Employee Motivation and Capitalism Essay - 1813 Words

Introduction: Motivation according to Kelley (2014) is the ‘process through which managers build the desire to be productive and effective in their employees’. If an employee is motivated, they are more likely to be productive and generally staff turnover is low. The problem of worker motivation is that workers are not seen as humans, they have a lack of freedom at the workplace and lack of job fulfilment. Taylor and McGregor Theory X argue that there is not a problem with worker motivation, workers will be obedient because of fear of losing their job motivates them to do well. Whereas Maslow and McGregor’s Theory Y argues that there is a problem with worker motivation because of class conflict between the worker and the manager. The†¦show more content†¦An example of motivation is when production workers began tracking their performances in an attempt to break the record (Haefner, 2011). Their highest record was set when the workers continued to work after their shift ; they decided to no longer take their breaks. The reason for this success was changing management style from Theory X (does not trust workers) to Theory Y (does trust workers). This shows the impact freedom can have on employees and how it motivates them to work harder to increase production and output. Capitalism: To understand the problem of worker motivation we must understand Capitalism. Capitalism involves conflicts of interests between management and workers. According to Knights and Willmott (2012) Marxism is when workers are described as a ‘social animal rather than a self-seeking individual’. They further state that production is motivated by the ‘pursuit of profit and the accumulation of capital’. This shows that managers are more interested in profit than workers needs. Similarly Taylor states that motivation comes from money and profit for management, whereas workers would want higher wages, thus suggests a conflict in capitalist society (Knights and Willmott, 2012). This conveys the importance of capitalism in regards to motivation in society and how workers are not seen as humans. Though in a modern society, Taylorism is viewed out-dated because workers are no longer motivated by just financial incentives, they are afterShow MoreRelatedTexas Instruments i n South Korea1347 Words   |  6 Pagesstructures TI can adopt in order to facilitate successful outcomes. Using a voice and exit approach to governing this initiate can help with identifying the opportunities that motivate employees to achieve desired outcomes. The concept of shareholder capitalism will be introduced as a way to explain how CEO’s can facilitate communication with various stakeholders. This approach will facilitate better decision making as more available information is used to determine strategy actions. This assessmentRead MoreEssay about Ethics in International Business1657 Words   |  7 PagesBusiness International business ethics has many discussions going on how companies should practice their business morels in their home country versus the host country that they also have headquarters. Another argument that has arisen is what a business employee should do when socially accepted norms are morally objectionable to the cultural values of the corporations’ home. The possibility of ensuring the agreement between behavior and ethical values has been a great importance for a long time in the businessRead MoreLiterature Review : The Protestant Ethic And The Spirit Of Capitalism1406 Words   |  6 Pagesindustrialization in the developing countries particularly Nigeria, the concept of achievement motivation has become prominence among other factors, which industrialization is predicated upon. Over the years scholars have made elaborate contributions on achievement motivation. Weber’s most distinctive and most famous contributions in his classical work, â€Å"The protestant ethic and the spirit of capitalism†. Weber indeed emphasized the importance of religious doctrines and ethical precepts and valuesRead MoreKarl Marx And The Communist Manifesto Essay1691 Words   |  7 Pagesof Marxism, its development, critiques, and both the dependency theory and critical theory. Marx closely analysed the economic interactions within the capitalist community, arguing that the unfair wages were being distributed to workers due to capitalism being driven by profit. This is known as the ‘Labour Theory of Value’. This theory illustrates how the rich are becoming richer and the poor and being coming poorer. For example, in 2015, at the top end of the spectrum, 34 million people dominateRead MoreHappiness Industry By William Davies Essay980 Words   |  4 PagesHappiness Industry by William Davies explores the history of capitalism, economics and psychology and the impact of the politics on the well-being due to low-level mental health. Over the past years, there has been an increase emphasis on what happiness really is. Is happiness a subjective or objective feeling? According to Davies (2015), â€Å"Happiness itself may not be an objective, physical phenomenon but it occurs as a result of various sources of pleasure, which have a firm, physiologica l basis†Read MoreThe Theory Of Bureaucratic Management1035 Words   |  5 Pagessocitey’pg60 and has been created through the rise in capitalism and rationalisation of society. Weber pin points the rationalization of society down to social change on people’s views towards religion; which created society to begin to ‘apply themselves rationally to acquiring wealth’ (pg59); instead of traditional external/emotional rewards , Weber calls these ‘spiritual obstacles’(in his book the protestant ethic of the spirit of capitalism pg 26) Through Weber’s â€Å"law† of rationalization ‘he envisagedRead MoreThe Ethical Dimension Of The Demise Of Enron Corporation1474 Words   |  6 PagesThis paper explores the ethical dimension of the demise of Enron Corporation an reflection of author, placed in hypothetical situations. Accounting Fraud and Management philosophy will be the main discussion topics, along with the motivations of fraud. The fall of Enron can be directly attributed to a violation of ethical standards in business. This makes Enron unique in corporate history for the same actions that made Enron on of the fastest growing and most profitable corporations, at the turnRead MoreHr Crisis Management: an Enron Case Study Essay1012 Words   |  5 Pages1. The collapse of Enron has cast revealing light not just on the corruption of business leaders, auditors and politicians but on the appearance of deregulated capitalism as it has emerged from the stock-market bubble. It has highlighted, too, the vulnerability of the broad layers whose pensions are tied up in the savings routine so ingrained in the economy. This failure has affected not only Enrons employees but tens of millions of holders of 401(k) and defined-benefit retirement schemes. EnronsRead More Marxism and Labour Theory - The Conflicts between Employee and Employer3044 Words   |  13 PagesMarxism and Labour Theory - The Conflicts between Employee and Employer 1. Introduction 1.1 Overview on the essay topic To organisations, employees (labours) are wonderful resources, because they are compact and multi-purpose, capable of simple manual tasks or dealing with complicated machines, most importantly, they are the profit maker for their employers. However, there is always a problem between employees and employer. Any attempt to manager in a humane way, by consensus, is doomed to failureRead MoreWhat Is A Theoretical Exegesis?1256 Words   |  6 Pagesa personal problem. The conflict is how the structure of the society is run, to fix this the society must work inside out to resolve the problem. This is what Mills would call a public issue. In Marx’s â€Å"Alienated Labour† he writes about the way capitalism allows alienated labor to occur in the workplace. Marx describes alienation in the workplace with four points, (1) product of human labor, (2) work itself (3) species being and (4) how people react with one other in a work environment (Marx [1837-1844]

