Not Lowering The Drinking Age - 989 Words

Not Lowering the Drinking Age There are many different views on drinking alcohol, especially underage drinking. Everyone has different views on the drinking age. Some think it should be lowered and others believe that it should be raised. Then some believe that it should remain the same at the age of twenty-one years old. Keeping the alcohol consumption age at twenty-one limits the dangers of not only those under twenty-one, but other people in the community. Lowering the drinking age will cause more problems than it would fix, but people will argue against that, and other countries have lower to no age requirements at all. Lowering the drinking age will cause more problems than fixes. Alcohol causes many problems in the society we live in today. Not only does it affect a person’s mental health, but it also harms a person physically. Alcohol is not friendly to the human body. It can affect how many different organs function, including the brain. If the drinking age were to be lowered younger people wou ld be exposed to these harmful side effects. Another problem that is going to happen if the legal alcohol intake age was lowered is the number of alcohol related accidents will rise past the current rate: â€Å"In 2006, 26% of the drivers involved in fatal crashes in each age group had some alcohol† (Fell). Alcohol also is involved in many other activities that could be harmful to an impaired person and then could result in death. With the drinking age set at twenty-one,Show MoreRelatedLowering the Drinking Age1523 Words   |  7 Pages According to Andrew Herman, â€Å"Each year, 14,000 die from drinking too much. 600,000 are victims of alcohol related physical assault and 17,000 are a result of drunken driving deaths, many being innocent bystanders† (470). These massive numbers bring about an important realization: alcohol is a huge issue in America today. Although the problem is evident in Americans of all ages, the biggest issue is present in young adults and t eens. In fact, teens begin to feel the effects of alcohol twice asRead MoreNot Lowering the Drinking Age1642 Words   |  7 PagesBryan Blejski ENG 101-010 Ms. Abbott 28 July 2011 Not Lowering the Drinking Age Many teenage deaths in the United States are caused in some way by the influence of alcohol; however, many people still believe that the legal drinking age should be reduced to eighteen. This issue has been going on for years, but the law has not been changed since the change to twenty-one in 1980. States have become stricter about preventing under-age drinking, but teenagers have no problem getting alcohol. There areRead MoreLowering the Drinking Age1223 Words   |  5 Pagesâ€Å"What we’re doing now to prevent underage drinking isn’t working; it’s time to try something else.† Although many people argue that the National Minimum Drinking Age Act of 1964, which lowed the drinking age from eighteen to twenty one, was a good idea. David J Hanson a professor in the State University of New York believed that something needs to be done to make the United States a safer place to live. Is it fair that people in the United States can serve in the military, vote in elections, serveRead MoreLowering the Drinking Age1576 Words   |  7 PagesComposition I April 6, 2014 Why the Drinking Age Should Stay at Twenty-One The United States drinking age throughout all 50 states has been the same since 1984 when a law was put in place by the U.S. Congress punishing all states who did not abide by the legal age limit of 21. Since this law was put into place, it has become one of the most widely studied laws in history. While there are many arguments and new bills being created to reduce this age, especially among college universitiesRead MoreLowering The Drinking Age1336 Words   |  6 PagesStudies show that keeping the drinking age at twenty-one improves lives. When the United States raised the age limit to twenty-one in 1985, a shortage of drinking occurred at a whopping 40% by 1991. As a result, fewer students drop out of high school, less motor accidents occur, and suicides rates dropped significantly. However, lowering the drinking age to eighteen will bring serious consequences on young adults by reversing these statistics. Lowering the drinking age will cause significant healthRead MoreLow ering The Drinking Age Of The Age981 Words   |  4 PagesHowever, there are those who remain persistent in their requests to drop the drinking age to a slightly lower option. Opposition to the legal drinking age of twenty-one has shown to have some support from mostly younger groups of people, without much validation as to why a lowered drinking age would be beneficial to our country as a whole. Yet, there are still some interesting arguments for those in favor of dropping the age at which it is legal to drink to eighteen. Consider how many young adults chooseRead MoreLowering The Legal Drinking Age903 Words   |  4 Pageshelp myself get a better understanding about how others feel about lowering the legal drinking age in the United States and to better understand what role alcohol plays in people’s lives. The first question I asked for in my survey, was what the participant’s age was. I used this question to see if there was a difference on how different generations felt towards lowering the legal drinking age. I was expecting more people over the age of 25 to take the quiz because I didn’t know if younger adults wouldRead MoreLowering The Minimum Drinking Age1380 Words   |  6 PagesOnce a person reaches the age of 18, they are allowed to tattoo their bodies, smoke tobacco, gamble and even enlist if they wanted to! As an adult, they want to be treated as one but how can they