Wednesday, July 31, 2019
The Amazing Story of How Ratan Tata Built an Empire
He's packing his bags  again. December 2012, when he turns 75, is the third scheduled retirement for Ratan Tata. The Tata Group has been at this inflection point twice earlier, and stepped back both times. In 2002, when Tata was to retire at 65, the Tata Sons board promptly redesignated him non-executive chairman, which meant he could continue for another five years. Three years later, the board upped the retirement age of non-executive directors to 75. The message is clear: Ratan Tata is indispensable. And it's not just the board that feels that way. There were loud cries of support from shareholders at the Tata Steel AGM in August, held soon after the announcement that Tata Sons had created a panel to find Tata's successor. â€Å"We can't lose our ratan (jewel),†said one shareholder, while others asked him to stay on as chairman emeritus. Whether or not he acknowledges it openly, Tata must be feeling vindicated by this public recognition of his worth. When he took over as Tata Group chairman on March 25, 1991, critics were loud and unrestrained in their disapproval and scepticism. Ratan Tata was considered to have gained his position purely on the strength of his surname; he was incompetent, raged opponents both within and outside Bombay House, and he didn't possess an iota of the charisma of his uncle and predecessor, JRD Tata. Nearly 20 years later, Ratan Tata has achieved almost everything on his 1991 agenda. At Rs 3. 46 lakh crore (Rs 3. 46 trillion), Tata Group revenue is 40 times the 1991 level, while net profit has gone up four times.
Tuesday, July 30, 2019
Leadership Concepts on Motivating People Essay
Leadership power depends on an individual’s perception of the things that motivate people to perform to the best of their best abilities. A leader like me is one who has innate self -motivation and who has honed an effective leadership style by knowing, applying and developing which skill will best achieve and energize others. Good leadership is critical to any successful organization or set-up. There are a lot of leadership tools, styles and motivation factors that I can employ to influence others. I have the ability to induce motivation because my leadership style can influence the level of motivation that my follower manifests. Motivation is determined by the various ambitions and style that I employ.            A leader like me utilizes various styles as well as techniques and levels of motivation to get things moving and arrive at a specific goal. Motivation is a symbol of what it takes to be a good leader. A decrease in proper motivation on the part of the leader means idleness on the part of the follower. In an organization or office set-up, employees are inclined to stagnate when motivation is lessen. It is a mistake for a lot of leaders who motivate their followers using the old-fashioned way of imposing fear. This is not recommended because it is likely that a follower under fear will only produce short-term results and may perform even less efficiently in the long run.            As a true and good leader, I instead introduce challenges for followers to deal with. Bringing a new challenge oftentimes induces excitement and creativity among subordinates. It always pays to challenge the followers with assignments that are quite out of their scope of work to allow them to prove their capabilities and even excel. This escalates motivation among the people. In the event a follower is faced with an obstacle and as a motivating leader, I give guidance in determining a solution but not to the extent of immediately offering the actual answer to a problem. It is a matter of teaching my followers to know for themselves what correct solution to take. This promotes their self-esteem and eventually gives them the motivation they need.            I also employ different tools and styles to motivate my followers. However, there is a need to understand first that a person’s motivation is a mixture of his or her feeling of desire and vigor aimed at meeting a specific goal. Getting someone motivated simply means making the follower accomplish willingly the task assigned to him or her. The factors for people to be motivated include their beliefs, values, interests, fear, and other laudable causes. I need to always keep an open mind or perspective about human nature because there is no such thing as simple formula for motivation. This is to prevent myself from being faced with a complicated arrangement of factors in directing or motivating a person to reach his or her maximum productive potential. I, therefore, needs to learn, apply, and develop these factors. However, there will be a variation in their respective reaction if similar motivation tools or styles are directed towards two people with different personalities. It is then important for me to know that people react to different needs. This ushers the correct action where I can determine the accurate decision to be taken in a particular situation. Leadership Book            The book â€Å"Leadership: Theory, Application, and Skill Development†(Third Edition) written by Robert N. Lussier and Christopher F. Achua (2006), assesses the correct and effective instruments and styles that great leaders use to determine the future’s leadership strategies. The book unites classic leadership theories and styles with flexible and adaptable insights that will help leaders and even would-be leaders to succeed in tomorrow’s workforce.            The book is the most applicable leadership material because the authors make the fundamental ideas immediately related to modern period by using a unique three-pronged concept that includes theory, application, and skill development. According to Lussier and Achua (2006), the book covers all of the traditional theories and wide array of leadership topics in a brief but interesting presentation that stresses on the key factors. Several clear applications were identified by the book, which encourage the readers to use their thinking skills. The authors also utilized many skill-building practical exercises to give urgent relevance to the concepts and to nurture leadership skills that are applicable to a leader’s professional and personal life.            Included in this book’s edition are the various opening case applications, suggested articles on Infotrac college edition, information from different companies involved in ethical dilemmas, a focus on ethics coverage, revised cutting-edge topics and expanded organizational leadership topics. The book features several step-by-step leadership functions which are integrated into the context of each chapter or in the skill-building exercises. It also has application exercises which require the reader to determine the illustrated idea by using brief samples. The end-of-chapter cases give insights on how companies have applied the leadership concepts to meet their challenges. The self-assessment exercises enable the reader to assess his or her own leadership skills. Lastly, the skill-building exercises help the reader develop leadership skills they can immediately use. Individuals as Leaders            In the first chapter of the book, Lussier and Achua (2006) presented the different factors and instances when an individual assumes being a leader. According to Lussier and Achua (2006), leaders and followers adopt various roles – there are times when the two switch functions and there are also situations where they exemplify flexibility and perform interrelating activities. In order for leaders to motivate their people, the authors presented the trait and behavioral leadership theories that are universal and generally seek only the best leadership style that can be applied in any situation. They differ in the sense that the trait theory dwells on the personal features of efficient leaders while the behavioral theory tries to state and explain the actual things that the leaders perform.            In understanding the important and critical role that a leader performs, the authors first identified the characteristics and what it takes to be a leader. Lussier and Achua (2006) cited the idea of legendary football coach Vince Lombardi when he said that leaders are not born but made. The authors further quoted Lombardi as saying that all of us can be or destined to be leaders and it is just a matter of developing the leadership skills already present within ourselves.            Lussier and Achua (2006) concluded this chapter by stating the interrelationships between the first two leadership theories with contingency theory. They further claimed that the contingency theory determined the most appropriate leadership style because it employs a combination of trait and behavioral leadership theories which cover the three essential features of leadership, namely the leader, his or her followers, and a given situation (Lussier & Achua, 2006). Leadership Traits and Ethics            On the second chapter of the book, Lussier and Achua (2006) stated that the styles used by great leaders are based on personality traits and an ethical approach is followed. The authors said that although personality traits of leaders are generally classified, each leader still has their respective trait which differentiates him or her from others. This specific trait facilitates how the followers are motivated by a good leader to perform at their best. According to Lussier and Achua (2006), the motivating power of a leader is measured on the traits, performances and ethical standards shown by his or her followers. The authors added that the followers’ attitudes, moral development and how they ethically approach a particular dilemma determine the kind of tool and style that leaders utilize. These same characteristics are effective both for the leaders and followers in order to influence each other. These features were manifested in specific cases of Microsoft magnate Bill Gates who is a great example of a true visionary leader. The ethical and social responsibility of the Timberland Company was also used by the authors as an example of creating a win-win situation. This is because the company was able to decide favorably on a certain dilemma and the decision was confidently relayed to their stakeholders which made it ethical (Lussier & Achua, 2006, pp. 63-64). Leadership Behavior and Motivation            On this last part of the book, Lussier and Achua (2006) summarized what the whole book is all about. This is where the authors presented the importance of the behavior, skills and style of leaders in connection with their vital purpose of motivating their people and eventually achieving the common goal of the group. Stated on this chapter were the similarities and difference of the various contents and processes of motivation theories. The authors said that content motivation theories centers on determining and apprehending the needs of the followers. Process motivation, on the other hand, escalates in order to understand how followers prefer behavior to meet what they want. Unlike the two, reinforcement theory is not as concerned about employee needs. This is because it centers on having the followers perform what leaders want them to do through the results given by leaders for their behavior. This is where the use of reward as a means of motivating followers will prove to be of importance. This is not to say that a follower needs to be promised something just to do what has been told. The use of reward system is not to corrupt one’s personality and attitude towards work but rather to serve as a compliment and appreciation for a job well done.            According to Lussier and Achua (2006), leadership pointed out the significant role of causing the followers to achieve their best personal results as well as to meet the objectives of the organization. The authors emphasized the need for an increased degree of job performance. This is achievable when leaders build a healthy, productive, and motivational working environment that motivates the people to do their best and get their ultimate objectives. The authors added that influencing the people result to a typical but much needed professional competition within the group. This healthy rivalry yields mostly positive effects which will benefit the whole group and its outside customers. The power of the leader to motivate his or her followers through the use of various skills and styles is, therefore, vital for leadership to succeed (Lussier & Achua, 2006, p. 74). Best Leadership Motivation            The book identifies the terms influence and change as the keywords which leaders may use in order to adhere to the boundaries of leadership theories, application, and skill development. There could never be a specific leadership tool or style because it oftentimes depends on the circumstances and the people forming the group. However, for the purpose of having an adaptable leadership concept that can be employed, the book by Lussier and Achua (2006) apparently stated that great and effective leaders exemplify the power to influence his or her followers and create change within the group.            According to Lussier and Achua (2006), influence is the essence of leadership as it manifests all the leadership tools and styles and other concepts that great and effective leaders employ. The authors also stated that influencing is the change procedure wherein a leader expresses thoughts, gaining understanding and acceptance of these ideas and causing his or her people to support and place into action the ideas. They also explain that effective leaders have the strong power influence the followers who themselves also become effective in influencing others. This process of change called â€Å"influencing†also revolves around the relationship between leaders and followers. There can also be circumstances where the leaders and followers often change roles through the said process of influencing. Moreover, since effective leaders know when to lead and when to follow, influencing and laying down specific goals determine the possibility of change. Lussier and Achua (2006), therefore, stressed that continued change is essential in organizations in order to adapt to the rapidly changing global environment and meet the demands of the role of being a leader (Lussier & Achua, 2006, p. 8). Conclusion            Leadership has something to do with whom the people are following and for what purpose. As a leader, I influence my followers’ behaviors thus I should know how to motivate these people and cause an intention of effectively bringing out the best in them. Leadership has its theories, application and ways of development while I have powers that make others want to follow my direction. However, it is the process of influencing the behavior of other people toward achieving a predetermined goal that determines effectiveness on the part of the leaders.            The success of my group rests on my kind of leadership and whether I possess the needed leadership qualities. Without my leadership, my group is less effective in its joint effect on their mission. In effect, without my supportive members, I will be frustrated. Compatibility between me and my followers is significant. Some leaders are more effective with particular types of follower while other followers function better with a specific style of leadership. The focus has usually been given on leaders to bring about change, but this responsibility is actually shared. This is because it is not difficult to frustrate the efforts of leadership if persons are unwilling to be led in a particular direction.            Leadership also calls for relationships especially if I am compatible with my followers. If we are sort of meant for each other, substantial success is present. I have the power through motivation and it is stimulated through leadership styles. Whether the organizations or leader prefers the achievement oriented leadership style or the others, they can still obtain best results if a little form of collaboration, caring, being receptive to constructive feedback, and adopting understanding skills, are added. I can also motivate based on personality traits, by setting a good example. If I and my organization can be able to motivate our followers, the common goal of productivity and best performance can be met.            In knowing the best leadership tool or style, I must be able to adapt my authority to various situations as well as to the different personalities of people I guide. This in effect implies that I should not be limited to only one style given a particular instance and type of people. The various techniques, as presented in the book by Lussier and Achua (2006), can be used to influence people and achieve the same purpose of the group. Aside from the various leadership tools, styles, theories, applications and ways of development, it is foremost, my ability and power to influence my followers and to cause changes in the group, that will stand. Reference Lussier, R. N. & Achua, C. F. (2006). Leadership: Theory, Application, and Skill Development. OH: South-Western Publishing Co.
