International Conference on Workplace Issues: Ethical Communication

1. Consider Your AudienceGather and Analyze Information About Your AudienceUnderstand the Scenario-Based Context: You have now been hired! You are being sent to an international conference to speak about challenges in the workplace. 21st Century employees, including you, will be presenting at these sessions as part of a larger international conference for colleagues in your field. Workplace policy communicates the guidelines and professional behaviors expected by the place of employment (specifically) and the field (in general). This permits lower level management to deal with many problems and issues without consulting top level management every time for decisions. However, sometimes ethical issues arise that require additional conversation about policy and/or the state of the field. The conference session that you are offering positions you to compose and deliver a persuasive message on a controversial issue on your field.As a medical/business/education employee who also specializes in communication, you are to give a 6-8 minute, extemporaneous, PowerPoint or Prezi driven presentation to staff and employees at the The International Conference on Workplace Issues in Guadalajara, Jalisco. Prepare a persuasive presentation using the Motivated Sequence structure to communicate your reflective thoughts and research on a controversial question or policy in your field.Consider the Culturally Diverse Backgrounds of Your AudienceConduct an Audience Analysis.Different backgrounds may include:AgeGenderSexual Orientation and IdentityEthnicityGroup Membership (religious, political, work, social, service)Socioeconomic Status (income, occupation, education)2. Select and Narrow Your TopicThe audience (those attending the conference) is made up of people who work all over the world in the same general career field as you. Play the role of a confident, Audience Centered Communicator who is presenting a persuasive presentation in a conference session representing your workplace. Demonstrate your understanding of speaking extemporaneously to an audience of staff and employees about a controversy related to your profession.Reflect on your answers to the following questions:Who is the audience? (General Public, Specialized Group, Specific Person)What are my interests, talents, and experiences?What is the occasion?Locate the Code of Ethics for your career by identifying a professional organization related to your field. For example, if your major is Physical Therapy, through research we discover that there are several professional organizations such as The American Physical Therapy AssociationCredo for Ethical Communication (National Communication Association)Code of Ethics for Professional Business Communicators (International Association of Business Communicators)3. Determine Your PurposeDetermine Your General PurposeInformPersuadeEntertainThink about how you would persuade the audience as to how it is important that your workplace policy reflects a commitment to high ethical standards. This is a call to action to argue for immediate action about what should be done.Determine Your Specific PurposeWhat is your behavioral objective for the ethical issues presentation? In other words, by the end of the presentation, what do you want the audience to be able to list, explain, describe, or do when you finish speaking? The goal is to convince an audience by identifying the controversy, presenting the controversy, persuading your audience that there is a solution to the controversial problem, and to take a desired action.4. Develop Your ThesisCompose a thesis reflecting your unique opinion about your topic. What is your opinion about your controversy? Is it a proposition of fact? Value? Policy?5. Generate the Main IdeasBody points may be organized as either:REASONS for your opinionORCATEGORIES of the subjectORSTEPS in a processFor this presentation, your body points are categories of the subject (problem, solution, benefits, action)We are using an organizational paradigm called the Motivated SequenceJust like your thesis, these main ideas (topic sentences) come from YOU not direct quotes from outside sources)6. Gather Supporting MaterialGather Interesting Supporting MaterialOnce the topic sentences have been written (using your own words) we add the specific examples. Choose from the following:illustration (brief, extended, or hypothetical) this does not mean a picturedescription and explanationdefinition (by classification or operational)analogy (literal or figurative)statisticexpert or lay testimonyThis presentation will require in-text citations, oral citations, and a references page.The introduction and conclusion are the last pieces that you complete on the outline. (This is because the thesis and topic sentences/specific examples are the primary focus of the message)The conclusion mirrors the content of the introduction.Note: Reference the Code of Ethics in the body and/or the introduction/conclusion (when you represent your place of work in a speaking engagement you should highlight professional workplace guidelines).Transition sentences are between sections