feel like an adult if hanging around with their friends and drinking beer while watching TV is illegal ? Of course, that does not stop them, though. The United States is one of the few countries in which still have such a high minimum drinking age. Although most people think young adults (18-year olds) areRead MoreLowering The Minimum Drinking Age1429 Words   |  6 Pagesand Thailand are others – with a minimum drinking age over 18† (Griggs, 1). When Ronald Reagan signed the National Minimum Drinking Age Act in 1984, its goal was to reduce less-mature adults from consuming alcohol and performing reckless acts (Cary, 1). However, despite the current drinking age, 17.5 percent of consumer spending for alcohol in 2013 was under the age of 21. It is estimated that â€Å"90 percent of underage drinking is consumed via binge drinking†¦with alcohol abuse becoming more prevalentRead MoreLowering The Legal Drinking Age857 Words   |  4 PagesAs we know, the United States has the highest drinking age in the world. By 1988 the entire U.S had adopted the Federal Unifor m Drinking Age Act, which set the drinking age to twenty-one. However, in 1920 the United States banned the sale, production, importation, and transportation of alcohol. This era known as the Prohibition sparked the popularity of hidden underground bars and events. The Prohibition Era is a prime example of how people did anything to intake alcohol and eventually this led

Role of HR Function in Developing Strategy That Ensures Cost Cutting w Literature review

Essays on Role of HR Function in Developing Strategy That Ensures Cost Cutting while Maintaining the Desired Level of Human Capital Literature review The paper â€Å"Role of HR Function in Developing Strategy That Ensures Cost Cutting while Maintaining the Desired Level of Human Capital† is an outstanding version of a literature review on human resources. Modern business environments are characterized by increased competition within and across organizations and industries, financial and economic meltdowns, rising pressures to minimize costs, increased expectations from customers, changing consumer needs, tastes and preferences, the invariable pressure to achieve global competitive challenges and capitalizing on opportunities presented by progress in information technology systems. With such dynamics, the function of the HR has transformed greatly in ways not envisaged a decade ago which includes centralizing and decentralizing the HR functions, redefining roles, business needs getting more priority in delivery of HR services and more significantly, automation, streamlining and reengineering of majority of regular transactio nal activities of HR functions (Armstrong, 2006).Concomitantly, considerations such as reducing costs, satisfying customers and the increased need for flexibility, efficiency and quality remain the critical success factors for players in the global business arena, which has in effect, generated change in human resource planning. More often than not, economic and financial recessions generate negative attitudes about HR since they are charged with the responsibility of laying people off and cutting programs in line with the organizational directives as noted by Lussier (2011). In times of recessions, the management is usually too preoccupied with organizational survival and the need to reduce costs considerably that there is limited time allocated to strategic development efforts. Snell Bohlander (2012) indicates that what is oblivious to the management is that margins are inadvertently reduced in the haste to generate satisfying expense line items that have an impact of minimizing the short to the long-term competitiveness of the organization. Therefore, HR is accountable for ensuring that the organization is able to strike the balance in cost-cutting and maintaining the desired level of human capital without necessarily threatening the long-term competitive advantage and sustainability of the organization.Role of the HR function in developing strategy that ensures cost-cutting while maintaining the desired level of human capitalIn regards to GCMS, the main challenge is striking the right balance in ensuring that it preserves its committed, reliable and productive human capital while ensuring that there is sufficient cash flow during the recession period and after the recession period has passed. The role of the HR function, therefore, is to develop programs, which will generate fast behavioral effect on costs and margins since development of programs that do not offer quicker solutions in relation to cutting costs will not generate sufficient support from th e management who are focused and interested in fast impact initiatives as suggested by Snell Bohlander (2012).The HR is accountable for ensuring that the developed programs have the elements of ownership where all stakeholders including the management and the labor force within GCMS are accountable for the financial results of their decisions and performance respectively. This will entail developing systems to establish business acumen where the labor force and the management see the connection between their actions and financial results in order for them to modify their actions and decisions accordingly and appropriately (Lussier, 2011). The HR’s role in the situation also would entail designing programs that promote innovation through the allocation of low budget. These have the potential to stimulate enhanced creativity and innovation among workers as they seek ways in which they can improve their performance and increase their outputs using limited/ low budgets hence, su rviving the harsh economic times with no one being laid off (Snell Bohlander, 2012).

