Workforce Flexibility

Workforce Flexibility
Topic: Flexibility within the workforce is essential to maintain a competitive advantage. Discuss this
statement with reference to an organization of your choice 1. Introduction:
Human resource is one of the most important factors that decides the survival and success of a
company. Like every department in a company, Human resource management needs to modify
frequently during time to adapt to the continuous changes in external environment. The external
changes are as Human Resources and Skills Development Canada (2011) stated:
Population aging, a strong economy, and historically low unemployment pose new challenges in
terms of skill and labor shortages, productivity, and worker retention. Furthermore, high female
labor force ... Show more content on Helpwriting.net ...
The first definition mentions external environment to adapt. The second one declares the
maximization of productivity. Both are important points. By combining the two definitions, the
fullest meaning about workforce flexibility and its advantages will be drawn out.
3. Model explanation: Figure 1 Atkinson model – workforce flexibility
To reflect the workforce flexibility, Atkinson (1894) came up with the model which also comprises
ways in which flexibility can be shown. Flexibility can be seen on part time jobs. This is applied for
many employees being students at school in both Vietnam and other countries. This kind of
employee need time for studying and still consider them to be able to contribute to labor force for
extra money. Part time job is one of the choices when employers only have to spend fewer hours
compared to full–time jobs of working (Dutta, n.d). Or employees can seek for job–sharing
workplace in which 2 people share the same job/task. Job sharing is basically a form of part–time
work that provides staff with the equivalent of one full–time employee while giving the job–sharing
employees the ability to keep their careers on track while allowing more time for family
responsibilities or other activities (Entrepreneur, n.d). Working under these kinds of jobs gives
employees enough time to balance all their commitments. In other words,
... Get more on HelpWriting.net ...

Technology In The Workplace Essay
Enabling your employees to collaborate as a unified workforce despite their geography is imperative
to the success of your organization. This should no longer be shelved as a second thought if you
want to continue holding a competitive advantage in your industry. Supporting the way your
company operates, your culture, and business processes should be a technology solution that enables
collaborative productivity no matter what time zone your employees work in. Cloud and mobile
technologies can create an environment to secure, retrieve, and allow access to critical information
regardless of location. To implement this technology, you must first have the proper infrastructure in
place to support its success. Although this could present ... Show more content on Helpwriting.net ...
Access to our environment is over a wide range of internet speeds and challenges but our users have
the same experience whether they are sitting in one of our offices, on travel, or in the comfort of
their own homes. To achieve this level of collaboration, there were several actions that were put in
place from a technological standpoint. First, we implemented an infrastructure that had the
flexibility, scalability, and reliability that we required. To achieve this, the obvious choice was to use
cloud and mobile technologies. Everything we use has a mobile interface. Keeping information
available at our employee's fingertips is how we can be so effective and stay in sync with one
another. We have a suite of custom corporate mobile apps that enable our employees to perform
their job functions and collaborate anytime, anywhere. The next step in this process was to provide
the company with centralized access to information and communications, that is delivered in an
easy–to–use manner. Centralization of our resources has simplified the end–user experience as well
as providing better oversight into our data footprint. The proper oversight of our data has also
allowed us to standardize on deliverables. To support our need for communications, a unified
communication and collaboration solution was implemented, allowing us to realize the real–time
interaction necessary to operate in a fast–paced atmosphere. It was

Efp1 Task 2
Improving Communication and
Diversity at Huzzah Valley
Kaitlynne Forbes
Western Governors University
A. Introduction/Abstract
Due to our ever changing culture and diversity, the United States has become commonly referred to
as the "melting pot." Every day this country is becoming more and more diverse and acceptant of
other cultures. This is becoming more and more prominent in the workforce as well. Not only are
people from all around the globe able find work in the United States, but women are also becoming
more dominant in the workforce. Although there is still a lot of speculation as to whether or not
women and men are getting equal treatment and pay, many women today are finding themselves
suffering from little to no ... Show more content on Helpwriting.net ...
As the time goes by, the workforce is becoming more and more diverse. This trend also reflects our
company because we have developed a very strong background of Caucasian, African American,
and Latino employees. As the years have progressed, we have become stronger as a company
because of the cultural diversity of our staff.
Another demographic change we are seeing in the labor force today are changes in the men to
women ratio. According to the United States Department of Labor, in 1970 women only made
around 37% of the working population, leaving men to make up the additional 63% (Women in the
Labor Force, 2012). By 2012, women accounted for 47% of the total working population. Although
this may not seem like a large increase from 1970, women did account for more than half of all
laborers within several of the industry sectors including; financial activities (53%), education and
health services (75%), leisure and hospitality (51%), and other services (52%). However, when
looking at jobs in the agricultural, construction, mining, manufacturing, and transportation and
utilities fields, women are still significantly underrepresented. Over the years we have seen not only
the percentage of women in the labor force grow, but the large pay gap between men and women has
slowly began to close. As of 2012, women with full time jobs

An Abstract of Bernard's the Good-Provider Role: It's Rise...
An Abstract of Bernard's The Good–Provider Role: It's Rise and Fall
2010
Khedra E. Fields–Barclay
SCOI 316: Marriage & Family
2/1/2010
An Abstract of Bernard's The Good–Provider Role: Its Rise and Fall
Jessie Bernard's, The Good–Provider Role: Its Rise and Fall, surprisingly begins with a reference to
Psalm 23 and then pivots into the Israelites journey from Egypt to Canaan, thus depicting God as the
original good provider. Subsequently the role of the second "great provider" was fulfilled by the
mother, who according to Bernard was the known "gather, planter, and general factotum" (Bernard
1981:43). As depicted by the following chart, it is overwhelmingly evident that the woman's role as
the "good provider" superseded that ... Show more content on Helpwriting.net ...
Even with the lack of having an emotional connection with his family, he was still considered to be
a family man. It was up to the family to understand that his role of good provider trumped
everything else.
In the general conception of the role, a man's chief responsibility is his job, so that by definition any
family behaviors must be subordinate to it in terms of significance and [the job] has priority in the
event of a clash (Scanzoni 1975:38). Although there were certain costs with being the good provider,
there were rewards as well. It defined and shaped his masculinity, thus giving him status and rank
within the community. According to Bernard, the good provider "had to achieve, to win, to succeed,
to dominate" (Bernard 1981:48). They were being judged according to their accomplishments and to
their level of ability to provide for them (their family). These men were over reformers who later
became known as "workaholics or work intoxicated men" (Bernard 1981: 52). This alone had
serious psychological implications.
By depending so heavily on his breadwinning role to validate his sense of himself as a man, instead
of also letting his roles as husband, father, and citizen of the community count as validating sources,
the American male treads on psychically dangerous ground. It's always been dangerous to put all of
one's eggs into one basket (Bernard

