The Great Depression Of The 1920s - 970 Words

2.)The Great Depression began in the 1920s and was commonly known as the ‘roaring 20s’. This term is used to describe the general prosperity of this period. Corporate profits increased and consumerism expanded, but a large portion of the population was suffering terribly. The agricultural section of the population was impacted greatly. Farm income was sluggish and the housing market was depressed due to low wages. The economic gains of this period were unevenly distributed, which was the main cause of the Great Depression. Andrew Mellon, secretary of treasury under all three presidents during the 1920s, advocated for a significant reduction in federal income tax. During this period, the tax rates were lowered from 73% to 25%, which increased economic inequality. The 1920s were an era of prosperity and caused an expansion of consumer goods. Even though there was a general increase in production, there were also unequal pay scales and major tax cuts given to the wealthy. T his meant that the majority of people who were making these consumers, (radios, automobiles and other products that became available in a mass basis), were not receiving enough income to pay for basic necessities. Production was expanding but there was not enough income for people to purchase these consumer goods. In the early 20s, there was an expansion of credit at the same time that taxes were being greatly reduced. This was the beginning of installment purchasing. Workers were not paid enough toShow MoreRelatedThe Great Depression Of The 1920s1346 Words   |  6 PagesThe 1920s was an economic growth period for American companies and businesses. One of the key ways of making money during this period was to buy stocks and shares. As with consumer goods such as washing machines and kitchenware’s, there was the option of buying stocks and shares on credit, which meant that purchasing shares on the stock market was available to almost everyone. Thousands of Americans rushed in to gain benefit from the share market with many using their life savings or borrowed moneyRead MoreThe Great Depression Of The 1920 S1706 Words   |  7 Pagesthe beginning of the 1920’s, the United States was beginning to recover the economy now that World War I was over. During this decade, America became the richest nation in the world. The 1920’s, also referred to as the roaring twenties, was a period of dramatic and social change. More Americans during this era lived in the city rather than on a farm. The nation’s wealth doubled throughout the roaring twenties, and lead the Stock Market Crash of 1929 where the Great Depression followed after this timeRead MoreThe Great Depression Of The 1920 S1385 Words   |  6 PagesFollowing WW I in the 1920’s, there was a decade of an economical explosion. The post-war era brought about many changes. Businesses showed great profits, migration to big cities of industrial compani es occurred with the hopes of making a better life, people were given the opportunity to purchase things on credit, while others borrowed money making poor decisions buying high priced stocks with the intention of selling stocks for a profits to repay lenders. When Black Tuesday occurred on October 29Read MoreEffects Of The Great Depression Of The 1920 S1099 Words   |  5 Pages The early to mid 20th century brought forth an America submerged in modernism, advanced technology, reformed social views, and in the 1920’s a skyrocketing economy. However, this time was also plagued by 2 high fatality wars, development of extremely dangerous weapons, ill treatment of people brought on by fear, the Great Depression, and some government policies that eventually failed. The first 45 years of the 1900’s were marked by irregular and exceptionally large shifts in culture and technologyRead MoreCause Of The Great Depression : What Reagan Doesn t Know About The 1920s 2098 Words   |  9 Pages This paper will present a brief summary and discussion of the causes of the Great Depression based on Frank Stricker s paper, Causes of the Great Depression: or What Reagan doesn t know about the 1920s. Stricker presents an argument as to what he believes to be the root causes of the Great Depression as they relate to the decade preceding the stock market crash of 1929. This review is intended for undergraduate and graduate students of U.S. American History. Stricker present s several essentialRead MoreThe Extent to Which Poor Economic Management of the Great Depression Impacted Australia from the 1920s to 1930s1592 Words   |  7 PagesThe Great Depression was a period of economic contraction and rising unemployment between 1929 and 1933 in Australia and throughout the rest of the world. The Great Depression followed a period of global prosperity and it was triggered by the Wall Street stock market crash on the 24 October 1929 in New York City. A depression is a period of time when the national income falls substantially and results in depleted money reserves causing economic contraction. The Federal Government contributed toRead More Causes of the Great Depression Essay1143 Words   |  5 PagesCauses of the Great Depression Throughout the 1920’s, new industries and new methods of production led to prosperity in America. America was able to use its great supply of raw materials to produce steel, chemicals, glass, and machinery that became the foundation of an enormous boom in consumer goods (Samuelson, 2). Many US citizens invested on the stock market, speculating to make a quick profit. This great prosperity ended in October 1929. People began to fear that the boom was going toRead MoreThe Great Depression : The Worst Economic Slump1427 Words   |  6 PagesThe great Depression was the worst economic slump in US history, beginning in 1929 it lasted almost a decade. Leuchtenburg suggests â€Å"there was no single cause of the Great crash and ensuing depression†, however the most influential reasons for the Great depression was a culmination between the unequal distribution of income and the extensive speculation of the 1920s. Underlining these two dominant influences was the republican gov ernment practises of the 1920’s under Harding, Coolidge and HooverRead MoreWomen s Roles During The Great Depression1413 Words   |  6 PagesTo what extent did white women’s social roles change from the 1920s to the Great Depression when employment and income decreased nationwide? A. Plan of Investigation The Great Depression devastated the United States, and remains the worst depression ever experienced by the nation. During the â€Å"Roaring Twenties† when the economy was thriving in the United States, women took the opportunity to improve their social statuses through enlightenment, but as this period came to an end women’s social rolesRead MoreAnalysis Of Babylon Revisited By F. Scott Fitzgerald1240 Words   |  5 Pagesstory set in the Great Depression era, however the narrative represents American culture from across several years. F. Scott Fitzgerald, author of Babylon Revisited, succeeds in framing what American culture was in the 1920s as well as the early 1930s. The story exposes the two cultures through the protagonist Charlie Wales, a business man who â€Å"got lucky in the market.† In the story, Charlie’s lifestyle is shown as one of luxury and excess which defines the era before the Great Depression known as the

