Mandatory Retirement Essay examples - 1379 Words

Mandatory retirement is perhaps a necessary evil; as older employees are forced out of the work force, it creates space for new, younger employees. Mandatory retirement is a form of age discrimination, it forces a person to retire because they are a certain age; it does not take into account if that person wants to retire. It also does not take into account the financial standing of the individual, or if they are physically or mentally still capable of doing the job. Although mandatory retirement is not largely popular, it still has an effect on many older workers and how they plan for retirement. Mandatory retirement involves less than 1 percent of the work force and so opens up only a small fraction of the total jobs, because†¦show more content†¦From 1970 to the year 2000, the worlds over-60 population is projected to increase by more than 90 percent . This is an astonishing number, seeming how the total population was predicted to grow by less than 75 percent . The most prominent feature of the looming shift in the composition of the working-age population is, of course, its increasing age . It is hard to say what will happen when suddenly there will be an abundance of older people who are preparing to retire. The increase in life expectancy is partially to blame for the increase in elderly citizens, as there are now better medicines and medical procedures to cure ailments which could have easily killed a person 10 or 20 years ago. As Levine said, There are more elderly and a larger proportion of elderly in the population now than ever before in the history of the world, and individuals live longer and have a longer span of healthy, vigorous life than ever before . We have to prepare, not only to have more aged people in the work force, but also to have adequate pensions and supplements to aid these people when they do retire. Elderly people are often stereotyped as forgetful, weak, or unable to take care of themselves; keeping this in mind, how can you logically hire an elderly person to do a job that a young, more physically fit employee could undoubtedly perform with less risk and effort. Stereotypes such as these are playing a huge role in the controversy over mandatory retirement. MorganShow MoreRelatedAge Discrimination and Mandatory Retirement3100 Words   |  13 PagesDiscrimination and Mandatory Retirement - Joyce Cook The mandatory retirement age controversy should be re-examined and redefined further. Baby boomers are very different from their predecessors; they are living longer, maintain lifestyles that are more active and are generally better able to continue working than in the past. The real challenge is the reality of how the insufficient number of young people will fill the vacancies left by the aging workforce. Mandatory retirement may be unavoidableRead MoreRatan Tata: Leading the Tata Group Into the 21st Century Essay854 Words   |  4 Pagestransformation can be greatly attributed to the vision and execution of Ratan Tata. He was greatly responsible for the tremendous transformation because he was able to take his vision for the group and transformed it into a reality. By enforcing a mandatory retirement age policy which removed a lot of top management, who were challenging the core functions of the group and hindering growth, Ratan Tata implemented this as one of the first major changes in is rein. By replacing these individuals, he made aRead MoreThe Workforce Is Growing Older As The Population Ages2379 Words   |  10 Pagesnumber of older workers over 55 is projected to grow at nearly four times the rate of the overall labor force† (Shultz, pg.7) Many older workers are choosing to stay in the workforce. An increasing amount of older workers are choosing to prolong retiremen t. Population aging will significantly increase the amount of older workers. â€Å"Between 1977 and 2007, employment of workers 65 and over increased 101 percent, compared to a much smaller increase of 59 percent for total employment (16 and over). TheRead MoreLater Adulthood Development Report1234 Words   |  5 Pagesthat will be addressed are the changes in role and social position during this stage. One will also compare living accommodation such as accessibility and the need for health care. Also one will illustrate the adjustment and transition from work to retirement. What changes occur in marriage, family, and peer relationships? Lastly one will identify social policies that affect the older adult. The older adults face several problems. In our society they have a role less role. It is important to find aRead MorePrivatization Of Social Security System846 Words   |  4 Pagesas employment increases rapidly than the retired population. Despite this, to be realistic; there is no confirmed direct relation that exists between the benefits an individual eventually receives in retirement and the amount of taxes paid. Furthermore, the rate of return on Social Security retirement taxes is currently extremely low. For example, a home of two hard-working 29 year-old workers with children has an average rate of 1.2 percent. In consideration of only being at the age of only 30,Read MoreA Glimpse Of Life After Retirement For Older Adults Essay1495 Words   |  6 PagesInterview Paper The purpose of this interview is to get a glimpse of life after retirement for older adults. The assignment wants to focus on how variables such as preparation, income, and health directly or indirectly affect retirement. It also wants to look and compare family dynamics before and after retirement. It aims to assess how