ktmeng/mec huggingface dataset:
Topic: diversity

Inclusiveness in the diversity of the organization is the only measure to eradicate the issues of differentiation among the employees of the organization over various aspects or the concerns involving the age, gender, sexuality, and caste. This effect on the morale of the employees is adverse and leads to the negative results in the organization. The differences among the employees of the company are a major issue in the company as the productivity of the company and hence the profits and growth of the organization are grossly affected. The leaders of the organization should make continuous efforts for the sustainability of the inclusive culture of the diversity in the company. Enhances the work ability of the employees as the workers are at mental peace and focus on the positive side of the working environment as they strive to work hard and contribute towards the growth and development of the organization. The acceptance of the diverse culture is the key solution to the problem of discrimination in the companies. The communication style of the companies should not be complex and should have easy system to have access to communicate to the upper level management leaders of the organization. The employees should have the right to take action against such issues prevailing in the organization (West, et al, 2018).
Topic: diversity

The discrimination in the organizations is a common issue in the current scenario many have promoted the laws for the safe and healthy working environment. The companies have now enforced certain rules that any kind of unjustified misbehavior undertaken by any of the employee holds the penalty of the job termination from the company and the employee accused of involvement in the crime will be blacklisted across the world and will not be employed by any of the organizations in the future. These strict laws and regulations are undertaken by multinational companies to avoid such kind of behavior prevailing in the organization. With the implementation of these kinds of laws the working system of the organizations stand to improve and will contribute increased productivity and better results in growth and development of the organization. The government of Australia has issued certain laws and regulations disregarding continuous discrimination in the organizations. The laws and regulations formulated by the government has provided a safe and acceptable culture in the companies for the employees and has provided the rights for the employees to complaint against the unjustified behavior of the members of the company towards the discriminative community of the work place. The company should focus on the diverse culture inclusion to enhance the productivity and the profitable aspects of growth of the company. The diverse workforce in the organization contributes to the economic growth, and helps to get a greater share in the market against the competitors of the company. Diversity also promotes the qualified work force in the organization as talents in a diverse cultural company welcome talent from every community of the society irrespective of the caste, race, gender or age. The team spirit or the collaborative efforts of the companies help to gain the competitive advantage over the competitors of the market. To advantage the company is complete potential diversity contributes a major share in the application of the same in the companies with inclusiveness and acceptance of people as the human talent in the organization. Most of the Australian companies have adopted the laws to promote the proper working environment and considers the inclusiveness of the employees in the organization.
Topic: diversity

The facts regarding Diversity and Inclusion comprises of the discrimination of several employees of the organizations based on age, caste, gender, race, etc. but the common issue concerned here is the discrimination of the employees of the organization based on age. The relative ideas in concern of the issue are these employees, are not even offered or considered for the job vacancies, as the leaders do not want to them to be the part of their organization because of their age factor. Many of the Australian firms or the organizations follow the practices of discriminative policies over the age issue of the employees. However, with enforcement of certain laws regarding the job interest of the employees is protected in the organizations. By conducting, more research on the issue and leading to the results about what laws should be implemented in order to eradicate this issue of the concerned organization.
Topic: diversity

Throughout this assignment it will include; a brief explanation on what equality, diversity and inclusion means. Also, will be evaluating legislation, support services, models of disability and partnership working and will be discussing how vulnerable children and young people are being supported in Wales with regards to the promotion of inclusion, equality and diversity. Equality does not always mean that everyone is treated in the same way as everybody else. However, as childcare practitioners or parents it would involve “treating people in such a way that the outcome for each person can be the same,” (National Youth Council of Ireland, No date).
Topic: diversity

Equality is assisted by (The Equality Act 2010), this Act has been designed so that any unfair discrimination, harassment and victimization is being addressed which is promoting equality of different opportunities and to foster the good relationships between the people who share the same protected characteristics, which are; “age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex and sexual orientation,” (citizens advice, 2018).
Topic: diversity

Inclusion is “seen as a universal human right,” (inclusion.me ltd, 2008). The essential aim of inclusion is to be able to grasp on to everyone’s human rights regardless of their race, gender, disability, medical or any other needs. Inclusion when working with children and young people within the workplace environment will refer to the individual’s experience to the extent of which they will feel valued and included. Inclusion will also ensure that everyone has the access to the resources, rights, goods and services that they are entitled to.
Topic: diversity

