Memo Part 3 Introduction Continue your critical examination of the one or more moral problems in your organization. Incorporate feedback from your instructor while also writing a new section. Use not an academic but a business style. Directions Below is detail about this stage. 1. Revise the date of your memo and expand its body and references. 2. Limit this stage of your memo to a 2 pages with 1-inch margins, 12-point serif font, and double-spacing. 3. Incorporate your instructor’s feedback on the previous stages of your memo. 4. Continue to write the body of your memo by inserting the section title ‘The Causes.’ 5. Use the present tense for this section. 6. Then use prose to answer the questions below. Do not merely restate the questions and provide their answers. Instead, ensure that the body has a narrative flow. a. How are factors internal to the organization contributing to the one or more problems? If you identify more than 5 factors, discuss the 5 most important factors only. Provide enough of an explanation to imply one or more solutions to the problem (without naming the solutions). b. How are factors external to the organization contributing to the one or more problems? If you identify more than 5 factors, discuss the 5 most important factors only. Provide enough of an explanation to imply one or more solutions to the problem (without naming the solutions). 7. Throughout this section, provide sufficient support for your statements with (a) facts and (b) values from organizational overviews (e.g., an ‘About Us’ page on a website) or codes of conduct (e.g., ‘Code of Ethics,’ ‘Principles of Professional Practice,’ or ‘Responsible Code of Conduct’) and professional codes of conduct. 8. When drawing from sources, provide citations in the body and a ‘References’ appendix in accordance with APA. Scoring Following is the grading rubric: Criterion Potential Actual Points Feedback: Incorporate instructor’s feedback from 2 previous drafts of the memo Analysis: Focus on the questions, provide sufficient 5 answers Specificity: Avoid vague statements, be concise 3 Clarity: Define terms, use transitions to connect ideas 2 Justification: Use credible sources, present sufficient 5 facts, ensure a greater balance of facts over speculation Values: Sufficiently identify the organizational and 5 professional values; connect the values to the issues Editing: Follow APA style related to mechanics, 3 citation, and referencing Total 25 Points Peer Review 1 Peer Review I. Peer Review Questions 1) How sufficient are the answers to the questions? . 2) What facts might be missing? What are their sources? . 3) What values might be missing? What are their sources? . 4) What areas might be confusing? . II. Peer Review Rubric Potential Actual Criterion Points Feedback: Incorporate instructor’s feedback from previous 2 drafts of the memo Analysis: Focus on the questions, provide sufficient answers 5 Specificity: Avoid vague statements, be concise 3 Clarity: Define terms, use transitions to connect ideas 2 Justification: Use credible sources, present sufficient facts, 5 ensure a greater balance of facts over speculation Points Peer Review Values: Sufficiently identify the organizational and 2 5 professional values; connect the values to the issues Editing: Follow APA style related to mechanics, citation, and 3 referencing Total 25 III. Peer Review Comments Hello, You have done a great job demonstrating significant moral problems on Verizon Communications Inc.! This is my peer review. Feel free to contact me if you have any question. [PLEASE ADD MORE COMENTS HERE] Tencent October 26, 2021 TO: Huateng Ma, Chairman of the Board and Chief Executive Officer of Tencent FR: Fan, Media Planner RE: Pregnancy Discrimination in China Dear Ma, Women have occupied an important part of the labor force. Family planning has become a concern for female workers in their career. Although there are explicit legal provisions to protect the rights of pregnant women in employment, there are still some invisible immoral regulations in the workplace to restrict woman’s rights and even affect their career development in the future. According to the Female Labor Protection Law of the People’s Republic of China, female staff must receive no less than 98 days of Maternity leave after the day of delivery with 100 per cent of salary (Dezan Shira & Associates, 2017). Due to the Labor Protection Law in China, businesses are required to pay maternity leave. To avoid this cost, enterprise has to take woman’s birth plan into account before employed. According to the International Labour Standards on Maternity protection, women returning to work must be returned to the same position or an equivalent position paid at the same rate (International Labour Organization, n.d.). However, business will demote employees in different forms, such as assigning less work than they used to. The Challenge Our company’s code of conduct emphasizes integrity and respect (Tencent, n.d.). In order to avoid gender discrimination and pregnancy discrimination, our company should list the relevant regulations and shall not have any hidden provisions to show respect to employees. The regulations should clearly indicate that the enterprise will communicate with pregnant employees, reasonably arrange pregnancy work and future career planning, and shall not be demoted in various forms. Treat and respect every employee equally. Our company will be the main stakeholder. Pregnancy discrimination not only violates the code of ethics, causes the enterprise to lose excellent talents, but also causes the public’s negative view of the company. In addition, employees, especially women, are a stakeholder group. Under such tremendous pressure from the competitive environment and living standards, unfair and opaque regulations will make female employees feel insecure. Therefore, open and transparent regulations can reduce female employees’ job insecurity to improve their job satisfaction and loyalty. Our code of conduct emphasizes respect. While respecting female employees and safeguarding their rights and interests, our employees will also sincerely serve the company. The Approach Critical disclosure of the company’s ethical issues will affect all stakeholders. However, admitting mistakes is intuitively essential to the development of the company. Everyone in the team has the responsibility to expose the problem and solve it. As a female employee of the company, I am a member of a group of four, which has participated in a critical examining the problem of pregnancy discrimination within Tencent. As a female employee, I took the initiative to observe the views and practices of internal staff on pregnant women since I might face the same situation. As an employee representative, I had an excellent opportunity to collect comprehensive and in-depth cases of pregnancy discrimination within the company, including restrictions on the work content of pregnant employees, restrictions on the promotion of pregnant employees, and unfair treatment on welfare. My report can more genuinely reflect the internal situation of the enterprise, which allowed the company to find problems and provide solutions in time. Lisa Adams, the director of the human