Identity In Contemporary European Cinema Film Studies Essay

Analyse the subject of individuality ( e.g. national, gender ) in two movies that you have studied on the faculty. Trainspotting follows the lives of groups of friends in Edinburgh. This movie has been known as an illustration of a ‘ new Scottish film, ‘ which leaves the stereotypes of tartanry and kailyadism which is imposed by film makers from outside Scotland, embraces urban and modern-day Scotland, and is the merchandise of a Scots movie industry. Trainspotting â€Å" non merely breaks with many traits typical of earlier cinematic representation of Scotland, but besides demonstrates the troubles of building a discourse conveying a new Scottish individuality, which is meant to replace the old Tartan and Kailyard stereotypes † . The regional individuality of Trainspotting is Scottishness. This is established through the speech pattern of the characters in the movie and besides the mise-en-scene. The Scots slang is another individuality of Scottishness, and the dark nine scene, Sput and Tommy ‘s conversation is captions, this distinctivness to the non-Scottish audiences have in the apprehension of Scots accents.In the five-a-side game at the beginning of the movie, Renton and Begbie are both have oning viridity and white shirts as one of the Edingburgh squads. This gives the characters their portion of Edinburgh and that they are portion of the Catholic community. The soiled kit they are have oning gives the presence of economic marginalization and low life style. The thought of Scots national individuality is seen throughout the movie. The tourer ideal of Scotland is taken off from the mundane experiences of the characters, and Renton expresses the rejection of â€Å" official † Scotland in the movie ‘s most celebrated scene when the male childs visits the Highlandss. In Trainspotting the Scots idiom in the movie shows the Scots heritage, giving a continual reminder to the viewing audiences of the chauvinistic differences between the English and Scottish. The movie is made amusing by the idiom, which opens a new angle from which to near the audience. In Trainspotting there the female, she is shown as a Heroin nut, compared to the other five males. This goes with the traditional manner to understand the drug subculture as male dominated. The grounds are linked to gendered thoughts about adult females, even the intensions of diacetylmorphine dependences are criminalism, foulness. These things are by and large understood to use to male members of the low societal category. The other female character, Diane, she is seen as strong articulate confident immature miss, really mature for her immature age. She blackmails me to see Renton once more and if he does n't she ‘ll state the constabulary. Nakedness is outnumbered in more with male childs than misss. Renton and Diane in full frontal nakedness, Spud nevertheless is undressed by his girlfriend as he lies on the bed, we see Mother Superior rear as Alison injects Heroin into the venas of his phallus. The camera does non travel in the bare shootings, and there are no close-ups on the private parts and nor does the camera cover the bare organic structures shot ; this objectifies the nudity of the characters in the movie. There is no female or male regard, and the manner which nakedness is shown in the movie, Trainspotting is gender-neutral. This movie is known to be for â€Å" one for the male childs † , it deals with gender issues such as the inquiring of both the male and female duality and the hegemony of heterosexualism. By overstating the gender stereotypes are one of the chief agencies that are used to movie to appeal to the audience is humourous ways. One illustration is Begbie. He is seen depicted as being happening troubles to work out struggles with aid of anything but force. He is seen sitting about in Renton ‘s level have oning his underclothes, and ptyalizing beer on the floor, he is seen being represented as a wholly devoid of emotions that he does non even see his friends dislike him and all this work stoppages is to being over the top but we merely laugh at it. Jamon Jamon is a Spanish movie, filmed in Spain. In this movie there are many elements to the Spanish patriotism that keeps the movie in tradition with Spain. First image that is normally seen throughout the film is the black Bull hoarding. You see the Bull bumper spines are seen throughout Spain, and the intension is linked with Spanish culturalisim, including Bullfighting. In the topographic point Catalunya you would see donkey bumper spines, as significance of Catalan individuality, the low donkey being the symbol of that part. The Bull is the official emblem of Spain, associating it to bull combat. In the decision of the credits, in Jamon Jamon, the black background is shown to be a mammoth hoarding advertisement brandy and stand foring a bull. As the field of vision unfastened to uncover the infinite of narrative action, ( desert scarred by a busy expressway ) a concluding handbill spot of inkiness ( the testiss of the bull ) remains dominant in frame and provides the background for the manager ‘s name. The most obvious, manner the movie defines the position and involvement to be the relationship between the narrative the actions the topographic point and assorted ( symbolic and iconic ) representation of maleness. Another illustration of muscularity and individuality in national civilization is the scene where Raul is practising bullfighting utilizing a wheel-barrow. Raul shootings of him have oning a tight blue trunkss, and gray sleeveless jersey, and shut up shootings are being used to demo his muscularity and shut up of his large phallus pouching through the trunkss. The individuality of male is frequently played with intension of meat. Hence the interlingual rendition of the movie name Jamon Jamon, as Ham Ham. Throughout the movie, there are a batch of shootings of male venereal countries. The scene where they are looking for their following underwear theoretical account, there is a line of good built muscular work forces standing, merely have oning underpants. This gives the intension of the male ‘s meat, shown with close up shootings of each adult male ‘s underpants. Female individuality is shown both dominant, but besides stereotyped. Jose ‘s female parent, Conchita plays the function of a high category concern adult female. She is seen looking glamourous, clean, expensive white apparels, and seen driving a Mercedes. She stands out from the other characters, as even the auto, is much more expensive than other vehicles around in the movie. Lorries and broken minibikes are seen. She seems to hold power with money, corrupting Raul with money to seek and score Silvia to interrupt matrimony with her boy. Silvia nevertheless is like the antonym ; she is seemed to be the on the job category miss of Spain. She has no power, but her gender and artlessness and good expressions bring her ain sort of power. The stereotyped is shown, as she is seen working in a mill, chiefly female workers, who all are run uping underwear for work forces. The male individuality starts off with being masculine. Many scenes of the male, particularly Rauls, are shown to look tough, strong and sexy looking adult male. Audience for the female regard. But so once more, there is little intension to stand for him with jambon. Him being treated like a piece of meat, he is bribed with money and gifts to make things for Conchita. She offers him money to kip with Silvia, and offers him a motor motorcycle and Mercedes if he continues to kip with her. It shows that he has nil, and will be willing to to make anything at a monetary value. The line of meat in the mill all lined up, on ropes, are seen once more in intension traveling back to the scene where they are choosing an underwear theoretical account. They are all lined up similar to the jambon that is tied up in Rauls place. ( 1248 ) Mazierska E and Rascaroli L 2003 From Moscow to Madrid: Postmodernist Cities, European Cinema. London and New York: I.B. Tauris. McArthur C 1982 Scotland and film: the wickedness of the male parents, in C McArthur ( ed. ) Score Reels: Scotland in Cinema and Television. London: BFI: 40-69. Smith M 2002 Trainspotting. London: BFI. Street S 1997 British National Cinema. London: Routledge. Welsh I 2004 Trainspotting. London: Minerva.

Pay It Forward Paper

You are thinking that this class Is going to be a waste of time, I know this because I was an DEED-100 student last semester. I also thought that it was a waste of time but the class has actually showed me some great habits for studying and managing time that I will use for the rest of my life. I am an eighteen year old who works at Innards and also has to find time with my friends and family, as well as playing acquitted for the USB team.I thought it would be difficult and a lot f pressure but with DEED-100 1 learned how to manage my time better so I could do great in college, have a job, and do hobbies in the meantime. I came Into college with a high school mentality. I soon figured out a week later that I cannot be In high school any more I have to treat this like it is college, Like It was my future. In high school I went to bed late and would wake up, go to school, and do my homework while my teacher Instructed during class.In college I cannot do that anymore, I have to do my ho mework before class and turn It In right at the beginning of class with most of my professors. I also can no longer study the night before or not study at all. The material is a lot more difficult to where I have to actually study in order to achieve. My mentality had changed when I was introduced to DEED-100. Not only does it teach you better time management but it also helps you with how you are going to take on studying for exams and taking notes in class. Ye noticed that taking notes in college is a lot more complex and different than taking notes in high school. In high school you write down everything the teacher rights down whether you understand it or not. In college the professor throws you bone, (key terms you must know!! ) and It Is your responsibility to write It down, study It, and know It the day of the exam. Managing homework and studying along with a Job and other priorities can be tough but I came up with a system to manage it effectively.My job does a great job at going around my schedule but sometimes it can still be hard. I just look at my work schedule for every week and I write what times I'm going to study before and after work. Then I write down what times I will spend with my friends and family along with doing hobbies such as Judith. This way my time schedule is nice and organized and I don't have to worry whether or not I have enough time. It is following your schedule that is the hardest part I really had to commit to it. Time is money so you might as well manage your time better so you can save more money.This semester I had made a goal for myself, as a new college student I wanted to have at least a B average for my class grades. I knew that It would be a hard task coming In as a freshman barely knowing anything about college and how It was going to be. But now that the snow Is falling and winter break Is coming up and my first master is coming to a completion and I feel pretty confident about that B average habits to the DEED-100 class and its instructor as well as my success as a college student thus far.She was very helpful in all of my learning. Not only my professors are helpful though, there are other resources that have been quite useful for my success so far too. Whenever I am not too sure about a W-130 paper I can always count on the writing lab here on campus to help me out with my grammar and punctuation errors. Or when I am about to have a math exam and I am not too sure on how to graph a polynomial, or factor a quadratic equation, the math lab here on amp's is open almost every day of the week.These resources have guided me to success all semester. If you give DEED-100 a chance like I did you will soon find out that it can aid you in your success as a college student. Not only will you learn to have effective study and note taking skills but your college life will be a lot less stressful and difficult with your time management skills. If taken on correctly DEED-100 will drive you to success. Sin cerely.

