*****Included is week 3 to refer to as well the template and examples along with grading chart.The purpose of this assignment is to create a rough draft of the Final Essay, due in Week 5. After reviewing instructor feedback received from the Week 3 Body Paragraph assignment, incorporate that feedback using the revision skills you acquired from the Week 4 learning activities. Build on these body paragraphs by composing introduction and conclusion paragraphs that include the research you have gathered into your body paragraphs. By putting all of these elements together, you will have created a rough draft.Review the Rough Draft Sample to give you an idea of the expectations for this assignment.Complete the Rough Draft Template by following the instructions below.Compose a 525- to-700 word essay.Enter the content from your Week 3 Body Paragraphs assignment into the Rough Draft Template.Review instructor feedback from your Week 3 Body Paragraphs assignment, and determine what revisions are necessary.Revise your Week 3 body paragraphs within the Rough Draft Template to incorporate the feedback received, and ensure there are proper in-text citations for your research.Use the techniques covered in this week’s materials to include in-text citations from your scholarly reviewed articles. You should use a mix of direct quotes and paraphrases from your sources to support the points you are making in each of your body paragraphs. It is typical to use at least one piece of research in each body paragraph to support that main point. Include an APA-formatted in-text citation after each quotation and paraphrase.Write an introduction paragraph that introduces your reader to the content of the paper and includes your thesis statement.Write a conclusion paragraph to bring your paper to a close.Construct a thoughtful title for the essay, and add it to the template.Make any revisions to the reference page as noted in your Week 3 feedback.Review this week’s learning activity: Spelling Tutorials and Quizzes on the appropriate rules of spelling. Be sure to edit your paper for the correct spelling of words. When words are spelled correctly, the meaning of your writing is clear to the reader, and your sentences maintain their natural flow.Access the Center for Writing Excellence on eCampus and utilize the Grammar Checking Tools and the Plagiarism Checker to review your paper. Review and apply any recommended changes.
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Creating Family-Friendly Work Environments
Margaret Oakes
ENG/100
October 28, 2017
Dr. Barb Rowland
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Creating Family-Friendly Work Environments
It is uncommon for school and business schedules to be perfectly aligned, and there is a
wide range of unexpected events that place additional stress on modern families. For example,
sudden illnesses, doctor’s appointments, and other unforeseen issues can contribute to the rushed
scramble to arrange childcare that is familiar to many parents of young children. This situation is
bad for both the companies and the employees. Companies can increase productivity and
happiness in workers by ensuring there is adequate family leave, allowing work-at-home days for
applicable positions, and encouraging the use of all vacation time and sick time as needed.
Adequate Family Leave
One way companies can ensure productivity and happiness in workers is by providing
adequate leave time for both parents following the birth of a child. Mothers need time to heal,
rest, and become adjusted to the schedule and needs of a new baby. Newborns can sometimes
have problems such as jaundice, feeding issues, or sleeping difficulties. New parents should be
able to take care of these issues before the child goes into some kind of day care. If new parents
have time to spend with their baby, they will not be so anxious, tired, or unsettled when they
return to work. For instance, the Patagonia Company allows new parents a two-month parental
leave (Schulte, 2014). If new parents have time to spend with their baby, they will not be so
anxious, tired, or unsettled when they return to work. This way, parents can come back to work
ready to focus on their jobs again.
Work at Home Days
Workers’ happiness and productivity can also be increased by adding one work-at-home
day to weekly schedules, if it fits with the position. A study by Daipuria and Kakar (2013)
showed that a “compressed work week and work from home options also find favor amongst the
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respondents which give clear indication to the organization to remodel their work assignments to
suit mutual requirements” (p. 51). Participants in the modified work environment find the
flexibility in their schedules to be mutually beneficial for them and the companies they work for.
While at first glance it may seem like an impossible task to create such an accommodating work
arrangement, there are a lot of ways this can work for a company and its employees. Remote
access via computer can make employees available anytime. Additionally, employees can
participate in meetings via Skype, share documents, and send emails. The modified work
schedule also makes it possible for employees to work outside of a traditional eight-hour
workday as needed. Even if a company cannot spare someone for a whole day every week, this
plan might be available as needed occasionally for the employee.
Vacation and Sick Time
Finally, companies should encourage the use of all yearly vacation time, as well as sick
time when needed. It is possible that a situation may arise that an employee just cannot avoid.
Employees should not have to worry about vacation days which they need at unusual times to
cover days when schools are closed as well as to take vacations. Sick days mean tending to a sick
child at home. A workplace culture that frowns on people who stay home when they or their
child cannot be at school or is sick only harms everyone working. It encourages people to lie or
even sometimes inappropriately bring the child to work with them. Allowing people to use these
days as “personal days” for whatever reason creates a more honest workplace and more
productive workforce when employees are at work. Krasulja, Blagojevic, and Radojevic (2015)
have shown that organizations that offer work-life balance programs have happier employees
who stay longer.
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Conclusion
It is hard to imagine that working parents are productive or focused when they are forced to
leave a sick, young child at home alone or in someone else’s care. This kind of problem affects
people at all levels of work, so employers should create more benefits like family leave, working
at home, and personal leave days. They will be glad in the long run if they do.
