ENGLISH 315 PROFESSIONAL COMMUNICATIONSMALO JONESASSIGNME.docx

ENGLISH 315:
PROFESSIONAL COMMUNICATIONS
MALO JONES
ASSIGNMENT 3: POWERPOINT PRESENTATION
PROFESSOR M. ANDERSON
4 MARCH 2015
WORKPLACE
HARASSMENT AND DISCRIMINATION
YES!!! THERE IS A TIME AND PLACE FOR JOKES
BUT THERE IS NO PLACE IN THE WORKPLACE FOR
UNSOLICITED SEXUAL ADVANCES AND
DISCRIMINATION
WHAT IS UNLAWFUL DISCRIMINATION?
Under federal and state legislation, unlawful discrimination
occurs when someone, or a group of people, is treated less
favorably than another person or group because of
RACE
RELIGION
NATIONAL OR ETHNIC ORIGIN
SEX
DISABILITY
OR SOME OTHER CHARACTERISTIC SPECIFIED UNDER

ANTI-DISCRIMINATION OR HUMAN RIGHTS
LEGISLATION
What is unlawful harassment?
Under federal and state legislation, unlawful harassment occurs
when someone is made to feel intimidated, insulted or
humiliated because of their race, color, national or ethnic
origin; sex; disability; sexual preference; or some other
characteristic specified under antidiscrimination or human
rights legislation .
It can also happen if someone is working in a ‘hostile’ – or
intimidating – environment.
Harassment can include behavior such as:
•telling insulting jokes about particular racial groups
•sending explicit or sexually suggestive emails
•displaying offensive or pornographic posters or screen savers
•making derogatory comments or taunts about someone’s race or
religion
•asking intrusive questions about someone’s personal life,
including their sex life.
Assignment 3: Justification Report – Presentation
Due Week 8 and worth 150 points
Now that you have completed your report, it is time to design
and present your findings. Your task is to organize and develop

the three parts (introduction, body, and closing) of an effective
presentation, based on your Justification Report (Assignment
2.3). Chapter 13 in our text provides overall information on
presentation format, content, and delivery. Please use as a guide
for this assignment.
Create an eight to ten (8-10) slide presentation in which you:
· Include a title slide, introductory slide, and a closing slide.
· For your introduction, 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 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.), 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 slides
· Text contains concise, precise content
· Graphics convey the idea described by the slide text
· Statements in bulleted lists have a parallel structure

· The font size is easily read from a distance
· There are no more than three (3) different font styles in the
presentation
· The color and background convey a formal business tone
· Animation effects are used in moderation
· There are no misspellings or typographical errors
The specific course learning outcomes associated with this
assignment are:
· Assess strengths and weaknesses in the student’s own oral
communication and in the oral communication of others.
· Use sentence variety, effective word choice, and correct
grammar in oral communication.
· Analyze verbal and nonverbal techniques that enhance oral
communication within a business and/or professional context.
Click here to view the grading rubric.
Criteria
Unacceptable
Below 60% F
Meets Minimum Expectations
60-69% D
Fair
70-79% C
Proficient
80-89% B

