Some people think that if companies prohibit sending emails to staff on weekends or during other time out of office hours, staff’s dissatisfaction with their companies will decrease, others think this will not reduce the overall dissatisfaction among staff.
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February 28, 2022 at 1:22 pm
Some people think that if companies prohibit sending emails to staff on weekends or during other time out of office hours, staff’s dissatisfaction with their companies will decrease, others think this will not reduce the overall dissatisfaction among staff.
It is hard to deny that if corporations ban sending emails to employees in their off-hours may cause employees to fail to keep up with their work progress in time, and such a fact probably misleads susceptible people to generate the opinion that prohibits sending emails to employees will not erase their dissatisfaction. However As far as fairness, efficiency and psychological factors are concerned, I strongly hold that the staff’s discontent will decrease as off-duty emails are forbidden.
First, as employees are protected by laws and regulations, it is fair to illustrate that companies have no right to ask their staff to do extra work, for instance, dealing with emails after work. To be more specific, an employee’s working time is basically confirmed in the contract that represents both the company and the employee’s agreements. Unfortunately, we have seen many cases nowadays that companies break such agreement by increasing workload which is hard to measure since off-work effort is unnoticeable, and staffs have to subject to companies benefits in loss of fairness. Therefore, companies should obey the contrast to emphasize fairness and form a better social order.
Furthermore, the fact that tight working hours can promote employee efficiency indicates that companies ought to ban extra emails during spare time. Take Savills, the company I worked for as an example: Savills never send emails in our leisure time nor require staff to work overtime. Thus, in order to accomplish their assignments during weekdays, all staff spare no effort and are fully devoted to work, which turned out to be more efficient and gain their deserved weekends at the same time.
Nevertheless, a voice rises that prohibiting off-work emails contributes to an inability to follow up work progress, which in return causes anxiety among employees and impairs their motivation. Ironically, without adequate relaxion and balance between work and life, a normal person certainly cannot attain energy or enthusiasm toward his or her tasks. In addition, staff who are overtaxed with work may have a psychological health problem and further rise negative emotions on their work tasks.
March 1, 2022 at 3:05 pmShorten or split the following two sentences and then resubmit your essay.
It is hard to deny that if corporations ban sending emails to employees in their off-hours may cause employees to fail to keep up with their work progress in time, and such a fact probably misleads susceptible people to generate the opinion that prohibits sending emails to employees will not erase their dissatisfaction.
First, as employees are protected by laws and regulations, it is fair to illustrate that companies have no right to ask their staff to do extra work, for instance, dealing with emails after work.
March 2, 2022 at 12:22 amIt is hard to deny that if corporations ban sending emails to employees in their off-hours may cause employees to fail to keep up with their work progress in time. Such a fact probably misleads susceptible people to generate the opinion that prohibits sending emails to employees will not erase their dissatisfaction. However As far as fairness, efficiency and psychological factors are concerned, I strongly hold that the staff’s discontent will decrease as off-duty emails are forbidden.
First, as employees are protected by laws and regulations, it is fair to illustrate that companies have no right to ask their staff to do extra work like dealing with emails after work. To be more specific, an employee’s working time is basically confirmed in the contract that represents both the company and the employee’s agreements. Unfortunately, we have seen many cases nowadays that companies break such agreement by increasing workload which is hard to measure since off-work effort is unnoticeable, and staffs have to subject to companies benefits in loss of fairness. Therefore, companies should obey the contrast to emphasize fairness and form a better social order.
Furthermore, the fact that tight working hours can promote employee efficiency indicates that companies ought to ban extra emails during spare time. Take Savills, the company I worked for as an example: Savills never send emails in our leisure time nor require staff to work overtime. Thus, in order to accomplish their assignments during weekdays, all staff spare no effort and are fully devoted to work, which turned out to be more efficient and gain their deserved weekends at the same time.
Nevertheless, a voice rises that prohibiting off-work emails contributes to an inability to follow up work progress, which in return causes anxiety among employees and impairs their motivation. Ironically, without adequate relaxion and balance between work and life, a normal person certainly cannot attain energy or enthusiasm toward his or her tasks. In addition, staff who are overtaxed with work may have a psychological health problem and further rise negative emotions on their work tasks.
March 2, 2022 at 3:44 pmIt is hard to deny that[ Undeniably, ] if corporations ban[banned ] sending emails to employeesin their[unclear pronoun/corporations?employees? ] [ during ]off-hours (may cause employees to fail to keep up with their work progress in time)[ unclear; grammatical error ]. Such a fact[ Where is the fact? It is merely hypothetical ] probably misleads (susceptible people to generate the opinion)[ wordy ] that prohibits sending emails to employees will not erase[ word choice issue ] their[unclear pronoun ] dissatisfaction. However[ punctuation error ] As[ spelling error ] far as fairness, efficiency and psychological factors are concerned, I strongly hold that the staff’s discontent will decrease as[ unclear word ] off-duty emails are forbidden.First, as employees are protected by laws and regulations, it is fair to illustrate that companies have no right to ask their staff to do extra work like dealing with emails after work. To be more specific, an employee’s working time is basically confirmed in the contract that represents both the company and the employee’s agreements. Unfortunately, we have seen many cases nowadays that companies break such agreement by increasing workload which is hard to measure since off-work effort is unnoticeable, and staffs have to subject to companies benefits in loss of fairness. Therefore, companies should obey the contrast to emphasize fairness and form a better social order.