The United Nations Convention on the Rights of the Child (UNCRC) has an encounter on children and young people because it is a “legally-binding international agreement setting out the civil, political, economic, social and cultural rights of every child regardless of their race, religion or abilities,” (Save the Children, No date). There are 54 Articles that are within the United Nations Convention on the Rights of the Child that include all the legal rights for every child or young person. However, The Human Rights Act 1998 comes into administration as it “sets out the fundamental rights and freedoms that everyone in the UK is entitled to,” (Equality and Human Rights Commission, 2018).
Topic: diversity

Flying Start is a support service which is a Welsh Government programme that is being used to help provide a range of services that is used to give young children the best possible start they can to their academic lives. Flying Start is being used for the young children between the ages 2-3 years old where they will get the quality part-time childcare to have an enhanced health visiting service. Also, when bringing your child to a Flying Start setting it will also give you the access to having parenting support with your child’s speech, language and communication skills, (FamilyPoint.cymru, 2018).
Topic: diversity

There are two different models of disability, these models are the medical model and the social model. The medical model of disability presents the views of a disability as a problem that a child or young person has which has been directly caused by a disease, trauma or other health condition. By having one of these then is therefore required to have a sustained medical care which is then being provided in the form of an individual treatment by the professionals, (Disabled World towards tomorrow, 2017 a). However, an example of this is that the medical model looks at what is ‘wrong’ with the child or young person and not what the child or young person needs. By doing this it will create low expectations and it will then lead to the child or young person to lose their independence, choice and with them having control within their own lives.
Topic: diversity

The social model of disability is where it is seeing the issue of the ‘disability’ as a socially created problem and as a matter of the full integration of all the individuals that there are within the society, (Disabled World towards tomorrow, 2017 b). An example of the social model is that a wheelchair user wants to get access into a building that has steps at the main entrance. However, under the social model, a solution to this would be to put a ramp in place at the main entrance so that the wheelchair user is free to go into the building when they need to. Whereas, by using the medical model, there would only be a few solutions that could be used to help the wheelchair users to climb the stairs, which means that it will exclude them from using many essential and leisure activities.
Topic: diversity

Over the recent years there has been several government initiatives that has been regarding many different needs of the disabled children and young people. This is where the importance of working in partnership with the children, young people and their families is vitally important. “Children and young people who are disabled who have complex health needs receive coordinated, high quality and family centered services which are based on assessment needs, which promote social inclusion and, where possible, enable them and their families to live ordinary lives,” which has been declared by the “Revised SEN Code of Practice (2001), Every Child Matters and Standard 8 of the National Service Framework for Children, Young People and Maternity Services,” (Brown and Trimbee, 2007, Pg.1).
Topic: diversity

When working in partnership with the families or with the disabled children or young people, it is important that we are communicating with them about the information that we have about the child or young person’s disability, we need to tell them in a way that it will value the child or young person and will respect the parents and their families. Also, by giving the child or young person the early interventions and assessments that will help them lead to the development stage with an Early Support family service plan. However, with having the different ways of working in partnership it will also include the establishment of having a key worker that will be able to help the child or young person in a specific way. The key worker will be able to help the child or young person with a disability such as a learning difficulty, the key worker will help that child or young person to develop their life skills just like all the other children and young people but in a simplified way where they will still be able to reach their full potential like any other child or young person.
Topic: diversity

Also, by having a key worker, or 1:1 support means that the child or young person will be included in class with the rest of the children or young people which means that the child or young person with a learning difficulty will always be included. The key worker services will also be used to be able to “promote the development of collaborative relationships between parents and professionals,” (Brown and Trimbee, 2007, Pg.7). We as childcare practitioners see every child or young person as the same whether they have a disability or not, every child or young person should be treated equally and not differently. However, by treating a child or young person with a disability differently to another child is class as direct discrimination as you are discriminating that child or young person against their disability whether it is a learning disability or someone in a wheelchair. We as childcare practitioners believe that no child or young person should feel that they ae not included like every other child or young person all because they are different.
Topic: diversity

Any slowdown that the U. S economy will experience, it is more likely that Mexico will experience the same. U. S Economy vs. Mexican Economy According to the Index of Economic Freedom, the United States economy is 80. 6% free while the Mexican economy is 66. 4% free (“Index of Economic Freedom,” 2008). From this feature alone, it can be recognized that U. S can freely operate their economy without the dictates of other countries, while the Mexican economy flourishes or falls down according to the trend that “superior” countries may impose upon them.
Topic: diversity

This happens because of certain distinct factors. One is due to the fact that the American economy is technologically advanced compared to the Mexican economy. Thus, U. S gets the upperhand in dictating their terms and conditions to smaller countries, Mexico in particular, because they are highly dependent to the technology that U. S supplies them with. Another distinct factor is that the U. S controls the larger market in terms of trade and investments, thus Mexico only takes partakes the role of an active international player while U. S holds the control over them.
Topic: diversity