Monday, July 29, 2019
Banned and Censored Music
The discussion of whether or not the censorship of music is constitutionally sound has come about. This problem has been around since the beginning of music in one way or another. The fact of the matter is that there is technically no such thing as the censorship of music in the United States(Banned Music 1). Although that is supposedly the case, that statement can be very misleading. It is stated in the First Amendment of the United States Constitution that every American is granted the Freedom Of Speech. This includes all musicians. Contrary to this statement, there has been a numerous amount of cases in which a song or music group has been banned of either their right to perform their act on stage, or the sale of their album has been condemned as illegal. The troubling fact about music censorship is that music is considered to be an art form, and there are certain laws set up to protect art from being censored. People should have the right to ch oose what type of music they want to listen to in this country. Plagiarism Detection >Censorship is the control of what people may say or hear, write or read, or see or do. Censorship can affect books, newspapers, magazines, motion pictures, radio and television programs, and speeches. (World Book 345) Most of the early problems with the censorship of music came about in the early 1950s. This was the first real era of rock and roll in America. In 1954 a Michigan Congresswoman tried to pass a bill that stated that the mailing of any explicit or pornographic album could lead to some hefty jail time, up to five years if convicted. When looking back, the 50s had some of the most laughable incidences when songs were banned. There was a Billie Holiday song by the name of Love For Sale, none of the radio stations were allowed to play it because of its strong sexual content and its depiction of prostitution. In even a funnier case there was a song by the name of Tran sfusion banned because it was felt that a blood transfusion was not a laughing matter. Perhaps the most farcical form of censorship in the 50s came about in 1957 when Elvis Presley was scheduled to perform on the Ed Sullivan show. Cameramen were instructed not to film any of Elviss lower body because his dancing was considered inappropriate for the viewing audience(Elvis To Ice-T 3). What is so offensive about that to have it censored from the public. Times have changed though, today we just sit back and laugh at that type of censorship.The 1960s brought about a new wave of censorship. During the 1960s, popular music diversified, and so did the censors. Although the censorship supposedly diversified, the uncalled-for censorship of certain music continued. In 1964 the state of Indiana banned the song Louie Louie because they felt that it had some sexual content in it. But if you listen to the words it is obvious that sexual content is no where to be found. In 196 7, the Rolling Stones were forced to change the lyrics of a song in order to perform it on national television because, of course, it had sexual content. The song was called Lets Spend The Night Together and they were forced to say Lets Spend Some Time Together. Later that decade John Lennon and Yoko Onos album Two Virgins featured a naked picture of the two. These albums were confiscated before they even had a chance to hit the record stores. There was one Chicago retailer shut down by the vice squad for carrying this album(The 1960s 1). A piece of art is destroyed if altered. What would Michael Angelos famous sculpture The Thinker be like if somebody carved clothes on to him. it wouldnt be what he attended and therefore the art piece would loose most of its significance.People often times do not get offended as easily as they use to. In the early 1990s an album released by Nirvana featured a naked baby on the cover. There was very little controversy over t he cover and there was no ban of the record sale. Unlike the 1950s, the 60s proved to have a few more controversial topics. That goes to show how people change their views about morality as time passes.The 1970s proved to have just as many controversial cases about censorship, as the fifties and sixties. In April of 1971 Officials in Illinois released a list of popular music that contained drug references. The list included the popular childrens song Puff The Magic Dragon and the Beatles Yellow Submarine, (The 1970s 1) This is so absurd. These officials must really have had a lot of time on their hands to sit around and turn around the words to these wonderful children songs. If somebody wanted they could depict violating thoughts or images out of many different forms of art.The censorship of music only increased as the years passed by. In 1981 Olivia Newton Johns song Physical was banned because it was believed to have strong sexual content and this was considered to b e more than inappropriate for the Mormon religion. 1985 brought about one of the most prominent groups to support censorship in music. This group was the Parents Music Resource Group. This group was headed by Tipper Gore. This group was later named the Parents Music Resource Center.  The PMRCs primary focus was getting record companies to monitor and rate their artists releases with a system similar to the MPAA system for movies. This group brought about some problems about two types of music, rap and heavy metal. The PMRC hit them so hard that it became very hard to find a rap or heavy metal record in stores. In order to get around this many record labels released two versions of the same album, one was the original album and the second one was an edited version. The PMRC created a type of stickering system. Under the sticker system if an album was believed to be inappropriate, a sticker would be placed on the album cover. This sticker wou ld indicate that the album should not be purchased by anyone under the age of eighteen due to explicit lyrics or violent behavior. This was a big step backwards for those who were against the censorship of music. This stickering system did not include the censorship of pornography. In 1987 a singer by the name of Jello Biafra was arrested for the distribution of pornography. He had a picture of a naked lady on the cover and was found to be inappropriate for the public. These albums were later seized and his band eventually broke up.(The 1980s 1) Pornography and prostitution are often times found to be legal in America, but a persons constitutional right of speaking freely can be outlawed by the same government, that really doesnt make since!The 90s by is the most controversial decade as far as censorship goes. With all of the Knew and diversified types of music there is sure to be differences in taste. The widely known incident about the subject of banned music took place between the police in Dade County Florida and the rap group 2 Live Crew. 2 Live Crew released a very risquà © album by the name of Me So Horny The record sale and distribution of this album were deemed illegal in Florida and Alabama just to name a couple of states. 2 Live Crew were also arrested in Florida at a concert. The police claimed that the performance was too obscene for the general public. This led to 2 Live Crews next album to be titled Banned In The USA. Later on that year rapper Ice Ts album Freedom of Speech was banned. Its lyrics were also considered to be too obscene. (Music Censorship: Elvis to Ice-T 5) It seems that rap music is taking the fall for music censorship. Public Enemy, another rap group, has recently been under some heat for a video and an album they just recently released. The name of the album By the Time I Get to Arizona features a video in which it depicts the governor of Arizona as a Da vid Duke type of character. Public Enemy claims that it is just trying to get its point across that it is wrong that the state of Arizona does not celebrate Martin Luther King Jr. Day(Loder, Censorship, A Town Meeting). Evan Mecham, the former governor of Arizona had this to say about the matter, I could not understand how anyone could have the gall to market something like that and call it entertainment,(Gregory Lewis 1). It should be added that Mecham was impeached for abolishing Martin Luther King Day as a national holiday. So I guess that you could say that Public Enemy was trying to get a point across and they succeeded.In the mid 1990s many large chain stores took a major role in the sales of these so called obscene albums. Such stores as Wal Mart and K Mart decided not to sale any records that proved to be obscene. This meant that if a record label wanted to sell a lot of copies of an album, they would have to start making sure they were acceptable for the general public. Since the Wal- Marts and K -Marts were so big it would be really hard to sale a large quantity of the albums at record stores.   As you can see, censorship is a big part of the music industry these days. Obviously censorship has been around for a while, but is it all that it is cracked up to be?There are many groups or coalitions who believe the answer to this question is no. There is a group by the name of the Free Music Coalition, based out of Philadelphia, Pennsylvania, that is always fighting for the right of musicians. They feel that the censorship of music is wrong and it is bad for the music community. The Free Music Coalition has three basic goals: 1. To educate the public about the seriousness of the threats we are facing. Church groups, politicians, and the police have formed a network to censor music. Fans need to understand this to effectively fight back. 2. To organize a counter attack. To be successful everyone must band together, only then will activities such as letter writing campaigns, petitions, boycotts and demonstrations produce results. 3. Make censorship illegal. The First Amendment is supposed to protect our freedom of expression, but lawmakers and police are able to twist the laws to stop ideas that they find dangerous or offensive. What we need is a law that prohibits the censoring and labeling of records, books, arts, or films. Only then can artists create without a cloud of fear hanging over them. Only then can we enjoy the music we want to hear ( Fighting Censorship 1). Plagiarism Detection >The Free Music Coalition is against the censorship of music because censorship is unfair to musicians. In a recent case in Michigan it wasnt a bands lyrics that got banned, it was one of their T-shirts. A young boy went to school with the inscription Korn on his plain black shirt. He was asked to change the shirt, and if he didnt, he would be sus pended (Music Censorship: Elvis to Ice -T 12). This incident can be more rightly justified; the Offense Principle states that a person can be stopped from doing want he or she wants do if it is going to offend others(Ethics: Theory and Contemporary Issues 203). Everybody has a choice about what kind of music they want to listen to. My friend is big into rap music, and I am offended by the language used in it. It is his choice to buy and to listen to it, and it is mine not to. Him buying it doesnt affect me, so there for it should be his right. If nobody is affected by a persons actions then it should be allowed.The First Amendment in the U.S. Constitution states pacifically that each person has the right to freedom of speech.  Congress shall make no law representing an establishment of religion, or prohibiting the free  exercise there of; or abridging the freedom of speech, or of the press; or of the right of the people living peaceably to assemble, an d petition the government for a redress of grievances.  If a person is not allowed to express themselves and their feelings vividly, then they are not being given the right that is rightfully theirs.  Artists have never had their drawings censored because they are inappropriate, and boxers dont get censored because their sport is too violent, so why should musicians? Sure, some of the music out there is not appropriate for little kids to hear, but it is not the musicians responsibility to make sure youngsters do not hear it. So, for those people who believe the censorship of music is correct, maybe they should take their own advice and start censoring what they and their kids buy, and quit worrying about what others are buying. America is based on individual rights and individual differences. Censoring the music in this country would go against everything America is all about. People should be able to choose want they want or dont want.
