Ethical Issues and Behavior Essay Example | Topics and Well Written Essays - 1000 words

Ethical Issues and Behavior - Essay Example There has been disposal of sewage and waste from the organizations into the rivers due to which, the quality of waters was affected and their consumers’ susceptibility towards diseases like cholera and typhoid was increased manifolds. Provision of clean water to the nation is one of the biggest challenges facing the governments in the contemporary age. This would not have been so had the organizations foreseen the impacts of their activities upon the environment and community as a whole. Besides, organizations all over the world are the prime consumers of the natural resources. Countries need steel, oil, gas and electricity because they are required for the making and functioning of machineries, as well as the products the machines are making. In addition to that, ethics are a major concern for organizations because organizations have a profound effect upon each and every individual of the society. Childhood obesity is much more widespread in many advanced countries of the wor ld in the present age than it ever was in the past. US, UK, Canada, Australia and such other technologically advanced countries are busy looking for ways to control the spread of childhood obesity. Childhood obesity needs to be controlled because it increases the susceptibility of the victims towards various kinds of diseases including high blood pressure, depression, diabetes and heart attack along with causing an overall reduction in the expected life of the victims. A thorough analysis of the causal factors of childhood obesity suggests that the problem originates in organizations in the food industry that are supplying thousands of new varieties of junk foods into the market every year and are thus encouraging the public to consume them at least once, if not more. Junk food production has become the spinal cord of food industry in the contemporary age because they are made from very cheap ingredients and get sold at a price much higher than what was incurred in their production. Again, childhood obesity is primarily an outcome of the food organizations’ selfishness and insensitivity towards the public health. Had food organizations tried to evaluate their activities on the scale of ethics, many children would have been smart and healthy today rather than overweight and obese. In light of these and several other issues, ethical issues are a major concern for the organizations. Ethical behavior in organizations is impacted by individual influences. Influence of individuals that particularly occupy higher positions in the hierarchy of the organization structure and have relatively greater power is profound. In a vast majority of cases, organizations are run primarily by the top managers, that may or may not include the subordinates in the decision making process. Nevertheless, since the ultimate decision is taken by the top manager, it is their behavior that primarily governs the level to which the organization complies with the standards of ethics. Et hical behavior of organizations is also governed, to much an extent, by the level of transparency maintained by the top management. An organization in itself is like a complete state that may have democratic government or dictatorship. If the top management implements the former system, their actions are criticized by the subordinates, so they may not be able to take independent decisions. If the dictatorship prevails,

International Business Management (Case Analysis) Case Study - 1

International Business Management ( Analysis) - Case Study Example The relationship between the government and businesses are highly connected and interdependent. Democracy is a political system where citizens participate in the governance and decision-making processes either directly or indirectly through their elected representatives. Freedom is the defining characteristic of democracy. In decentralized democracies such as USA and Canada, companies are likely to face different and conflicting laws from province or state to another. Totalitarianism is a political system where citizens seldom if ever, participate in the governance and decision-making process (Daniels, Radebaugh, & Sullivan, 2010). An individual or agent monopolizes power and opposition are intolerable. There is suppression of dissenting voices through the total control of media, police, and other state agencies. With the evolution of democracies, classification of countries follows either the rule of law or the rule of man. The rule of man puts the ultimate power in the hands of a single individual. This is the core of totalitarian governments while the rule of law is the hallmark of democratic governments where authority comes from written transparent laws, the constitution. Intellectual property rights (IPRs) includes exclusive rights of ownership to intangible assets such as copyrights, patents, and trademarks. These intellectual properties are very difficult to create but easy to duplicate, making governments enact legislations to protect people who own these assets (Daniels, Radebaugh, & Sullivan, 2010). Governments have created transitional institutions focusing on controlling piracy. They have also criminalized piracy. The frequency and drive for software piracy focus on the key issues such as the accepted legitimacy of piracy, a dream too tall to achieve legally. The degree and standards of software piracy differ greatly from region to

