Development of Distinctive Ecologies along Routeways free essay sample

Discuss the ways in which distinctive geologies can develop along reroutes (10 marks) Reroutes such as roads, railways and canals can provide habitats for many species of plant and insect life because they often act as protected areas in which ecological succession can occur. There are several ways in which this can happen. One way in which geologies can develop along reroutes is that plant seeds, e. G.Oxford ragwort or befuddle, that have become windborne can be transported along by cars or trains and are often planted in railway sidings or along grass verges next to main roads. In the case of roads, nitrogen in exhaust fumes can be beneficial to the growth of some species of wildflower, which encourages them to spread further along the protective area Of the grass verge, which is an area almost untouched by human interference due to its proximity to heavy traffic, therefore meaning that plant species have a lot of freedom to grow and spread. We will write a custom essay sample on Development of Distinctive Ecologies along Routeways or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This in turn then encourages an increase in plant, bird and animal life along the route, creating a diverse ecosystem such as along the MM corridor, which has come a home to kestrels and other birds of prey due to the increase in the number of insects and small mammals who inhabit the area. In addition, some human activities along reroutes can affect the types of plant species that can be found there.For example, the spreading of salt/grit on roads in icy conditions can lead to holiness (salt-loving plants) inhabiting the area, and as many grass verges are regularly maintained by weeding/mowing, natural succession can sometimes be restricted due to the fact that plant species are not allowed to grow naturally and can sometimes be managed by he use of chemical pesticides, possibly resulting in a plagioclase. Furthermore, forestation by groups such as the highways agency (who have planted over 1. Billion trees in order to soften noise and make reroutes aesthetically pleasing) can intr oduce new species of trees to an area where they may not normally have grown. All of these factors can heavily influence ecosystems along main roads and often mean that they are distinctive and unique to ecosystems that occur naturally elsewhere. Railways are also areas where distinctive geologies can form, mostly because non-native plant species re transported along them and end up colonizing areas along tracks where they would otherwise not have been found.Due to the restriction of human access to tracks, areas alongside rail reroutes are isolated and largely free of human interference. This, as in the case of roads, encourages wildlife such as badgers and urban foxes to live there and provides nesting sites for many birds. The natural succession of plant life in Britain is oak woodland, and as such areas along railways are often wooded due to their undisturbed nature. However in recent years, large areas Of woodland have been removed byNetwork Rail in areas such as Grange Park in Enfield, causing the destruction of habitats and again creating a plagioclase due to the interrupted succession. In conclusion, the mix of natural and human factors that is present along reroutes result in very distinct and unique ecosystems that are made up of species of plant and wildlife that would not always naturally grow together. Ecosystems along reroutes can either be heavily managed or allowed to go through ecological succession naturally, and this can significantly affect the types and amounts of species that develop in an area.

Sample Essay For Nursing Admission

Sample Essay For Nursing AdmissionThere are many different sample essays you can use to help your nursing admission test writing. These essays can be used for numerous purposes; a sample essay for nursing admission can be an excellent way to get your high school transcript. For example, if you were taking the test as part of your undergraduate degree program, a sample essay could be a great way to give yourself a strong edge over other applicants.Just because you have been away from school for some time does not mean that your student's extracurricular activities have ceased. Your selection for the test might be based on your personal information, such as your educational background and your particular area of interest. It is wise to take into account all aspects of your record before choosing a testing center. To really maximize your chances for success, it is also important to prepare.It is important to understand that these samples are often used as a way to help you better unders tand how you would act in certain situations. These samples are not a direct reflection of what you would write for your actual test. This article has given you a general idea of what to expect from a sample essay for nursing admission. It is important to note that each test has slightly different requirements and topics that must be covered in the essay.The sample essay is a form of sample. If you decide to use this essay for your own admissions test, make sure you ask your counselor for a copy of it. If you do not want to share your essay with others, make sure you write your own essay. In the event that you do choose to use this sample as a basis for your essay, make sure you carefully follow its instructions.The general format of a sample essay is to list the major points you wish to cover in your essay. Make sure you spell out your essay clearly to avoid the risk of missing anything that you wish to mention. Of course, make sure you also include enough detail in your essay so t hat you don't run out of things to say.When writing your essay, you must first determine what areas of your personality are most interesting. For example, there are some people who are very creative while others prefer to stay in the routines of their day to day lives. These two factors could be extremely important when assessing your strengths and weaknesses for admission. One important aspect of the test is assessing whether you are a good writer.After you have done your research on the topic and find a format you are comfortable with, the next step is to practice writing the essay. You can either write it out on paper or on your computer. Keep in mind that the more you write about it, the more comfortable you will become with the entire process.