satisfied the older adults are after retirement. The aim is to use the information gathered and add on to the current knowledge base in order to use that informationRead MoreDiscrimination Against Older Workers During The Labor Market Across Canada1762 Words   |  8 Pagespopulation age structure have led to considerable discussion of ageism and social policies like mandatory retirement and old age security. Employers continue to have negative attitudes and stigma toward older workers (Klassen and Gillin 36). Social policy like mandatory retirement is the leading form of age discrimination and the driving force behind ageism in modern societies (McDonald 1). Manda tory retirement is a collective agreement that prohibits an individual from working past age 65 or older (GomezRead MoreOlder Workers At The Workplace1616 Words   |  7 PagesSince retirement age is 65 and early retirement is available, common social assumption is workers at the early and full retirement ages are too old to continue working. Although it may be true that retirement plan rules specific ages for retirement benefits, it is not the answer for which ages are old. In other words, the good purpose of retirement plan unintentionally becomes the cause of age discrimination. The prejudice about older workers in workplace did not exist before having retirement planRead MoreThe Impact Of Social Work On The Elderly1684 Words   |  7 Pagesrecipients who have a low income and are living in Canada. This shows that Canada does excellent benefit services and welfare of the elderly that are low income. The Canada Pension Plan (CPP) retirement pension provides a monthly benefit to eligible applicants. Also, the Private pension plans provide workers with retirement income to increase their income from public pension plans. Many business pension funds now underfunded; may be unable to pay out to retirees. There is concern that Old Age Security/GuaranteedRead MoreWomen During The Imperial Period Essay1638 Words   |  7 Pagesresponsible for the discrimination of women. The mandatory retirement ages in China differ between women and men. Women in blue collar occupations (e.g., factory workers) are often required to retire at age 50 and women in white collar occupations (e.g., professionals, manager) at age 55. Special categories of women (e.g., college professor) can work until 60. While the mandatory retirement age for urban employed men is 60. China’s early retirement age for women contributes to hiring discrimination

The Counter Reformation and Catholic Mass - 1094 Words

Rising nationalism, the Western Schism, and even new philosophies arising from the renaissance were contributing factors. But on October 31, 1517 every event prior seemed less significant. On this date, Martin Luther nailed a paper listing ninety-five theses, all magnifying problems within the Catholic Church. This was the birth of the protestant reformation, a major blow to the Catholic Church and her followers. This drove the church to make many in-house adjustments, from religious orders to political influences of the church, reworking the framework of the traditional Mass itself and even restructuring many in house positions. This list of corrections made and actions taken in response to the Protestant Reformation is commonly referred†¦show more content†¦Alexander Farnese was positioned as Governor-General of the Spanish Netherlands. Farnese led a successful campaign against the Dutch Revolt, in capturing the main cities in the south and returned them to the control of Catholic Spain. By the treaty of Arras in 1579, he secured the support of southern Catholic nobles. Although this treaty did not last forever, and the northern seven provinces eventually became free and independent, forming the Dutch Republic, this was a victory for the Catholic Church, seeing as the treaty lasted until the end of the reformation period. To keep a solid foothold in both political and religious worlds, the Church believed institutional reform was necessary. In 1545, Pope Paul III initiated the Council of Trent, which lasted until 1564. In this council, a group of cardinals was assigned the duty of addressing many controversial issues such as indulgences, corrupt priests and bishops, and other financial abuses. The council based itself off of the Medieval Church. All the way down to its doctrine, sacramental systems, and religious orders. While this group reaffirmed the traditional fundamentals, noticeable differences were visible. One correction that made a visible difference was fixing the growing divide between clerics and the laity. Clerics were commonly rural priests that did not know Latin and did not have proper theological training. Whereas the laity were more educated in theology andShow MoreRelatedThe Protestant Reformation And The Catholic Church996 Words   |  4 Pages the Catholic Church built upon the bureaucratic organization of the Roman Empire, became powerful, but also very corrupt. Calls for reformation within the Church started as early as the twelfth century. To try to resolve doctrinal issues and reform the church, nine councils were called between 1215 and 1545. However, all nine councils failed to reach any noteworthy protocol and agreement regarding the Church. Th e clergy was unable to follow the Church’s rules and the abuses of the Catholic ChurchRead MoreCauses Of The Protestant Reformation1635 Words   |  7 PagesProtestant Reformation was the 16th-century religious movement that took place in the Western church. Having far-reaching political, economic, and social effect, the Reformation became the