Why is the initial consultation so important free essay sample

At the point when a customer visits a trance inducer just because, the specialist will start with an underlying discussion. Most specialists will offer a free starting meeting, typically enduring around 30 minutes. Typically no hypnotherapy happens right now, it is simply a reality discovering meeting for both. This first gathering is critical for various reasons. The customer needs to feel great in their environmental factors, and the underlying conference is the point at which the specialist will find out whether the customer has past involvement in treatment and clarify precisely what will occur over the span of treatment to mollify any nerves that the customer may have. The connection between a customer and a specialist is based on trust and trustworthiness so the primary gathering is a chance to construct compatibility between the customer and advisor and guarantee that the two gatherings are open to working with one another. We will compose a custom article test on For what reason is the underlying interview so significant? or on the other hand any comparable subject explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page The explanation that subliminal specialists regularly offer a free introductory discussion is this is the time that they discover why the customer has sought treatment. In the National Hypnotherapy Society Code of Ethics it expresses that specialists just offer types of assistance to the customers where they are skilled to do as such. In the event that an advisor accepts that they are not able to convey the treatment for the customer then this is the point at which they will learn this and where fitting allude the customer to another specialist or clinical expert who might offer reasonable treatment. On the off chance that you have charged a customer for this first meeting at the same time, at that point you can't support them and allude them on then this may give your training an awful notoriety. It is likewise basic that the specialist builds up on the off chance that they know the customer in any capacity or if there are any associations between the advisor and the customer. This is known as a ‘dual relationship’. This is depicted in the Code of Ethics: ‘Dual connections emerge when the expert has at least two sorts of relationship simultaneously with the customer, for instance customer and learner, companion and customer, associate and supervisee’. These connections can be unfavorable to the treatment consequently why it is so essential to find out this in an underlying conference. For instance, the advisor may find that they know a client’s guardians and this may cause the customer to feel awkward which will influence the therapist’s capacity to manufacture compatibility and trust. Another factor that must be tended to in the underlying interview is the client’s clinical history. The specialist must check if the customer is taking any sort of medicine giving specific consideration to hostile to maniacal or stimulant prescription. Entrancing is once in a while utilized with patients with serious bipolar emotional issue or crazy patients. Psychological instability is very intricate and the specialist must not treat individuals who have or have had a psychosis. These patients experience difficulty taking part in mesmerizing and furthermore reassuring these patients to concentrate on their musings, sentiments and requesting that they envision certain situations may demonstrate counter-beneficial given their perspective. This is the reason it is likewise essential to get the customers GP subtleties during this underlying meeting; in the event that the customer is hesitant to offer this to the specialist, at that point the advisor ought to continue with alert. Subliminal specialists are not prepared to analyze a psychosis so if a customer has a past filled with dysfunctional behavior or is on mental medicine then the advisor must have a doctor’s composed agree to treat the customer and this note must express the customer isn't crazy. This is another motivation behind why the specialist must get the GP name of the customer, particularly on the off chance that they are dubious that the customer is intellectually sick or has a background marked by psychological sickness. The Code of Ethics expresses the underlying discussion ought to consistently be directed up close and personal and by no other medium, for example, phone or even Skype (under Client Welfare, point 7). This is significant when examining a client’s conduct. As examined here, it is of outrageous significance that you determine if a customer is insane and a person’s conduct can assist with setting up this. For instance if a customer pulls back when conversing with you and loses focus effectively this can be an indication of a psychosis. In the event that a customer seeks hypnotherapy for a state of being on the off chance that they have not effectively done so the specialist ought to encourage the customer to contact a clinical expert for a finding. Advisors can't analyze a state of being except if they have the applicable clinical preparing. This will be set up during the underlying conference. On the off chance that the customer doesn't have a conventional conclusion it is the obligation of the specialist to encourage the customer to get a proper finding before they will treat them. One of the primary reasons for the underlying acceptance is to set up the customer for hypnotherapy. All things considered, the customer won't have a practical comprehension of the idea of the treatment or the kind of experience they will have. Normally for a greater part of individuals when they hear the word mesmerizing they invoke pictures of stage trance and individuals going around a phase cackling like a chickenâ or apparently being compelled to get things done out of their control for diversion purposes. It is significant that the advisor mollifies any tensions or misinterpretations that the customer may have of what hypnotherapy involves. It is significant that the customer comprehends what an entrancing state is with the goal that they know about what will occur during the treatment. Likewise, there is a typical misguided judgment that entrancing ‘knocks you out’ and you are oblivious and won't recall what has occurred during the trance. Another basic conviction is that the customer will have no way out on how they carry on during the meeting. The advisor must illuminate the customer that they will be cognizant and in charge during the meeting. The customer may likewise stress that they have no influence over what they state during spellbinding and might fear uncovering something that they don’t need to. The specialist must illuminate the customer that they will be in charge and furthermore make them mindful that the value of the treatment relies upon their ability to take an interest and proceed all the while. Individuals frequently use hypnotherapy if all else fails for a difficult they have had for an extensive stretch of time and they will desire this treatment with a great deal of nervousness and uncertainty presumably. It is the dread of the obscure, normally this makes an individual restless and it is the activity of the advisor to alleviate these tensions which is a basic piece of the underlying conference. While the advisor converses with the customer and sets up why they have sought treatment and what their apprehensions and tensions encompassing the treatment might be this is time that the specialist will start to construct compatibility. As recently expressed, the connection between the customer and specialist will be based on trust and secrecy and all together for the customer to completely participate in the treatment it is basic that they trust the advisor. It is significant that the customer comprehends the procedures associated with this relationship pushing ahead so it is basic that the advisor clarifies that anything that they talk about is carefully classified and a secrecy understanding will be marked by both the customer and specialist to affirm this. This understanding can be toward the finish of your underlying counsel structure, which shapes the start of your ‘Notation Form’. This structure can be rounded out during the underlying conference at that point given to the customer toward the finish of the interview to peruse and guarantee that they have comprehended what has been talked about. This structure will likewise affirm the cost for the treatment, installment directions, retraction charges or charges if a customer doesn't turn up for an arrangement, alongside the secrecy understanding. The advisor should likewise clarify that there are sure conditions and conditions where the substance of the meeting will never again be private, for example, on the off chance that you dread they may hurt themselves or another person or if there is any motivation to accept any type of youngster misuse or disregard. This structure ought to be marked by the two gatherings toward the finish of the underlying interview. The wording on this structure ought to be clear and straightforward and doesn't limit the legal privileges of the customer. A few specialists likewise prefer to utilize the underlying interview to play out a preliminary enlistment to survey a client’s fitness for mesmerizing. Just as evaluating this, on the off chance that some degree of daze is accomplished during this acceptance, at that point this can likewise assist with alleviating a portion of the client’s uneasiness and dread of trance. Likewise if the specialist is placing a customer in to a casual express this can help a customer who is feeling on edge or discouraged and urge them to proceed with this strategy for treatment. They will leave the counsel feeling progressively cheerful and positive of hypnotherapy as a treatment. During the underlying interview a specialist will likewise survey the client’s character so as to choose what sort of tirade would be fitting for them during treatment. This can be evaluated utilizing a tirade survey, for example, the Chrysalis Client Screed Assessment which centers around a client’s appearance, character and conduct so as to evaluate which kind of tirade would be suitable for the customer. In the event that a customer is intelligent and investigative and very immediate and logical in their perspectives I. e. there are no hazy situations in what they think, at that point they are considerably more liable to react to a tyrant sort of tirade where the customer isn't given decisions, the tirade is very direct and they depend on the customer remaining in charge. The advisor will utilize di