Machiavellis Claim to Be Either Feared or Loved

Niccolo Machiavelli, a reputable Italian philosopher, posed a question in his book the Prince, â€Å"Is it better for the Prince to be feared or loved?† Through this question, Machiavelli attempts to offer pragmatic and practical advices on the means of acquiring and sustaining power.Advertising We will write a custom essay sample on Machiavelli’s Claim to Be Either Feared or Loved specifically for you for only $16.05 $11/page Learn More In this regard, he discussed multiple merits and demerits of each trait of leadership methods that allow a prince to gain leadership control. Mostly, during his era, the prince’s main role in power was to acquire new states, tackle internal uprising, form alliances, and maintain a strong military base. Classically, Machiavelli observed and presented the ideal characters that would form the good qualities of a prince in order to prevent inappropriate governance. Although some personal virtues prescrip tion may have been depriving to the state, they were indispensable for its efficient operation (Clester 2011, p. 74). Nevertheless, the attainment of the good will of one’s followers is essential in the maintenance of power for a prince or leader. In describing a leader’s demonstration of his personal skills and knowledge for the attainment of the state’s good, Machiavelli focuses the importance of statesmanship. In this regard, he elaborates how the availability of good laws indicates the existence of a strong military. Evidently, he indicates that a state’s growth depends entirely on the successful wars that form the foundation of every state. Therefore, applying the fear or loved concept demonstrates how one will acquire new territories and handle domestic insurrections. In such cases, effective leadership entailed the use of power in the formulation of military strategies that ensured successful warfare. Some of the military strategies that were criti cal included international mediation, domestic politics, tactical strategy, geographical mastery, and historical analysis of a leader (Lee 2002, p. 144). Therefore, it was necessary for a leader to choose the appropriate design of leadership as either to be feared or loved. Considering that the actual expectations of one’s followers are to realize a leader’s strategies, a leader had to inculcate the appropriate methodologies in handling state strategies. It was significantly important for a leader to maintain goodwill and reduce hatred from his followers while in power. In this regard, it was better for him to be loved than be feared. This was mainly due to the belief that hatred caused mistrust and an eventual prince’s downfall.Advertising Looking for essay on political sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More Machiavelli advocated for the use of cruelty and dictatorship as long it never interfered with the long-run good will of a prince’s people. Additionally, such leadership designs guaranteed respect from the price’s subjects and the best defense against domestic uprisings and foreign aggressions. To reduce instances of hatred, a prince had to avoid taking extreme measures such as the confiscation of personal property or interference with traditional institutions as he executed his duties (Machiavelli 1979, p. 124). Through this approach to leadership, a prince will be confident that his haters cannot rise against him. In this regard, Machiavelli indicates how people’s goodwill is essential in sustaining a prince in power. Machiavelli defines the appropriate virtues that leaders should exhibit. The most essential virtues that ensured the sustenance of power included generosity, compassion, and devoutness. In this regard, a prince was supposed to portray exemplary virtues to his people and expect reciprocation from them. Despite the fact that the pursuit of v irtues could be depriving concerning the maintenance of principality, a prince needed to evaluate the appropriate virtues for each context. For instance, during the periods of domestic insurrection and foreign aggression, a leader could resort to cruelty or dishonest for the benefit of the state (Morris 1999, p. 102). These characters were attributed to the effective realization of harmony and respect both internally and externally. In this regard, the pursuance of a virtue should be based on the effects it has on the state other than its intrinsic moral values. Generally, the leaders who portrayed this skill retained power and maintained support from their subjects. Nevertheless, such leaders could easily win the interest of the subjects and manipulate them for their own personal gains. Considering the unstable human nature, Machiavelli demonstrated the importance of a leader to adopt the appropriate leadership design to help him deal with the varied human nature. In this regard, p eople acted in any situation for their own benefit. The fact that during prosperous moments, people are trustworthy and respectful, but on adversity, they turn selfish and deceitful exemplifies this observation. Repeatedly, people appreciate traits like generosity, courage, and piety in other individuals, but they rarely portray such virtues themselves.Advertising We will write a custom essay sample on Machiavelli’s Claim to Be Either Feared or Loved specifically for you for only $16.05 $11/page Learn More In this regard, Machiavelli advocates for leaders to be knowledgeable on the human nature and demonstrate the ideal virtue for any context (Machiavelli 2003, p. 72). Additionally, conflicts between the statesmanship and virtuousness could cause adversity to the state. This means that people will hate a prince if he fails the state rather than when he lacks virtues. Thus, it is wise for a prince to understand that duty should not conflict with s elf-sacrifice. For a feared leader, the probability maintaining power is higher compared the leader who adopts the aspect of love. In this regard, a leader would instill fear and loyalty from his people. For the fear of their leader’s wrath, people will attempt to work according to the laws outline by the