Essay about The Industrial Revolution in America - 1118 Words

America has been expanding and growing since its birth out of Great Britain. The Industrial Revolution has been an influence in the American life since it first began in the 1700s. Many of the effects resulting from the revolution still affect America to this day. The entrepreneurs of this time and their industry still are around, although they have molded and shaped themselves into better products their still known from the originality of it all. Although the Industrial Revolution began hundreds of years ago it has affected everything on a global scale with other nations adapting from the innovations of this era. Economically speaking its increased money for the nation tremendously although the nation in debt to other nations to this day;†¦show more content†¦If people didn’t have farming and agricultural production they wouldn’t have all the different sorts of food products they do, nor would they be as abundant. Life would be like it was before the Industria l Revolution came about and most of us would still be growing our own food and barely scraping by in life. With all this agricultural expansion of the time population in England start expanding drastically as well. Thanks to population growth people started to worry more about new inventions and producing stuff for people to make our day to day lives easier than they could have ever before. With all the technological advancements leading up to Americas expansion and growth as a powerhouse among the larger nations it’s hard not to label this as one of the most marvelous eras in American history. Honestly, if it wasn’t for the Industrial Revolution this nation wouldn’t be near as large and advanced as it is. It’d still be in a process of development and still be advancing in technology and production but at a slower rate than what it did when this nation was hit by the effects of the Industrial Revolution. With the Industrial Revolution beginning in England around 1760 it gradually came to America over the years; however the effects were never fully felt until around 1830. It really all started in 1768 when the textile Industry was secretly brought to America by a man named Samuel Slater. â€Å"Slater told no one of his plans to leave England. If word spread, heShow MoreRelatedThe Industrial Revolution in America638 Words   |  2 PagesAmerica has been expanding and growing since its birth out of Great Britain. The Industrial Revolution has been an influence in the American life since it first in the 1700s. â€Å"Most families did not have enough to sell at the market- they had just enough for their own needs.† Up until the factories started booming and employment rates skyrocketed, people really couldn’t become wealthy and live a decent life. As the ways of farming grew the English at the time began to use up more and more land efficientlyRead MoreThe Impact Of The Industrial Revolution On America1060 Words   |   5 PagesThe American identity is built upon courage which ultimately leads to our success as a society because success can be achieved by anybody in America, this is shown leading up to the first half of the 20th century. During the first century and a half, the United States was focused on territorial expansion and economic growth. This led the United States to become a young vibrant nation. The next half century international and domestic events transpired which led the nation to become a world powerRead MoreThe Industrial Revolution And Latin America1609 Words   |  7 PagesThe Industrial Revolution Latin America in The Nineteenth Century ââ€"  Only Japan underwent a major industrial transformation during the Nineteenth Century. ââ€"  India, Egypt, Ottoman Empire, China and Latin America experimented in modern industry. ââ€"  They were nowhere near the kind of major social transformation that had taken place in Britain, Europe, North America and Japan. ââ€"  The profound impact of European and North American industrialization was hard to avoid. After Independence in Latin AmericaRead MoreEffects Of The Industrial Revolution On America1890 Words   |  8 PagesEffects of the Industrial Revolution in America As new resources and raw materials were found in the 1800’s, new inventions, such as, the telephone, Model-T Ford, and the light bulb were being produced. Throughout the Industrial Revolution in America, many useful inventions were created and these changed the United States into what we have today. Along with the inventions, new raw materials were being discovered. Some of these materials led to a substantial expansion in railroads, which led to moreRead MoreEffects Of The Industrial Revolution On America1908 Words   |  8 PagesEffect of the Industrial Revolution in America As new resources and raw materials were found in the 1800’s, new inventions, such as, the telephone, Model-T Ford, and the light bulb were being made. Throughout the Industrial Revolution in America, many useful inventions were created and these changed the United States into what we have today. Along with the inventions, new raw materials were being found. Some of these materials led to a substantial expansion in railroads, which led to more factoriesRead MoreImpact Of The Industrial Revolution On Australia And America1052 Words   |  5 PagesThe industrial revolution was the change of the world. These changes were a development of machines and technology to make life easier by making things. The industrial revolution has changed the lives of many. Not only did it make work easier, more people were employed and services were updated and improved. The industrial revolution population increased. More homes were built, food was much cheaper because there was lots to go around . The industrial revolution has changed Australia and America betweenRead MoreThe Industrial Revolution in North America Essay583 Words   |  3 PagesThe Industrial Revolution in North America The industrial revolution started around 1750. It began in Britain and it spread through out the World. England was known as â€Å"the world’s workshop† because at that point in time, England was the major manufacturing center of the World.(Bailey) It took about ten years for the industrial revolution to spread to other places. It spread to America. The Industrial Revolution was favorable to the AmericanRead MoreEffects Of The Industrial Revolution On America And England982 Words   |  4 PagesAs Stephen Gardiner once said, â€Å"The industrial revolution was another one of those extraordinary jumps forward in the story of civilization.† The Industrial Revolution was in fact an extraordinary jump in the development of the U.S. It created a foundation for what the U.S is today socially, economically, and politically. The Industrial Revolution played a major role in the industrialization and modernization and still has effects to this day. These effects lead to more trade, better transportationRead MoreThe Impact of the Industrial Revolution in America Essay1184 Words   |  5 Pages There is no question that the Industrial Revolution had an enormous impact on American society between 1870 and 1940, but the question is what kind of an impact did it have during this period. The overall effect of the Industrial Revolution turned out to be a positive push towards modernization in America. As Stephen Gardiner, a British architect and writer during the 20th century, said, â€Å"The Industrial Revolution was another one of those extraordinary jumps forward in the story of civilizationRead MoreThe Industrial Revolution Is The Cornerstone Of What Makes America958 Words   |  4 PagesThe Industrial Revolution is the cornerstone of what makes America, the modern America. Even though we label this period of time a revolution, it actually began in Britain. It was a significant movement of advance of the time, but went through many trials and tri bulations. At the end of the eighteenth century, England and France both underwent revolutions: France the French Revolution, England the industrial revolution (Sharp 2012). America was able to learn from the Britain and take advantage of