As Many Of You School Administrators Know, Technology Impacts

As many of you school administrators know, technology impacts the lives of all persons, parents, educators, students, and others. Technology has a strong influence of students, from prekindergarten to the final year of secondary education and even beyond. With the enhancement of technology’s role in the school system, the idea of moral compass has been questioned (Herrington Emmans, 2002). Several schools over the world are incorporating character education courses whether they are weekly or in daily routine activities which is impressive (Herrington Emmans, 2002). I would like to propose a program where the utilization of smartphones and mobile technology are inside of the classroom. As an educator, it is difficult to eliminate†¦show more content†¦While working at a public charter school in North Carolina, smart boards, LCD monitors, and Apple iPads are assigned to each classroom, from kindergarten to ninth-grade (each year, the school adds another grade). Initially, it was odd to me and I verbally expressed my concern to other faculty members and administrators. After watching the interactions between the students and the media devices, devices only containing educational value, I saw the need for media literacy in a school environment. As educators, it’s our job to â€Å"nurture students’ civic [and other types of] character† development (Seider, 2012). Integrating smartphones and mobile technology in the classroom could create a deeper bond between teachers and students. For example, interactive games on a smartphone, laptop, tablet, or a similar device has the potential to teach both groups, students and teachers. The interactive games could teach students different fragments of the curriculum and could teach educators how to operate technology in a swifter way without frustration (Gutierrez, 2012). Reaching out to the youth in multiple ways, such as media connections, establishing a bond, and encouraging each positive step they make, is necessary for the proper development of generations of today and future generations (Seider, 2012). Just as the distribution of â€Å"equal weight† to moral, performance, and civic character, the incorporation of a media literacy course in the classroom, noShow MoreRelatedEffective School Leaders Must Be Dynamic And Ready Essay1714 Words   |  7 PagesCritical Assignment 1 Michael Friede l Lynn University Intro Highly effective school leaders must be dynamic and ready to meet several needs in the realm of human resources. One of those responsibilities is to create an environment where teachers and staff can thrive and reach the maximum potential for their professional development. An administrator must also identify and cultivate the next set of leaders to educate the next generation of students. A district that wants to be successful will identifyRead MoreCurriculum Development Interview. This Paper Will Summarize1748 Words   |  7 PagesCurriculum Development Interview This paper will summarize the information gained by interviewing a Curriculum Specialist in a specific school district in eastern South Dakota. How curriculum is used and who determines how it is used will be the basis of the interview. Other aspects will include what the district’s process is when adopting curriculums and finally how the teachers are effectively using it. Included will be a reflection piece that will include the positive aspects of adopting andRead MoreEducational Funding For School Schools Essay1363 Words   |  6 Pagesrivalry, school tradition or even that favorite math class. It is simply about business and survival. Education has transitioned from the days of text books and chalkboards to e-learning and energy cuts. The change in the mind-set of administrators and school boards from expanding schools to schools surviving for the next school year is the result of the changes in Indiana educational funding. Micro- analyzing budgets, student counts, capit al project funds, referendums, and worry about school vouchersRead MoreTechnology Efficient1592 Words   |  7 PagesTechnology Getting Efficient Technology affects our society significantly today. It has become an integral part in our life by bringing so much benefits and downsides. Technology improves the efficiency in education, becoming active learners, helps us connect with other people and more. Technology is a useful tool in in the classroom because it not only motivates students, but it also enhances their learning. When mentioning of how technology impacts our society, people tend to have differentRead More Return on Investment Analysis Essay example1219 Words   |  5 PagesReturn on Investment Analysis Profit Every business must devise a means to make and measure the profit from an investment. Profit reflects the very nature of business. Businesses that provide a product or service want to know if their efforts in a particular field will result in financial gain (Wiens 1997). The concept Return On Investment provides a means to measure the profit obtained from an investment. I will discuss the area of return on investment from a training and staff developmentRead MoreDecision Making Process Of The School Board1354 Words   |  6 PagesDecision Making Process The superintendent needs to take the lead on creating a formal plan, keeping in mind that the school board has the final decision making power as far as resource allocation and making a proposal official policy. However, leading a process does not mean drafting it single handedly. Gaining staff and community buy-in will be essential if the plan is going to be a success. Representatives from the same groups that provided input on the needs assessment should be includedRead MoreIsllc4100 Words   |  17 PagesRunning Head: FINAL BENCHMARK ASSESSMENT Final Benchmark Assessment: Individual Reflection Essay Abstract As a leader today, there are many challenges that you are faced with. The Interstate School Leaders Licensure Consortium (ISLLC) is a program that has standards for school leaders to follow. The six standards are to be used as guides to make sure the organization runs smoothly. If ever the organization gets off track, the ISLLC standards can also be used as tools to get the organizationRead MoreShould Students Who Engage in Cyberbullying, Even Off Campus Face Sanctions at School?991 Words   |  4 PagesSanctions at School? ENGL 103 Writing and Rhetoric Leighsah Ruiz Brandman University Everyone, at some point in their life has been exposed to or; witnessed some type of bullying. Since this type of behavior is traditionally witnessed, victims has a means of accusing the other student. Technology is undeniably apart of everyday life, especially in that of today’s youth. Cyberbullying has become a nationwide epidemic due to the dramatic impact technology has on communicationRead MoreTitle II Request For Funding1322 Words   |  6 PagesRequest for Funding a) Decide on a program/initiative that you think would be worthy of the team creating. Describe the program/initiative. Aligning Research with Literacy Initiatives While Advocating for the Role of Media Coordinator According to CMS Superintendent Ann Clark regarding literacy as our North Star, it â€Å"is the most important skill we teach. Literacy is the foundation for academic success from pre-kindergarten through high school.