Supply and demand in baseball Essay Example | Topics and Well Written Essays - 1500 words

Supply and demand in baseball - Essay Example Over the years, various studies show that participation in professional baseball games have steadily declined. There are many reasons attributed to this condition of reduction in demand for baseball as indicated by the lower ticket sales based on volume. One reason cited is that the ticket prices have risen sharply in the past 15 years. This is accompanied by increases in the price of related goods or complementary goods to baseball games live, including parking fees and food prices. (Wood, 2004) To illustrate this point, Chicago-based research company Team Marketing Research asserted that on the average, a family of four is estimated to spend about $153 for watching in big-league ballparks as at 2004. This figure represents nearly 3% increase from 2003. Similarly, Philadelphia Phillies fans are estimated to spend around $188 for a family of four. This is greater than a 25% jump from the cost in the previous year. (Wood, 2004) Apart from this, another reason mentioned is the change in the kind of spectators who are purchasing baseball tickets. It is seen that corporations and other businesses are buying in bulks to impress clients by giving away complimentary tickets. Note that these business entities would opt for the premium seats such as those located in blocks behind the home plate and in covered boxes. In this regard, baseball owners are able to jack up the price for seats in these locations as there is an assured demand for such. Moreover, as these owners attempt to recoup the increasing cost of doing business, they boost the ticket prices particularly for those in prime locations (Wood, 2004). For instance, team owners have to contend with the meteoric rise in their factors of production, especially labor. Wage is often perceived as the primary component of business cost that leads to the increase in price (Dornbusch, Fisher& Starkz, 2002). In professional baseball, it is seen that teams belonging to the top 25% of revenue-earners have experienced an increase of $28 million on the average between 1995 and 1999 alone (Bergen, 2000). As team owners are tied up with multi-year and multi-million dollar contracts with their players, they attempt to recover the substantial wage cost by increasing ticket prices. Given the above, it could be concluded that inflation has not only affected the basic goods but the baseball ticket prices as well. This could be better explained with the aid of the graph (Change in Demand for Baseball Game Tickets). Based on the graph, it is exhibited that the price of baseball tickets has increased form D0 to D1 due to the consistent demand of corporate buyers coupled with the increasing cost of operating a baseball team. In macroeconomic terms, the "inflation" that has affected baseball tickets may be classified as both cost-push and demand-pull. These means that the steady demand for baseball tickets as well as the rise in the cost of doing business (Samuelson & Nordhaus, 2002) has led to the hiking up of baseball ticket prices. However, as baseball fans, especially families, have been hit by inflation, thus increasing the

Assisted Suicide Research Paper Example | Topics and Well Written Essays - 2750 words

Assisted Suicide - Research Paper Example The minutes pass like hours and you’ve been in this condition for three years. Relatives and friends occasionally come by but the visit is brief and filled with only sadness. What are you thinking as the minutes, days, months and years pass? Most, it would seem, would be praying to die wondering why anyone would be allowed to suffer physical and psychological pain endlessly. It is the worst type of torment, one without control or end. If you can speak, no health care worker will hasten death. If you cannot speak you cannot even express your wishes. If you were the family dog, society would have fully condoned that the â€Å"humane† option was taken and you were â€Å"put to sleep.† Laws that prohibit euthanasia are government mandated torture. The option of euthanasia, or doctor assisted suicide (DAS), strengthens the important doctor/patient relationship, respects an individuals dignity and right of personal autonomy in addition to reducing the suffering of pati ent, their families and the medical costs to both. Euthanasia is the contraction of Greek words meaning â€Å"good death† but too many people die gripped in pain, guilt and humiliation, a bad way to die. It’s shameful for a society to somehow justify the prohibition and criminalization of DAS. Statistics The General Population Those who oppose the concept of legal DAS usually do so based on religious grounds, believing that only God has the right to give and take life. Others claim that because people don’t decide how and when they are born they should not decide how and when they die. They also caution that legalizing euthanasia is a â€Å"slippery slope† and could result in an abuse of authority, that people could be euthanized when they don’t really want to die. Opponents to euthanasia are in the minority however, and support for a compassionate death is growing. In 2002, a Harris poll found that sixty-five percent supported legalization of DAS while sixty-one percent supported implementing a variation of Oregon’s Dignity Act enacted in their own state. The Act allows terminally-ill patients to die by self-administrating lethal drugs that were prescribed by a doctor for that specific reason. A series of studies involving patients with a terminal illness revealed at least two-thirds would like to have the option of a DAS. Surveys taken in California during 2005 and 2006 found seven in ten favored the idea that â€Å"incurably ill patients have the right to ask for and get life-ending medication.† (Fieser, 2011) Though it didn’t pass, a DAS bill introduced in 2005 to the California State Legislature gained passionate support. The Medical Community Support for legalized euthanasia is also found among those of strong religious faith though not to the degree as the general public and medical community. A 2005 national survey of doctors found fifty-seven percent consider DAS ethical. A Journal of the America n Medical Association survey in 2001 found a clear majority support the Dignity Act. Also in 2001, the Journal of General Internal Medicine found that forty-five percent of doctors thought DAS should be lawful and just thirty-four percent opposed. Mental health professionals realize that terminally ill patients can choose to die while mentally competent. A rational person can choose death as an alternative. Many medical groups have determined to adopt a â€Å"studied neutrality† stance on the subject of DAS, realizing not all within the medical field agree. (Fieser, 2011)

Constitutional and Administrative Law Coursework Essay

Constitutional and Administrative Law Coursework - Essay Example Griffith (1985) is extremely decisive of the comprehended deficiency of rule within Government sections. He commented that indispensable political reformation is crucial to hold back prerogative powers in any Department. Prerogative powers exist even now and it is very difficult to spot those powers precisely. For example in R v Home Secretary2 the court acknowledged the reality of a prerogative power, to preserve peace in the land and which had prior to this not been identified. Much of the constitution is principle and not law. For instance the powers of the Prime minister, as they are not law are uncontrollable by courts. This results in some doubts with regard to whether the courts are constantly eager to make certain that the government maintains its legal powers. According to Elliott & Quinn (1998, 368) "The Home Office is just one department responsible for British laws. The Law Officers' Department and the Lord Chancellor's Department also contribute to law reform. All cases brought up by the police for trial must be now taken up by the Crown Prosecution Service which is maintained by the Director of Public Prosecutions and they are answerable to the Attorney General and Solicitor General". The Criminal Injuries Compensation Scheme was a source of challenges and unavoidable especially in cases where huge sums of public money were dispersed to victims of crime. This was carried on via a non-statutory process which was governed by ministerial rules of thumb, without proper judicial purpose, or clear appellate rights (Harlow and Rawlings 1984, 388-398). After the turning point decision of R v Criminal Injuries Compensation Board3 (CICB), which demonstrated that decisions of the CICB were reviewable and set the bases for the present review of the prerogative in common. Wade (1989, pp.59-60) debated that damages of the dupes of crime does not amount to exercise of a correct prerogative at all. The reason is that it is not different in role to the institution of a private trust. This view powerfully prefers Blackstone's stress on the 'singular and eccentrical' quality of true prerogative power to the account presented by Dicey based on its discretional character (Munro 1987, ch. 8). Nevertheless, the outlook that reimbursement is prerogative theme since it is non-statutory, and is also similar to the allocation of crown payment, is too acutely entrenched in the judicial awareness to be deserted now. A V Dicey specifies the Royal prerogative as "The residue of discretionary or arbitrary authority, which at any given time is legally left in the hands of the Crown". 4 William Blackstone on the other hand identifies the prerogative more firmly. He states that prerogative powers are those powers which "the King enjoys alone, in contradistinction to others, and not to those he enjoys in common with any of his subjects".5 Lord Parmoor in the De Keyser's Royal Hotel case of 1920 agreed with Blackstone's opinion of the prerogative powers.6 But Lord Reid in the Burmah Oil case of 1965 did not agree with this idea.7 The range of the Royal prerogative power is disgracefully difficult to decide. It is obvious that the continuation and degree of the power is a subject of common law. This makes the

Income Statement Essay Example | Topics and Well Written Essays - 250 words

Income Statement - Essay Example The cost of goods sold is directly related to the manufacturing of products by the company; hence, it must incur overapplied or underapplied overhead costs in the calculation of cost of goods sold. The company has earned a viable net income after deducting all the expenses. The financial position of the manufacturing company seems to be sound in 2011. The revenues for the year are summed up at $680,000 and gross profit is accumulated at $420,000. The company can increase its income for the year by lessening the sales expenses and the operating and administrative expenses. The administrative expenses of the company are totaled at $70,000 and the sales expenses are accumulated at $40,000. Superior Manufacturing Company can reduce its administrative expenses by investing more in technology, outsourcing business processing and technological advancements, automate the functions of customer service by using online systems, etc. This will help the company to increase its net income. Summing up, the company has a stable financial position and can improve more in the coming years by cutting down its

Should the government provide free public education to children of Essay

Should the government provide free public education to children of illegal immigrants - Essay Example Illegal immigrants in the USA generally belong to the lowest socioeconomic status among all classes of people in the USA and increase the poverty in the country. They also cause violence to get money and things because they cannot get employed in the legal way. The government should not provide free public education to children of illegal immigrants because this not only encourages illegal immigrants to come to the USA but also increases the challenges for the indigenous population and legal migrants. Providing the children of illegal immigrants with free public education essentially means encouraging more people to immigrate to the USA illegally. â€Å"The prevailing image of undocumented workers in the United States is that of a population with low levels of educational attainment, employed in sectors supplying low-skilled jobs† (Rivera-Batiz, 2001, p. 2). People want better education and better employment opportunities. They do not care whether they are legal or illegal in the country as long as being illegal does not deprive them of the rights that the legal residents of the country enjoy. If the government starts providing free public education to the children of illegal immigrants, the population of illegal immigrants in the USA would increase manifolds. Along with the increase in population, the challenges for the government as well as the native population would be maximized. The government would have to arrange food, and provide for the needs of a larger population of citizens than what it does now. This would increase the economic burden on the USA and the country’s economy would be affected in a negative way. Providing the children of illegal immigrants with free education in public schools is ethically wrong because this means funding their education with the money of the tax-paying legal residents. In the USA, the cost of living is very high. In a vast majority of families, both husband and wife work to manage the expenses of the whol e family. Many people in the USA do more than one job to make enough money to live a happy life. People work so much that there is very little time for recreation. A significant portion of their hard earned money goes to the government in the form of taxes. Having worked so hard to make this money, the legal residents of the USA deserve to have their tax-money used by the government in such ways that would benefit them in the long run. If the government uses the money collected from the taxes on funding the education of children of illegal immigrants in schools, this might occur as a compromise upon the quality of education of the children of the legal residents. Many public schools in the USA in which the children of legal residents are gaining education require more funds to raise the quality of education. Spending money on such schools for better education of the children of legal residents would be a much better use of money than spending them on the education of the children of illegal immigrants. Critics may argue that if the government bans free education to the children of illegal immigrants in the public schools in the USA, the illegal immigrants would never be able to upgrade their standard of living and would continue to live in poverty for generations. The answer to this counterargument is simple; illegal immigrants are not the problem of the government of the USA because their legal status in the country is nil. An individual is only entitled to have benefits in a country when his/her legal status

Construction Materials Assignment Example | Topics and Well Written Essays - 1500 words