state. Considering that the people’s satisfaction emanates from guaranteed basic needs and security, a leader would retain power for a considerable time. In the event of a domestic insurrection, a feared leader would threaten the concerned individuals. This would help to mitigate the potential harm of such individuals to the state. At the same time, when foreign aggressions emerge, a feared leader would compel his military men to face their adversaries with courage and purposefulness (Bireley 1990, p. 124). As a result, the people of the state would be assured of security and foreign enemies would refrain from any intents of war. On the other perspective, a leader who adores being loved rather than feared would gain support from his people. This implies that the leader would have to exhibit fundamental virtues that his followers appreciate. Some of these values include courage, generosity, piety, and being considerate. Machiavelli asserts that when a prince becomes extremely generous and loyal to his people, greed, and deceit emerges. From such a notion, jealously and competition develop among the people. The outcomes of this form of leadership will likely lead to dire ramifications for the ruling prince. In this regard, to suppress domestic insurrection, it would require considerable efforts in negotiating with people (Viroli 1998, p. 128). Naturally, although the people may have a liking for a virtuous leader during the times of prosperity, they will be defiant to such a leader in adversity. As a result, leaders should be considerate concerning the virtues they exhibit to avoid ruining their states because of the failure to adhere to their dut ies.Advertising Looking for essay on political sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More Critically analyzing the two types of leadership designs portray by Machiavelli, to be feared is considerably better than to be loved. This is because of the guaranteed safety and progress of a state during the tenure of a feared leader. The inducement of fear through cruelty and dictatorship will earn a leader unity and loyalty among his people. When other people fear a person, they are inclined not to cross boundaries his boundaries because of the anticipated repercussions. At the same time, foreigners who became jealous and hateful towards a state would restrain themselves from taking any action against such a state considering the high probability of a lethal response from the state’s leader. As a result, the effective maintenance of security and adherence to the needs of the state by the people is realized. Overtime, the Machiavelli’s philosophical thoughts concerning leadership have been considerably critical in the analysis of state politics. For most of the st ates, they apply the two forms of leadership designs on different scales. In countries such as the United States, the feared form of leadership is the most ideal when dealing with other countries. In this regard, the political influence concerning the resources and military prowess exhibited by the United States elicits fear from other countries. Notably, while focusing on the creation of good relationships with other countries, the feared leader design is employed to achieve the objective. In the domestic affairs of a country, leaders demonstrate good virtues to elicit the ethical nature of ideal leadership. These virtues create interest and mentorship among the citizens in embracing the leaders’ efforts in their contributions towards the country (Morris 1999, p. 245). Most countries have portrayed identical leadership characteristics to the United States. As a result, leaders have been able to obtain respect and loyalty from their subjects. In this regard, the laws and the leader play a significant role in achieving the earlier form of leadership suggested by Machiavelli, which elicits fear from the subjects. Following Machiavelli’s suggestion, most states consider a leadership design that portrays the loved prince leadership design as being vulnerable to all forms of man’s wicked nature. In this regard, there is the depiction of human beings as being self-centered from the Machiavelli’s claim that men are ungrateful, deceitful, and selfish. In this regard, the significance of being feared outweighs the urge to be loved since man’s affection can easily be won or lost through proper measures (Viroli 1998, p. 56). Evidently, Machiavelli’s suggestions have had considerable impacts in the maintenance of security and winning man’s loyalty in each state. As a result, most leaders have accepted some of his ideologies and identified them as effective on each particular scenario. For the case of prosperity, being loved by both the state’s people and foreigners is an ideal form of leadership to portray. At the same time, during adversity to a state, the adoption of the being feared form of leadership presents the best outcome. Nevertheless, Machiavelli’s thoughts have received numerous criticisms of their nature being tyrannical. This is because Machiavelli mainly illustrated the need for leaders to adopt cruelty in enforcing their duties. Such form of leadership is considered unethical and undesirable to achieve favorable leadership. References Bireley, R. (1990). The Counter-Reformation prince: anti-Machiavellianism or Catholicstatecraft in early modern Europe. University of North Carolina Press: Chapel Hill. Clester, S. (2011). Machiavelli: the prince. Writers of the Round Table: Mundelein, IL. Lee, R., Walsh, J. (2002). The Prince, NiccoloÌ€ Machiavelli. Spark Pub: New York. Machiavelli, N., Bondanella, P. E., Musa, M. (1979). The portable Machiavelli. Penguin Books: Hammond sworth, Eng. Machiavelli, N., Rebhorn, W. A. (2003). The prince and other writings. Barnes Noble Classics: New York. Morris, D. (1999). The new prince: Machiavelli updated for the twenty-first century. Renaissance Books: Los Angeles. Viroli, M. (1998). Machiavelli. Oxford University Press: Oxford. This essay on Machiavelli’s Claim to Be Either Feared or Loved was written and submitted by user Kiana R. 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.

