ASSESSING THE RELATIONSHIP AND EFFECT OF WORKPLACE DRESS CODE ON EMPLOYEE PRODUCTIVITY Nov, 2017 Enock J Musaana +260968698438 emusaana21@gmail.com, jmusaana26@gmail.com ABSTRACT The topic regarding the effect of dress code on job performance and productivity is still very volatile. Even in a blue-collar state of affairs, when dress is allowed to be more casual, the level of service is also more casual but does not in actual fact imply lower productivity at all, just the same with business smart doesn’t necessitate soaring productivity. Therefore, Managers across sections of business society should look more at professionalism, performance, and productivity as personal attributes that really matter in the workplace. In that an employee should be able to come off as a professional without having to dress like one. INTRODUCTION Does the way a person dress impact their job performance? Some organisations believe that going to work dressed comfortably will improve creativity, increase morale, enhance communication, and improve productivity. Other companies believe that casual dress in the workplace leads to an increase in tardiness and absenteeism (Motivational Manager, 2002), while another extreme is not to care at all about what their employees wear in a workplace setup. But what is the effect of business casual or business formal dress code in the workplace setup? While it is also true that much of the information published to date provides subjective data about morale, creativity, and feelings of comfort. The effects that dress has on employee behavior and attitude have critical impact on the measures of productivity which in most cases are generally not reported. It is imperative to narrow down these effects and measures of productivity thereby establishing the relationship. Rationale The purpose of this study is to determine if business formal or business casual attire is a relevant variable in employee productivity in the workplace, and also if prescribing workplace dress code really matters to employee productivity. The study also expounded on the effects that a particular type of dress code implemented at a specific work place has on the different measures of productivity. Objectives Determine the relationship between work place dress code and employee productivity (performance). Establish the effect that workplace dress code has on employee productivity (performance) and ascertains which type of the two (formal /casual) has more impact. Assess the level of awareness that managers have on workplace dress code and employee productivity (performance). © MEJ 2017 LITERATURE REVIEW Introduction Most leading company managers of 21st century would want to focus on those things that force success - productivity, innovation, performance, and strategy. As these managers work to develop their enterprises, they would not probably want to deal with more ordinary office affairs. Sometimes, however, these seemingly minor subjects can have a great impact on employee morale, and they must be handled well. One such subject is the workplace employee dress code. It would be so amusing to see if all employees could just use common sense every day and wore tasteful, professional clothing. Taste and professionalism, however, can be in the eye of the beholder. It is likely that your organization needs some kind of guidance on appropriate dress. Joyce (2012) reiterates the fact that almost every organization is concerned with what should be done to achieve sustained high levels of performance through people. Additionally, Peter and William (2009) argue that from the corporate perspective, employees who are well dressed are believed to form better impressions with colleagues, clients, and customers. Essentially, organizations create dress codes in order to gain the benefits of a professionally appearing workforce. Developing effective dress codes, however, can be problematic. In some instances, employees would resist dress codes, and in other, dress codes rigidly associate more formal dress with increased professionalism which would lead to efficiency and thereby performance. For decades now, business clothing has remained predictable, but current trends are moving towards a more casual look in the work place. In today’s society, there is a growing trend in casual dress policies in many companies. Notwithstanding this growing trend, it is still imperative to comprehend dress codes and policies and what is fitting casual attire (Pliagas, 2001). There are conflicting research studies suggesting whether casual dress has a negative or positive impact on employees and organizations. Some research suggests that a casual dress code can create a positive work environment and encourage employees to be more productive Page 1 ASSESSING THE RELATIONSHIP AND EFFECT OF WORKPLACE DRESS CODE ON EMPLOYEE PRODUCTIVITY Nov, 2017 (Anonymous, 2002). In contrast, research suggests that casual dress codes can negatively impact employee attitudes and company images (Badola, 2010). People construct implicit theories of personality, relationships, interpersonal behaviors, and situational characteristics. Studies suggest that clothing provides information about social status, personality and attributes of individuals. In addition, motivation theories suggest that people can be motivated by dress policies, which stimulates the desire to achieve