† Literacy is key to achieving academic success and theRead MoreCyberbullying Is A Big Concern For Society Today920 Words   |  4 Pagesvideo chat instead of meeting up in person. The use of technology makes cyberbullying much easier and more common, especially among teenagers. Cyberbullying is the reason for cutting, school shootings, and suicide, but to the bullies it’s just a game on the computer and they can’t see the damage that they are causing. Some kids do it for entertainment, some do it to raise their own self-esteem, while others are just following the crowd. Many people think that everything can be forgotten by a click

The Inventors or Muckers Who Worked for Thomas Edison

Already by the time he moved to Menlo Park in 1876, Thomas Edison had gathered many of the men who would work with him for the rest of their lives. By the time Edison built his West Orange lab complex, men came from all over the United States and Europe to work with the famous inventor. Often these young muckers, as Edison called them, were fresh out of college or technical training. Unlike most inventors, Edison depended upon dozens of muckers to build and test his ideas. In return, they received only workmens wages. However, the inventor said, it was not the money they want, but the chance for their ambition to work. The average work week was six days for a total of 55 hours. Nevertheless, if Edison had a bright idea, days at work would extend far into the night. By having several teams going at once, Edison could invent several products at the same time. Still, each project took hundreds of hours of hard work. Inventions could always be improved, so several projects took years of effort. The alkaline storage battery, for example, kept muckers busy for almost a decade. As Edison himself said, Genius is one percent inspiration and ninety-nine percent perspiration.   What was it like to work for Edison? One mucker said that he could wither one with his biting sarcasm or ridicule one into extinction. On the other hand, as electrician, Arthur Kennelly stated, The privilege which I had being with this great man for six years was the greatest inspiration of my life. Historians have called the research and development laboratory Edisons greatest invention. In time, other companies such as General Electric built their own laboratories inspired by the West Orange lab. Mucker and Famous Inventor Lewis Howard Latimer  (1848-1928) Although Latimer never worked directly for Edison at any of his laboratories, his many talents deserve special mention. The son of an escaped slave, Latimer overcame poverty and racism in his scientific career. While working for Hiram S. Maxim, a competitor with Edison, Latimer patented his own improved method to make carbon filaments. From 1884 to 1896, he worked in New York City for the Edison Electric Light Company as an engineer, draftsman, and legal expert. Latimer later joined the Edison Pioneers, a group of old Edison employees - its only African American member. Since he never worked with Edison at the Menlo Park or West Orange laboratories, however, he is not technically a mucker. As far as we know, there were no African American muckers.   Mucker and Plastics Pioneer: Jonas Aylsworth (18-1916) A gifted chemist, Aylsworth began working at the West Orange labs when they opened in 1887. Much of his work involved testing materials for phonograph recordings. He left around 1891 only to return ten years later, working both for Edison and in his own laboratory. He patented condensite, a mixture of phenol and formaldehyde, for use in Edison Diamond Disc records. His work with interpenetrating polymers came decades before other scientists made similar discoveries with plastics.   Mucker and Friend until the End: John Ott (1850-1931) Like his younger brother Fred, Ott worked with Edison in Newark as a machinist in the 1870s. Both brothers followed Edison to Menlo Park in 1876, where John was Edisons principal model and instrument maker. After the move to West Orange in 1887, he served as superintendent of the machine shop until a terrible fall in 1895 left him severely injured. Ott held 22 patents, some with Edison. He died only one day after the inventor; his crutches and wheelchair were placed by Edisons casket at Mrs. Edisons request.   Mucker  Reginald Fessenden  (1866-1931) Canadian-born Fessenden had been trained as an electrician. So when Edison wanted to make him a chemist, he protested. Edison replied, I have had a lot of chemists... but none of them can get results. Fessenden turned out to be an excellent chemist, working with insulation for electrical wires. He left the West Orange lab around 1889 and patented several inventions of his own, including patents for telephony and telegraphy. In 1906, he became the first person to broadcast words and music over radio waves.   Mucker and Film Pioneer: William Kennedy Laurie Dickson (1860-1935) Along with most of the West Orange crew in the 1890s, Dickson worked mainly on Edisons failed iron ore mine in western New Jersey. However, his skill as staff photographer led him to assist Edison in his work with motion pictures. Historians still argue over who was more important to the development of films, Dickson or Edison. Together, though, they accomplished more than they did on their own later. The fast pace of work at the lab left Dickson much afflicted by brain exhaustion. In 1893, he suffered a nervous breakdown. By the next year, he was already working for a competing company while still on Edisons payroll. The two parted bitterly the next year and Dickson returned to his native Britain to work for the American Mutoscope and Biograph Company.   Mucker and Sound Recording Expert: Walter Miller (1870-1941) Born in nearby East Orange, Miller started working as a 17-year-old apprentice boy at the West Orange lab soon after it opened in 1887. Many muckers worked here a few years and then moved on, but Miller stayed at West Orange his entire career. He proved himself in many different jobs. As manager of the Recording Department and Edisons primary recording expert, he ran the New York City studio where recordings were made. Meanwhile, he also carried on experimental recordings in West Orange. With Jonas Aylsworth (mentioned above), he earned several patents covering how to duplicate records. He retired from Thomas A. Edison, Incorporated in 1937.