How Cultural Diversity Is Changing The Workforce. In Today’S
How Cultural Diversity Is Changing the Workforce In today's society there are many culturally
diverse people in the workforce. Most organizations can no longer make the assumption that every
employee has similar beliefs or expectations. When entering into the global marketplace, people are
considered one of the most valuable resources to an organization's success. A well–managed
culturally diverse workforce has the potential to thrive if managed correctly; or if mismanaged, there
can be devastating negative attributes. With great expectations, culturally diverse employees can
foster positive outcomes in the workplace. A company's acknowledgement to embrace diversity and
change, and implement the value of management techniques are ... Show more content on
Helpwriting.net ...
From our research, we identified three different perspectives on workforce diversity that people
embrace, each with different implications for a work group's ability to realize the benefits of its
cultural diversity. We use these observations here to examine critically some of the themes and basic
assumptions of previous research and to propose new directions for both researchers and
practitioners interested in diversity (Ely &Thomas, 2001). When organizations have a diverse
economy, it makes the company strong. Once our nation has embrace the changes from the
demographics that reap the economic benefits of a diverse and inclusive workforce. Burns et al.
(2012) stated in their investigation that:
"In June 2012, approximately 155,163,00 people were in the labor force (those actively employed or
seeking employment). With a total U.S. working–age population of approximately 243 million
individuals, the labor force participation rate currently stands at 63.8 percent. Out of those 155
million individuals in the labor force, 142,415,00 are currently employed, with unemployment
hovering around 8.2 percent".
Statics stated by 2020 the labor force is projected to reach more than 146 million U.S. citizens, a 5.9
percent from today. Economists predict the labor force participation rate will decrease over the
coming decades, as an aging

The Impact Of Abenomics
Prime Minister Shinzo Abe's plan to raise the participation rate The Japanese government has
energetically promoted women labor force to develop the Japanese economy since the second Abe's
administration started in 2012. He has got launched the new governmental policies called
Abenomics, which is supported by three main policies, what he calls three arrows, to revive the
Japanese economy. He has tried to build better society for businesspersons including female
workforce to activate their own competence family in their business through deregulations by
conducting his third policy (Prime Minister of Japan and His cabinet, 2014). Even if Japanese
gender culture creates problems for increasing the number of Japanese female labor force,
Abenomics has the potential to improve the women's work life balance. It is difficult for Japanese ...
Show more content on Helpwriting.net ...
Prime Minister Abe has attempted to build the larger numbers of childcare facilities, referred to the
Yokohama method. He also has urged Japanese companies to have more female manager and
executives in order to increase women's influences on workplace. Unfortunately, the Japanese
traditional culture on gender role has still brought burden on women in their housework and
childcare. However it is on starting point that the Japanese government realizes a gender free
society. Abe made his comment on World Assembly for Women in Tokyo that " I will stand at the
forefront as we work to build a society in which all people–both men and women–shine" (Abe,
2014, p.6). Although there still exist some problems, it looks straightforward that Abe's vision
attempts to create a better society where not only men but also women will fairly take an active role
in Japanese society. Therefore Abe's actions is expected to change unfair society based on traditional
gender role into realize gender free society where all Japanese will shine. (1485

Improving Communication And Diversity At Bellevue Elementary
Efp1 Task 2
Improving Communication and
Diversity at Bellevue Elementary
Lyndi Ramos
Western Governors University
A. Introduction/Abstract
Today when you look at our country you think of it a somewhat of a melting pot or a mixed and
diverse population. When you look at the populations, even in small towns you see multiple
different races and cultures. This then leads to our workforce where you see that same type of
diverse culture entering the workforce in the communities they live in and the ones around them.
Our workforce hasn't only changed to multicultural, it also has more and more woman as well.. If
we look back 50 years you see that woman and individuals with a race other than caucasian had a
very hard time finding a place ... Show more content on Helpwriting.net ...
A.1. Demographic Changes
One of the larger changes in our workforce is that the employee population is becoming more and
more diverse. The U.S Bureau of Labor Statistics states that the workforce in 2014 was made up
primarily by Caucasians coming in at 79%. African Americans, Asians, American Indians, Alaska
Natives, and race list as "other" made up the additional working population (BLS Reports, 2014).
Although when looking these different races individually you wouldn't think that they are a large
part of the population. But when you are talking about 21% of our workforce, that is a large number.
Looking at the number of people by race actually work is also very interesting. Native Hawaiian
70%, Pacific Islanders 66%, Hispanics/Latinos, Asians 64.6%, Caucasians 63.5% , 63.3% of people
descending from two or more races, African Americans 61.2%, and American Indian and Alaska
Natives 59.6% (BLS Reports, 2014). Over the last three years our school as went from being a
primarily caucasian school to a school with a diverse population. I believe this has made our school
strong and offered more of an opportunity for the students and staff to emerge and understand the
diverse culture we have all around us. Understand and teaching our students will make a student
population that will themselves be more knowledgeable and understanding of the

Workforce Diversity
I. Introduction
As we enter the 21st century, workforce diversity has become an essential business concern. In the
so–called information age, the greatest assets of most companies are now on two feet (or a set of
wheels). Undeniably, there is a talent war raging. No company can afford to unnecessarily restrict its
ability to attract and retain the very best employees available.
Generally speaking, the term "Workforce Diversity" refers to policies and practices that seek to
include people within a workforce who are considered to be, in some way, different from those in
the prevailing constituency.
The world 's increasing globalization requires more interaction among people from diverse cultures,
beliefs, and backgrounds than ever ... Show more content on Helpwriting.net ...
c. As a Resource Imperative
The changing demographics in the workforce, that were heralded a decade ago, are now upon us.
Today's labor pool is dramatically different than in the past. No longer dominated by a homogenous
group of white males, available talent is now overwhelmingly represented by people from a vast
array of backgrounds and life experiences. Competitive companies cannot allow discriminatory
preferences and practices to impede them from attracting the best available talent within that pool.
d. As a Legal Requirement
Many companies are under legislative mandates to be non–discriminatory in their employment
practices. Non–compliance with Equal Employment Opportunity or Affirmative Action legislation
can result in fines and/or loss of contracts with government agencies. In the context of such
legislation, it makes good business sense to utilize a diverse workforce.
e. As a Marketing Strategy
Buying power, particularly in today's global economy, is represented by people from all walks of life
(ethnicities, races, ages, abilities, genders, sexual orientations, etc.) To ensure that their products and
services are designed to appeal to this diverse customer base, "smart" companies, are hiring people,
from those walks of life – for their specialized insights and knowledge. Similarly, companies who
interact directly with the public are finding increasingly important to have the makeup of their
workforces reflect the makeup of their

Pros And Cons Of Gamification
Now looking into what today's new methods of learning compared to what it was in the past, it is
clear that gamification has made a major breakthrough and a positive influence onto society today.
Gamification today has made teaching a whole lot more engaging and effective along being
entertaining when being used. Now it has been discussed how gamification is applied in different
forms and an interesting definition given by the two authors Janna Anderson and Lee Raine which
states "The word "gamification" has emerged in recent years as a way to describe interactive online
design that plays on people's competitive instincts and often incorporates the use of rewards to drive
action–these include virtual rewards such as points, payments, badges, ... Show more content on
Helpwriting.net ...
This idea does make sense as this can assist industries to select the ideal candidates after reviewing
their process within the game. Workers can always be evaluated and at the same inspired and
motivated to complete more tasks in order to level up and achieve as much rewards as possible from
management. Now the pros to this concept are the following, gamification increases employee
engagement thus creating a much more active environment within the workforce. Workers would
wish to complete many tasks as possible in order to level up. Gamification also shows signs of
immediate progress and achievements, thus allowing management to analyze and reward their staff.
Also, gamification gives the best workers the ultimate opportunity to shine by showing off their
skills and abilities within the game. However a major con to this issue is that is a great possibility
that workers could cheat and stab one another in the back to get my achievements and rewards, so
unfortunately the undeserving could be rewarded for an achievement that wasn't earned honestly.
Another issue is that gamification in the workforce can slowly lose interest of their users meaning
that the novelty would eventually wear

