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Brainy Term Papers Tech corporations corresponding to Microsoft and Uber have additionally employed economists, although not as many. And whereas different firms have tended to maintain them in centralized models, usually working on forecasting or policy points, Amazon takes a special strategy. It distributes economists across a spread of groups, the place they can, amongst different things, run managed experiments that permit scientific, and subsequently efficient, manipulation of consumer behavior. The growth of the companyâ€"which already introduced in almost $three billion in revenue in its seventh 12 months of existenceâ€"prodded Bezos to adapt his strategies. These allowed him to scale his presence so that even when he wasn’t sitting in a gathering, his gestalt can be there. “We had brunch twice, and at the end we shook palms, in contrast to almost any deal I’ve ever made in enterprise,” Graham advised me. The man who decried gatekeepers was abruptly the keeper of one of the nation’s most important gates. , Donald Graham ready to promote his inheritance, The Washington Post. This description, of course, means that the company’s growth has no natural boundary; no sector of the economic system inherently lies past its core competencies. Relentless could be essentially the most Amazonian word, but Bezos also talks concerning the virtues of wandering. “Wandering is an essential counterbalance to effectivity,” he wrote in a letter to shareholders this year. When I spoke with staff based mostly at Amazon’s Seattle headquarters, they stated what they appreciated most about their employer was the sense of mental autonomy it allowed. Once they'd clearly articulated a mission in an permitted six-pager, they typically had extensive latitude to make it happen, without having to battle through a number of layers of approval. Amazon didn’t spend as much on lobbyists as most of its Big Tech brethren did, at least not until the late Obama years. Amazon appeared less involved about setting policy than securing lucrative contracts. It approached authorities as one other buyer to be obsessed over. It took him several months to visit the Post newsroom and try to allay rank-and-file nervousness in regards to the intentions of the new proprietor. When the Post’s great editor Ben Bradlee died several months into his regime, he determined to attend the funeral solely after Bob Woodward explained its non secular significance. Even as Bezos prided himself on his capacity for considering far into the long run, he also had to fear in regards to the prospect of tomorrow’s collapse. At tightfisted Amazon, there were no big bonuses at 12 months’s finish, no business-class flights for executives on long hauls, no worker kitchens overflowing with protein bars. By the logic of pure selection, it was hardly obvious that a bookstore would turn into the dominant firm in the digital economy. From Amazon’s infancy, Bezos mastered the art of coyly deflecting questions on where he meant to take his company. The press hailed Bezos for displaying such a strong curiosity in the fate of his reporter, a style of how media extol those they regard as their own saviors. But the purchase was a turning point in Bezos’s reputational historyâ€"and realigned his sense of place on the earth. On the eve of the acquisition, Amazon’s relationship with New York publishing was contentious. To save a civically minded institution like the Post was an opportunity to stake a unique legacy for himself. Apple, the messaging platform Slack, and scores of begin-ups all reside on AWS. As the tech corporations invested heavily in coverage, Amazon would often cheer them on and be a part of their coalitions. Graham came up with a shortlist of best homeowners he would pursue, together with the financier David M. Rubenstein, former New York City Mayor Michael Bloomberg, eBay founder Pierre Omidyar, and Bezos. The company is known as for the world’s most voluminous river, however it additionally has tributaries shooting out in all directions. Retailer hardly captures the corporate now that it’s additionally a movie studio, a synthetic-intelligence developer, a tool manufacturer, and an internet-services supplier. But to explain it as a conglomerate isn’t quite right both, on condition that so lots of its companies are tightly built-in or eventually might be. In the vernacular, Amazon is usually lumped along with Silicon Valley. At its non secular middle, nevertheless, Amazon is a retailer, not a tech firm. Amazon needed to elbow its means right into a tightly packed and unforgiving trade, where it faced entrenched entities corresponding to Barnes & Noble, Walmart, and Target. In mass-market retail, the company with the thinnest margin often prevails, and a delicate December can wreck a 12 months. The wandering mentality has also helped Amazon frequently increase into adjacent businessesâ€"or businesses that appear, at first, unrelated. Taylor Hill / GettyMost teams at Amazon are airtight entities; required expertise is embedded in each group. Take Amazon’s sturdy assortment of economists with doctorates. In the past several years, the corporate has hired more than 150 of them, which makes Amazon a far bigger employer of economists than any university within the country.