The Link Between Adhd And Electronic Stimulation - 1806 Words

The Link Between ADHD and Electronic Stimulation Raymond Caldwell Abstract The link between prolonged exposure to electronic stimulation such as television and video games has long been speculated to be a cause of Attention Deficit Hyperactivity Disorder, or ADHD, as it is more commonly known. As the degree to which the general public uses entertainment increases, so too does the rate of ADHD. The increasing rates of this disorder nation wide, as well as around the world, has prompted many scientists and researchers to attempt to formulate a hypothesis as to the cause of ADHD. If a cause were to be found, a solution could be made to decrease the negative impacts ADHD causes its suffers in school and work environments. Through extensive scientific research and experimentation, the link between electronic stimulation and the development of Attention Deficit Hyperactivity Disorder is clearly seen. Many gaps in the current knowledge of this research are noted, and the opportunity for additional research is proposed. Introduction and Background As computers and technology are becoming a more crucial part of the life of the ordinary citizen in The United States, the everyday life in 2015 has been made easier, and many tasks that used to take a lot of time to complete can now be finished in half the time. Technology has freed up more leisure time to spend on modern entertainment such as television and video games. While this sounds like a great thing to those living inShow MoreRelatedIs Google Making Us Stupid2259 Words   |  10 Pagesrepresenting the EU’s twenty eight national privacy regulators said that the policy should be globally enforced citing that it was too easy to switch domains to find the information that you want (Monitor). People who wish to remove the irrelevant links from the websites need to fill out a form online and then it will be reviewed by Google. Then the team from Google will assess a case by case basis if the complaint is valid (Monitor). Google and the web are important to all of the people in theRead MoreThe Marketing Research of Brainquiry33782 Words   |  136 Pagesavailability. Excel file Belgium research provides detailed information related to Belgian psychologists that were found. The same counts for golf clubs. Extra information about Belgium includes Word documents containing information about Belgian ADHD support groups and Alzheimer s disease support groups, additional to this PDF files include information about patients with Mental Health problems in Belgium. These .pfd files are taken from Belgian federal statistics website. Unfortunately, not

At the back of the stage Free Essays

The most prestigious event in the town where I considered being one of my most unforgettable moments in life because it’s like a dream came true. Before, I’m Just an audience who dreamed to be part of the show who ramp at the stage watched by my own fellow Jimenez. But it’s my fortune to be given a chance to be one of them. We will write a custom essay sample on At the back of the stage or any similar topic only for you Order Now At the start I hesitate because it’s my first time to ramp at the stage crowded by a lot of people, but I hanged my mind because I told to myself why not try it? There is nothing to lose of trying right? As long as we enjoy and we love what we do. Someone will say, how came that the Search for b. Jimenez 2014 is one of my unforgettable moment if I didn’t made it to the top 5? Well, getting the Crown is not all that matter but what matters most is the learning, the experienced, the friendship we build with all the staff and the memories that I will treasured for the rest of my life. Not all of us had even a chance to be part of that prestigious event. So, win or lost that moment will still marked an important part of the piece of my heart and soul. In every competition it is not Just the Crown, the medals, or any awards that matters but it Is for us how we accept things without any regrets, because we all know within ourselves that we did our best and accept the fact that In every competition from small to the biggest one there will always be a winner and there Is always be a loser, Loser In the eyes of everyone but a winner for themselves. How to cite At the back of the stage, Papers

Managing & Coordinating the HR Function-Free-Samples for Students

Questions: 1.Give examples of the main Organisational Objectives that the HR function is responsible for delivering and briefly explain how these have evolved/are evolving in contemporary organisations. 2.Give a brief summary of two different ways HR Objectives can be delivered in Organisations. (AC 2.1) 3.Give a short explanation of at least two major theories of Change Management. 4.Your CEO has asked for a report on the contribution of the HR function to the Business. In preparation for the report, give a brief summary of the criteria and methods you would use to evaluate the HR function's contribution. 5.In consultation with your tutor, select an article that Identifies and evaluates research evidence linking HR Practices with positive Organisational outcomes. Answers: 1.For the contemporary business organizations, human resource management is one of the key aspects to be considered in order to enhance their productivity and effectiveness. There are various organizational objectives for the human resource management in the current business scenario (Armstrong and Taylor 2014). One of the key objectives of human resource management is to driving and enhancing organizational productivity. Human resource functionaries have the responsibilities of defining the clear and precise organizational goals and aim for the employees. Stating out clear goals will help the employees to have the fair idea about the goals and objectives that they have to accomplish in the organization. Thus, it will help them to work accordingly (Shinkle 2012). Moreover, another objective of the human resource management is to maintain the effectiveness of the organizational structure be effectively recruiting and training them. Human resource management is responsible to select ri ght employees for the right job at the right time. Thus, having the rightly expertise employees for the right job will help the organization to have more effective and efficient workforce. In addition training being given by the human resource functionaries also helps the existing employees to enhance their expertise and skills according to the current market and business requirement (Chinomona 2013). Another key organizational objective is the creation and maintaining of coordination and understanding among the departments in the organization. For the current business scenario, coordination among the departments is required and importance to have the end products or services according to the requirement of the customers. Thus, human resource management is responsible for the effective coordination of the all the departments in the organizations by effectively allocating resources and training their employees (Bouckaert, Peters and Verhoest 2016). Moreover, various activities are being initiated by the human resource management in the organization in order to increase the mutual cooperation and understanding among the departments. Another objective of human resource management is to enhance the job satisfaction of the employees. Various initiatives being taken by the human resource managers such as initiation of the employee welfare activities along with providing and skill develo pment training and different types of job enrichment will help the employees to be more equipped and more motivated in their workplace (Gunaseelan and Ollukkaran 2012). However, for the contemporary business organizations, the definitions for human resource management are rapidly evolving. This is due to the reason that, contemporary business organizations are operating in different and diverse sectors and competing with several competitors. Thus, definition and organizational objectives for the contemporary business organizations are different and diverse. For instance, the importance of training being discussed earlier is different for different organizations (Ford 2014). A few years ago, the key motive to provide training to the employees is to train them in accomplishing the particular job. However, the definition of the training from being just providing assistance for the employees have been evolved to one of the key factors of enhancing the motivation of the employees (Lazaroiu 2015). For the contemporary business organizations, training helps them to equip the employees in dealing with the organizational challenge. Moreover, for the employee s in the contemporary business organizations, employees have to be trained with different set of skills and expertise, which are also to be