Exemplary
90-100% A
1. Include a title slide, introductory slide, and a closing slide.
Weight: 15%
Did not submit or incompletely included a title slide,
introductory slide, and a closing slide.
Insufficiently included a title slide, introductory slide, and a
closing slide.
Partially included a title slide, introductory slide, and a closing
slide.
Satisfactorily included a title slide, introductory slide, and a
closing slide.
Thoroughly included a title slide, introductory slide, and a
closing slide.
2. For your introduction, open with an engaging introduction of
the topic of your report. Include one (1) title slide and one (1)
introductory slide.
Weight: 15%
Did not submit or incompletely opened with an engaging
introduction of the topic of your report for your introduction.
Did not submit or incompletely included one (1) title slide and
one (1) introductory slide.
Insufficiently opened with an engaging introduction of the topic
of your report for your introduction. Insufficientlyincluded one
(1) title slide and one (1) introductory slide.
Partially opened with an engaging introduction of the topic of
your report for your introduction. Partiallyincluded one (1) title
slide and one (1) introductory slide.
Satisfactorily opened with an engaging introduction of the topic
of your report for your introduction. Satisfactorilyincluded one
Thoroughly opened with an engaging introduction of the topic
of your report for your introduction. Thoroughlyincluded one
3. 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.
Weight: 20%
Did not submit or incompletely covered the main points of your
report for the body of your presentation. Did not submit or
incompletely created slides that reinforce and illustrate your
main ideas. Did not submit or incompletely followed basic
design principles for effective slide content.
Insufficiently covered the main points of your report for the
body of your presentation. Insufficiently created slides that
reinforce and illustrate your main ideas.Insufficiently followed
basic design principles for effective slide content.
Partially covered the main points of your report for the body of
your presentation. Partially created slides that reinforce and
illustrate your main ideas.Partially followed basic design
principles for effective slide content.
Satisfactorily covered the main points of your report for the
body of your presentation. Satisfactorily created slides that
reinforce and illustrate your main ideas.Satisfactorily followed
basic design principles for effective slide content.
Thoroughly covered the main points of your report for the body
of your presentation. Thoroughly created slides that reinforce
and illustrate your main ideas.Thoroughly followed basic design
principles for effective slide content.
4. For your single closing slide, finish with a memorable wrap-
up statement that refocuses on the purpose of your report.
Weight: 15%
Did not submit or incompletely finished with a memorable
wrap-up statement that refocuses on the purpose of your report
for your single closing slide.
Insufficiently finished with a memorable wrap-up statement that
refocuses on the purpose of your report for your single closing
slide.
Partially finished with a memorable wrap-up statement that
slide.
Satisfactorily finished with a memorable wrap-up statement that

slide.
Thoroughly finished with a memorable wrap-up statement that
slide.
5. Use PowerPoint voice-over or the notes section to present
your slides.
Weight: 15%
Did not submit or incompletely used PowerPoint voice-over or
the notes section to present your slides.
Insufficiently used PowerPoint voice-over or the notes section
to present your slides.
Partially used PowerPoint voice-over or the notes section to
present your slides.
Satisfactorily used PowerPoint voice-over or the notes section
to present your slides.
Thoroughly used PowerPoint voice-over or the notes section to
present your slides.
6. Clarity, writing, and mechanics.
Weight: 20%
More than 8 errors present
7-8 errors present
5-6 errors present
3-4 errors present
0-2 errors present
Justification Report 3
Includes 2.1 and 2.2 revisions
Malo Jones
ENG 315: Professional Communications
Professor M. Anderson
2/24/2015

JUSTIFICATION REPORT 1
Discrimination at the workplace
Problem Statement
During the contract signing and during the numerous meetings
that you organize from time to time, you have made clear to all
of us as your employees that we are all equal will all be treated
fairly. Recently, there have been notable incidents of favoritism
being shown to some staff members while, on the other hand,
discriminating some. These practices have been a common
occurrence; mostly being exercised by the supervisors and line
managers in favor to their preferred staffs or intimidating and
victimizing those that they do not like(Workplace Law
Handbook, 2011).
In the light of trying to get to know the reasons as to why these
practices of discrimination have been on the rise, it is clear that
some female employees are being discriminated against.
Discrimination typically begins once she does not agree to
sexual passes being made unto them by their fellow male
coworkers, supervisors or managers. Such moves and behaviors
are considered unethical and unprofessional according to the
code of ethics in any profession.
Possible solutions/alternatives
As discrimination and victimization have proven to be a
major setback to the company, there is an urgent need for
immediate measures to control the adverse practices. There are
many methods that can be used to curb the issue. There are two
major methods that that are effective and at the same time
improves the working condition of all employees.
Explaining Discrimination Laws and their impacts
In the Civil Rights Act of 1964, discrimination at workplace
was completely forbidden and hence became an offense when
one commits it (Workplace Law Handbook, 2011). Most of the
workers practicing discrimination might be doing so innocently
not knowing the gravity of the offense that they keep on