Proposal Assignment ( University Safety System ) Essay

Proposal Assignment ( University Safety System ) - Essay Example Even though keeping student and occupants of Texas Wesleyan University require the effort of the whole community in general, the university is an important piece of the undertaking to keep staff and the students safe. Safe institutions are purposeful and orderly places in which staff and students are free to teach and learn without the threat of psychological and physical harm. The safety systems in Texas Wesleyan University are weak thus Weak safety systems in this institution interfere with learning process. Strengthening safety system supports a proper learning environment that enables achievement of learning goals. Moreover, Weak safety systems reduce effective learning hours of every student. This has an impact on the grades and general life development. Improving safety systems will enhance their quality of education and life. It is therefore important to create a safety system for camps and the other utilities in Texas Wesleyan University Analysis of Texas Wesleyan University safety system shows certain safety loopholes that require an action plan. As Blake (2 May 2014) states through an interview, Texas Wesleyan University do not have a perimeter wall to enhance physical safety, no surveillance cameras within the older dormitories and the students do not use access cards at the gates and the classes to gain access. Other problems he stated are drunk driving and the few call boxes which are necessary to enhance emergency action system. Increasing student population increases demand for safety systems. Unsafe learning environments will affect learning process. Old technology cannot beat with faster changing demands and different student needs. People play a vital role in any safety program. This is because they provide guidelines with respect to safety policies, staffing, training and procedures. Texas Wesleyan University must come up with a clear safety policy. University safety policy is the

Digital Journalism Assignment Example | Topics and Well Written Essays - 1500 words

Digital Journalism - Assignment Example Many years ago before the development of radios, televisions, newspapers or cellphones, people used the traditional methods of communication. These methods were nevertheless inefficient and many people didn’t receive the information. Years on, technology was advanced and newspapers and the use of telegrams were established. After that, technology continued to advance until the present day, where technology has grown and advanced further making it possible for many people get information anywhere and everywhere (Pavlik, 2008). Technology can therefore be referred to as a driver that has changed journalism for the past two decades and continues to transform it. The development of journalism attempts to deal with dynamic growth of developing and developed nations. Digital technology has designed journalism in many different ways. Many countries have developed new forms of media technologies like radio and televisions, which has been possible because of development of cables television, as well as high definition and digital television (Pavlik, 2008). Another significant development was the rise of internet and the World Wide Web that has created access to any information, radically raising technology for the past decades. This new form of digital journalism has brought the global market close together and it has given people the platform to get access to information. The developments of mobile phones and handsets have been among the most significant developments in journalism. This is because they have widened the access of information and news to people all over the world. The most significant development of journalism is the quick access to internet; this has been possible due to its availability and the low cost.

Families in Lebanon Case Study Example | Topics and Well Written Essays - 1500 words

Families in Lebanon - Case Study Example There are three characters involved in this series and involves a mother, father and their son. The son is the protagonist and cuts the figure of an audacious yet respectful child. He is also technologically savvy and sounds educated. The mother is a housewife and can be described as strict and keen to neatness. She is relatively open-minded as regarding religion rules, and this is seen when she intervenes for his son during an argument between her husband and son concerning the issue of a girlfriend. The father, on the other hand, is portrayed as a strict and conservative parent. He is the head and provider of the family. In the discussion, the major areas of interest will be on the characteristics and the structure of the family (Arab) in Lebanon as depicted in the videos outlined earlier. The study will also focus on the responsibilities of each member of the family as necessitated by the society and in part, religion. A little more focus on the protagonist (the son) will also giv e a clearer picture of the youthful stage of the children and how their parents influence their way of life. The style of communication in Lebanese families is also worth a mention and thus the study will also touch on the topic. The discussion, however, starts with an overview of Lebanon in regard to its demographic, cultural and social background. There has not been ample survey to determine the actual population size of Lebanon in the recent years; the most recent census was held in 1932 (Rolland 65). However, sample studies conducted by The National Survey of Household Living Conditions in 2004-2005, estimated the population at 4.2 million people. The country’s ethnic make-up consists of about 95 percent Arabs (Lebanese) and with the rest of the population largely made up of the Armenians (Mahdi 117).  