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Farce and the Mechanical Body in Beckett’s plays - Literature Essay Samples

Beckett is fundamentally anti-logocentric. Throughout his work, he rejects the view that there is an essential order that can be discovered through reason. This is nowhere more clear than in Three Dialogues (1949), in which he deplores centuries of artists who, whilst ‘thrusting towards a more adequate expression of natural experience’, exhibit a foolish and mechanical ‘tropism towards the light’ (towards some imagined, rational reality). For Beckett, the relationship between the artist and his object is doubly unstable, because both parties are in a continual state of flux: the occasion is ‘an unstable term of relation’ and the artist is ‘hardly less so, thanks to his warren of modes and attitudes’. However, Beckett struggled with the ‘dilemma of expression’. How was he meant to expose the Pythagorean cover-up to his audience through the expression which he felt was so inadequate? The importance of an audience’s work is often overlooked by critics, but it is just this activity that allows Beckett to give his view, whilst avoiding expression as far as possible. He repeatedly defamiliarizes his audience through complex farcical situations and (which is entirely linked) through his conception of the mechanical body. In attending a Beckett play one should come to terms with continuously reemerging otherness in all things, and by extension with the non-essential nature of reality. One should be shocked out of ‘estheticized automatism’. Much of the comedy in Beckett’s earlier plays revolves around simple farce. For example, in Waiting for Godot (1953), Estragon and Vladimir are constantly falling over each other, in the manner of circus clowns. One episode, in particular, displays high farce: ‘Together make a sudden rush towards the wings. ESTRAGON stops half-way, runs back, picks up the carrot, stuffs it in his pocket, runs towards VLADIMIR, who is waiting for him, stops again, runs back, picks up his boot, runs to rejoin VLADIMIR.’ Traditional farce is clearly present also in the hat-exchanging in Godot and Krapp’s humorous encounters with bananas in Krapp’s Last Tape (1958). However, this farce is never left just as it is. What appears to be farce in Beckett’s plays always assumes an important defamiliarizing character and transmutes into something far darker. At the beginning of Endgame (1957), for example, Beckett seems to be employing a simple form of farce through Clov’s actions. Beckett had read Bergson’s Laughter: An Essay on the Meaning of the comic (1900) in about 1930, and at first Clov seems merely to be fulfilling the definition of the comic as set out in Laughter: ‘He gets down, takes three steps towards window left, goes back for ladder, carries it over and sets it down under window left, gets up on it, looks out of window’ These actions are repeated many times (part of Bergson’s definition) and Clov has become more human than mechanical; he ‘nous donne l’impression d’une chose’ (gives us the impression of being a thing). However, Beckett very deliberately departs from Bergson’s model by making Clov laugh at the same point as the audience. This exhibits a certain self-consciousness which breaks down ‘the difference between same and other’, which Weller (2006) takes to be the uniting theme of Baudelaire’s, Bergson’s and Freud’s conceptions of the comic. Elsewhere in the play, Clov exhibits the same self-consciousness, which contrasts to Bergson’s notion that ‘the comic must be – more precisely, it must give the impression of being – completely unaware of its comicality’ (Weller). Most strikingly when he drops the telescope (typical farce) and the states: ‘I did it on purpose.’ The second time Clov laughs, his laughter is no longer spontaneous (he is looking at the same scene out of the window). This makes the audience question their own mechanism when watching comedy – is their laughter really spontaneous or is it manufactured? The third ‘brief laugh’ becomes very dark, and the audience is now entirely excluded from the joke. The final ‘brief laugh’ seemingly arises from the ‘blood-stained handkerchief’ covering Hamm’s face. Before any dialogue has begun, Beckett has collapsed the premise of expression upon which the theatre functions. The action on stage, traditionally, has the same (external) effect on everyone in the audience and clearly guides response. By deconstructing presumed sequences of cause-and-effect, Beckett is essentially shocking is audience out of their own mechanical ‘tropism’. In this element, Beckett’s use of the comic is reunited with Bergson’s. As paraphra sed by Weller (2006), Bergson saw ‘laughter’s function’ as being ‘to recall consciousness to itself, to save the living from the non-living, the human from the non-human’. In a roundabout way, this is precisely what Beckett does. This mutation of farce to force the audience out of their ‘automatism’ and into some more active experience is present throughout Beckett’s plays. At the beginning of Godot, Vladimir enquires how ‘his Highnesss spent the night?’ to which Estragon replies ‘In a ditch.’ This jarring of Estragon’s royal status and his sleeping arrangements produces a very straightforward comic effect. However, within a few lines the audience is lifted out of passive amusement: ‘VLADIMIR: And they didn’t beat you? ESTRAGON: Beat me? Certainly they beat me.’ Throughout the play, the audience is made aware of their own reactions by a consistent suppression of laughter on stage (‘VLADIMIR breaks into a hearty laugh which he immediately suppresses’) and by reminders that, within the world of the play, laughter is prohibited (‘One daren’t even laugh any more.’). In Act Without Words I (1957) Beckett’s playful mutation of farce is pushed to its most extreme articulation. A man in a desert is subjected to slapstick farce at first: he tries to exit the stage and is ‘[i]mmediately flung back on stage’. He attempts this twice in a row, befitting Bergson’s conception of the comic. However, the farce becomes much darker. The dramatic space cruelly withholds the carafe of water from the man, who then thinks to hang himself, but the bough of the tree folds away. He then intends to stab himself with scissors, but these ‘disappear in flies’. The audience are made complicit in the man’s torture. After all, this is a scene composed of comic tropes which they would usually laugh at. Beckett seems to be asking the audience: ‘At what point does your simple farce become suffering? I dare you to laugh now.’ Beckett’s most renowned play, Godot, ends in a cuttingly appropriate way: Estragon’s trousers have fallen down, and, after some stock-farce-miscommunication, Vladimir succeeds in making him pull them up again. This episode fulfils an archetypal farce form. The fact that a play which has been filled with so much suffering, restlessness and even mentions of suicide should end in this way leaves a bad taste in the audience’s collective mouth. If Beckett were ever capable of being moralising, this is the point at which he is. He holds up the mirror to his audience, and shows them an ugly mechanical reflection. In contrast to these complex, interrogative (and wordless) scripts, is Beckett’s first play Eleutheria (1947 – edition trans. Barbara Wright). The play was never performed, and Beckett did not want it to be published. The reasons for Beckett’s dissatisfaction with the script are clear, when assessed on the level of the comic. Simple farce is used throughout the play, especially manifesting in the character of Jacques (who punctuates the dialogue with his knocking on the door and obsequious replies), and in the comedy duo of the glazier and his son, Michel: ‘GLAZIER: Pass me the rule. MICEL: But you’ve already got it. GLAZIER: Monsieur. MICEL: Monsieur. GLAZIER: So I have.’ Farce in Eleutheria, for the most part, works on the most basic level. The audience is sure that, regardless of how disturbing Victor’s situation may get, the glazier and his son will always be on hand to lighten the mood. Furthermore, Eleutheria fails to create the defamiliarizing effect of Beckett’s other, more successful plays. Whereas in Endgame there is a disconnect between the audience’s response (repulsion and confusion at the sight of the bloody handkerchief) and the response on stage (Clov’s laughter), in Eleutheria there is a comforting alignment which creates a sense of security for the audience. For example, when Dr Piouk ‘laughs to himself’ when Violette Krap discovers that her son knows his father is dead, he is reprimanded on stage (Madame Piouk: ‘Andrà ©!’). For Beckett, Eleutheria fails to escape the conditional expressive conventions of the theatre, and therefore fails. Beckett also defamiliarizes his audience through a mechanical conception of humanity. In ‘Dream of Fair to Middling Women’, excerpt e., Beckett writes that ‘[t]o read Balzac is to receive the impression of a chloroformed world [†¦] he has turned all his creatures into clockwork cabbages and can rely on their staying put wherever needed or staying going at whatever speed in whatever direction he chooses.’ The characters in Beckett’s plays, by contrast, cannot be relied on for any kind of logical continuity. Two exchanges from Endgame demonstrate this quality particularly well: ‘HAMM: The alarm, is it working? CLOV: Why wouldn’t it be working? HAMM: ‘Because it’s worked too much.’ ‘HAMM: †¦it’s not worth while opening it [the window]? CLOV: No.HAMM: [Violently.] Then open it!’ In Eleutheria, by comparison, human behavior is far more predictable. Indeed, the directions for the marginal action of Act I read: ‘[Victor’s] movements, although vague, nevertheless follow a fixed rhythm and pattern, so that the audience finally become more or less aware of where he is without having to look at him.’ This is yet another way the play fails by Beckett’s standards. Humans are not a familiar species in Beckett’s plays. They are seen covered in dustsheets (Endgame), reduced to urns (Play, 1964), and periodically show themselves to be ‘unnatural’ (e.g. when Violette Krap calls her own son a ‘monster’). Beckett’s plays are, it seems entirely, set in some kind of dystopian future, in last last days of the human race. Humanity, rather than being a benevolent and loved species, becomes almost taboo: Mme. Krap: ‘Marguerite told us that you love humanity. Is that possible?’ Mme. Piouk: ‘You’re twisting my words.’ Dr Piouk: ‘I don’t love it.’ Mme. Piouk: ‘He’s interested in it. Full stop.’ Mme. Krap: ‘You’re interested in humanity?’ Dr Piouk: ‘I’m not indifferent to it.’ By stepping outside of humanity in this way, and by eschewing all the rhetoric that is usually bound up with the human race, Beckett successfully creates a sense of ‘otherness’. In doing so, he exposes the mechanical nature which underlies human activities. For example, in Happy Days (1961), Winnie methodically brushes her teeth, polishes her spectacles, files her nails etc. and within the intensified space of the theatre these actions begin to look like farce. This gains significance when Winnie highlights that such mindless actions have replaced effective language: ‘What is one to do then, until they [adequate words] come again? Brush and comb the hair if it has not been done, or if there is some doubt, trim the nails if they are in need of trimming, these things tide one over.’ In this way, Beckett has made the audience aware of their own ‘tropism’; their own hopelessly mechanical way of life. Beckett’s plays are uniquely concerned with the body. There is a ‘heart’ that drips in Hamm’s head and a ‘big sore’ inside his ‘breast’. Bodily fluids swill about all the plays (‘oozing puss’ and ‘sanies’ in Elutheria, perspiration in Happy Days, an allusion to semen in Godot). The strong emphasis on the body creates an othering effect. Like Dr Piouk, Beckett insists on his audience becoming aware that ‘You are your organs [†¦] and your organs are you.’ This ‘othering’ of the human body, is arguably at its height in Eleutheria when Victor points out: ‘‘If I was dead, I wouldn’t know I was dead [†¦] That’s where the liberty lies: to see oneself dead.’ Beckett seems to see a complete awareness of the human body as a possible solution to the issue of expression not reflecting experience. In Not I (1973), Beckett explicitly connects the body to expression: ‘her lips moving[†¦]the cheeks†¦the jaws†¦the whole face [†¦] the tongue in the mouth†¦ all those contortions without which†¦no speech possible†¦and yet in the ordinary way†¦not felt at all†¦so intent one is†¦on what one is saying†¦the whole being†¦hanging on its words’ By focusing in words, Beckett says, we are distracted from our visceral experiences (which are, ironically, necessary to produce words!). Not I attempts to remedy this situation to some extent, with fragmentary, almost unintelligible words (as in Play) and a spotlight on the actress’ mouth (Stage in darkness but for MOUTH). Breath (1969) goes even further along this path, completely getting rid of words and replacing them instead with a single physiological action: a human breath. As Ulrika Maude highlights, much of ‘[t]he humour [†¦] begins to recede from Beckett’s writing after Happy Days’. Whilst the comic element of the later plays is indeed lost, the foundation upon which this comic element was based (the mechanization of the body, in line with Bergson’s theory) remains. For example, in Quad (1984) ‘the players [†¦] pace the given area, each following his particular course’ and in Footfalls (1975), May is also continuously pacing. Furthermore, in Rockaby (1980) and What Where (1983), both language and bodily actions reach an almost hypnotic level of mechanism. Such features of the later plays show the extreme impacts of ‘tropism’. Humans in these plays ‘seem to be losing species, regressing to the subhuman, trying to rehearse the figures of instinct but botching the job’ (Allbright, 2003). In his correspondence with the director Alan Schneider, Beckett wrote that ‘my work is for the small theatre’, drawing a comparison between the performance of Endgame at the Royal Court (‘like playing to mahogany, or rather teak) and that at the ‘little Studio des Champs- Elysà ©es’ (where ‘the hooks went in’). This points towards the essential nature of the active audience in Beckett’s plays. Indeed, throughout his plays, Beckett reminds his audience that they are watching a play within a theatre. In Eleutheria, a ‘Spectator’ even climbs on stage and takes part in the action, deploring the audience for being ‘even more of a moron than [the characters] are, rooted to the spot, disgusted, bored, tired, marvelling at so much stupidity.’ In Endgame, Estragon surveys the audience (‘Inspiring prospects’) and in Happy Days Winnie sees a man, representative of the audience ‘standing there gapin g at me [†¦] What’s she doing? he says – What’s the idea? he says – stuck up to her diddies in the bleeding ground – coarse fellow – What does it mean? he says – What’s it meant to mean?’. Beckett sought to defamiliarize his audience, to shock them out of their automatism and to expose the greatest cover up of history: that there is any such thing as essential meaning. This is how he came closest to expressing the issue of expression.