`` The Yellow Wallpaper `` And The Court Cases Like Ellen...
From short stories like "The Yellow Wallpaper," to the court cases like Ellen Pao's Suit vs. Kleiner
Perkins, and even a data book like Women in the Labor Force, it is clear to see that inequality and
mistreatment of women still exists today. People often say that inequality is a thing of the past,
however it has been a serious problem since the dawning of civilization itself, and it is still so today.
Women are often seen as lesser beings than men, and are treated accordingly. It is getting better, and
women are starting to take their rightful places as equals in the workforce, and as equals in general.
However, the world still has a long way to go before the inequality and mistreatment of women
comes to a complete stop. In "The Yellow Wallpaper," the authors explores the world through the
eyes of the narrator. The narrator is a woman who has been taken away to live in the countryside for
the summer due to "temporary nervous depression (Gilman)." This diagnosis was done by her
husband, a physician, who treats her more like a possession than a spouse. Though he has diagnosed
her with this, he is seen saying that she is not really sick at all. He gives her incorrect medicines, not
believing her when she says something is wrong. Throughout the story, it is shown that she is not
ever taken seriously, her husband even going so far as to say that "she shall be sick as she pleases
(Gilman) " this implying that she is making up her illness for attention, and that it is all

Summary Of The End Of Men By Hanna Rosin
Women are Rising In "The End of Men?," an article featured in The Atlantic in summer 2010,
author Hanna Rosin illustrates the drastic, ascending shifts perceived in modern society. Rosin
poises the theory of how men were traditionally seen as the superior gender. The author believes
there is a contractionary shift in gender roles and that the new era is "[B]etter suited to women"
(Rosin 304). Recent studies show that women are becoming prominent in the workforce, education,
and family. Accordingly, she explains how women are miraculously able to balance work while
nurturing their children. Rosin believes that this occurs because men are not biologically made to
tend children. Additionally, Rosin analyses how men lost "8 million jobs" during the Great
Recession (Rosin 306). During that time, women were becoming what made a majority of the
workforce. There were increases in women's presence in what used to be male–dominated fields:
school, politics, and business. Rosin questions this drastic shift concerning women and men's roles
in society, stating how they are now equally competing for jobs. Moreover, the way women behave
now show their commendable abilities in the workforce and how society is changing as they
establish their dominance and authority everyday. Once, women were frowned upon, but nowadays,
more people favor having girls than boys. Today's era is commending women with their admirable
work ethic and self–worth. Throughout most of history, men dominated the

Older Workers Essay
Older Workers
The aging of the U.S. population is affecting the demographics of the work force. Between 2000 and
2010, the age group experiencing the greatest growth will be those aged 55–64; by 2005, people
aged 55 and over are projected to be nearly 20% of the working age population, compared to 12.5%
in 1990 (Barber, Crouch, and Merker 1992; Barth, McNaught, and Rizzi 1993). For a number of
reasons, including financial need, longer life expectancy, and a desire to continue working, the
number of individuals aged 55 and over in the work force is continuing to grow (Hall and Mirvis
1994). It is no longer unusual for individuals to retire from one job, begin drawing a pension, and
seek new employment: since 1984, both the full– and ... Show more content on Helpwriting.net ...
7).
Thus a paradox exists: an increasing proportion of the U.S. work force is aging at the same time the
workplace is changing in ways that have been detrimental for older workers. By examining some of
the myths and realities associated with older workers, this publication explores whether perceptions
that have led to adverse treatment of older workers are accurate.
Attitudes and Beliefs: A Catch 22
Attitudes and beliefs about older workers have been characterized as "ambivalent" (Barth,
McNaught, and Rizzi 1993, p. 162) and "mixed" (American Association for Retired Persons
[AARP] 1995, p. 19), that is, older workers are viewed as having both positive and negative
attributes. Several studies (AARP/Society for Human Resource Professionals [SHRM] 1993; AARP
1995; Barth, McNaught and Rizzi 1993; Hassell and Perrewe 1995) reveal that, when compared to
younger workers, older workers are viewed positively on a number of traits including low
absenteeism, low turnover, work attitudes and motivation, job skills, and loyalty.
These same studies also report conflicting findings that are not as positive for older workers. For
example, in Hassell and Perrewe's study (1995), respondents believed that older workers have fewer
accidents, whereas the 1995 AARP study showed that managers rated older workers below average
on avoidance of workplace injury. Barth, McNaught, and Rizzi's research (1993) revealed that, when
it comes to older

Labour Force In The United States
There are many forces that are causing a restructure of the U.S. labor force, an example being the
variation in birthrates by decade. "Birthrates were low in the 1920s and 1930s, rose quickly in the
late 1940s on into the 1960s, with a steady rate from the 1970s through the 1990s." (Lerman and
Schmidt) Another example of a restructuring force is the continuation of immigration which has,
and will continue to, cause the population of the country to grow. An economic prediction suggests
that the Hispanic and Asian portions of the country's population will reach 19% in 2020, up from
14% in 1995. One last example would be incentives. "Higher returns to education may have
encouraged more people into (or back into) school: 10% of the workers who ... Show more content
on Helpwriting.net ...
I do believe that the changing labor force has a major impact on those prime–age workers beginning
to start their careers. As mentioned previously, about half of the people entering the work force
within the next decade are people over the age of 55. They would be more likely to receive the job,
in my opinion, due to education and a higher level of experience. USA Today supports that in saying
that a college degree is no longer enough. "There is a substantial skill gap between students' self–
assessed readiness when entering the workforce and the skills employers actually want." (Dostis)
This puts a strain on the new college graduates attempting to find a long–term job. At this point in
time, graduates are having to prepare long before graduation in order to hopefully have landed a job
in time for graduation. It is difficult to have the experience, a degree, and be lucky enough to find a
job opening that you are qualified

The Impact of Information Technology on the Workforce of...
Preface
The Impact of Information Technology on the Workforce of the Future
To determine the impact of information technology on the workforce of the future, I conducted a
study using an historical perspective on the use of information technology in the workplace and by
the workforce.
This study also considered recent trends in workforce management such as telecommuting,
globalization, outsourcing, and off–shoring activities. The results of this study revealed that
technological advances in office equipment over the past thirty years have enabled organizations to
improve operating efficiencies, improve communications, reduce costs, increase their global
presence, and gain competitive advantage through the implementation of information ... Show more
content on Helpwriting.net ...
Computers loaded with word processing, spreadsheet analysis and presentation software programs
have become standard fixtures on each employee's desk. Some of the workforce became mobile,
conducting business outside of the traditional office settings through the use of Personal Digital
Assistants (PDAs), cellular phones and laptop computers. The initial users of mobile technology
were salespeople and executive management; however, easier access to the Internet allowed more
employees to become "telecommuters," who conducted work–related activities either from their
homes or from some other remote location.
Technological advances in electronic communication may continue to decrease the need for
traditional office setting while increasing the number of telecommuters. Electronic capabilities will
also continue to affect outsourcing, off–shoring and globalization efforts by many organizations.
Collaboration technologies, currently being enhanced by Microsoft and IBM, may enable companies
to conduct "virtual meetings" in the near future. In a virtual meeting, employees from remote
locations conduct real–time meetings from their own computers using peer–to–peer software.
Participants can see one another on computer screens, share computer space and make changes to
product designs or contract documents via a "virtual whiteboard."
3. The Internet
"The internet is a global