Sunday, July 28, 2019
MGMT499 U3 DB Research Paper Example | Topics and Well Written Essays - 250 words - 1
MGMT499 U3 DB - Research Paper Example On interpersonal skills, the supervisor score 15 marks out of the total 15 since he was excellent in all of the five areas used to judge the interpersonal skills. The supervisor was flexible since it was possible for him to work with people from different culture. In addition, the supervisor could also work in different environmental conditions. The supervisor was also encouraging and also showed much empathy to those under him and his fellow employees. When faced with problems or when others were in need of help from the supervisor, he always dealt with the situation in a creative way. Apart from the named skills, James Anderson, the supervisor under review also emerged as excellent in all the leadership skills used in the scale. This is because the supervisor was honest, confident and always cooperated with other employees in order to have a task completed. The supervisor also showed excellent communication skills, was confident and committed in his supervisory
New Abortion Regulations in Virginia Essay Example | Topics and Well Written Essays - 500 words
New Abortion Regulations in Virginia - Essay Example Still, it has been common practice for Planned Parenthood to rally support among those who believe in pro-choice, to oppose measures that would require inspection of the organizations’ clinics or mandate health standard adherence. The argument has consistently been that following such â€Å"unnecessary†regulations would make abortions more costly for patients; or perhaps even unavailable since many of the clinics would be unable to adhere to such standards (â€Å"MyLot†). Even though abortions are controversial and many feel that they should be illegal altogether, abortion clinics should be regulated because abortions should be treated like any other surgical procedure and the new law will protect women from an unhealthy and unclean environment. Abortion clinics should be regulated, just like any other medical facility. Prior to the new legislation in Virginia, clinics were allowed to soar under the radar, so to speak. They were not subject to rigorous inspection. However, according to the Clinic Quotes Website, there have been a number of cases where a government official entered an abortion clinic, undercover, based on a tip received from an employee or patient, and have found clinics abusing their freedom.
Saturday, July 27, 2019
Survey Data analysis Coursework Example | Topics and Well Written Essays - 500 words
Survey Data analysis - Coursework Example A large majority (94%) of the students work and of these, 83% were sponsored by their organizations to study at the college. The level in an organization at which most of these worked at can be defined in the following graph. Of these working students, 9% have worked 0 years in HR, 17% have worked 1-1.5 years, 18% worked 2-2.5 years, 13% worked 3-3.5 years, 6% worked 4-4.5 years while 35% have worked 5 years and more. This shows an equal distribution in the work experience of the students. 8% of the people work in organizations that employ 50 employees or less, 17% in organizations with employees between 50 and 200 while a large majority of 66% works in organizations that employs more than 500 employees. This shows greater orientation of larger organization employees to join HR courses at ARU. Furthermore, 49% of the working students are employed in organizations with HR departments that have 10 or less employees. 34% of the working students are in organizations with HR employees between 11 and 50 and 14% are in organizations with more than 50 HR employees. 3 respondents did not answer the question. 57% of the working students work for the private sector, 35% in the public sector, 7% for non-profits and 1% for university. 35% of the working students study less than 5 hours per week while 57% study 5 hours or more. The students were also questioned about when they study. Majority of the students studied on weekends and the second most popular time was study in the evenings. The following figure displays the common responses and their frequency. Students were also questioned about what library timings they preferred. 22% wanted the timing on the weekends to be extended, 37% wanted the 24 hour model while 31% were satisfied with the original timings. This shows that the majority wanted more flexibility with regard to their study timings in the library. Students
Friday, July 26, 2019
Decision Making in Paramedic - Reasoning Pathway of Each of the Crew M Assignment
Decision Making in Paramedic - Reasoning Pathway of Each of the Crew Members - Assignment Example Joshua in making his decision concerning the diagnosis of Samuel settles on the diagnosis to be a severe asthma attack with possible musculoskeletal involvement. Intuitively, this decision could be influenced by his learning and work exposure. As a volunteer firefighter, Joshua might have probably been influenced by the cases he had witnessed in other paramedical emergencies that befitted the same diagnosis. Tanya in her decision of settling on the diagnosis of Samuel to be an asthma attack could be influenced by the pattern reasoning based on policy guidelines that she has been part of its development. This could equally be influenced by the fact that Tanya had not been exposed to a significant number of situations where asthma exists with other comorbid conditions (Frederick 2005, pp.25–42). Hypothetico-deductive reasoning can be used in the situation of Samuel as a means of elimination of other potential diagnoses. Hypothetico-deductive reasoning model employs the scientific model in the elimination of the unfavourable or undesirable decisions. The model involves the setting of hypothesis then testing the feasibility of the hypothesis to arrive at a decision (Sprenger 2011, pp.497). Application of hypothetico-deductive reasoning would first entail the use of experience in making the diagnosis. The decision maker would consider the problem and attempts to make sense out of the situation. The person then gathers data and look for the previous explanation that may be related to the problem. The second step is the formation of hypothesis; prediction of the feasibility of the hypothesis is then determined to ascertain its accuracy. The process then resolves with testing of the hypothesis. Testing of the hypothesis is done by looking for evidence and through observation that will help in eliminating other potential diagnosis and helps the decision maker to arrive at the best possible diagnosis. Application of Hypothetico-deductive reasoning in the case of Samuel would help the paramedics to eliminate the potential diagnosis of angina and asthma as they would be distinctively be eliminated through hypothesis testing process (Guerrero et al. 2005, pp.1343). Â
Thursday, July 25, 2019
International Marketing and communications Essay
International Marketing and communications - Essay Example The report is conclusive although the company should conduct future research in the market for it to be successful in the market. The company should follow the proposal in its operation to succeed in the new market. In the recent times companies have been undertaking measures to diversify their products and services in order to compete in the world market. The report gives an analysis of the entry mode, marketing strategies and other factors affecting the introduction of Verizon wireless mobile phones in the Iranian market. The report studies the effect of culture on a product, pricing and positioning. Research is done on the factors that affect the sale of the product in the country including the origin of the country which affects its marketing. The Iranian telecommunication sector has been experiencing massive growth in the past few years. Verizon wireless is a joint venture company in the telecommunications field which is based in the United States in New Jersey. The company is the second largest in this line in the United States and it reported an immense amount of revenue in the previous year as explained by Information Gatekeepers, Inc (2009).The company is well established and this can be seen through its expansion and mergers with other companies for example in 2009 it bought Alltel wireless according to Polishuk (2010). This is a clear indication that the company has enough resources to venture into the Iran telecommunications market and compete with local based companies by employing proper strategies. The company is one of the major carriers in the United States to use the CDMA technology. The company offers 3G data and voice services and it invests annually to expand and maintain its network as explained by Information Gate keepers Inc. (2009). The communication system in Iran has developed over the years an d the current plan is to modernize and expand the network with the aim of improving efficiency, increasing the urban
Wednesday, July 24, 2019
Genetically modified food Essay Example | Topics and Well Written Essays - 2000 words
Genetically modified food - Essay Example However, in the contemporary world, scientists have adopted complex measures by integrating the laboratory with breeding, and narrowing down to the building blocks of such attributes; the genes. As such, various methods of genetic modification, alteration, and improvement have developed organisms that are an improvement of the already existing organisms. The improvement is in terms of the rate of growth, resistance to more harsh conditions, and productivity. This has been integrated with food production, with the widespread of genetically modified foods. As much as such developments promote the wellbeing of individuals through reduction of food insecurity and increasing the nutrient density and shelf life of food, many fail to understand the ramifications that such technology holds. Different individuals hold different opinions regarding the genetically modified foods, with some arguing for it, while others against it. However, genetically modified food should be forbidden because it can break the ecological balance. Genetic modifications, also known as â€Å"genetic engineering†involves a deeper meaning than the phrase sounds. With reference to the word engineering, Rifkin suggests that it involves the application of the principles of engineering in life’s genetic blueprints. Rifkin goes further to explain such engineering principles in his article, â€Å"The Bio Tech Century†, as predictable outcomes, efficiency, quality control, quantifiable measurement standards, and utility (Rifkin 2). As such, genetically modified foods are edible plants and animals whose DNA has been altered in terms of the genetic framework to favor a certain sequence, through genetic engineering. Such alterations could be geared towards producing foods that are resistant to pests, grow rapidly, or have an improved nutrient profile. On the other hand, ecology involves the scientific
Tuesday, July 23, 2019
Reality and Knowledge in Plato's Myth of the Cave Essay
Reality and Knowledge in Plato's Myth of the Cave - Essay Example Therefore, analyzing philosophic ideas of the rationalists and empiricists, dualists and monists, idealists, materialists and pragmatists begins with perception or rejection of Plato’s ideas of reality and knowledge. The expression that philosophy is a footnote to Plato does not necessarily mean that the philosophers continue Platonic traditions or agree with Plato’s ideas. However, in my opinion, it is Plato who we think of first when we start dealing with philosophic issues. The tendency to incline to the ideas regarding the nature of knowledge and reality can be found in thinking of many European philosophers. Furthermore, it would be wrong to associate every philosopher with Plato, as there are many great thinkers whose ideas were not based on Plato’s teaching or are contrary with them. Of course, Plato is one of the greatest philosophers standing in line with Aristotle, Socrates, Hume, Locke, and Kant. Nevertheless, power of Plato’s thought like nobod y else’s is so great that his ideas can be traced in others thinkers’ philosophy, especially when to speak about European philosophy. Intellectual tradition started by Plato has never ceased to prosper. Europeans are the first and the most frequently said to be referring to Plato’s philosophy, because his thinking seems to be the closest to this particular group of people. The meaning of the statement that philosophy is a footnote to Plato is nothing else, but a metaphor which means that power of his thinking can be neither denied nor rejected, because it has been interwoven into the philosophical tradition of many other great philosophers. Therefore, today it is difficult to discern the ideas regarding, for example, knowledge and reality and classify them into Platonic and non-Platonic. It is difficult to say exactly which philosopher was influenced by Plato and which was not. My understanding of knowledge and reality is that reality is limited to the point wha t we can comprehend and see on basis of our senses usage. To put it simply, if we see a beggar on the street, we conclude him to be a poor and miserable man because of his real physical appearance. However, this person can be a great thinker the same as the worst conman, but we do not know as our knowledge is limited by what we can only see on the surface. The knowledge about this man as well as about different things in the world is hidden. We can discover the knowledge only when we strive for such discovery and keep searching even at times it seems pointless. I agree with Plato that people must try to rise above their limited knowledge to learn more and to attain the highest form of knowledge. At the same time, I think that one type of knowledge can be perceived and explained differently as we have ability to compare things. Our experiences and knowledge of something is relative: for example, if we’ve tried a very delicious cake, we tend to think it’s best in the wor ld. But when we continue tasting more and more delicious cakes, we understand that the first one was not the best one. The same can be claimed about anything which exists in reality. Besides, I’d like to conclude that real knowledge and true wisdom comes with life-long learning. To start, the allegory of the cave also referred to as Plato’s Myth of the Cave is the allegory used by the Greek Philosopher Plato in his work The Republic. Plato basically uses this allegory to illustrate the nature and wanting of education. He describes the interacting phenomena of