personal and organizational goals (Peterson, 2007). Rafaeli and Pratt (1993) suggest organizational attire influences several organizational dynamics. Their research shows that work attire affects the extent to which employees fulfill role requirements, indicates credibility, influences organizational image, and helps identify authority within organizations. Dress codes establish what is and is not appropriate work attire (Robertson, 2007). Today, organizations are faced with the task of deciding what type of dress policy is appropriate. Some companies base dress policies on whether employees interact with customers. Historical setting on Dress code The way you look directly affects the way you think, feel, and act . . . . When you dress down, you sit down—the couch potato trend. Manners break down, you begin to feel down, and you’re not as effective (Kaplan, 2000). While Stephen (2000) shapes the findings of research by that continually relaxed dress leads to relaxed manners, relaxed morals and relaxed productivity and leads to a decrease in company loyalty and increase in tardiness. It’s generally agreed that casual days started on the U.S. West Coast, where computer companies allowed programmers to dress comfortably to encourage creativity. Like the Internet, the casual trend spread. Despite this more objective approach to the whole issue of casual business dress, there are those who feel that the change has been for a variety of subjective reasons. Biecher, et al., (1999) explains that casual dressing may be the result of two distinctive trends: a return to elegance as a way of conveying professionalism, and a loosening up of formal dress codes, as demonstrated by casual Fridays and dress-down days. Some of the advantages to wearing casual clothing in the workplace can be seen as good morale, open communication between managers and employees, and a lack of cost to the employer. Nonetheless, professional image is likely to be destabilized if clients feel employees are too casual to be entrusted with their business. Whether or not employers are aware of an effect in job performance because of casual dress is unknown (Brown etal 1999). DRESS CODE Work Place Dress Code According to Wikipedia dress codes are written and, more often, unwritten rules with regard to clothing. While Susan (2016) expresses work dress code as a set of standards that organisations develop to help provide employees with guidance about appropriate apparel to wear for work. This work dress code of course normally ranges from formal to business casual to casual. The formality of the workplace dress code is by and large dogged by the amount of interaction employees have with customers at their work location. Some of the examples of work dress codes may include business casual, business casual for manufacturing, casual, and formal work dress codes (Susan, 2016). © MEJ 2017 There once was a time when a person could walk into the office of a manager, account executive, or salesperson and expect to see the individual behind the desk adorned in crisply pressed suits with starched white shirts. It was something that was not open to discussion but rather ingrained in western culture that certain dress was considered appropriate in those professions (McPherson, 1997). However, in the beginning 1990’s, we saw a dramatically evolvement of the so called casual dress. There are a variety of reasons as to why this adoption of dress has happened. Some sources state only the factual evidences for the implementation. Casual Fridays were introduced, experts say, to improve morale among cynical white-collar folks who saw their coworkers falling like flies during the layoffs of the 1980s and early 1990s. Generally, the casual look was never meant to replace traditional Monday-through-Thursday business attire (McPherson, 1997). Subsequent Changes According to Miner (1963) the aesthetic qualities of various physical characteristics are unlikely to have any effect on performance, thus whether or not the rise in casual dress within the business world had an effect upon the performance of the individuals was a debated issue then has it is now. John Molloy, author of Dress for Success, states that the move toward informal office attire is strictly an American phenomenon that shows no signs of catching on elsewhere in the world. He adds: “by and large business people the world over, especially outside the U.S., are extremely conservative. On the other hand, there were certain sections of business society that seemed to believe that an effect on work performance because of casual dress is a real possibility. ‘Casual,’ a word whose meaning is much abused these days, too often means slack and slovenly. In this context it is a short step from a business suit to a sports jacket (Horn, 1975). And according to Sweeney (1999) research the fact is, if you feel better and are more comfortable, you’ll be more productive. Page 2 ASSESSING THE RELATIONSHIP AND EFFECT OF WORKPLACE DRESS CODE ON EMPLOYEE PRODUCTIVITY Prescribing dress code at Work Place For many organizations, the objective in establishing a dress code is to enable employees to project a professional, business-like image while practicing the advantage of formal and relaxed setup. If your organization has an employee handbook, it is doubtless that there is a section on acceptable dress for the