The best place to live in the world †Montenegro Free Essays

There are many beautiful places in the world that offer people a nice and comfortable life, regardless of some minor problems that exist even in the most developed countries in the world. One of those places where life is pleasant is Montenegro. Actually, it is not one of the nice places, but it is the best place to live among all of those beautiful places. We will write a custom essay sample on The best place to live in the world – Montenegro or any similar topic only for you Order Now Montenegro was a republic of former Yugoslavia, and it recently became a part of a new state called Serbia and Montenegro. Although it is a small place with about six hundred thousands people living there, Montenegro has everything that a big place can offer for living. Its schools, hospitals, public transportation, and various institutions that are important for making life comfortable are all organized as in any other developed country. But what this place distinguishes from all other places in the world are the following characteristics: climate, seaside, nature, sustainable development, mountains, and many other important factors that determine the attractiveness of Montenegro. The climate is the most significant factor that makes the life in Montenegro unique. There are all of the four seasons throughout a year. Winter, spring, summer and autumn are all equally important seasons. The whiteness of snow and the fresh air of a winter day, the exhilarating feeling of spring and melting of the white cover in spring time, the constant sunshine in summer, and the calm yellow color of falling leaves in autumn are all factors that determine the physical and the mental health of people. For example, winter brings fresh air and various snow sports can be played at this time to improve the physical condition, while the colors of spring can affect our mood and determine ones mental state. Although it seems that one place having four seasons is a widespread appearance, it is not the case very often. Many places have only one season, and many of them have two seasons, usually summer and winter combined. Definitely, the splendor and benefits of all of the four seasons cannot be replaced by any other advantage that any place in the world can offer to its citizens. Furthermore, the beautiful Montenegro is set on the Adriatic coast. All its beaches have kept their natural beauty; there is no artificial sand as it is the case with many famous beaches all over the world. The beaches vary from very long to quite small. Some of the largest reach up to three kilometers. Some of the main advantages of the long beaches are that entrance on these beaches is always free, price of food and beverage is lower, and the offer of sport and entertainment programs is wider. On the other hand, the small beaches can offer more privacy. Business people who want to escape from everyday duties and responsibilities, and who want to spend their holiday in a peaceful environment usually visit these more expensive and serene beaches. In addition, Montenegro has some very small beaches that are very difficult to reach, or they can be reached only by boat. They offer an extra quiet holiday for only a couple of people who want to be in a complete isolation. Thus the advantage of Montenegrin seaside is that there are different kinds of beaches created to meet needs of different people. Moreover, there are many foreign investors who recognized the potential of Montenegrin cost for tourism, and whose investments should make the cost even more attractive. Since the core consequence of the investments would be increased population (because of newly build facilities), the conservation of the environment could be in question. In order to protect nature from the consequences of the new investments, the government of Montenegro issued some regulations that protect natural beauties of Montenegro. Therefore, one of the main conditions for the foreign investors who want to invest in development of the tourism was not to destroy nature, but to make it better and more attractive. The investors will have to find out new ways of maintaining water, air, beaches and parks clean and unpolluted while building new facilities and bringing tourists into Montenegro. These environmental regulations are very significant because they help sustainable development of this wonderful place. Beside fabulous seaside, Montenegro has two mountains. On one of them, there is a ski center that is visited not only by domestic visitors, but by foreign tourists as well. The domestic guests benefit a lot from having the ski center in Montenegro. First of all, they do not have to travel abroad in wintertime when the trip can be unpleasant because of wet and slick roads. Than, prices are much lower than anywhere abroad, which allows people to stay longer for the same amount of money than they would stay anywhere else. Also, because of the convenient climate in wintertime, the quality of snow is mostly excellent, which means that artificial snow is never used. That is very important for skiers (especially for professionals), because quality of snow directly affect quality of skiing. To sum up, Montenegro is definitely the best place to live in the world. Some of the convincing reasons have already been mentioned, but there are many of them that could be further discussed and used as the supporting material. This small place that offers everything needed for pleasant and comfortable life, say enough for itself. Whoever visits it or comes to live there is amazed by its gorgeousness, and wish to stay to live there. Therefore, I have not been trying to convince readers that Montenegro is the best place, but to convince them to visit it. Once they visit it, the people will have their own opinion that can be nothing else but that Montenegro is the best place on earth. How to cite The best place to live in the world – Montenegro, Papers