repeating on a daily basis. It is recommendable that since
almost all employers are well conversant with the
discrimination together with other laws that govern work place
practices, it would be in order if a meeting could be organized
for the purpose of educating all the staffs from the low to high
levels of management. During the meeting that can act as a
training program, the staffs in general can be made aware that it
is not only wrong in the company’s level to discriminate people
due to their working capacity and capability, gender, religion or
personal issues but it is also illegal state wise and can lead to
prosecution and conviction. For the enrichment of the
discrimination laws, the HR department can come in handy.
This is more so because it bears all the information about each
and every staff and through the department, it is easy to keep
each and every staff's records. Thus, it is easy for the
department to educate the people on the laws as they are always
in touch with every department and individual regardless of the
position held. The HR department can give all the staff
guidelines and assistance on how to file a claim directly to the
employer whenever discrimination practices are exercised
against them. Continuously assessing the needs of the
employees
For a long time, now, the company has had the supervisors
being the only ones dealing with the employees directly. This
has granted them the opportunity to over exercise their authority
and has been extended to the line managers that they report to.
Since the main problem lies with the junior staff whose
performance determines the fate of the company, it is only wise
for you as the employer to constantly and regularly keep in
touch and always assess the employees’ needs. Talking to the
employees and getting feedback about the day-to-day operations
in the workplace can enable you to be aware of all the
happenings and this will discourage discrimination in the fear
that the discriminated employees might report it to you. In
addition, when the employees are engaged in talks to the boss
directly, they automatically start to feel valued and because

they realize that somebody cares and listens to their needs and
concerns. This measure has been proved in the past as having
raised morale and productivity that can improve the overall
performance of the company (Elias, 2013).
Criteria
The solution of explaining all the discrimination laws and their
impacts can be a perfect means of solving the problem because
the process is;
· Practical and accommodates all the staffs at all levels of
employment hence knowledge shall be to all without pushing
further discrimination
· The time required for training is bearable thus efficient by all
standards
· The effects of training have long term results hence making it
a durable process.
· The process is desirable as it will improve and amend the
relationship between the supervisors, managers and the
employees especially through the HR department that
effectively plays a major role in solving of conflicts.
On the continuous assessing the needs of the employees, the
solution is effective in the sense that;
· It does not require financial input since the employer just
requires talking one on one with the employees
· It is efficient because the employer needs to set limited time
and talk to few employees as long as he/she makes a regular
exercise.
· It is durable because the employer can make it a daily habit of
talking to the employees.
Methods
There are proven methods that research has shown to be both
beneficial for the employer and the employee. Most importantly
an employee should without fear of reprisal, have an
opportunity to report any and all incidents. This can only be
embraced by an interview means of research. Different
interview questions shall be set that shall fit different staff
members, depending with their various encounters and treatment

received by the company.
Sincerely,
JUSTIFICATION REPORT 2.
Evaluation of Alternatives
a. Explaining Discrimination Laws and their impacts
Most employees are never aware or enlightened about their
rights as well as other people’s rights that should not be
violated. In most cases, discrimination exercises between
colleagues mostly are caused by lack of proper knowledge,
arrogance and ignorance. Granting employees the needed
knowledge about how discrimination starts, its impacts to the
offender, offended, and the entire organization can shed more
light to the employees. Discrimination laws exist so that the
government can be in control of discrimination practices in
workplaces.
Different companies have suffered from discrimination practices
that saw the company suffers immeasurable losses especially
when control measures are not taken on time. Apparently, the
discrimination challenge was ultimately dealt with immediately
a training program was implemented where staffs were educated
on discrimination in the workplace. A perfect example is the
Sherry beam manufacturing factory where discrimination was
the order of the day to the extent that the factory was at the
brink of being shut down due to low productivity. The situation
only improved when the directors of the factory arranged for
numerous conferences and took it as their obligation to train the
staff about discrimination. Since then, the factory has realized
tremendous improvement in employee's morale, interaction in
the factory, and productivity.b. Continuously assessing the
needs of the employees
Close monitoring and constant interacting with employees helps
the management to be aware of the happenings that are taking
place within the organization in the absence of the management
team. Also, the interaction act as a motivating factor to the
employees as they feel appreciated and recognized once the