This is true not only on Mexico’s case but in other less developed countries as well. And while it is true that both U. S and Mexico adhere to the tenets of free trade, it is still observable that U. S is in control of the trade agreements. While the Mexican economy operates under certain tariff rates and export controls, the U. S economy operates more freely with less restrictions. Thus, even in a nutshell, it is observable why the U. S is more advanced and economically more powerful.
Topic: diversity

In the 21st century recruiting and maintaining a talented workforce has become a true area of concern. Globalization has completely changed the work environment today and international mobility of the workforce has almost become a rule than exception. This led to a situation where companies are hunting the right people worldwide. Hence, recruiting the right people for the right positions, developing them through trainings and retaining these skilled employees have become very important (Coetzee Jan, “Confront the Talent Crunch and Find the Employees Your Company Needs”).
Topic: diversity

Companies that are working in knowledge-based industries like IT/ITes treat their workforce as one of the ways to get competitive advantage and therefore hugely invest in them. Microsoft being the leader in software providers, exercise a well orchestrated strategy to get the best employees, nurture their talents with proper training and development and provide them various types of benefits to balance their professional and personal lives. HR Practices at Microsoft The company website declares that “At Microsoft, people are the source of our energy”.
Topic: diversity

It claims to treat its employees as the most important asset and hence to keep them healthy, happy and moving ahead. The company further states its employee benefit philosophy as to “empower people with the healthcare, resources and financial incentives they need to be successful”. From the very beginning Microsoft’s founder Bill Gates focused on recruiting intelligent employees – favoring intellect over experience. The company made it a point to go for campus interviews in well-known universities like Harvard, Yale, MIT, Carnegie-Melon, Stanford etc.
Topic: diversity

the students had to undergo a thorough selection process where the clarity of thought process, problem solving abilities and work-habits were checked. Generally some unexpected questions were included to test their creative problem solving skills. Microsoft offers 45 hours of paid professional training to all its full time employees each year. Generally, the top management coach lower levels and assist in their development. The company is transparent regarding its promotion policy and the employees are given a guideline regarding when and how they will get promoted to the next level. Accordingly, they can plan their career in the company.
Topic: diversity

Microsoft values the technical skills of the employees and offers two career advancement paths. Employees with sound conceptual skills become technical experts and those with conceptual skills as managers. Once a company recruits some of the best talents and develops them into skilled employees, retaining them in the organization becomes the biggest concern. Microsoft has taken up a number of measures for that. To begin with, the company offers employee ownership through stock options. The employees are given an opportunity of investing 1% – 15% of their after-tax salary to buy Microsoft stock at a 10% discount.
Topic: diversity

The Group Health Co-operative plan offers 100% coverage for employees and covered dependents, no payroll contribution, no deductible, 100% coverage for most prescription drugs. Besides, there is a health savings plan. Under health savings plan, a health savings account is being opened. Both the company and the employee contribute towards this account, building a portable health fund for the future. The employee’s contribution is deducted annually from his salary. The company also contributes cash to the account in each pay period.
Topic: diversity

The health savings plan protects the employees against large medical expenses by paying 100% of charges above a certain limit. Further, there is a vision care program, which covers one annual eye exam and reimbursement for one pair of glasses or contact lenses per person, per calendar year. Then, there is a health care flexible spending account that lowers the taxable income of an employee by reimbursing eligible, out-of-the-pocket medical, dental and vision expenses on a pre-tax basis up to $5000 a year. In addition to all the above, the company has developed a health care portal exclusively for its employees and their family members.
Topic: diversity

The portal provides Microsoft health benefit information, order and refill prescriptions, view medical and dental claims and also manages personal health information. Also, there is a 24-hour health-line that provides easy-to-understand health information to help employees make proper health care decisions. Besides, there is a employee assistance program that provides confidential counseling services. The company offers disability benefits as well. For long-term disability maximum 168 days are permissible and 60% of the basic salary is provided during this period.
Topic: diversity

Functionalism is a macro theory, as is Marxism, which means that it looks at society as a whole, rather than individual sectors of society (Cree, 2000). Functionalism is also a consensus theory, which means that Functionalists see society as being in harmony, and that everybody has an equal place in society (Kidd et al, 2003). Cree (2000) tells us that ‘consensus approaches start with the assumption that there is one preferred, ideal family: the nuclear family’ (p32).
Topic: diversity