Construction Materials - Assignment Example 1.1. Social Buildings have to comply with social considerations of sustainability so that they must provide safe, comfortable and healthy interiors. In order to meet these objectives the major considerations are ensuring structural integrity, dealing with vibration levels, adequate weather protection, fire resistance and acoustic performance. 1.2. Economic Economic considerations play a major and often deciding role in determining what kinds of materials to use for construction purposes. The major considerations are that buildings ought to be durable, reusable, require low maintenance and energy efficient. These considerations need to be satisfied both during the building phase as well as during the operation phase. Some other considerations include the construction costs, net lettable area, building reuse value, construction programmes and whole of life value. 1.3. Environmental Environmental considerations mandate that buildings ought to be constructed in a manner that their whole- of-life energy use as well as their greenhouse gas emissions produce a small ecological footprint. The major considerations are the life cycle assessment (LCA), cooling of urban areas, thermal mass and recycling. Appendix ‘A’ shows the mutually common area that social, environmental and economic factors share to produce a truly sustainable design. 2. Sustainability of Current Lecture Centre Building Concrete has been in extensive use around the globe as a preferred construction material for residential and commercial applications alike (Goodchild, 1997). When put in perspective of sustainability, concrete has a number of advantages to offer including (but not limited to) economic considerations, durability, acoustic performance, recyclability, thermal mass, fire resistance and adaptability. The factors listed above can be optimised to achieve maximised sustainability from concrete construction based on construction techniques and other considerations. The current Lectur e Centre Building at Brunel University is made out of concrete in large part and offers a sustainable outlook based on social, economic and environmental considerations. These are discussed below in detail. 2.1. Social Concrete buildings are able to offer structural integrity along with structural requirements that are well understood by designers and builders alike. This leads to the construction of safer structures that are able to stand up to risks such as snow, earthquakes, wind base loading etc. The large mass involved in concrete construction ensures that these structures provide excellent damping characteristics that are required for minimising vibration. In addition, concrete provides exceptional fire resistance given that it does not burn at all and does not emit toxic fumes when exposed to fire (Ching, 1995). For most cases concrete structures can be described as fire proof. Similarly, concrete structures are able to offer excellent acoustic damping characteristics as well which mandates the lowest possible use of insulation materials. 2.2. Economic Concrete buildings are the most economical solution when it comes to multi-storey buildings (please see Appendix ‘C’ for a comparison). The large amount of benefits that are provided by concrete such as fire resistance, large thermal mass and durability ensure that concrete buildings have lower operating costs and maintenance requirements. Building reuse is also more common for concrete structure for example

Deloitte Company Internal Communication Assignment

Deloitte Company Internal Communication - Assignment Example Deloitte operates on the logic of being the first choice of the world’s best talents as reflected in eminence, diversity, and culture (Deloitte 2012 Global Report, 2012). The company’s vision also connects with the need to attract the world’s best clients through the provision of excellent service in the different business segments that define its business operations. The company’s mission is to offer measurable value to its global clients through its vast network of professional diversity and remarkable expertise. Deloitte defines its culture around shared values, which connect its people across the globe with the objective of cultivating trust between partners and professionals in a way that promotes the levels of confidence in the capital markets (Deloitte 2012 Global Report, 2012). The values espoused in the company’s culture enjoin all the employees of varied origins, languages, cultures, and customs to work with the single purpose of achieving collective successes. Such a broad and comprehensive cultural framework was designed in conformity with the global reach of the company’s firms. Deloitte seeks to align its culture with universal standards in order to meet the diverse needs of its global clientele (Deloitte 2012 Global Report, 2012). ... Deloitte is guided by the ethics of collaborative and people-focused culture, which enhances mutual respect, ongoing learning, and open communication. Past and recent audits on the firm’s performance indicate a trend of consistent growth in performance, brand profile, clientele, and profits.  