Essay about Diversity
Diversity
America's workforce is continuously changing. Businesses today hire and retain culturally diverse
employees to compete in the globalize market. Companies are developing ways to tap into and
capitalize upon the talents of their workforces. They are discovering how to value the diversity of
their workforces and the potential that diversity brings in flexibility, ingenuity and problem solving
are helping them achieve their goals.
Diversity can be differences in age, gender, ethnicity, and religion. Having such a diverse workforce
can be very challenging. (1) Today's workforce is very diverse in respect to age. Before, corporate
America consisted of workers ranging from twenty one up to late thirties to early forties. Now, ...
Show more content on Helpwriting.net ...
A hostile environment with respect to sexual harassment occurs when such conduct has the purpose
or effect of unreasonably interfering with an individual's work. In addition, a hostile environment
occurs when unwelcome sexually harassing conduct is so severe, persistent, or pervasive that it
affects a person's ability to participate in or benefit from employment activity, or creates an
intimidating, threatening or abusive environment.
The second type of sexual harassment is "quid pro quo". Quid pro quo includes unwanted sexual
statements, unwanted personal attention, and unwanted physical or sexual advances. Unwanted
sexual statements could include jokes that were sexual in nature. Unwanted personal attention could
include letters, phone calls, or emails. While unwanted physical advances could include hugging,
kissing, or touching. Since most women in the workforce are mothers, some companies now have
their own day care centers to accommodate mothers who occasionally bring their children to work.
Companies' also now offer maternity leave to pregnant women. Some mothers, thanks to
technology, are working from home to b with their family. They connect to their corporate network
via modem or high speed connection, e.g., cable or DSL (Digital Subscriber Line) using VPN
(Virtual Private Network). But having women in the workforce especially in marketing and

Essay on Diversity in the Workplace
Diversity in the workplace is a subject that has gained increased attention in the workplace over the
past few years. After all, the impact of affirmative action and equal employment opportunity
programs on the nation's work force is undeniable. Women and minorities were the first to
dramatically alter the face of the economic mainstream, while gays, persons with disabilities and
senior citizens followed not far behind. The result is a diverse American labor force representing a
microcosm of our society – yet one that continues to struggle with its identity. Diversity as a social
condition is not new to America. We were founded as a nation of Diversity. "America has always
been a merger of cultures and, as such, has undergone periods of ... Show more content on
Helpwriting.net ...
Mentoring and on–the–job training of less skilled workers through courses, assistant programs, and
continuing education programs may even the gap between different employees. However, it is
important to recognize potential and use the skills already at hand to create a more efficient team
environment where each member's contribution carries some value and contributes to the
organization's goals. Economic status is as important an issue as is education. Various employees
come from different economic background. Their views and manners may differ, along with their
expectations and motivations in daily routine and overall purpose. Nevertheless, they have to work
together. There are potential problems and differences of conduct, motivation, and initiative.
Managers have to get to know their people and develop ways of using their differences for the
benefit of the organization. The focus should be on the positive aspects of individuals, and on
merging the best qualities people have to form effective teams. Managing conflict is also very
important. One thing managers should recognize is that there will always be a potential for conflict
and their job is to intervene and resolve diversity issues early and quickly. Statistics show the extent
of diversity in the workplace. "Eighty–five percent of those currently entering the American
workforce are minorities and

Human Resource Planning Essay
When most people think of Human Resource Planning, the first thing that usually comes to mind is
the internal environment of the organization. There is, however; the external environment which is
just as important. The external environment consists of governmental policies, condition of the
economy, demographics, technology, international influences, competitors, and a changing labor
force (Greer, Peters & Youngblood, 1998). Neglecting the external environment can have
devastating effects on an organization. Entire civilizations have vanished for failing to address
external environmental factors and the need to adapt in an ever–changing environment. You may ask
what extinct cultures have to do with HR planning and the external ... Show more content on
Helpwriting.net ...
Environmental scanning consists of six phases. The first phase is to figure out which elements of the
external environment to analyze and being able to report findings. The second phase is to compile
data and deciding what data is used. The third phase is to map out trends from the data collected.
Trending makes the data easier to analyze and read. The fourth phase is to try and figure out what
effects the trends will have on the organization. The fifth phase is to figure out which issues are the
most relevant. The sixth phase is to ascertain which relevant issues are the most important. If used
correctly, environmental scanning can be instrumental in HR planning (Greer, Peters & Youngblood,
1998).
Changing Demographics
Demographics are one of the most important elements in the workforce. Immigration, age, and a
declining birthrate have negatively affected the ability to fill positions. A smaller, younger
workforce has incited many companies to seek out ways to retain the aging baby boomer segment.
As these baby boomers retire, it is imperative to ensure younger workers are mentored so the
knowledge of the older workers is not lost.
Diversity in the labor pool is also another important factor to consider in HR planning. As baby
boomers retire, the labor pool of skilled workers shrinks more and more. Unfortunately, HR
managers are not doing enough to tap into the ever–growing labor pool of skilled immigrant
workers. In order to

Benefits Of A College Education
A college education is proven to increase an individual 's earnings, however, women's earnings are
still not as much as men's, even when they have the same degree (Patten, 2015).
The county is seeing this gap start to close over time, however, research shows that women are far
more likely than men to leave their occupations, either temporarily or even permanently, to take care
of their children (Patten, 2015).
Roughly four–in–ten mothers say they have taken a significant amount of time off from work (39%)
or reduced their work hours (42%) to care for a child or other family member. Roughly a quarter
(27%) say they have quit work altogether to take care of these familial responsibilities...(Patten,
2015 [see figure 3]).
This research also shows that when women take these leaves of absences, it will impact their career
by decreasing their earnings in the long run (Patten, 2015). This is seen as an indirect form of
discrimination in the workplace because even though an employer is not neglecting a woman for
simply being a woman, they still are the ones who are expected to leave their occupation in order to
care for their family and that creates much more significant long–term impacts on their careers than
on a man's career. This is quite unfortunate because as stated earlier, women are becoming a much
larger force in high–paying jobs that are typically overrun and controlled by men, for instance,
professional and managerial positions. However, research still shows that women

The Role Of Women During The Workforce Debate
Introduction Gender roles is an often debated topic in today's society. The perception of women in
the workforce debate is fueled and, sometimes confused, by how data is sliced and analyzed. The
debate is further confused by looking across geographical and cultural norms. For example,100
years ago, in Europe, women held jobs working long hours in factories, as nurses, cleaning homes of
the wealthy, and were even craftswomen. Meanwhile, 100 years ago, in the United States, women
stayed home to take care of the family/home, while men worked an average of ten hours a day, six
days a week – much longer than the 8 hour, five–day work week considered mainstream today.
Debates range from the role of women in society to how they are judged. Some believe women
should to have kids and quit working when they do. Women can be judged more harshly for voicing
their opinions than they do men. Some view women as secondary to their husbands, even if she is
the primary breadwinner. Women can be perceived as naturally weaker than their male coworkers,
expected to have good 'soft skills', and judged more on their looks than men. Even though most
these stereotypes have mostly dissipated over the past few years, they still exist in many places.
Today, women in the United States are becoming more powerful in many areas, especially the
workforce, but it is debatable that equality has been reached.
Participation Data Even though women's rights have come a long way in the past 100 years, the