Special Needs Students And Mathematics Essay Research free essay sample

Particular Needs Students And Mathematicss Essay, Research Paper Particular Needs Children and Mathematicss The instruction of mathematics to kids in primary school schoolrooms can be seen as disputing for some instructors. This is due to a altering society and the debut of more complex mathematical accomplishments. Once it was acceptable merely to learn the four major mathematical operations, but now machines are available to finish these processs. Yet now numeracy, pass oning and doing sense of mathematics in a scope of mundane applications, has become the chief focal point of mathematics learning throughout primary instruction ( Bobis et al, 1999 ) . The instruction of numeracy accomplishments to particular demands kids has become a farther challenge for regular schoolroom instructors around Victoria. Though most particular needs pupils learn otherwise most can get the hang of import mathematical constructs and accomplishments. Teachers in many of today s schoolroom usage concrete stuffs to reenforce the constructs related to mathematics. We will write a custom essay sample on Special Needs Students And Mathematics Essay Research or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page These techniques are highly effectual for particular demands kids many t as it allows the pupils to understand and visually measure the ways in which these mathematical constructs work ( Giordano, 1993 ) . However other instructional options to run intoing particular demands including spacial ocular, audile, and kinesthetic attacks such as coloring material coding the stairss needed to be taken during a mathematical procedure. For pupils who are color-blind heavy bolding, underscoring and italics could be used alternatively ( Bley A ; Thornton, 1989 ) . Besides utilizing figure charts and particular subject charts, like the stairss taken for long division could be placed around the regular schoolroom walls for the usage of all the pupils in the category, yet could be of particular aid to those with particular larning demands ( Bley A ; Thornton, 1989 ) . Proper sequencing of instructio N is of import for all pupils particularly those are larning disabled as it clearly outlines what is expected of the pupils and how they are to put out mathematical equation and what operation is to be used in the construct. In add-on, interrupting instructions into smaller meaningful subdivisions makes larning possible and non overpowering for these pupils. Most of all the best technique for learning any pupil mathematics is for the pupil to be engaged and for the mathematics to be gratifying for both the instructor and the pupils. There are many schemes that could be used to assist the learning procedure of pupils who have particular demands. Here there are merely a few that have been highlighted to underscore that these are the countries that many particular demands pupils need the most support in. The instruction of particular needs pupils may be disputing for some instructors, as the pupils tend to larn in different ways to those without the same demands. However many of the pupils in mainstream schoolrooms learn in different ways to other pupils and the techniques that can be used for those with larning disablements can besides be used for pupils how are merely fighting with mathematics. With this in head the instruction of particular needs pupils should non be an issue for instructors as there are many techniques that are available to let for the instruction of these exceeding kids without the fright of whether or non the pupil truly understands what they are making and why. Mentions Bley, N. and Thornton, C. ( 1989 ) . Teaching Mathematicss to the Learning Disabled. Austin, Texas: Pro-ed. Bobis, J. , Mulligan, J. , Lowrie, T. , and Taplin, M. ( 1999 ) . Mathematicss for Children. Sydney: Prentice Hall. Giordano, G. ( 1993 ) . Diagnostic and Remedial Mathematicss in Particular Education. Springfield, Illinois: Charles C Thomas Publishers.