management creates time and engages them in social talks.
These talks create a free environment that enables employees to
report any issue that offends them like discrimination cases. For
instance, the management of the Alpines bottling company has
for a long time now been engaging its staffs in social talks when
they happen to meet along corridors and also during break time
like lunch hour. These enabled the management to create a free
environment, and every staff felt that he/she was welcomed to
the General Managers office. Unfortunately, a manager in the IT
department started discriminating against a pregnant staff and
always challenged her that she is slow and incompetent in her
work. Luckily, the free environment that the General Manager
had created solved the crisis. Other colleagues who realized the
sudden change of the manager towards the pregnant lady staff
approached the General Manager and alerted him to what is
happening in the IT department. With such information, the
General Manager was able to investigate the issue and handled
the matter amicably. As a matter of fact, the other departments
did not even get to know of the occurrence. This helped Alpines
Bottling Company to prevent a bad practice that could have
spread the entire company hence making it hard and expensive
to control (Grigoroudis, & Siskos, 2010).
As earlier stated, for a solution to be effective, it must meet the
required criteria that include, cost, durability, practicability,
time conscious, and a motivating factor. Explaining
discrimination laws and their impact can be said to be costly
because a training program is needed and extra time. However,
the solution is practical and accommodates all employees
equally, have long term results, and a perfect motivating factor.
On the continuously assessing the needs of the employees
solution to discrimination in the workplace, the solution is
practical and easy, no extra time is required, no extra cost is
needed, and is a perfecting motivator factor. However, the
solution can only have long time results just in case the
management will make it a habit of interacting with their
employees at all times.

Cost: at the moment, the company requires a cost considerate
solution because the discrimination practices have affected the
overall performance and productivity of the organization.
Judging from the two solutions provided, continuous assessment
of employees seems to be cost effective compared with
explaining discrimination practices and their impacts. This is
because the solution only requires constant interaction at the
normal place of work and during free time.
Durability: the company also requires a long lasting solution so
as to avoid a repeat of the same or any other related cases. In
this light, explaining discrimination practices and their impacts
becomes more effective compared to continuous assessment of
employees. This is because, during the training sessions, the
talks can be expounded to cover any other practice that can
affect the employee's performance. The solution also allows all
the employees to have the same information while, in
assessment, the management's talk differ from one staff to the
other.
Findings and Analysis
After an explanation/training session on discrimination laws and
their impacts on the victims and the organization, the solution
has been proved effective. The solution is known for awakening
sensitive feelings that employees should have towards their
colleagues. For instance the realization that disabled employees
can have the probability of being weak at times as well as being
slower in performance when compared employees with no
disabilities. Also, that a pregnant employee can at time suffers
slight challenges that can hinder their full potential. The
solution has also been proven to bear long lasting results to the
employees as they cannot cling to ignorance and lack of
knowledge just in case a repeat is experienced. As a result, the
management of training can be able justly to punish those who
offend others through discrimination practices (Kosmidou,
Doumpos, & Zopounidis, 2008). A continuous assessment of
employee's needs have been proven to be a major motivating
factor for all employees, in general. It is a perfect strategy to

