For my editorial this week, I’ve chosen to write about quiet quitting. I’ve listed my policy claim and supporting claims below that I will use in my editorial and to support my argument. I’ve also listed brief information next to each claim in parentheses from “Teaching of editorial writing uses claims based analysis”, by William C. Porter to help me, and maybe even you, remember what each policy should focus on.

Main Claim: Quiet quitting is a positive trend for workers and professionals.

Policy Claim: Workers should adopt the mentality of quiet quitting to have a better work-life-balance. (Recommends that an action should or shouldn’t be taken, “should,” “ought”, and “must” characterize this claim)

Value Claim: Quiet quitting decreases the prevalence of workers who experience burnout. (Declares something is good or bad/desirable or undesirable)

Causal Claim: The Covid-19 pandemic has exacerbated workers and led to more quiet quitting. (One event was caused by another event that came before)

Definitional Claim: Quiet quitting isn’t about bad employees not working, it is about bosses and managers who expect workers to go above and beyond without fair compensation. (Influence how an audience will perceive something and will respond – how something should be defined)

Definitional Claim: Quiet quitters aren’t being lazy or selfish, they are taking adequate time for self-care. (Influence how an audience will perceive something and will respond – how something should be defined)

Factual Claim: Quiet quitting will lead to less turnover in the workplace. (Statement of “probability judgment” – inferences rather than readily verifiable simple facts)

Factual Claim: Employee engagement for the quarter will increase as quiet quitting increases. (Statement of “probability judgment” – inferences rather than readily verifiable simple facts)