The strange case of Dr Jekyll and Mr Hyde Essay Example for Free

The strange case of Dr Jekyll and Mr Hyde Essay In my essay I am going to discuss the story called The Strange Case of Dr Jekyll and Mr Hyde. This story is a pre 20th century gothic novel written by Robert Louis Stevenson. When I say a gothic novel I dont mean something of the dark ages but rather a story that has a dark deep story which ventures into the unknown. This story is typical of the 19th century when people had radical ideas which were questionable to those in Victorian society. The story starts with a person called Mr Hyde trampling over a young girl and producing a cheque with Dr Jekylls name on it to pay for the damage done to the girl. Later Dr Jekylls friends find that he has made a will to a man named Mr Hyde that was to be given to him under doctor Jekylls death or disappearance. His friends think that he has been threatened or forced to make a will to this wicked man Mr Hyde. Later in the story the whole mystery was revealed to us. Dr Jekyll was involved in an experiment which was supposed to break the bond between good and evil. This barrier of good and evil could be put in comparison with Soho and Cavendish Square. The experiment that Dr Jekyll was involved in made his evil side come out which was Mr Hyde but to do this Dr Jekyll had to drink a potion. After a while Hydes appearance could no longer be controlled with the potion but came out when ever Dr Jekyll dosed off. This is why Dr Jekyll made a will to Hyde because he was afraid that he will never be able to turn back to his normal self and Hyde will have money to spend instead of having nothing. Later I will discuss this in more detail but now I will talk about the setting of the novel. In the novel Stevenson uses different characters to show and express the theme of mans hypocritical and divided nature, one of these characters is Dr Lanyon. When he is with his friends his behaviour seems to show someone who is a good friend and will do a lot to help his friends out but when it comes to his reputation he will not help his friends as he previously would have if it did not involve his reputation and others who have ruined their reputation by their deeds. One example of this is when he was dying he said I have had a shock and I shall never recover. There it sounded as if he has signed his passport to death, yet later when Jekyll is mentioned he says I wish to see or hear no more of Dr Jekyll. He didnt say why he didnt want to see him any more he was very vague as he was trying to keep his own reputation and that of Jekylls. This may seem a nice thing to do but if it involves something as serious as someone changing into the wicked character of Hyde who kills people suc h as Sir Danvers Carew then to protect them seems wrong. Gabriel Utterson is supposed to be the perfect gentleman he shows this by trying to find out peoples problems and trying to solve them but without the problems being gossiped about. An example of this is when he found the will that Dr Jekyll had made to Hyde which would have allowed Hyde to have Jekylls money after his disappearance for more than 3 months or his death. This concerned Utterson so he talked to Jekyll himself and said I have been waiting to speak to you, Jekyllyou know that will of yours? That is just one of the many quotes that could be found since it shows that he had a true interest in his friends and by the manner of the sentence construction it looks like he is speaking to Jekyll in a calm manner with a listening ear and someone who speaks like this would unlikely be a gossiper. Despite his kindness and loyalty to his friends he still wasnt the perfect gentleman since he was attracted to those of the Victorian underworld. This suggests that visits to places like Soho is not out of the question and this defies his outer reputation so the saying never judge a book by its cover fits nicely here as even though Utterson seems such an upright man he still under his cover has something to hide. Furthermore the woman at Hydes room is another example of hypocrisy. She is smoothed faced and well mannered when she comes to the door but no doubt has evil dealings with Hyde which her demeanour hides. Mr Hyde is the most controversial of characters. He is the evil side of Dr Jekyll. We know the sort of things Hyde gets up to such as his assault on people, his murders and the fact that he resides in Soho gives an idea of his conduct. These sorts of actions are not associated with Dr Jekyll but it is still him that is doing it. This shows that even though Jekyll seems to be respectable he has evil thoughts and this is expressed through his metamorphosis into Hyde where all his evil comes to the fore. Discussing Jekyll shows that once he had conducted his experiment and proved that he had broken the barrier between good and evil he continued conducting these experiments and he knew what Hyde was doing but he still let Hyde rampage until he couldnt be controlled. So this shows that though one may have good intentions in the beginning they can be changed by unforeseen circumstances so it shows that it is hard to control that quality of evil. You could say that Enfield leads a double life as he saw the girl being trampled down he must have been out at that late hour of 03:00 and he would have only been out at that time if he was venturing down the streets of Soho doing things that upper class Victorian society would not allow him. Stevenson used the idea of there being a beast inside a man in the character of Hyde. We saw that Hyde had animal like qualities. In the novella he was found to be shrinking back with a hissing intake of breath signifying that he had snake like qualities in him. Also, when Poole was describing when he saw a thing in the house which he thought may have been Jekyll he said If it were my master why did he cry out like rat and run from me, that shows another animal like quality that Hyde possessed. Here Hyde was depicted as using animal like qualities, without conscience suggesting that evil is easily committed. This theme of there being a beast in a man was developed by Charles Darwins theory of humans developing from apes so Stevenson gave his central character these qualities had beast like qualities. Following on from that Victorian people were obsessed by the idea of recidivism. This is when they thought that the poor were going to turn into animals and the rich were worried by the collapse of societal values. This suggests that we all have evil in us. I dont think that we have good or evil in us but it is up to us to be good or evil. Anyone can do anything evil, but the thing is whether their conscience will bother them. In 99 people out of 100 people their consciences will bother them if they killed someone on the other hand in the case of Hyde he had no problem killing another human being. Stevenson uses a number of symbols to reinforce important themes in the novel. Perhaps the most powerful symbol in the novella is found in the contrast of the rear and front entrances of the house. The door that represents innocence and decency is the front door. This is the door where Dr Jekyll usually enters. This door represents excellence because it is in Cavendish Square; this area has a reputation of being the dwelling place of the most respectable people in London. The front of the house, where the front door is situated, is clean and maintained to an exemplary standard and gives an air of purity. However, the door and the stylish exterior belie the existence of Hyde in Jekyll. A door is used to depict the evil secretive side of Dr Jekyll. This can be said because the lab outhouse is an old dilapidated building as shown by this quote and bore in every feature the marks of prolonged negligence. The door which was equipped with neither bell nor knocker, was blistered and distained. This shows that no care was shown to this building that was in fact part of Dr Jekylls house. This rear door was in Soho even though it is the same house as doctor Jekylls. Since there are two sides of the house it coincides with the two sided nature of Dr Jekyll whose other side is Hyde. This is why Hyde uses the back door that represents evil because it is in Soho and is derelict and why Jekyll uses the front door which is clean and represents Jekylls innocent nature. Soho gives the connotation of iniquity and wickedness, because in Soho there were many poor people who went to all kinds of lengths to get money some of these are things like stealing and prostitution which you do not associate with purity and hence door denotes vice. Stevenson seems to be saying that being poor is being evil, however you cant judge a person from their material possessions but the environment they are in can affect their behaviour. In the novella Stevenson uses images of buildings with locked doors, those without windows or barred windows. I think these symbols give a sense of being trapped. In this case evil is trapped behind locked doors. Some doors were opened to no one. This was not uncommon in Victorian society. These were things associated with recluses. The reason why I use this is that Jekyll was locked in his cabinet for a very long time. This is a symbolism of Dr Jekylls soul trying to suppress something evil from coming out which is Hyde. This is shown in Dr Jekylls narrative when he says It took on this occasion a double dose to recall me to myself so he was trying to suppress Hyde by taking this double dose of potion. Some other images that will fill this niche well are barred windows because this depicts some thing urging to get out but is being obstructed by a barrier. This at first represented Hyde when Jekyll had only started to take his potion but later this represented Jekyll when Hyde was ra ging and Jekyll was keeping him out. Stevenson uses the characters speech in The Strange Case of Dr Jekyll and Mr Hyde to show us how honest or dishonest characters are. Some of the characters are honest in their speech and usually which is calm and straight forward because they have nothing to hide. On the other hand, even though Poole was honest he was very frightened when he was talking to Utterson about the mysterious happening of Dr Jekyll he said I have been afraid for a week and I can bear it no more. Here Poole was being very honest about the fact that he was scared of the situation in the house so honesty does not always mean that you are going to be relaxed but you still can be tense when telling the truth. Enfield can also be an honest talker even though he is a bit of a gossiper. Some other characters that are not so honest include Lanyon and Jekyll. We can tell this because they are reserved secretive and even formal with their own friends. For example, Jekyll speaks in a very reserved manner and secretive way with his own friends. An example of this is when he is speaking to Utterson about the will You do not understand my position, I am painfully situated, Utterson; my position is very strange. It is one of those affairs that cannot be mended by talking. There we see that he was very vague with his own friend, which is a very strange position. You could at least explain to your friend but since Jekyll had Hyde to hide he glazed over the subject leaving Utterson mystified. There is another example of this in the case of Dr Lanyon when he was speaking to Utterson about Jekyll he said I swear to God I will never set eyes on him again. He did not say why he would not set eyes on him. Even though he was saving the reputation of Jekyll and keeping to his doctors agreement not to release any information he still should of told Utterson because when Jekyll turned into Hyde lives were at risk as Hyde was a person of evil. So Stevenson shows that Victorian people of the upper class still strayed from their strict boundaries and were hypocritical they did this because they had something to Hyde. Using a number of different techniques and images Stevenson creates a dark and menacing setting for the novel. Most of the action in the novel that in involves Hyde takes place under the cover of darkness and Stevenson frequently reminds us with this by giving us images of light and dark. Light can change peoples moods all the way from bright and cheery to the opposite of dark and menacing. It is interesting that Stevenson uses a dark black winter morning when Enfield meets Hyde. This dramatic tension something bad had happened at that time hence Stevenson uses darkness to depict something sinister. Stevenson also refers quite a lot to lamps as they have to do with light. In the story it says My way lay through a part of town where there was literally nothing to be seen but lamps. This depicts darkness in other words evil, and there is some good, the lamps, but where there is too much darkness and too few lamps it is like evil overwhelming the good. This scene was at 3oclock in the morning when most good people are asleep so this gives criminals the chance to be active without being spotted so this is why that scene was effective because the corruption by far outweighed the good. Stevenson compares the streets of London to a labyrinth, which depicts that London is an easy place to get lost in therefore it would be a criminals paradise as they can do anything and weave themselves through the streets of London away from pursuers such as the police or victims of the crime. This can also depict Dr Jekylls lost soul as he cant seem to bring himself back but being continuously being over ridden by Hyde, his evil side. Stevenson shows us how deserted the streets of London were at night time Street after street and all the folks asleep street after street, all lighted up as if for a procession and all as empty as a church. That really shows how deserted the streets of London were as empty as a church. This is when Hyde went about his dealings such as the murder of Sir Danvers Carew. Another example of the silence is in Chapter 2 By ten oclock, when the shops were closed the by street was very solitary, and in spite of the low growl of London from all round, very silent. So if a place is very solitary and very silent it must be desolate except for those who do things under the cover of darkness such as criminals and those who have something to hide. To create setting with a particularly threatening and depressing atmosphere, Stevenson uses words and phrases such as great chocolate coloured pall lowered over heaven to depict a dark and lifeless time with no brightness to be seen. Another example is mournful reinvasion of darkness. This makes it seem as if bright has been there for a very short time but and darkness is coming again. This shows that it must be winter time. Also used is some city in a nightmare that quote explains itself. Dingy street, brown as umber and blackguardly surrounding all describe what Soho was like. These phrases also seem to show a war between light and dark. The above is a description of the morning but there is also a lot of mention of dark. This war between light and dark has been made by Stevenson to reinforce some of the central themes of good versus evil. A quote between shows this war between light and dark is this for a moment, the fog would be quite broken up, and a haggard shaft of day light of daylight would glance between the swirling wreaths so that shows only for a while there are sunny spells and quickly they disappear from the fog. When those two forces are equal this was like when Jekyll resumed have his dinner parties. Stevenson uses every day phrases to depict great powerful images and these images are relevant to people in his day so that is why his stories work so well. By setting his novel in the heart of London, between Cavendish Square and Soho, Stevenson allows us to see the divisions between the rich and the poor in Victorian society. All of the main characters in the novel are rich excluding the illusive figure of Hyde who is a rich person because he is Jekyll but lives as person who is neither rich nor poor. The rich characters are supposedly solid, respectable men, and should be possessed by people like lawyers and doctors. These are men who have a high social status in Victorian society and could afford a large house with a butler and many servants. This gave these people, such as Jekyll, a sense of power over other people. In our story it seems as if Dr Jekylls reputation for being an upright, good and exact person is being lost with his association with Mr Hyde that is why he seems to shy away from the subject of Hyde when it appears in conversation. The area where Dr Jekyll, Mr Utterson and Dr Lanyon live is a wealthy and respectable area in the heart of Londons West End, Cavendish Sqaure. It is imperative that men of such status live in these areas, as they complement the high social status they are supposed to have. They would not find themselves in an area such as Soho, let alone live in it, but one person Mr Hyde is a disreputable man and seems to have no awareness of social standing. Soho is amazingly within a mile of Cavendish Square but the contrast of the two places is immeasurable. One would presume that because two areas are in such close vicinity they would be fairly similar, in the case of Soho and Cavendish Square you would not be more wrong. Soho is destitute, the streets are grimy and you would find it impossible to find a clean spot, beggars sit outside the door hoping people will give them money, there are people who are ready to jump you if they get a whiff of money on you, and women that prostate themselves in brothels to get money. These are the sort of places that respectable people go to satisfy their desires under the cover darkness. In contrast Cavendish Square is clean and filled with lavishly furnished and structurally sound buildings unlike those in Soho where the houses are decrepit and beyond repair. Since the houses in Cavendish Square are so grand you would think that they would be housed by honest people but we know that not all of the people are as honourable as they seem. Going into more detail the lives of those in Cavendish Square would consist of many dinner parties, studying and for the younger generation there would be plenty of balls. Most of these upper class people would distain the thought of leading a life like those in Soho as they were very comfortable and were engulfed around this lifestyle. Also the difference between the women of the upper class and lower class is that those of the upper class would have very little free choice as these were controlled by a man of the family whether that is their husband brother or father. In the lower classes the women had more say as they had to do what they could to earn money to live on but this was unnecessary for the upper class as a few pounds here and there would not make much difference to their hundreds of thousands to millions of pounds. In this essay Stevenson was trying to make us think about the nature of humans in Victorian society. In Victorian society there were great rifts between the rich and the poor. These rifts made the upper class think that the poor were beast as they had to go to seemingly animalistic means to get the food that they needed. What these upper class people didnt realise was that if you put two completely different people in close proximity the worst of people would come out. This can be said because if you went in to the country in that time you would find farmers doing their work to get money, they had the opportunity to earn an honest living but not in London. London was an over crowded place at that time and was nowhere as large as it is now. Factory work was the most popular line of work for the lower class people but those found in Soho were unable to find jobs to earn an honest living. The upper classes obviously did not realise the reason for poor life in Soho hence became obsessed by the idea of recidivism. This is why I think this story has that theme as Stevenson was trying to explore ideas as to why the poor lived in such an animalistic state. Stevenson has made me think of why the lower class Victorian society had to go so low to survive that is why I have the explanation above. The setting of Victorian London is a fitting setting for this type of novel because this is a time when there were lots of mysteries that were not mentioned because of superstition and so remained a mystery. In a modern society though these are no longer mysteries as the problems to these solutions has been solved. The solution is to treat everyone equally or have equal opportunities; with this no one can blame any one for their poor quality of life but themselves. Unfortunately this can only be said of richer countries as they have the monetary capabilities to give every one these opportunities. In Victorian times you automatically were judged by the class you were born in to and had a poor education so therefore you did not have the opportunities of those today. The reason why Stevenson wanted us to think about the difference between classes is that he grew up in Edinburgh where the difference between the classes was greater he witnessed poverty, disease and over crowding near to his place of dwelling, a middle class New Town. This could be associated with the closeness of the two places of Soho and Cavendish Square. This city fed Stevensons young mind of the supernatural so that is wh y he thought of the character of Hyde; pure evil. Another point of discussion is duality. Stevenson made us think whether men have an evil side or not. I do not think that men can separate themselves into two simply by drinking a potion but they could have a dual personality by leading a double life. This point was a prevalent point in the story with the example of Jekyll hiding things from people using his double personality to do what ever he wants to. Many people did this in Victorian times but not having two characters but using the cover of darkness to do what they would not dare to do in the daylight as their respectability was very important to them in other words they were hypocritical. Stevenson was trying to use this subject of respectability which he had a problem with. He wanted to see what other people thought about his life style without using himself in the story but by substituting himself with the two characters of Dr Jekyll and Mr Hyde. When he was 17 and studying engineering he was living a respectable life by day and under the cover of darkness he was living a debauched life that would not befit the life of someone in the middle classes. Because of the hypocrisy he witnessed, and was going through himself he wanted to bring to peoples attention that the seemingly perfect upper and middle classes were not what they seemed but on the whole a hypocritical bunch of people. Now days the things that the poor got up to dont seem as bad but when we look to authority we find it shocking to learn what goes on. An example of this is of Bill Clinton. We all know the story that he was having an affair with someone else when he was married and managed to hide it for some time. So think again, hypocrisy still goes on today. This essay had a great deal to do with the Victorian culture as this idea of duality perplexed many doctors and scientists of that day Stevenson tried to find the explanation for himself and no doubt other people of the day had tried to find the answer. Like the person who wrote a short story called Markhiem that had characters living double lives in it. Stevenson had a fetish about this idea of duality, it was no doubt because of his illness and inability to spend much time outside his bedroom and therefore his nurse told him stories about the differences between life of good and evil with the life of evil leading to a life in hell. This made him have terrible nightmares which stuck to him through out his whole life this is why in his stories he described Hyde as having the mark of Satan. Stevenson recalls his nurse telling him there are but two camps in the world one perfectly pious and respectable, one of the perfectly mundane and vicious: one mostly on its knees and singing hymns, the other on the high road to the gallows and the bottomless pit. This no doubt made him think of the idea of recidivism because if one were so vicious they must be nearer to an animal instead of a human.