Nursing Human Dignity and Capital Punishment

Question: Discuss about the Nursing for Human Dignity and Capital Punishment. Answer: Introduction The act of capital punishment is considered as a complex critical issue that involves different perspectives in terms of human dignity. The focus of the study is to understand different perspectives related to the multidimensional human dignity while practising capital punishment as a global strategy to control crime. The basic right of human dignity is the right to live and capital punishment disrupts this right to life making human dignity as a target. Therefore, human dignity is considered as most sensitive and critical phenomenon in capital punishment (Duwell, 2011). Conley (2013) stated that capital punishment provides an uncertain authority to one human being to take the life of another human being as well as initiating torture, cruel act and punishment that is against the aspect of human dignity. However, in the viewpoint of socialist and republicans, capital punishment or death penalty is also considered as an act protecting the human dignity by punishing the crime harming hu man dignity. Therefore, this complex understanding related to human dignity aspects in capital punishment makes it an issue of debate (Latzer, 2010). The essay involves an explanation and analysis on three different perspectives related to an understanding of human dignity in capital punishment issue. Human dignity is a multidimensional phenomenon that involves different statements, viewpoints, aspects, beliefs and traditional bases. The first perspective indicates that human dignity is an inherent factor that can never be taken away from humans, irrespective of dehumanising strategies used in capital punishment to harm the inherited human dignity and these strategies work against the human dignity. The second perspective states that malleability and sympathy towards human dignity should be considered as a part of capital punishment where every individual should get a chance to develop a positive image, considering it a human right. However, the third perspective takes a strict role that goes against the sympathy and empathy indicating that social and moral crimes should result in strict punishments irrespective of offenders digni ty. The study involves a critical explanation on these three multidimensional perspectives explaining human dignity in capital punishment issue. Perspective 1 1. In this dehumanization perspective, it is indicated that dehumanising strategies used in capital punishment deny the human dignity of an offender in the death row. This perspective of dehumanization can be linked with the intersubjective quadrant of human dignity. There are different dehumanizing strategies used in legislation to create an understanding that capital punishment is above all the aspects of human dignity (Latzer, 2010). In the provided reading of Conley (2013) author studied the dehumanizing strategies implemented in Texas capital punishment process. The jurors of the legislation system is Texas use language, physical distance, social and emotional distance as dehumanizing strategies to overlook the offenders human dignity. This physical, emotional and linguistic distance creates denial for sympathy harnessing the human dignity favouring more towards implementation of death penalty rather than understanding the crime. In the provided case study, use of military-style security transfer for Chan and Myuran by Indonesian government was one such dehumanizing strategy that acted against the human dignity. However, Cook (2003) indicated that dehumanizing strategies minimise the complexity of juror by helping them in keeping their human dignity and sympathy aside while implementing the death penalty. Therefore, this perspective simply works against the human dignity for both the offender and the juror. This perspective of dehumanizing offenders supports capital punishment creating a negative aspect towards human dignity. 2. According to Vasquez et al. (2014) studies, there are various social, moral and ethnic viewpoints that consider punishment as a moral medicine and dehumanization as a process involved in the treatment of offenders. However, in contrast, Cohen Smith (2010) stated that punishment respecting human dignity is only considered as justice other else; the punishment that dehumanizes is considered as a crime itself. But, this moral explanation towards capital punishment is always disconnected by society favouring dehumanization. Vasquez et al. (2014) indicated that animalistic and mechanistic norms that develop perceptions for considered offenders as animals or objects also supports dehumanization. Therefore, people consider criminals as a negative element of society resulting in their moral, emotional and social exclusion from society. Cohen Smith (2010) indicated that the restricted understanding towards crime in traditional concepts and beliefs also favours dehumanization that is now a part of society culture. Even the social and media portrayals of crime predicting a negative image of offender human characteristics harnesses their dignity further supporting dehumanization. The situation of moral disengagement also allows people to judge the negative behavior of criminals that is illegal and against human dignity. However, Vasquez et al. (2014) opine that a more rationalised and sympathetic understanding about the fine line between crime and human dignity will help to overcome these situations favouring dehumanization over rehabilitation. 