Colonial and Revolutionary Eras in America Essay Example for Free

Colonial and Revolutionary Eras in America Essay The colonial and Revolutionary eras in America are not so chronologically distant, yet they are two very different times for America. These two eras are very important parts of America’s history. The transformation of colonial America to Revolutionary America is quick but drastic. To be a colonial American would mean solely relying on God. An American at that time would center their whole life around God. They believed they did not personally own anything. For example, in Anne Bradstreet’s poem â€Å"Upon a Burning House†, Anne implied that it was wrong to feel sorry for the loss of your house or family, because the Puritan belief was that everything is owned by God. Anne considered herself lucky because she was left with the most important thing of all; her life (Chin 78). Anne Bradstreet most captured my attention with her writing style and her pure love of God. Puritans believed that â€Å"if God should let you go, you would immediately sink and swiftly descend and plunge into the bottomless gulf† (Chin 103). It was easy for the British to keep people of the Puritan lifestyle under its crown because of their religious beliefs (Kiracofe) The Revolutionary era is when the colonists began to become more opinionated. The start of the Revolutionary era was when the British began taxing sugar. The sugar act lead to a boycott of buying all British imports. The Boycott put the British in great debt and was eventually repealed. At that point, the colonists discovered that they do have a say in their government. The people of America began relying on logistics and facts instead of their faith. This lead to the Revolutionary war, also called the War of Independence (Higginbotham). More and more people began speaking their mind, such as Phillis Wheatley, an African American who writes a Revolutionary piece of art, praising George Washington for fighting and leading in the Revolutionary war. The colonists began to become more and more individualized from the British. The whispers of rebellion turned into shouts after the Stamp Act. The farmers and merchants of America quickly transformed from strongly religious and peaceful men, into soldiers of the Revolutionary war. Colonial and Revolutionary Americans are two very different groups of people. The colonists were Puritans which means they were highly religiously dependent. Although the Revolutionary Americans did believe that there was a God and that he was on their side, they took their own initiative and fought for their freedom from Britain’s crown. If it were not for Revolutionary thinkers such as Thomas Jefferson, John Adams, George Washington, and the men who fought for this country, America would still be under the British laws and taxation. We would not have the rights and freedoms we have today. The Revolutionary war has made America for what it is today.