workplace. It’s for sure some questions are still relevant about your work place prescribed attire. Is it because the policy is too vague to be relevant? Does it comply with legal requirements? Does it require dress that is more formal than necessary given the amount of customer contact employees have? Does it allow clothing that is too informal for regular customer contact? If the answer to any of these questions is yes, it is worth updating your dress code. Otherwise, ensure that you are enforcing these codes. Additionally, it seems wise also to periodically be reminding employees of the dress code policy. This will inform new employees and strengthen the policy with experts. Impact of prescribed dress code Practically speaking, every organization projects a picture, and how its employees dress affects that picture. Both executive and non executive directors and managers naturally would want to put their best foot forward with clients. At the same time, a good workforce is not easy to build and retain. For this reason a toostrict dress code will repel good job candidates and may cause valuable employees to consider leaving. While inflexibility may violate anti-discrimination laws and inspire workers to file lawsuits. It is in an employer's best interest to develop a dress code that reflects well on the business and keeps employees happy. Numerous companies generate dress codes in order to achieve the benefits of a professionally appearing workforce. Nevertheless, developing effective dress codes, however, can be problematic. In some cases, employees resist dress codes, and in other cases, dress codes rigidly associate more formal dress with increased professionalism (Haefner, 2008). Equal Implementation of dress code in an Organization With the increased level of equal opportunity, human rights, equity and equality campaigns all over the globe. It becomes more relevant that organizations strive to enforce the dress code issues without partiality. Consciously, individuals and groups of human resources should be treated equally. From country to country, most employment laws and regulations would allow employers to set employee dress codes and to treat men and women differently within social norms. Looking at the given in two situations below which acts as examples: Where it is acceptable to require men to cut their hair while not making the same demand of women. Nov, 2017 Types of dress code The type of workplace attire expected varies from one organisation to another -- there is no single correct type of workplace attire. In some offices, a formal look is expected and required, while in others, a more casual look may be more appropriate (Lisa, 2017) According to Lisa (2017) there are four key types of work place attire as follows; a. Formal Attire She says that in some careers, formal business attire is a requirement. These careers may include professions such as law and finance and some customer-facing jobs such as public relations. Some companies encompass strict dress codes that read aloud the type of suits and dresses, color of ties and the height of heels that employees ought to wear. For most, formal business dress includes suits for both men and women. For both men and women, formal workplace attire includes good grooming and wearing appropriate accessories, such as the correct shoes and tights. a. Business Casual Many organizations use this style of workplace attire in hot weather or in more casual businesses. Business casual is a neat, pulled-together look that does not include items such as flip-flops, shorts and sleeveless tops, but can include slacks or chinos, button-down shirts with no jacket and casual skirts or dresses. Susan (2016) writes “Your Company's objective in establishing a business casual dress code is to allow your employees to work comfortably in the workplace. Yet, you still need your employees to project a professional image for your customers, potential employees, and community visitors. Business casual dress is the standard for this dress code.” Casual Attire This is the attire which more appropriate for companies who would love to abandon dress codes altogether and allows employees to wear almost anything. Casual attire generally means you may wear your everyday clothes, such as jeans and T-shirts. A casual dress code will always differ from a business casual dress code in many ways. Paramount among others is that jeans are everyday attire and shirts with or without collars is the norm (Susan, 2016). This type of dress is most common in tech and media companies Uniforms Where it may not be acceptable to require women to wear skirts or men to wear uniforms while not making equivalent demands of the other sex. © MEJ 2017 Some workplaces require uniforms. These have a tendency to be most common in service occupations, such as an airline flight attendant, or in public service jobs, such as a firefighter or police officer. Uniforms make workers stand out, so those they serve can identify them easily. Page 3 ASSESSING THE RELATIONSHIP AND EFFECT OF WORKPLACE DRESS CODE ON EMPLOYEE PRODUCTIVITY PRODUCTIVITY AND PERFORMANCE Understanding of employee productivity and performance Despite numerous definitions, explanations and understandings of productivity there is always one that stands out to be unshaken; it is defined as a ratio of output to input (Output/Input). It is