Ict Ensuring The Women Participation
For sustaining this transition from agrarian to industrial economy, Bangladesh must create and
exploit knowledge through the widespread use and application of ICT ensuring the women
participation. ICTs have the potential to support the development strategy of "leapfrogging" i.e.,
bypassing heavy infrastructure building it is possible for a developing economy to transform itself
directly into a knowledge economy & women empowerment should be enhanced by using this
dynamic means. For example, during the last half of the twentieth century, substantial achievements
in few countries which succeeded in narrowing the economic divide separating them from the
industrialized world often involved the export–oriented production of ICTs (Kim, 1997, Hobday,
1995, Amsden, 1989).
Although a bright prospect exists for women empowerment in Bangladesh in the oriented
involvements of ICTs (having many problems: very low telephone density, insufficient number of
ICTs as a new tool to attract and teach present and future work force and to improve co–operation
with different stakeholders, low pace of computerization in various offices and sectors, absence of
cyber laws, power outages etc (Islam, 2005). Therefore, this study will investigate the strength and
weaknesses of the ICT industry in this country and suggest measures for the development of a sound
ICT infrastructure to use the ICT as the tool of women empowerment.
The study is divided into the following sections:
– Current Status of ICT

The Future Of Workforce During America
The Future of Workforce in America
The origin of the industrial revolution, which later made America the greatest economy in the world,
had its roots in America's advanced position in science and innovation. Ford's Assembly line is one
such example of innovation; it resulted in mass–production and made America the largest
manufacturing country in the world. Manufacturing industries than became the foundation of
economic growth, and provided jobs to many Americans and immigrants. United States retained its
position as the the largest manufacturing country for over a century, but in 2009, China became the
leading producer of manufactured goods. Unfortunately, losing the position of top producer to
China, impaired US economy. Thus, weak economy, off shoring and automation have jeopardize the
future of American workforce. However, there is still hope. Since, science and innovation were the
foundation of America's prosperity, they will also be the source of its restoration. Hence, the solution
lies in training the workforce in Science, Technology, Engineering and Math (STEM), increasing
basic and applied research, and increasing high school and college literacy, along with government
tax and trade policies.
Offshoring is one of the reasons behind the recent unemployment hikes. Roughly 3 million jobs
were offshored in 2015 alone ("Number of U.S jobs moving offshore"). Simply put, offshoring is
when a company decides to purchase products or services from a third party; usually

Workplace Diversity And The Workplace
Workplace Diversity Many outstanding articles, books, journals and papers have been written
regarding the topic of workforce diversity. Some are relatively short papers such as Diversity in the
Workplace published by the University of Florida, and seek to provide the reader with a basic
understanding of what is meant by workplace diversity, as well as the potential benefits to both
employers and employees alike. Other resources can be significantly more in–depth and explore
subtopics of workplace diversity including the effects of marriage on work place attitudes, or how to
effectively manage the cultural and demographic differences within a firm's labor pool. Information
regarding generalities in different cultures around the globe is also available as a resource for those
seeking to understand customs in mannerisms and body language across varying cultures. In
addition to the many websites and literature available to employers, there are also companies such as
Big World Inc., whose does business under the name of Diversity Resources, offers training tools
and services geared towards providing customized solutions for firms wishing to outsource training
programs for employees including harassment, conflict resolution, international team building,
gender bias or any one of a number of other topics related to diversity. A brief list of some of these
resources appears below: Diversity in the Workplace: Benefits, Challenges and Solutions.
Greenberg, J. (2009) The

Parenting Stereotypes: The Problems Of Online Dating
"Already, millennials represent the largest segment of the workforce in the United States. By 2025,
Department of Labor figures indicate that millennials will make up about 44 percent of the U.S.
workforce " (Herta). Are millennials entitled and expect to climb to the top when they live with their
parents , is their a reason for this behavior? If so then why are EEI test scores better than the older
generation. It is getting better and better as the person taking it gets younger. Other problems would
be the cell phones, but are they really a burden or a god send ? Also the holy grail of disapproval is
online dating. I do not think that all millennials are entitled and self centered, but it definitely is a
problem that needs to be corrected at the root with parenting styles , social media, the society we
live in today, and the work force.
A majority of the previous generation think that the generation that has been raised in the 21 century
are weak ... Show more content on Helpwriting.net ...
Online dating is something that is very affluent in today in society, and why shouldn't it be it has
been a very big success. "Of the 92 million unmarried Americans 18 and older counted by the
Census last year, about 16 million have tried online dating.... In 2003 online daters increased 77%"
(Cullen). With these kinds of statistics and all these people joining how bad can it really be? What
do people have to lose, this is why so many people are opening up their computers and chatting
while keeping a successful work career. Not to mention all the marriages and hundred thousand
children born from these connections (Cullen). This is also a very time saving and effective way as
well because your only pursuing dates that you see interest in. Now with all this extra time what are
we expected to do with it? Millenniums haven't fallen short on the learning curve either with all of
this technology in their

Is Working At Mcdonald 's Bad For Teenagers?
Is Working At McDonald's Bad For Teenagers?
Amitai Etzioni, Dr. of Sociology at University of California at Berkeley, argues that it is bad for kids
to work at fast food chains like McDonald's. He applies his criteria to evaluate the value of jobs in
the fast food industry. He states that all though these employers provide a large number of jobs that
teenagers can fill, they do not provide high educational jobs that can lead to a bright future. Often
they are repetitive in nature and often in unsupervised by adults. These jobs are comprised of highly
routine, mechanized movements that require little individual initiative (250). The resemble the
movements that were immortalize by Charlie Chaplin in the film "Modern Times" where the worker
movement are so mechanized that he eventually is engulfed by the modern machinery and become
part of the machine (Chaplin Modern Times). Although, Etzioni's criticism presented some logical
concerns, teenagers working at McDonald undoubtedly provide critical stage of early life lessons
about the society they are getting prepared to become a member.
According to Bureau of Labor Statics, 17.5 percent of labor force in the United States is teenage
workers (BLS.gov March 2015). The labor force participation rate has been steadily increasing The
biggest employers o are McDonald and other fast food chains alike employee many of these young
workers their start up jobs. Etzioni states that in a 1984 study by Ivan Charper and Byran

Why Do Women Earn The Power Of Pay
If men are being paid even a penny more than women for the same work, then that suggests an
attitude of disrespect for women. For years the average women income was solely passed on how
much her male partner made; allowing her to be the stay at home parent. Women a far more likely
now a days likely to deal with the dual demands of household work and job work. Of course there
are great examples of women who have successfully carried out both, however, statistics show that
women make about 80–82 to the dollars compared to men. Many of these jobs are set at this pay
because the greatest number of women in the work force have white–collared jobs– clerical, sales,
professional, technical, and managerial. Jobs in the past were never viewed important ... Show more
This may actually work as an incentive for both men and women to work harder for promotions in
wage or position. Ideally, more organizations who care about gender parity will follow suit, but it
will probably require legislation to get the larger organizations on board. Another solution to wage
equality is for women to negotiate their wages when taking on new jobs, especially straight out of
college. Study shows that more than half of male graduates have the school negotiate more money
in their jobs, as less than ten percent of women do the same. Women are too quick to roll over and
accept the first offer they get. Yes, gender pay gap is still going strong, but there are many steps
companies or businesses must take on to reach perfect equality. This doesn't only go for women, as
there are also gender pay gaps on race, women and minorities must also step up the create rational
and positive solutions. Of course there will always be the correlation of women and household work
as well with biased job selections of men, but the solutions above would be a great start for
organizations who want to be leaders in achieving gender parity in the