resources department, ensured everyone would be treated equally from the beginning of employment. She observed that the interviewer had included the future birth plan as one of the entry measures for female employees during the recruitment interview. Employees who can not be treated equally at the beginning of employment will eventually lead to a series of unfair contradictions within the organization in the future. In addition, such behavior does not meet the company’s code of conduct, showing respect to everyone. Although some interview participants cannot become one of Tencent’s team, they deserve to have an open and fair competition opportunity and be respected in the process of interaction with the company. In addition, the human resources department is also responsible for punishing the unethical acts of the company’s internal personnel. Enterprises should abide by their code of conduct to maintain respect and integrity in dealings with all (Tencent, n.d.). Director of Operations Martin Liu has made a reasonable planning regulation in terms of personnel arrangement. The organization tended to hire male employees to replace the work content of childbearing women or pregnant women to ensure the regular operation of the company. This once again violates the organization’s code of ethics. Tencent has promised to provide employees with formal training and opportunities in the workplace to facilitate staff development (Tencent, n.d.). The organization shall not neglect the past contributions of employees to the organization and give up the excellent talents cultivated by the enterprise for the reason of avoiding the work efficiency of female employees affected by family problems, Martin’s responsibility is to ensure that female employee has a stable work development direction after pregnancy and achieve equal treatment for every employee of the company. As one of the top management, the Senior Vice President, Davis Lin, has an obligation to publicize the correct moral concept within the company. After knowing that there are immoral problems in the enterprise, he is responsible for actively thinking out countermeasures and safeguarding the rights of every employee. The Causes Firstly, the attitude of leaders within the enterprise is one of the internal factors causing Pregnancy Discrimination and even gender discrimination. The leadership of the company is the people who can best represent the company culture. Their words and deeds are the standard for all employees, which determines the attitude and handling of other employees in the face of a similar situation. Therefore, the way leaders deal with Pregnancy Discrimination in the workplace and their attitude determines how subordinates treat pregnant women around them. Leaders need to promote the correct moral concept within the company and stop the spread of inappropriate public opinion. When pregnancy discrimination occurs within the enterprise, any leader of the company has the responsibility and obligation to stand up for pregnant women and provide them with a reasonable future career plan. If the company’s leaders hold an indifferent attitude towards a similar situation, it will lead to disunity or even division within the enterprise. Pregnant women will be discriminated against and suppressed in their careers and even in their normal working environment. This will cause panic among employees, anxiety about work, and distrust of the organization. Therefore, the attitude of leaders can greatly reduce pregnancy discrimination in the workplace. Secondly, corporate policies will have an impact on moral issues. Nontransparent regulations mean that there are no regulations or regulations that will change with the situation. This has led to a sense of job insecurity among female employees. It is also unfair. Women need to choose between family and career. Open and transparent regulations are a guarantee for the company’s female employees. It will avoid similar situations such as women being unable to get a promotion due to pregnancy, pregnant women being forced to leave, or limitation of pregnancy plans for female employees. Clarify the company’s internal policies for pregnant women, so those female employees can feel the protection provided by the company. This will improve the trust and loyalty of female employees to the company, so as to promote their work efficiency and quality. Competitive pressure in the workplace is one of the external causes of pregnancy discrimination in the workplace. Competitors in the workplace are not proportional to opportunities. The company also wants to maximize its own interests. The work content and scope that female employees can bear during pregnancy are limited. Therefore, this is regarded as an important opportunity by competitors and companies. The enterprise does not want employees to affect the development and interests of the company due to any other factors. Female employees during pregnancy will affect the progress of work to a certain extent. The company also needs to consider whether these pregnant women will affect their work due to their families in the future. Therefore, for enterprises, this is an opportunity to recruit more suitable new talents. For competitors, they will have the opportunity to be recognized by the enterprise by temporarily taking over the position of pregnant employees to show their business ability. The second is that the national protection policy for pregnant employees is not comprehensive and rigorous. Although the law has relevant requirements to protect the rights and interests of female employees during pregnancy, many loopholes in the policy have led to legal violations by some enterprises. For example, in order to prevent female employees from becoming pregnant after they enter the job, many enterprises require them to sign an agreement before entering the job to ensure that they will not become pregnant within two years. There are many similar provisions. Enterprises will limit female pregnancy in different forms and methods. Because the law is not complete on this moral issue, many female employees can not safeguard their rights and interests. This will lead to more serious social and moral problems. References Dezan Shira & Associates. (2017, April 6). Expecting in China: Employee Maternity Leave and Allowances. China Briefing News. https://www.china-briefing.com/news/maternity-leave-allowance-china/ International Labour Organization. (n.d.). International Labour Standards on Maternity protection. Retrieved October 3, 2021, from https://www.ilo.org/global/standards/subjects-covered-by-international-labour-standar ds/maternity-protection/lang–en/index.htm Tencent. (n.d.). Investors – Tencent. Retrieved September 28, 2021, from https://www.tencent.com/en-us/investors/corporate-governance.html#:%7E:text=Code %20of%20conduct,which%20emphasises%20integrity%20and%20respect.&text=The %20Company%20provides%20employees%20with,workplace%20to%20facilitate%2 0staff%20development. Purchase answer to see full attachment Tags: questions substantial explanation moral problems User generated content is uploaded by users for the purposes of learning and should be used following Studypool’s honor code & terms of service.