basis for the founding of Protestantism, one of the three major branches of Christianity. Without the changes caused by the Renaissance during the fifteenth century, the Reformation would not have been possible (Haigh). Reformers like Martin Luther, John Calvin, and Henry VIII challenged the Catholic church. TheseRead MoreMartin Luther Essay1557 Words   |  7 Pagesinspired the Protestant Reformation and deeply influenced the doctrines of Protestant and other Christian traditions. Martin Luther was born to Hans and Margaretha Luther on 10 November 1483 in Eisleben, Germany and was baptised the next day on the feast of St. Martin of T ours, after whom he was named. Luthers call to the Church to return to the teachings of the Bible resulted in the formation of new traditions within Christianity and the Counter-Reformation in the Roman Catholic Church, culminatingRead MoreWitch Hunts of the Early Modern Period as the Result of Religious and Social Upheaval1075 Words   |  5 Pagespractises. The Reformation was a hugely significant event that took place in the years spanning 1520-1650. It was a religious, and political, movement in Europe that began as an attempt to reform the Roman Catholic Church, but ended in the establishment of Protestantism and Protestant churches. The aim of the reformers was to restore the Church to its early Christian purity, and in order to accomplish this, they made significant changes. The Reformation denied the powerRead MoreChanges Brought on By the Renaissance Period Essay534 Words   |  3 Pagesgreat change in religion through the Protestant and Catholic Reformations. The Protestant Reformation and Catholic Reformation of the 16th century greatly changed individual freedoms, individual liberties, and the influence of religion. The start of the Protestant Reformation came when Martin Luther posted his 95 Thesis on the doors of the Castle Church in Wittenberg, Germany. (Encyclopà ¦dia Britannica â€Å"Reformation†) Luther believed the Catholic Church was corrupt, citing the indulgences as a mainRead MoreMusic as Propaganda in the German Reformation1059 Words   |  5 PagesMusic as Propaganda in the German Reformation The reformation was a religious and political movement that took place in the year 1517. This movement was spread by the Cristian humanist Martin Luther, when he posted his â€Å"Ninety Five Theses†. The reformation itself is one of those things everybody has heard about but no one quite understands, even nowadays, 500 years after this movement occurred. The main reason for this movement is unknown, however, some causes are being slowly known. First of allRead MoreThe Art Of Reformation By Martin Luther985 Words   |  4 PagesAnalytical Paper: The Art of Reformation The year 1517 is claimed by Christianity to be the original spark of a reformation that changed the face of the most prevalent religion in the western world, beginning in Germany and soon enveloping the known world in an upheaval of beliefs and values. However, due to the fact that Protestant faiths became their own religious, social and political powers, the correct term for this movement would not be ‘reformation’ but in fact ‘revolution’. The so-calledRead MoreImpact Of The Protestant Reformation721 Words   |  3 Pages The Protestant Reformation during 1518-1648 was a key period in the Church’s history that saw the acts and teachings of all relifgions come under great scrutiny. Through the contributing social, cultural, politcal and religous factors that lead to the Reformation it has undoubtedy had a significant impact not only on the 16th centruy but also in our world today. Political/Religious : During the 16th century the monarchy was still actibely utilizing their power. As well as this, the whole ofRead MoreEssay on The Effects of the Reformation on European Life1080 Words   |  5 PagesEffects of the Reformation on European Life European society was divided from the word go, people all around Europe were dominantly Catholic before the reformation. This time was bringing change throughout Europe with a heavy influence on art and culture because the Renaissance was occurring; a religious revolution was also beginning, which was known as the Protestant Reformation. The Protestant Reformation was the voicing of disagreements by a German Catholic priest aboutRead More Understanding Counter Reformation Essay3694 Words   |  15 PagesIn order to understand the Counter Reformation one must consider the political factors and motivators behind them as well as the belief factors when examining clashes with the Catholic Church. The Catholic Church during 16th century experienced a reformation that was both politically and belief driven. The Catholic Reformation also known as the Counter Reformation allowed the church to clearly define its position, eliminate unchristian practices and examine its role in world. This paper will address

Understanding Managing Diversity Readings -Myassignmenthelp.Com