Free Essays on Grandparents

When I hear friends complain about having to spend time with their grandparents it thoroughly upsets me because I know what a loss it is when finally you have them no more. They don’t seem to realize how special they are or the significant impact they will have on their future. My realization of this came all too late when the last surviving of my grandparents passed almost three years ago. As a child I was unbelievably close to the three living grandparents I was blessed with. I lived next door to my father’s parents from birth. My grandfather was a tall, full-bodied man with thick gray hair, a thin Clark Gable style mustache, and crystal blue eyes, which I inherited. As a deacon of the Catholic Church for almost 18 years, he taught me about god, patients, and most importantly about love and respect for others. He made the largest impact on my life. My grandmother, a small, strong-minded, witty, gray haired woman, taught me how to be a refined gentleman. She pushed man ners on me so that if one day I had the chance, I would be suitable for tea with the queen. The one saying of hers which stands out the most for me was â€Å"you’ll never have tea with the queen with manners like that†. She taught me how to properly set the dinner table. Also, that I should be overly appreciative for all of the provisions my parents sought for me because there was a million other children my age who weren’t nearly as lucky as I. Most importantly they taught me what a true loving relationship was all about. They would have been married for fifty-five glorious years if it hadn’t been for my grandmother’s death. On my mother’s side of the family I only knew her father since her mother passed on my first Christmas. My grandfather whom I called paw, was a full-blooded 2 American Indian with white hair and almost orange skin. His wrinkled skin and steel blue eyes told the story of a child who worked the fields to support his famil y and also the sto... Free Essays on Grandparents Free Essays on Grandparents When I hear friends complain about having to spend time with their grandparents it thoroughly upsets me because I know what a loss it is when finally you have them no more. They don’t seem to realize how special they are or the significant impact they will have on their future. My realization of this came all too late when the last surviving of my grandparents passed almost three years ago. As a child I was unbelievably close to the three living grandparents I was blessed with. I lived next door to my father’s parents from birth. My grandfather was a tall, full-bodied man with thick gray hair, a thin Clark Gable style mustache, and crystal blue eyes, which I inherited. As a deacon of the Catholic Church for almost 18 years, he taught me about god, patients, and most importantly about love and respect for others. He made the largest impact on my life. My grandmother, a small, strong-minded, witty, gray haired woman, taught me how to be a refined gentleman. She pushed man ners on me so that if one day I had the chance, I would be suitable for tea with the queen. The one saying of hers which stands out the most for me was â€Å"you’ll never have tea with the queen with manners like that†. She taught me how to properly set the dinner table. Also, that I should be overly appreciative for all of the provisions my parents sought for me because there was a million other children my age who weren’t nearly as lucky as I. Most importantly they taught me what a true loving relationship was all about. They would have been married for fifty-five glorious years if it hadn’t been for my grandmother’s death. On my mother’s side of the family I only knew her father since her mother passed on my first Christmas. My grandfather whom I called paw, was a full-blooded 2 American Indian with white hair and almost orange skin. His wrinkled skin and steel blue eyes told the story of a child who worked the fields to support his famil y and also the sto...

How valid is this assessment of the july plot of 1944 The plotters Essay

How valid is this assessment of the july plot of 1944 The plotters were not courageous men whose purpose was honourable but reckless men who acted out of their own self interest - Essay Example Gisevius (1998) describes the situation in Germany, under Nazi control in that period, as a nation whose leaders felt â€Å"only in terms of violence.† He further explains: How easily naked violence is spread & practiced! We can observe this even more in the sub-leaders than in Hitler†¦ Party leaders and sub-leaders found themselves in positions of power beyond their wildest dreams†¦ They had no professional training. They knew nothing about the law. They did not trust the professional officialdom who worked under them. They simply dictated, in the firm conviction that their subjects would obey†¦ First, they conquered power. By means of power they achieved totality. Soon they tasted the pleasures of arbitrary rule. And then, swiftly, they plunged into excess†¦ (pp 101 & 102). Thus began the savage rule which was to become a canker sore in the mouth of not only Europe, but the entire world for years. It is also interesting to note that several moves had been made to overthrow Hitler even before the war began. Even though it seems clear, it is important, at this point, to insist that the plot of July 1944 was not just an attempt by a bunch of renegade army officers to kill Adolf Hitler and take over his government, but a truly patriotic and humanitarian move to liberate and distance the German nation from the vices of greed, hate, genocide and absolutism, all of which the Nazi government embodied. Germany was in the heart of the Second World War, and there was a wanton killing of Jews in German concentration camps all over Europe. â€Å"If the plot had succeeded, the war could have been shortened, the slaughter ended and the lives of millions of Jews saved† (Holocaust Educational Trust of Ireland). At the immediate conception of the plot, however, opposition to Hitler’s government was not military, but simply political. But by the mid 1930’s, several trade and political opposition groups, which existed or voiced their discontent with his

OFF ROAD COMPETITION 4X4 CLIMB HILL TRUCK Research Paper

OFF ROAD COMPETITION 4X4 CLIMB HILL TRUCK - Research Paper Example The only identified drawback of the sport is that it maintains potential to jeopardize the sustainability of environmental regions where these competitions occur. This project identifies the social, cultural, economic, and environmental concerns associated with the sport to identify off road racing’s long-term viability and safety. Furthermore, the paper explores how the sport is sanctioned and regulated as a means of understand how the sport has evolved over the last 40 years. Off road racing competitions are a form of motorsports that differ from other motor vehicle competitions, such as NASCAR, which involve racing competitions utilizing paved roadways and asphalt-based tracks. Off road competitions, utilizing 4x4 vehicles, are established for hill climbing in forested regions or sand dunes by which competitors must adhere to particular rules and regulations regarding competitive activity. Though the specific rules for off road racing differ depending on the nature of the competition, the volume of competitors, and the particular sanctioning body responsible for controlling and standardizing the competitions, off road racing has become a rather widespread racing phenomenon across the United States and many other nations around the globe. When examining off road race competitions, it becomes necessary to examine the historical developments in racing to fully understand how contemporary competitions have evolved into the dynamic and challenging racing structures it is today. Furthermore, a well-developed technological infrastructure supporting off road racing has evolved that improves not only safety in off-roading, but also durability of the 4x4 vehicles utilized for competition to make the events more viable for long-term competitive entry by combatants. This paper further examines the economic issues involved with off road racing and the cultural perspectives associated with those who are engaged and fascinated by such competitions, as well as the