The Cable News Network Essay Example for Free
The Cable News Network Essay The Cable News Network (CNN) is considered as one of the most respectable institutions in the field of news reporting. The CNN is a television network owned by the Time Warner as the news division of the Turner Broadcasting System. It is a television network that renders a 24-hour news coverage which includes the events that are taking place in other countries. According to Nielsen, a statistical organization measuring TV ratings, CNN ranked number two in America, trailing behind Fox News in terms of total audience (Project for Excellence in Journalism, 2007). Due to its respectable position in its chosen field, its reportage should be characterized by honesty and accuracy. To stress further the importance of news reportage, it is better to present it with statistics and statements. For instance, a news report that pertains to business utilizes mostly statistics, while some news reports that are politics-related quote the various officials pertinent to the news story. One of the recent news today which is widely debated and deliberated is the $700 billion bail-out fund intended to help out the troubled institutions due to the financial crisis that the nation is experiencing. Poppy Harlow, one of the CNN’s newscasters, made a report about the bail-out proposal. The main objective of Harlow’s reporting is to explain the meaning and the intention of the rescue bill and why the government is wiling to release such funds for it (â€Å"Heres the plan,†2008). The 110-page bail-out proposal has been finally approved by the Congress. The minor legislative wing released the bill last Sunday evening. It is expected that the bill will take fast-track motions up to the Senate by Wednesday. The bill is based on the proposal of the Treasury Secretary, Henry Paulson, who requested the government to acquire troubled businesses so the banks can start lending money and perform properly (Sahadi, 2008). The bill mainly features the Troubled Asset Relief Program (TARP). Through this program, the government will buy assets that are experiencing financial crisis. The fund released is equal to the fund Paulson requested, but the first $250 billion will be allocated to save the U. S. economy. The members of the prevailing political parties in the U. S. are concerned with the possibility that the taxpayers will pay for the bail-out proposal. Thus, they added several conditions to protect the taxpayers (Sahadi, 2008). Poppy Harlow reported the facts in a straight and concise manner. She did not exaggerate nor make the story light. She made the story sensible to every American and delivered it in such a way that every American would be concerned with the prevailing issue. Though the news report lacks direct quotation, she included the previous statements of Henry Paulson, the Treasury Secretary, about his proposal and his plans before it was approved as a bill. This supports the news story, feeding the public with information that they might miss. The statements are also utilized as an explanation or additional information for the news being reported. The news report also provides an example of what might happen if the plan will be carried out (â€Å"Heres the plan,†2008). Poppy Harlow reported with fairness. She rendered the news without much difficulty. In this way, people coming from various sectors will be able to understand the news. The words are not highly-technical, and if there are words that are relevant for the public to know, Harlow provided an explanation or a working definition of the concept (â€Å"Heres the plan,†2008). In news reporting, the statistical data, testimonials, and the examples play important roles in the news report, for they further expound the topic or the news reported for the better understanding of the audiences. References Heres the plan: Congressional leaders reach a tentative agreement on a $700 billion economic bailout plan. (2008, September 28). CNNMoney. com [Webcast Transcript]. Retrieved September 28, 2008 from http://money. cnn. com/video/#/video/news/2008/09/28/news. harlow. bailout. 092808. cnnmoney Project for Excellence in Journalism (2007). Economics. The State of the News Media 2007. Retrieved September 29, 2008 from http://www. stateofthenewsmedia. org/2007/narrative_cabletv_audience. asp? cat=3media=6. Sahadi, J. (2008, September 28). Rescue bill unveiled. CNNMoney. com. BigCharts. com. Retrieved September 29, 2008 from http://money. cnn. com/2008/09/28/news/economy/Sunday_talks_bailout/index. htm? cnn=yes.
Monday, July 22, 2019
Driving Stick Shift Essay Example for Free
Driving Stick Shift Essay Learning to drive a stick shift is one of the things I mastered in life because of the effort and practice I’ve invested. I can still remember the day I learned how to drive a manual transmission car. My cousin stopped by our house and I asked him to teach me how to drive. The only problem was his car was a stick shift. I honestly got intimidated by those horrendous three pedals and that hair-chilling gear shifter, but nothing stopped me from wanting to learn because I knew it would be worth it and I thought I would make me look cooler. So he grabbed the keys and drove to a parking lot that had a wide empty road. He stopped, turned off the car, got out and said â€Å"Okay, your turn. †So I began the initiation into the high art of driving a stick shift. He gave me all the instructions, he told me to press down on the clutch so I can start the car. I kept my left foot on the clutch and put the car in first gear. I slowly released the clutch as I was slowly pressing on the gas pedal. Then, boom! I stalled and the car shut off. My cousin started laughing. I tried to get the car started again and I still stalled on my fifth attempt. He continued laughing while giving me advices. Finally, on my sixth attempt I got the car going. When he saw that I could stop and get the car moving normally and shift gears without grinding the clutch, he gave me the green light to drive to the main streets and freeways. It took me a lot of practices and effort before I got the gist of it. It was all worth it, I actually enjoyed it and promised that my next car would be a stick shift. At first I thought having a stick shift car would only make me look cooler, but when I had my own car I actually learned that it’s less expensive then automatic cars, gets better gas mileage and most of all it’s simply more fun!
Sunday, July 21, 2019
Role of Human Resource Managers in Diversity Management
Role of Human Resource Managers in Diversity Management CHAPTER 1: INTRODUCTION This chapter presents the background of the research on â€Å"How can international human resources managers effectively manage diversity in multinational company?†- Case study Tesco. The company overview of Tesco in UK, background of the research, organisation background, rationale statement, research questions, and purpose of the research conducted the aim and objectives of the research identified by researcher. The structure of the dissertation is described at the end of the chapter. 1.1 Background of the Research 1.1.1 Managing Diversity Managing diversity means maximizing diversitys potential benefits such as greater cultural awareness and broader language skills, while minimizing the potential barriers such as prejudices and bias that can undermine the companys performance. Dessler (2008, p.61) referred to diversity as potentially a double-edged sword. Generally diversity refers to the variety or multiplicity of demographic features that characterize a companys workforce, in terms of race, sex, culture, national origin, age and religion. Many organisations have implemented various types of initiatives within the last few decades in an effort to deal with diversity. A possible missing link between how the human resource managers deal with diversity and its impact on the organisation is a diversity strategy that is executed using a planned approach to systemically manage diversity (Leopold Harris 2009). The increasing diversity and changing demographics of the UK workforce, the expansion of anti-discrimination legislation, legal rights for individuals with caring responsibilities and government policy commitment to the work-life balance have created new challenges for employers across employment sectors. This research explores some of the issues that arise for employers, managers and employees in the development and application of multinational organisational human resourcing policies which are intended to promote equality of treatment and recognize diversity in the workforce. The 2004 WERS survey (Kersley et al., 2006) found that 73 percent of workplaces had a final written equal opportunities policy or a policy on managing diversity compared to 64 percent in 1998. This figure increased to 98 percent in the public sector (97 percent in 1998) with the incidence of formal policy being higher in large workplaces which means that most employees work in establishments with a formal poli cy. This was evident in the 2007 CIPD annual recruitment and retention survey which revealed that only half of the 905 participating organisations had a formal diversity strategy although again the public sector is more proactive with 83 percent reporting a strategic approach to diversity (CIPD, 2007 a). Todays business and service organisations are meeting the challenge which demands systematic efforts, as many of them have come to realize. Whether the multi-cultural character of the organisation arises from its international workforce and its local operations in various countries, from the mixed backgrounds of a workforce in a single location, the organisation must address this diversity if it is to be successful. Groups of people see the world through their own set of assumptions, values, beliefs, customs, traditions and attitudes that are shared by an organisations members. Learn about their culture and how it shaped them, and aim to understand how other culture work that can be an effective global manager. 1.2 Organisation Background In this research, selected company will be Tesco Metro (Whitton, Branch) London outlet where different cultural people working. Tesco is one of the UKs major retail supermarkets. Tesco is an international retailer where there are working different countries and cross-cultural people. This research is a collection of how the Tesco Company has used diversity to support their business goals and valuable learning and what makes good diversity practice. Tesco is the fastest and largest growing retail chain in UK as well as international arena. Tesco started its journey in 1919 in the East End of London. As a result, Tesco came as a national store across the country in 1970. To beat others and to reach top Tesco brings more innovative idea and implemented those from 1992 to 2004 like slogan â€Å"every little help†, Tesco value, Club card, 24 hours service, Online service and so on (A history of Tesco: The rise of Britains biggest supermarket). Tesco is operating in the UK set its position as a market leader with over  £2 billion of profit with total 3728 stores around the world, where in the UK 2,306 stores and employing over 286,394 staff. It provides online services through its subsidiary, Tesco.com. The UK is the companys largest market where it operates under four banners of Extra, Superstore, Metro and Express. The company sells almost 40,000 food products, including clothing and other non-foods lines. The companys own-label products (50 percent of sales) are at three levels; value, normal and finest. As well as convenience produce many stores have gas stations, becoming one of Britains largest independent petrol retailers (Tesco Annual Report Review, 2009). According to market share Tescos positions in number one in UK and third position around the world. Tesco is the market leader with 30.40% (March, 09) of market share though its lost a bit of market share 0.5% in recent year due to credit crunch. Tesco market s hare is nearly two times higher than other retail shop like Asda (17.5%), Sainsbury (16.1%). (Retail Analysis) Tesco has a very friendly and supporting approach in the routine ways that staffs at Tesco behave towards each other, and towards those outside the company that can make up the ways people do things, where at great place to work. The control systems and measurements are constantly under the management review to monitor the efficiency of the staff and managers decisions. On-going meetings and communication at every level of the companys hierarchy represent a strong internal environment (Tescos Value and Strategy). Cultural web theory application (The cultural web theory is also an effective analysis for management in order to represent the underlying assumptions linked to political, symbolic and structural aspect of the company) is a useful tool in considering the cultural context for Tescos business (Tescos Value and Strategy). Culture generally tends to consist of layers of values, beliefs and taken for-granted actions and ways of doing business within and outside the company. Therefore, the concept of cultural web is the representation of these actions taken for granted for understanding how they connect and influence the strategy (Veliyath and Fitzgerald, 2000; Johnson and Scholes, 2003). It is also useful to understand and characterise both the companys culture and the subcultures in adaptation of future strategies. 