Role of Human Resource Managers in Diversity Management

Role of Human Resource Managers in Diversity Management CHAPTER 1: INTRODUCTION This chapter presents the background of the research on â€Å"How can international human resources managers effectively manage diversity in multinational company?†- Case study Tesco. The company overview of Tesco in UK, background of the research, organisation background, rationale statement, research questions, and purpose of the research conducted the aim and objectives of the research identified by researcher. The structure of the dissertation is described at the end of the chapter. 1.1 Background of the Research 1.1.1 Managing Diversity Managing diversity means maximizing diversitys potential benefits such as greater cultural awareness and broader language skills, while minimizing the potential barriers such as prejudices and bias that can undermine the companys performance. Dessler (2008, p.61) referred to diversity as potentially a double-edged sword. Generally diversity refers to the variety or multiplicity of demographic features that characterize a companys workforce, in terms of race, sex, culture, national origin, age and religion. Many organisations have implemented various types of initiatives within the last few decades in an effort to deal with diversity. A possible missing link between how the human resource managers deal with diversity and its impact on the organisation is a diversity strategy that is executed using a planned approach to systemically manage diversity (Leopold Harris 2009). The increasing diversity and changing demographics of the UK workforce, the expansion of anti-discrimination legislation, legal rights for individuals with caring responsibilities and government policy commitment to the work-life balance have created new challenges for employers across employment sectors. This research explores some of the issues that arise for employers, managers and employees in the development and application of multinational organisational human resourcing policies which are intended to promote equality of treatment and recognize diversity in the workforce. The 2004 WERS survey (Kersley et al., 2006) found that 73 percent of workplaces had a final written equal opportunities policy or a policy on managing diversity compared to 64 percent in 1998. This figure increased to 98 percent in the public sector (97 percent in 1998) with the incidence of formal policy being higher in large workplaces which means that most employees work in establishments with a formal poli cy. This was evident in the 2007 CIPD annual recruitment and retention survey which revealed that only half of the 905 participating organisations had a formal diversity strategy although again the public sector is more proactive with 83 percent reporting a strategic approach to diversity (CIPD, 2007 a). Todays business and service organisations are meeting the challenge which demands systematic efforts, as many of them have come to realize. Whether the multi-cultural character of the organisation arises from its international workforce and its local operations in various countries, from the mixed backgrounds of a workforce in a single location, the organisation must address this diversity if it is to be successful. Groups of people see the world through their own set of assumptions, values, beliefs, customs, traditions and attitudes that are shared by an organisations members. Learn about their culture and how it shaped them, and aim to understand how other culture work that can be an effective global manager. 1.2 Organisation Background In this research, selected company will be Tesco Metro (Whitton, Branch) London outlet where different cultural people working. Tesco is one of the UKs major retail supermarkets. Tesco is an international retailer where there are working different countries and cross-cultural people. This research is a collection of how the Tesco Company has used diversity to support their business goals and valuable learning and what makes good diversity practice. Tesco is the fastest and largest growing retail chain in UK as well as international arena. Tesco started its journey in 1919 in the East End of London. As a result, Tesco came as a national store across the country in 1970. To beat others and to reach top Tesco brings more innovative idea and implemented those from 1992 to 2004 like slogan â€Å"every little help†, Tesco value, Club card, 24 hours service, Online service and so on (A history of Tesco: The rise of Britains biggest supermarket). Tesco is operating in the UK set its position as a market leader with over  £2 billion of profit with total 3728 stores around the world, where in the UK 2,306 stores and employing over 286,394 staff. It provides online services through its subsidiary, Tesco.com. The UK is the companys largest market where it operates under four banners of Extra, Superstore, Metro and Express. The company sells almost 40,000 food products, including clothing and other non-foods lines. The companys own-label products (50 percent of sales) are at three levels; value, normal and finest. As well as convenience produce many stores have gas stations, becoming one of Britains largest independent petrol retailers (Tesco Annual Report Review, 2009). According to market share Tescos positions in number one in UK and third position around the world. Tesco is the market leader with 30.40% (March, 09) of market share though its lost a bit of market share 0.5% in recent year due to credit crunch. Tesco market s hare is nearly two times higher than other retail shop like Asda (17.5%), Sainsbury (16.1%). (Retail Analysis) Tesco has a very friendly and supporting approach in the routine ways that staffs at Tesco behave towards each other, and towards those outside the company that can make up the ways people do things, where at great place to work. The control systems and measurements are constantly under the management review to monitor the efficiency of the staff and managers decisions. On-going meetings and communication at every level of the companys hierarchy represent a strong internal environment (Tescos Value and Strategy). Cultural web theory application (The cultural web theory is also an effective analysis for management in order to represent the underlying assumptions linked to political, symbolic and structural aspect of the company) is a useful tool in considering the cultural context for Tescos business (Tescos Value and Strategy). Culture generally tends to consist of layers of values, beliefs and taken for-granted actions and ways of doing business within and outside the company. Therefore, the concept of cultural web is the representation of these actions taken for granted for understanding how they connect and influence the strategy (Veliyath and Fitzgerald, 2000; Johnson and Scholes, 2003). It is also useful to understand and characterise both the companys culture and the subcultures in adaptation of future strategies. 1.3 Rationale statement Generally, a self assessment for international human resource managers is to evaluate and improve their global management skills. But it also creates a challenge for individual managers who must manage with working across geographic and cultural areas; understand how issues of managing diversity inform and influence human resource strategies and evaluate the respective responsibilities of international human resource managers for managing diversity policies and practices. The key concept of managing diversity accepts that different cultural workforce consists of a diverse population of people. The diversity management can recognize a wide range of individual differences and benefits to the employment relationship to individual needs which can lead to the organisational competitive advantage. This research explores the key principle of diversity in one of UKs leading super market named Tesco Metro (Whitton Branch) London. The researcher intends that how managers mange working with diversity people in workplace in Tesco, whereas equal opportunity focuses on different ethnic groups. 1.4 Research Questions As human resource manager in a multinational company needs to consider the following major issues: 1. How people manage a group of different culture people? 2. What is the communication within work? 3. How do the managers manage diversity and equal opportunity within the service? 4. How can the manager influence teams performance? 5. How can the manager help people learn and develop? 6. How can the manager help people to manage change? 7. How he is motivating people? 8. How can the manager handle equal opportunity? 9. What strategy managers should apply to get a good result from employees? How a human resource manager can handle all those areas and successfully the organisations mission with different countrys people. 1.5 Purpose of the Research 1.5.1 Research Aim The aim of the dissertation is to analyse the competitive advantage of the organization that are managing people as assets which are fundamental. And to examine diversity, equality and discrimination issues in a multinational company, in the particular way of human resource managers to manage work with different culture people. Tesco has been used as a case study in this dissertation. 1.5.2 Research Objectives 1) An international human resource managers needs to know the way of managing people in the organisation. An overview of what a manager needs to do in relations to managing people in a changing environment which will be include at diversity issues and international human resource management policies. 2) To observe a multicultural company from the perspectives of diverse social peoples. 3) For an organisation to succeed on a global scale, radical shifts in business procedures are required. To become a successful global manager is to develop a global outlook. 4) A global manager needs to know what point an organisation has reached in the globalization process, and where it wants to go. Understand the process and recognize the strategies that will give the organisation a global advantage. 5) 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. 6) Recruiting, and selecting the right people. This research will disclose some essential factors which help organisations to maintain their diversity effectively within the organisation and make a fair working environment of employees within the organisation. 1.6 Structure of the Dissertation The dissertation report has been structured into the following chapters. Chapter 1: This provides an introduction to the research, where justification of the research is presented and the purpose of the research is explained. Chapter 2: The second chapter is the literature review of this dissertation concerned about, the works of various authors who have discussed relevant existing theories and policy of diversity and the different interpretations of diversity management which is based on secondary data. Those relevant theories and policy will help to find out the appropriate analyse of the following research. Chapter 3: The third chapter will discuss the research methodology. Research method presents the research philosophy, approach and sampling, data collection procedures and shows the right direction to achieve an outcome. This chapter also explains the reasons behind the use of selected research method and the advantages by using the research approach. Chapter 4: This chapter contains the analysis and findings. This part of dissertation informed the research findings quantitatively with the help of constructed research model and research hypotheses. It also shows the data gathered in the company through interview and questionnaire of Tescos managers and employees, and analysis the data to provide a productive meaning of the research finding. Chapter 5: This chapter encloses the conclusion of the dissertation within the research questions and objectives, describe limitation of research and recommends opportunity for further research. CHAPTER 2: LITERATURE REVIEW 2.1 Introduction This chapter discusses the works of various authors and scholars who have highlighted theoretical exploration of the existing knowledge that is relevant to the diversity area. This chapter also focuses on similar and contrasting perspectives that researchers have used to approach this research areas. 2.2 What is Diversity Diversity means relating and working with people who hold different perspectives and views and bringing different qualities to the workplace. According to (Kandola Fullerton 1994, p.19) diversity consists of visible and non-visible differences which will include age, background, race, sex, disability, personality and lifestyle. The concept of diversity means respect and acceptance, means understanding each individual is unique and recognizing our individuals differences. It can be the aspects of race, age, gender, ethnicity, sex, disability, religious beliefs, and political views and so on. It is also exploration of these differences in a safe positive and development organizational environment. As the Wall Street Journal (2005) put about diversity, as companies do more and more business around the world, diversity is simple a matter of doing what is fair or good public relations which is a business imperative but diversity is supposed to enrich an organisations human capital, whereas equal opportunity focuses on various ethnic groups. Brewster (2002) defined that managing diversity tries to build specific skills and to create policies that derive the best from each employee and it is based on the assumption that diverse groups will create new ways of working together and have understanding in that group, profit and productivity will increase in the organisation. Where he found, diversity management is fast becoming a management approach that is being applied effectively within the organizations. 2.3 Benefits of Diversity Diversity needs to be seen as an integral part of the business plan, essential to successful products and increased sales. This is especially true in todays global marketplace, as organizations interact with different cultures and people. Kandola Fullerton (1998) identified the possible areas of diversity benefits, these are: a) Creativity increases when people with different ways of solving difficult problems work together towards a common solution and the more ideas can obtain from different people. b) Productivity increases when people are from all cultures pull together towards a single inspiring goal. Increased productivity is an obvious advantage of diversity in the workplace. c) Provide strong leadership they take strong stands on advocating the need for a diverse workforce and can handle effectively different cultural people. d) New attitudes are brought to the business by people from diverse cultures. In most other countries around the world time is for building relationships and an integral part of getting to know that are considering doing business with before starting a transaction. e) Provide diversity training and education are obviously needed in todays increasingly global market and diverse employees often have this ability. Every company needs specific knowledge or language skills where the international job seekers have the advantage. f) New processes when people are with different ideas come together and collaborate. In todays first moving world, employee must bring multiple skills to the working environment and adapt quickly to new situations. (Harris et al. 2003) International human resource manager can make organisations more successful and productive by managing diversity in the work place. Diversity brings real benefits to business environment where employing a diverse workforce enables it to use a wider range of skills and lead to creativity and innovation. 