Importance of Employer Branding Concepts

Importance of Employer Branding Concepts Terms of references This report highlights the rising awareness for the development of Employer Branding concept and its benefits for the organisations in present competitive labour market. The conflict between effective employer branding and employees rights and satisfaction toward organization has been examined in this report with specific focus on the unethical and controlling effect. Introduction Employer branding is the perception of employees about an organization as a place to work. Its designed for motivating and securing employees alignment with the vision and values of the organizations. From the HR perspective the concept was subsumed the older term INTERNAL BRANDING that was essentially the process of communicating an organizations brand value to its employee. Employer branding The concept of EMPLOYER BRANDING was created in the 1990s by Simon Barrow, who founded People in Business (now part of TMP Worldwide) and was the co-author of The Employer Brand. 1 In the past, Barrow had been a consumer goods brand manager and headed up an advertising agency in London, but later became the chief executive of a recruitment agency. He was immediately struck by the similarities between the challenges faced in promoting consumer goods and in publicising the strengths of an organisations employee proposition. Both, he recognised, required a strong brand, and so the concept of employer branding was conceived. Barrow defined the employer brand as the package of functional, economic and psychological benefits provided by employment and identified with the employing company. Sullivan (2004) defines employer branding as a targeted, long-term strategy to manage the awareness and perceptions of employees, potential employees, and related stakeholders with regards to a particular firm. Ambler and Barrow (1996) define employer brand in terms of the benefits it conveys on employees. In other words, the employer brand represents the array of economic, functional and psychological benefits that an employee might receive because of joining an organization. Just as product brands convey an image to customers, an employer brand conveys an organizational image to potential and current employees. In that regard, the employer brand presents a value proposition about what people might receive as a result of working for a particular employer (Backhaus and Tikoo, 2004). These definitions indicate that emp loyer branding means promoting and building an identity and a clear view of what makes an organization different and desirable as an employer. It has similarities with product and corporate branding but the key difference is its more employment specific. Recruitment and employer branding Developing an employer brand is a combination of adopting vision, values, and behaviours, and delivering a service that shows commitment to best practice and service excellence. It begins with the recruitment process that offers number of tools that can be used to create perceptions of an employing organization, these tools are: 1. Job advertisement and description 2. Interview process 3. Offer letters 4. Information pack for new recruiters 5. Employee handbooks 6. Induction and training. The recruitment process is an important way to build a positive relationship between the organization and employee. Throughout the procedure, the organization can create a strong and positive view about them; even it can be extended to unsuccessful candidates as well. When employees have accepted the sincerity and accuracy of the employer brand, they will carry it forward, actively promoting the brand to colleagues and customers. However, employer branding which is basically untruthful will not work and is likely to be counter-productive. Benefits of Employer Branding Long-term impact: Successful employer brand can have positive impacts on recruiting for at least five years baring any major PR issues surrounding the company. Increased volume of spontaneous candidates: The number of applicants will increase each year. In some cases, applications will increase by 500%. Higher quality candidates: Not only the quantity but the quality of candidates will improve dramatically, individuals who never would have considered in the past will start applying. Higher offer-acceptance rates: As employment image becomes better known and more powerful, firms offer acceptance rates will improve dramatically. Increased employee motivation: Employee motivation will be easier to maintain because of employees increased pride in the firm and the better management practices that are required to maintain an employer-of-choice status. A stronger corporate culture: Because one of the goals of employment branding is to develop a consistent message about what its like to work and what it feel to be a part of the organization, employment branding can help strengthen firms corporate culture. Decreased corporate negatives: Effective branding programs identify and counter negative comments about the organisation. Increased manager satisfaction: The resulting higher quality of candidates and higher offer-acceptance rate means that hiring managers will have to devote less time to interviews, and they will be more satisfied with the recruiting function. A competitive advantage: Because employment branding efforts include extensive metrics and side-by-side comparisons with talent competitors, firms can ensure that their talent-management