Question: Discuss About The Understanding Managing Diversity Readings? Answer: Introduction The productivity of every organization not only depends on the successful application of the strategies and the business building but human resource management is instrumental in serving the purpose (Bratton Gold, 2012. Human resource management is the defined as the successful implementation and optimization of maximum utilization of the available resources and the workforce (Armstrong Taylor, 2014). Diversity management in terms of human resource management is one if the crucial strategic tool of using the best practices with proven results to find and create a diverse and inclusive workplace (Harvey Allard, 2015). These reports define the fundamentals and the principles of diversity management in an organization and define its business rationale in terms of organizational management and productivity. In order to help understand the business rationale in diversity management an organization has been cited. CERA (Centre for Educational Research Applications) has been adopted. This report also includes the justification related with a business case for focusing on diversity management in CERA. The purpose of this report is to explain and justify the business rational in diversity management with reference to human resource management and justify its validity. Diversity Management and its components The success and the productivity of an organization lies in the cultural diversification of an organization. Diversity management or managing the diversity refers to the strategic process of managing the similarities and the differences. Based on a special skill set and values diversity management chooses to focus and recognize the difference between the employees and the potentiality of the organization (Olsen Martins, 2012). This process is instrumental in creating an environment that allows everyone and everything to contribute to the organizational objectives and goal, thus leading to personal growth (Cameron Spreitzer, 2011). Diversity management is the management activity that includes educating the group and providing support for the acceptance. It is not confined and defined by race and gender. It extends to the chronological age, interpersonal attributions, corporate backgrounds, educational qualification, functionality and individual personality (Gotsis and Kortezi, 2015). Diversity management includes the lifestyle, the sexual preference and orientation, geological origin, the duration or tenure of with the organization, excepted or non-excepted status as well as one is management or non-management. The key components The key principle of diversity management is the accommodation of workforce irrespective of the diverse cultural attributes. This system mainly performs to manage the people so that the potential advantages of the diversity are maximized and the potential disadvantages being minimized. Managing the diversity provides a distinctive advantage in a period where the flexibility and creativity are keys to achieving competitive advantages. In order to achieve such an organization needs to be flexible and adjustable to meet new client needs. Heterogeneity promotes creativity and these diverse groups have been proven to produce improved solutions to problems and a superior level of decisive analysis. This can be of a fundamental advantage at a point of time when the organization is undergoing tremendous alteration and self-assessment to discover new and additional effective ways to function. With efficient management of diversity, the organization not only develops a reputation as an organization of preference but it unleashes its ability to magnetize the finest aptitude from a dwindling employment puddle. This can be crucial since it can hoard time and funds in terms of employment and revenue costs. The organization will accomplish its role as an unrestricted establishment by reflecting the diversity of the cultures as well as meeting the escalating order to provide culturally conversant service to growing diverse inhabitants. Managing diversity: The strategies In order to deal with diversity issues certain questions about policies, practice and ways of judgment within the organizational culture come up that might have discrepant blow on the diverse groups. Questions related to the organization changes that might be necessary to meet the requirements of such a diverse employees might come up as well at the same time, make the most of the potential of all the employees (Kirton Greene, 2015). Most people consider or believe in the golden rule of treating others like the way they want to be treated. The implied statement about how one wants to be treated is how others wants to be treated. However, with close reference to this maxim through a diversity perspective one might question about what does cultural diversification and values are meant by. The perspective depends on the individuals who share related values, such as respect and need for appreciation but the appreciation is done through, activities may be different for other diverse culture (Avery McKay, 2010). Government initiative A strategy to achieve diversity management by the government has been implemented through Equal Employment opportunities and confirmatory actions. It is a government approach to ensure that all the individuals have equal and unbiased opportunity to be employed, irrespective of diverse physical and other characteristic features. Every individual have equal right for employment regardless race, religion, orientation and origin or nationality. The affirmative action is associated in providing quota and other form of reimbursement to compensate for the past injustice that has been suffered by the group (Podsiadlowski et al., 2013). Maintaining dimensions The strategic initiatives to conserve diversity is the development of three dimensions that needs to be taken care of while building a culture that supports and values the diversity. It can be achieved through, delineating the nature of existing culture, establishing the magnitude of the desired culture and identification of the process in which the origin of the existing culture hinder or obstructs the development of the desired