1.3 Rationale statement Generally, a self assessment for international human resource managers is to evaluate and improve their global management skills. But it also creates a challenge for individual managers who must manage with working across geographic and cultural areas; understand how issues of managing diversity inform and influence human resource strategies and evaluate the respective responsibilities of international human resource managers for managing diversity policies and practices. The key concept of managing diversity accepts that different cultural workforce consists of a diverse population of people. The diversity management can recognize a wide range of individual differences and benefits to the employment relationship to individual needs which can lead to the organisational competitive advantage. This research explores the key principle of diversity in one of UKs leading super market named Tesco Metro (Whitton Branch) London. The researcher intends that how managers mange working with diversity people in workplace in Tesco, whereas equal opportunity focuses on different ethnic groups. 1.4 Research Questions As human resource manager in a multinational company needs to consider the following major issues: 1. How people manage a group of different culture people? 2. What is the communication within work? 3. How do the managers manage diversity and equal opportunity within the service? 4. How can the manager influence teams performance? 5. How can the manager help people learn and develop? 6. How can the manager help people to manage change? 7. How he is motivating people? 8. How can the manager handle equal opportunity? 9. What strategy managers should apply to get a good result from employees? How a human resource manager can handle all those areas and successfully the organisations mission with different countrys people. 1.5 Purpose of the Research 1.5.1 Research Aim The aim of the dissertation is to analyse the competitive advantage of the organization that are managing people as assets which are fundamental. And to examine diversity, equality and discrimination issues in a multinational company, in the particular way of human resource managers to manage work with different culture people. Tesco has been used as a case study in this dissertation. 1.5.2 Research Objectives 1) An international human resource managers needs to know the way of managing people in the organisation. An overview of what a manager needs to do in relations to managing people in a changing environment which will be include at diversity issues and international human resource management policies. 2) To observe a multicultural company from the perspectives of diverse social peoples. 3) For an organisation to succeed on a global scale, radical shifts in business procedures are required. To become a successful global manager is to develop a global outlook. 4) A global manager needs to know what point an organisation has reached in the globalization process, and where it wants to go. Understand the process and recognize the strategies that will give the organisation a global advantage. 5) Understanding people as individuals and recognizing their differences as well as drawing up some general principles for managing them like motivates them, job satisfaction, and job design. 6) Recruiting, and selecting the right people. This research will disclose some essential factors which help organisations to maintain their diversity effectively within the organisation and make a fair working environment of employees within the organisation. 1.6 Structure of the Dissertation The dissertation report has been structured into the following chapters. Chapter 1: This provides an introduction to the research, where justification of the research is presented and the purpose of the research is explained. Chapter 2: The second chapter is the literature review of this dissertation concerned about, the works of various authors who have discussed relevant existing theories and policy of diversity and the different interpretations of diversity management which is based on secondary data. Those relevant theories and policy will help to find out the appropriate analyse of the following research. Chapter 3: The third chapter will discuss the research methodology. Research method presents the research philosophy, approach and sampling, data collection procedures and shows the right direction to achieve an outcome. This chapter also explains the reasons behind the use of selected research method and the advantages by using the research approach. Chapter 4: This chapter contains the analysis and findings. This part of dissertation informed the research findings quantitatively with the help of constructed research model and research hypotheses. It also shows the data gathered in the company through interview and questionnaire of Tescos managers and employees, and analysis the data to provide a productive meaning of the research finding. Chapter 5: This chapter encloses the conclusion of the dissertation within the research questions and objectives, describe limitation of research and recommends opportunity for further research. CHAPTER 2: LITERATURE REVIEW 2.1 Introduction This chapter discusses the works of various authors and scholars who have highlighted theoretical exploration of the existing knowledge that is relevant to the diversity area. This chapter also focuses on similar and contrasting perspectives that researchers have used to approach this research areas. 2.2 What is Diversity Diversity means relating and working with people who hold different perspectives and views and bringing different qualities to the workplace. According to (Kandola Fullerton 1994, p.19) diversity consists of visible and non-visible differences which will include age, background, race, sex, disability, personality and lifestyle. The concept of diversity means respect and acceptance, means understanding each individual is unique and recognizing our individuals differences. It can be the aspects of race, age, gender, ethnicity, sex, disability, religious beliefs, and political views and so on. It is also exploration of these differences in a safe positive and development organizational environment. As the Wall Street Journal (2005) put about diversity, as companies do more and more business around the world, diversity is simple a matter of doing what is fair or good public relations which is a business imperative but diversity is supposed to enrich an organisations human capital, whereas equal opportunity focuses on various ethnic groups. Brewster (2002) defined that managing diversity tries to build specific skills and to create policies that derive the best from each employee and it is based on the assumption that diverse groups will create new ways of working together and have understanding in that group, profit and productivity will increase in the organisation. Where he found, diversity management is fast becoming a management approach that is being applied effectively within the organizations. 2.3 Benefits of Diversity Diversity needs to be seen as an integral part of the business plan, essential to successful products and increased sales. This is especially true in todays global marketplace, as organizations interact with different cultures and people. Kandola Fullerton (1998) identified the possible areas of diversity benefits, these are: a) Creativity increases when people with different ways of solving difficult problems work together towards a common solution and the more ideas can obtain from different people. b) Productivity increases when people are from all cultures pull together towards a single inspiring goal. Increased productivity is an obvious advantage of diversity in the workplace. c) Provide strong leadership they take strong stands on advocating the need for a diverse workforce and can handle effectively different cultural people. d) New attitudes are brought to the business by people from diverse cultures. In most other countries around the world time is for building relationships and an integral part of getting to know that are considering doing business with before starting a transaction. e) Provide diversity training and education are obviously needed in todays increasingly global market and diverse employees often have this ability. Every company needs specific knowledge or language skills where the international job seekers have the advantage. f) New processes when people are with different ideas come together and collaborate. In todays first moving world, employee must bring multiple skills to the working environment and adapt quickly to new situations. (Harris et al. 2003) International human resource manager can make organisations more successful and productive by managing diversity in the work place. Diversity brings real benefits to business environment where employing a diverse workforce enables it to use a wider range of skills and lead to creativity and innovation. 2.4 Human Resource (HR) Policies HR policies provide guidelines on how key aspects of people management should be handled. The aim is to ensure that any HR issues are dealt with the values of the organisation with certain principles. Armstrong (2009) defined the philosophies and values of the organisation on how people should be treated and all organisations have HR policies. HR policies can be expressed formally as overall statements of the values of the organisation or in specific areas. Kandola Fullerton (1994), these values are espoused by many organizations in one form or another. HR policy on managing diversity recognizes that there are differences among employees and properly managed where will enable work to be more effectively. 2.5 Managing Workforce Diversity Legislation and the high profile of equal opportunities in the UK has had both positive and negative effects on the way people view each other, (Barker, 2000). On the one hand, there is now widespread recognition that discrimination at work on the grounds of gender, race or ability alone is unjust, although the practice still continues. However, the grouping of minorities such as women or ethnic or disabled has produced responses. More recent thinking has moved towards ‘managing diversity-recognizing and valuing differences in people and their unique contributions to the workforce. Managing diversity involves creating an environment that allows all employees to contribute to organizational goals and experience personal growth. This requires the company to develop employees that they are comfortable working with others from a variety of ethnic, racial and religious backgrounds. Noe et al. (2003) found that managing diversity may require changing the company culture. It includes the companys standards and how employees are treated, competitiveness, innovation and risk taking. Where management of diversity has been linked to innovation, improved productivity, lower employee turnover and other costs related to human resources, (Cox, 1993, p.24). Price (1997, p.265) noted that the management of diversity goes beyond equal opportunity instead of allowing a greater range of people the opportunity to ‘fit in the concept of diversity embodies the belief that people should be valued for their differences and variety. Diversity perceived to enrich an organisations human capital. Whereas equal opportunity focuses on various disadvantaged groups, the management of diversity is about individuals and model of resourcing aimed at finding flexible employees. According to Harvard Business Review, managing diversity does not mean controlling or containing diversity, it means enabling every member of workforce to perform to their potential and getting from employees; everything right to expect and if it is well then thing they have to give, (Thomas, 2001). The future success of any organisations relies on the ability to manage a diverse of capacity that can bring innovative ideas, perspectives and views to their work. The challenge and problems faced of workplace diversity can be turned into a strategic organisational asset if an organisation is able to make the most of diverse talents. Especially for multinational companies, who have operations on a global scale and employ people of different countries, ethical and cultural backgrounds. Thus, a HR manager needs to be aware and may utilize a Think Global, Act Local approach in most circumstances, (Jackson, 2002). The goals of diversity training are eliminate values and managerial practices that restrain employees personal development and allow employees to contribute to organisational goals within the cultural background, (Jackson Associates, 1992). It is because of equal opportunity employment laws that companies have focused on ensuring equal access to jobs. With a population attempt towards high technology and knowledge-based economy; foreign ability are tempt to share their expertise in these areas. Thus human resource managers have to undergo cultural-based human resource management training to further their abilities to motivate a group of professional that are highly qualified but culturally diverse. 