2.4 Human Resource (HR) Policies HR policies provide guidelines on how key aspects of people management should be handled. The aim is to ensure that any HR issues are dealt with the values of the organisation with certain principles. Armstrong (2009) defined the philosophies and values of the organisation on how people should be treated and all organisations have HR policies. HR policies can be expressed formally as overall statements of the values of the organisation or in specific areas. Kandola Fullerton (1994), these values are espoused by many organizations in one form or another. HR policy on managing diversity recognizes that there are differences among employees and properly managed where will enable work to be more effectively. 2.5 Managing Workforce Diversity Legislation and the high profile of equal opportunities in the UK has had both positive and negative effects on the way people view each other, (Barker, 2000). On the one hand, there is now widespread recognition that discrimination at work on the grounds of gender, race or ability alone is unjust, although the practice still continues. However, the grouping of minorities such as women or ethnic or disabled has produced responses. More recent thinking has moved towards ‘managing diversity-recognizing and valuing differences in people and their unique contributions to the workforce. Managing diversity involves creating an environment that allows all employees to contribute to organizational goals and experience personal growth. This requires the company to develop employees that they are comfortable working with others from a variety of ethnic, racial and religious backgrounds. Noe et al. (2003) found that managing diversity may require changing the company culture. It includes the companys standards and how employees are treated, competitiveness, innovation and risk taking. Where management of diversity has been linked to innovation, improved productivity, lower employee turnover and other costs related to human resources, (Cox, 1993, p.24). Price (1997, p.265) noted that the management of diversity goes beyond equal opportunity instead of allowing a greater range of people the opportunity to ‘fit in the concept of diversity embodies the belief that people should be valued for their differences and variety. Diversity perceived to enrich an organisations human capital. Whereas equal opportunity focuses on various disadvantaged groups, the management of diversity is about individuals and model of resourcing aimed at finding flexible employees. According to Harvard Business Review, managing diversity does not mean controlling or containing diversity, it means enabling every member of workforce to perform to their potential and getting from employees; everything right to expect and if it is well then thing they have to give, (Thomas, 2001). The future success of any organisations relies on the ability to manage a diverse of capacity that can bring innovative ideas, perspectives and views to their work. The challenge and problems faced of workplace diversity can be turned into a strategic organisational asset if an organisation is able to make the most of diverse talents. Especially for multinational companies, who have operations on a global scale and employ people of different countries, ethical and cultural backgrounds. Thus, a HR manager needs to be aware and may utilize a Think Global, Act Local approach in most circumstances, (Jackson, 2002). The goals of diversity training are eliminate values and managerial practices that restrain employees personal development and allow employees to contribute to organisational goals within the cultural background, (Jackson Associates, 1992). It is because of equal opportunity employment laws that companies have focused on ensuring equal access to jobs. With a population attempt towards high technology and knowledge-based economy; foreign ability are tempt to share their expertise in these areas. Thus human resource managers have to undergo cultural-based human resource management training to further their abilities to motivate a group of professional that are highly qualified but culturally diverse. 2.6 Achieving Equality and diversity Approach The diversity approaches argue that diverse workgroups generate wealthier ideas and solutions than homogenous groups where benefits of diversity management include a greater concern for socially responsible behavior in organisations and more flexibility in organizational policies, (Wentling Palma-Rivas, 1998, p.237). Ross Schneider (1992, p.49) discussed the fundamental perspective from equality to diversity that employers will find competitive advantage in encouraging diversity at work. Equal opportunities should become internally driven not externally imposed and focused on individuals where the responsibility of all. Fredman (2001) observes that traditionally equality laws have been informed by neutrality, individualism and promotion of autonomy principles. These principles aim to ensure that people are treated in the same way and appear to be the most consideration in the UK anti-discrimination framework which is an approach to workplace equality based on achieving fairness. Walsh (2007) in her analysis of the 2004 Workplace Employment Relations Survey findings points out that womens representation in senior management in UK workplaces had only marginally improved by 2 percent between 1998 and 2004. So diversity is a concept which recognises the benefits to be gained from differences and equal opportunity has traditionally been a concept, which sought to legislate against discrimination. These two concepts have the following characteristics:. Those characteristics suggest that how organisations can move from where most are at present to a situation in which diversity enters the majority. 2.7 How the Diversity Concept has developed Changes in the social and economic landscape led to legislation covering equal pay, sex and racial discrimination in the 1970s, followed by disability laws in the 1990s, (Daniels Macdonald, 2005). More recently discrimination of sexual orientation and religion has been added by the law. By 1990s, it was being recognised that they had limited success in achieving their goals. At around the same time, researchers were also finding that culturally diverse teams were more creative than homogenous teams and contributed more effectively to meeting organisational goals. Three separate commissions have promoted equality and particular aspects of the legislation: the Equal Opportunities Commission, the Commission for Racial Equality and the Disability Rights Commission. From October 2007, a new Equality and Human Rights Commission has been established to cover all equality issues as well as of human rights, from (CIPD, 2007). From the recent survey, unemployment is twice as high among people from ethnic minorities, although in UK relatively more Asian and Black African graduates than white graduates where only 12 percent of white men are in professional occupations. Statistical survey found that 41 percent of white women in employment work part-time but only 7 percent of white men and as opposed to 38 percent of Bangladeshi men, (http://www.cipd.co.uk/surveys). 2.8 Diversity Policy Changing workforce demographics and new organisational forms are increasing the diversity of work teams in general and decision-making teams in particular. The perspectives of diversity policy may lead to a variety of different consequences for decision-making teams in the organisation. 2.8.1 The Business Issues Equal opportunities are often seen as meaning treating everyone in exactly the same way. Kandola (2006) argued that the social justice and business issues for diversity are complementary because unless people are treated fairly at work they will therefore under-perform. But diversity takes equality forward and evidence indicates that organisations that are serious about diversity show better overall financial performance. Diversity policies also help organisations to create an environment in which people from all backgrounds can work together. 2.8.2 People Issues People are aspiring to work for employers with good employment practices and feel valued at work place. Dowling et al. (1999, p.262) states that to be competitive organisations need to derive the best contributions from everyone and need to create an inclusive workplace culture in which everyone feels valued. The HRM aspects are operating different countries as a way of illustrating the situation that may confront multinationals attempting to penetrate developing markets. 2.9 The Nature of Diversity in Decision-Making Teams Many organisations use the term diversity to refer only to demographic differences among employees, with gender, ethnicity and age being the dimensions of greatest concern. Changing workforce demographics and new organisational forms are increasing the diversity of work teams in general and decision-making teams in particular. Diversity may lead to a variety of different consequences for decision-making teams. 2.9.1 Gender Diversity Gender diversity in teams may indicate the extent to which team members form same gender relationships outside the team. Studies on social networks suggest that employees form relationships with each other based on their gender. In a study of male and female managers in an advertising firm, Ibarra (1995) found that men and women formed same gender networks that served both social and instrumental goals. 2.9.2 Ethnicity Diversity Social identity and organisational demography suggests that people are preferred to interact with members of their own identity group rather than with members of other groups. Where white males tend to perform in higher positions, (Chow Crawford, 2004) females and ethnic minorities tend to occupy more junior positions. Experiences of racism shared by women and members of different ethnic groups affect their attitudes and behaviours in the workplace. 2.9.3 Age Diversity People within age groups share common experiences, attitudes and values (Lawrence, 1988), a persons age can act as an indication that triggers social categorization processes and promotes communication among group members. Descriptions of workforce demographics usually emphasize the fact that the average age of the work force is increasing but the distribution of ages represented in the workforce is also changing. Following figure showing age distribution where non-white groups are younger: White groups have an older age structure where the mixed group had the youngest age structure 50 percent were under the aged of 16. The Bangladeshi, other Black and Pakistani groups also had young age structures of 38 percent were aged 16. This was almost double the proportion of the White British group, where 20 percent were under the age of 16. 2.10 Managing Diversity is Different from Affirmative Action Managing diversity focuses on maximizing the ability of all employees to contribute to organisational goals. Affirmative action focuses on specific groups because of historical discrimination, such as people of colour and women, (Kravitz Klineberg, 2000). Affirmative action emphasizes legal necessity and social responsibility where managing diversity emphasizes business necessity. So it is much more inclusive and acknowledges that diversity must work for everyone. Affirmative actions having the employer take actions in recruitment, hiring, promotions and compensation to eliminate the present effects of past discrimination. Affirmative action is still a significant workplace issue today. The incidence of major court-mandated affirmative action is down, but courts still use them. Furthermore, many employers must still engage in voluntary programs. For example, executive order 11246 (issued in 1965) requires federal contractors to take affirmative action to improve employment opportunities for groups such as women and racial minorities. EEO 11246 covers about 26 million workers about 22 percent of the US workforce, (Dessler 2008, p.63). 2.11 Organisational Context Managerial approaches to diversity will inevitably be informed by the specific organisational context. Attracting different types of people to an organisation will be determined by peoples perceptions of the industry in which the organisation operates. The image and reputation of the organisation as an employer will affect the types of people attracted to the organisation, (Markwick Fill, 1997). The maternity and children specialist retailer who came 18th in the 2008 Sunday Times 20 Best Big Companies to Work For list attribute their ranking to a number of factors to their employer brand. These include an emphasis on work-life balance, flexible working, better than average maternity pay and leave. These argue helps to attract and retain staff especially female employees, (Leopold Harris, 2009). If an organisation is able to employ a diverse workforce, the extent to which these individual differences are recognised in employment practices will be significantly affected by the size and structure of the organisation. 2.12 Diversity in Multinational Companies As more and more organisations become global and people of different cultures and ethnic backgrounds work together, the need for multicultural understanding becoming obvious to many organisation. Harris et al. (2003, p.25) referred that a multinational team would be much stronger in communication which is vital aspect in business. Most of the multinational company gives priority to work with diversity people as a result they are success in international market. Ansari Jackson (1995, p.12) described, multicultural teams led to more people from different culture and ethnic intermarrying. Globalisation and advances in communication and technology have reduced trade barriers and increased interaction among people. Companies and leaders who recognise the cultural diversity and find the right cultural mixture among the team can achieve comparative advantages. To understand how diversity is managed in multinational company, in that case need to understand the concept of corporate culture which describe the organisational diversity programs and how to minimize conflict between employees. 2.13 Why Culture Counts According to Mattock (1999) organisations have moved on from international to multinational to global. Multicultural teams have become very common in recent years. With cross border mobility becoming much easier the number of people moving from one country to another has grown significantly. As a manager need to successful interaction with others like sharing ideas, their needs and helping to improve performance, where need to consider cultural context. A diverse multi cultural work place enables a company to handle diverse projects. Erlenkamp (2007, p.7) found, in the last decades many scientist tried to define intercultural difference to enhance the communication between different cultures. ‘The most important studies were conducted by Geert Hofstede, Edward Hall and Fons Trompenaars, that shows the importance of multicultural workforce and HRM of many organisations do study these theories to implement it in their employee training. 2.14 Understanding Cross-Cultural Communication Language issues can develop into a source of conflict and inequality within culturally diverse organisations becomes more and more multicultural, (Ansari Jackson 1995). In the international business environment of today and tomorrow communication is a business necessity Role of Human Resource Managers in Diversity Management Role of Human Resource Managers in Diversity Management CHAPTER 1: INTRODUCTION This chapter presents the background of the research on â€Å"How can international human resources managers effectively manage diversity in multinational company?