Reports of Gods Death Are a Bit Premature - 1367 Words

The Reports of Gods Death Are a Bit Premature Arguing the death of God is a debate that will last until eternity. Regardless of exploration or religious zeal there are far too many human viewpoints leaning towards the idea of and the strong need for faith. Believing in God for some is as natural as walking upright and it would seem that through such unquestionable faith God would somehow still be alive. But perhaps He is only surviving with the help of life support. For example, it would be difficult to tell a passionate Fundamentalist Christian that God was not alive in his or her heart. Therefore, Nietzches claim of Gods demise would fall on deaf ears, for he or she would, in a sense, be keeping God alive with†¦show more content†¦And if doubt alone didnt kill Him, combine it with a feeling of failure and a broken heart and its no wonder that he has passed on. The question now is: what do we do about it? Because of this death of God the Idea, we must enter into a period of nihilism where we will believe in nothing and doubt everything. Nihilism represents the ultimate logical conclusion of our great values and ideals -- because we must experience nihilism before we can find out what value these values really had. -- We require, at some time, new values (Kaufman 131). Since we are humans and by nature we need to have some form of religion in our lives, we will then begin to create a new religion, a religion of our own. This new Religion will be based upon our own interpretations about our meaning and our existence. We will draw our own conclusions and not rely on religion to simply do it for us. By virtue of having killed God, we will become our own gods! (Kaufman 126). The implications this sudden death holds for us are vast. But what is at the forefront is the idea of rebuilding and starting over. It is not easy to start anything from scratch, and reinventing a new religion for the human race is much more complicated than apple pie. We must begin to have faith in ourselves as individuals, we must look inward and toward the earth. We cannot look solely to science for answers, for thereShow MoreRelatedShort Story: Mars Mission2636 Words   |  11 PagesObergruppenfà ¼hrer Dirlewanger, in command of the Death Star Operations. Even the Reichsfà ¼hrer was shocked at their proximity to the Zealots. The Wehrmacht was surprised by the Zealots and now the SS was going to enjoy massacring them. â€Å"What are you looking at me for? Of course, eliminate them,† smiled the SS Reichsfà ¼hrer, pleasantly surprised that anyone would think that Himmler was going to pause at the thought of eliminating Jews. 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Theories allow us to see the world

Essay on A Story of a Spinster in Regret by Kate Chopin,

â€Å"So she was quite alone in the world, except for her dog Ponto.† Kate Chopin’s â€Å"Regret† is the story of an elderly spinster who is burdened with the task of watching her neighbors four kids. The story is said to take place in rural Louisiana some time around the nineteenth century. Through this story Chopin portrays how people find regret in the most unlikely of places. Katherine Chopin was born on February 8, 1850 in St. Louis, Missouri. She was bilingual and could speak both French and English. Unfortunately, her life was filled with misfortune. Before the age of eighteen, her father had died in a railroad accident, as well as her grandmother, and her half-brother of typhoid fever. By the age of thirty-two she was a mother of six and a†¦show more content†¦She even owns a gun â€Å"with which she shot chicken-hawks.† She did not have a single feminine trait and didn’t seem to be desire any. At the age of fifty she had â€Å"never been in love† and â€Å"never lived to regret† and other than her dog Ponto she lived alone and was satisfied with her life. This all changed when a neighbor who’s mother was ill had to leave her four children with Mamzelle Aurlie. At first Mamzelle Aurlie was unsure how to feel about the children since she had never had any of her own. She was baffled when she realized children need more than food and shelter. She treated them like a man, strategizing, â€Å"determining upon a line of action.† In a very withdrawn way as a commander leading troops. She ordered them to bed as she would â€Å"the chickens in the hen-house.† At first Chopin’s use of language is dry and simple but the longer the kids are there the softer the language becomes. Almost romantic as Mamzelle Aurlie describes Lodie breathing on her as â€Å"warm breath beating her cheek like the fanning of a bird’s wing. Her feminine side came out and she began to act like a mother to the children. She even brought out her sewing kit and read the kids bedtime stories. When the children leave Mamzelle Aurlie â€Å"let her head fall down upon her bended arm, and began to cry. Oh, but she cried!† For the first time she felt â€Å"regret† and loneliness. In the nineteenth century women held few powers, they were to be obedient to men and had little independence.Show MoreRelated The Importance of Human Intimacy in Chopins Regret Essay1235 Words   |  5 PagesThe Importance of Human Intimacy in Chopins Regret      Ã‚   The short story, Regret, by Kate Chopin is about a childless spinster who accepts the responsibility of caring for a neighbors four young children while their mother is away. The main idea of the story is that even though independent people like Mamzelle Aurelie become used to living alone, they still need affection and human intimacy.    Mamzelle Aurelie is depicted as a woman with masculine traits and a somewhat military