Managing Diversity in Human Resource

Introduction There are notable impacts of globalization within organizations. One of these impacts is the complexity in the level of diversity. Notably, diversity is an important aspect in business performance.Advertising We will write a custom essay sample on Managing Diversity in Human Resource specifically for you for only $16.05 $11/page Learn More Organizations that lack the competency to manage diversity might face severe consequences. Particularly, these relate to the socio-economic effects. Ideally, many factors within the workplace environment require different considerations. A workplace environment with considerable ambience for all employees is critical for the performance of the organization (Cao, Clarke Lehaney 233). Inadequate morale, low worker turnover and harassment are some of the negative elements. Other negative factors may include employee discrimination and absenteeism. These factors lead to great losses in productivity. Organizat ions recognize the need to engage in the development of diversity (Lauring Selmer 190). In attaining this, there are several initiatives involved. For four decades, most organizations continue to spend many resources in diversity programs. The basic aim is to enhance their level of performance. These programs also increase the level of employee welfare and elevate the organization‘s efficiency. This paper examines the significance of diversity management. Apart from this, it also analyses the debatable influence of training and development on diversity management in organizations. Lastly, the paper discusses the role of human resources (HR) professionals in ensuring sound diversity management and employee development.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The Importance of Managing Diversity Proper integration of individuals is important within any work environment. Indeed, most sociological theories emphasize on the importance of harmony in the development and continuity of major processes. This is irrespective of whether an organization is profit-making or not. Ideally, diversity management manipulates all processes within all organizations. Communication and feedback systems are some of the processes that have extensive influences from diversity management. Without proper communication and feedback processes, there must be a limited articulation of organizational policies. This might be applicable to the guidelines and procedures that are pertinent to all the business organizations (Hebson Cox 188). Therefore, it is vital to indicate that diversity management is a fundamental undertaking. It purely remains the role of the management. Employees within multicultural environments must have an adequate and coherent direction on how to relate with and initiate positive interaction. Principally, this is the core practice behind any diversity management processes. Discrimination of individuals leads to low level of self-esteem. Most psychological theories indicate that individuals lack concentration and lose their potential focus on performance when under certain unfavourable circumstances. These may include discrimination or marginalization (Muethel, Siebdrat Hoegl 35). Observably, these negative processes may emanate from different sources. Some of these might include the fellow employees, the management of the organization or unfavourable organizational policies.Advertising We will write a custom essay sample on Managing Diversity in Human Resource specifically for you for only $16.05 $11/page Learn More Indeed, it is clear that these diverse negative factors widely influence the level of organizational performance. Marginalization might emanate from different sources. For instance, cultural discrimination may be one of the basic reasons for the extensive marginalization of certain individuals (Hug h 56). These have potential impacts on the lives of these persons. According to most investigations, business organizations that practice effective diversity management strategies are likely to benefit. Particularly, these relate to the potential benefits from the worker productivity and retention. It is important to sustain the programs that help in the management of diversity. This enables the continuity of processes and employee sources even during extensive retirement cases. There is increasing recognition of the need to increase the level of attention to employee welfare. It is important to note that the practice is crucial in many ways. For example, it is a basic diversity management initiative. It assists in the development of a strong and positive workforce. Ideally, the management must uphold employee demands and strive for their continuous capacity development and transformation. Character transformation and the development of integration skills must be observed in all the work processes. There are basic elements that require adequate attention during all diversity management practices (Bogardus 67).