Follow the comment to change and improve my work. comment: 1. You need a transition statement at the end of main point 1 and 2. 2. This speech is lacking sources in the form of oral citations. 3. This is written more like an essay than an outline. Long paragraphs rather than main points. You’ll need to simplify this and make sure you have all the elements of my outline structure. 4. Another suggestion is that you add emotion to this speech to better persuade us to care. This can be in your intro as an opening story or in your problem paragraph. This speech is very statistics-heavy. Remember folks are not solely persuaded by big scary numbers. Otherwise, we’d have done more by now. Some suggestions here are: a. Story about a person. b. Personal connection to topic. c. Specific and emotional language. I would also add a line about of counter-arguments in a sentence of analysis that addresses potential objectives to this plan. This can be added as points analysis at the end of each main body point. Just find a logical place for these objections. Liu1 Name: Cho Lun Liu Professor: Robert Hawkins Course: Comm-120 Date:11/20/2021 Persuasive Speech Outline General-purpose: To persuade Specific purpose: To persuade my audience that we should break the gender bias in the industry. Central idea: To help people pursue their desired careers, respective industries should emphasize breaking the gender bias through supporting gender equality. I. Introduction A. Attention Getter: According to a 2019 report by LeanIn.Org and McKinsey & Co, for every 100 men getting promotions up to the manager level, only 72 women have the same. Also, 62% of manager positions are held by men, while women hold only 38%. For years, the number of women in corporate America has been lower than that of men, and this is because women are not being given a fair chance. B. Controversy and Significant Statement: While most women continue to face inequalities in their workplaces, gender diversity has proven to be beneficial in advancing business to a global level. Liu2 C. Credibility statement: D. Thesis: Although hiring more women is sometimes perceived as profiting them at the expense of others, reducing gender bias in companies provides a good working environment where all employees have a fair chance of competing for promotions and getting recognized. E. Preview Statement: To expand my idea, I will first highlight the current situation in our current companies and explain how organizational culture and structure contribute to gender inequality. I will then explain the effects of gender differences in a work setting. My last point will be strategies for reducing gender biasness in organizations. II. Main Point 1: A. Internal Preview: There are various explanations for gender inequalities in companies. B. Gender diversity promotes organizational growth in various ways. First, having women in various leadership positions helps the organization reach new markets through serving customers and suppliers. Also, gender diversity promotes creativity and innovation, and hence organizational problems can be solved effectively. Another benefit is predicting creativity and adaptability to change. Therefore, companies need to strive to be gender diverse by hiring more women and promoting more to various leadership positions. C. Gender discrimination could be explained by the inherent differences between the ambitions and abilities of men and women. For instance, statistics show that women are reluctant to get a promotion or pay raise compared to their male counterparts. Liu3 Some scientists suggest that evolutionary and biological differences cause competitiveness in men and acts of care in women. D. The next possible explanation for gender discrimination is that companies tend to favor male employees over female employees. Even though laws emphasize equal rights for male and female employees, organizational leaders tend to differ in their performance appraisals, expectations, and treatment of the female and male employees. III. Main point 2: A. Internal Preview: Gender discrimination affects female employees and the organization in several ways. B. Gender inequality in leadership is critical as it affects the extent to which discrimination, supportive policies, and supportive diversity based on gender happen within an organization. Gender discrimination in leadership affects how women are perceived and treated by other members of the organization. Organizational structure also plays an important role in gender inequality. For instance, there are genderexcluded job ladders where women are placed in certain job positions. The gendersegregated networks hinder women from accessing job information, status, and upward mobility in the company. The organizational strategy entails the plans and methods of an organization that are aimed to achieve its goals, and it also can contribute to gender discrimination in an organization. For instance, there are companies where females must dress in a certain way to attract male clients. These are HR policies that place different standards for female and male