Human Resource Development Organizational Diversity in Workplace

Question: Discuss about the Human Resource Development Organizational Diversity In Workplace. Answer: Introduction Diversity management plays a vital role for ensuring success in todays unpredictable marketplace. Firms at present is contended with strong growth, ability to hire qualified people, generating fresh ideas and should have positive image of the firm. The organizations are characterized by increasing diversity in relation to workforce by attracting and retaining employees that is now a priority. When a workforce is diverse it can have a competitive edge in competition by transforming the organization. This helps in producing leaders for future that works best in increasing profitability, reducing turnover and cost thereby, enhancing market value. Hence, diversity managing is about diagnosing how to manage the workforce by generating benefits by enhancing learning and effectiveness. When development and learning occurs it should be ensured that it is well managed as workers with the right time and skills will be delivering the objectives as per the outcome set. Thus, it helps in meeting challenges by implementing HR policies that are effective in approach. Diversity in Workplace- Development and Learning Strategies Diversity is growing at a faster pace in workplace than it is associated or addressed as the beliefs and culture is constantly changing (Littrell and Salas, 2005). Human resources (HR) have to be utilized fully by taking their optimum use and managing their heterogeneity. In simple terms diversity is a combination of differences and similarities that includes but is not limited to geographical location, religion, race, gender, working style, education and income level, sexual orientation, age, disability, marital status etc. Globalization is changing the faces of either small or large companies by increasing competition from the foreign organizations for sustain in the competitive marketplace. A change in the workplace related to diversity cannot be incorporated unless management is moving forward by being susceptible by being associated with groups that can be outside or within workplace (Cummings, 2004). In the modern workplace diversity is linked with what the organization achieves has direct link with the policy set by human resource department. This is nothing less than a challenge as the commitment is fostered by top management by implementing in organization as it is a continuous process. The employees should feel safe and secure by having an opportunity for growth by working on the benefits. When working in teams individuals generate fresh ideas by solving the problem creatively as they have diverse backgrounds. Employees are having varied experience and knowledge that is used in a collective mode for generating ideas. When workers are satisfied with their job the effectiveness of the workplace increases as potential of the individuals combine with their talents that gives rise to innovation and productivity (Bassett-Jones, 2005). As the firms are expanding their reach in the international or global market the business is improving its image by attracting workers from different locations. The organization invest on public relations by having a positive attitude by valuing diversity as it helps in attracting employees, customers and investors. Diversity management is associated with community welfare by generating interest in the business. Thus, HR should retain skilled workforce by recruiting skilled workforce from diverse background for meeting and filling needs. Equal Employment Opportunities Equal Employment Opportunity (EEO) ensures that employees are free from all sorts of harassment and unlawful discrimination. Another is conducting programs by assisting EEO groups by overcoming disadvantage that has occurred in the present or past (manly, 2006). This policy is framed by the Council for potential employees and all employees so that they are treated fairly at workplace. It involves benefits, ensuring all is equal in terms of qualification and skill and opportunities for training in organization. In simple terms it is recognizing of cultural and social backgrounds of staff, employment practices resulting in staff satisfaction and improving productivity by developing and training as per employee needs. The policy is about providing employment opportunity to ethnic minorities, Torres Strait Islanders, people facing disability, aboriginal, minority groups from NESB and women too. The ethical implication states that when discrimination takes place whether direct, systematic or indirect it affects employee. Judging an individual on the basis of racial background should not be the HR policy of the workplace as it distorts diversity (Maier, 2005). When an employee is excluded in workplace the work gets affected in terms of productivity. The performance degrades as the work environment is not cooperative by making the workforce engages. Practices and Policies by HR in Ethical Context Additionally, diversity is termed as differences that may be invisible and visible existing between people that belongs up on the perception of individual within the working environment. The policies incorporated by CPA Australia for having an inclusive and diverse workforce