approaches are differentiated and continually superior. Increased shareholder value: The effective and improved employer image can positively impact a firms stock price. Support for the product brand: An employment brand can support the corporate brand and related product brands because many consumers mentally make the link between attracting quality employees and producing a quality product. The brand essence should summarize what the brand stands for, becoming the nucleus for product development, all communications and even HR initiatives for employees. Its definition should also be consistent with the corporate vision/mission and values. For example, Volvo is a good example of a brand description is Volvo Style, driving pleasure and superior ownership experience while celebrating human values and respecting the environment. Volvos values and associations reflecting this brand identity are what are considered to be typically Scandinavian e.g. nature, security and health, human values, elegant simplicity, creative engineering and the spirit of stylish/innovative functionality. For Volvo, this description not only mirrors the psycho-graphic profile of the ideal customer for their cars, but also summarizes what Volvo as a company means to all its workers its employer brand. These are intrinsic values that Volvo workers can relate to, what they believe in and why they feel comfortable making a commitment to their jobs. One can easily visualize the types of HR programs that would inspire a sense of pride and re-enforce these intangibles e.g. nature, health, security and other meaningful human values. Living the brand LIVING THE BRAND is identifying with an organizations brand value to such an extent that employees behaviours fit exactly to the image that the business is trying to portray to its customers (Alan Price 2007). The alignment between employees behaviour and value of organizations brand image is very important. It is suggested that organisations need to ensure that there is no gap between what the organisation is saying in the outside world and what people believe inside the business. The employees should be perceived as Brand ambassador and brand marketing would only be successful if they LIVE THE BRAND. From this perspective: 1. Organizations have encouraged employees to buy in to the business vision and values. 2. They have to ensure that everyone in the organization clearly understand the purpose of the common set of values. According to Ind (2004), the themes discussed are likely to be of interest to HR and marketing practitioners as well as those involved in internal communications within organisations. Employees themselves are expected to internalise features and aspects of the organisations brand to ensure that they become brand champions, thus helping to represent to organisations brand to the outside customers. Such an approach immediately raises some interesting problems relating to equality and diversity as it expects each employee to share a particular set of values and act in accordance with these values. The employee branding approach being recommended by Ind raises a number of challenges for those interested in an equality and diversity agenda. An organisation that aims to ensure that empl oyees are living the brand will specifically aim to attract and recruit employees who already share the values of the corporate brand. Furthermore, those already employed within the organisation will be encouraged to internalise the values of the organisation. Clearly, there are problems for encouraging diversity here, with one of the principles of diversity management being an acceptance and recognition that people are different and individual differences (especially of values) should be welcomed. Inherently, a living the brand focus is likely to go against such a principle. Ind makes the point that encouraging employee identification and commitment to the organisations brand values might deny an expression of individuality. However, Ind suggests that internal branding combined with allowing employees to be empowered will enable freedom with order. Denial of individuality (dress code policy) When it comes to professional image, many employers are realising that Standards of dress and personal presentation are essential thus having a policy on dress code can be important. Where the employees meet customers, they act as the shop window for the company and the benefits of presentable appearance are obvious. However, even where the employees work is internal, there are less tangible benefits such as: Creating a team atmosphere, Engendering standards of professionalism, and Creating a corporate image. As employers are realising this, they are paying more attention to the appearance of their employees and the image and perception of the business dress, grooming and personal hygiene are all part and parcel of this. However, the issue of work place dress codes can be highly controversial. It is vital that employers are aware of the discrimination issues that dress codes can create. Issues with work place dress codes In organisations with uniforms, the issues can be more wide ranging. For instance, at the Greater Manchester Police Force, bureaucracy and unwillingness to accept change has hampered the introduction of hijabs for Muslim women. At Inchcape Fleet Solutions where all 140 non-senior staffs are provided with polo shirts or blouses branded with the company logo the style of the uniform does not suit all staff and most do not