Marxism, in contrast, is a conflict theory, and realise the services that the ‘family provide for the state’ (p33), and in particular, the capitalist society (Cree, 2000). Throughout the years our norms and values of everyday life have significantly changed; women are becoming more educated, which has resulted in them achieving higher status in their chosen careers, which means that they are no longer content to stay at home and do the household chores (Haralambos, 1990).
Topic: diversity

This also means that more of the primary socialization of children is being left to outside organisations, such as nurseries. Murdock sees primary socialization of children as one of the basic functions of the family, which, throughout history has been the ‘essential responsibility’ (p53) of the family, and the family unit has always proved to be ‘an effective and readily available agency of socialisation’ (Townroe, 1999, p53). Talcott Parsons, a Functionalist, sees the socialisation of children and the stabilization of adult personalities as the two main functions of the family (Bilton, 1996).
Topic: diversity

Women are beginning to feel that they don’t get the recognition they ought to have when they stay at home being a housewife, and a system of meritocracy now means that they can fulfill their potential and live their dreams (Haralambos, 1990). The welfare state also gives people more freedom and the chance of escape from the nuclear family if that is what the person wants; the introduction of benefit means that women no longer need to stay with their husband in order to look after their children (Bilton, 1996).
Topic: diversity

The New Right Theorists think that people should try harder to achieve Murdock’s ideal of the nuclear family; they associate welfare with the rise in divorce rates, the rise in teenage pregnancy, as well as the rise in lone parent families (Ballard, 1997). This is because all of these families would be unable to survive without financial help from the government, and again this means that they are not fulfilling the economic function of the family (Stephens, 1998).
Topic: diversity

The common link of weaknesses between the Functionalist view and that of the New Right Theorists is that they are both outdated, and relate back to the Golden Age of the Family (Stephens, 1998). Even in the Victorian era, families faced the same problems as we do today, adultery for example, but they were much less publicized, and the reason for this was that it was much more socially unacceptable than it is today (Stephens, 1998).
Topic: diversity

Another thing that has contributed towards the deterioration of the nuclear family is that women are able to choose now when they have children; contraception is freely available, sterilization is an option, abortion has been legalized and for those who want to start a family later in life there is IVF treatment (Bilton, 1996). These changes have had an enormous effect on the family and are some of the main reasons why Murdock’s ideal is becoming so much harder to achieve. Women are realizing that society doesn’t need to be patriarchal, and that they deserve an equal say in the way society is run.
Topic: diversity

Radical Feminists consider that because society is so malestream that it results in the oppression of women in society, and they call this Patriarchy (Bilton et al, 1996). At the other end of the scale, post feminists believe that women are now freer than ever in society, and that feminism is no longer necessary, they believe that patriarchy has been reduced on such a large scale (Kidd et al, 2003). This has had an enormous effect on the family and is another one of the reasons why Murdock’s ideal is becoming so much harder to achieve.
Topic: diversity

Talcott Parsons, a Functionalist, argues that industrialization was the cause of the breakdown of the extended family, where there was a functional fit into society, as well as into the nuclear family (Kidd et al, 2003). Before industrialization the home and workplace were not separate entities, and were a mode of economic production; when industrialization occurred, the home and place of work became separate (Kidd et al, 2003). Wilmott and Young do not agree with Parsons, instead they see a ‘pre-industrial nuclear family’ (p34) being replaced with an ‘early industrial extended family’ (Kidd et al, 2003, p34).
Topic: diversity

There are several theories that both support and criticize Murdock’s views. Marxists and Functionalists both agree that the family ‘is central to the operation of society’ (Cree, 2000, p35). The Marxists see this as a weakness of the family, and view the family as ‘an instrument of class oppression’ (Cree, 2000, p37). Functionalists say that the family is essential in order to keep society harmonious (Cree, 2000), whereas Marxists see that the nuclear family works in the interests of the capitalist society (Knuttila, 1996 in Cree, 2000).
Topic: diversity

The Functionalists strongly believe that everybody achieves their full potential, and because people have different innate abilities and talents, people’s positions in society are also going to be different, which inevitably leads to social stratification (Haralambos et al, 1991). In contrast, the Marxists refuse to believe that this is true in a capitalist society. They believe that if a person has a better starting point, for example they are born into a wealthy family they will do better and achieve more (Haralambos, 2000).
Topic: diversity

Karl Marx says that the bourgeoisie will always remain at the top, and although the proletariat will always strive to become the bourgeoisie, it is just not possible. He says that status is ascribed, not achieved (Moore et al, 2001). The Interpretive approach have what they define as a ‘dramaturgical” (p129) approach to society; everyone has a role to play in society that has been ready made, and we each have different scripts to follow (Kidd et al, 2003). Berger and Kellner (1964) have suggested that the roles we learn and adopt in the family are ‘ongoing constructions’ (Kidd et al, 2003, p129).
Topic: diversity