employees. Organizational culture is based on the values of the company’s founders, and some Liu4 aspects of it can result in gender discrimination. In an organization that emphasizes meritocracy, employees may believe that men deserve superior positions while women deserve subordinate ones. C. Stereotyping can also contribute to gender discrimination in the workplace. A person’s membership in a certain group provides information about their status and abilities to perform various tasks. Organizational leaders have contrasting expectations for women’s and men’s competence and work performance. For instance, organizational decision-makers prefer to hire men for masculine tasks while female employees are hired for feminine tasks. Therefore, the more a job position is not consistent with attributes assigned to women, the more a female employee is perceived as not fitting that position. Since women are ascribed lower status while men are associated with higher position status, women tend to experience backlash whenever they pursue high-status job positions. IV. Main point 3: The Solution A. Internal Preview: Several ways have been put in place to reduce gender inequality in our organizations. B. The first step to reduce gender discrimination is in hiring and training female employees and other underrepresented groups in the organization. C. There should be human resource policies that recognize organizational managers who choose diverse employees. Also, the company can integrate diversity-based methods in proportion and performance policies and reward managers to identify and mentor more female candidates to promote diverse talent. These HR policies should Liu5 be supported by organizational processes, structure, strategy, climate, and leadership. D. Diversity initiatives in a business should be aligned with business strategies to achieve diversity. For instance, a company whose marketing strategy aims to reach diverse populations justifies a diverse workforce to serve potential customers better. Similarly, an organization that aims to innovate and expand justifies a corporate plan to increase diversity since diverse groups create more solutions. However, the success of these HR policies is dependent on support from organizational leaders. E. There should be family-friendly HR policies which are important in relieving workfamily conflicts. Some of the ways organizations can achieve this are by creating flexible working schedules, part-time work, telecommuting, and compressed workweeks. Other family-friendly policies include paid maternity leave, elderly care, and child care. With these HR policies, the organization will reduce stress for female employees and increase the employee retention of working mothers.However, enacting a flexible work arrangement HR policy can lead to further discrimination through sexism. Since white men are perceived as valuable, they might be granted flexible hours rather than women and underrepresented groups. To prevent this from happening, businesses should formalize HR policies to stipulate individuals eligible for these benefits. F. A family-friendly HR policy should be aligned with organizational structures and practices such as leadership, climate, culture, and strategy. Also, organizational leaders should show robust support for these family-friendly policies. This step can be achieved through communication, successive interactions, role modeling, and Liu6 visibility with employees. The success of family-friendly programs relies on the simultaneous change in the organizational culture. Even though changing the culture of a business is challenging, organizational leaders can achieve the changes through leading by example. G. Another way to reduce gender inequities in the workplace is by developing community principles that govern the organization’s activities. Some of them include treating people with respect, being respectful while critiquing people’s ideas, respecting the organization’s rules, and communicating openly. V. Conclusion A. Review: We have discussed gender discrimination as a complex phenomenon in HR practices that impact recruiting, training, paying, and promoting women. B. Call to Action: Despite doing all that it takes, such as getting degrees, joining the workforce, and competing for promotions at the same rate as men, women do not get the same opportunities as their male counterparts. To promote gender diversity in organizations, we need to understand the complexities of HR practices to reflect on organizational realities. There are no simple and direct solutions to curb gender discrimination in our organizations. However, we can focus on three main aspects of an organization to achieve gender diversity. One aspect is the HR policies and organizational processes, structures, and practices. Another aspect is HR enactment and decision-making, and the third one is organizational decision-makers. Modifying these three elements will reduce gender discrimination at work and facilitate the growth of the organization. Liu7 References Liu8 Ellemers, N. (2014). Women at work: How organizational features impact career