency of this option is little less but not better than option A.
Durability
Option A is more durable than Alternative B because it contains certain restricted rules that
ensure the safety of females at work.
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DRESS CODE POLICY AT WORK
Desirability
1.
Alternative A –In my point of view the desirability of this dress code policy is high
because it will satisfy the female workers need and guarantees their safety. It allows them to
wear appropriate dress and undergarments while avoiding any unprofessional look which may
risks their safety.
2.
Alternative B – Efficiency of this option is little less but not better than option A.
Findings and Analysis
Sr.
No.
Criteria
Best practices in dress code
Business attire
policy
1
Cost
Low/medium
Expensive
2
Time
Less time is taken to implement
Takes some time to
adjust and implement
3
Efficiency
Less efficient
Very efficient
4
Durability
Lasts for long
Last for long
Note:
Green denotes better fit
Yellow signifies minimal fitment
Red denotes negative fitment
In summary, the business attire policy implementation is the best-suited method of dress code
control at the workplace. It is driven by the fact that it holds the highest efficiency in delivering
and also it is desired by the employees at the company. Despite the cost of implementation, it
stands out to be long lasting and hence best suited to sustain the dressing code in a company.
Recommendation
A good recommendation would be the implementation of the attire business policy as it will be
efficient, short time to adjust and also long lasting.
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DRESS CODE POLICY AT WORK
References
Joanne Deschenaux, 2012. Workplace Dress, Grooming Codes May Raise Legal Issues –
http://www.shrm.org/legalissues/employmentlawareas/pages/workplace-dress-groomingcodes.aspx#sthash.RWJkjpe9.dpuf
Mark R. Bandsuch, S.J, 2009. Dressing up title vii’s analysis of workplace appearance policies
Equality Act 2010, Code of practice: Employment statutory code of practice
http://healthleadersmedia.com/page-1/HR-318945/Underwear-Tattoos-and-Patient-Safety
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