2.6 Achieving Equality and diversity Approach The diversity approaches argue that diverse workgroups generate wealthier ideas and solutions than homogenous groups where benefits of diversity management include a greater concern for socially responsible behavior in organisations and more flexibility in organizational policies, (Wentling Palma-Rivas, 1998, p.237). Ross Schneider (1992, p.49) discussed the fundamental perspective from equality to diversity that employers will find competitive advantage in encouraging diversity at work. Equal opportunities should become internally driven not externally imposed and focused on individuals where the responsibility of all. Fredman (2001) observes that traditionally equality laws have been informed by neutrality, individualism and promotion of autonomy principles. These principles aim to ensure that people are treated in the same way and appear to be the most consideration in the UK anti-discrimination framework which is an approach to workplace equality based on achieving fairness. Walsh (2007) in her analysis of the 2004 Workplace Employment Relations Survey findings points out that womens representation in senior management in UK workplaces had only marginally improved by 2 percent between 1998 and 2004. So diversity is a concept which recognises the benefits to be gained from differences and equal opportunity has traditionally been a concept, which sought to legislate against discrimination. These two concepts have the following characteristics:. Those characteristics suggest that how organisations can move from where most are at present to a situation in which diversity enters the majority. 2.7 How the Diversity Concept has developed Changes in the social and economic landscape led to legislation covering equal pay, sex and racial discrimination in the 1970s, followed by disability laws in the 1990s, (Daniels Macdonald, 2005). More recently discrimination of sexual orientation and religion has been added by the law. By 1990s, it was being recognised that they had limited success in achieving their goals. At around the same time, researchers were also finding that culturally diverse teams were more creative than homogenous teams and contributed more effectively to meeting organisational goals. Three separate commissions have promoted equality and particular aspects of the legislation: the Equal Opportunities Commission, the Commission for Racial Equality and the Disability Rights Commission. From October 2007, a new Equality and Human Rights Commission has been established to cover all equality issues as well as of human rights, from (CIPD, 2007). From the recent survey, unemployment is twice as high among people from ethnic minorities, although in UK relatively more Asian and Black African graduates than white graduates where only 12 percent of white men are in professional occupations. Statistical survey found that 41 percent of white women in employment work part-time but only 7 percent of white men and as opposed to 38 percent of Bangladeshi men, (http://www.cipd.co.uk/surveys). 2.8 Diversity Policy Changing workforce demographics and new organisational forms are increasing the diversity of work teams in general and decision-making teams in particular. The perspectives of diversity policy may lead to a variety of different consequences for decision-making teams in the organisation. 2.8.1 The Business Issues Equal opportunities are often seen as meaning treating everyone in exactly the same way. Kandola (2006) argued that the social justice and business issues for diversity are complementary because unless people are treated fairly at work they will therefore under-perform. But diversity takes equality forward and evidence indicates that organisations that are serious about diversity show better overall financial performance. Diversity policies also help organisations to create an environment in which people from all backgrounds can work together. 2.8.2 People Issues People are aspiring to work for employers with good employment practices and feel valued at work place. Dowling et al. (1999, p.262) states that to be competitive organisations need to derive the best contributions from everyone and need to create an inclusive workplace culture in which everyone feels valued. The HRM aspects are operating different countries as a way of illustrating the situation that may confront multinationals attempting to penetrate developing markets. 2.9 The Nature of Diversity in Decision-Making Teams Many organisations use the term diversity to refer only to demographic differences among employees, with gender, ethnicity and age being the dimensions of greatest concern. Changing workforce demographics and new organisational forms are increasing the diversity of work teams in general and decision-making teams in particular. Diversity may lead to a variety of different consequences for decision-making teams. 2.9.1 Gender Diversity Gender diversity in teams may indicate the extent to which team members form same gender relationships outside the team. Studies on social networks suggest that employees form relationships with each other based on their gender. In a study of male and female managers in an advertising firm, Ibarra (1995) found that men and women formed same gender networks that served both social and instrumental goals. 2.9.2 Ethnicity Diversity Social identity and organisational demography suggests that people are preferred to interact with members of their own identity group rather than with members of other groups. Where white males tend to perform in higher positions, (Chow Crawford, 2004) females and ethnic minorities tend to occupy more junior positions. Experiences of racism shared by women and members of different ethnic groups affect their attitudes and behaviours in the workplace. 2.9.3 Age Diversity People within age groups share common experiences, attitudes and values (Lawrence, 1988), a persons age can act as an indication that triggers social categorization processes and promotes communication among group members. Descriptions of workforce demographics usually emphasize the fact that the average age of the work force is increasing but the distribution of ages represented in the workforce is also changing. Following figure showing age distribution where non-white groups are younger: White groups have an older age structure where the mixed group had the youngest age structure 50 percent were under the aged of 16. The Bangladeshi, other Black and Pakistani groups also had young age structures of 38 percent were aged 16. This was almost double the proportion of the White British group, where 20 percent were under the age of 16. 2.10 Managing Diversity is Different from Affirmative Action Managing diversity focuses on maximizing the ability of all employees to contribute to organisational goals. Affirmative action focuses on specific groups because of historical discrimination, such as people of colour and women, (Kravitz Klineberg, 2000). Affirmative action emphasizes legal necessity and social responsibility where managing diversity emphasizes business necessity. So it is much more inclusive and acknowledges that diversity must work for everyone. Affirmative actions having the employer take actions in recruitment, hiring, promotions and compensation to eliminate the present effects of past discrimination. Affirmative action is still a significant workplace issue today. The incidence of major court-mandated affirmative action is down, but courts still use them. Furthermore, many employers must still engage in voluntary programs. For example, executive order 11246 (issued in 1965) requires federal contractors to take affirmative action to improve employment opportunities for groups such as women and racial minorities. EEO 11246 covers about 26 million workers about 22 percent of the US workforce, (Dessler 2008, p.63). 2.11 Organisational Context Managerial approaches to diversity will inevitably be informed by the specific organisational context. Attracting different types of people to an organisation will be determined by peoples perceptions of the industry in which the organisation operates. The image and reputation of the organisation as an employer will affect the types of people attracted to the organisation, (Markwick Fill, 1997). The maternity and children specialist retailer who came 18th in the 2008 Sunday Times 20 Best Big Companies to Work For list attribute their ranking to a number of factors to their employer brand. These include an emphasis on work-life balance, flexible working, better than average maternity pay and leave. These argue helps to attract and retain staff especially female employees, (Leopold Harris, 2009). If an organisation is able to employ a diverse workforce, the extent to which these individual differences are recognised in employment practices will be significantly affected by the size and structure of the organisation. 2.12 Diversity in Multinational Companies As more and more organisations become global and people of different cultures and ethnic backgrounds work together, the need for multicultural understanding becoming obvious to many organisation. Harris et al. (2003, p.25) referred that a multinational team would be much stronger in communication which is vital aspect in business. Most of the multinational company gives priority to work with diversity people as a result they are success in international market. Ansari Jackson (1995, p.12) described, multicultural teams led to more people from different culture and ethnic intermarrying. Globalisation and advances in communication and technology have reduced trade barriers and increased interaction among people. Companies and leaders who recognise the cultural diversity and find the right cultural mixture among the team can achieve comparative advantages. To understand how diversity is managed in multinational company, in that case need to understand the concept of corporate culture which describe the organisational diversity programs and how to minimize conflict between employees. 2.13 Why Culture Counts According to Mattock (1999) organisations have moved on from international to multinational to global. Multicultural teams have become very common in recent years. With cross border mobility becoming much easier the number of people moving from one country to another has grown significantly. As a manager need to successful interaction with others like sharing ideas, their needs and helping to improve performance, where need to consider cultural context. A diverse multi cultural work place enables a company to handle diverse projects. Erlenkamp (2007, p.7) found, in the last decades many scientist tried to define intercultural difference to enhance the communication between different cultures. ‘The most important studies were conducted by Geert Hofstede, Edward Hall and Fons Trompenaars, that shows the importance of multicultural workforce and HRM of many organisations do study these theories to implement it in their employee training. 2.14 Understanding Cross-Cultural Communication Language issues can develop into a source of conflict and inequality within culturally diverse organisations becomes more and more multicultural, (Ansari Jackson 1995). In the international business environment of today and tomorrow communication is a business necessity Role of Human Resource Managers in Diversity Management Role of Human Resource Managers in Diversity Management CHAPTER 1: INTRODUCTION This chapter presents the background of the research on â€Å"How can international human resources managers effectively manage diversity in multinational company?†- Case study Tesco. The company overview of Tesco in UK, background of the research, organisation background, rationale statement, research questions, and purpose of the research conducted the aim and objectives of the research identified by researcher. The structure of the dissertation is described at the end of the chapter. 1.1 Background of the Research 1.1.1 Managing Diversity Managing diversity means maximizing diversitys potential benefits such as greater cultural awareness and broader language skills, while minimizing the potential barriers such as prejudices and bias that can undermine the companys performance. Dessler (2008, p.61) referred to diversity as potentially a double-edged sword. Generally diversity refers to the variety or multiplicity of demographic features that characterize a companys workforce, in terms of race, sex, culture, national origin, age and religion. Many organisations have implemented various types of initiatives within the last few decades in an effort to deal with diversity. A possible missing link between how the human resource managers deal with diversity and its impact on the organisation is a diversity strategy that is executed using a planned approach to systemically manage diversity (Leopold Harris 2009). The increasing diversity and changing demographics of the UK workforce, the expansion of anti-discrimination legislation, legal rights for individuals with caring responsibilities and government policy commitment to the work-life balance have created new challenges for employers across employment sectors. This research explores some of the issues that arise for employers, managers and employees in the development and application of multinational organisational human resourcing policies which are intended to promote equality of treatment and recognize diversity in the workforce. The 2004 WERS survey (Kersley et al., 2006) found that 73 percent of workplaces had a final written equal opportunities policy or a policy on managing diversity compared to 64 percent in 1998. This figure increased to 98 percent in the public sector (97 percent in 1998) with the incidence of formal policy being higher in large workplaces which means that most employees work in establishments with a formal poli cy. This was evident in the 2007 CIPD annual recruitment and retention survey which revealed that only half of the 905 participating organisations had a formal diversity strategy although again the public sector is more proactive with 83 percent reporting a strategic approach to diversity (CIPD, 2007 a). Todays business and service organisations are meeting the challenge which demands systematic efforts, as many of them have come to realize. Whether the multi-cultural character of the organisation arises from its international workforce and its local operations in various countries, from the mixed backgrounds of a workforce in a single location, the organisation must address this diversity if it is to be successful. Groups of people see the world through their own set of assumptions, values, beliefs, customs, traditions and attitudes that are shared by an organisations members. Learn about their culture and how it shaped them, and aim to understand how other culture work that can be an effective global manager. 