Presentation Structure Requirements on Public relations

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Public Relations Assignment Question

 Submission requirement

A paper copy of the PowerPoint slides should be handed to the tutor at the beginning of the presentation.  Please complete self-assessment in ReView – see Assessment page for link.

Task

The purpose of the assessment is to produce a professional presentation on an aspect of professionalism in the workplace. In the tutorial in week 5 (tutorial 3) your tutor will issue a presentation topic to your team and spend some time discussing how you might approach it.  The topics are:

  • Stereotyping
  • Emotional Intelligence

Your team needs to research the topic and prepare a professional presentation to the board of directors of SOUND WAVE, an Australian ELECTRICAL EQUIPMENT RETAILER with 68 stores and 3,500 employees.  Your presentation should be structured as a PERSUASIVE PROPOSAL; your aim is to convince the board to implement your recommendation. You can either perform your presentation in person, or via a video that will be played during your allocated presentation time.

Presentation Structure requirements

  • Title slide with
  • title of the assessment
  • team names and your student ID + Tutors Name; date and semester
  • Introduction
  • Identify the purpose of the presentation
  • Body Information
  • Conclusion and Recommendations
  • References list (last slide)
  • Use QUT APA for all referencing in the slides and in the list at the end.  Refer to CITE WRITE on the library website for details. We expect you to use a RANGE of references (books, journals, newspapers and professional publications).  Only include references for material that you have USED in the presentation – not material that you have simply read.

Format requirements

Use PowerPoint and any other visual aids deemed appropriate.  A significant proportion of the marks are for communication skills so the visual impact of the presentation and the quality of the speakers is very important.
All members of the group should present, although the team may decide how the time should be distributed amongst members to maximise the persuasiveness of the message.
The time limit is 15 minutes. Up to three minutes over is acceptable but any more than that will result in a penalty of 10% penalty re-applied for each minute over time. Examples are shown below:

Presentation time = 17 minutes, 59 seconds = 0% Penalty
Presentation time = 18 minutes, 01 seconds = 10% Penalty
Presentation time = 19 minutes, 01 seconds = 20% Penalty

Your tutor will ring a bell at 17 minutes to indicate when you are 1 minute away from penalty time.  Rehearsal is vital. If you would like your tutor to give you an early warning at 15 minutes, please ask.
The marking criteria and level descriptors are in the next section (please DO NOT ATTACH a copy of these to your submission).  The feedback on your presentation will be created online using the ReView software.
Submit a copy of the PowerPoint presentation (including the references) to your tutor (and moderator) at the start of your presentation.

Public Relations Assignment Solution

Stereotyping In Organizations

Definition of Problem

Stereotype is an association or a belief that connects a whole group of people with certain characteristics or traits (Moloto, et al., 2014). Stereotyping may be defined as a set of assumptions which an individual or a group of individuals holds about a person often based on societal norms or previous experience. It often happens that once a stereotype is applied to a person, it is anticipated that they will conduct themselves in a certain way, in line with a set of associated imagery or fixed general idea.

Today, people in global organisations often make culturally based attributions of their coworkers that ultimately impede the working relations among them. Stereotyping in an organisation poses a large number of threats to that organisation and effective measures must be taken to mitigate it.

 

Consequences

The consequences of organizational stereotyping are:

·         If an individual is judged or evaluated in terms of a stereotype in an organisation, it can result in the degradation of his/her performance (Leonardi & Rodriguez-Lluesma, 2014).

·         Lost customers and sales

·         Poor employee morale

·         Lost employees

·         Diminished profits

Hence, stereotyping in organisations poses a number of serious threats and is highly detrimental to any organisation and therefore it should be mitigated.

1.      Company Responsibility

Basically organizations should avoid stereotyping in any way within the employees on the basis of race or gender to mention in general. It is  decent and upright at the workplace to be non-discriminant .For this managers and employees should be educated as it is the organization that suffers. The key to be consistent and growing in the market is to retain the talent that gets diminished in stereotyping. Companies are responsible to take care of the matter not to sub-optimize and lose vital talent. (Moloto, G. R.et. al  2014)

 

Company responsibility & legal repercussions

The April 1999 Coca-Cola Company case is the most infamous and prominent case where a Compnay was sued for stereotyping. The Company was sued by African-American workers for racial discrimination under the US Civil Rights Act. They claimed around twenty-two hundred colleagues suffered discrimination in pay, promotions, performance evaluations and other incentives.  The workers backed their case with statistical data that proved their average salary was 1/3rd less than that of the whites. The black community had advanced to senior levels were very few in the company, compared to the significant representation ones among all salaried employees. They accused the Company had failed to prevent and provide any remedy for such a  discrimination.

The Coca-Cola Company had to pay $192 million. This is ranked as highest paid settlement by any Company for stereotying. In the settlement agreement that was reached, the Company disclaimed accusation, however agreed on to changing its staff policies and procedures. Furthermore, after the approval of the court, the Company and the workers' lawyer chose an exterior panel, which would be the Task Force, to limit authority to revise the company's personnel policy.

Solution

Stereotyping is not a simple process. But, with little training and modification, it can be handled. Some of the measures to minimize stereotyping in an organizational set-up include intensive training to alter the thinking process in individuals. Three main strategies to handle stereotyping in organizations include diversity awareness training, meaningful interactions and decision making accountability (McShane, et al., 2003).

Diversity awareness training – hire employees from multicultural background

Meaningful interactions – encourage communication within the organization and focus on employee relations

Decision making accountability – make employees accountable for their decisions.

 

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