keep challenging issues in control and a manner that only the
management is kept updated and holds all the secretive
information that the employee offers to provide. This solution
has been ranked as the most effective way of dealing with the
problem from its roots cause as the management has the
opportunity and can take enough time investigate the issues
reported
Alternatives Analyzed by Criteria
Criteria
Explaining Discrimination Laws and their impactContinuously
assessing the needs of the employees
cost
costly
No cost involved
durability
high
Moderate
practicability
high
high
Time conscious
Time consuming
No extra time needed
Motivating factor
high
high
TOTAL Feasibility* of Alternatives based on Criteria?
Moderate
Moderate to high
ConclusionWorkplace discrimination practices have dire
consequences both to the victim and the company. The victim is
physically and psychologically tortured while the company
suffers from less motivated workforce, conflicts and low
productivity. Different measures are applicable to eliminate

discrimination practices within an organization. Some of these
measures and solutions include; explaining discrimination laws
and their impact and continuously assessing the needs of the
employees. However, organizations have the mandate to
evaluate the solution that best match their discrimination
condition hence implement it to solve the problem in an
amicable and effective manner.
References
Grigoroudis, E., & Siskos, Y. (2010). Customer satisfaction
evaluation: Methods for measuring and implementing service
quality. New York: Springer.
Kosmidou, K., Doumpos, M., & Zopounidis, C. (2008). Country
Risk Evaluation: Methods and Applications. Berlin: Springer
US.
JUSTIFICATION REPORT 3
Table of Content
i. Executive summary
ii. Introduction
iii. Summary of the report
iv. Recommendations
v. Conclusion
vi. References

i. Executive Summary
Discrimination practices within the workplace are known to
have negative effects on employees. For instance, an employee
can become mentally disturbed due to workplace discrimination
that can lead to stress and or depression.
Discrimination practices are triggered by tribal, religious, and
political differences. Other causes are; place of origin, gender,
and ill will resulting from promotion at work, pregnancy
conditions in female workers and because of cultural
differences. The management within an organization is
responsible for maintaining a discrimination-free workplace.
Thus, the management must seek to eliminate discrimination
practices whenever an issue arises or is detected within an
organization.
ii. Introduction
At the place of employment, workers are expected to perform
their organizational duties and tasks. Organizations are
supposed to ensure the work environment will provide
employees an safe, efficient, and effective place to complete
their duties. However, within organizations everywhere
numerous discrimination practices affect the general welfare of
employees.
In the first part of the report involves details on how the
discriminated employees have been affected both physically and
psychologically by the bad practices. The report also highlights
how the organization has suffered poor performances as a result
of the practices. The first part of the report also suggests at
least two possible solutions through which the company’s
management can deal with the discrimination challenge facing
the organization already. In addition, the report provides the
criteria the organization should use to decide on which solution
correlates with the discrimination. For the sole intention of
measuring/gauging the discrimination level and rate within the
organization, the report provides possible methods through

which management gets vital information concerning the issue.
The second part of the report contains the evaluation of the
solutions provided in part one for the purpose of determining
the reasons as to why an organization should apply one of them
or both. This part focuses on the criteria of the first two. A
solution must be met for it to be applicable. In this case, cost
and durability of the solution takes center stage. After the
solutions are analyzed using cost and durability aspect, the
report provides a finding of which solution matches most than
the other. The second part of the report basically emphasis on
the need for evaluation and thorough analysis during the search
for a solution to discrimination practices. This is because they
are the pillar in the determination of an effective solution that
can only work for the best of the employees and the
organization.
iii. Summary of the report
According to the report, the main problem is the denial of
employees’ rights in their employment through discrimination.
Discrimination practices can make the workplace a living hell,
while employees still need to meet the standard of expectations
and help the organization progress to the next level of success.
Legally and on the basis of humanity, the two cannot go
together. It is a violation of human rights. As researchers have
realized, the main causes of discrimination in the workplace
has been reported to be; gender difference, pregnancy cases,
differences in religion, tribe, political stands and opinions, race,
cultures and origin.
Lack of knowledge, arrogance and lack of integrity seems to
contribute to discrimination practices within a workplace. It is
unfortunate that the employees especially those suffering from
discrimination happens not to be aware of how they can handle
the matter. In most cases, they suffer in silence or share with
their colleague friend who also cannot offer much help. Despite
the fact that the management or the HR department is there to
handle such cases, most employees bares with them, a fear
aspect that if they report the discrimination practices against