1.2 Organisation Background In this research, selected company will be Tesco Metro (Whitton, Branch) London outlet where different cultural people working. Tesco is one of the UKs major retail supermarkets. Tesco is an international retailer where there are working different countries and cross-cultural people. This research is a collection of how the Tesco Company has used diversity to support their business goals and valuable learning and what makes good diversity practice. Tesco is the fastest and largest growing retail chain in UK as well as international arena. Tesco started its journey in 1919 in the East End of London. As a result, Tesco came as a national store across the country in 1970. To beat others and to reach top Tesco brings more innovative idea and implemented those from 1992 to 2004 like slogan â€Å"every little help†, Tesco value, Club card, 24 hours service, Online service and so on (A history of Tesco: The rise of Britains biggest supermarket). Tesco is operating in the UK set its position as a market leader with over  £2 billion of profit with total 3728 stores around the world, where in the UK 2,306 stores and employing over 286,394 staff. It provides online services through its subsidiary, Tesco.com. The UK is the companys largest market where it operates under four banners of Extra, Superstore, Metro and Express. The company sells almost 40,000 food products, including clothing and other non-foods lines. The companys own-label products (50 percent of sales) are at three levels; value, normal and finest. As well as convenience produce many stores have gas stations, becoming one of Britains largest independent petrol retailers (Tesco Annual Report Review, 2009). According to market share Tescos positions in number one in UK and third position around the world. Tesco is the market leader with 30.40% (March, 09) of market share though its lost a bit of market share 0.5% in recent year due to credit crunch. Tesco market s hare is nearly two times higher than other retail shop like Asda (17.5%), Sainsbury (16.1%). (Retail Analysis) Tesco has a very friendly and supporting approach in the routine ways that staffs at Tesco behave towards each other, and towards those outside the company that can make up the ways people do things, where at great place to work. The control systems and measurements are constantly under the management review to monitor the efficiency of the staff and managers decisions. On-going meetings and communication at every level of the companys hierarchy represent a strong internal environment (Tescos Value and Strategy). Cultural web theory application (The cultural web theory is also an effective analysis for management in order to represent the underlying assumptions linked to political, symbolic and structural aspect of the company) is a useful tool in considering the cultural context for Tescos business (Tescos Value and Strategy). Culture generally tends to consist of layers of values, beliefs and taken for-granted actions and ways of doing business within and outside the company. Therefore, the concept of cultural web is the representation of these actions taken for granted for understanding how they connect and influence the strategy (Veliyath and Fitzgerald, 2000; Johnson and Scholes, 2003). It is also useful to understand and characterise both the companys culture and the subcultures in adaptation of future strategies. 1.3 Rationale statement Generally, a self assessment for international human resource managers is to evaluate and improve their global management skills. But it also creates a challenge for individual managers who must manage with working across geographic and cultural areas; understand how issues of managing diversity inform and influence human resource strategies and evaluate the respective responsibilities of international human resource managers for managing diversity policies and practices. The key concept of managing diversity accepts that different cultural workforce consists of a diverse population of people. The diversity management can recognize a wide range of individual differences and benefits to the employment relationship to individual needs which can lead to the organisational competitive advantage. This research explores the key principle of diversity in one of UKs leading super market named Tesco Metro (Whitton Branch) London. The researcher intends that how managers mange working with diversity people in workplace in Tesco, whereas equal opportunity focuses on different ethnic groups. 1.4 Research Questions As human resource manager in a multinational company needs to consider the following major issues: 1. How people manage a group of different culture people? 2. What is the communication within work? 3. How do the managers manage diversity and equal opportunity within the service? 4. How can the manager influence teams performance? 5. How can the manager help people learn and develop? 6. How can the manager help people to manage change? 7. How he is motivating people? 8. How can the manager handle equal opportunity? 9. What strategy managers should apply to get a good result from employees? How a human resource manager can handle all those areas and successfully the organisations mission with different countrys people. 1.5 Purpose of the Research 1.5.1 Research Aim The aim of the dissertation is to analyse the competitive advantage of the organization that are managing people as assets which are fundamental. And to examine diversity, equality and discrimination issues in a multinational company, in the particular way of human resource managers to manage work with different culture people. Tesco has been used as a case study in this dissertation. 1.5.2 Research Objectives 1) An international human resource managers needs to know the way of managing people in the organisation. An overview of what a manager needs to do in relations to managing people in a changing environment which will be include at diversity issues and international human resource management policies. 2) To observe a multicultural company from the perspectives of diverse social peoples. 3) For an organisation to succeed on a global scale, radical shifts in business procedures are required. To become a successful global manager is to develop a global outlook. 4) A global manager needs to know what point an organisation has reached in the globalization process, and where it wants to go. Understand the process and recognize the strategies that will give the organisation a global advantage. 5) Understanding people as individuals and recognizing their differences as well as drawing up some general principles for managing them like motivates them, job satisfaction, and job design. 6) Recruiting, and selecting the right people. This research will disclose some essential factors which help organisations to maintain their diversity effectively within the organisation and make a fair working environment of employees within the organisation. 1.6 Structure of the Dissertation The dissertation report has been structured into the following chapters. Chapter 1: This provides an introduction to the research, where justification of the research is presented and the purpose of the research is explained. Chapter 2: The second chapter is the literature review of this dissertation concerned about, the works of various authors who have discussed relevant existing theories and policy of diversity and the different interpretations of diversity management which is based on secondary data. Those relevant theories and policy will help to find out the appropriate analyse of the following research. Chapter 3: The third chapter will discuss the research methodology. Research method presents the research philosophy, approach and sampling, data collection procedures and shows the right direction to achieve an outcome. This chapter also explains the reasons behind the use of selected research method and the advantages by using the research approach. Chapter 4: This chapter contains the analysis and findings. This part of dissertation informed the research findings quantitatively with the help of constructed research model and research hypotheses. It also shows the data gathered in the company through interview and questionnaire of Tescos managers and employees, and analysis the data to provide a productive meaning of the research finding. Chapter 5: This chapter encloses the conclusion of the dissertation within the research questions and objectives, describe limitation of research and recommends opportunity for further research. CHAPTER 2: LITERATURE REVIEW 2.1 Introduction This chapter discusses the works of various authors and scholars who have highlighted theoretical exploration of the existing knowledge that is relevant to the diversity area. This chapter also focuses on similar and contrasting perspectives that researchers have used to approach this research areas. 2.2 What is Diversity Diversity means relating and working with people who hold different perspectives and views and bringing different qualities to the workplace. According to (Kandola Fullerton 1994, p.19) diversity consists of visible and non-visible differences which will include age, background, race, sex, disability, personality and lifestyle. The concept of diversity means respect and acceptance, means understanding each individual is unique and recognizing our individuals differences. It can be the aspects of race, age, gender, ethnicity, sex, disability, religious beliefs, and political views and so on. It is also exploration of these differences in a safe positive and development organizational environment. As the Wall Street Journal (2005) put about diversity, as companies do more and more business around the world, diversity is simple a matter of doing what is fair or good public relations which is a business imperative but diversity is supposed to enrich an organisations human capital, whereas equal opportunity focuses on various ethnic groups. Brewster (2002) defined that managing diversity tries to build specific skills and to create policies that derive the best from each employee and it is based on the assumption that diverse groups will create new ways of working together and have understanding in that group, profit and productivity will increase in the organisation. Where he found, diversity management is fast becoming a management approach that is being applied effectively within the organizations. 2.3 Benefits of Diversity Diversity needs to be seen as an integral part of the business plan, essential to successful products and increased sales. This is especially true in todays global marketplace, as organizations interact with different cultures and people. Kandola Fullerton (1998) identified the possible areas of diversity benefits, these are: a) Creativity increases when people with different ways of solving difficult problems work together towards a common solution and the more ideas can obtain from different people. b) Productivity increases when people are from all cultures pull together towards a single inspiring goal. Increased productivity is an obvious advantage of diversity in the workplace. c) Provide strong leadership they take strong stands on advocating the need for a diverse workforce and can handle effectively different cultural people. d) New attitudes are brought to the business by people from diverse cultures. In most other countries around the world time is for building relationships and an integral part of getting to know that are considering doing business with before starting a transaction. e) Provide diversity training and education are obviously needed in todays increasingly global market and diverse employees often have this ability. Every company needs specific knowledge or language skills where the international job seekers have the advantage. f) New processes when people are with different ideas come together and collaborate. In todays first moving world, employee must bring multiple skills to the working environment and adapt quickly to new situations. (Harris et al. 2003) International human resource manager can make organisations more successful and productive by managing diversity in the work place. Diversity brings real benefits to business environment where employing a diverse workforce enables it to use a wider range of skills and lead to creativity and innovation. 2.4 Human Resource (HR) Policies HR policies provide guidelines on how key aspects of people management should be handled. The aim is to ensure that any HR issues are dealt with the values of the organisation with certain principles. Armstrong (2009) defined the philosophies and values of the organisation on how people should be treated and all organisations have HR policies. HR policies can be expressed formally as overall statements of the values of the organisation or in specific areas. Kandola Fullerton (1994), these values are espoused by many organizations in one form or another. HR policy on managing diversity recognizes that there are differences among employees and properly managed where will enable work to be more effectively. 