culture. Managerial strategies Managerial strategies to support the diversity management involve the job analysis, the employment pattern and the working hours. It also includes the recruitment and the selection procedures as well as their criteria. Managerial strategies also formulate the policies that deal with the career paths, the promotion procedures and their criterion. It controls and monitors the performance management system specifically the performance training and improvement measures. It is instrumental in the controlling of the reward systems, support services that includes the elder care and the family members as well as the employment support programs. Operational strategies The Operational strategies refer to the characteristics that needs to acknowledged while executing the operational policy changes. These kind of strategies is instrumental in identifying the category of preparations such as pre-training, communication and developing relationships. This is considered necessary before initiating and introducing the change. It is fundamental in determining and establishing a pragmatic timeframe and anticipation about the rapidity of the change. Operational strategies assist in the growth of practical milestones against which to measure. Business rationale of diversity management Business rationale of diversity management refers to the importance and validity of diversity management in organizations. Diversity management is important since it promotes uniqueness inside an organization, obliging with the fact that every individual can contributein aspecial and creativemanner with new perspectives and solutions. Employees with diverse backgrounds and experience can collaborate and combine a variety of new perspectives on various issues, thus helping in increasing of theproductivity and delivering better solutions.Diversity brings about different talents as well as strengths and functioning together towards a familiar and specific objective, using different skill sets thatincrease their efficiencyand productivity (Barak, 2016). Diversity within a workplace helps inconstruction of a strong trade nameand this in turn makes the company further attention-grabbing andenviableemployer.With a diversified workforce and employee base, an organization gains superior name and imagebecause it isconsidered to have fair employment pattern and practices that is unbiased (Trompenaars Hampden-Turner, 2011). A culturally diversified organization encourages individual development and expansion.Having experts or personnel with global background working for the organization thatcan help the other fellow employees to gain knowledge about new ideas, perspectives and connect competently with different individuals. This in turn enriches the employees by imparting them with a different point of view about the market and the business operations and activities. Interaction with culturally diversified employees can be favorable to gather knowledge and work in a different work culture and environment in different styles and personalities. Diversification in an organization canoptimizean its capability to serve the requirements of diverse market. Individuals representing a different country can be combined with individuals of the similar background, helping in creating a comfortable bridge and this might be instrumental in creating client loyalty towards the organization. To consider an example, considering an employeewho belongs or resident of a definiteculture or region where a pre-plannedtrade is to be carried out. This would supposedly be an advantage for the organization due to predefined research about the region and its cultures and the contribution of the prevalent employee of that region, working in the organization. A culturally flexible company wouldattract and hold on to different talents, both fresher and professionals, in turn adding a competitive perimeter to the organization. Possession of different and unique skill sets and a good command overdifferent and foreign languagesas well as recognition due to such ability generates a familiar environment. This would result in the organizations ability to compete and perform well in the international market and helpamplify or generate a diverse client base and achieve a bettermarket positioning. Challenges faced due to diversity Diversity in workplace bears benefits as well as tough challenges. Diversity Management is not just managing or handling the diversification between the employees but it also involves the recognition and the differentiation between the employees and combating discrimination and the difference in opinion (Patrick Kumar, 2012. The managers face a crisis in combating the differentiation or dissimilarity between the employees resulting in workplace clash and conflict. The challenges might result due to prejudice and discrimination in respect to cultures, color, race, religion and orientation (Bell et al., 2011). Often clash can result in filing complaints and lawful actions that are against the organization due to these prejudices between the employees, with the organization taking the heat. Another major challenge that is faced in terms of diversity management is regarding the linguistic differentiation. People coming from various different cultures and regions have varied linguistic representation. In such case, this difference in the verbal communication can give rise to language barriers that could result in miscommunication or misinterpretation leading to misunderstandings and arguments between employees or with the organization. Negative attributes and behavior can