PHIL 1404-01 Ethics and Social Responsibility AY2024-T3
Written Assignment Unit 3
By Chidiebere Onyiagha
INTRODUCTION:
Clothing choices can affect the relationships we form at work or in other business situations because
they communicate a message about our personality, social status, and professionalism.
Clothing is a nonverbal form of communication that can influence how others perceive us and how we
are treated in the workplace.
Research has shown that clothing can affect our confidence, self-esteem, and the way we present
ourselves. Dressing in appropriate business attire can help create a positive first impression for potential
customers, clients, or colleagues (Wade-Benzoni & Tost, 2009). A study by Sevier and colleagues (2016)
found that dressing in formal clothing can lead to higher perceived authority and power in the
workplace.
However, the type of clothing we choose can also have negative effects on workplace relationships. In a
study by Hossain and Basadur (2011), participants were less willing to engage in a negotiation with a
person dressed in casual clothing compared to formal attire. Another study found that overly provocative
clothing can result in reduced credibility and negative perceptions of the person wearing it (Morrow &
McElroy, 1984).
Therefore, clothing choices can impact the relationships we form at work in various ways. It is essential
to consider the context, audience, and the message we want to communicate with our attire.
Workplace dress codes are guidelines that regulate the type of clothing. Dress codes aim to promote
professionalism and maintain a consistent image for the company. However, there is a fine line between
promoting a professional image and imposing discriminatory or unreasonable standards.
Employers should consider the following factors when setting dress codes: the company's culture,
industry standards, safety requirements, gender and religious accommodations, and employees'
opinions. They should also ensure that dress codes are applied fairly and consistently to all employees,
regardless of gender, race, religion, or other personal characteristics.
In terms of attire, employers should provide specific examples of acceptable clothing and prohibited
clothing, rather than using subjective terms such as "business casual" or "neat." Employers may consider
allowing employees to dress more casually on certain days or adopting a more relaxed dress code for
certain positions to attract and retain employees. In addition, employers should make reasonable
accommodations for religious or cultural clothing, hairstyles, and accessories.
In summary, employers should set dress codes and behavior standards that are reasonable and non-
discriminatory. They should consider their employees' needs and the company's culture and values when
setting these policies. Employers should communicate these policies effectively and provide training to
ensure that employees understand and follow them. By doing so, employers can promote a professional
and safe workplace environment while respecting their employees' rights and individuality.
The way an international company dresses in different cultures and contexts can significantly affect its
approach to business ethics.
In some cultures, the way people dress is viewed as a reflection of their morals and values. Therefore,
dressing appropriately and respecting cultural norms becomes an essential part of ethical behavior in
business.
For example, in some Middle Eastern cultures, modest dress is expected, and failure to dress
appropriately can cause offense and impact business relations negatively.The way an international
company dresses can impact its approach to business ethics and ultimately determine its success in
building effective cross-cultural relationship
References:
Equal Employment Opportunity Commission. (n.d.). Dress codes and grooming standards. Retrieved
from https://www.eeoc.gov/laws/guidance/dress-codes-and-grooming-standards
González-Pérez, M. A. (2021). Environmental, social, and governance risk management in international
business. Business and Society Review, 126(1), 87-110. doi: 10.1111/basr.12287
Hossain, M. A., & Basadur, T. (2011). The effects of clothing on communication in organizational settings:
A literature review and research agenda. Journal of Business and Psychology, 26(2), 205-211.
Morrow, P. C., & McElroy, J. C. (1984). Gender effects in decoding nonverbal cues. Psychological Bulletin,
95(3), 393-407.
Sevier, R. A., Scherer, A. M., Ervin, J., Clason, E., & Zachery, S. (2016). The impact of formal clothing
versus casual clothing on perceived power and new hire perceptions. Journal of Leadership,
Accountability and Ethics, 13(4), 43-53.
Wade-Benzoni, K. A., & Tost, L. P. (2009). The role of clothing in impression management: How
employees dress for success does affect the way others respond to them. Research in Organizational
Behavior, 29, 199-232.