development. Policy insights from the behavioral and brain sciences, 1(1), 46-54. https://doi.org/10.1177/2372732214549327 Gorman, E. H., & Mosseri, S. (2019). How organizational characteristics shape gender difference and inequality at work. Sociology Compass, 13(3), e12660. https://doi.org/10.1111/soc4.12660 Sandberg, S., & Thomas, R. (2019). Sheryl Sandberg: The gender gap isn’t just unfair; it’s bad for business. WSJ. https://www.wsj.com/articles/sheryl-sandberg-the-gender-gap-isntjust-unfair-its-bad-for-business-11571112300 Sardelis, S., Oester, S., & Liboiron, M. (2017). Ten strategies to reduce gender inequality at scientific conferences. Frontiers in Marine Science, 4, 231. https://doi.org/10.3389/fmars.2017.00231 Stamarski, C. S., & Son Hing, L. S. (2015). Gender inequalities in the workplace: the effects of organizational structures, processes, practices, and decision makers’ sexism. Frontiers in psychology, 6, 1400. https://doi.org/10.3389/fpsyg.2015.01400 Tricco, A. C., Thomas, S. M., Antony, J., Rios, P., Robson, R., Pattani, R., Ghassemi, M., Sullivan, S., Selvaratnam, I., Tannenbaum, C., & Straus, S. E. (2017). Strategies to Prevent or Reduce Gender Bias in Peer Review of Research Grants: A Rapid Scoping Review. PloS one, 12(1), e0169718. https://doi.org/10.1371/journal.pone.0169718 First Name Last Name May 15, 2020 Communication 120 MW 11-12:15 Persuasive Speech Sample Outline General Purpose: To persuade Specific Purpose: To persuade my audience that the US legislature should reduce restrictions that prevent scientists from conducting ethical tests on animals. Central Idea: The US legislature should reduce restrictions that prevent scientists from conducting critical and ethical tests on animals. I. Introduction A. Attention Getter: Covid-19, a global pandemic, has brought the world to its knees, millions have been infected, 100’s of thousands have died and will die if scientist don’t find a cure. We are living through a worldwide crisis and every solution must be on the table including animal testing. B. Controversy and Significance Statement: While many have abused animals in the pursuit of cosmetic research, ethical animal testing has allowed for great advancements for humanity and could be the solution to our current pandemic. C. Credibility Statement: However, as a concerned citizen, I am dismayed by the ignorance around what animal testing really is. D. Thesis: and thus, the US legislature should reduce restrictions that prevent scientists from conducting ethical tests on animals. E. Preview Statement: In order to advance my proposition I will first show how ethical animal testing has helped humanity. Next, why animals make great test subjects. And finally we will dive into solutions on a political and social level. II. Main Point 1: Contrary to popular belief, animal is not just for cosmetics, but has been used to advance human health. A. Internal Preview: Specifically, it has been used to discover vaccines and to treat life-threatening illness. B. Frederick Banting discovered insulin to treat diabetes. 1. Nobelprize.org has recorded that Banting discovered insulin by modifying and removing the pancreas of different dogs. 2. This gives my mother a way to treat an otherwise fatal disease. C. Jonas Salk found a vaccine for polio, 1. The Chemical Heritage Foundation reports: “Salk developed methods for growing large quantities of the three types of polioviruses on cultures of monkey kidney cells. He then killed the viruses with formaldehyde. When injected into monkeys, the vaccine protected them against paralytic poliomyelitis. 2. My mother also used Salk’s vaccine to cure her childhood polio. D. Louis Goodman and Alfred Gilman pioneered chemotherapy. 1. The Yale School of Medicine describes its alumni’s experiments saying, “Louis S. Goodman, MD and Alfred Gilman, PhD, began to study the effects of nitrogen mustard on lymphoma. Early studies in mice showed dramatic regression of the disease, which was confirmed in further studies in rabbits” 2. My best friend Chris survived testicular cancer because of Goodman and Gilman. E. Summary Statement: Ultimately, without testing on animals, millions of human lives would be lost. F. Transition: Now that we have looked the positive impacts of animal testing on society, let us look into how animals make ideal test subjects. III. Main point 2: There are very few alternatives better than using live animals in scientific research. A. Internal Preview: The two main factors that make animals essential to animal testing are: genetic similarity and whole-body testing. B. For example, several animals are genetically similar to humans. 1. The Smithsonian National Museum of Natural History notes: “while the genetic difference between individual humans today is miniscule – about 0.1% on average – study of the same aspects of the chimpanzee genome indicates a difference of about 1.2%”. 2. According to the Jackson Laboratory: “Among the many advantages to using the mouse as a model organism, the most important is their striking similarity to humans in anatomy, physiology, and genetics. Over 95% of the mouse genome is similar to our own, making mouse genetic research particularly applicable to human disease”. C. There is no adequate alternative to testing on a living, whole-body system. 