concerned with measuring inputs in relation to outputs and can be calculated as the amount of output generated in a given amount of time. Productivity is the relationship between the quantity of output and the quantity of input used to generate that output. It is basically a measure of the effectiveness and efficiency of your organisation in generating output with the resources available. Margaret (2014) explains employee productivity (workforce productivity) as an assessment of the efficiency of a worker or group of workers. For this reason, productivity may be appraised in terms of the output of an employee in a specific period of time. Typically, the productivity of a given worker will be assessed relative to an average for employees doing similar work. Because much of the success of any organization relies upon the productivity of its workforce, employee productivity is an important consideration for businesses. Performance on the other hand is the art to complete the task within the defined boundaries. It is defined as the way to perform the job tasks according to the prescribed job description. According to Callidus Cloud, employee performance is defined as whether a person executes their job duties and responsibilities well. Many companies assess their employee's performance on an annual or quarterly basis in order to define certain areas that need improvement. Performance is a critical factor in organizational success. “People tend to confuse productivity and performance, with the two often becoming interchangeable. Productivity is the measure of the efficiency of production whereas performance deals with the way in which someone functions to accomplish something successfully,” says Tanja (2011). According to Sinha (2001), he stated that employee’s performance is depending on the willingness and also the openness of the employees itself on doing their job. He also stated that by having this willingness and openness of the employees in doing their job, it could increase the employees’ productivity which also leads to the performance. (Nina 2013) Therefore, to avoid this conundrum in this research, productivity and performance may be used intercheably, as there seem to be a thin difference in their application. Measuring and Managing Individual Productivity Essentially, productivity measurement is the identification and estimation of the appropriate output and input measures. If productivity is not measured accurately, there is increased risk of © MEJ 2017 Nov, 2017 adverse economic impact at the organizational level and it will be unclear how factors such as poor psychological wellbeing and employee resilience are impacting organizational performance. It is very important to note that Labor productivity, which is defined as value added per worker, is the most common measure of productivity. In that it reflects the effectiveness and efficiency of labor in the production and sale of the output. Employees are a company's livelihood. How they feel about the work they are doing and the results received from that work directly impact an organization's performance and, ultimately, its stability. Eventually, unstable organization ultimately underperforms. While some crucial findings reveal that measuring labor productivity is no longer sufficient. This is so because in today’s labor force this type of measure does not fit with the nature of multiple jobs – it merely provides a limited view of employees’ productivity. Whilst an improvement leading to this basic measure can be achieved through inclusive multiple input and output factors, including a focus on the quality of the work completed. Generally, many commentators also highlight a need for organisations to identify the factors that may impact the productivity of their workforce and focus upon developing measures that specifically target these different aspects. Factors Affecting Employee Performance/Productivity Performance of employees is affected by numerous factors at work place. There are lots of factors that affect the performance of employees. (Rashid et al, 2013) Rashid et al (2013) states that there are many variables that affect the performance of employees at work place. These variables include manager’s attitude, organizational culture, personal problems, and job content and financial rewards. All of these variables have positive impact on the performance of the employees except personal problems of the employees that hinders the performance of the employees. DOES WORKPLACE ATTIRE AFFECT PRODUCTIVITY Does casual gear really mean casual thinking? Or does business formal imply highly productive? In the current generation casual work environments are ‘all the rage’. Business powerhouses like Google encourage informal office spaces and office attire. Google is said to have no dress codes for employees and interviewees. However, if the research is anything to go by, Google’s relaxed style when it comes to dress should mean less productivity. This is evidently not the case as Google is one of the most successful companies in the world. However, Prof Karen Pine from the University of Hertfordshire thinks that wearing casual clothes leads to less focus, “When we put on an item of clothing it is common for the wearer to adopt the characteristics associated with that garment”. This is supported by her where it was found that if someone dresses