Ethical Perceptions Of The Focus-Group Interview
Participants
The participants for the focus–group interview consisted of solicitors working in the liability
department at a London based law firm. I initially planned to conduct one–to–one interviews,
although it was proven difficult to meet with them due to their own work constraints. Thus, I
decided to achieve the best results by arranging a group interview, allowing all the solicitors to be
together and discuss the topic at hand. This was a strength of the project as I could collect more data
from a discussion, as the solicitors were also able to interact with one another giving barring
opinions. Participants were firstly contacted via email and provided an overview, to explain the
nature of the dissertation.
They were hesitant to ... Show more content on Helpwriting.net ...
Chapter Four: Data Analysis
The aim of chapter four is to investigate whether the agency worker has acquired more individual
rights and protection from recent legislation, such as the AWR 2010. In addition, the thesis explores
agency workers' wellbeing, and whether the development of the doctrine of vicarious liability,
through case law, has added further confusion when a claim is being issued by the agency worker
against the end user. To achieve this, a focus–group interview was conducted and a survey was
distributed.
Through this section, I will detail the use of discourse analysis and explore the perceptions of
agency workers, discovered from the survey issued to agency workers, interviews conducted with
solicitors.
Agency Worker
"Agency Worker" is the title given to workers who are a party to a triangular relationship, this thesis
has explored whether being classified as an agency worker is a limitation on the individual due to
there not being effective protection through legislation and common law. Forde illustrated through
his article the enduring debate over the nature of the temporary worker, has intensified. Forde
focused on the character of agency work within Britain and analysed data from Labour Force
Survey (LFS), identifying how the agency worker is one of the least

Women And Employment Is Unfair
In today's society women have more access to doing the same thing as men such as working in
higher positions. However, women are getting paid fifty five cents of every dollar that men make.
The way society treat women with employment is unfair because as women we do the same work or
sometimes twice as more. Even though time have change equality for the workplace only change by
6% of a 100% scale. We as individuals have so much work to do when it comes to improving our
workplace not for just men but women too. Women in the early 1900s didn't get a chance to broaden
their horizon when it came to working because all they had knowledge of was to find a husband, be
a housewife, and be a mother. In the 1920's the time of the Great Depression where the economic
crisis and period of low business activity began in October 1929 through the 1930's.Around this
time period women started to evolve and gain employment with the men but still not making as
much as the men did. As time went on women began getting even more involved in the workforce
throughout the 1920s and there was a growing appeal to work. Society was accepting women into
average jobs, however, most assumed that women need to work feminine type of positions. These
occupations were those such as secretary work or telephone operators. They were also highly
underpaid at that time for the amount of work they were doing but equal payment laws wasn't
around yet. At this point in history women had become more educated,

External Environment & Hr Planning
External Environment
When most people think of Human Resource Planning, the first thing that usually comes to mind is
the internal environment of the organization. There is, however; the external environment which is
just as important. The external environment consists of governmental policies, condition of the
economy, demographics, technology, international influences, competitors, and a changing labor
force (Greer, Peters & Youngblood, 1998). Neglecting the external environment can have
devastating effects on an organization. Entire civilizations have vanished for failing to address
external environmental factors and the need to adapt in an ever–changing environment. You may ask
what extinct cultures have to do with HR planning and ... Show more content on Helpwriting.net ...
With new laws or regulations comes the possibility that the old HR policy of firms could be in
violation of these new government regulations. Tax rates would be an example of this (Jackson &
Mathis, 2008). There are also government policies that give firms incentives, usually in the form of
tax credits, to hire certain individuals. Not knowing about these incentives and not taking advantage
of them could cost firms significant amounts of money that could be used elsewhere. Pensions have
just been recently affected by government policy. The Federal Government has recently passed
legislation, which greatly affects workers pensions as of January 1, 2008. This law was passed to
prevent retirees from obtaining lump sum type retirements.
Economic Conditions
The economic climate is another factor that needs to be considered. The prime lending rate, state of
the economy, cost of housing, and cost of living all affect a firm's ability to acquire labor and should
not be left out of the HR planning strategy. High real–estate prices may cause many workers to
migrate to different states where housing is more affordable; this information is crucial in recruiting.
Knowing where to find potential labor is key, especially when the unemployment rate is low. The
condition of the economy is directly proportional to the number of workers employed. In a booming
economy with low unemployment, different strategies have to be deployed to be able to find and
recruit people in a

Balancing Work and Family: Be a Working Mother or a...
Balancing Work and Family: be a working mother or a housewife
Nowadays, as it becomes more popular and acceptable for women to cease being a full time
housewife and to become a full time employee instead, many raise the question "should women be
housewives or working mothers?" In general, most of women would want to be a good mother and
employee, and hoping they can have enough time to make their full commitment as both a wife and
a mother. However, due to limited time, resource and energy, that is nearly impossible and women
face the decision to choose between one and another. Taking all factors, such as trade–offs of a
housewife versus working mother, into consideration, in my opinion, I believe the benefits of
working mother outweigh ... Show more content on Helpwriting.net ...
As a common sense, low–income families are not able to give the children with high quality care as
opposed to families that are well–off. Because of this disadvantage, women, in many cases, desire to
return to the work force under the initiative that they themselves can provide for their children with
adequate needs. Such point is further reinforced by U.S Census Bureau, which says "families who
paid for care with children under five spent, on average, $522 per month in 2002, increasing to $596
per month in 2007. In 2002, families who paid for care with a child under five spent 25% of their
income on child care compared to 9% spent by higher income families" (U.S. Census Bureau 2006).
While others may argue there are other ways to provide children with a high quality care and ensure
them a healthy, better childhood, going back to the workforce is the most direct, obvious way to
achieve such goal.
Despite the importance of financial abilities that led to women's return to workforce, the desire for
power in the family is also another factor. According to Dodd and Palagno in the article "The
Working Mother Report: What Moms Think?" Between spouse, 73% of women and 59% of men
said they were "comfortable" with the idea of their partner