†- Case study Tesco. The company overview of Tesco in UK, background of the research, organisation background, rationale statement, research questions, and purpose of the research conducted the aim and objectives of the research identified by researcher. The structure of the dissertation is described at the end of the chapter. 1.1 Background of the Research 1.1.1 Managing Diversity Managing diversity means maximizing diversitys potential benefits such as greater cultural awareness and broader language skills, while minimizing the potential barriers such as prejudices and bias that can undermine the companys performance. Dessler (2008, p.61) referred to diversity as potentially a double-edged sword. Generally diversity refers to the variety or multiplicity of demographic features that characterize a companys workforce, in terms of race, sex, culture, national origin, age and religion. Many organisations have implemented various types of initiatives within the last few decades in an effort to deal with diversity. A possible missing link between how the human resource managers deal with diversity and its impact on the organisation is a diversity strategy that is executed using a planned approach to systemically manage diversity (Leopold Harris 2009). The increasing diversity and changing demographics of the UK workforce, the expansion of anti-discrimination legislation, legal rights for individuals with caring responsibilities and government policy commitment to the work-life balance have created new challenges for employers across employment sectors. This research explores some of the issues that arise for employers, managers and employees in the development and application of multinational organisational human resourcing policies which are intended to promote equality of treatment and recognize diversity in the workforce. The 2004 WERS survey (Kersley et al., 2006) found that 73 percent of workplaces had a final written equal opportunities policy or a policy on managing diversity compared to 64 percent in 1998. This figure increased to 98 percent in the public sector (97 percent in 1998) with the incidence of formal policy being higher in large workplaces which means that most employees work in establishments with a formal poli cy. This was evident in the 2007 CIPD annual recruitment and retention survey which revealed that only half of the 905 participating organisations had a formal diversity strategy although again the public sector is more proactive with 83 percent reporting a strategic approach to diversity (CIPD, 2007 a). Todays business and service organisations are meeting the challenge which demands systematic efforts, as many of them have come to realize. Whether the multi-cultural character of the organisation arises from its international workforce and its local operations in various countries, from the mixed backgrounds of a workforce in a single location, the organisation must address this diversity if it is to be successful. Groups of people see the world through their own set of assumptions, values, beliefs, customs, traditions and attitudes that are shared by an organisations members. Learn about their culture and how it shaped them, and aim to understand how other culture work that can be an effective global manager. 1.2 Organisation Background In this research, selected company will be Tesco Metro (Whitton, Branch) London outlet where different cultural people working. Tesco is one of the UKs major retail supermarkets. Tesco is an international retailer where there are working different countries and cross-cultural people. This research is a collection of how the Tesco Company has used diversity to support their business goals and valuable learning and what makes good diversity practice. Tesco is the fastest and largest growing retail chain in UK as well as international arena. Tesco started its journey in 1919 in the East End of London. As a result, Tesco came as a national store across the country in 1970. To beat others and to reach top Tesco brings more innovative idea and implemented those from 1992 to 2004 like slogan â€Å"every little help†, Tesco value, Club card, 24 hours service, Online service and so on (A history of Tesco: The rise of Britains biggest supermarket). Tesco is operating in the UK set its position as a market leader with over  £2 billion of profit with total 3728 stores around the world, where in the UK 2,306 stores and employing over 286,394 staff. It provides online services through its subsidiary, Tesco.com. The UK is the companys largest market where it operates under four banners of Extra, Superstore, Metro and Express. The company sells almost 40,000 food products, including clothing and other non-foods lines. The companys own-label products (50 percent of sales) are at three levels; value, normal and finest. As well as convenience produce many stores have gas stations, becoming one of Britains largest independent petrol retailers (Tesco Annual Report Review, 2009). According to market share Tescos positions in number one in UK and third position around the world. Tesco is the market leader with 30.40% (March, 09) of market share though its lost a bit of market share 0.5% in recent year due to credit crunch. Tesco market s hare is nearly two times higher than other retail shop like Asda (17.5%), Sainsbury (16.1%). (Retail Analysis) Tesco has a very friendly and supporting approach in the routine ways that staffs at Tesco behave towards each other, and towards those outside the company that can make up the ways people do things, where at great place to work. The control systems and measurements are constantly under the management review to monitor the efficiency of the staff and managers decisions. On-going meetings and communication at every level of the companys hierarchy represent a strong internal environment (Tescos Value and Strategy). Cultural web theory application (The cultural web theory is also an effective analysis for management in order to represent the underlying assumptions linked to political, symbolic and structural aspect of the company) is a useful tool in considering the cultural context for Tescos business (Tescos Value and Strategy). Culture generally tends to consist of layers of values, beliefs and taken for-granted actions and ways of doing business within and outside the company. Therefore, the concept of cultural web is the representation of these actions taken for granted for understanding how they connect and influence the strategy (Veliyath and Fitzgerald, 2000; Johnson and Scholes, 2003). It is also useful to understand and characterise both the companys culture and the subcultures in adaptation of future strategies. 1.3 Rationale statement Generally, a self assessment for international human resource managers is to evaluate and improve their global management skills. But it also creates a challenge for individual managers who must manage with working across geographic and cultural areas; understand how issues of managing diversity inform and influence human resource strategies and evaluate the respective responsibilities of international human resource managers for managing diversity policies and practices. The key concept of managing diversity accepts that different cultural workforce consists of a diverse population of people. The diversity management can recognize a wide range of individual differences and benefits to the employment relationship to individual needs which can lead to the organisational competitive advantage. This research explores the key principle of diversity in one of UKs leading super market named Tesco Metro (Whitton Branch) London. The researcher intends that how managers mange working with diversity people in workplace in Tesco, whereas equal opportunity focuses on different ethnic groups. 1.4 Research Questions As human resource manager in a multinational company needs to consider the following major issues: 1. How people manage a group of different culture people? 2. What is the communication within work? 3. How do the managers manage diversity and equal opportunity within the service? 4. How can the manager influence teams performance? 5. How can the manager help people learn and develop? 6. How can the manager help people to manage change? 7. How he is motivating people? 8. How can the manager handle equal opportunity? 9. What strategy managers should apply to get a good result from employees? How a human resource manager can handle all those areas and successfully the organisations mission with different countrys people. 1.5 Purpose of the Research 1.5.1 Research Aim The aim of the dissertation is to analyse the competitive advantage of the organization that are managing people as assets which are fundamental. And to examine diversity, equality and discrimination issues in a multinational company, in the particular way of human resource managers to manage work with different culture people. Tesco has been used as a case study in this dissertation. 1.5.2 Research Objectives 1) An international human resource managers needs to know the way of managing people in the organisation. An overview of what a manager needs to do in relations to managing people in a changing environment which will be include at diversity issues and international human resource management policies. 2) To observe a multicultural company from the perspectives of diverse social peoples. 3) For an organisation to succeed on a global scale, radical shifts in business procedures are required. To become a successful global manager is to develop a global outlook. 4) A global manager needs to know what point an organisation has reached in the globalization process, and where it wants to go. Understand the process and recognize the strategies that will give the organisation a global advantage. 5) 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. 6) Recruiting, and selecting the right people. This research will disclose some essential factors which help organisations to maintain their diversity effectively within the organisation and make a fair working environment of employees within the organisation. 1.6 Structure of the Dissertation The dissertation report has been structured into the following chapters. Chapter 1: This provides an introduction to the research, where justification of the research is presented and the purpose of the research is explained. Chapter 2: The second chapter is the literature review of this dissertation concerned about, the works of various authors who have discussed relevant existing theories and policy of diversity and the different interpretations of diversity management which is based on secondary data. Those relevant theories and policy will help to find out the appropriate analyse of the following research. Chapter 3: The third chapter will discuss the research methodology. Research method presents the research philosophy, approach and sampling, data collection procedures and shows the right direction to achieve an outcome. This chapter also explains the reasons behind the use of selected research method and the advantages by using the research approach. Chapter 4: This chapter contains the analysis and findings. This part of dissertation informed the research findings quantitatively with the help of constructed research model and research hypotheses. It also shows the data gathered in the company through interview and questionnaire of Tescos managers and employees, and analysis the data to provide a productive meaning of the research finding. Chapter 5: This chapter encloses the conclusion of the dissertation within the research questions and objectives, describe limitation of research and recommends opportunity for further research. CHAPTER 2: LITERATURE REVIEW 2.1 Introduction This chapter discusses the works of various authors and scholars who have highlighted theoretical exploration of the existing knowledge that is relevant to the diversity area. This chapter also focuses on similar and contrasting perspectives that researchers have used to approach this research areas. 2.2 What is Diversity Diversity means relating and working with people who hold different perspectives and views and bringing different qualities to the workplace. According to (Kandola Fullerton 1994, p.19) diversity consists of visible and non-visible differences which will include age, background, race, sex, disability, personality and lifestyle. The concept of diversity means respect and acceptance, means understanding each individual is unique and recognizing our individuals differences. It can be the aspects of race, age, gender, ethnicity, sex, disability, religious beliefs, and political views and so on. It is also exploration of these differences in a safe positive and development organizational environment. As the Wall Street Journal (2005) put about diversity, as companies do more and more business around the world, diversity is simple a matter of doing what is fair or good public relations which is a business imperative but diversity is supposed to enrich an organisations human capital, whereas equal opportunity focuses on various ethnic groups. Brewster (2002) defined that managing diversity tries to build specific skills and to create policies that derive the best from each employee and it is based on the assumption that diverse groups will create new ways of working together and have understanding in that group, profit and productivity will increase in the organisation. Where he found, diversity management is fast becoming a management approach that is being applied effectively within the organizations. 2.3 Benefits of Diversity Diversity needs to be seen as an integral part of the business plan, essential to successful products and increased sales. This is especially true in todays global marketplace, as organizations interact with different cultures and people. Kandola Fullerton (1998) identified the possible areas of diversity benefits, these are: a) Creativity increases when people with different ways of solving difficult problems work together towards a common solution and the more ideas can obtain from different people. b) Productivity increases when people are from all cultures pull together towards a single inspiring goal. Increased productivity is an obvious advantage of diversity in the workplace. c) Provide strong leadership they take strong stands on advocating the need for a diverse workforce and can handle effectively different cultural people. d) New attitudes are brought to the business by people from diverse cultures. In most other countries around the world time is for building relationships and an integral part of getting to know that are considering doing business with before starting a transaction. e) Provide diversity training and education are obviously needed in todays increasingly global market and diverse employees often have this ability. Every company needs specific knowledge or language skills where the international job seekers have the advantage. f) New processes when people are with different ideas come together and collaborate. In todays first moving world, employee must bring multiple skills to the working environment and adapt quickly to new situations. (Harris et al. 2003) International human resource manager can make organisations more successful and productive by managing diversity in the work place. Diversity brings real benefits to business environment where employing a diverse workforce enables it to use a wider range of skills and lead to creativity and innovation. 