Management and Policy of a Diverse Workplace

Management and Policy of a Diverse Workplace INTRODUCTION Groups of people see the world through their own set of assumptions, attitudes, beliefs, and values. Learn about their culture and how it formed them, and aim to understand how other culture work so that everyone can be an effective global manager. Organization from every part of the world is reaching out beyond their domestic markets to become international players. Not only is this very challenging on the business them, but it also creates a challenge for individual managers who must cope with working across geographic and cultural borders. Managing globally provides clear systems and approaches to help manage global networks and teams, and it examines the skills needed for dealing with different cultures. It teaches how to succeed in this new world. This is widely recognised that an organisational diversity is obvious and necessary nowadays because of increasing pace of economic and technological development. Organisations need to be flexible if they seek to remain competitive and want to survive in a long run. This research explores the phenomenon of diversity in one of UKs leading super market named Sainsburys (London Colney). The researcher intends to examine what the policy to work with different culture people and how management manage working with diversity people in workplace in the store in last two years I have seen. 1.1 What we think about culture: Culture refers to the systems of meaning-values, beliefs, expectations and goals-shared by members of a particular group of people and differentiate them from members of other groups. It is a product of ‘the collective programming of the mind (Hofstede, 1991), that is, it is acquired through regular interaction with other members of the group. Cultural differences can be found at many different levels, professional, class and regional, but it is particularly persuasive at the national level because of generations of socialization into the national community, as individuals, we generally only become aware of our own culture when confronted by others. The core differences in values between cultures go back to questions of what works for ensuring survival in relations to the natural environment. 1.2 Why culture consider in a multinational company: Multinational companies are completely different from export-based firms not least because of their foreign subsidiaries. Not only does physical distance pose a challenge for effective communication, but also there is the challenge represented by cultural differences. Some MNCs have regarded cultural differences as so important that they have chosen to operate as multi-domestics with decision-making, management style and product development. The attitude is that people in the subsidiaries know best and should be allowed to go their own ways. For example, the attitudes in the Dutch electronics firm Philips for most of the previous century. The downside of this approach is the fiefdom and ‘not-invented-here mentality, which resulted in Philips North American subsidiary refusing to adopt the Philips video recorder (V2000) and opting instead for the rival Japanese model. However, many MNCs, including Philips since 1987, require a much greater degree of coordination, particularly in regard to learning. To do so, these firms must develop common practices and common values. If foreign subsidiaries are to be integrated for knowledge-sharing purposes, a starting point is an understanding of the mindsets of subsidiary management and employees in terms of their work-related values. The management challenge for many MNCs is to be able to adapt their organizations to culturally distinct environments without losing organizational stability. 1.3 About an organisation: Sainsburys is one of the leading retail super markets with approximately 792 stores all over the UK. There are some others supermarkets (Tesco, ASDA, Iceland and Somerfield) in UK which are the competitors of Sainsburys. All of them are trying their best to provide good services to their customers and working under diversity workplace. For the present research the researcher has taken Sainsburys London Colney to study about diversity. There were many reasons to select Sainsburys London Colney for this research. One of the reasons was that this is a big store with 350 employees working in different shifts (morning, evening, day, night and some are working as seasonal employees). The management of this store comprises on around 20 to 30 people. This is a 24 hours store, located in the retail park and is very busy because of its location and also because this is close to M25 and people can get everything from the same store and also there is some other shop near to Sainsburys like M S, Next, Boots and so on. The second reason to select this store as a case study was that the researcher is working in this store in its customer services and checkouts department so the researcher as a participant has enough experience to work with different culture people in the store in the last two years. The sample size of this research (which includes on management and employees) was also easily approachable to get the relevant data. The researcher was quite hopeful that management and employees will cooperate with him for collecting data. 1.3.1 Company policy and commitment to colleagues: There is much legislation surrounding the area of diversity and at the same time this provides a minimum standard for this policy, it is the companys intention to move beyond simple legal compliance where appropriate. This policy exists to enable a working environment in which everyone feels valued and respected in everything that they do. Innovative thinking and different ideas are critical to Sainsburys success and their ability to develop new ways of adding value for their customers will be greatly enhanced by the diversity of experiences and perspectives amongst their colleagues. Their ability to attract and retain the highest ability of colleagues from the widest community is essential in sustaining a leadership position. Their aim is that all colleagues are able to work in an environment that is free from discrimination, harassment or bullying. The principles of fairness and objectivity will be integrated into all of the ways in which they manage their colleagues. According to Sainsburys policy, they will not accept or ignore unfair decisions, practices or requirements that qualify or exclude an individual from meeting essential employment requirements. They include, but are not limited to, a persons age, race, colour, nationality, ethnic origin, gender, sexual orientation, religion. The equal of men and women are monitored and action taken where necessary and appropriate to ensure parity. In line with their flexible working policy, they will make it possible for colleagues to achieve a balance between their work and home commitments. They will ensure that the opportunities presented through diversity will be integrated into the development of new products and services that add value for their customers. The performance and effectiveness of Sainsburys diversity commitment and demographic colleague make-up of their stores are continuously reviewed and where improvement is identified, action has been taken. Any breaches of this policy have been treated seriously and also dealt with under their disciplinary policy. 