enhanced by the use of the training. In the human resource management, recruitment and selection of the employees refers to the selection of the right employees for the right job. However, in the contemporary business organizations, recruitment depends on various different and diversified aspects such as the different needs in different departments (Bryson, James and Keep 2013). Accordingly the human resource managers have to select the employees. Moreover, in the current business scenario, human resource managers have more options of having talent pool such as having the option of online job portals. At one point of time, the key objective of the human resource managers is to maintain the human resource in the organization. On the other hand, in the contemporary business organizations, human resource managers not only will manage the human resources, but also they have to look after the effectiveness of the employees and accordingly they have to initiate various initiatives (Bratton and Gold 2012). As discussed earlier, human resource management plays an important role in enhancing the effectiveness and productivity of the employees as well as other stakeholders, however, the key objectives of the human resource management will only be achieved if it is being managed ethically and professionally. This is due to the reason that, the key concept of the human resource management stands on the ethical principles (Crane and Matten 2016). As discussed earlier, human resource management deals with the employees and thus initiation of the ethical principles in managing human resources will help the organization to instill the ethics among the employees. Moreover, following of ethics and professional code of conduct is important in the human resource management due to the reason that, human resources functionaries should have equal and neutral view on all the organizational departments. Otherwise, employees from all the departments will not have the equal opportunity of having training and human resource activities. The more ethical principles and professionalism will be followed by the human resource managers, the more will be the effectiveness of the employees (Shahid and Azhar 2013). This is due to the fact that, the employees will possess those skills, which will be provided to them. Any types of injustice with the employees will have negative impact on the entire workforce. Thus, it can be concluded that the policies and procedures in initiation of the human resource management should be ethically correct and should be implemented in professional way. 2.The objectives of human resource management can delivered in the organization in different ways. The followings sections will discuss about the different ways of how the objectives of human resource management can be delivered. One of the effective models is the traditional model of human resources. According to this model, the human resource service can be delivered to the employees with having a separate human resource department in the organization (Beardwell and Thompson 2014). This organization will look after the management of the human resources in every department in the organization. On the other hand, another model of human resource service delivery is the Ulrichs three leg model (Bamberger, Biron and Meshoulam 2014). Service of human resource can be delivered in different ways such as outsourcing, off shoring and in house. Outsourcing refers to the involvement of third party consulting firms in delivering the human resource service in the organization. Involvement of the consulting firm will help the organizations to have the expertise service related to the management of the human resources (Doellgast and Gospel 2013). Moreover, involvement of the human resources will also help the organization to reduce the cost involved in managing the employees in the organization along with having to take fewer responsibilities. Another effective option of delivering of human resource service in the organization is having the in house human resource managers in the organizations (Tang and Tang 2012). In this case, business organizations maintain the human resource by them. Employees in this department are being selected by the organization. They look after the service delivery of the human resources in the organization. In this case, the key advantages being gained by the organizations are the perfect alignment of the policies of human resources with the organizational objectives. Moreover, the coordination between the employees and the human resources functionaries will also be more in this case. The policies and approaches of human resource management vary with the change in size and operating sectors of the organizations. This is due to the reason that organizations from different sectors and having different size are having diverse and different requirement regarding their management of human resources (Reiche, Mendenhall and Stahl 2016). In addition, the human resources approaches of large and small firms are different due to the different in their workplace requirement and relevant legislations. In the case of the large organizations, the key objectives of human resource includes effectively and strategic alignment of the human resource management with that of the organizational objectives. Moreover, in the case of the large organizations, the human resource managers have to maintain different and diversified organizational requirement and thus the one to one connectivity between the human resource functionaries and the employees may not be possible (Arnellos, Moreno and Ruiz-Mirazo 2014). On the other hand, in the case of the small organizations, the key objectives of human resources are to enhance the productivity of the employees. In this case, human resources managers have to maintain less diversified criterions and they have to mainly concentrate on the productivity of the employees as well as for the entire organization. Moreover, in the case of the small organizations, the human resource functionaries have to also concentrate on generating of innovative ideas in the organizations. This is due to the reason that, in the current business scenario, small organizations have to rely on the innovations and thus, it is the added responsibility of the human resource functionaries to encourage the employees in enhancing their innovative ideas along with maintaining the effective working environment in the organization. On the other, the objectives and goals of the human resource functionaries also vary in case of private and public sectors. In the case of the private sector, the key objective of the human resource department is to enhance the productivity of the employees due to maximize the profitability of the organization (Nda and Fard 2013). This is due to the reason that, private organizations are concerned with profit maximization and thus the key responsibility of the human resource functionaries is to increase the productivity of the employees. Moreover, in the case of private organization, there is more chance of implementing the Ulrich model due to the fact that, private organization is more concerned with the reduction in the internal cost. Thus, it is more probable for the human resource in the private organizations to opt for off shoring or outsourcing the human resource functionaries in order to reduce cost. In the case of the public organizations, the key objective of human resource management is to enhance the quality of the customer service (Jasmand, Blazevic and de Ruyter 2012). This is due to the reason that, in the public organizations, human resource managers have to look after the quality of the service quality due to the fact it will provide competitive advantages in the market. Accordingly, they will have to provide training and other employee welfare activities to equip the employees in providing the effective customer service to the customers. 