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simply show her co. policy and country rules
dress code policy as any policy should be enforced inside the workplace by reward if follow or punish if not followed , just try to communicate and sell your policy maximize the benefits
For me as a project manager , i am considering the cloths and fasion are a private issues as long as there were not any law context related with them
I fully agree with the answers been added by EXPERTS...............Thanks.
Dear Ms. Lana
It is depend the dress code requirement is as per yours company policy or it is demand of particular job or culture of country because for good business which is follow country costumes .
If it requirement of company policy- Give her manual to read I am sure she will definitely improve.
It is better do counseling of her she will improve .
Warm Regards
Anurag
It is difficult to change habits of people, what is right for you need not be right for others so its very important to be careful in expressing your view.
1) Talk to the employee and make him/her understand that its inappropriate to behave as such.
2) Explain to the employee what culture is followed in the country, the most importantly in the company.
3) Provide a copy of company policy for dressing and culture to be followed in the company
I am sure the employee will understand and would accept the change.
1. This is about policy not preference. The first thing you have to do is ensure your company has a clear dress and grooming standard in place. If they don’t, you are on shaky legal ground if you approach a specific employee and make this an issue of personal judgment. If the policy was implemented correctly, it should already have been communicated to all employees, and even signed by them to acknowledge their understanding and commitment. If this step is done right, your conversation will be much easier to hold. So, address any gaps in the policy deployment before opening your mouth with your employee.
2. Just the facts. When you sit down with her to explain where she’s out of compliance, be sure you scrupulously avoid mixing any of your judgments or “stories” into your description of the problem. For example, if you said, “Some of your clothes are a bit more provocative than appropriate for an office setting” you would cross the line into judgments. Rather, refer factually to the gap between what she wears at times and what the policy says. For example, “Our policy says ‘clothing should not be form-fitting or revealing of large portions of the legs, chest . . .” After sharing the relevant excerpts, you could ask how she thought her outfit yesterday, for example, compared to the requirements. Once again, the focus is not on judgments but on facts.
3. Make It Motivating. Mention that part of your interest in holding this conversation is a concern for her potential in the organization. Be sure to mention that. Let her know that a key reason for her to comply is to keep doors of advancement open. Using her career as motivation could help her to keep her commitment while also ensuring she understands your goodwill toward her.
4. Make It Safe. You’re likely to feel uncomfortable in the conversation because it is an area of sensitivity and you’ll be worried she’ll be offended or hold a grudge against you. That’s where make it safe skills come in. I’d encourage you to use contrasting after having shared your concerns to help her understand your motives and respect for her.
This employee is deliberately making trouble and should be dealt with firmly.
The test is not whether something is appropriate: it is whether it is inappropriate. In other words, if your company requires the employee to wear something that is inappropriate for them, then there might be a genuine problem. But that is not what is happening here, because the employee is not being asked to wear something they find inappropriate.
All most all standard companies are following "Dress Code" employees have to follow it, nothing else.
I think Ms.Lana is asking about local companies inside of Jordan ( any outskirt of Jordan). Bear in mind that most of Professionals answering this questions are not Jordanians.
With full respect, Ms.Lana Oudeh please don't invite for this like useless questions where no one is getting any benefit other than wasting time. Explore with professional questions where others can benefits by refreshing their memories.
By learn him and training ,communicating how we can work with us according to our culture
HR managers must understand the cultural issues when dealing at the global level . differences in religion , language , communication , and other cultural dimensions are critical for managers to understand and incorporate in their interactions as they can mean success or failure for the company