Parsons (in Cree, 2000) tells us that within the family the men take on instrumental roles, and the women take on expressive roles, and that the ‘central division of labour is central to the success of the nuclear family’ (p33). Marxist perspectives do not see this view as accurate and feel that women are merely prostituting themselves for their husband’s wages, and they are providing a ‘safety valve’ (p472) of emotional support for the ‘frustration that her husband suffers at work’ (p472), which keeps the husband from being angry at the working environment and ensures a good workforce (Haralambos, 1990).
Topic: diversity

Feminists believe that it is women that are exploited by the family, but Marxists argue that both men and women are exploited by the nuclear family in order to become an effective economic unit of production (Bilton, 1996). Murdock sees the family as being symmetrical but Feminists challenge this by saying that women today do triple shifts and carry dual burden; they go out to work, they bring up the children as well as doing the domestic duties in the home (Chhachhi, 2006) Perhaps the biggest criticism of the family comes from RD Laing, who is a Critical Theorist.
Topic: diversity

Laing says that there is a dark side to the family; he believes that the family is dysfunctional and only serves to make people unhappy. Laing tells us that the family group becomes a nexus where it is argumentative and exploitive, and the result of this is that the individuals can have identity crises, and at a more extreme level it can lead to schizophrenia (Laing, 1964). As the years have progressed it has become apparent that the nuclear family has slowly started to fade away. Laws regarding divorce, abortion and contraception has begun to change the attitudes of society and has encouraged a more permissive society (Davis, 2000).
Topic: diversity

An alarming statistic tells us that ‘Britain boasts the highest rates of teenage pregnancy in Europe’ (Davis, 2000, p1), and as Baroness Young complains (as cited in Davis, 2000) that ‘marriage is hardly mentioned, it is all about sex and relationships’ (p1). A higher social acceptance of homosexual relationships means that more people are partaking in these sorts of relationships freely, and this has been enforced with the introduction of The Civil Partnership Bill that allows homosexual ‘marriages’, and gay couples are now allowed to adopt children and form their own ‘family’ (www. thicsforschools. org, 2006).
Topic: diversity

Davis (2000) informs us that young people growing up in today’s society are surround by a huge variety of families, these include ‘heterosexual, gay, step, foster, looked after and single parent’ (p3). This shows us just how diverse families in the 21st century have become, but in the same article Davis (2000) also tells us that what is important in any relationship is ‘security and love’ (p3). When Murdock came up with his definition of the family in 1949, any other variation of family apart from the nuclear family was virtually unheard of.
Topic: diversity

The approach has also helped Lloyds to focus on new developments for customers such as improve the training in customer service for disabled customers (The Times 100). Diversity refers to the differences of gender, age, disability, sexual orientation and ethnicity (Equality and Diversity UK). An important part of diversity in the work place is how the company handles its diversities. This is called inclusion. Inclusion is described as an employee feel respected, accepted, supported and valued in the working.
Topic: diversity

This shows that Lloyds TSB is promoting people based on their ability but not their gender. They have a thriving Women’s Network that provides networking and personal development opportunities. For age, Lloyds TSB recruits, train and promote people based on their strength but not age. Their staff can take flexible retirement options from the age of 55. Their staff has the rights to work until age 65 and can ask to work beyond. Besides that, Lloyds TSB provide an equal opportunity for disabled employees to get promotion as their non-disabled colleagues.
Topic: diversity

They will equip them with the skills that they need to reach the senior management position. For ethnicity, Lloyds TSB will provide a leadership programme for ethnic minorities to move into the senior management position. Moreover, Lloyds TSB is also the top employer for Lesbian, Gay and Bisexual (LGB) people in the UK, and their best practice sexual orientation strategy was awarded first place in the 2009 Stonewall Workplace Equality Index. They provide the same entitlements for same sex partner as heterosexual partner (Lloyds TSB).
Topic: diversity

All of these equalities will let their employees feel that they are being supported and accepted no matter how different they are; hence this will help to create an inclusive working environment. Diversity is the central for Lloyds TSB to their business success. Why is diversity so important for Lloyds TSB? It is because people from different background can have different ideas and skills and this will improve the organization’s ability to deliver a better product, service and also sustainable competitive advantage.
Topic: diversity