MLA In-Text Citations: The Basics

Guidelines for referring to the works of others in your text using MLA style are covered throughout the MLA Handbook and in chapter 7 of the MLA Style Manual. Both books provide extensive examples, so it’s a good idea to consult them if you want to become even more familiar with MLA guidelines or if you have a particular reference question.

BASIC IN-TEXT CITATION RULES

In MLA Style, referring to the works of others in your text is done using parenthetical citations. This method involves providing relevant source information in parentheses whenever a sentence uses a quotation or paraphrase. Usually, the simplest way to do this is to put all of the source information in parentheses at the end of the sentence (i.e., just before the period). However, as the examples below will illustrate, there are situations where it makes sense to put the parenthetical elsewhere in the sentence, or even to leave information out.

General Guidelines

• The source information required in a parenthetical citation depends (1) upon the source medium (e.g. print, web, DVD) and (2) upon the source’s entry on the Works Cited page.
• Any source information that you provide in-text must correspond to the source information on the Works Cited page. More specifically, whatever signal word or phrase you provide to your readers in the text must be the first thing that appears on the left-hand margin of the corresponding entry on the Works Cited page.

IN-TEXT CITATIONS: AUTHOR-PAGE STYLE

MLA format follows the author-page method of in-text citation. This means that the author’s last name and the page number(s) from which the quotation or paraphrase is taken must appear in the text, and a complete reference should appear on your Works Cited page. The author’s name may appear either in the sentence itself or in parentheses following the quotation or paraphrase, but the page number(s) should always appear in the parentheses, not in the text of your sentence. For example:

Wordsworth stated that Romantic poetry was marked by a “spontaneous overflow of powerful feelings” (263).

Romantic poetry is characterized by the “spontaneous overflow of powerful feelings” (Wordsworth 263).

Wordsworth extensively explored the role of emotion in the creative process (263).

Both citations in the examples above, (263) and (Wordsworth 263), tell readers that the information in the sentence can be located on page 263 of a work by an author named Wordsworth. If readers want more information about this source, they can turn to the Works Cited page, where, under the name of Wordsworth, they would find the following information:

Wordsworth, William. Lyrical Ballads. Oxford UP, 1967.

IN-TEXT CITATIONS FOR PRINT SOURCES WITH KNOWN AUTHOR

For print sources like books, magazines, scholarly journal articles, and newspapers, provide a signal word or phrase (usually the author’s last name) and a page number. If you provide the signal word/phrase in the sentence, you do not need to include it in the parenthetical citation.

Human beings have been described by Kenneth Burke as “symbol-using animals” (3).

Human beings have been described as “symbol-using animals” (Burke 3).

These examples must correspond to an entry that begins with Burke, which will be the first thing that appears on the left-hand margin of an entry on the Works Cited page:

Burke, Kenneth. Language as Symbolic Action: Essays on Life, Literature, and Method. University of California Press, 1966.