2.5 Managing Workforce Diversity Legislation and the high profile of equal opportunities in the UK has had both positive and negative effects on the way people view each other, (Barker, 2000). On the one hand, there is now widespread recognition that discrimination at work on the grounds of gender, race or ability alone is unjust, although the practice still continues. However, the grouping of minorities such as women or ethnic or disabled has produced responses. More recent thinking has moved towards ‘managing diversity-recognizing and valuing differences in people and their unique contributions to the workforce. Managing diversity involves creating an environment that allows all employees to contribute to organizational goals and experience personal growth. This requires the company to develop employees that they are comfortable working with others from a variety of ethnic, racial and religious backgrounds. Noe et al. (2003) found that managing diversity may require changing the company culture. It includes the companys standards and how employees are treated, competitiveness, innovation and risk taking. Where management of diversity has been linked to innovation, improved productivity, lower employee turnover and other costs related to human resources, (Cox, 1993, p.24). Price (1997, p.265) noted that the management of diversity goes beyond equal opportunity instead of allowing a greater range of people the opportunity to ‘fit in the concept of diversity embodies the belief that people should be valued for their differences and variety. Diversity perceived to enrich an organisations human capital. Whereas equal opportunity focuses on various disadvantaged groups, the management of diversity is about individuals and model of resourcing aimed at finding flexible employees. According to Harvard Business Review, managing diversity does not mean controlling or containing diversity, it means enabling every member of workforce to perform to their potential and getting from employees; everything right to expect and if it is well then thing they have to give, (Thomas, 2001). The future success of any organisations relies on the ability to manage a diverse of capacity that can bring innovative ideas, perspectives and views to their work. The challenge and problems faced of workplace diversity can be turned into a strategic organisational asset if an organisation is able to make the most of diverse talents. Especially for multinational companies, who have operations on a global scale and employ people of different countries, ethical and cultural backgrounds. Thus, a HR manager needs to be aware and may utilize a Think Global, Act Local approach in most circumstances, (Jackson, 2002). The goals of diversity training are eliminate values and managerial practices that restrain employees personal development and allow employees to contribute to organisational goals within the cultural background, (Jackson Associates, 1992). It is because of equal opportunity employment laws that companies have focused on ensuring equal access to jobs. With a population attempt towards high technology and knowledge-based economy; foreign ability are tempt to share their expertise in these areas. Thus human resource managers have to undergo cultural-based human resource management training to further their abilities to motivate a group of professional that are highly qualified but culturally diverse. 2.6 Achieving Equality and diversity Approach The diversity approaches argue that diverse workgroups generate wealthier ideas and solutions than homogenous groups where benefits of diversity management include a greater concern for socially responsible behavior in organisations and more flexibility in organizational policies, (Wentling Palma-Rivas, 1998, p.237). Ross Schneider (1992, p.49) discussed the fundamental perspective from equality to diversity that employers will find competitive advantage in encouraging diversity at work. Equal opportunities should become internally driven not externally imposed and focused on individuals where the responsibility of all. Fredman (2001) observes that traditionally equality laws have been informed by neutrality, individualism and promotion of autonomy principles. These principles aim to ensure that people are treated in the same way and appear to be the most consideration in the UK anti-discrimination framework which is an approach to workplace equality based on achieving fairness. Walsh (2007) in her analysis of the 2004 Workplace Employment Relations Survey findings points out that womens representation in senior management in UK workplaces had only marginally improved by 2 percent between 1998 and 2004. So diversity is a concept which recognises the benefits to be gained from differences and equal opportunity has traditionally been a concept, which sought to legislate against discrimination. These two concepts have the following characteristics:. Those characteristics suggest that how organisations can move from where most are at present to a situation in which diversity enters the majority. 2.7 How the Diversity Concept has developed Changes in the social and economic landscape led to legislation covering equal pay, sex and racial discrimination in the 1970s, followed by disability laws in the 1990s, (Daniels Macdonald, 2005). More recently discrimination of sexual orientation and religion has been added by the law. By 1990s, it was being recognised that they had limited success in achieving their goals. At around the same time, researchers were also finding that culturally diverse teams were more creative than homogenous teams and contributed more effectively to meeting organisational goals. Three separate commissions have promoted equality and particular aspects of the legislation: the Equal Opportunities Commission, the Commission for Racial Equality and the Disability Rights Commission. From October 2007, a new Equality and Human Rights Commission has been established to cover all equality issues as well as of human rights, from (CIPD, 2007). From the recent survey, unemployment is twice as high among people from ethnic minorities, although in UK relatively more Asian and Black African graduates than white graduates where only 12 percent of white men are in professional occupations. Statistical survey found that 41 percent of white women in employment work part-time but only 7 percent of white men and as opposed to 38 percent of Bangladeshi men, (http://www.cipd.co.uk/surveys). 2.8 Diversity Policy Changing workforce demographics and new organisational forms are increasing the diversity of work teams in general and decision-making teams in particular. The perspectives of diversity policy may lead to a variety of different consequences for decision-making teams in the organisation. 2.8.1 The Business Issues Equal opportunities are often seen as meaning treating everyone in exactly the same way. Kandola (2006) argued that the social justice and business issues for diversity are complementary because unless people are treated fairly at work they will therefore under-perform. But diversity takes equality forward and evidence indicates that organisations that are serious about diversity show better overall financial performance. Diversity policies also help organisations to create an environment in which people from all backgrounds can work together. 2.8.2 People Issues People are aspiring to work for employers with good employment practices and feel valued at work place. Dowling et al. (1999, p.262) states that to be competitive organisations need to derive the best contributions from everyone and need to create an inclusive workplace culture in which everyone feels valued. The HRM aspects are operating different countries as a way of illustrating the situation that may confront multinationals attempting to penetrate developing markets. 2.9 The Nature of Diversity in Decision-Making Teams Many organisations use the term diversity to refer only to demographic differences among employees, with gender, ethnicity and age being the dimensions of greatest concern. Changing workforce demographics and new organisational forms are increasing the diversity of work teams in general and decision-making teams in particular. Diversity may lead to a variety of different consequences for decision-making teams. 2.9.1 Gender Diversity Gender diversity in teams may indicate the extent to which team members form same gender relationships outside the team. Studies on social networks suggest that employees form relationships with each other based on their gender. In a study of male and female managers in an advertising firm, Ibarra (1995) found that men and women formed same gender networks that served both social and instrumental goals. 2.9.2 Ethnicity Diversity Social identity and organisational demography suggests that people are preferred to interact with members of their own identity group rather than with members of other groups. Where white males tend to perform in higher positions, (Chow Crawford, 2004) females and ethnic minorities tend to occupy more junior positions. Experiences of racism shared by women and members of different ethnic groups affect their attitudes and behaviours in the workplace. 2.9.3 Age Diversity People within age groups share common experiences, attitudes and values (Lawrence, 1988), a persons age can act as an indication that triggers social categorization processes and promotes communication among group members. Descriptions of workforce demographics usually emphasize the fact that the average age of the work force is increasing but the distribution of ages represented in the workforce is also changing. Following figure showing age distribution where non-white groups are younger: White groups have an older age structure where the mixed group had the youngest age structure 50 percent were under the aged of 16. The Bangladeshi, other Black and Pakistani groups also had young age structures of 38 percent were aged 16. This was almost double the proportion of the White British group, where 20 percent were under the age of 16. 2.10 Managing Diversity is Different from Affirmative Action Managing diversity focuses on maximizing the ability of all employees to contribute to organisational goals. Affirmative action focuses on specific groups because of historical discrimination, such as people of colour and women, (Kravitz Klineberg, 2000). Affirmative action emphasizes legal necessity and social responsibility where managing diversity emphasizes business necessity. So it is much more inclusive and acknowledges that diversity must work for everyone. Affirmative actions having the employer take actions in recruitment, hiring, promotions and compensation to eliminate the present effects of past discrimination. Affirmative action is still a significant workplace issue today. The incidence of major court-mandated affirmative action is down, but courts still use them. Furthermore, many employers must still engage in voluntary programs. For example, executive order 11246 (issued in 1965) requires federal contractors to take affirmative action to improve employment opportunities for groups such as women and racial minorities. EEO 11246 covers about 26 million workers about 22 percent of the US workforce, (Dessler 2008, p.63). 2.11 Organisational Context Managerial approaches to diversity will inevitably be informed by the specific organisational context. Attracting different types of people to an organisation will be determined by peoples perceptions of the industry in which the organisation operates. The image and reputation of the organisation as an employer will affect the types of people attracted to the organisation, (Markwick Fill, 1997). The maternity and children specialist retailer who came 18th in the 2008 Sunday Times 20 Best Big Companies to Work For list attribute their ranking to a number of factors to their employer brand. These include an emphasis on work-life balance, flexible working, better than average maternity pay and leave. These argue helps to attract and retain staff especially female employees, (Leopold Harris, 2009). If an organisation is able to employ a diverse workforce, the extent to which these individual differences are recognised in employment practices will be significantly affected by the size and structure of the organisation. 2.12 Diversity in Multinational Companies As more and more organisations become global and people of different cultures and ethnic backgrounds work together, the need for multicultural understanding becoming obvious to many organisation. Harris et al. (2003, p.25) referred that a multinational team would be much stronger in communication which is vital aspect in business. Most of the multinational company gives priority to work with diversity people as a result they are success in international market. Ansari Jackson (1995, p.12) described, multicultural teams led to more people from different culture and ethnic intermarrying. Globalisation and advances in communication and technology have reduced trade barriers and increased interaction among people. Companies and leaders who recognise the cultural diversity and find the right cultural mixture among the team can achieve comparative advantages. To understand how diversity is managed in multinational company, in that case need to understand the concept of corporate culture which describe the organisational diversity programs and how to minimize conflict between employees. 2.13 Why Culture Counts According to Mattock (1999) organisations have moved on from international to multinational to global. Multicultural teams have become very common in recent years. With cross border mobility becoming much easier the number of people moving from one country to another has grown significantly. As a manager need to successful interaction with others like sharing ideas, their needs and helping to improve performance, where need to consider cultural context. A diverse multi cultural work place enables a company to handle diverse projects. Erlenkamp (2007, p.7) found, in the last decades many scientist tried to define intercultural difference to enhance the communication between different cultures. ‘The most important studies were conducted by Geert Hofstede, Edward Hall and Fons Trompenaars, that shows the importance of multicultural workforce and HRM of many organisations do study these theories to implement it in their employee training. 2.14 Understanding Cross-Cultural Communication Language issues can develop into a source of conflict and inequality within culturally diverse organisations becomes more and more multicultural, (Ansari Jackson 1995). In the international business environment of today and tomorrow communication is a business necessity
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