3. Riley (2010) studied different viewpoint and reaction of people supporting dehumanization or dehumanist that practice inhumanness by use of idiomatic language, verbal abuse, physical abuse (violence) and eye contact refusal. These people would consider cruelty towards offender above human dignity or right to survive. In this situation, the people consider punishing the offender above all other aspects. Johnson (2014) studied that juror in Texas uses legal language to develop an emotional distance from criminal offenders favouring dehumanization in capital punishment. The professionals have to delete their own human dignity or personal perception to favour legal decision-making also known as depersonalizing action in legal languages. Further, Cohen Smith (2010) indicated that actions or reaction of people towards criminals favours dehumanization in maximum cases. But, Riley (2010) studied that humanization factors and actions favouring sympathy development can overcome the defects of dehumanization perspective in capital punishment. Some of the successful actions that protect human dignity in norms of society involve education, empathy, dialogues and commonalities interest. Perspective 2 1. This perspective provides a positive framework for the human dignity of offenders involved in capital punishment. The perspective elaborates and emphasises more on provide a chance of rehabilitation to criminals that can help them to restructure their lives and save their dignity favouring subjective quadrant of human dignity. In the provided reading Guse Hudson (2014) qualitative research described the self-transformation of three South African offenders who practised rehabilitation and reshaped their lives providing a different viewpoint on the human dignity of offenders. The concept of rehabilitation states that crime is not a termination of life or human dignity rather it is a chance to improve once identity, personality and viewpoint towards life (Pope, 1999). Guse Hudson (2014) explains through the interview session with offenders that wisdom, humanity, transcendence and courage are four major human characteristics that help to reshape once own concise. This perspective co mpletely holds human dignity over capital punishment favouring recidivism avoidance and rationalistic thinking towards human dignity involved in capital punishment. In the provided case study, Chan and Myuran practised rehabilitation and bought a change in their lives that was identified by people and Australian government also. Chan became a Christian minister and Myuran an artist, but still the appeals and request for mercy supporting offenders failed in Indonesian Legislation. This case study indicates that rehabilitation is still a least accepted perspective of human dignity in capital punishment process favouring the complexity of human dignity in this phenomenon. 2. In the present era also society has not completely accepted the perspective of rehabilitation as a part of human dignity in the case of capital punishment. Flanders (2013) indicated that rehabilitation is a new process in practice whereas traditional it was not considered as a part of legal justice process but now public persist a positive standpoint for rehabilitation. Riley (2010) studied that social reintegration is an action or strategy practised by people to reaccept the offender back into society via community-based sanctions involving re-entry support, aftercare, reintegration, resettlement and transitional care provided by people themselves. Further, rehabilitation actions involve relationship development with offenders, restorative justice, and counselling. According to Johnson (2014), there are rehabilitation programs conducted by the government to minimise reoffending in prison. Some of the successful rehabilitation programmes are behaviour programmes for sexual offende rs, anger management programmes for violent criminals, substance programs, victim awareness programs and special group programs showing a huge impact on favouring rehabilitation that will directly protect and preserve the human dignity of offenders. 3. Metz (2010) indicated that people holding the perspective of rehabilitation practise sympathy and support towards offenders irrespective of their offence. People carry a sense of responsibility, restoration and support considering the human dignity of offender equal to other human beings. People also try to implement a defensive behaviour favouring offender rehabilitation even in the justice process. In the provided case study, Sukumarans art teacher named Balley was one such person who practised rehabilitation to protect the human dignity of Sukumaran and Chan indicating the self-worth developed in her student requesting for peace and harmony towards these offenders. Riley (2010) indicated that people supporting the rehabilitation of offenders try to practice treatment strategies to reshape their human dignity. Even the legislation now is accepting the positive outcome of rehabilitation that involves human dignity as an inherent component of offenders concise. Perspective 3 1. The present perspective states that getting capital punishment itself is a loss of human dignity as per social and moral norms indicating that nothing can justify a crime and capital punishment indicates offenders loss of dignity. This perspective of favouring capital punishment can be placed in the interobjective quadrant of human dignity. Conquergood (2002) study symbolises capital punishment as a form of societys justice against the crime that harnesses the norms of society. In this study author tries to picture the public execution as lethal theatre where crime dies not the human dignity. Steiker Steiker (2010) studied that human dignity has nothing to do with the crime ad capital punishment. However, capital punishment symbolises judgement of society towards people who forgets their human dignity and responsibility while performing the crime. Conquergood (2002) indicates that executions of Puritan society in New England are religious theatre acts favouring traditional psycho logical theories of animalistic and mechanistic. However, it is also specified that executions does not harm the human dignity but tries to safeguard similar as per this reading. In the provided case study also, the government and law of Indonesia practised this perspective to judge the case of Chan and Myuran. Both of them were sentenced death penalty even after practising rehabilitation. As per Indonesian ambassador, the capital punishment of Chan and Myuran was a death with dignity. 