Aamodt, M. G. (2022). Industrial/Organizational psychology: An applied approach (9th ed.). Cengage Learning, Inc.

Physically attractive applicants have an edge in interviews over less attractive applicants, and applicants who dress professionally earn higher interview ratings than those who dress poorly. The interviewees' looks appear to be an important recruiting consideration. To do successfully at an interview, you should be on time, study about the firm, dress well, and employ acceptable nonverbal conduct. It is the same for an interviewer. A good trainer will provide jokes and humorous stories for leisure listeners, an outline format and main points for inclusive listeners, specific facts and details for technical listeners, a discussion of their feelings about the topic for empathic listeners, good speaking skills and appropriate dress for stylistic listeners, and confidence and accuracy.

Clark, J. S. (2023///Fall). "Feminist Borers from Within": The CBS women's advisory council and media workplace reform in the 1970s.Journal of Cinema and Media Studies,63(1), 10-29. https://0634edzgi-mp01-y-https-www-proquest-com.prx-keiser.lirn.net/scholarly-journals/feminist-borers-within-cbs-womens-advisory/docview/2913151159/se-2

In the early 1970s, women's groups formed at the corporate headquarters of ABC, NBC, and CBS. These groups, inspired by TV Guide, began as small-scale acts of resistance against company policies, such as wearing pants to work. They quickly grew into coordinated, large-scale action. In 1971, NBC women formed the Equal Opportunity Committee, followed by ABC women founding the Women's Action Committee and CBS women founding the Women's Advisory Council. These groups introduced elements of the women's movement to media industries. However, as early as 1970, differential treatment among women at CBS was already evident. Uneven enforcement of workplace rules regarding professional attire signaled larger divisions among women, hindering workplace equity and reinforcing hierarchical relationships between clerical and creative workers.

Jones, J. (2013). Trans dressing in the workplace.Equality, Diversity and inclusion: An international journal,32(5), 503-514. https://0634edz8t-mp01-y-https-doi-org.prx-keiser.lirn.net/10.1108/EDI-02-2013-0007

A college has imposed a strict new dress code for staff, requiring them to adhere to a smart and conventional standard of dress and appearance. The code, which includes a business suit, smart jacket, smart shirt, and smart dress, is aimed at ensuring staff can deliver excellence in all areas of work. However, the dress code would not breach discrimination laws as long as it did not disproportionately affect one protected characteristic (sex) more than another. The college's dress code is difficult to enforce and resembles a dress policy from the 1950s. The media and fashion trends also play a significant role in shaping gender codes in the workplace. Employers can set their own conditions, but dress codes can be imposed as part of a contract of employment or as part of a contract of employment.

Sotak, K. L., Serban, A., Friedman, B. A., & Palanski, M. (2024/01//). Perceptions of ethicality: The role of attire style, attire appropriateness, and context: JBE.Journal of Business Ethics,189(1), 149-175. https://0634edyyi-mp01-y-https-doi-org.prx-keiser.lirn.net/10.1007/s10551-023-05347-7

Attire plays a crucial role in first impressions and judgments, especially in the workplace. There are three main styles of attire: business formal, business casual, and casual. Professional attire generally triggers favorable perceptions, while ethicality is grounded in personal values and beliefs. Signaling theory explains how attire style influences ethicality perceptions, as it centers around information asymmetry between individuals or larger collectives. Formal attire is associated with positive attributes related to ethicality, possibly due to the halo effect. Business casual attire may be a "happy medium," but some argue that lack of authority may result in unfavorable judgments and hinder career progression.

Need advisory help with a 4-5p. summary paper using the annotated bib above; it should be geared at professionals who do not have in-depth knowledge of research, but know something about management and organizations. Your Summary Paper should have the following sections:

• A clear introduction
• Results (this is what your research has found about the issue the CEO has told you about IE your topic)
• Recommendations (What the CEO should do to avoid or fix the issues ie your topic, and HOW to do that)
• Clear Conclusion