like a superman, they will believe that they are stronger the same way dressing like superhero will make them to be more confident and believe that they could actually achieve more. While the opposite Page 4 ASSESSING THE RELATIONSHIP AND EFFECT OF WORKPLACE DRESS CODE ON EMPLOYEE PRODUCTIVITY for this was also true in her findings (Karan, 2015). Some managers do believe that if many employees dressed like achievers they would behave, act and think like them. Though, this does give some more food for thought. According to Karan (2015), wearing the same type of clothes in and out of work limit your ability to separate your home and work life. Karan (2015) argues that wearing a t-shirt and jeans all week long and wearing them at the weekend may possibly mean that there is no difference between the ‘work you’ and home you’ and proposes that the ideal situation is that a change into different attire makes you switch the mode that work or home. The analogy in this is that once your mode is switched you become more concentrated at work and your efficiency is improved. This theory actually goes that you can achieve more if you wear work clothes as you’ll be more focused. The trouble is that the definition of ‘work clothes’ is different for most companies and individuals (Karan, 2015). Smart Casual dress code According to Susan (2016), there is also a smart casual dress code which includes a variety of options for men and women. Smart casual dress is basically a step up from business casual, but not as dressy as formal work attire. Smart casual implies that employees have kicked their dressing up a notch from business casual in a smart and well-pulled-together look. It seems to be the new wave of dress code in the so called “civilized organisations”. Positive Effects Although the tendency to have casual dress in the business world has been increased, this is not to say that the change has been bad. Several sources stake claims in the positive results of the business casual adoption. “Some of the more commonly touted benefits include improved employee morale, a lack of cost to the employer, increased worker productivity, more open communication between staff and managers, cost savings to employees because casual business wear is less expensive, and improved work quality” (Gutierrez & Freese, 1999). Employees themselves are enjoying this alteration in the traditional corporate world. They have noticed some positive effects at work. A national survey of office workers’ attitudes toward casual dress according to McPherson (1997) in America alone showed that “41% felt casual dress improved worker productivity while only 4% perceived a negative impact . . . . 51% said they did their best work when dressed casually. Many employees . . . also believe casual dress makes them more effective. In a 1998 survey by USA Today, 64 percent of respondents said they work more efficiently when wearing casual dress (Kaplan, 2000). The vast majority of the surveyed employees felt that dressing casually resulted in a variety of benefits, including comfort, increased camaraderie and better work environments (McPherson, 1997). Others still believed that © MEJ 2017 Nov, 2017 wearing casual clothing at work increases productivity (Gutierrez & Freese, 1999). A Deloitte Human Resources assistant stated that the dress policy is an added benefit and a morale booster. She feels that the more comfortable employees are, the more productive they will be (McPherson, 1997). Companies gain by creating a workforce that feels more flexible and productive. Dressing casually also creates a feeling of freedom for employees (Biecher et al., 1999). Many people feel that “dressing casually can lead to better attitudes about work, greater spontaneity, and improved relations among employees” (McPherson, 1997). Negative Effects Although the positive effects of casual clothing on performance in the work place are good, there is another side to the coin. Many sources have noticed a decline in work performance since the start of this trend. “The rise of ‘casual dress’ in the workplace has resulted in casual attitudes and a lack of office decorum” (Dolbow, 2000). Goode (2000) explains that the Tailored Men’s Clothing Industry cites two recent studies to validate its belief that casual dress habits in the workplace environment that does not promote or encourage productivity. After surveying 500 firms in 1997 and 1998, research psychologist, Jeffrey L. Magee came to the supposition that, “Continually relaxed dress leads to relaxed manners, relaxed morals and relaxed productivity . . . [and] that relaxed dress led to an increase in litigation, a decrease in company loyalty and increases in tardiness”. The way you look directly affects the way you think, feel, and act. Judith Rasband, agrees that there is a negative effect (KaplanLeiserson, 2000). Along these same lines, there comes some explanation behind why this tendency to “slack off” has risen. “When relaxing dress codes, management has to clarify the distinction between casual and slovenly, especially in the U.S. Unlike Europeans, most Americans have never had a tradition of elegant casual dress. When not in suit and tie, the American male often adopts what etiquette authority Leitia Baldrige calls the ‘bathrobe attitude,’ defined thus: ‘I am comfy, and that is all that counts’” (Biecher et al., 1999). Casual