2. Conquergood (2002) indicated that theatricality of executions is another norm that supports capital punishment as a form of human dignity where execution theatres are considered as an area of justice in people perception. As per people believe language and performance of lethal theatres can work wonders in removing crime out of the society. Further, Riley (2010) highlighted that traditional beliefs having a lack of depth on criminal studies favour justice as a part of human dignity and similar in the punishment. Therefore, people persist a belief that capital punishment is justified from all aspects of human survival. Johnson (2014) indicated that attitude of people and developing rationalist thinking approach can only change society towards their understanding of human dignity. Further, Flanders (2013) studied that political affiliation, personal beliefs, emotional opposition, morality and religion along with law and order favour capital punishment. Steiker Steiker (2010) indica ted that deterrence belief supports capital punishment perspective where the aspect of severe punishment to control crime is supported in society. Fear of crime in society is another social attitude that favour capital punishment over sympathy and acceptance of human dignity. 3. People favouring capital punishment can act in the similar violent manner like the dehumanist. These people can provide verbal, physical and emotional harm to offenders. They can perform social isolation and rejection of offenders harming their human dignity and right to live in society (Latzer, 2010). Conclusion Human dignity is a critical phenomenon that involves objective, subjective, interobjective and intersubjective components that shape a human perspective. But, this perspective varies from individual to individual and a balance is required to maintain neutrality in understanding for human dignity. Capital punishment is one such subject or issue where human dignity gets complicated due to different perceptions of people and society favouring disparate aspects of human dignity (Potter, 2002). As per learners viewpoint out of the above-explained perceptions, the perception of providing rehabilitation favours all the four quadrants of human dignity because crime is a part of our existence as well as human dignity. To control crime there is law and order implemented in society. But, criminals persist human dignity and have a right to live with dignity in society. The perspective of rehabilitation allows an approach to understanding the complex human nature and minimise the crime in a dignified manner. However, favouring criminals can jeopardise the security of mankind because it is encouraging criminals. But, to overcome this jeopardise there are law and order established in society. Therefore, developing a perception to letting criminals preserve and protect their dignity justifies an understanding towards human dignity. References Duwell, M. (2011). Library of ethics and applied philosophy. Latzer, B. (2010).Death penalty cases: Leading US Supreme Court cases on capital punishment. Elsevier. Cohen, G. B., Smith, R. J. (2010). The Racial Geography of the Federal Death Penalty.Washington Law Review,85, 425. Conley, R. (2013). Living with the decision that someone will die: Linguistic distance and empathy in jurors' death penalty decisions.Language in Society,42(05), 503-526. Conquergood, L. D. (2002). Lethal theatre: Performance, punishment, and the death penalty.Theatre Journal,54(3), 339-367. Cook, K. J. (2003). Christianity and punitive mentalities: A qualitative study. Crime, law and social change,39(1), 69-89. Flanders, C. (2013). The Case Against the Case Against the Death Penalty.New Criminal Law Review: In International and Interdisciplinary Journal,16(4), 595-620. Guse, T., Hudson, D. (2014). Psychological strengths and posttraumatic growth in the successful reintegration of South African ex-offenders.International journal of offender therapy and comparative criminology,58(12), 1449-1465. Johnson, R. (2014). Reflections on the Death Penalty: Human Rights, Human Dignity, and Dehumanization in the Death House.Seattle J. Soc. Just.,13, 583. MARK, S. (2006). Exploring closure and the ultimate penal sanction for survivors of homicide victims.Federal Sentencing Reporter,19(2), 105. Metz, T. (2010). Human dignity, capital punishment, and an African moral theory: toward a new philosophy of human rights.Journal of Human Rights,9(1), 81-99. Pope, S. J. (1999). The moral primacy of basic respect.CrossCurrents, 54-62. Potter, N. T. (2002). Kant and capital punishment today.The Journal of Value Inquiry,36(2), 267-282. Riley, S. (2010). Human dignity: comparative and conceptual debates.International Journal of Law in Context,6(02), 117-138. Steiker, C. S., Steiker, J. M. (2010). Capital Punishment: A Century of Discontinuous Debate.The Journal of Criminal Law and Criminology (1973-),100(3), 643-690. Vasquez, E. A., Loughnan, S., Gootjes Dreesbach, E., Weger, U. (2014). The animal in you: Animalistic descriptions of a violent crime increase punishment of perpetrator.Aggressive behavior,40(4), 337-344.

