Cultural Diversity in the Workplace Essay Example | Topics and Well Written Essays - 2250 words

Cultural Diversity in the Workplace - Essay Example Managing cultural diversity in workplace is one of the key objectives of the organization among other concern areas of sustaining productivity as well as quality, total quality management and customer satisfaction. The diversity in the workforce is mainly due to presence of people coming from varying set of backgrounds. They differ in their value systems, culture, beliefs, attitude and behaviour, habits and customs (Henderson, 1994). Thus to bring the entire workforce together on the same platform is extremely significant in terms of bringing them to a common tune of work. The integration of a workforce which is culturally diversified lies at the beneath of the long term success of the organization. The issues to be considered for managing people from an environment of cross-culture are training and development of the employees, organizational dynamics aimed at optimizing the performance of the global managers. The building of confidence to bring out the professionalism of manager ar riving from an international scenario is important. The adaptability to the home environment is required to work in harmony with the organization policies which could be achieved through managing the cultural diversity of the workforce. ... The strategies adopted by organizations are solely based on the data collected by the organizations on the personal trends, labour segments and customer segments. The analysis of the collected data helps the management to understand about the thought process of the diversified set of employees on the developments and progress of the organization. The attitude of the workforce towards their business opportunities and growth could be analyzed from the information collected by the organizations. For international operations, a diversified set of employees in the workforce could prove to be advantageous. The alignment to the different set of cultures, understanding the needs of customers from varying cultural backgrounds and addressing those needs with the help of employees from specific cultural backgrounds help the organizations to attain expansion in the world markets and also to get a competitive advantage. The strategies for managing cultural diversity of the workforce in an organiz ation vary with respect to the ethno-centric, region centric as well as geocentric approaches (Walton, 1994). The ethnocentric approach considers people from different ethnic backgrounds. The region-centric approach considers the members of the workforce from different regional backgrounds. The geocentric approach takes the people from all over the world into consideration for managing the diversity of people from cross-cultural backgrounds. In the present scenario of business expansions, the integration of the host with the international markets and culture is extremely important for the good interest of the organization. The attainment of cultural diversity in business operations is obvious under such situations. Thus the management of cultural diversity is also

Written assignment 3 Essay Example | Topics and Well Written Essays - 250 words

Written assignment 3 - Essay Example b. Longs Peak in Rocky Mountain National Park, is 14,259 feet in elevation. Can you see Cheyenne, Wyoming (about 74 miles away at an elevation of 6,062 feet, so youll have to subtract to get the height to use in the equation) from its summit? Use part a! Explain your answer. (I—your facilitator—used to live pretty close to Longs Peak; I could see it out my office window, and my brother lives in Wyoming. Ive been able to test this by looking for Longs Peak from Cheyenne since being able to see Longs Peak from Cheyenne is equivalent to being able to see Cheyenne from Longs Peak. Ive also climbed Longs Peak, but I didnt look for Cheyenne when I was there. If you do the algebra correctly, you do in fact get the same answer that Ive observed. So, D = 1.32 * = 119.51 miles ïÆ'   this is the distance from the summit that an observer can view to the horizon and 74 miles is within this range, therefore, I would be able to see Cheyenne, Wyoming from the top of Longs

Do Socially-Responsible Mutual Funds Perform better than Conventional Research Paper

Do Socially-Responsible Mutual Funds Perform better than Conventional Mutual Funds - Research Paper Example In addition, it includes incorporation of local communities in order to further its aim to achieve its goals (Schepers, 2009). Socially responsible investment has for years been viewed as the practice for individuals who are interested in social change and who aim to yield much profit at the end. There was a time when it was hard or difficult to establish a socially responsible portfolio that was competitive on market because the socially responsible investing universe was not large. But that is the past since time have changed in that in modern day there are more than 100 mutual funds that incorporate social screens in their management decisions which aim to improve their profits. Investors are in a position to create portfolio that is competitive and real to their social concerns. In addition, there exist more direct investment opportunities such as buying certificates of deposits with local or community banks (Vogel, 2006). Mutual funds Mutual funds are said to be investment capit al of distinct type. In this regard, investment fund refers to the variety of investments such as stocks, bonds and other types of funds. Mutual funds are different from most of distinct types of funds present. In this sense, mutual funds are referred to as open-ended meaning that as the number of people investing in the funds rises, the funds also increases its units in the market. Mutual funds concentrate on specific category of investment such as large firms stocks and government bonds of certain Nations. In addition, few of the mutual funds might slightly invest in combination of stocks and bonds in distinct mutual funds. For many years, investing in mutual funds has been viewed as safe mode of investment as it incorporates both individual capitals with many different investors, which makes investors to invest in different types of investment at less cost (Renneboog et al 2008). There are two different types of mutual funds investment namely; socially responsible mutual funds an d conventional mutual funds. The socially responsible mutual funds involve certain factors to consider while making decision concerning the firm to invest in. Socially responsible funds perform better because the funds apply their ownership rights to manipulate management via policy alteration or change suggestions. They ensure that this advocacy is attained through attending shareholders meetings, exercising voting rights in companies, writing letters to top management, and filing proposals. In most scenarios, it is very hard for shareholders to hold and exercise their voting rights. Therefore voting are attained via proxy. Many investors advocate socially responsible funds because they have strict policy that aim to maintain transparency in decisions and disclose all proxy voting procedures, policies and conducting voting rights of its shareholders (Schepers, 2009). On the other hand, the conventional mutual funds is concerned with the prospects and financial performance of firms combined with significant factors while investing. Discussion Over the years, there has been a tremendous increase in the number of socially responsible mutual funds. The issue of social investment has been subject of debate for many years. However, the modern manner of investment has been because of financial crisis that began in 1930s. At that time, there were many issues available