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More These include people and social skills. From these elements, all employees have the capacity to develop strong and positive skills towards the achievement of most goals. Apart from this, they enable the effective attainment of collective goals within these organizations. All organizations must focus on the management of diversity. It is a basic step towards ensuring high level of success within the entire organization. Moreover, the process enables the accomplishment of sustainability. Some of these are notable within the organization’s basic processes. It is observable that diversity management is more than just valuing the personal differences of workers within any organization. Indicatively, it goes beyond the establishment and practice of policies pertinent to human resources. For an effective performance, various considerations must emerge from different sources. These include the impacts of globalization (Metcalfe Woodhams 125). The transformations in the demographic f eatures of the domestic population are also reflective. Therefore, it is obvious that diversity management encompasses a wide array of events and practices. The technological and global developments pose significant changes to the present workforce. Generally, these transformations are important because they influence the basic processes in many ways. These explain the fundamental reasons for the development of diversity management programs within organizations. Due to the impacts of multiculturalism, there is an eminent need for the development of diversity initiatives. Through these processes, organizations become more aware of their weak and strong points. Additionally, the employees also establish positive links and relationships amongst themselves (Nowak 66). These are vital in diverse ways. The business organizations with these considerations are bound to gain a very high or elevated competitive edge. From this, other evident benefits may arise. These include the establishment of strong and vibrant brands within the market. Other than this, the organization might also enjoy a constructive organizational culture. Ultimately, these positive cultures remain transferable to other employees within the workplace. Perhaps, an analysis of the behavioural and cognitive theoretical models presents a lucid picture of what might be observable in such instances. According to the behavioural theory, most personalities are more likely to adopt the practices that are most eminent within their immediate environments (Billsberry, Graeme John 89). Diversity management helps to create a positive way of conflict resolution amongst the potential employees. This process enables the development of a fair methodology of interaction and communication. This is very vital for the effective performance of an organization. For the achievement of basic organizational goals, it is important to consider the influence of harmony. Thus, it is significant to indicate that harmony and peac eful co-existence remains attainable through coherent systems of diversity management. Most organizations without proper diversity management programs incur several severe losses. These may emanate from the legal suits filed by certain employees who may feel harassed or discriminated in a particular manner. Generally, there are serious negative resource implications likely to emanate from such failures. The worst implications emanate from the discriminations based on demographic characteristics (Syrett 56). These may include gender, age, or race, amongst other factors. Therefore, it is important for the relevant human resources departments to recognize the need for an effective institution of various diversity management programs. The Debatable Influence of Training and Development on Diversity Management in Organizations Presently, most organizations engage in diversity-training programs within their operations. The basic aim of such undertakings is to establish an effectively perf orming organization. Training and development on diversity management have different impacts. Arguably, these have both negative and constructive implications. It is vital to recognize that the process is helpful for the development of individual capacities (Mor 34). Particularly, these relate to the competency to interrelate in a positive manner. Various studies emphasize on the capacity of these training and development processes to create a positive workforce. Such work environments remain appropriate for effective communication and feedback processes. Ideally, these are the fundamental measures appropriate for the optimal performance. According to the core principles of strategic management, the training and development processes are important in many ways. For instance, there is a positive development in the employee talent or skills. An efficient talent management process is attainable through the establishment of a proper diversity management program (Peters 54). Observably, employees gain the capacity to relate effectively and share their personal skills or talent. However, these are only achievable under strict training and development projects. The role of the human resources department in the development of diversity management initiatives is eminent. The training help individuals within organizations to be able to relate in a positive manner with their peers. This also includes the positive relation with the management and other line managers or supervisors. There are different impacts of these projects. These depend on the kind of management training model applied in any case. Therefore, different organizations adopt and practice diverse training models. Consequently, diverse implications arise from such initiatives within organizations. There is an eminent role of this training in the development of a vibrant organizational culture and identity (Shakhray 89). Most management specialists indicate the significant role of fostering organizational pr inciples through constant training. As indicate in the cognitive principle, most persons comprehend, articulate and practice the ideas they frequently access. In such instances, the training programs help in the communication of ideas and knowledge that relate to the development of individual capacities. These have potential manipulations on the level of positive interactions amongst different personalities within the organization (Schwabenland 88). Individuals are more