What is the social responsibility of business free essay sample

Read the Debate on pp. 194-99 (Putting Customers Ahead of Investors by Jack Mackay, and Put Profits First by T. J. Rodgers). Write a 4-5 page argumentative essay arguing for or against this issue: What is the Social Responsibility of Business? Back up your argument with information from these 2 articles as well as using information from at least 2 other websites you have located. The support in your paper must be documented using in-text citations and a Works Cited page (MLA format). For proper documentation format, you may refer to these links as well as those found in the Webliography link under Research/Documentation. What is the Social Responsibility of Business? After reading these articles, I conclude that the social responsibility of a business is to make a profit. Both Friedman and Mackey were arguing the same thing, just painting the picture in different ways. Like the Rorschach inkblot test, they were both describing the same subject, with the same interpretations using different delivery methods. We will write a custom essay sample on What is the social responsibility of business or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Unfortunately capitalism runs the world. Fact is, our society is built off greed and the true Social Responsibility of any and all businesses is to do the bare minimum to lure in enough consumers to be able to make a profit and grow. When I read Putting Customers Ahead of Investors by John Mackey (Chairman and CEO, Whole Foods Market), I was sure that I agreed with his entire philosophy. I realized that I was just temporarily consumed by his better marketing scheme. As I continued to read the other articles Making Philanthropy out of Obscenity by Milton Friedman and Put Profits First by T. J. Rodgers I realized that they were all saying the same things, had the same ideas, and the same goal; to make a profit. In his article Making Philanthropy Out of Obscenity Friedman says, â€Å"Strip off the camouflage, and it turns out we are in essential agreement (pg1). † talking about he and Mackey’s ideas on the social responsibility of business. This became more relevant as I read along. â€Å"At Whole Foods, we measure our success by how much value we can create for all six of our most important stakeholders: customers, team members (employees), investors, vendors, communities, and the environment. † (Mackey, pg1) All businesses adhere to these same rules. Without any one of these stakeholders, a business wouldn’t succeed. â€Å"It is simply good business for a company to cater to its customers, train and retain its employees, build long-term positive relationships with its suppliers, and become a good citizen in its community, including performing some philanthropic activity. When Milton Friedman says a company should stay within the rules of the game and operate without deception or fraud, he means it should deal with all its various constituencies properly in order to maximize long-term shareholder value. † (Rodgers, pg 3) Both Friedman and Mackey realize that a business cannot operate without each of its respective parts working together to accomplish a common goal. Within a business there are many departments. Each of their day to day operational goals may differ but the overall organizational goals remain the same. This is the same for the stakeholders. Each of them are important because they hold stake in the companies well-being. Every company adheres to their stakeholder rules in some way shape or form. Just like the different departments within an organization the goals that the stakeholders want achieved differ from one another but one common goal remains the same. Everyone wants the company to see profit and growth just as the departments within the organization strive for the same. Just as the cells in the human body do different things they are all a part of something much larger than themselves. Look at companies like BP. They cause one of the largest disasters in history and in return, to redeem their public image, they pour millions of dollars into relief funds. Then they spend millions more on marketing, advertisements and public relations to let their customers and stakeholders know that they are working to fight for what society wants them to do; to protect the environment in which they operate in. But, that’s still just the bare minimum that they have to do as they still continue to drill and put the earth at risk every day. Yet, as long as they make the public â€Å"happy† than they will continue to do business as usual. Not until pockets are hurt by their own actions will something change within an organization. â€Å"While Friedman believes that taking care of customers, employees, and business philanthropy are means to the end of increasing investor profits, I take the exact opposite view: Making high profits is the means to the end of fulfilling Whole Foods core business mission†¦ Just as people cannot live without eating, so a business cannot live without profits. But most people dont live to eat, and neither must a business’s live just to make profits † (Mackey, pg 6). They literally are saying the same things, just in a different way. Either way both have to occur. At the end of the day an organization cannot exist without initial capital. That initial capital is generated by investors not by customers. As much as customers are the heart of companies that pump cash into its bloodstream that heart would be useless without the brain that is the entrepreneur and investors. Because of that fact businesses try to keep a difficult balance between pleasing customers and pleasing investors. Investors care about bottom lines while customers can be wooed with glitz and glamour especially when competition is low within that same industry. â€Å"Toward the end of his critique Friedman says his statement that the social responsibility of business [is] to increase its profits and my statement that the enlightened corporation should try to create value for all of its constituencies are equivalent. He argues that maximizing profits is a private end achieved through social means because it supports a society based on private property and free markets. If our two statements are equivalent, if we really mean the same thing, then I know which statement has the superior marketing power. Mine does. † (Mackey,pg 6) It’s true; Mackey does have the better marketing scheme. He makes it sound like, although profit is still the goal, he puts his customers first, which would definitely lure in more consumers. It is all competition within this capitalist society that we live in. In reality, pure capitalism is based on the philosophies of self-interest and individualism mixed with an unregulated economy and private property. In capitalism, the motive for producing goods and services is to sell them for a profit, not to satisfy peoples needs. â€Å"Production is started not by what consumers are prepared to pay for to satisfy their needs but by what the capitalists calculate can be sold at a profit. Those goods may satisfy human needs but those needs will not be met if people do not have sufficient money. † (http://www. worldsocialism. org/articles/what_is_capitalism. php) It is this profit motive of capitalism that is at the root of most of the worlds problems today, from starvation to war, to alienation and crime. Every aspect of our lives is subordinated to the worst excesses of the drive to make profit. We are a greedy and selfish society. Truth be told, our real needs will only ever come a poor second to the requirements of profit in this capitalist society we live in today.

