Based on the completed message from Latisha in Figure 5.6, answer the following questions:

A. How effectively is this message framed? Would you suggest any changes?

B. How effective is the business logic? Would you suggest any changes?

C. How effective is the tone? Would you suggest any changes?

Transcribed Image Text:

FIGURE 5.6 Latisha's Message to Justify a PPL Policy Refer to Figure 5.5 to see how the planned message structure matches the final document. To: Jeff Brody, HR Director Lisa Johnson, Finance Manager Cc From: Latisha Jackson, HR Intern Date: June 5, 2020 Subject: Paid Parental Leave (PPL) at Eastmond Attached: Lisa Johnson's 5-Year Financial Impact Study of PPL Thank you for the opportunity to share my analysis of how a paid parental leave (PPL) policy can impact Eastmond Networking. With a generous PPL policy (20 weeks of PPL), Eastmond can become known as one of the most employee-friendly small tech firms while generating immediate returns on Investment. Specifically, a PPL policy can increase employee engagement and satisfaction, reduce turnover, and attract top talent. Increasing Employee Engagement and Satisfaction due to PPL Eastmond has relatively low employee engagement and satisfaction compared to competing tech firms. Only 31 percent of employees are highly engaged, just 56 percent of employees say they are proud of the company, and only 59 percent of our employees think we offer competitive benefits. Current and former employees give us mediocre Glassdoor ratings for compensation and benefits: a 3.4 on a scale of 5 compared to an average score of 4.1 at competing tech firms (Brody, 2020). Eastmond can develop an employee-friendly reputation by offering benefits such as a generous PPL policy. Several recent studies show that PPL policies Increase engagement and satisfaction (Zhao, 2018). An EY study showed that in companies with PPL policies, 71 percent of employees were satisfied compared to employee satisfaction of 50 percent in companies without PPL options (EY, 2017). Reducing Turnover due to PPL Eastmond faces an employee turnover problem. Employee turnover is at 23 percent compared to rates of between 10 to 15 percent at similar tech firms in our area. This is an enduring problem. Eastmond has faced turnover between 21 and 27 percent for each of the past five years (Brody, 2020). One way to reduce turnover is offering more employee-friendly benefits such as PPL Attrition following the Introduction or expansion of these benefits leads to much less attrition, with an average of 50 percent less attrition among women (Rau & Williams, 2017). When Google Increased PPL from 12 weeks to 18 weeks, attrition among mothers fell 50 percent. When Accenture extended PPL from 8 weeks to 16 weeks, attrition among mothers dropped by 40 percent (Schulte, Durana, Stout, & Moyer, 2017). Attracting Top Talent due to PPL Eastmond has consistently struggled to attract top talent, particularly among early-career professionals under 35 years old. One way to attract more qualified, early-career professionals is with generous benefits such as PPL, which are particularly valued by women and Millennials. Because about 78 percent Primary message as a topic sentence in the opening of the document. Introduction of the key supporting conclusion. Key Point 1. Each key point has a heading and a topic sentence. Key Point 2. Problem-solution pattern is followed in each section. Key Point 3.