1.4 Background/Current situation: As we know, now a days diversity is a one of the inclusive concepts and based on valuing everyone as a unique individual and celebrating this difference. The management of diversity goes beyond equal opportunity, instead of simply allowing a greater range of people getting more opportunity. The concept of diversity embodies the belief that people should be valued for their difference and variety. Diversity is supposed to enrich an organizations human capital, whereas equal opportunity focuses on various ethnic groups. The management of diversity is about individuals. It entails a minimization of cloning in selection and promotion procedures and a model of resourcing aimed at finding flexible employees. As I said before that researcher is working in Sainsburys (London Colney) and have seen lots of differences about diversity. There are most of the people from Asian ethnic. But we have some Irish, African, Chinese and British as well. As I work in this store I have found some favour for same ethnic group. And for that other ethnic became sometime very aggressive. And from management level, there is also some gender valuing problem. We have seen lots of female managers rather then males. But other, like they dont differentiate between ages, disabilities, colours and so on. So far you can say, they follow the procedures and thats why they are success in business now a days. My research is about how they manage, and do they really follow the diversity policies? So, I intend to demonstrate, how a human resource manager can manage all those area and successfully complete companys mission with different people. All overall, a self assessment for international human resource managers to evaluate and improve their global management skills. 1.5 Aims/Objectives: The primary aim of the research is therefore: To examine diversity, equality and discrimination issues in a multinational company, in particular, the way of HR managers to manage work with different culture people. The research objectives are: To determine whats the company policy about diversity to manage work with different culture people and to become a successful global manager, aim to develop a global outlook. To outline the development of approaches to organizational analysis. To explore a multicultural company from the perspectives of diverse social groups. An international human resource manager needs to know the way of managing people in twenty first century. We are going to take an overview of what a manager needs to do in relations to managing people in a changing environment. I will be looking at: Diversity issues. International Human Resource Management policies. Managing people in a practical way. To examine the way of recruiting, and selecting the right people. -As a human resource manager, we are likely to manage other people on a one- to-one basis. This involves understanding people as individuals and recognizing their differences as well as drawing up some general principles for managing them like motivates them, job satisfaction, and job design. -Having accepted that there is a range of reasons why people behave differently in a work situation and that cannot make wild and generalized assumptions about any individuals reasons for performing better or worse than average, we will recognize that when we put individuals together into a group, the behavior of that group is likely to be unpredictable. So it is important that they understand about the behavior of groups. So, all overall I will be going through with literature review to practical experiences to find my research project. SECOND CHAPTER LITERATURE REVIEW Everyone is different in age, gender, nationality, and ways of thinking. These differences are a source of strength. The concept of diversity means respect and acceptance. It means understanding each individual is unique and recognizing our individuals differences. It can be the aspects of race, ethnicity, gender, age, sexual orientation, physical abilities, religious beliefs, political views and so on. It is investigation of these differences in a safe positive and development environment. Diversity is about creating an all-inclusive work environment that values and benefits from different human attributes, experiences, and skills at all levels and enables all employees to develop and contribute to their full potential. It is about understanding each other and moving beyond simple acceptance to implementation and celebrating the rich dimensions of diversity contained within each individual. Diversity and equality has become a key driving force in government policies. The concepts of diversity and equality are common but still there are some differences. Diversity is the acknowledgement and respect of differences within and between groups of people. And equality is the framework that enables access, participation, opportunities and contribution that is fair and inclusive. According to Lew Platt (1993-1995) â€Å"I believe the word â€Å"diverse† includes not only different genders and races, but also different cultures, lifestyle and ways of thinking†. 2.1 Diversity Management at work: The concepts of workplace diversity include the principles of equal employment opportunity. Equal employment opportunity policies address continued disadvantages experienced by particular groups of people in the workplace, including people with disabilities and those who mistreated by co-workers on the basis of race or ethnicity. These policies remain an important foundation for workplace diversity policy. Diversity management involves systematic and planned programs or procedures that are considered to improve interaction among diverse people, especially people of different ethnicities, sexes, or cultures and to make this diversity a source of inspiration, complementaritys, and greater organizational effectiveness, rather than a source of tension, conflict, miscommunication, or limitation on the effectiveness, progress, and satisfaction of employees. 2.2 Diversity Approaches: The issues that diversity representatives focus on vary by country. In some countries, the question of language is important, some countries depends on ethnic group, or may be depend on ages. ‘Managing Diversity is a term that entered UK debates on equality approaches in the mid-1990s. While it is becoming increasingly common in the UK, there is still disagreement about its meaning and the extent to which it differs from previous approaches. One of the things which do seem to be distinct is the way these approaches deal with differences between employees. The traditional approach to equal opportunities seeks to treat everyone the same. Managing diversity approaches recognises that employees are different and suggest that workplace can get benefit from those differences. What this means for organizations is that they need to adapt to employee characteristics rather than simply expecting employees to fit with pre-existing policies. The more fundamental alternative would be to restructure the way work is carried out so that everyone can be flexible for that. Another example would be the approach taken to ensuring that appraisal was carried out in a fair manner. A diversity approach would take a more radical look at what types of behaviour and activity are valued by the organization to see whether these are more commonly practised by members of one group rather than another. Business case arguments for diversity share many elements with equal opportunities approaches but they tend to stress additional arguments. These have included claims that diverse teams are more innovative than ones composed of homogeneous individuals and that non-traditional workers can reflect the needs of a wider customer base. Diversity approaches also place a strong emphasis on creating a culture within which everyone feels they belong and are empowered to reach their full potential. One aspect of this inclusiveness is an attempt to find policies which seem equally relevant to all employees. The second alternative is seen as the more radical approach. It argues that there are multiple sources of difference which are as important as those based on gender or ethnicity. People are not defined by whether they are from European or Asian background but instead vary along a numerous of dimensions including personalities and tastes. This approach to managing diversity is strongly focused on individuals as the objects of equality policy and as such is in line with wider trends to individualise employee relations. 