workplace attire can lead to a decline in ethics and productivity (Billups, 2000). There “is a fear that casual dress makes employees too comfortable and not professional enough. ‘When you wear the more casual attire, human nature says you will act a little bit more casual’” (Sweeney, 1999). CONCEPTUAL FRAME WORK Awareness of Productivity If you were to develop a company’s climate conducive to promoting productivity, organization members i.e. managers, supervisors, and employees, must all be responsive to the Page 5 ASSESSING THE RELATIONSHIP AND EFFECT OF WORKPLACE DRESS CODE ON EMPLOYEE PRODUCTIVITY Nov, 2017 productivity quandary. They must be conscious of what productivity is, what it means to their jobs and companies, and how it can be measured and improved. Awareness of how dress affects a person’s performance is key and the curiosity about where it will lead has been in existence for some time now. Thus, today’s managers and supervisors ought to put their nose to ensuring productivity is high in their organizations and how it is affected by dress code policies that are being implemented. Positive Effect of Business Casual Dress Policies Rewards, incentives, and benefits are provided to improve workplace attitudes, increase worker performance, and help to retain employees. A business casual dress policy can be perceived as one such program. As described previously, survey results indicate that employees overwhelmingly view these programs as positive. Because employees view these programs positively, they should improve workplace attitudes, subsequent performance (Adams, 1988; Jin, 1993). Another potential benefit of casual dress policies is the work environment these policies can create. In a more casual environment, employees report that they feel more like an integral part of an organization (Yates & Jones, 1998) rather than simply a small part of an organizational hierarchy. This should help to eliminate communication barriers between employees and managers, and subsequently improve attitudes and performance. In conclusion, the limited survey evidence suggests that casual dress policies will lead to improvements in workplace attitudes and improvements in performance. Negative Effect of Business Casual Performance Policies on Work On the down side, business casual policies may potentially have a negative effect on performance. Though casual dress has a positive effect on attitudes, it may instead result in a negative effect on workplace performance. If employees are dressed casually, they may perceive themselves as being in a casual, relaxed, and “laid-back” atmosphere rather than in an atmosphere that requires work, effort, and diligence. Unlike the conclusions presented in the previous section, this means that business casual dress policies will cause employees to have positive attitudes about the workplace but will at the same time diminish work performance. Conceptual Framework Source: Developed by the Researcher From the Diagram above, we can see that there is a relationship between Employee Dress code and Employee productivity in the work place environment. As earlier discussed from above, there is positive contribution from both sides of the diagram that is Smart Business Dress code and Casual Dress code, while in an environment where Dress code is not enforced there is minimal attribute of employee productivity credited to dress code of any sort. Nonetheless, it is the Casual dress code in recent years that has proved to be causing much contribution towards employee productivity as compared to the ordinary business smart dress code. METHODOLOGY Research Design Despite the growing interest on the topic of workplace dressing, and its relevance to the corporate image of any organisation, its clients and partners. There has been scanty of empirical evidence on this subject for current and future projected contributions. It is for this reason; the research carried the Explanatory type of research design in order to give more insights to the relationship and effect that workplace dress codes impose on employee productivity. The research targeted mainly Consulting firms and Nongovernmental Organisations (NGO) in and around the City of Lusaka. The organisations were classified according to the following three facets: 1. Those that have shifted from casual dress code to smart dress code. 2. Those who have relaxed the dress code from smart to casual dress code. 3. Those who do not care what an employee wares for work A population of 150 consulting firms and Non-governmental Organisations with a model sample size of 60 following the formula below: © MEJ 2017 Page 6 ASSESSING THE RELATIONSHIP AND EFFECT OF WORKPLACE DRESS CODE ON EMPLOYEE PRODUCTIVITY Nov, 2017 n=Npq/(N-1)D+pq [150*(0.5)(0.5)]/[(150-1)0.0025+(0.5)0.5] do not enforce any dress code on their employees that is 50% a piece. 