Press Release Assignment Example | Topics and Well Written Essays - 500 words

Press Release - Assignment Example It has come to our attention this morning that one of our directors in charge of finance has run away with her secretary. The two are not married to each other. Mr. Brown, the finance director, is a married man with two children while Mrs. Rivers, his secretary, is also a married woman with one child. Information availed to us from photos and background checks reveals that the two have been having a secret affair behind their spouses’ backs. This is said to have been going on for a couple of days now. The two love birds have left their families in dire need as they were the bread winners of their families. The second issue is that the two have run away with a substantial amount of money from the staff pension fund kitty. Save the family organization would like to express its stand that we do not encourage such behavior in the organization. The employee code of ethics stipulates that it is an offence for members of staff to have a have a romantic relationship at work as it compromises work and the family values that we advocate for. Secondly we would also like to say that we are conducting internal investigations at the moment to ascertain how the money was stolen by the finance director. Our organization only has three signatories to its accounts: the chief executive officer, the finance director and one member of the board of directors selected through a unanimous vote. The matter has also been reported to the police who are currently working on the case to find the two culprits. Thirdly the organization has taken up the responsibility to take care of the families of the two who were left behind as they cannot fend for themselves. In conclusion we would like to say that this indecent act by one of our directors will not be tolerated and appropriate action will be taken when the two are found. Besides that internal mechanisms are being put in

UCR and NCIC Essay Example | Topics and Well Written Essays - 500 words

UCR and NCIC - Essay Example The NCIC started out its operation by helping law enforcement in the apprehension of fugitives and helping to locate property that was stolen (â€Å"Public Safety†). Since the NCIC database consists of information about humans and property, the database includes 18 files, which contain this information. Records for articles and other properties such as vehicles, guns, boats, among others, are found in seven files, while the remaining 11 files consist of person records, including fugitives, sexual offenders, gang members, wanted persons, terrorist groups, among others. To back up the files, this database also includes images to assist law enforcement agencies in the identification of people and property (â€Å"Public Safety†). The NCIC can be used in a variety of ways. For instance, during a traffic stop, a law enforcement officer can instantly check the NCIC records to verify if a particular vehicle in the traffic stop was stolen, or if it is being driven by a criminal. The NCIC therefore, serves an important purpose of availing an electronic database, which can be accessed by various criminal justice agencies for inquiries, and information on crime and criminals from other agencies. The information in the NCIC therefore, helps law enforcement and authorized agencies to locate missing persons and stolen property, identify criminals, and protect the law enforcement personnel (â€Å"Public Safety†). The Uniform Crime Report (UCR) was established in the United States out of the need for tracking changes in the rate of crime at the state and national level. This program mainly collects data about crime instances reported by various law enforcement agencies in different states. The Federal Bureau of Investigation (FBI) is responsible for the collection and publishing of this crime data annually. These publications however, vary depending on the state, type of crime, and nature of criminals. The most popular and biggest annual