1. As researchers as Stanford Laboratory point out: “The processes central to our nervous, endocrine, immune, and circulatory systems can only be replicated in other living beings. 2. Clearly, animals make the best test-subjects when it comes to finding cures for the most debilitating diseases. D. While many individuals see Animal testing as a major harm to animals, it is a relatively small culprit of killing animals in the US. 1. The Humane Society shows that just last year, 9.1 billions of animals were slaughtered for food in the U.S. alone. 2. The types of animals that are tested on fall into categories of lease desirable. 3. Summary Statement: Overall, genetic similarity and whole body testing make animal testing necessary. E. Transition: It is clear: animal testing does more good than harm, and should, therefore, be less regulated. IV. Main Point 3: Solution The US legislature should reduce restrictions that prevent scientists from conducting ethical tests on animals. A. Internal Preview: We can achieve this objective on both a political and social level. B. First: To make sure animal testing remains legal, make sure you vote against any opponents to animal testing. Write to your district representative showing your support for animal testing. And most importantly, fund these researchers by paying your taxes. C. Secondly, we should recognize that there are already laws in place protecting animals. 1. For example, The Animal Welfare Act, a federal law, regulates the standards of care and treatment of research animals. 2. The AWA states, “The standards…shall include minimum requirements for handling, housing, feeding, watering, sanitation, ventilation, shelters”. 3. These laws do a great job of making sure animals are safe without tying the hand of companies trying to save lives. D. The last solution is on a social level. E. We should all be more aware the importance of ethical animal testing in research. 1. Visit understanding animal research.com to stay educated on the importance of animal research. 2. Take a pamphlet that I have printed out in order that has resources and links to websites that present balanced opinions about animal research. F. Summary Statement: HIV, Diabetes, Cancer, Covid-19, these diseases kill hundreds of thousands of Americans each year. And still, these diseases would kill thousands more if it were not for the tireless work of scientist fighting to find cures. V. Conclusion A. Review: Today we’ve looked at the positive impacts on animal testing in society. B. Visualization statement: Imagine that you wake up and instead of the feeling of dread and danger as you step outside, you feel freedom to not wear a mask, see your friends without fear, and live your lives. If we are going to make it through this crisis, all options need to be on the table including animal testing. Note: You have three options for how you can end your speech: a. Visualization Statement b. Call to Action c. Final Words See Samples Below Sample Call to Action: To make sure animal testing remains legal, there are a few things you could do. Make sure you vote against any opponents to animal testing. Write to your district representative showing your support for animal testing. And most importantly, fund these researchers by paying your taxes. Sample Final Words: In an ideal world, there won’t be a need for animal testing, but the sacrifice made by one puppy could potentially save millions of human babies. Works Cited 1. “Advantages of the Mouse as a Model Organism.” The Jackson Laboratory. The Jackson Laboratory, 2014. Web. 24 Nov. 2014. 2. . 3. “Animal Experiments: Overview.” PETA. PETA, 2014. Web. 23 Nov. 2014. . 4. Becker, Geoffrey S. The Animal Welfare Act: Background and Selected Legislation. Rep. no. RS22493. United States Congressional Research Service, 5 Dec. 2008. Web. 23 Nov. 2014. . 5. “Chemotherapy: From the Trenches of Warfare A Weapon to Fight Cancer.” Clinical Research at Yale. Yale School of Medicine, 2014. Web. 24 Nov. 2014. . 6. ” The Discovery of Insulin.” Nobelprize.org. Nobel Media AB, 2014. Web. 24 Nov. 2014. . 7. “Farm Animal Statistics: Slaughter Totals : The Humane Society of the United States.” Humanesociety.org. The Humane Society of the United States, 2014. Web. 24 Nov. 2014. . 