37.5/0.6225=60.24≈60 Company’s performance trend over the last five years Where; N=population size n=sample size p=probability of population stratum=0.5 D=standard deviation of population=0.0025 q=1-p After assessing the level of commitment organizations do put in place in order for them to have the prescribed dress code, we went on finding out the organizations’ performance has been in the last five years while allowing it down to the following: Most companies have had less commitment to dress code matters thus dress code policy commitments has decreased by 37.5% Data Analysis Methods In order to have an in-depth understanding of the topic and thereby getting the relevant proof of the relationship and effect of workplace dress code on employee dress code, the use of primary data will be paramount. In collecting primary data, the online Zoho survey instrument containing 5 likert scaled questions was used to get effective and efficient responses from all the potential respondents. In the same period of time, the employees productivity level has had increased by 25% within these organisations. While the overall company productivity did reduce by 37% within this period. After data is collected, analysis was done using an online data analysis tool known as Zoho. Both the qualitative and quantitative may be used to get a comprehensive analysis of the data gathered. OBSERVED RESULTS The coded data was analyzed using Zoho software and thus presented in the diagrammatic way as shown below; Relationship between Dress Code and Employee Productivity Enforcing a dress code for your employees 1. Increased very much. 2. increased slightly. 3. No change. 4. Decreased slightly 5. Decreased very much Ideally, employees become more productive if the dress code is not prescribed, as we can see in the pie chart below that 50% agree and 13% is attributed to those who strongly agree. While the other 13% and 25% is for the ones that disagree and those who remained neutral respectively. Thus, a total of 65% (50+13) represents a class of those who feels that prescribing a certain dress code does not help in employee productivity unlike when you prescribe. Do employees become more productive if the dress code is not prescribed? Source: Zoho Output Technically speaking, the level of enforcement of the Dress code in most organisations contacted is average. Half the respondents © MEJ 2017 Page 7 ASSESSING THE RELATIONSHIP AND EFFECT OF WORKPLACE DRESS CODE ON EMPLOYEE PRODUCTIVITY Nov, 2017 Despite the fact that this research does rule out dress code affecting the quality of performance, when it comes to ensuring a professional performance at work it is the opposite. The graph on the right hand side above shows a whipping 75% in agreement that the way employees will dress at workplace does affect an effectual professional performance. Type of Dress Code with much effect on Employee Productivity Business formal imply highly productive Source: Zoho Output Effect of Dress Code on Employee Productivity Dress code affecting/ensuring the quality vs. professional of performance in the workplace Source: Zoho Output Understanding the graph above, it is clear that most respondents are not so sure whether business formal type of dress code really implies high productivity, as 25% of them remained neutral without siding any weight. The rest of the respondents scored 38% apiece. Interestingly, there were similar results even when it came to Casual dress at place work too. Two critical questions were posed; Does casual dress in the workplace negatively affects the quality of productivity and does casual gear really mean casual thinking? Astonishingly, the respondents scored 38% apiece in the two instances for agree and disagree respectively. 13% remained neutral in the two instances while the other 13% is for those who strongly disagreed to the two questions. Thus, summing up the strongly disagree to disagree we have 51% (38+13) in support of those not favoring the direction of the two questions. Source: Zoho Output From the left hand side graph above, we could see that none of the respondents do strongly agree that dress code affect the quality of performance while 25% of them are not so sure. On the other hand 38% disagree with this idea all together. © MEJ 2017 Page 8 ASSESSING THE RELATIONSHIP AND EFFECT OF WORKPLACE DRESS CODE ON EMPLOYEE PRODUCTIVITY Nov, 2017 Management Awareness of the of Effect of Dress Code on Employee Productivity It is evident from the chart below that most managers in the targeted organisations are pretty aware of this effect that dress code has on the employee productivity. As there was an emphatic response of 75% representation for management being aware as compared to 25% representing that management not being aware. Management is aware of the effect of dress code on job performance Source: Zoho output However, when employees themselves are questioned, 38% do believe that casual dress code make them productive, 25% remained neutral and the other 25% disagree while 13% strongly disagree. Notwithstanding, most employees feel more comfortable in casual dress code at a place work than business casual. 