able to act in a rational manner. In addition, they have the capacity to appreciate and respect their fellows. This regards to the understanding of the importance of multiculturalism and individual disparities. Organizations become more competent and gain the capacity to influence the perceptions of individuals concerning diversity. The training helps individuals and the management to develop adequate conflict resolution skills. In this consideration, they are able to handle quarrels and disagreements amongst themsel ves. These require people skills that enable all kinds of personalities to appreciate and manage the diversities constructively. The trained personnel may be able to gain familiarity about the relevant regulations applicable within the organizations. Generally, there is a limitation in the level of indulgence of resources in the initiation of peace (Turner 66). Training on diversity management is critical in the development of problem resolution skills. It is an indicator of basic decision-making approaches applicable within organizations. The diversity training enables the acquisition of interpersonal skills is most employees. These are also applicable to the managers. Through this, the trained personalities are able to manage, direct and control different groups of individuals. Particularly, leaders gain positive leadership competencies. The follows may also comprehend different instructions and avoid the relation of these managerial directives to discrimination. Employees engage in riots and insurgency against their employers in several instances. The basic reason is due to harassment and marginalization. It is vital to recognize the importance of training in the diversion of this detrimental trend. Employees develop better and peaceful methodologies of fostering advocacy and lobbying against specific maltreatments. These might be launched either towards their employers or towards fellow workmates (Peters 154). It is important to develop proper and hospitable work environment. This is appropriate for the effective performance of various organizations. It is achievable through the institution of appropriate diversity training programs. There might be highlights on the different regulations that dictate employment and promotion initiatives within various organizations. These remain attainable through the integration of effective policies on diversity training. It is noteworthy to indicate the various negative implications associated with diversity management training (Mor 89). For instance, most theories advocate for the natural development of coherence and social interactions amongst different personalities. According to these arguments, training on diversity management might merely foster the wrought knowledge on individuals or specific target group. However, it does not provide an adequate room for the consecutive development of pertinent skills appropriate for effective integration. The training increases a wide comprehension of the basic ways in which diverse perspectives remain vital. Particularly, this relates to the improvement of organizational performance. In addition, the training is appropriate as a critical crisis prevention and mitigation tool (Kreitz 2007). Although few specialists and scholars identify the negative influences of training, most results usually remain productive. However, it is important to indicate the huge monetary implications associated with the training processes. These might have considerable resourc es influences on the general organizations. Therefore, there might be a negative effect on the development of the entire business organization. The Role of HR Professionals in Ensuring Sound Diversity Management and Employee Development The human resource department is a critical unit within all organizations. They deal, specifically, with the recruitment and deployment of new personalities or workers. The human professionals also have vital roles in the processes that ensure sound diversity management (Nelson James 47). The human resource professionals engage in the monitoring and evaluation of various employee or work-related processes. The employee welfare is one of the critical initiatives that the human resource professionals play an important role. These embody the integration of appropriate guidance and employee counselling programs. The professionals frequently hold group therapy and collective feedback sessions for most of their personnel. These programs enable most of the workers to elicit their potential concerns about particular processes (Metcalfe Woodhams 130). The initiatives are widely applicable as basic diversity management and training approaches. The professionals stress on the significance of communicating integration messages to various workers. Strategic management principles have important indications for such processes. For instance, the human resource professionals acquire and exercise their coaching skills on other employees. These coaching roles are achievable through active monitoring and establishment of appropriate benchmarking standards. The human resources also engage in the provision of crucial psychological support and interventions to other workers (Kathy 114). They assist these workers to stay free from job-related stress and depressions. The establishment of an ambient and interruption-free environment is a basic initiative undertaken by the human resource personnel. Observably, these also assist in the development of a positive workforce. The human resource professionals also help in the development of effective and strategic recruitment processes. These provide the basic springboard for the development of multicultural and effectively performing working