are set up on different parameters. The first being recruitment, selection and promotion for specific roles when hiring candidates. No discrimination is entertained in the above process for any position. The second being compensation that will be on the basis of work received in exchange. Third is reviewing performance based on the work provided as per set standards or benchmark (cpaaustralia, 2011). Fourth being work flexibility by providing them such responsibilities and roles that are able to manage work-life balance. The policies and practices have to be measured on the existing human resource management practices for developing effective policy. Training and Development of Supervisors and Managers The challenges associated with the changing workplace and nature of job requires the employees to be knowledgeable and skilled by focusing on future. With this the employees has to be focused, flexible and adaptable. Diversity in workplace is a challenge to manage so manager and supervise needs to be trained in each department by functioning properly. A supervisor is having the responsibility of managing both people and processes. They help in building specialist skills by training and developing the staffs for enchaining their knowledge and skills (Fujimoto, 2013). The companies promote itself as knowledgeable and productive by providing the opportunity for growth in career by retaining them. This contributes towards business growth by aligning it with organizational goals. Thus, it helps in acquiring new skills and competencies by using the human resources efficiently. Factors Associated with Failure and Success in Link to Diversity Management Programs The success of organizational diversity is dependent up on integration on the quality and nature of leadership. It is associated with training and developing the workforce for achieving the objectives. In conducting effective operations multinational companies have to conduct the operation overseas too so diverse groups have to be formulated. On the other hand, failure is due to the fact that the programs are not designed as per the requirement of the individual. According to Au, (2016) in Australia it is stated that the diversity is a strategic objective for 56.5% of hiring managers in HR. The two biggest challenges that are seen at present in Australia for long-term are attracting the right talent for achieving the objectives and collaborative leaders by being inclusive. Diversity Challenges in Workplace Diversity sounds simple but the term encompasses how people are perceived by others and themselves. Managing diversity is a challenge in itself as it promotes a new way towards thinking by setting a frame of mind by being excited and potential in workplace. This perception is governed by interaction by communication with others irrespective of any hindrance in the process. One of the most crucial is discrimination that can be sexual, direct, indirect and systematic (Patrick and Kumar, 2012). When an employee is discriminated the needs are not being fulfilled and the individual does not feel secure and safe. It affects workers performance as they are not treated at par with others. Sometimes the manager has to take legal action that loses the personnel by losing its value too. A management has to support diversity implementation for generating profits, being competitive and managing workforce. The decision should come from the top management to middle and lower level by making the workers incorporate it. They have to recruit and select people from varied culture and background for expanding their reach. If the organization is unable to implement it its reach is very limited within the specific zone. The management has to understand the importance of diversity as it results in reducing the cohesiveness in groups ultimately that result in employee turnover (Patrick and Kumar, 2012). For example the male workers working in environment that is homogeneous are more inclined to jobs and co-workers. The organization might be suffering from cultural issues a biggest hindrance when the organization is expanding. A workplace should not be culturally bound as it will not attract diversity in management in terms of employment contract, arranging positions, conducting interviews, employment conditions etc. An employee should not be discriminated under color or race, origin (ethnic, descent and national). 1 in 5 Australians in their lifetime have experienced race talk and to handle racism 86% of the Australian population takes action (humanrights, 2014). Discrimination is faced more by individuals in workplace who are born in countries where English is not the primary language. The two main challenges faced in cultural diversity are people and knowledge management as recognizing people talents and valuing them is difficult in approach. Similarly, knowledge acts as a resource so it needs to be enhanced by providing value so that is does not get diminish. Managing people is an art that is not every individuals cup of tea as it has various advantages for being competent. In the labour market people needs to be attracted, selected and retained efficiently by being competitive at the same time. When enterprises implement strategies for diversity management for the minority it benefits by reducing annual turnover, improving reputation, retaining skills and saving money in the industry the business resides (amf, 2010). But, it is not the truth in Australian society as the workplace