13% strongly agree while 63% agree, representing a 76% of those who feel comfortable to work in casual dress code. Source: Zoho Output FURTHER DISCUSSIONS AROUND FINDINGS Several Organisations, who offer casual dress, pay off to their employees report that wearing casual clothing can reinforce morale, perk up quality, persuade more open communication, and enhance productivity by creating a more comfortable work environment. Human Resource managers cited increased employee morale and productivity. Many Zambian Managers are noticing some of the positive effects discussed earlier and are adopting casual dress programs for their own offices. Source: Zoho Output Lastly Casual dress does not necessarily performing tasks. Only 28% agree to this apiece assigned to disagree and strongly and representing 78% not in favor of contention. promote efficiency in ascension, while 38% disagree respectively, the current bone of The results shown above suggest that there is an effect on the performance in the workplace because of casual dress, and that casual dress has equally positive and negative effects, while dress codes may or may not be necessary for professional performance. The results also suggest that casual dress does not necessarily promote task efficiency, employees may not perform the same regardless of dress formality, and that quality work performance has not decreased since the relaxing of the dress code. Whether or not employers are aware of an effect in job performance because of casual dress was unknown. Source: Zoho Output © MEJ 2017 Page 9 ASSESSING THE RELATIONSHIP AND EFFECT OF WORKPLACE DRESS CODE ON EMPLOYEE PRODUCTIVITY CONCLUSION The subject regarding the effect of dress code on job performance and productivity is still very volatile. Even in a blue-collar state of affairs, when dress is allowed to be more casual, the level of service is also more casual but does not in actual fact imply lower productivity at all, just the same with business smart doesn’t necessitate soaring productivity Therefore, Managers across sections of business society should look more at professionalism, performance, and productivity as personal attributes that really matter in the workplace. In that an employee should be able to come off as a professional without having to dress like one. Going back to the research questions as our pillar for this work; 1. 2. 3. Is there a relationship between work place dress code and employee productivity? What effects do workplace dress code has on employee productivity and which type of the two (formal /casual) has more impact? To what extents do managers aware of the effect that workplace dress code has on employee productivity? It is amazing that within the stated purpose and findings of this study, the following conclusions appear warranted: 4. It is possible to have a casual dress code with a seemingly casual approach but at the same time high performance and productive, thus dress code has minimal influence on the employee productivity. Keeping in mind of this fact therefore, there is conclusive relationship between the two facets of discussions within this research. The effect of dress on performance in the workplace is wideranging and diverse according to the selected population of this study. Because of the variety of responses from the sample, it is difficult to reach conclusive implications and effects of dress code on employee productivity. Nonetheless, this research suggests that there are negative effects and positive effects on performance in the workplace relating to casual dress. Objectively speaking, there really can be no firm implications drawn from this study as to what the exact effect of dress on performance in the workplace is. The managements are aware of the effect of employees work performance due to dress code. The Review of the Literature suggests that casual dress, depending upon the population evaluated, can either encourage or discourage greater productivity. However, this study’s survey results suggest that while casual dress may not cause a decrease in work performance, it does not promote an increase. There is reason to believe that casual dress may simply allow employees to © MEJ 2017 Nov, 2017 complete their work effectively, without prompting them to give out extra effort. Employers generally desire employees who exhibit first-class performance. Although casual dress may not hinder this performance in an excellent employee, it may indeed prevent a moderately effective employee from giving a better effort. However, the extent of impact dress plays on altering the wearers’ actions and motivations is yet to be determined and thus warrants further study. RECOMMENDATIONS FOR FURTHER STUDY Additional questions pertaining to assessing the relationship and effect of workplace dress code on employee productivity warrant further investigation; thus the following recommendations for further research and study are offered: 1. Comparative study on productivity in Casual dressed employees and Business smart dressed employees of the same industry/company. 2. This study should be replicated, using a different population to determine whether or not employers are aware of an effect in job performance because of casual/smart dress. 3. A study should be conducted to determine whether or not dress codes have a positive effect on a person’s motivation and attitude. A study should be conducted to determine whether or not employees are aware of the characteristics of casual business dress. REFERENCE Berryman-Fink, C. (1989). The manager’s desk reference. New York: American Management Association. Biecher, E., Keaton, P. N., & Pollman, A. W. (1999). Casual dress at work. S.A.M. Advanced Management Journal. Billups, A. (2000). Informal attire does not suit all . . . some traditionalists are fit to be tied. Insight on the News. Brown, K. W., Cozby, P. C., Kee, D. W., & Worden, P. E. (1999). Research methods in human development. Mountain View, CA: Mayfield Publishing Company. Buehler, V. M., Shetty, Y. K. (Eds.). (1981). 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