2.3 Managing people: Management is often defining as â€Å"getting things done through people†. By definition, managers cannot do everything themselves. They have to rely on other people. Managers are sometimes said to spend their time planning, organizing, motivating, and controlling. In practice, the work of managers is quite fragmented. It depends demand on the situation and on the people concerned than on any academic division of the task into clearly differentiated elements. Managers dealing with people: internally with their bosses, their colleagues and their staff; externally with their customers, suppliers, professional advisers and national and local government officials. A leading writer on management, Henry Mintzberg has suggested that managers have: Interpersonal roles: acting as a leader, providing guidance and motivation and maintaining a web of relationship with many individuals and groups. Informational roles: continually seeking and receiving information as a basis for action, passing on factual information, and transmitting guidance to subordinates in making decision. Resource allocation roles: making choices about scheduling their own time, allocating task to people and authorizing actions. Disturbance handling roles: dealing with involuntary situations and change beyond their control. The human resources of an organization consist of all people who perform its activities. In a sense, all decisions that affect the workforce concern the organizations HRM function. Human resource management concerns the personnel policies and managerial practices and system that influence the workforce. Regardless of the size-or existence-of a formal HRM or personnel department (many small businesses have no HRM department). So as an example, line managers will spend more than 50% of their time involved in human resource activities such as hiring, evaluating, disciplining and scheduling employees. 2.4 Key concepts for Global Managers: The following concepts contain the underlying message of this article. An awareness of and an application to ones organization of these concepts has direct relevance to the effectiveness of global managers. An understanding and utilization of these concepts are critical to ones successful global performance. Global leadership- being competent of operating effectively in a global environment and respectful of cultural diversity. This is an individual who can manage accelerating change and differences. The global leader is open and flexible in approaching others, can cope with situations and willing to re-examine and alter personal attitudes and perceptions. Cross cultural communication- recognizing what is involved in ones image of self and ones role, personal needs, values, standards, expectations, all of which are culturally conditioned. Such a person understands the impact of cultural factors on communication. Furthermore, they are aware of verbal and non-verbal differences in communication with persons from another culture. Not only does such a person seek to leans another language, but also they are cognizant that, even when people speak the same language, cultural differences can alter communication symbols and meanings and result in misunderstanding. Cultural sensitivity- integrating the characteristics of culture in general, with experiences in specific organizational, minority, or foreign cultures. Such a person understands the cultural influences on behaviour. This individual translates such cultural awareness into effective relationships with those who are different. Acculturation- effectively adjusting and adapting to a specific culture, whether that be a subculture within ones own country or abroad. Such a person knows the impact of culture shock in successfully managing transitions. Therefore, when dealing with employees from diverse cultural backgrounds, this person develops the necessary skills and avoids being ethnocentric. Cultural influences on management- understanding that management philosophies are deeply rooted in culture and that management practices developed in one culture may not easily transfer to another. Effective intercultural performance- applying cultural theory and insight to specific cross-cultural situations that affect peoples performance on jobs. Changing international business- coping with interdependence of business activity throughout the world as well as the subculture of the managerial group. The global manager appreciates the effect of cultural differences on standard business practices and principles, such as organisational loyalty. Cultural synergy- building on the very differences in the world worlds people for mutual growth and accomplishment by co-operation. Cultural synergy through collaboration emphasizes similarities and common concerns and integrates differences to enrich human activities and systems. Work culture- applying the general characteristics of culture to the specifics of how people work at a point in time and place. In the macro sense, work can be analysed in terms of human stages of development. In the micro sense, work culture can be studied in terms of specific industries, organizations or professional groups. Global culture- understanding that, while various characteristics of human culture have always been universal, a unique global culture with some common characteristics may be emerging. Global managers are alert to serving this commonality in human needs and markets with strategies that are transnational. 2.5 Construct area of diversity: Diversity is â€Å"the representation, in one social system, of people with distinctly different group affiliations of cultural significance† Cox (1993). Deresky (1994) also highlighted that, the differences between group members illustrated in terms of the extent such as culture, age, race, sexual orientations, gender and ethnic. There are three characteristics of construct area of diversity, which are classified employees differences. These are Demographic, organisational and socio-cognitive diversity. Demographic diversity: According to Jackson et al (1995), diversity such as ethnicity, age, nationality and gender those are considered visible attributes that can be easily characterised in particular individuals. Organisational diversity: The second category is organisational diversity. It may include: a) Staff job security in the firm. b) Work or professional experience. c) Occupation, functional or job portfolios of the employees such as marketing, production, and finance. Socio-cognitive diversity: The last category is socio-cognitive diversity, which includes cultural and religious values, knowledge level, beliefs and personalities characteristics. By establishing and organising the staff according to their distinctive attributes, it will facilitate business managers to have a more objective understanding and appreciation of their diverse staffs behaviours, attitudes and values, given the implications for interpersonal and organisational processes and outcomes when staff members work together. As peoples values and beliefs vary individually as a result of their socio-cultural differences, this will affect organisational processes and configurations. For examples:- cross-cultural communication, management-subordinate relationships, international team management, leadership and decision-making styles, staff motivations, staff recruitment, selections and development, and other managerial functions. Apart from the jobs, employees also have differences based on their position within society. Whether an employee a man or women, from a particular ethnic group, is of a particular sexual orientations, has a disability may affect what they want from employment and what are able to offer. Some of these differences may also affect peoples access to jobs and their progress within organisations. 