Furthermore, the fact that tight working hours can promote employee efficiency indicates that companies ought to ban extra emails during spare time. Take Savills, the company I worked for as an example: Savills never send emails in our leisure time nor require staff to work overtime. Thus, in order to accomplish their assignments during weekdays, all staff spare no effort and are fully devoted to work, which turned out to be more efficient and gain their deserved weekends at the same time.
Nevertheless, a voice rises that prohibiting off-work emails contributes to an inability to follow up work progress, which in return causes anxiety among employees and impairs their motivation. Ironically, without adequate relaxion and balance between work and life, a normal person certainly cannot attain energy or enthusiasm toward his or her tasks. In addition, staff who are overtaxed with work may have a psychological health problem and further rise negative emotions on their work tasks.
March 2, 2022 at 3:52 pmPartial revision [Improve clarity and then resubmit your essay.]
March 3, 2022 at 1:36 amUndeniably, if corporations baned sending emails to employees during off-hours, employees may fail to follow up on work in time, and such a case probably misleads to the opinion that prohibits sending emails to employees will not replace their dissatisfaction. However, as far as fairness, efficiency and psychological factors are concerned, I strongly hold that the staff’s discontent will decrease since off-duty emails are forbidden.
First and foremost, as employees are protected by laws and regulations, it is fair to illustrate that companies have no right to ask their staff to do extra work, for instance, dealing with emails after work. To be more specific, an employee’s working time is basically confirmed in the contract that represents both the company and the employee’s agreements. Unfortunately, we have seen many cases nowadays that companies break such agreement by increasing workload which is hard to measure since off-work effort is unnoticeable, and staffs have to subject to companies benefits in loss of fairness while the employer suffer a risk of violating the labor law. As a result, companies should obey the contrast to emphasize fairness and form a better social order.
Furthermore, the fact that tight working hours can promote employee efficiency indicates that companies ought to ban extra emails during spare time. Take Savills, the company I worked for as an example: Savills never send emails in our leisure time nor require staff to work overtime. Thus, in order to accomplish their assignments during weekdays, all staff spare no effort and are fully devoted to work, which turned out to be more efficient and gain their deserved weekends at the same time. Had it not been limited working hours, Savills would never acquire such achievement and staff are satisfied in sharing the success.
Nevertheless, a voice rises that prohibiting off-work emails contributes to an inability to follow up work progress, which in return causes anxiety among employees and impairs their motivation. Ironically, without adequate relaxion and balance between work and life, a normal person certainly cannot attain energy or enthusiasm toward his or her tasks. In addition, staff who are overtaxed with work may have a psychological health problem and further rise negative emotions on their work tasks.
March 3, 2022 at 2:20 pmUndeniably,[Many argue that ]if corporations baned sending emails to employees during off-hours, employees may[ would ] fail to follow up on work in time[ unclear sentence ], and such a case probably (misleads to the opinion)[ wrong phrase ] that (prohibits sending emails to employees will)[grammatical error ] not replace their[ unclear pronoun ] dissatisfaction. However, as far as fairness, efficiency and psychological factors are concerned, I strongly hold that the staff’s discontent will decrease since off-duty emails are forbidden.First and foremost, as employees are protected by laws and regulations, it is fair to illustrate that companies have no right to ask their staff to do extra work, for instance, dealing with emails after work. To be more specific, an employee’s working time is basically confirmed in the contract that represents both the company and the employee’s agreements. Unfortunately, we have seen many cases nowadays that companies break such agreement by increasing workload which is hard to measure since off-work effort is unnoticeable, and staffs have to subject to companies benefits in loss of fairness while the employer suffer a risk of violating the labor law. As a result, companies should obey the contrast to emphasize fairness and form a better social order.
Furthermore, the fact that tight working hours can promote employee efficiency indicates that companies ought to ban extra emails during spare time. Take Savills, the company I worked for as an example: Savills never send emails in our leisure time nor require staff to work overtime. Thus, in order to accomplish their assignments during weekdays, all staff spare no effort and are fully devoted to work, which turned out to be more efficient and gain their deserved weekends at the same time. Had it not been limited working hours, Savills would never acquire such achievement and staff are satisfied in sharing the success.
Nevertheless, a voice rises that prohibiting off-work emails contributes to an inability to follow up work progress, which in return causes anxiety among employees and impairs their motivation. Ironically, without adequate relaxion and balance between work and life, a normal person certainly cannot attain energy or enthusiasm toward his or her tasks. In addition, staff who are overtaxed with work may have a psychological health problem and further rise negative emotions on their work tasks.
March 3, 2022 at 2:27 pmPartial revision [all sentences are problematic.]