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References
Daipuria, P., & Kakar, D. (2013). Work-life balance for working parents: Perspectives and
strategies. Journal of Strategic Human Resource Management, 2(1), 45-52.
doi:http://search.proquest.com/docview/1478029323?accountid=35812
Krasulja, N., Blagojevic, M. V., & Radojevic, I. (2015, April). Working from home as
alternative for achieving work-life balance. Ekonomika, 61(2), 131-142.
doi:http://search.proquest.com/docview/1708884357?accountid=458
Schulte, B. (2014, October 26). Taking care of employees boosts Patagonia’s bottom line. The
Washington Post. Retrieved from
http://search.proquest.com.contentproxy.phoenix.edu/docview/1616420140?accountid=3
5812
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ENG/100
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Conclusion
2
References
Grading Criteria: Rough Draft
ENG/100 Version 3
Grading Guide
Rough Draft Grading Criteria
This assignment is due in Week 4.
Content
50 Percent
Points Earned
X/7.5
•
•
Comments:
•
•
•
The paper is titled appropriately.
The paper begins with an introduction paragraph to provide
context for the topic. The introduction includes a thesis
statement that presents the main ideas included in the body
paragraphs.
Each body paragraph provides support for the main idea and
transitions to the next idea.
The paper ends with a conclusion paragraph that summarizes
the main ideas of the paper.
The paper represents original work and correctly incorporates
quotations and paraphrases from outside sources have
informed the writing.
Organization and Development
30 Percent
Points Earned
X/4.5
•
Comments:
•
•
•
•
Faculty feedback from Body Paragraph assignment has been
incorporated effectively.
The paper is 525 to 700 words in length.
The tone aligns with the assignment’s purpose, to include being
written in third person, and is geared toward the appropriate
audience.
The paper is clear, is organized in a logical manner, addresses
the main points, and demonstrates transition from one idea to
the next.
The references used for support are scholarly and relevant to
the topic.
Mechanics and Format
20 Percent
Points Earned
X/3
•
•
Comments:
•
•
•
•
The proper template is used for the assignment.
Rules of grammar and punctuation are followed; spelling is
correct.
In-text citations have been added to paraphrases and direct
quotes.
In-text citations include the correct elements and are properly
formatted according to APA guidelines.
The title page, reference page, spacing, and font are consistent
with the APA guidelines required for this assignment.
References include the correct elements and are properly
formatted according to APA guidelines.
Additional Comments:
Total Earned
X/15
Copyright © 2018 by University of Phoenix. All rights reserved.
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Running head: GENDER INEQUALITY
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Gender Inequality at Work
Austin Richardson
Eng/100
Lauren Critchley
GENDER INEQUALITY
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Gender Inequality at Work
Thesis statement: Gender inequality is commonplace in workplaces primarily due to perception
gaps, cultural factors, and lack of women empowerment.
Perception gaps
There are perception gaps that exist in workplaces and which tend to make gender parity
rather difficult. In a survey conducted to determine how workers perceive the gender gap, twothirds of men indicated that women have equal opportunities as men. In contrast, less than a third
of the women who participated in the survey agreed with the opinion that they have equal
opportunities. Further, the same study revealed that 80 percent of women believe that companies
have to take the initiative to promote equality by making it a business imperative in
organizations. Only 48 percent of men agreed that this step is necessary (Dominelli, 2016). The
contrasting ideas only end up increasing the gap not to mention it permits men and women to
live in a factious world where one assumes there is equality while the other hopes it can be
achieved.
Cultural factors
Traditionally, women are portrayed as caregivers while men are given the role of
breadwinners. As such, the former tend to be discriminated on the basis that they should not get
involved in careers lest they forget their primary duties of taking care of families. A survey
conducted in this regard revealed that 80 percent of women believe that this stereotype is no
longer plausible as men can be good caretakers too. Moreover, 77 percent of men think that
women are supposed to sacrifice their careers for the sake of their families while only 53 percent
of them believe that men can also compromise for the same (Wreyford, 2018). The fact that such
GENDER INEQUALITY
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beliefs are embedded in society and reinforced in various ways is a reason why women achieve
relatively low success in their careers compared to their male counterparts.
Lack of empowerment
Although the topic of women empowerment is widely discussed, its effects are not quite
visible on the ground as women continue to be subjugated by men in workplaces. The low
success of current initiatives to empower women is attributed to low will power and reluctance
of male workers to advance this agenda. Further, male dominance has always been a part of
society, and this makes it difficult to achieve absolute equality owing to the difficulty of
dismantling a founded and accepted culture (Wreyford, 2018). This form of sabotage on
women’s career explains why only 3 percent of the fortune 500 companies have female CEOs.
Lack of empowerment explains is one of the reasons why inequality persists in most
organizations.
GENDER INEQUALITY
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References
Dominelli, L. (2016). Women, Development, and Gender Inequality. Encyclopedia of Social
Work.
Wreyford, N. (2018). Gender, Capital, and Getting In. Gender Inequality in Screenwriting
Work, 53-85.
…
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