is having social problems towards minority groups by displaying racist attitude and discriminating. Another barrier that is invisible is glass ceiling that is separating minorities and women from rising to positions in top management. These obstacles are present in the society that is blocking the advancement of some groups mentioned above. Therefore, diversity in organization should be valued by extracting the benefits by inculcating it in the system. The employees attracted should be recruited by reaping the benefits of the fruits by boosting the employee skills and attitude. The workforce has to be protected by governing their rights as per the legislation by incorporating strategies to build them for future needs. The employees should be treated equal in all aspects in workplace by communicating with them for creating a friendly work environment (Nataatmadia and Dyson, 2007). Conclusion From the above discussion it can be concluded that organizational diversity is varied in nature and aspects. A workplace should incorporate policies and practices that are beneficial for the employees. Human resources have to be deployed efficiently and effectively so that it meets the needs of the organization. A diverse workforce attracts talent and ideas by solving problems faster than any other organization not having diverse workforce. Hence, a good management implements modern practices in different cultural groups by sharing work and knowledge. Understanding knowledge by sharing it between employees from different backgrounds including race, religion, language etc. leading to collaboration successfully (Groschl, 2011). The human resource development (HRD) professionals should properly train their staffs by handling complains as generated. When a workplace is free of any discrimination it attracts diverse talent by contributing to its success. A healthy environment attracts competitive advantage over other workplace by involving full optimization of human resources, creating opportunities, fostering creativity and innovation, solving problems and having career development. Cultural diversity is about managing the needs of the individual rather than managing groups in workplace. The major components of diversity are organization structure, flexibility, policies and empowering employee through mentoring and training. In todays environment organization is getting better by developing it effectively and generating alternative ways for managing workforce (Groschl, 2011). Hence, it is recommended that workplace should change their method by taking initiative for having open attitude. In the long-term leadership positions should be promoted by encouraging employees to express ideas. The policy of diversity should be shaped as per the management policy by utilizing it properly. In the long-term the strategies adopted is having customized approach for employee satisfaction by being successful by building it. The economy is becoming global with the diverse workforce as it is increasing for the success and competitiveness. References Amf.net.au. (2010).Managing Cultural Diversity Training Program Resource Manual. [online] Available at: https://amf.net.au/library/uploads/files/MCD_Training_Program_Resource_Manual.pdf [Accessed 21 Sep. 2016]. Au.hudson.com. (2016).Why Are Workplace Diversity Initiatives Failing? | Hudson Talent Management. [online] Available at: https://au.hudson.com/for-employers/talent-management/talent-management-workplace-diversity [Accessed 21 Sep. 2016]. Bassett-Jones, N. (2005). The paradox of diversity management, creativity and innovation. Creativity and Innovation Management, 14, 169-175. cpaaustralia.com.au. (2011).Organisational Diversity and Inclusion Policy. [online] Available at: https://www.cpaaustralia.com.au/~/media/corporate/allfiles/document/about/organisational-diversity-inclusion-policy.pdf [Accessed 21 Sep. 2016]. Cummings, J.N. (2004). Work groups, structural diversity, and knowledge sharing in a global organization. Management Science, 50, 352-364. Fujimoto, Y. (2013). Organizational Diversity Learning Framework:Going Beyond Diversity Training.Academy of Management Proceedings, 2013(1), pp.15341-15341. Groschl, S. (2011).Diversity in the workplace. Burlington, Vt.: Gower. humanrights.gov.au. (2014).CULTURAL DIVERSITY. [online] Available at: https://www.humanrights.gov.au/sites/default/files/FTFCulturalDiversity.pdf [Accessed 21 Sep. 2016]. Littrell, L.N., Salas, E. (2005). A review of cross-cultural training: Best practices, guidelines and research needs. Human Resource Development Review, 4, 305-334. Maier, C. (2005). A conceptual framework for leading diversity. International Journal of Human Resources Development and Management, 5, 412-424. manly.nsw.gov.au. (2006).Equal Employment Opportunity Policy. [online] Available at: https://www.manly.nsw.gov.au/IgnitionSuite/uploads/docs/Equal_Employment_Opportunity_Policy%5B1%5D.pdf [Accessed 21 Sep. 2016]. McMahon, A.M. (2006). Responses to diversity: Approaches and initiatives. [online] Available at: https://www.shrm.org/hrresources/whitepapers_published/CMS_017028.asp [Accessed 21 Sep.2016] Nataatmadia, I. and Dyson, L. (2007). Managing the Modern Workforce: Cultural Diversity and Its Implications.Journal of Information Technology, [online] pp.580-582. Available at: https://www.irma-international.org/viewtitle/32666/ [Accessed 21 Sep. 2016]. Patrick, H. and Kumar, V. (2012). Managing Workplace Diversity: Issues and Challenges.SAGE Open, 2(2).