Essay on India's Strengths in Terms of High-Tech
India's Strengths in Terms of High–Tech
Strong Economic Growth India has an amazing rate of growth which has reached to 9% in 2007.
The average rate of growth is 7% since 1994. This is an important evidence of the stable
development of Indian economy. Also unlike to other developing countries India managed to have a
very low rate of inflation which has remained close to 4% since 2000 and has not fluctuated much
then. India seems to be one of the safest economic environments for investment when compared to
other Asian countries. Moreover India's imports almost tripled between 2001 and 2005 from $50.1
billion to $138.4 billion, while exports more than doubled, from $43.3 billion to $99.7 billion.
Another import point that should be noted ... Show more content on Helpwriting.net ...
The choice of USA to set up its IT technologies in India is mainly the result of this English–
speaking force.
An interesting fact about the English–speaking population of India: Ten years ago, the United States
was the country with the largest English–speaking population. Today, India has taken over that
status. With roughly a third of its population – or more than 300 million – possessing English
language capability, India has more people speaking the language than the US and UK combined.
In addition to English– speaking skills, Indian government has focused on education and increased
formation relating information and communications technology at schools. Almost in all of the high
schools, it is becoming obligatory for the students to take software programming courses such as C
plus plus. With this high concentration on education, India manages to produce 500,000 engineers
per year. Although more than half of the graduates of engineering do not conform to world standards
of engineering, they form an excellent technical class for high–tech manufacturing companies
established in India. Moreover with the establishment of more R&D centers of international
companies, Indian employees have started to get a decent formation and begun to contribute to the
innovation processes of these companies.
INDIA'S WEAKNESSES
Although India is developing day by day and receiving more high–tech investments there are

Review of the Article, Consequences of Differentiated...
The essay is a review the following article:
Wu, Joshua B, Tsui, Anne S., and Kinicki, Angelo J. 2010. Consequences of differentiated
leadership in groups. Academy of Management Journal 53: 90–106.
Introduction
The research article "Consequences of Differentiated Leadership in Groups" focuses on the issues of
leadership as it needs to confront groups. The theoretical assumption is that individual and group
level methods need to be applied for groups by the leadership of an organization. The researchers in
the paper argue that group level methods lead to increased performance and output. Furthermore,
there is a trend towards cohesive and disciplined work teams. The leadership on the contrary when it
applies an individual approach ... Show more content on Helpwriting.net ...
General Theoretical Framework
The study assumes that leadership and its impact upon groups have gained considerable attention in
recent research. There has been trend towards analyzing the impact of leadership upon individuals
and groups. Transformational leadership is based upon charisma where the individual crafts a
common vision for the followers (Wu, Tsui & Kinicki, 2010: Pg 90). As a consequence, the
followers are motivated to engage in collective action which can transform the core nature of the
entity. Differentiated leadership towards individuals means recognizing their strengths and
weaknesses. The leadership strives to delegate different responsibilities to the individual. On the
contrary, a group oriented approach leads to common values and principles. The group is motivated
by shared values and mutual confidence among each other.
Research Methodology
The authors have selected workgroups belonging to diverse organizations that work in different
sectors of the economy. In addition, each worker has been selected from different departments as a
means of deriving accurate and reliable results. Questionnaires and surveys were selected as the
method for data collection (Wu, Tsui & Kinicki, 2010: Pg 95). Such methods are beneficial because
they enable the researchers to target the population sample in a cost effective manner. Furthermore,
it prevents researchers from interfering in the data collection process. Finally the researchers
interviewed the

United States Civilian Labor Force
In 2015, the United States civilian labor force rose to 157.4 million (Unemployment rate nears
prerecession level by end of 2015: Monthly Labor Review: U.S. Bureau of Labor Statistics, 2016).
About half of the workforce were women and of the 157.4 million, about thirty–eight percent were
non–white workers including Asian, Black, and Hispanic ethnicities. By 2024, it is projected that
women will make up more than half of the United States labor force, in which, roughly twenty–three
percent of the women will be of non–white ethnicities (Women 's Bureau (WB) Latest Annual Data
– Labor force by sex, race and Hispanic ethnicity, 2015 annual averages and 2024 projections, n.d.).
As women start to dominate the workforce, and younger workers continue to enter labor force,
organizations in the United States are becoming more and more diverse. What was once dominated
by white males, organizations are now a rich combination of different cultures, backgrounds and
different belief systems. To ensure an ongoing efficient and productive work environment, a
diversity training program should be put in place to address the tension and conflicts that arise from
diversity in the workplace.
What is Diversity? The Merriam–Webster dictionary defines diversity as "the inclusion of different
types of people (as people of different race or cultures) in a group or organization." For a human
resource professional, it is the "variety of experiences and perspective which arise from differences
in

One Small Pill for Womankind: One Big Dose for the U.S.
Gregory Goodwin Pincus created the birth control pill stimulating a new tidal wave of women's
rights movements. From one small pill, new channels that were once dammed to a trickle became a
mighty flood again. With the ability to prevent pregnancy without risking a dangerous abortion
women found the strength to fight against male–dominated areas that were still left untouched from
the first series of movements by their predecessors. From how long they were involved in the
workforce to stepping up for their rights and changing laws, women came alive with a renewed
ferocity with just one small pill. Once the pill, a reliable option, to prevent pregnancy was there
women took hold of it in massive numbers. In 1957 the pill was approved "for ... Show more
Without the chance of pregnancy, they made the change to go back to work. These effects are seen
in the numbers by the recorded percentile change in women within the workforce from 1960 to
1970. In 1960, women working during childbearing years (25–34) rose an entire two percent,
working through the rearing years (35–44) increased by 4.3 and the women returning work after
motherhood (45–54) swelled to twelve percent ("Labor Force"). These were significant changes but
the one's that came with the pill when it was deemed safer were even more extraordinary from 1970
to 1980. In 1970, close to half of women (45%) were working through the time that was deemed fit
for matrimony and birth with only 6.3 percent leaving the workforce ("Labor Force"). Even though
after twenty years in 1980 there were still approximately a twenty and thirty percent difference
between men and women in the workplace it was still an amazing different to the fifty and sixty
percent difference in the 1950s ("Labor Force"). From 1950 to the late 1960s it was a fact that
women and the workplace met in few places, for only a brief time and very rarely in the general
public eye. If seen in

Why Laptops Are Distracting America 's Future Workforce
There's no denying that technology has grown to play a major role in education and learning.
Students are using laptops, tablets, and smartphones to research, complete, and even collaborate on
assignments, both in and outside of the classroom. Timothy D. Snyder and Thomas L. Friedman
both have written articles expressing their opposing opinions on technology in the classroom.
Timothy Snyder is a Professor of History at Yale University who has written five different award–
winning books. In his article, "Why Laptops Are Distracting America's Future Workforce", Snyder
explains to students and teachers why he is against technology in the classroom. Thomas Friedman
is a reporter and columnist for The New York Times, author of six award–winning ... Show more
In Thomas Friedman's article, "Come the Revolution," Friedman is confident that an online–only
education program called Coursera is the solution to the problems of rising tuition and the increased
importance of education in a knowledge economy. The rhetorical strategies used by Friedman were
much more effective in comparison to Snyder's, especially his use of valid numbers, statistics, and
facts to support his claims. One example of this is in the second paragraph of Friedman's "Come the
Revolution." After introducing Andrew Ng, professor and cofounder of Coursera, and explaining the
online platform's benefits, Friedman quotes Ng to support his argument. He writes, " "I normally
teach 400 students," Ng explained, but last semester he taught 100,000 in an online course on
machine learning. "To reach that many students before," he said, I would have had to teach my
normal Stanford class for 250 years." " Friedman uses the valid numbers, statistics, and facts from
reliable authorities to support his argument.
Another rhetorical strategy that was very effective for Friedman but was ineffective in Snyder's
argument is tone. Choosing words and examples carefully for tone is important when attempting to
persuade because tone indicates the writer's attitude towards his subject or audience. In Timothy
Snyder's, "Why Laptops in Class Are Distracting America's