prove to be hazardous for the organization since these clashes and differentiation can misbalance the social harmony and the working environment of the organization, affecting the productivity of the organization and reputation. Negative or unethical attitudes and perspectives like prejudice, stereotyping and discrimination should never taken into consideration by the organizational management in terms of recruiting, employee retaining or termination purpose. This could be fatal and lead to filing of cost incurring lawsuit against the organization, offering a blow to the reputation and the image of the company. Managing the challenges faced by diversity management The differentiation in the orientation could give rise to major setbacks. In order to counteract with these challenges the organization should use the policy of tolerance and make effort to understand the issues that rise. In order to manage verbal issue or linguistic barriers a common language should be incorporated that can both comprehensible and easy to speak by the employees in terms of communication (Moran, Abramson Moran, 2014). Certain policies need to be implemented by the organization that enforces the employees to treat their co-workers with tolerance and with respect, of the differentiation the cultures and orientation. These policies should be strict and come up with penalization in terms of breaching. To avert clash between the employees all the employees should have the freedom to choose and segregate themselves to the groups or teams in which they are comfortable. This would result in better interaction and higher productivity (Ghorashi Sabelis, 2013). The use of McKinsey 7s model should be adopted by the organization in order to manage the diversity management. The implementation of the Hard and Soft elements should be applied to achieve such. The elements of Strategy, Structure, Systems, Shared Values, Skills, Style and Staff can be used to achieve and maintain the diversity management of an organization (Singh, 2013). Argument with reference to diversity management The business rationale for the diversity management being previously discussed is convincing because it argues the importance for the diversity management in the contemporary business organizations. In the current business scenario, business organizations have to cater to diversified requirement of the customers around the world (Podsiadlowski et al., 2013). In case of CERA, they also have to cater to diversified customers around the world. Thus, diversity in the workplace will have favorable implications in their internal organizations. Effective diversity management will help to bring employees together from different social and ethnic background. It will help the organization in determining the diversity in the opinion of the employees, which will in turn help to generate more options in case of any issue. Thus, the organization will have the access of different ideas, opinions and suggestions for a certain issue. Due to the fact that CERA operates in the international market with having presence in various countries around the world, they have the requirement of effective determination of the diverse requirement of the customers from different countries. In this case, diversity management will prove beneficial for them (Harvey Allard, 2015). This is due to the reason that, diversity management will help to employ employees from different background and employing them according to their background will help to provide customized service to the customers. Thus, the level of customer satisfaction will be enhanced. Moreover, the effective management of diversity will help to enhance the level of motivation among the employees. This is due to the reason that, the more effective will be the diversity in the workplace, the more will be the knowledge sharing among the employees. They will have the access of more diversified ideas, which will make them equipped and motivated in facing the organizatio nal challenges. CERA will also get benefited from the effective management of diversity with the generation of innovative ideas. This is due to the reason that, the more will be the knowledge sharing among the employees, the more will be the probability of generation of new and innovative ideas (Bosetti, Cattaneo Verdolini, 2012). Thus, it will be help in gaining competitive advantages in the market. Therefore, it is being recommended that, in the internal management of CERA, diversity management should be effectively initiated and implemented. However, Mark French should consider some factors before initiating the diversity management. This is due to the reason that there are some factors, which if not properly managed may create barriers in the diversity management (Patrick Kumar, 2012). One of the key factors to be considered is the maintaining the equality among the employees. This due to the fact that, diversified workforce comprise of employees from different background and thus it is import ant to ensure the equal representation of all the employees in the organization. Otherwise, it will create issues among the employees being less represented. In addition, the organization should not have any inclination towards any particular social community. This may lead to the impression that, employees belonging from one particular community are getting the opportunities. Thus, these factors should be effectively managed in order to initiate an ideal diversity management. Conclusion Effective strategies in every aspect of the organizational function can be fundamental in the competitive advantage