them, they cannot have enough proof to argue their case and
will only make matters worse. The issues and failures are
reflected on the general performance of the organization.
Employee morale drops to a low, and different motivational
strategies fail. Although, the management grants incentives and
pay raises, the victimization continues. The victimized
employees feel rejected. Also, the organization starts falling in
profit margin, failure of meeting deadlines a thing that the
employees could without discrimination practices in their midst.
This is the main reasons that make the top management realize
that there is a problem despite the employees' silence.
As their only source of livelihood, employees need a workplace
that maintains a positive atmosphere. Facing their fears of the
unknown and reporting the matter can help but only if the
management handles any volunteered information in discreet.
This can with time create employee's confidence and thus offer
to report issues that can interfere with the good working
environment that the management has provided for their
welfare. The management on their part, they are required by the
law to prevent any form of discrimination and report such cases
to the authority. However, the management can opt for ways
that cannot harm the image and brand of the organization
(Whittington, Delaney, & Feller, 2011).
Whenever there is a problem, searching for different ways
through which the problem can be solved amicably is the next
step to healing. This is because it is the first step to stopping
the practice. Before embarking on the possible solutions, a
criterion is determined through which the best solution should
fall in or closely relate with. Upon the things considered
important for the solution to bare are; cost effectiveness,
practicability, take considerable and manageable time, have a
motivation aspect, and bare long term results in the
organization. In this report, two alternatives were found most
efficient depending on the sensitivity of the matter and the
protection of the brand name. As a result, solving the issue
internally suited the organization since the problem can be

handled and dealt with completely, employees get motivated
and emotionally healed from their trauma’s, company's code of
ethics get upraised and the company name remains untarnished.
To do this, explaining the laws that forbid discrimination
practices to the employees was an option. This is because
through this solution means, employees will understand the law
properly in terms of their rights and what they are not supposed
to discriminate each other against and the punishment levied
against each offense by the federal government (Paludi, &
DeSouza, 2011).
Also, during training programs, the company’s code of ethics
can be made clearer because practicing discrimination practices
is both unethical and unprofessional. The training program also
enlightens the employees on ways through which they can
report discrimination practices either happening to them or to
their colleagues instead of keeping it as a harming secret. The
organization shall benefit as an entity because the experts can
provide and advice on systems that can help the organization
detect discrimination practices in their early stages so as to
avoid a repeat. From all these reasons, the solution appeared
workable to the organization as there are many benefits to be
gained and the solution meets criteria's like durability,
practicability, and motivating aspect. However, there are few
disadvantages in the sense that; extra training time is needed
hence interfering with either working time or employee’s free
time. Also, the solution needs resources to fund or purchase
equipments needed and also compensate the experts.
The second alternative solution option requires involvement and
commitment on the part of the top management where they are
supposed to keep on constant access to their employees. This
solution is applicable the employees need to be free with the
management so that they can act as informers of what is
happening and also can approach the management in case they
want something implemented. Constant access to employee's
needs allows dialog and improves communication strategies
within an organization. Also, constant access helps the