Managing Diversity in the Workplace Essay
There is no doubt that the business world is changing rapidly and that many factors are also
simultaneously interacting. Perhaps these factors are created by cultural diversity.
The online dictionary source, http://en.wiktionary.org defines diversity in the social context as a
business strategy encouraging differences in order to compete in a marketplace with a heterogeneous
customer base. Diversity in the general population, the work force and the market place give many
benefits for organizations. Global managers gain more knowledge on internal diversity in order to
maximize the efficiency of their workforce and increase profit margins for their companies.
Diversification of the American workforce has changed the way managers ... Show more content on
Helpwriting.net ...
An organization is affected by cultural factors on many levels. The top management forms the basic
foundation of an organization when they set the primary goals for that organization, the reason the
organization is in business. An example might be an American car company with the goal of
producing vehicles for the public and bringing in large profits for the shareholders. This goal is
derived in the root cultural tenant of capitalism. The United States was founded with capitalist ideas
and so American managers will have capitalist ideas. Now the same type of company in the Soviet
Union, before the end of the cold war, may have had the goal of producing efficient military
vehicles, not being concerned about the profit margin rather the purpose of the product. This goal
would have been derived from the socialist belief of "all things are for the good of the state."
As the influence of culture affects the direction of the company, it also affects the interaction
between the managers and the employees. In the example of the American auto plant, the interaction
between manager and employee was one based on western ideas of supervision and motivation.
Today these ideas are changing. As people of other races and other ethnic groups continue to
emigrate, they will bring even more diversity and lifestyle changes to the United States.
Three factors have

The Diversity Of The Workforce
Today when you look at our country you think of it a somewhat of a melting pot or a mixed and
diverse population. When you look at the populations, even in small towns you see multiple
different races and cultures. This then leads to our workforce where you see that same type of
diverse culture entering the workforce in the communities they live in and the ones around them.
Our workforce hasn't only changed to multicultural, it also has more and more woman as well.. If
we look back 50 years you see that woman and individuals with a race other than caucasian had a
very hard time finding a place where they would be welcomed in the workforce. Today woman, our
international population, and races other than caucasian are finding the task of working to be a little
easier. (Older Workers, 2008) Today we have programs in high schools and college that allow
international students to go to college, work, and live here with an overall acceptance from
Americans. Our diverse population also includes the age that we work. With improved healthcare
and the advances in technology, men and women are working well into their senior years. Some may
debate that it is because they have to with our declining economy, but the fact still remains that they
are able to continue in the workforce. With all of these factors it is very important that we work
together to improve our communication abilities through our school building by using the
application of diverse skills (Linn, 2013).
A.1.

Evaluating A Remuneration Policy And Selecting Qualified...
Introduction I would like to discuss some of the plans I have established for the company. The
points that I will be discussing today are: formulating a remuneration policy, recruiting and selecting
qualified employees, design and implementation of a compensation and performance management
system, ensuring equal employment opportunities, and developing effective organization and
leadership. One of my main functions would be to formulate a remuneration policy in such a way
that employees give optimal performance and feel they get a fair deal, new employees are attracted
to the organization, and the organization is able to retain existing employees. This serves as a
motivation tool for employees to perform better. In order to arrive at a ... Show more content on
Helpwriting.net ...
I will also try to sell the organization to the potential candidates, which is to convince the candidates
that the organization is a good place to work and that we offer what they want in the way of both
tangible and intangible rewards. Attracting and selecting the most qualified employees and matching
them to the jobs for which they are best suited is important for the success of our organization.
When we are selecting the people who will join our workforce, picking the best workers is inherent
to this responsibility. The selection of the best employees will be based not only on the candidates '
ability, knowledge, experience and skills to do the specific task needed, but also their
professionalism. When those people work for us, they represent more than just themselves, they are
the image of the organization. In an effort to improve morale and productivity and limit job
turnover, they also help the organization effectively use employee skills, provide training
opportunities to enhance those skills, and boost employee satisfaction with their jobs and working
conditions. Understaffing loses the business economies of scale and specialization, customers, and
profits. Overstaffing is wasteful and expensive. My plan requires that an assessment of present and
future needs of the organization be compared with present resources and future predicted resources.
Human Resources Policies In order to meet its

West Jest vs Air Canada Essay
How serious is the threat from conventional airlines that want to imitate the westjet culture? What
does it take to imitate organizational culture? Can Air Canada compete against westjet's employee
productivity and its relationship with its employees?
Ever since its establishment in 1996, WestJet has aimed to operate as a low–cost carrier while
employing non–unionized members in a unique organizational culture. In its simplest form this
unique organizational culture can be labeled as a labor managed firm. In a labor managed firm
employees are owners, and they are affected by the company's performance through profit sharing.
Then it should not be surprising that in labor managed firms, the employees can voice their opinions
and actually ... Show more content on Helpwriting.net ...
A labor force in its most basic form, through profit maximizing practices, must be minimized, due to
the cost associated with it, in order to drive up profit. And it is because of this outlook that WestJet
has managed to outperform their competition, for example Air Canada. This theory is in sync with
the findings of Jeffery Pfeffer in his 1995 paper "Producing sustainable competitive advantage
through the effective management of people."
As described above, the organizational culture, the foundation of WestJet's success, is heavily
weighted on its people. Where as the competition, sees the workforce as a cost and aims to minimize
it, WestJet looks at their work force as an asset and an investment. Conventional airlines run their
business as any other company. They look out for the shareholder's best interest and do not pay the
slightest attention to their workforce. In WestJet's culture, the workforce consists of the shareholders
due to profit–sharing and co–operative environment. By nature capital managed firms will have a
hard time converting to labor managed firm. They will have to change a lot of rules and regulations
that governs their everyday operations. They will face a large number of opposition by their
shareholders. According to Fernandez Guadano (2009) even if they do manage to adopt similar
practices as labor managed firms, they will never be able to achieve the same rate of employee
ownership and profit–sharing as their counterparts,

Inequality Between Men And Women
For generations, women and men have been held to different standards when it came to the work
force and in recent years, the United States has began to see a breakthrough with these barriers
starting to diminish. However, pay inequality still remains prevalent. Men and women working the
same jobs are not receiving the same wages and that doesn't make sense to majority of society. As of
2013, women are only making about 78% of what men make (Hill, 2015) and into 2015 we're still
hovering around the same number. Many are confused as to why there is pay inequality between
men and women in the same occupations and that's why the question trying to be answered here is:
what are the causes of gender pay inequality among the workforce in the United States and have
they changed over time? Many scholars and people in society might think it hasn't changed much,
but starting with a brief history of US women in the workforce, we will see that there are very
obvious upward trends even if a gap still does exist. As of 2012, women make up 52% of the labor
force (Women in the Labor Force: A Databook, 2), which is a massive improvement from about 100
years ago. Starting in the late 1800s, single, young women made up majority of females in the
workforce and the opposite held true for married women (Goldin, 4). The typically young and single
women that made up the workforce didn't have college degrees and the jobs they were employed in
(laundresses/cleaners) did not give them a lot of

Workforce Flexibility

More Related Content

More from Elizabeth Temburu (20)

Recently uploaded (20)

Workforce Flexibility