For example, the disabled employees from Lloyds can give some ideas about how to provide a better service for disabled customers based on their experience such as change the layouts of service desk to make sure that they are accessible to wheelchair users. In doing so, it will help Lloyds to retain the existing customer as well as to attract the new customers. According to World Health Organization, disability refers to any restriction or lack of ability to perform an activity in the range that considered normal for a human being.
Topic: diversity

There are 2 types of disability, visible and invisible. Visible disability is the disabled that we can see from their appearance such as people with prosthetic leg and wheelchair. While invisible disability is the disabled that we cannot see from their appearance such as diabetes, cancer and asthma. On the other hand, there are several models of disability for example medical, charitable and social. Medical is a traditional model that views disability as illness while charitable model is views disabled people as they need helps.
Topic: diversity

Lloyds TSB has promoted the social model of disability. This model describe that society is the main contributory factors for disabled people. They believed that all the impairments or limitations do not lead to disability unless the society fails to include people regardless on their individual differences (The Times 100). Disability Discrimination Act 1995 stated the meaning of disability as “a person has a disability if he or she has a physical or mental impairment, which has a long-term or substantial adverse effect on their ability to carry out normal day-to-day activities.
Topic: diversity

” The Act places a duty on the organization has to make a reasonable adjustment to accommodate the disability on an individual basis (Legislation). Lloyds TSB has made adjustments for around 4000 of its employees. They provided JAWS which stand for Job Access with Speech for employees who are blind and visual impairment. It is a screen reader programme that allows blind or visual impairment people to gain access to information on their computer in 2 different ways, convert text to speech and Braille.
Topic: diversity

Through the adjustment, disabled employees are given the necessary tools and assistance to work effectively. In doing so, all employees with or without disabilities can be productive in the workplace. In order for Lloyds TSB to ensure disabled employees have the same opportunities for career progression as non-disabled employees, Lloyds provide a Personal Development Programe which is a 3 days course for them (The Times 100). This is a formal training which the course is led by one of the UK’s top disability consultant.
Topic: diversity

This programe has helped to promote and retain the valuable staff (Lloyds TSB). Besides, Lloyds also provide a network called ACCESS for disabled employee, this network enable them to share information and received support on day-to-day issue that affects them. In addition, Lloyds approach to disability is to involve all employees. They provide brochure “positive about disability” and a disability resource toolkit for all staff. They also provide training for line manages so they can provide help, advice and support for disabled employees (The Times 100).
Topic: diversity

We believed the adjustment, training and development that provided by Lloyds TSB for disabled employees will lead them to develop a sense of organizational commitment. This theory means that the employees will be loyal to their organization, they willing to put more effort into the organization and also they will accept the goals and values of their organization. It is determined by a number of factors, including personal factors such as age and tenure in the organization as well as organizational factors such as the leadership style of their manager (Nortcraft and Neale, 1996).
Topic: diversity

A research shows that the disabled employees will more likely to stay with the company because they have the difficulties in getting a job (Seek). Tang and LiPing (1999) report that there is a strong correlation between job satisfaction and organizational commitment. Another research finds that organizational commitment relates to job satisfaction (Library Philosophy and Practice, 2007). We believed the disabled employees of Lloyds TSB will satisfy with the working environment such as supportive, equality and the adjustment that provide by Lloyds TSB.
Topic: diversity

When they are high job satisfaction, they will retain with company and it will lead to low turnover rate. Hence, their skills and knowledge of their fields will be keeping and it will leads to high job performance. So it will help Lloyds TSB to retain its image and increase their productivity. IBM, also known as International Business Machine Corporation, is a multinational information technology and consulting company which practices a similar approach towards their disabled employees compared to Lloyds TSB.
Topic: diversity

Some employees ignore the training which has long-term negative effect (Mor-Barak, 2005, p. 52). Organizational culture within aviation industry emphasizes on cultural diversity in motivating and maximizing culture differences values which an intellectual asset to the industry. Culture is significant to organizational change and maximization of human capital value. Management of diversity is important as a management competency with the right culture being necessary condition for organizational success. Human resource managers are faced with challenge of determining the most effective culture for the industry (Jackson, 2001, p. 120).
Topic: diversity

Unlike most other organism, the nerves do not branch out into the muscles but relatively the muscles branch into the nerves. The mouth of the nematodes opens into the muscular cavity (pharynx) where food is taken in and crushed in further leading into a lengthy gut cavity lacking any muscles and then excretes through an anus near the tip of the body. In nematodes, the circular muscles are absent because of the presences of longitudinal contraction on one side of the worm. Circular muscles do not contract under the cuticle.
Topic: diversity