like wearing it. This would affect their moods at work and consequently affect their performance. Complaints of discrimination Furthermore, a complaint was raised informally by the staff forum of child trust fund provider Family Investments and relates to the fact that women can wear trousers that are not full length, while men cannot. Employees have requested that the company allows shorts to be worn, as long as they are below the knee Also, in September 2006, a British Airways worker has been suspended and attended an appeal over wearing a cross at work at Heathrow Airport. She claims the suspension is discriminatory, especially since the airline allows Sikh employees to wear traditional iron bangles and Muslim workers to wear headscarves.BA has said it will review its uniform policy in light of the media storm the story has provoked. Employer branding and discrimination law There are three areas of discrimination relevant to dress code policy: 1. Sex Discrimination Act 1975 2. Religious or Belief Regulations 2003 3. Disability Discrimination Act 1995. Sex discrimination and dress codes There is the obvious potential for sex discrimination in any dress code, which sets different requirements for men and women. Past claims have challenged policies that: women must wear skirts men should not have long hair Men must wear a collar and tie. The case of Matthew Thompson who objected to the dress code imposed by the Department for Work Pensions at his place of work, a job centre in Stockport, can also be a good example. Mr Thompson claimed that the dress code discriminated against male employees as they were forced to wear a collar and tie whereas female employees could wear T-shirts to work. The Employment Tribunal found in favour of Mr Thompson stating that the dress code was discriminatory as the requirement to wear a collar and tie was gender based and there were no items of clothing that were imposed on women in the same office. From the Thompson case, it became clear that employers should be careful in the way that they draft their dress codes. Employers are not prevented from imposing dress codes that require employees to wear specified items of clothing as long as the code is drafted in such a way as to be even-handed between men and women. For example, jobs in the City, the current convention is for both men and women to wear suits. The convention is that a man should wear a tie with a suit but the same does not apply to a woman. A dress code requiring a smart suit could apply to both sexes but be enforced in a non-discriminatory manner appropriate for each sex. Religion/belief discrimination and dress codes A dress code that requires employees to act in a way contrary to their religious beliefs, risks being indirectly discriminatory. Thus, a dress code forbidding headgear will be discriminatory to male Sikhs, who must wear a turban. The best way to avoid these problems is to be as non-specific as possible. A widely worded dress code requiring smart appearance, with non-binding examples of suitable dress, cannot fall foul of specific clothing-related beliefs. To cross-check your dress code against the main religions clothing beliefs, refer to Acas Guide on Religion and Belief which has a useful chart at Appendix 2 (pages 40-50). It may be possible for employers to objectively justify a dress code contrary to any of these beliefs, if it can be done so objectively. For example, employees at a chocolate factory were successfully prohibited from having beards for health and safety reasons. However, employers should be very wary of relying on objective justification as the courts are reluc tant to accept it. There may be a question mark in some cases whether a persons views are beliefs. According to Acas, Rastafarianism (which requires the wearing of a hat) is a belief system. Certain political beliefs or powerful sentiments such as patriotism (the wearing of an American flag badge) may or may not be regarded as beliefs. Employers should respect beliefs that are strongly held whether or not they are religious in nature. Disability discrimination and dress codes Disabled employees may not be able to comply with a dress code, for example, an employee with a neck injury unable to wear a tie. However, by and large, this need not affect the way the code is drafted; instead, employers should be sensitive in the enforcement of the dress code. In summary, employers should be quite a bit flexible when writing a policy on employee dress or appearance. Reasonable flexibility and sensitivity to the employees racial differences should be allowed in the dress code to make employees comfortable and any conflict and law suits, while meeting the Trust standard of Dress code. This view is echoed by organisations such as Broker Network, which believes that employees should be able to make their own judgments on what is best to wear. Many companies are now turning their backs on the concept of dress-down Fridays, opting instead to ditch smart business-wear every day of the week. A survey of 560 organisations has found that four out of five employers believe a more relaxed dress code leads to greater productivity. Nine out of 10 organisations that replied to the poll by the Peninsula employment law consultancy had declared ties an unnecessary part of their dress code. Conclusion The issues discussed above create a challenge for HR professionals involved in employee focused branding projects, especially those where employees are expected to share a