2.6 Discrepancies between academic research and HRM practice: While HRM executives and managers are more educated and professional than in the days when they were in charge of personnel, the level of knowledge in practicing HRM in another part. Many companies hire MBAs for HRM jobs when not even a single HRM course is required in the typical curriculum for an MBA. Recruitment: As an Academic research finding, quantitative analysis of recruitment sources using yield ratios can facilitate in recruitment. On the other hand HRM practices, less than 10% calculate yield ratios and less than 25% know how. Staffing: According to academic research findings, realistic job previews can reduce turnover and weighted application blanks reduce turnover. Alternatively, HRM practices, less than 20% of companies use RJPs in high-turnover jobs and less than 30%. Performance appraisal: According to academic research findings, do not use traits on rating forms, make appraisal process important element of managers job. On the other hand, more than 70% still use traits, less than 35% of managers are evaluated on performance appraisal. 2.7 International HRM: Domestic HRM is involved with employees within only one national boundary. And we define the field of IHRM broadly to cover all issues related to the management of people in an international context. Hence our definition of IHRM covers a wide range of human resource issues facings MNCs in different parts of their organisations. Additionally, we include comparative analyzes of HRM in different countries. The complexity of international HR can be attributed to six factors: More HR activities. The need for a broader perspective. More involvement in employees personal lives. Changes in emphasis as the workplace mix of expatriates and locals varies. Risk exposure. Broader external influences. In addition to complexity, there are four other variables that moderate differences between domestic and international HRM. These four additional moderators are: The cultural environment. The industry with which the multinational is primarily involved. The extent of reliance of the multinational on its home-country domestic market. The attitudes of senior management. 2.8 International HR policy: In spite of the corporate business strategy unique to each company that they will drive the specifies of an international human resource policy, there are certain objectives that any effective IHR policy should aim to accomplish. And these objectives are: The policy should attract and motivate employees to accept international assignment. It should provide competitive pay plans to ensure the assignee can maintain his or her accustomed lifestyle. It should promote career succession planning and include guideline on repatriation and additional overseas assignment. It should facilitate relocation between home and host location. And finally, it should be cost-effective, understanding and easy to administer. To meet these objectives, we must have internal and external programs functioning to handle the following six areas. In addition to the required technical and business skills, key traits to consider include: cultural sensitivity, interpersonal skills, and flexibility. Document and formally communicate the assignees specific job requirements and associated pay in an assignment letter. Identify the compensation, benefits and tax approach that meets company objectives. Some common approaches to pay include: home balance sheet, destination-based, net-to-net, flexible. Assist the assignee with disposition or management of home and automobiles, shipment and storage of household goods, work permits and pre-assignment visits. Provide cultural orientation, language training, spousal support, education assistance, home leave, and emergency provisions. As the average cost of sending an expert on an overseas assignment is between three and five times the employees pre-departure salary, quantifying total costs for a global assignment is essential in the budgeting process. 2.9 Integrated HR systems to develop global leaders: Companies with global human resource information systems are likely to be far better positioned to succeed in the highly competitive international market. The task of developing global leaders and global HR function over the next decade in IPAs latest research effort. Multinational companies often discover that, especially in newly emerging markets, local management talent is rarely available to establish and build operations. Consequently, many companies conclude that the only way to start doing business in these markets is to relocate experienced managers from around the globe. Companies doing work in the international marketplace have discovered that providing pre-departure screening and orientation- a potentially lengthy and time-consuming process- is essential to achieving the highest rates of success. A human resource information system might include data on the potential expatriates families, training needs and past technical and cross-cultural experiences. Having such data would enhance the probability not only of selecting the best candidates, but of chances for success on the assignment, thus having a great impact on the future development of global leaders. Because most multinational companies now require international experience in ord er to move up the corporate hierarchy, tracking information related to international assignment can make a significant contribution to management development. 2.10 Diversity in multinational companies: The rise of multinational companies and increased global diversification by even small companies has resulted in people of diverse background and cultures working together in the same office or for the same organization. Conflict in such situations is expected, but understanding the diversity issues can help to minimize the conflict and take benefits from diversity group of people brings to an organisations. To understanding how diversity is manage in multinational organizations, try to understand the concept of corporate culture, which defines organisational diversity programs and their use to minimize conflict among employees. Companies and countries can no longer operate as if the rest of the world did not exit. New trading blocs, based on regional, not national, interests have formed with the European Economic Community and the North America Free Trade Agreement. There will be increased pressure influenced by the country culture. For examples, some corporate cultures may encourage women and men gathering together socially after work while country culture would prohibit this. A female executive from t