3.There are various theories being stated by different authors in relation to the change management in the organization. One of the key change theories is the Kurt Lewins model of change. According to this theory, there are three main steps that should be considered by the organizations in implementing the change. The first process is the un-freezing process. In this process, the senior management has to identify the gaps in the existing organizational systems and ware those to the employees (Shirey 2013). Moreover, the employees should be made aware about the limitations of the existing systems and the need and benefits of change management. The next process is the implementation of the change. In this step, the senior management has to implement the change in the organization according to the requirement. The last step is the refreezing. In this step, the employees should be made comfortable and convenient in the new systems and aligning the employees and other infrastructure in th e organization according to the implemented changes (Shirey 2013). Another theory related to the change management is the McKinseys 7S model. This model states seven steps for the organizations to have effective management and implementation of the change process (Singh 2013). This model states more holistic approach and covers more elements for the organizations to have effective implementation of change process. The steps in this model include shared value, strategy, structure, systems, style and the skills. Thus, initiation of this model will help the organization to align their internal infrastructure along in the line of change process. However, Lewins model of change management is the most used and popular model for implementing the change in the organizations. This is due to the reason that, Lewins model helps the organization to initiate the change process effectively and in sequential manner. As discussed earlier, the first process or step in this model is the unfreezing model. In the case of the initiation of the change process, the first step for the organization is to identify and determine the issues in the existing systems (Shirey 2013). This is due to the reason that, the gap identified in the existing systems will be the key areas, which need to be improved by implementing changes in the organization. Moreover, the gap identified will also be helpful and beneficial for the organizations in reducing the resistance of the employees. Thus, determination of the gaps or issues is important for the organization to implement the change. In addition, in the process of change management, chances of having resistan ce from the side of the employees are high (Bateh, Castaneda and Farah 2013). This is due to the reason that, employees will have the fear that the implementation of the change process will may have adverse impact on them. Thus, it is the responsibility of the senior management to overcome the resistance from the employees. They have to make the employees aware about the existing gaps in the organizations and how the change to be implemented in the organization will overcome these issues. The next process is the implementation of the change. This step will involve the implementation of the change in the organization after the initial resistance can be overcome. The change process is being implemented and the associated stakeholders start to identify the changes. This process is important due to the reason that, the effectiveness of the change process depends on how well the change is being aligned with the organizational infrastructure (Nijssen and Paauwe 2012). The last step is the refreezing. In this step, the organizations are being taken back to its existing form. Due to the emergence of the change process in the organization, instability is being aroused in the organization with the employees feel inconvenient to get accustomed with the new process. Thus, in this step, the organizational culture, structure and procedures are being made stable and all the associated stakeholders will feel comfortable and convenient in the new culture. However, the effectiveness of the change process being implemented in the organization should be periodically evaluated by the human resource managers. This is due to the fact that, change is being implemented in the organization to meet the latest criterions in the market and business scenario. Thus, due to the fact that, the current market scenario is rapidly changing, it is important that the change process should be periodically evaluated in order to identify any required changes. 4.There are various criterions and methods to be used in evaluation of the human resource function in the business. As already discussed, the key motive of the human resource function is to enhance the productivity of the employees along with maintaining the effective working environment in the organization (Murrell 2012). Thus, one of the key criterions to evaluate the effectiveness of the human resource function is the productivity of the employees. In the evaluation process, it is to be seen that to what extent the productivity of the employees get increased with the initiation of the human resource management. Another criterion to be accessed is the motivational level of the employees. Human resource management is being initiated to enhance the motivational level of the employees in the workplace. Thus, the high morale of the employees will be another key criterion to evaluate the human resource function in the organization. Another criterion that is required in evaluating the hu man resource function in the organization is the generation of the innovative ideas from the employees (Hoyrup et al. 2012). Human resource functionaries operate in the organizations especially the small organizations in order to generate innovative ideas. Thus, the more will be the generation of the innovative ideas in the organizations, the more will be the effectiveness of the human resource management. In addition to the various criterions regarding the evaluation of the human resource management, there are some other methods that are being used in evaluating the human resources in the organization. One of the methods is the commitment. It refers to the fact that employees are working effectively in the organization and their individual skills and expertise, which helps in gaining competitive advantages for the organization. Thus, evaluation of the commitment of the employees in their organization will help to determine the effectiveness of the human resource in the organization. The next method for evaluation is the determining the competency level of the employees. Competency refers to the skills and abilities of the employees in accomplishing their task (Baran and Klos 2014). Thus, the more effective will be the process of recruitment and selection of the new employees, the more will be the effectiveness of the human resource management in the organization. The next method in evaluating the contribution of human resources in the organization is the congruency. An organization will get success if the relationship between the employees and the senior management is positive and effective. Thus, in this case, the objective of the human resource management is to enhance the organizational relationship between the internal stakeholders. Congruency refers to the effective relationship between the employees and the senior management and sharing similar vision in the organization (Spanjol, Tam and Tam 2015). Thus, evaluation of the congruency in the organization will help to evaluate the contribution of human resource in the organization. The last method of evaluation is the bench marking. It refers to the concept of comparing the data and information of the employees with that of the organization having effective human resource management. Thus, the more effective will be the determination of the competitors information, the more effective will be the evaluation process of the human resource function. 5.There are various articles being stated by various authors regarding the impact of human resource management on the organization. However, an article being stated by Kehoe and Wright (2013), regarding the impact of the human resource management on the effectiveness and productivity of the employees. This article concludes that, involving of human resource management will help the organization to have motivated and equipped employees. According to the authors, initiation of human resource management will help the organization to have positive impact on the attitude and behavior of the employees. According to the authors, human resource management includes the providence of training and skill development programs for the employees. Thus, providence of training to the employees will help them to train and equip in facing the organizational challenges. Moreover, training will also help the employees to get accustomed with the change in the market and business scenario. This will eventu ally help them to have positive attitude in their workplace due to the fact that, they are well equipped to face the organizational challenges. Moreover, the authors also stated that, involvement of human resource management will help in maintaining the diversity in the workforce. Thus, for the multinational organizations such as Unilever, initiation of human resource management will help to effectively manage the diversified employees from different regions around the world. The article stated above is convincing due to the fact that, it covers all the related aspects of impacts of human resource management. Moreover, according to the authors, the survey for this article is being done on an realistic manufacturing unit. Thus, from the above discussion, it can be concluded that, investment in the human resource management