Black organisations in the USA essays

Black organisations in the USA essays The civil rights movement in the United States of America from 1954 to 1968 is an important element of the nations contemporary history. The event was a turning point in the history of Black Americans as their courage and persistence displayed led to the legislative reform of American society into a more democratic and less prejudiced country. The efforts of these protestors and was co-ordinated by large civil rights organisations, chiefly the National Association for the Advancement of Coloured People (NAACP), the Southern Christian Leadership Committee (SCLC) and the Student Non-Violent Co-ordinating Committee (SNCC). These three organisations and their achievements are the focus of this presentation. It has always been acknowledged that Black Americans, through the civil rights movement successfully achieved equality amongst whites. This assumption has found to be relatively unsubstantial, and while success in terms of government legislation was achieved, whether African Amer icans found social justice and equality in everyday life after the movement is another story. This assignment has now reached the final stages of completion and only requires confirmation of the findings and thus the conclusions that will be made through further thorough research in the future. Few problems have been encountered between the last submission and the current presentation. The focus question has been re-worded only for the needs of using a clearer, more concise question and the need to focus research in a more beneficial direction. This slight adjustment has by no means hindered the progress of research. The events of the civil rights movement in the United States were co-ordinated by various organisations, each using different strategies in an attempt to achieve their aims of social justice for African Americans. The three most predominantly recognised organisations of the time were the NAACP, SCLC and SNCC. These three organ...

Decision-making Essay Example | Topics and Well Written Essays - 2000 words

Decision-making - Essay Example (Salaman, 2001. p.75) A smooth-decision making process is important for well-running of the organization. Decision-making process is considered to be the most important work the managers are assigned to deal with in an organization. This view is further consolidated by the fact that some people view managing and decision-making has two words with same meaning but different interpretations. There are infinite reasons to consider decision-making to be an integral part of organizations, a theory which has interested most of the theorists and economists. (Salaman, 2001. p.75) Some theorists believe that decision-making provides the door to the so called 'underworld' of an organization. The process involved in making a decision, brings out the political attitude of people involved, resulting in political activities being performed. So, it can be conceived that decision-making brings out two extreme conclusions about an organization. One end shows the strength of an organization in making crucial decisions, showing the solidarity of the management and their power. The other extreme is where the political games are played, where the leads play around the resources to get the decisions to go in their favour. Decisions made in an organization is always power played by people in influential powers and the way each decision shapes after going through these people is not even known to the people involved in it. The end decision always has as a byproduct in terms of disharmony within the organization but it is almost inherent and non deniable. (Salaman, 2001. p.9 7) According to Pettigrew, every decision has the above said political perspective added to it. According to him, an organization is a political playground, with different sub units having different perspective about a decision and each unit opposes the other in terms of their views, their struggle to show majority and finally, ending up in a lot of major implications both for nature and the end-decision. He views this political aspect of decision making to form the crux of any organization in creating the core structural and organizational processes. Several theists say that most of the people involved in decision making view governments as organization but find it reluctant to agree that all organizations are governments. (Salaman, 2001. p.97) They further reason for the neglect of this aspect explaining that people view decision making as part of a formal structure of an organization rather than viewing it as a political structure. Most people tend to work on decision making in psychological terms instead of seeing it in a sociological basis. In short, no person tends to see them as being political and in case if they act so, they justify it by reasoning that they do it for the well being of the organization. There are several features for this political perspective of decision-making that lends support to it. Pettigrew observes these features and explains how important they are to an organization. (Salaman, 2001. p.97) According to him, every organization is a group of several sub organizations. He views it to be a political system that is open for all. These sub-organizations specialize on each work and some of them may have to be dependent on one another to produce the result. In such cases of inter-dependence, a joint decision has to be done in a decision making process. These kinds of processes pave

Piracy Essay Example | Topics and Well Written Essays - 250 words

Piracy - Essay Example Practicing piracy may bankrupt a business and may causes human lives thus it should not be supported. Piracy may cause the business go bankrupt. In the study of Gopal and Gupta (p 1946), they stated that piracy had accounted for a yearly $40 billion revenue losses in software products alone. When this practice of piracy continues, time will come the branded software industry may loss its business. People may not patronize the original software products since counterfeited products may be offered at a lesser price. With the worldwide crisis, the presence of counterfeited products may suit the budget of the customers. In a Billboard news report, Tony Fernandez, Chairman of the local music industry in Malaysia gave a warning that the music industry might be destroyed for the next twelve months by piracy. He further noted that major departments in the country had closed as a result. He explained that business is impossible to continue and flourish if they stay to â€Å"bleed† (Pat rick, p 47) as a result of decrease in sale of their legal products. In the sector of online infringement, piracy as a result of file sharing had in turn affected the sale of CD’s to decrease.

International studies Essay Example | Topics and Well Written Essays - 250 words

International studies - Essay Example Organizations have now become global and they deal with customers from various regions and these customers speak different languages. Majoring in international studies will help me develop communication skills required to communicate with customers from different regions. It will even help me in developing proficiency in one of the various languages spoken throughout the world and this will enable me to specifically cater to the needs of customers that speak that particular language. Leaders in the organization need to understand their delegates who belong to different parts of the world and who think differently. Majoring in international studies will help me develop leadership skills required to understand my followers (Williams, 2013). This will help me in identifying the issues they are facing and I will be able to eliminate those issues which will positively impact the satisfaction levels of the employees. A satisfied workforce will help in increasing the productivity levels of the organization which will enhance my reputation as well as benefit the

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