8. “Genetics.” Human Evolution by The Smithsonian Institution’s Human Origins Program. Smithsonian Institution, 17 Nov. 2014. Web. 23 Nov. 2014. . Liu1 Name: Cho Lun Liu Professor: Robert Hawkins Course: Comm-120 Date:11/20/2021 Persuasive Speech Outline General-purpose: To persuade Specific purpose: To persuade my audience that we should break the gender bias in the industry. Central idea: To help people pursue their desired careers, respective industries should emphasize breaking the gender bias through supporting gender equality. I. Introduction A. Attention Getter: According to a 2019 report by LeanIn.Org and McKinsey & Co, for every 100 men getting promotions up to the manager level, only 72 women have the same. Also, 62% of manager positions are held by men, while women hold only 38%. For years, the number of women in corporate America has been lower than that of men, and this is because women are not being given a fair chance. B. Controversy and Significant Statement: While most women continue to face inequalities in their workplaces, gender diversity has proven to be beneficial in advancing business to a global level. Liu2 C. Credibility statement: D. Thesis: Although hiring more women is sometimes perceived as profiting them at the expense of others, reducing gender bias in companies provides a good working environment where all employees have a fair chance of competing for promotions and getting recognized. E. Preview Statement: To expand my idea, I will first highlight the current situation in our current companies and explain how organizational culture and structure contribute to gender inequality. I will then explain the effects of gender differences in a work setting. My last point will be strategies for reducing gender biasness in organizations. II. Main Point 1: A. Internal Preview: There are various explanations for gender inequalities in companies. B. Gender diversity promotes organizational growth in various ways. First, having women in various leadership positions helps the organization reach new markets through serving customers and suppliers. Also, gender diversity promotes creativity and innovation, and hence organizational problems can be solved effectively. Another benefit is predicting creativity and adaptability to change. Therefore, companies need to strive to be gender diverse by hiring more women and promoting more to various leadership positions. C. Gender discrimination could be explained by the inherent differences between the ambitions and abilities of men and women. For instance, statistics show that women are reluctant to get a promotion or pay raise compared to their male counterparts. Liu3 Some scientists suggest that evolutionary and biological differences cause competitiveness in men and acts of care in women. D. The next possible explanation for gender discrimination is that companies tend to favor male employees over female employees. Even though laws emphasize equal rights for male and female employees, organizational leaders tend to differ in their performance appraisals, expectations, and treatment of the female and male employees. III. Main point 2: A. Internal Preview: Gender discrimination affects female employees and the organization in several ways. B. Gender inequality in leadership is critical as it affects the extent to which discrimination, supportive policies, and supportive diversity based on gender happen within an organization. Gender discrimination in leadership affects how women are perceived and treated by other members of the organization. Organizational structure also plays an important role in gender inequality. For instance, there are genderexcluded job ladders where women are placed in certain job positions. The gendersegregated networks hinder women from accessing job information, status, and upward mobility in the company. The organizational strategy entails the plans and methods of an organization that are aimed to achieve its goals, and it also can contribute to gender discrimination in an organization. For instance, there are companies where females must dress in a certain way to attract male clients. These are HR policies that place different standards for female and male employees. Organizational culture is based on the values of the company’s founders, and some Liu4 aspects of it can result in gender discrimination. In an organization that emphasizes meritocracy, employees may believe that men deserve superior positions while women deserve subordinate ones. C. Stereotyping can also contribute to gender discrimination in the workplace. A person’s membership in a certain group provides information about their status and abilities to perform various tasks. Organizational leaders have contrasting expectations for women’s and men’s competence and work performance. For instance, organizational decision-makers prefer to hire men for masculine tasks while female employees are hired for feminine tasks. Therefore, the more a job position is not consistent with attributes assigned to women, the more a female employee is perceived as not fitting that position. Since women are ascribed lower status while men are associated with higher position status, women tend to experience backlash whenever they pursue high-status job positions. IV. Main point 3: The Solution A. Internal Preview: Several ways have been put in place to reduce gender inequality in our organizations. B. The first step to reduce gender discrimination is in hiring and training female employees and other underrepresented groups in the organization. C. There should be human resource policies that recognize organizational managers who choose diverse employees. Also, the company can integrate diversity-based methods in proportion and performance policies and reward managers to