specific set of values. That is that such initiatives will undoubtedly create a tension and potentially conflict with principles underlying an equality and diversity agenda. Inds suggestion that inside-out branding allows freedom and order remains unconvincing even when the employees are involved in constructing the brand values. An organisation that dictates a set of values for employees to internalise is still a homogenising force. Organisations that genuinely take diversity programmes seriously will have to tackle this tension. One possible way out of this conundrum is to include equality and diversity awareness as a key value included in the internal brand proposition. Recommendations Any guidelines should be carefully drafted, and employers are advised to treat any requests to dress contrary to the company code for religious or racial reasons with respect. Employers should consult the employee in question and discuss how to accommodate reasonable requests, and try to find a favourable solution. A tribunal will be more likely to be sympathetic to the employer where a policy is required for health and safety purposes, rather than simply to maintain a corporate image. Decide what restrictions on employees appearance are necessary and why. For example, teachers are expected to wear sensible footwear, suitable for the activities their job involves. Restrictions should not be excessive or unreasonable, for instance insisting on suits or ties in the office when employees are not customer-facing. Set out the guidelines clearly, and include the rationale behind any restrictions. Explain why restrictions may be placed on some employees but not others (for example, no body piercing for those operating heavy machinery for health and safety purposes, and those working within a cafà © of a supermarket may have stricter codes enforced on them than those who work in the same store, but dont come into direct contact with food). Give employees notice of when the policy will come into force. Allow employees a grace period before disciplining for non-compliance. Explain what will happen if employees are found to be in persistent breach of the policy (disciplinary action and, potentially, dismissal). Give the name of an individual that employees can talk to if they feel they cannot comply with the policy. Current legislation on issues that could lead to discrimination should be reviewed from time to time, and staff handbook should be read by employment lawyers to ensure compliance. Guidelines should also be updated to accommodate the legislation. Base the policy on business-related reasons. Explain your reasons in the policy so employees understand the rationale behind the restrictions. Common business-related reasons include maintaining the organizations public image, promoting a productive work environment, or complying with health and safety standards. Require employees to have an appropriate, well-gro omed appearance. Even casual dress policies should specify what clothing is inappropriate (such as sweat suits, shorts, and jeans) and any special requirements for employees who deal with the public. Communicate the policy. Use employee handbooks or memos to alert employees to the new policy, any revisions, and the penalties for noncompliance. In addition, explain the policy to job candidates. Apply the dress code policy uniformly to all employees. This can prevent claims that the policy adversely affects women or minorities. However, you may have to make exceptions if required by law. (See next suggestion.) Make reasonable accommodation when the situation requires an exception. Be prepared to accommodate requests for religious practices and disabilities, such as head coverings and facial hair. Apply consistent discipline for dress code violations. When disciplining violators, point out why their attire does not comply with the code and what they can do to comply REFERENCES: Edwards, M. R. (2008) Employees as a Focus of Branding Activities: A Review of Recent Contributions to the Literature and the Implications for Workplace Diversity, Equal opportunities international. Vol 27(5) pp. 447-481 [online] Available from: www.emerald.com [Accessed 1 April 2009] Carrington, L (2007) EMPLOYER BRANDING [Online] Available from: http://globaltalentmetrics.com/articles/EB_2007_Brandempl.pdf [Accessed 26 March 2009] Wolff, C. (2007) EMPLOYERS USE DRESS CODES TO ENHANCE CORPORATE IMAGE, IRS. Issue 878. Available from: http://www.xperthr.co.uk [Accessed 26 March 2009] Downes, J. (2007) POLICY CLINIC: DRESS CODES, [online] Available from: http://0-www.xperthr.co.uk.lispac.lsbu.ac.uk/article/81919/policy-clinicdress-codes.aspx?searchwords=Policy+clinic%3a+Dress+codes [Accessed 26 March 2009] Millar, M (2006) EMPLOYERS RELAXING WORK DRESS CODE CAN HELP IMPROVE PRODUCTIVITY, [online] Available from: http://www.personneltoday.com/articles/2006/07/26/36558/employers-relaxing-work-dress-code-can-help-improve.html [Accessed 26 March 2009] Dr. Sullivan, J (2008) EMPLOYMENT BRANDING: THE ONLY LONG-TERM RECRUITING STRATEGY, [online] Available from: http://www.drjohnsullivan.com/content/view/183/27/ [Accessed 26 March 2009] Stephen Morrall, S Urquhart, C (2003) SEX DISCRIMINATION ARE DRESS CODES DISCRIMINATORY? [online] Available from: http://www.drjohnsullivan.com/content/view/183/27/ [Accessed 26 March 2009] Gronlund, J K (2008) HOW EMPLOYER BRANDINGCAN FOSTER TRUSTS AND LOYALTY? [Online] Available from: http://www.employerbrand.com/Points_pathf.html [Accessed 26 March 2009]