Annelids are also known as segmented worms because all of its species are bilaterally segmented, equally segmented and consists of longitudinal and circular muscles that permits the organism to twist and turn for locomotion as well as digestive, circulatory, excretory system and has a complete nervous. Circular and longitudinal muscles are present between the epidermis and the other organs. These species show the presences of circular muscles around the body.
Topic: diversity

The front ends of annelid are often built up muscles that act as heart. Circular muscles help them to move by making waves of contraction that go along the body so that the annelid can push it selves forward. These muscles help them to push the food down into the digestive tracts and it also sends ripples down the segments which permit them to move. They have small limbs and hair on their epidermis known as setae which helps them to move. Class Oligochaeta: (Eg: Earthworm)
Topic: diversity

The species under these class Hirudinea are segmented worms initiated with two suckers (posterior and anterior suckers) on the both end of the body that helps them to attach to the victim and drain their blood. The leech is similar to earthworm it consists of longitudinal and circular muscles fibres that contract in order to permit the movement along with a diagonal muscle between the layers of circular and longitudinal muscle. They have muscular suckers and jaws that permit them to clasps on to their victim and suck the blood. (GAUR, 2017)
Topic: diversity

Organisms from class Crustacea have muscular system like normal Arthropoda structure as well as other parts too. They use striated muscles to enable rapid movement. This allows them to move quickly and easily. They use flexors and extensors muscles. Flexors are muscles which “straighten out” certain areas of the organism such as the tail or the appendage. Extensors are muscles that “pull in” different structures. These muscles allow Crustaceans to move their body parts in different directions.
Topic: diversity

Crustaceans all contain strong muscles on opposite sides of the stomach in order to get control over the mandibles which allows the organism to crush, chew, and eat their food. Certain organisms like the crayfish, lobster, and shrimp have abdominal flexors that allow them to swim backwards. Crustaceans ability to move is totally dependent on the muscular system because it enables their ability to move. (muscular system, n.d.)
Topic: diversity

Among the classes, organisms belonging to the class gastropod have their foot at their ventral side which allows them to move around. The muscular foot is lubricated with mucus which makes it easy to move or glide upon. They are also able to be retracted through a retractor muscle. While organisms like squids and octopus’ belonging to the class cephalopod, have their foot located at the ends of their 2 tentacles. They are able to squeeze through any hole or crevice as long as it’s larger than their beak. (MUSCULAR ; SKELETAL SYSTEM, n.d.) .
Topic: diversity

In classes polyplacophoran and aplacophora have a much simpler muscular organization that is, together with the body wall musculature, mainly it comprises of serially repeated dorsoventral muscles. (Maik Scherholz, 2013). Organisms from class Pelecypods burrow and move from place to another by means of the foot, which can be extended from the anterior end of the shell. (HEGNER)
Topic: diversity

Another point which needs to be mentioned at this stage is education (Lockwood, 2005). Organizing for employee’s education is essential because it will give them a new view point. This will undoubtedly amount to the realization of the organizational goals irrespective of the prevailing challenges and hence depicts the strength of the organization. Still to be noted here is the importance of an open culture to the organization. Organizational diversity focuses largely on creating a positive and dynamic working environment where every body feels part of the organization and has a special role to play for the common goal of it (Pitts, 2007).
Topic: diversity

This is achieved by creating a safe atmosphere where every body can air his/her views without being criticized or seen as weak. Organizational leadership should set a healthy internal debate and including every body in decision making and problem solving propagates a sort of confidence and responsibility to the policy makers. This kind of cooperation and unity in decision making as well as in problem solving is a show of strength. The ability of an organization to stick to its goals all through the different stages of growth, which are marked with different challenges, is a show of strength in the organization.
Topic: diversity

Organizational diversity calls for healthy arguments and debates, which are aimed at achieving a common goal. As a responsibility, executive directors should therefore concentrate much of their efforts in providing direction to keep the rest of the policy makers on track of achieving their shared interest. The comfort and satisfaction of workers is another issue which cannot go unmentioned because of its importance as a source of organizational strength (Lockwood, 2005). Organizational diversity focuses on having the correct pay equation where everybody gets equal or more for his or her effort.
Topic: diversity

This will attract excellent people into their organization and serves to motivate workers and hence strengthening the organization. In addition to this, the ability of an organization to maintain its own or to feature in a new market is as a result of good and vibrant organizational diversity (Karsten, 2006). Sustaining the global market competition undoubtedly reveals how strong an organization is. Organizational diversity is undoubtedly a tool that can be used to attain a sustainable competitive advantage.
Topic: diversity