and development in the organization will have positive impact on the effectiveness and productivity. The more investment will be in the human resource development by the organization, the more equipped and updated will be the organizational mechanism to manage the employees. Thus, having effective and well trained employees in the organization will help in gaining competitive advantages in the market. Moreover, effective management of human capital will also help the organization to reduce the probability of employee related issues, due to the high level of engagement and job involvement of the employees in their workplace. This will also help the organization in reducing the employee turnover rate. Thus, it can be concluded that, more investment in managing the human capital will be beneficial for the business organizations due to the reason that, it will help them to enhance the p roductivity and effectiveness of the employees. For the contemporary business organizations, it is important to effectively determine the requirement of the employees and providing them effective working environment in order to gain maximum productivity from them. thus, initiation of the effective process of human resource management will help enhance the productivity of the employees along with gaining competitive advantages in the market. References Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Arnellos, A., Moreno, A. and Ruiz-Mirazo, K., 2014. Organizational requirements for multicellular autonomy: insights from a comparative case study.Biology Philosophy,29(6), pp.851-884. Bamberger, P.A., Biron, M. and Meshoulam, I., 2014.Human resource strategy: Formulation, implementation, and impact. Baran, M. and Klos, M., 2014. Competency models and the generational diversity of a company workforce.Economics Sociology,7(2), p.209. Bateh, J., Castaneda, M.E. and Farah, J.E., 2013. Employee resistance to organizational change.International Journal of Management Information Systems (Online),17(2), p.113. Beardwell, J. and Thompson, A., 2014.Human resource management: a contemporary approach. Pearson Education. Bouckaert, G., Peters, B.G. and Verhoest, K., 2016.Coordination of Public Sector Organizations. Palgrave Macmillan. Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan. Bryson, J., James, S. and Keep, E., 2013. Recruitment and selection.Managing human resources. Human Resource Management in transition, pp.125-149. Chinomona, R., 2013. Business owner's expertise, employee skills training and business performance: A small business perspective.Journal of Applied Business Research,29(6), p.1883. Crane, A. and Matten, D., 2016.Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press. Doellgast, V. and Gospel, H., 2013. Outsourcing and human resource management.Managing Human Resources: Human Resource Management in Transition, pp.315-335. Ford, J.K., 2014.Improving training effectiveness in work organizations. Psychology Press. Gunaseelan, R. and Ollukkaran, B.A., 2012. A study on the impact of work environment on employee performance.Namex international journal of management research,71. Hyrup, S., Bonnafous-Boucher, M., Hasse, C., Mller, K. and Lotz, M. eds., 2012.Employee-driven innovation: A new approach. Palgrave Macmillan. Jasmand, C., Blazevic, V. and de Ruyter, K., 2012. Generating sales while providing service: A study of customer service representatives' ambidextrous behavior.Journal of Marketing,76(1), pp.20-37. Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), pp.366-391. Lazaroiu, G., 2015. Employee Motivation and Job Performance.Linguistic and Philosophical Investigations,14, p.97. Murrell, K., 2012.Ergonomics: Man in his working environment. Springer Science Business Media. Nda, M.M. and Fard, R.Y., 2013. The impact of employee training and development on employee productivity.Global Journal of Commerce and Management Perspective,2(6), pp.91-93. Nijssen, M. and Paauwe, J., 2012. HRM in turbulent times: how to achieve organizational agility?.The International Journal of Human Resource Management,23(16), pp.3315-3335. Reiche, B.S., Mendenhall, M.E. and Stahl, G.K. eds., 2016.Readings and cases in international human resource management. Taylor Francis. Shahid, A. and Azhar, S.M., 2013. Gaining employee commitment: Linking to organizational effectiveness.Journal of Management Research,5(1), p.250. Shinkle, G.A., 2012. Organizational aspirations, reference points, and goals: Building on the past and aiming for the future.Journal of Management,38(1), pp.415-455. Shirey, M.R., 2013. Lewins theory of planned change as a strategic resource.Journal of Nursing Administration,43(2), pp.69-72. Singh, A., 2013. A study of role of McKinsey's 7S framework in achieving organizational excellence.Organization Development Journal,31(3), p.39. Spanjol, J., Tam, L. and Tam, V., 2015. Employeremployee congruence in environmental values: An exploration of effects on job satisfaction and creativity.Journal of Business Ethics,130(1), pp.117-130. Tang, T.W. and Tang, Y.Y., 2012. Promoting service-oriented organizational citizenship behaviors in hotels: The role of high-performance human resource practices and organizational social climates.International Journal of Hospitality Management,31(3), pp.885-895.

Understanding and Manage Diversity

Question: Discuss about theUnderstanding and Manage Diversity. Answer: Introduction Diversity is a part of multicultural nations. A country that houses people of different religion, caste, language, race, gender, etc is diverse in its nature. Apart from ethnic diversity, there is political diversity, biodiversity, physical diversity and much more such as education, employment, family structure, and income. Any heterogeneity that is present in a single nation can be termed as "diversity". However, diversity mainly includes acceptance of that heterogeneity and understanding it as a unique feature. A multicultural nation should keep it in mind that each person is different from the others, and it is the responsibility of the nation to respect its inhabitant's uniqueness by nurturing a safe and positive environment for them. While discussing various types of diversities, the racial difference seems to be the primary reason of diversity. As discussed in Fisher,. (2016), for example, Australia is a place of an indigenous population. It is a country of both aboriginal people and migrants from various countries giving birth to cultural diversity in Australia. The current population of 23 million people is one of the diverse populations in the world. Migration is the primary reason of Australia's diversity. According to reports, 60 percent of population growth in the year 2013 is due to migration from overseas. Racial discrimination is the obvious result of this migration and to evade such discriminations, the Australian government had enacted Racial Discrimination Act that came into force in the year 1975. The diversity of Australia is a matter of research, and it needs a systematic overview. For this reason, the Diversity Council of Australia, an independent and non-profit organisation, started working as d iversity advisor to maintain diversity in the business of Australia. Their primary focus is to develop and promote current research works on diversity, to operate unique diversity practices that can improve business culture. Diversity is, therefore, should be treated as an important component of business culture especially, in a multicultural country. This essay will throw the lights on the positive and negative consequences related to diversity in business culture of a country. A Form of Diversity Diversity is related to both animate and inanimate object, non-living and living matters. However, human variation can be distinguished in various levels. Some differences occur at the individual level, and some are at the racial level. At first, every human being is a separate individual; secondly, a group of people can be of a particular race giving birth to racial discrimination. It is the primary reason why the cultures of countries such as Australia and India are called diverse. According to Lichter,. (2013), racial diversity includes a difference in skin colour, body structure and facial features. For example, African people have dark skin colour whereas; Asian people are brown to white skinned. People of European countries have white skin. All these racial differences become their identity in one way or the other. The existence of racial diversity is due to geographic partition and reproductive seclusion. Racial diversity creates cultural diversity. Cross-cultural diversity is born when people of different races become a part of the business of a particular nation. The workplace is, then, full of different people either trying to cope with the dominant culture or trying to maintain their own cultural identities. A developing or a developed