of the organization. This report deals with the diversity management of an organization. Diversity management refers to the effective managerial and flexibility of employing personnel of different cultures and aspects, irrespective of caste, class, color, sex, ethnicity and orientation. Diversity management is crucial for a organization in terms of productivity that can help it achieve midterm and long term goals. It is an important strategic management initiative that helps an organization gather name and recognition in terms of its liberal and flexible comprehension. Apart from having a huge business rationale, diversity management faces several challenges in terms of differentiation and distinction, like prejudice, biasness and discrimination that can be harmful for both the organizational productivity and reputation. To counter such issues several strategies can be adopted to mitigate the problems. An argument has been cited with reference to CERA that helps justify the validity and the business rationale of diversity management. The purpose of this report is to help understand and analyze the importance of diversity management in an organization, its various aspects and the business rationale about productiveness. References Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Avery, D. R., McKay, P. F. (2010). 6 Doing Diversity Right: An Empirically Based Approach to Effective Diversity Management.International review of industrial and organizational psychology,25, 227. Barak, M. E. M. (2016).Managing diversity: Toward a globally inclusive workplace. Sage Publications. Bell, M. P., zbilgin, M. F., Beauregard, T. A., Srgevil, O. (2011). Voice, silence, and diversity in 21st century organizations: Strategies for inclusion of gay, lesbian, bisexual, and transgender employees.Human Resource Management,50(1), 131-146. Bosetti, V., Cattaneo, C., Verdolini, E. (2012). Migration, cultural diversity and innovation: A european perspective. Bratton, J., Gold, J. (2012).Human resource management: theory and practice. Palgrave Macmillan. Cameron, K. S., Spreitzer, G. M. (Eds.). (2011).The Oxford handbook of positive organizational scholarship. Oxford University Press. Ghorashi, H., Sabelis, I. (2013). Juggling difference and sameness: Rethinking strategies for diversity in organizations.Scandinavian Journal of Management,29(1), 78-86. Gotsis, G, and Z Kortezi. 2015.Different Approaches To Managing A Diverse Workforce. Ebook. Springer. Harvey, C. P., Allard, M. (2015).Understanding and managing diversity: Readings, cases, and exercises. Pearson. Kirton, G., Greene, A. M. (2015).The dynamics of managing diversity: A critical approach. Routledge. Moran, R. T., Abramson, N. R., Moran, S. V. (2014).Managing cultural differences. Routledge. Olsen, J. E., Martins, L. L. (2012). Understanding organizational diversity management programs: A theoretical framework and directions for future research.Journal of Organizational Behavior,33(8), 1168-1187. Patrick, H. A., Kumar, V. R. (2012). Managing workplace diversity: Issues and challenges.Sage Open,2(2), 2158244012444615. Podsiadlowski, A., Grschke, D., Kogler, M., Springer, C., Van Der Zee, K. (2013). Managing a culturally diverse workforce: Diversity perspectives in organizations.International Journal of Intercultural Relations,37(2), 159-175. Singh, A. (2013). A study of role of McKinsey's 7S framework in achieving organizational excellence.Organization Development Journal,31(3), 39. Trompenaars, F., Hampden-Turner, C. (2011).Riding the waves of culture: Understanding diversity in global business. Nicholas Brealey Publishing. Harvey, C. P., Allard, M. (2015).Understanding and managing diversity: Readings, cases, and exercises. Pearson. Patrick, H. A., Kumar, V. R. (2012). Managing workplace diversity: Issues and challenges.Sage Open,2(2), 2158244012444615. Podsiadlowski, A., Grschke, D., Kogler, M., Springer, C., Van Der Zee, K. (2013). Managing a culturally diverse workforce: Diversity perspectives in organizations.International Journal of Intercultural Relations,37(2), 159-175.

My graduation speech by Neil Postman Essay Example

My graduation speech by Neil Postman Paper The Dominance of the Visigoth My Graduation Speech by Neil Postman encompasses power, brevity and depth. The main focus of this speech is to inform the reader of the two existing kinds of people, those who are morally upright and those who are morally depreciated. Through this speech, the reader is able to obtain an idea regarding the good aspect of humans from an Athenian point of view, which dates back to 2500 years ago. On the other hand, the idea regarding the bad aspect of humans originated from the Visigoth from Germany approximately 1700 years ago. The Visigoths every action would only embody their own selfish benefits, such as living to only overcome and supersede others, and in turn creating problems for them. As Postman mentioned, Visigoth ideas are predominant in society today, which can be proven through the material found in media today. The desire to fulfill the need of entertainment for the audience results in the creation of television shows lacking in both temperance and moderation, displayed in the television program Extreme Makeover. Furthermore, the desire to win and supersede others is shown in the exploitation of violence registered by the characters in the film Mr. We will write a custom essay sample on My graduation speech by Neil Postman specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on My graduation speech by Neil Postman specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on My