Literature Review - Transformational Leadership Essay

Literature Review - Transformational Leadership - Essay Example In his discussion on political leaders, Burns defined transformational leadership as a process wherein leaders and followers mutually â€Å"promote each other to higher levels of morality and motivation (Jandaghi Matin & Farjami, 2009, p. 211). Another definition identifying transformational leadership as a process is that of Bass (1998) who described transformational leadership not as a characteristic but as a process wherein one person creates a link with another person, thereby establishing a connection that helps increase the level of motivation and morality, both for the leader and for the follower. Two elements appear common to these definitions, that of citing morality as the motivation for behavior, and the strong personal relationship between leader and follower, or between persons, as the source of that motivation. According to Barker (2001), leadership is: (1) a process not specifically a function of the person in charge, but a function of individual wills and needs addre ssed by the dynamics of the collective will; (2) a process of adaptation and of evolution, a deviation from convention involving the dynamic exchange and interchange of value; and (3) a process of energy, not structure. Leadership and change therefore go hand in hand; they are the two most important, yet most problematic elements of organizational behavior (Burnes & By, 2011). Leadership is concerned with bringing about transformational change. The fundamental differences between managers and leaders: †¢ Managers can be dismissed from their jobs for breaking rules; leaders can be dismissed for not breaking the rules when it is called for. †¢ Performance measures against which managers are evaluated are clear and short-term; criteria for judging leaders are more vague and long-term. Transformational v transactional leadership The study by Jiao, Richards and Zhang (2011) observed that transformational leaders and transactional leaders are often viewed in juxtaposition and th erefore contrasted against each other. However, there are successful leaders whose style and approach applies both transactional and transformational leadership principles. Transactional leadership is described as a process whereby followers perform assigned tasks in accordance with the leader’s instructions in contemplation of rewards and praise, while leaders ensure that the promised remuneration or praise, together with the resources necessary to complete the task, are given as promised. The deal becomes a quid-pro-quo, a give-and-take with each party working towards their own self-interest. Transformational leadership, however, involves profound change, wherein the leaders raise their followers’ awareness of the value and importance of specified outcomes, and suggest ways by which the follower may attain these outcomes. Leaders influence their followers and motivate them with a moral purpose, so that they transcend their personal interests and work for the collecti ve benefit, in the process fulfilling a higher order need. When the two (i.e., transactional and

The Presidency Essay Example | Topics and Well Written Essays - 1000 words - 1

The Presidency - Essay Example He was barely twenty years old when he started out with FBI in this modest fashion. He climbed up the career ladder steadily thereafter. His appointment as the Assistant Special Agent in Charge (ASAC) in Chicago is a notable milestone. But it is the World Trade Center (WTC) bombing at Oklahoma in 1993 that would prove to be a turning point in his career. A year later he was made supervisor of VAPCON in 1994. From this point onwards John was deeply involvement in counter-terror operations for the rest of his life. In hindsight a lot of warnings given by O’Neill have proven to be right. His fractious relationship with the FBI bosses and his own abrasive personality had created distrust or disregard for the information that he was passing on. Though a lone voice among his colleagues, he kept repeating the threat of terrorist attacks till the very end of his tenure with the FBI. In the last few years of his service, he served as the Chief of Counterterrorism Section within the FBI . Despite this critical position he held within the national intelligence apparatus his words were not given due respect. Every time an important lead would emerge, â€Å"John would fight with Washington to make sure that we constantly took the lead on these investigations. So we would build this intelligence base, and so we would have investigators that had the institutional knowledge and that was the way it was.† (Clint Guenther, Former FBI Agent NYC – Counterterrorism) Investigating the 911 terror attacks in retrospect, there is nothing inevitable about its occurrence. There were enough indications for the FBI to take preventative action. John O’Neill saw himself as the champion of this cause – one of saving America from a grave security threat. But, unfortunately, those around him, especially the top leaders in the FBI did not concur with O’Neill’s views. More than an odd lapse it is a systematic failure on part of the key national agenc y. Bureaucratic bungling and red tape have made O’Neill’s desperate attempts to communicate a challenge. Personal ego hassles between O’Neill and his peers and superiors was another mitigating factor. O’Neill’s abrasive personality rubbed off his colleagues the wrong way. As a result, the intelligence reports given out by O’Neill did not get the urgent attention that they merited. One needs to ask how personal favoritism and prejudice can undermine the high profile operations of the FBI. John O’Neill was quite vocal and persistent about the presence of Al Qaeda sleeper cells in the United States. John had communicated how the terror network had developed capabilities for attacking many strategic locations not just in the United States but anywhere in the world. It was O’Neill who identified Al Qaeda as the foremost threat to America -much ahead of his peers did. As his colleague Richard Clarke recounts, â€Å"I would go around the country to FBI offices and ask, "Is there an Al Qaeda presence in Chicago, in San Francisco, in Boston?" And typically the reaction I would get is, "What's Al Qaeda?"...But not with John. John knew what Al Qaeda was; he was among the first people to see the bin Laden threat. He believed there was a bin Laden network in the United States even if he couldn't prove it. So he was constantly trying to prove it†¦" (Richard Clarke, NSS Coordinator for Counterterrorism, 1992-2001) John O’