For instance, for an organization to sustain its market share or feature into a new market, it has to manage its knowledge effectively. This will enhance the utilization of the acquired knowledge and skills at the right time and in the right manner. This means that the knowledge possessed by the policy makers can be changed into a business strategy and implemented consistently with there common interests (Arredondo, 1996). Advancing in technology particularly will enable the organization to escape extinction because they will acquire new problem solving skills to overcome global challenges.
Topic: diversity

This problem is compounded by the fact that hiring and training new workers is expensive than sustaining the interest of the existing staff. It is worthy noting that good incentive management simplifies payment procedures calculations and periods. It also improves the efficiency of the management team and lowers administrative cost. In conclusion therefore, organizational diversity is a source of organizational strength and is very crucial if an organization have to attain a sustainable competitive advantage in the global community which is marked with many challenges which are transforming the world.
Topic: diversity

It will be appreciated that for any organization to gain strength and have a sustainable change, it has to put more effort in managing knowledge and incentives, training of workers, promoting an open culture and sticking to goals as some of the best practices of attaining an organization diversity. References Arredondo, P. (1996). Successful Diversity Management Initiatives: A Blueprint for Planning and Implementation. Thousand Oaks, California: SAGE Publications. Karsten, M. (2006). Gender, Race, and Ethnicity in the Workplace: Organizational Practices and Individual Strategies for Women and Minorities. Westport, CT: Praeger.
Topic: diversity

The US Security exchange Commission (SEC) has come up with a roadmap which will by 2014 require U.S Issuers (Companies registered with SEC) to prepare their financial standards according to IFRS. This has brought forth various reactions around the US corporate world. The National Association of State Boards of Accountancy (NASBA) has advised the Security Exchange Commission (SEC) to consider convergence between IFRS and GAAP instead of the roadmap in which it intends to adopt IFRS for use by US companies.
Topic: diversity

Different tolerance levels are solely responsible for the different ways in which countries interpret IFRS and opt to only adopt the principles that go with their acceptable financial standards. NASBA (2009) notes that it is only in an ideal world where a single set of standards can work out for all countries and be accepted globally. Due to the differences countries have adopted few of the standards or made several changes tailoring the IFRS standards with theirs. This is the NASBA recommendation to SEC so that only acceptable changes are adopted.
Topic: diversity

An example of change in jurisdiction that would result with complete adoption of the IFRS standards is the elimination of the LIFO (last in first out) inventory reporting method which is not allowed by IFRS. This means companies changing from LIFO to FIFO (first in first out) would experience losses in millions through taxation. While this may not affect overseas countries, it may take sometime for US companies to adopt the standards. There would also be two standard setters in the US considering SEC sets standards for U.S issuers. Non-issuers would then be subjected to different standards.
Topic: diversity

The four Hispanic groups I am going to be writing about are Mexican American, Cuban Americans, Puerto Ricans, and El Salvadorians. The interesting part of these four groups is that they speak the Spanish language. When speaking Spanish, each of these four groups, have a different dialect; however, the spelling is the same, they are pronounced the same, the words have different meanings. In this paper, the following will be discussed: linguistic, political, social, economic, religious, and familial conventions of the four Hispanic groups that are living in the United States.
Topic: diversity

Mexican Americans The Mexican American group speaks mostly Spanish. Over a quarter of their identity is said to be bilingual. Mexican American religion is a very important role in their family. A majority of Mexican Americans are Catholic. Their religion adds a strong familism, which means “pride and closeness in the family” (Schaefer, 2006, p. 276). Family is very important to the Mexican Americans. Their focus is mainly on their Grandparents, especially the Grandmothers.
Topic: diversity

The Mexican Americans in the United States have always had to struggle to prosper. In the year of 2000, Mexican Americans had an unemployment rate of 7%. The percentage living below the poverty level was 24. 1%. The Mexican Americans had a median family income of $32,345, which is $22,561 less than a Non-Hispanic White family. These figures alone, states that Mexican Americans live below the poverty level. Cuban Americans Cuban Americans have been primarily living in the Miami, Florida area.
Topic: diversity

They have been able to colonize themselves into American very comfortably over time. Cuban Americans are the third largest Hispanic groups in the United States. Cuban Americans have adapted well in the United States. In 2000, there were 17. 3% of Cuban Americans living below the poverty level. The median family income was $39,432. This is $15,474 less than Non-Hispanic White group. The unemployment rate was 5. 8% for the Cuban Americans. Cuban Americans religion is mostly Roman Catholic. Religion is not one of the most important roles to Cuban Americans as it is for the other Hispanic groups.