identify and mentor more female candidates to promote diverse talent. These HR policies should Liu5 be supported by organizational processes, structure, strategy, climate, and leadership. D. Diversity initiatives in a business should be aligned with business strategies to achieve diversity. For instance, a company whose marketing strategy aims to reach diverse populations justifies a diverse workforce to serve potential customers better. Similarly, an organization that aims to innovate and expand justifies a corporate plan to increase diversity since diverse groups create more solutions. However, the success of these HR policies is dependent on support from organizational leaders. E. There should be family-friendly HR policies which are important in relieving workfamily conflicts. Some of the ways organizations can achieve this are by creating flexible working schedules, part-time work, telecommuting, and compressed workweeks. Other family-friendly policies include paid maternity leave, elderly care, and child care. With these HR policies, the organization will reduce stress for female employees and increase the employee retention of working mothers.However, enacting a flexible work arrangement HR policy can lead to further discrimination through sexism. Since white men are perceived as valuable, they might be granted flexible hours rather than women and underrepresented groups. To prevent this from happening, businesses should formalize HR policies to stipulate individuals eligible for these benefits. F. A family-friendly HR policy should be aligned with organizational structures and practices such as leadership, climate, culture, and strategy. Also, organizational leaders should show robust support for these family-friendly policies. This step can be achieved through communication, successive interactions, role modeling, and Liu6 visibility with employees. The success of family-friendly programs relies on the simultaneous change in the organizational culture. Even though changing the culture of a business is challenging, organizational leaders can achieve the changes through leading by example. G. Another way to reduce gender inequities in the workplace is by developing community principles that govern the organization’s activities. Some of them include treating people with respect, being respectful while critiquing people’s ideas, respecting the organization’s rules, and communicating openly. V. Conclusion A. Review: We have discussed gender discrimination as a complex phenomenon in HR practices that impact recruiting, training, paying, and promoting women. B. Call to Action: Despite doing all that it takes, such as getting degrees, joining the workforce, and competing for promotions at the same rate as men, women do not get the same opportunities as their male counterparts. To promote gender diversity in organizations, we need to understand the complexities of HR practices to reflect on organizational realities. There are no simple and direct solutions to curb gender discrimination in our organizations. However, we can focus on three main aspects of an organization to achieve gender diversity. One aspect is the HR policies and organizational processes, structures, and practices. Another aspect is HR enactment and decision-making, and the third one is organizational decision-makers. Modifying these three elements will reduce gender discrimination at work and facilitate the growth of the organization. Liu7 References Ellemers, N. (2014). Women at work: How organizational features impact career development. Policy insights from the behavioral and brain sciences, 1(1), 46-54. https://doi.org/10.1177/2372732214549327 Gorman, E. H., & Mosseri, S. (2019). How organizational characteristics shape gender difference and inequality at work. Sociology Compass, 13(3), e12660. https://doi.org/10.1111/soc4.12660 Sandberg, S., & Thomas, R. (2019). Sheryl Sandberg: The gender gap isn’t just unfair; it’s bad for business. WSJ. https://www.wsj.com/articles/sheryl-sandberg-the-gender-gap-isntjust-unfair-its-bad-for-business-11571112300 Sardelis, S., Oester, S., & Liboiron, M. (2017). Ten strategies to reduce gender inequality at scientific conferences. Frontiers in Marine Science, 4, 231. https://doi.org/10.3389/fmars.2017.00231 Stamarski, C. S., & Son Hing, L. S. (2015). Gender inequalities in the workplace: the effects of organizational structures, processes, practices, and decision makers’ sexism. Frontiers in psychology, 6, 1400. https://doi.org/10.3389/fpsyg.2015.01400 Tricco, A. C., Thomas, S. M., Antony, J., Rios, P., Robson, R., Pattani, R., Ghassemi, M., Sullivan, S., Selvaratnam, I., Tannenbaum, C., & Straus, S. E. (2017). Strategies to Prevent or Reduce Gender Bias in Peer Review of Research Grants: A Rapid Scoping Review. PloS one, 12(1), e0169718. https://doi.org/10.1371/journal.pone.0169718 Purchase answer to see full attachment Explanation & Answer: 6 Pages Tags: Persuasive Speech controversy Gender Bias User generated content is uploaded by users for the purposes of learning and should be used following Studypool’s honor code & terms of service.