Also I have to choose Trending Controversies related to the position I am applying for (Quality Manager). I choseCompanies Start Rescinding Managers’ Pandemic Pay CutsHere is something I found about it :Summary: “Some companies are beginning to restore cuts they made to managers’ salaries and bonuses in the early, bewildering days of the pandemic shutdowns, a sign that some industries — and their white-collar workers — are benefiting from glimmers of a recovery while millions of others continue to endure job and income losses.”(Wall Street Journal) This article reports on the restoration of upper level employee pay due to market recovery while millions struggle with unemployment.Some companies are beginning to restore cuts they made to managers’ salaries and bonuses in the early, bewildering days of the pandemic shutdowns, a sign that some industries — and their white-collar workers — are benefiting from glimmers of a recovery while millions of others continue to endure job and income losses.In the first weeks of the pandemic, companies contending with government-ordered lockdowns, plummeting orders and closed stores reasoned that cutting pay could stave off greater job losses. Many targeted higher-level executives’ compensation as a sign of solidarity with furloughed workers earning much less. By mid-July, roughly a quarter of major public companies reduced pay for CEOs and other executives, according to an analysis by consulting firm Compensation Advisory Partners.Now, a number of companies, including Walt Disney Co., General Motors Co. and Yelp Inc., are restoring executive and some white-collar worker salaries to previous levels, while others are paring earlier pay cuts. At many firms, the moves reflect an acknowledgment that stressed-out workers — many juggling child care and remote learning — can’t work full-time for partial pay.They also indicate an economy cleaving to two tracks: one where the livelihoods of white-collar professionals in certain industries have remained largely intact, and another for lower-income workers, many of whom work service jobs in hard-hit industries such as hospitality, travel and retail. Millions of them have lost jobs, been furloughed or seen their hours cut.“When we first started out, it was like, ‘Yeah, everybody’s in this together, this is a tough time, we’ve all got to take sacrifices and pull together,’” said Susan Schroeder, of Compensation Advisory Partners, who noted large companies have been more likely to restore executive pay. “Now that it has dragged on, I think things have changed a little bit.”Some boards and executives, she said, may be pushing for compensation changes since many pay cuts were initially billed as short-term, set at a time when many expected the pandemic would abate by summer. Most executives make the bulk of their compensation in stock-based awards or other long-term incentives, so many observers consider the initial salary cuts largely symbolic.Not all companies restoring pay have bounced back, and many, such as Disney, have furloughed workers and are reporting big losses. New applications for unemployment benefits rose last week after a series of declines, the Labor Department said — an indication fresh layoffs are occurring even as the economy broadly is showing signs of recovering.Disney will lift, as of Aug. 23, some salary reductions for executives, despite posting a nearly $5 billion loss in the quarter that ended June 27. A number of executives took pay cuts beginning in April. Bob Iger, Disney’s executive chairman, will forgo nearly his entire salary through the last pay period in the company’s fiscal year, which ends in September.Others said the decision to reinstate full compensation reflects an improved outlook. Yelp, which laid off 1,000 workers and furloughed more than 1,100 others in the spring, said in July it is bringing back nearly all of its furloughed staffers, and would fully restore employee pay and hours. The company in April announced a 20% to 30% cut in executive pay. In a July note to employees, Yelp Chief Executive Jeremy Stoppelman said “the hard steps we took early on have put us in a stronger position.”In April, General Motors announced it would temporarily trim 69,000 workers’ salaries by 20%, then repay the money with interest in March 2021. Those salary deferrals for its white-collar workers ended on Aug. 1, sooner than expected, and the company plans to repay the lost wages with interest in the fourth quarter of this year, GM spokesman Jim Cain said. “The business is recovering faster than expected, so we were able to restore pay and we will repay people faster than planned,” he said.Oil producer Occidental Petroleum Corp. in late July said it would restore the salaries of some executives. The company had capped the base salaries of executive officers to $250,000 in early April, but in July said it would double that to $500,000, which the company described in a securities filing as a “partial restoration” in pay. The annualized base salary of the company’s chief executive officer, Vicki Hollub, will be approximately 53% lower than last year, the company said. Ms. Hollub earned a base salary of $1.33 million in 2019, according to the company’s latest proxy filing. The company also restored lower-level employee salaries on July 1, a spokeswoman said.Virginia hospital operator Sentara Healthcare said it plans in October to stop the 20% pay cuts its senior executives took and the 10% reduction its physicians received. Sentara also reinstated its previously scheduled salary raises earlier this month that had been postponed and resumed contributions to employee retirement plans, said Becky Sawyer, senior vice president and chief human resources officer. Sentara said the temporary cuts were meant to avoid layoffs and that its business bounced back after it was able to resume elective surgeries and non-urgent procedures.Many larger U.S. companies are also still planning on giving their employees pay raises and annual bonuses over the next year, according to a recent survey from Willis Towers Watson, an advisory firm. Companies gave employees pay increases between 2.5% and 2.7% this year and are projecting average salary increases of 2.8% in 2021, according to the firm. Salary increases have hovered around 3% for the past decade.Only 7% of companies aren’t planning pay increases next year, down from 14% this year and less than 1% in 2019, a sign that many companies have cautious optimism for 2021, said Catherine Hartmann, North America Rewards practice leader at Willis Towers Watson. She said that while companies are going to remain wary through the next year, many are still planning to reward their best-performers.“We are right now in a phase of restabilization, people are looking back at the choices they made in the first three months and saying which of these were appropriate and rethinking what they were doing,” she said.Credit: By Patrick Thomas and Chip CutterCopyright (c) 2020 PQ – Wall Street Journal