graduation speech by Neil Postman specifically for you FOR ONLY $16.38 $13.9/page Hire Writer and Mrs. Smith. Lastly, many stories in daily newspapers such as the Globe and Mail, further display many realistic examples of peoples actions encouraged by the need to work for their own selfish benefits, instead of exercising those intentions for the benefit of others. Kasemphaibulsuk2 The Visigoths discovered that the factors that intrigued and pleased the general masses should be the factors to be used to control them. To accomplish this, the Visigoths aimed to project their desire for power, popularity, and superiority through the television series Extreme Makeover. To further explain, Extreme Makeover displays the lavish idea of the creation of beauty in women in order to raise the television ratings to compete in the race to supersede the other television series airing (http://abc. go. com). The use of beauty as a selling point for a television series captures the interest of masses of women both young and old. Because of the masses of women in society today unwilling to accept how they look, these women would settle for watching it being done to the lucky few appearing on the show. From this, Extreme Makeover encourages its women audience of the fact that all dreams no matter how farfetched or hard to reach can be attained one day. Through this, Extreme Makeover has succeeded in finding a point of immense interest and providing it for the audiences entertainment. However, of course, the main purpose of the series is not to provide an encouragement to women of today, but to actually make money from the television ratings out of other peoples expense. The exploitation of other peoples dreams, goals, and ambition as a tool of marketing is an act unrestrained and uncontrolled, characteristic of the Visigoth character. Despite the fact that Extreme Makeover is such a depraved form of entertainment, many people continue to enjoy watching it. The reason for this persistence lies in the way people in society think, which seems to surprisingly project the values of the Visigoth. Through the film Mr. and Mrs. Smith, the main characters are portrayed as humans fanatical with the desire to fight, and to surpass the each other, which are all Kasemphaibulsuk3 ideas befitting the Visigoths. Mr. and Mrs. Smith is the story of a husband and a wife who are both assassins. They are not aware of each others hidden career of an assassin in the beginning of the film. However, in the end their secrets are exposed when they are hired to kill each other. The fights, the violence, and all the hectic jumble of the plot are all Visigoth characteristics. The characters in the film care only about their own affairs, and none of the world and the environment around them (www. imbd. com). Despite the fact that all these ideas encompassed in the film are against tradition, society appears to be all right with them, which further shows that society views the Visigoths ideas as nothing out of place or wrong for that matter. Through this film, it is evident that the producer of the movie created all the violence, fights, and the hectic jumble to create one intriguing plot to captivate mass audience attention. From this, the producer aims to make a profit, instead of projecting meaningful ideals that the audience can actually learn from and apply to their life. Being self-centered is the act of being inconsiderate to others and lacking in ethics, which is another Visigoth idea. Found in the Globe and Mail, the article Upgrade how far will you go? informs the reader of the countless ways to lie to the staff in the airport for the chance to upgrade their seats, which shows that the Globe and Mail is full of Visigoth ideals that the means of achieving comfort in life is clever, and should be shared among everyone (Globe and Mail, T6). In another article, After all it was only public money, depicts the idea that people in society will do anything because of their greed. This article tells of the greed of Paul Coffin, who is an ad executive, a remorseless invoicer, and an Olympic biller, who feigns to act as a moral as possible, but Kasemphaibulsuk4 in reality is guilty of countless cases of corruption. (Globe and Mail, A25). The mask and pretense that a self-centered person creates reflects societys lack of honesty and ethics, all characteristic of a Visigoth. The evilness of Visigoth outnumbers the epitome of beauty, reason, and moderation. The immoral and deprecating values of a Visigoth appear on popular television programs such as Extreme Makeover, in films such as Mr. and Mrs. Smith, which motivates its audience to violence, and in real life of people who appear in news articles in the newspaper. According to Postman, the numbers of people who view the world in the Visigoth perspective outnumber the number of people who think like Athenians. Nothing is needed to be said that the majority of people do things for themselves, lack the sense of community, reject tradition, use rude language, work on grotesque art, and learn to win other people or to make money, and create problems to other people for their own power. The history of humans and the imagination of people are all rooted in Visigoth ideals. Kasemphaibulsuk5. Work Cited Hayden, Scott. After all, it was only public money. Globe and Mail 24 Jan. 2005: A25. Knight, Jeff. About the Show. June 26 2005. ABC, Inc. 24 Jan. 2005 http://abc. go. com/primetime/extrememakeover. Liman, Austin. Mr. and Mrs. Smith (2005). June 26 2005. IMDB. Earths Biggest Movie Database. 24 Jan. 2005 www. imdb. com/title/tt0356910.