MLA In-Text Citations: The Basics

Guidelines for referring to the works of others in your text using MLA style are covered throughout the MLA Handbook and in chapter 7 of the MLA Style Manual. Both books provide extensive examples, so it’s a good idea to consult them if you want to become even more familiar with MLA guidelines or if you have a particular reference question.

BASIC IN-TEXT CITATION RULES

In MLA Style, referring to the works of others in your text is done using parenthetical citations. This method involves providing relevant source information in parentheses whenever a sentence uses a quotation or paraphrase. Usually, the simplest way to do this is to put all of the source information in parentheses at the end of the sentence (i.e., just before the period). However, as the examples below will illustrate, there are situations where it makes sense to put the parenthetical elsewhere in the sentence, or even to leave information out.

General Guidelines

• The source information required in a parenthetical citation depends (1) upon the source medium (e.g. print, web, DVD) and (2) upon the source’s entry on the Works Cited page.
• Any source information that you provide in-text must correspond to the source information on the Works Cited page. More specifically, whatever signal word or phrase you provide to your readers in the text must be the first thing that appears on the left-hand margin of the corresponding entry on the Works Cited page.

IN-TEXT CITATIONS: AUTHOR-PAGE STYLE

MLA format follows the author-page method of in-text citation. This means that the author’s last name and the page number(s) from which the quotation or paraphrase is taken must appear in the text, and a complete reference should appear on your Works Cited page. The author’s name may appear either in the sentence itself or in parentheses following the quotation or paraphrase, but the page number(s) should always appear in the parentheses, not in the text of your sentence. For example:

Wordsworth stated that Romantic poetry was marked by a “spontaneous overflow of powerful feelings” (263).

Romantic poetry is characterized by the “spontaneous overflow of powerful feelings” (Wordsworth 263).

Wordsworth extensively explored the role of emotion in the creative process (263).

Both citations in the examples above, (263) and (Wordsworth 263), tell readers that the information in the sentence can be located on page 263 of a work by an author named Wordsworth. If readers want more information about this source, they can turn to the Works Cited page, where, under the name of Wordsworth, they would find the following information:

Wordsworth, William. Lyrical Ballads. Oxford UP, 1967.

IN-TEXT CITATIONS FOR PRINT SOURCES WITH KNOWN AUTHOR

For print sources like books, magazines, scholarly journal articles, and newspapers, provide a signal word or phrase (usually the author’s last name) and a page number. If you provide the signal word/phrase in the sentence, you do not need to include it in the parenthetical citation.

Human beings have been described by Kenneth Burke as “symbol-using animals” (3).

Human beings have been described as “symbol-using animals” (Burke 3).

These examples must correspond to an entry that begins with Burke, which will be the first thing that appears on the left-hand margin of an entry on the Works Cited page:

Burke, Kenneth. Language as Symbolic Action: Essays on Life, Literature, and Method. University of California Press, 1966.