groups. Human resource professionals have potential obligations towards the development of successful diversity management schemes (O’Keeffe 110). These are also vital to the development of the capacities of other workers. For example, talent management provides a basic step towards the achievement of employee goals. They must also set up management operations that enable all workers to be involved in basic processes. Consequently, the process ensures a maximum exploitation of the talent and potentials pertinent to the workers. The professionals have to be aware of their fundamental responsibilities (Bach 112). Predominantly, the observation of equitable treatment of all workers remains a crucial role of the entire human resource department . The initiation of transformative programs that ensure adequate employee welfare is an important role of the human resources personnel. The process creates employee loyalty to the basic principles and collective objectives of the entire organization. Through constant capacity building and apprenticeship programs, employees are able to practice their inherent skills. The human resource professionals might also engage in other constructive programs such as job sharing (Muethel, Siebdrat Hoegl 42). Through external linkages, an effective employee monitoring processes are appropriate. These roles are only attainable through the engagement of pertinent human resource skills. It is evident that the human resource personnel have important roles in the management of employee development and welfare. These initiatives stream from the general human resource principles. Therefore, it is vital for this personnel to recognize and practice these obligations. Conclusion There are evident transfo rmations in human resource markets. This trend is globally notable. Organizations presently recognize the need for effective diversity management. Indeed, diversity is one of the most important elements that have different implications on the performance of organizations. Generally, there are many benefits associated with the management of diversity. Adequate management of diversity issues enables organizations to achieve a high level of performance. The employees within such organizations also become competitive. This is, particularly, vital for the effective performance within the highly competitive global market. There are different literature and debates on the effect of diversity training. Notably, these effects have potential impacts on the general organization. They also affect the management. However, most sources indicate the constructive impacts as the most predominant within different organizations. It is necessary to evaluate these different effects. In these processes, the application of various theoretical models remains appropriate. It is crucial to analyze the role of HR professionals. Specifically, this relates to their contributions to diversity management and development of employees. Works Cited Bach, Stephen. Managing Human Resources: Personnel Management in Transition. Malden, MA: Blackwell Publishing, 2005. Print. Billsberry, Jon., Graeme Salaman John Storey. Strategic Human Resource Management: Theory and Practice. London: SAGE, 2005. Print. Bogardus, Anne. Human Resources Jumpstart. San Francisco, CA: SYBEX, 2004. Print. Cao, Guangming., Steve Clarke Brian Lehaney. Diversity Management in Organizational Change: Towards a Systemic Framework. Systems Research and Behavioral Science. 20. 3 (2003): 231-242. Print. Hugh, Collins. Employment Law. New York, NY: Oxford University Press, 2010. Print. Kathy, Daniels. Employment Law for Hr and Business Students. London: Chartered Institute of Personnel and Development, 2004. Print. Hebson, Gail Annette Cox. The Gendered Implications of Corporate Value Change. Gender, Work Organization. 18.2 (2011):182–201. Kreitz, Patricia. Best Practices for Managing Organizational Diversity. 2007. Web. Lauring, Jakob Selmer Jan. Knowledge sharing in diverse organisations. Human Resource Management Journal. 22.1 (2012): 89–105. Print. Metcalfe, Beverly Carol Woodhams, Introduction: New Directions in Gender, Diversity and Organization Theorizing – Re-imagining Feminist Post-colonialism, Transnationalism and Geographies of Power. International Journal of Management Reviews. 14.2 (2012): 123–140. Print. Mor, Barak. Managing Diversity: Toward a Globally Inclusive Workplace. Thousand Oaks, CA: SAGE, 2011. Print. Muethel, Miriam, Frank Siebdrat Martin Hoegl. When do we really need interpersonal trust in globally dispersed new product development teams?. RD Management. 42.1 (2012): 31–46. Print. Nelson, Debra James Quick. Organizational Behavior: Science , the Real World, and You. Ohio, OH: South-Western Cengage Learning, 2011. Print. Nowak, Carmen. Managing Diversity. Munchen: GRIN Verlag GmbH, 2010. Print. O’Keeffe, Ted. Towards Zero Management Learning Organisations: Developing Tomorrows Successful Leaders Today. Indianapolis, IN: Dog Ear Publishing, 2006. Print. Peters, Bjorn. Managing Diversity in Intergovernmental Organisations. Wiesbaden: VS: Verlag fur Sozialwissenschaften, 2008. Print. Schwabenland, Christina. Metaphor and Dialectic in Managing Diversity. Houndmills, Basingstoke: Palgrave Macmillan, 2012. Print. Shakhray, Iryna. Managing Diversity in the Workplace. Munchen: GRIN Verlag GmbH, 2009. Print. Syrett, Michel. Management Development. Chichester: John Wiley Sons, 2003. Print. Turner, Paul. Organisational Communication: The Role of the Hr Professional. London: Chartered Institute of Personnel and Development, 2003. Print. This essay on Managing Diversity in Human Resource was written and submitted by user Moderate Pheasant to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.