2.4 Human Resource (HR) Policies HR policies provide guidelines on how key aspects of people management should be handled. The aim is to ensure that any HR issues are dealt with the values of the organisation with certain principles. Armstrong (2009) defined the philosophies and values of the organisation on how people should be treated and all organisations have HR policies. HR policies can be expressed formally as overall statements of the values of the organisation or in specific areas. Kandola Fullerton (1994), these values are espoused by many organizations in one form or another. HR policy on managing diversity recognizes that there are differences among employees and properly managed where will enable work to be more effectively. 2.5 Managing Workforce Diversity Legislation and the high profile of equal opportunities in the UK has had both positive and negative effects on the way people view each other, (Barker, 2000). On the one hand, there is now widespread recognition that discrimination at work on the grounds of gender, race or ability alone is unjust, although the practice still continues. However, the grouping of minorities such as women or ethnic or disabled has produced responses. More recent thinking has moved towards ‘managing diversity-recognizing and valuing differences in people and their unique contributions to the workforce. Managing diversity involves creating an environment that allows all employees to contribute to organizational goals and experience personal growth. This requires the company to develop employees that they are comfortable working with others from a variety of ethnic, racial and religious backgrounds. Noe et al. (2003) found that managing diversity may require changing the company culture. It includes the companys standards and how employees are treated, competitiveness, innovation and risk taking. Where management of diversity has been linked to innovation, improved productivity, lower employee turnover and other costs related to human resources, (Cox, 1993, p.24). Price (1997, p.265) noted that the management of diversity goes beyond equal opportunity instead of allowing a greater range of people the opportunity to ‘fit in the concept of diversity embodies the belief that people should be valued for their differences and variety. Diversity perceived to enrich an organisations human capital. Whereas equal opportunity focuses on various disadvantaged groups, the management of diversity is about individuals and model of resourcing aimed at finding flexible employees. According to Harvard Business Review, managing diversity does not mean controlling or containing diversity, it means enabling every member of workforce to perform to their potential and getting from employees; everything right to expect and if it is well then thing they have to give, (Thomas, 2001). The future success of any organisations relies on the ability to manage a diverse of capacity that can bring innovative ideas, perspectives and views to their work. The challenge and problems faced of workplace diversity can be turned into a strategic organisational asset if an organisation is able to make the most of diverse talents. Especially for multinational companies, who have operations on a global scale and employ people of different countries, ethical and cultural backgrounds. Thus, a HR manager needs to be aware and may utilize a Think Global, Act Local approach in most circumstances, (Jackson, 2002). The goals of diversity training are eliminate values and managerial practices that restrain employees personal development and allow employees to contribute to organisational goals within the cultural background, (Jackson Associates, 1992). It is because of equal opportunity employment laws that companies have focused on ensuring equal access to jobs. With a population attempt towards high technology and knowledge-based economy; foreign ability are tempt to share their expertise in these areas. Thus human resource managers have to undergo cultural-based human resource management training to further their abilities to motivate a group of professional that are highly qualified but culturally diverse. 2.6 Achieving Equality and diversity Approach The diversity approaches argue that diverse workgroups generate wealthier ideas and solutions than homogenous groups where benefits of diversity management include a greater concern for socially responsible behavior in organisations and more flexibility in organizational policies, (Wentling Palma-Rivas, 1998, p.237). Ross Schneider (1992, p.49) discussed the fundamental perspective from equality to diversity that employers will find competitive advantage in encouraging diversity at work. Equal opportunities should become internally driven not externally imposed and focused on individuals where the responsibility of all. Fredman (2001) observes that traditionally equality laws have been informed by neutrality, individualism and promotion of autonomy principles. These principles aim to ensure that people are treated in the same way and appear to be the most consideration in the UK anti-discrimination framework which is an approach to workplace equality based on achieving fairness. Walsh (2007) in her analysis of the 2004 Workplace Employment Relations Survey findings points out that womens representation in senior management in UK workplaces had only marginally improved by 2 percent between 1998 and 2004. So diversity is a concept which recognises the benefits to be gained from differences and equal opportunity has traditionally been a concept, which sought to legislate against discrimination. These two concepts have the following characteristics:. Those characteristics suggest that how organisations can move from where most are at present to a situation in which diversity enters the majority. 2.7 How the Diversity Concept has developed Changes in the social and economic landscape led to legislation covering equal pay, sex and racial discrimination in the 1970s, followed by disability laws in the 1990s, (Daniels Macdonald, 2005). More recently discrimination of sexual orientation and religion has been added by the law. By 1990s, it was being recognised that they had limited success in achieving their goals. At around the same time, researchers were also finding that culturally diverse teams were more creative than homogenous teams and contributed more effectively to meeting organisational goals. Three separate commissions have promoted equality and particular aspects of the legislation: the Equal Opportunities Commission, the Commission for Racial Equality and the Disability Rights Commission. From October 2007, a new Equality and Human Rights Commission has been established to cover all equality issues as well as of human rights, from (CIPD, 2007). From the recent survey, unemployment is twice as high among people from ethnic minorities, although in UK relatively more Asian and Black African graduates than white graduates where only 12 percent of white men are in professional occupations. Statistical survey found that 41 percent of white women in employment work part-time but only 7 percent of white men and as opposed to 38 percent of Bangladeshi men, (http://www.cipd.co.uk/surveys). 2.8 Diversity Policy Changing workforce demographics and new organisational forms are increasing the diversity of work teams in general and decision-making teams in particular. The perspectives of diversity policy may lead to a variety of different consequences for decision-making teams in the organisation. 2.8.1 The Business Issues Equal opportunities are often seen as meaning treating everyone in exactly the same way. Kandola (2006) argued that the social justice and business issues for diversity are complementary because unless people are treated fairly at work they will therefore under-perform. But diversity takes equality forward and evidence indicates that organisations that are serious about diversity show better overall financial performance. Diversity policies also help organisations to create an environment in which people from all backgrounds can work together. 2.8.2 People Issues People are aspiring to work for employers with good employment practices and feel valued at work place. Dowling et al. (1999, p.262) states that to be competitive organisations need to derive the best contributions from everyone and need to create an inclusive workplace culture in which everyone feels valued. The HRM aspects are operating different countries as a way of illustrating the situation that may confront multinationals attempting to penetrate developing markets. 2.9 The Nature of Diversity in Decision-Making Teams Many organisations use the term diversity to refer only to demographic differences among employees, with gender, ethnicity and age being the dimensions of greatest concern. Changing workforce demographics and new organisational forms are increasing the diversity of work teams in general and decision-making teams in particular. Diversity may lead to a variety of different consequences for decision-making teams. 2.9.1 Gender Diversity Gender diversity in teams may indicate the extent to which team members form same gender relationships outside the team. Studies on social networks suggest that employees form relationships with each other based on their gender. In a study of male and female managers in an advertising firm, Ibarra (1995) found that men and women formed same gender networks that served both social and instrumental goals. 2.9.2 Ethnicity Diversity Social identity and organisational demography suggests that people are preferred to interact with members of their own identity group rather than with members of other groups. Where white males tend to perform in higher positions, (Chow Crawford, 2004) females and ethnic minorities tend to occupy more junior positions. Experiences of racism shared by women and members of different ethnic groups affect their attitudes and behaviours in the workplace. 2.9.3 Age Diversity People within age groups share common experiences, attitudes and values (Lawrence, 1988), a persons age can act as an indication that triggers social categorization processes and promotes communication among group members. Descriptions of workforce demographics usually emphasize the fact that the average age of the work force is increasing but the distribution of ages represented in the workforce is also changing. Following figure showing age distribution where non-white groups are younger: White groups have an older age structure where the mixed group had the youngest age structure 50 percent were under the aged of 16. The Bangladeshi, other Black and Pakistani groups also had young age structures of 38 percent were aged 16. This was almost double the proportion of the White British group, where 20 percent were under the age of 16. 2.10 Managing Diversity is Different from Affirmative Action Managing diversity focuses on maximizing the ability of all employees to contribute to organisational goals. Affirmative action focuses on specific groups because of historical discrimination, such as people of colour and women, (Kravitz Klineberg, 2000). Affirmative action emphasizes legal necessity and social responsibility where managing diversity emphasizes business necessity. So it is much more inclusive and acknowledges that diversity must work for everyone. Affirmative actions having the employer take actions in recruitment, hiring, promotions and compensation to eliminate the present effects of past discrimination. Affirmative action is still a significant workplace issue today. The incidence of major court-mandated affirmative action is down, but courts still use them. Furthermore, many employers must still engage in voluntary programs. For example, executive order 11246 (issued in 1965) requires federal contractors to take affirmative action to improve employment opportunities for groups such as women and racial minorities. EEO 11246 covers about 26 million workers about 22 percent of the US workforce, (Dessler 2008, p.63). 2.11 Organisational Context Managerial approaches to diversity will inevitably be informed by the specific organisational context. Attracting different types of people to an organisation will be determined by peoples perceptions of the industry in which the organisation operates. The image and reputation of the organisation as an employer will affect the types of people attracted to the organisation, (Markwick Fill, 1997). The maternity and children specialist retailer who came 18th in the 2008 Sunday Times 20 Best Big Companies to Work For list attribute their ranking to a number of factors to their employer brand. These include an emphasis on work-life balance, flexible working, better than average maternity pay and leave. These argue helps to attract and retain staff especially female employees, (Leopold Harris, 2009). If an organisation is able to employ a diverse workforce, the extent to which these individual differences are recognised in employment practices will be significantly affected by the size and structure of the organisation. 2.12 Diversity in Multinational Companies As more and more organisations become global and people of different cultures and ethnic backgrounds work together, the need for multicultural understanding becoming obvious to many organisation. Harris et al. (2003, p.25) referred that a multinational team would be much stronger in communication which is vital aspect in business. Most of the multinational company gives priority to work with diversity people as a result they are success in international market. Ansari Jackson (1995, p.12) described, multicultural teams led to more people from different culture and ethnic intermarrying. Globalisation and advances in communication and technology have reduced trade barriers and increased interaction among people. Companies and leaders who recognise the cultural diversity and find the right cultural mixture among the team can achieve comparative advantages. To understand how diversity is managed in multinational company, in that case need to understand the concept of corporate culture which describe the organisational diversity programs and how to minimize conflict between employees. 2.13 Why Culture Counts According to Mattock (1999) organisations have moved on from international to multinational to global. Multicultural teams have become very common in recent years. With cross border mobility becoming much easier the number of people moving from one country to another has grown significantly. As a manager need to successful interaction with others like sharing ideas, their needs and helping to improve performance, where need to consider cultural context. A diverse multi cultural work place enables a company to handle diverse projects. Erlenkamp (2007, p.7) found, in the last decades many scientist tried to define intercultural difference to enhance the communication between different cultures. ‘The most important studies were conducted by Geert Hofstede, Edward Hall and Fons Trompenaars, that shows the importance of multicultural workforce and HRM of many organisations do study these theories to implement it in their employee training. 2.14 Understanding Cross-Cultural Communication Language issues can develop into a source of conflict and inequality within culturally diverse organisations becomes more and more multicultural, (Ansari Jackson 1995). In the international business environment of today and tomorrow communication is a business necessity