management to detect changes in behavior and hence they can
be able to search for the real cause of the behavior changes
(Paludi, & DeSouza, 2011).
The second solution appears to meet numerous criteria’s like it
is a perfect motivating factor, and it does not require extra time
for the solution to be implemented. Also, the solution is
practical and easy to carry out as it only requires constant
communication. The solution does not require any extra
resources as the management interacts with employees during
their own time. However, the solution bares a challenge in the
sense that for long term results to be realized, the management
requires to have long term commitments by making it a habit of
keeping in touch with all their employees equally. They should
make sure that they interact with all employees and that they are
aware of what is all the undertakings that are always taking
place within the organization (Elias, 2013). The management
should also make sure that they engage all the employees with
friendly talks that are organizationally related for the constant
interact always to remain relevant and helpful. They should
keep on offering guidance and counseling talks to their
employees whenever they come across so that the employees
can perceive the management as their mentor and as people
whom they can approach with either a personal or a work-
related problem.
An evaluation analysis is important. It helps an organization to
look at their needs and the solutions available. The needs and
the solutions are matched for the purpose of applying the most
suiting and applicable solution. In such cases, the utmost goal
of the organization is to handle the challenge at hand. The
organization should utilize a respectable and a proven to be
effective approach. The approach should be in a manner that
resolves the issue. From the two solutions provided, the analysis
proved that constant accessing of employees need in the
organization by the management is the most efficient way to
curb and eliminate workplace discrimination practices, the
solution ranged from having moderate to high impacts towards

all the issues raised as well as solving the problems that
discriminated employees go through. The analysis and findings
on the explaining of discrimination laws to the employees and
their impact ranged moderately. The solution means had aspects
that could solve the problem, but extra resources and time are
needed.
iv. Recommendation
A discrimination-free workplace is a healthy and conducive
working environment that makes all employees equal. The
management must put all efforts and strategies in place to
ensure that discrimination does not even have a chance to be
introduced within an organization. This is because its impacts
are immeasurably adverse both to the employees involved and
the entire organization. In cases where discrimination practices
are a reality, well researched and analyzed measures can be
used to stop the practice. However, the measures should not
cause more harm to the organization and the already victimized
employees. This is in terms of holding any information
provided by the employees with utmost secrecy and handling
the matter professionally.
As much as there are different measures to solve discrimination
practices, any measure that involves dialog can be more
effective since it embraces an opportunity for a healing process
to be realized. Dialog also allows the offender to learn from
mistakes and grants an opportunity for the offender to make
peace with the offended. Having laid such a strong foundation
for the curbing process, other measures can then be applied
though not a must. It always depends on the gravity and
implications that the discrimination practices have already
caused.
v. Conclusion
The effects of discrimination are hazardous both to the
organization and victimized employees. It is in the jurisdiction
of the management to control and stop discrimination practices.
However, the employees particularly have the mandate and right
to report discrimination practices against them to someone

within their chain of command or key personnel. Silence
towards discrimination practices on the part of the employees
regardless of the reason only makes the matter worse and
encourages the perpetrators to continue with their heinous
crimes. Making the offenders realize their mistakes is the first
step to stopping the practice. Apparently, for the management to
be sure of the practices reported to them, research can be done.
A questionnaire form and interview sessions can help in getting
the necessary information. Any decision that the management
takes towards discrimination practices determines the fate of the
practices within the organization. As a result, caution must be
observed from all perspectives (Elias, 2013).
References
Elias, S. M. (2013). Deviant and criminal behavior in the
workplace. New York: New York University Press.
Paludi, M. A., Paludi, C. A., & DeSouza, E. (2011). Praeger
handbook on understanding and preventing workplace
discrimination. Santa Barbara, Calif: Praeger.
Whittington, R., Delaney, P. R., & Feller, A. L. (2011). Wiley
CPA examination review: 38th edition, 2011-2012. Hoboken,
N.J: John Wiley & Sons.
Talal Alhassan
Talal Alhassan

ENGLISH 315 PROFESSIONAL COMMUNICATIONSMALO JONESASSIGNME.docx

ENGLISH 315 PROFESSIONAL COMMUNICATIONSMALO JONESASSIGNME.docx

Recommended

Recommended

More Related Content

Similar to ENGLISH 315 PROFESSIONAL COMMUNICATIONSMALO JONESASSIGNME.docx

Similar to ENGLISH 315 PROFESSIONAL COMMUNICATIONSMALO JONESASSIGNME.docx (14)

More from YASHU40

More from YASHU40 (20)

Recently uploaded

Recently uploaded (20)

ENGLISH 315 PROFESSIONAL COMMUNICATIONSMALO JONESASSIGNME.docx