country that faces the challenge to bind these cross-cultural people together in a unity should understand it at first. Racial discrimination, however, can turn into a major issue if not maintained properly. People often tend to neglect or lower other races. It is prevalent in the United States, where there is a confluence of both White and Black people. The African- American black people had to fight to earn their position in a country dominated by white Americans. However, it is found that most of the African countries are diverse in nature. Uganda leads as having the highest ethnic diversity rating, and they are followed by Liberia. Twenty African countries are in the list of worlds most diverse countries. America a nd Australia are less diverse than Africa and there is a variation found in the countries of the Middle East. However, countries such as Japan and Korea are listed as most homogeneous regarding politics whereas, European countries have ethnic homogeneity. Throughout this essay, the impact of this racial diversity in the workplace would be discussed. ("Racial Diversity", 2016). Benefits and Gains from this Form of Diversity in Tourism and Hospitality Business Tourism is a part of hospitality business. Other sectors of hospitality include sports facilities and teams, gaming, event planning, transportation, cruise line, lodging etc. Travel and tourism is an industry that depends on encouraging linguistic, traditional and ethnic diversity. However, diversity is seen as a reason for separation and division, although in tourism sector diversity attracts tourists. Tourism can be promoted through this cultural diversity. As found in Andrevski, Ferrier, et al,. (2014), a racially diverse country has many advantages. They are culturally rich as both the races have either developed or retained their own cultural uniqueness. According to Ghimire,. (2013), one can find different traditions coexisting in a particular place that has paved the way for cultural enrichment. Starting from food habits to clothing, architecture, literature, cinema or painting multiple forms and variations exist in harmony. However, cultural diversity gives positive results when the management of any workplace celebrates this cultural variation of their employees, values it and explores different aspects of it. Once they have understood the differences, the process of adoption starts and individual needs are taken care. Respecting one's race or culture increases the level of tolerance within the workplace, and the inclusion of cross-cultures become successful. A tourism and hospitality sector that values this diversity has various advantages. These are as follows: They welcome innovation, as they understand that difference in cultures pave the way for different and divulge ideas. The solution of different problems is done through different perspectives, understanding, upbringing and training. According to Simpson, Cruz-Miln, et al,.(2016) acceptance of racial diversity by the hospitality and tourism managers makes the foreign visitors belonging to similar racial identity to respect the country where they are visiting. It enhances the reputation of that country globally. Those foreign people would visit more often and encourage other people to visit. The migrated people of a separate race that are working in a foreign country get encouraged to work efficiently and effectively if the business culture imposes value on them. They do not feel isolated and dejected if their skin colour and physical dissimilarities with other people are not assaulted. It results in staff retention that increases productivity. It encourages domestic as well as foreign people of a different race to come and work in an unknown place. Native people with racial particularities play the role of communicator. People of similar races coming from foreign countries as visitors get someone with whom they can communicate their necessities and express their feelings. These native people interact and develop a cordial relationship with them that helps in maintaining a smooth flow of work. Hotels and restaurants, where different facilities are available for ethnic races, always attract foreign visitors of similar races to come there. They could cherish the homely atmosphere there. Costs and Consequences to Business for not Accounting to this Form of Diversity According to Jonse, Bell, et al,.(2013) facing racial diversity is a challenge to a multicultural country as it has both positive and negative impacts. The areas of tourism and hospitality that is associated to serving the visitors with different cultural background and traditions need special care for any mismanagement may result into overall damage. The probable results may be the following; Marginalisation of the subordinate races by the dominant races Increase in conflicts among the employees regarding ideas and individual perspectives Rising intolerance among the minor races influences foreign visitors belonging to that same race avoid the country not only for travel but also for work and business related issues. It actually damages the reputation of a country concerning business and inhabitation. According to Singal,. (2014). there can be reverse discrimination that means a member of the majority may claim that a member of the minority is given more preference because of his status. The complaint comes that his ability is not counted for labelling him as an individual from the majority. Actions that Business could take to Improve their Position in this Form of Diversity According to Martn., Snchez, et al,.(2013) the world-class organisations provide various facilities to their customers irrespective of their racial discriminations. The steps that they follow should be adopted by other organisations relating to hospitality sectors too. These are as following: Organisations should assess and evaluate the differences existing in a work culture As discussed in Oswick, Noon, (2014) they should develop diversity plan to include diversity into the work culture. The inclusion follows seven steps. These are value and respect, belonging and connection, influence, opportunity, Group Dynamics, and Societal dynamics. They should then implement the diversity plan accordingly, the outcome of which is the development of diversity within a work culture. ("Diversity Council Australia", 2016) Conclusion Understanding and managing diversity have prime importance in a culturally diverse country. It needs proper management otherwise, the result turns to negative. However, in this essay, it is discussed how and why it is important to understand this diversity because it is a unique component. Giving value to mainly ethnic and racial diversity can usher peace and harmony. Here, the discussion is restricted to the work cultures of hospitality and tourism sectors. It is not to forget that tourism sector is closely associated to this form of diversity. Therefore, it should set the guidelines to deal with advantages and disadvantages of racial diversity. References Andrevski, G., Richard, O. C., Shaw, J. D., Ferrier, W. J. (2014). Racial diversity and firm performance the mediating role of competitive intensity. Journal of Management, 40(3), 820-844. Diversity Council Australia. (2016). Dca.org.au. Retrieved 13 August 2016, from https://www.dca.org.au/ Fisher, M. (2016). A revealing map of the worlds most and least ethnically diverse countries. Washington Post. Retrieved 13 August 2016, from https://www.washingtonpost.com/news/worldviews/wp/2013/05/16/a-revealing-map-of-the-worlds-most-and-least-ethnically-diverse-countries/ (Fisher, 2016) Ghimire, K. B. (2013). The native tourist: Mass tourism within developing countries. Routledge. Jonsen, K., Tatli, A., zbilgin, M. F., Bell, M. P. (2013). The tragedy of the uncommons: Reframing workforce diversity. Human Relations, 66(2), 271-294. Lichter, D. T. (2013). Integration or fragmentation? Racial diversity and the American future. Demography, 50(2), 359-391. Martn Alczar, F., Miguel Romero Fernndez, P., Snchez Gardey, G. (2013). Workforce diversity in strategic human resource management models: A critical review of the literature and implications for future research. Cross Cultural Management: An International Journal, 20(1), 39-49. Oswick, C., Noon, M. (2014). Discourses of diversity, equality and inclusion: trenchant formulations or transient fashions?. British Journal of Management, 25(1), 23-39. Racial Diversity. (2016). Huffingtonpost.com. Retrieved 13 August 2016, from https://www.huffingtonpost.com/news/racial-diversity Simpson, J. J., Simpson, P. M., Cruz-Miln, O. (2016). Attitude towards immigrants and security: Effects on destination-loyal tourists. Tourism Management, 57, 373-386. Singal, M. (2014). The business case for diversity management in the hospitality industry. International Journal of Hospitality Management, 40, 10-19.