Single Parenting Essay Example for Free

Single Parenting Essay This exposition is regarding why I can't help contradicting Donald Pridemore’s proclamation that says â€Å"Being brought up in a solitary parent home could be viewed as living in an oppressive circumstance and due to that individuals ought not hop into separation and find alternatives.† Child misuse is the physical, sexual or enthusiastic abuse or disregard of a kid. In spite of the fact that the facts confirm that youngsters are bound to get manhandled in single parent homes. I imagine that it was unjustifiable and uninformed to offer this expression since that is putting a class of individuals and placing the all in the in an inappropriate when huge numbers of them are directly with their child rearing. The principal reason that I restrict against Mr.Pridemore’s explanation is on the grounds that a few people don't decide to be single guardians yet are placed in that circumstance. One way individuals can turn into a solitary parent is if your mate or accomplice is perished. Another approach to turn into a solitary parent is in the event that you have your kid at a youthful age with somebody who you didn't plan to go through your time on earth with. You may likewise be a solitary parent on the grounds that the other individual just exited. A portion of these circumstances you can't maintain a strategic distance from on the grounds that you can’t make somebody remain alive nor would you be able to drive somebody to remain with you. The second explanation I can't help contradicting the announcement is on the grounds that individuals get in two parent homes as well. In his announcement I think individuals overlooked that a wide range of guardians misuse their youngsters not simply single ones. Misuse happens each day truth be told, 5 youngsters kick the bucket a day from kid misuse however what number of those 5 children were brought up in single parent homes? Nobody truly realizes all they know is their own assessment. The last motivation behind why I can't help contradicting that announcement is on the grounds that options are not generally the best thing for the parent’s relationship. In the event that you are a casualty of abusive behavior at home it is ideal to leave the relationship. In 2005 life partners or cozy accomplices killed 1,181 ladies, that’s a normal of around 3 ladies every day. That just makes me think, what number of those ladies had children and could have spared their lives by simply bringing up that kid all alone. Individuals who concur with this announcement are stating that it was their issue for being beaten, their issue somebody kicked the bucket and that they made somebody leave them. Actually none of that was in their control. I don’t think anybody intends to be a solitary parent yet by the day's end even I would do what I need to do to bring up my youngster. Our own leader was raised by a solitary parent for a larger part of his life, and that demonstrates that his mom accomplished something right she didn’t let the men throughout her life reprioritize her life she generally put her children first. I have made my contention and I trust I changed a few assessments of individuals who concurred with Mr. Pridemore’s explanation. More than anything I trust this exposition made individuals think about my thoughts and invest heavily in having a single parent. I imagine that a few people can relate and learn off of numerous pieces of this exposition, for example, insights and realities.

Business Environment Of Vodafone Group Plc Marketing Essay

Business Environment Of Vodafone Group Plc Marketing Essay The point of this report is to examination the outside and interior business condition of Vodafone Group Plc, and distinguishes conceivable technique for Vodafone to continue development. Vodafone presence in Europe, Middle East, Africa, Asia Pacific and United States; worked in type of auxiliary, joint endeavor, related, or interest in 21 nations, and worked in type of accomplice showcase understanding in 49 nations. See Annex I for subtleties. To comprehend an organization, it is best practice to start from its Vision and Mission articulation to comprehend the corporate bearing. â€Å"Our Vision is to be the world’s portable correspondence pioneer †enhancing customers’ lives, helping people, organizations and networks be increasingly associated in a versatile world.† â€Å"Our mission is to stand out in reacting to open concerns in regards to cell phones, poles and wellbeing by exhibiting driving edge rehearses and urging others to follow.† External examination PESTEL Analysis is apparatus used to filter the outer large scale condition in which the organization works. It express regarding Political, Economic, Social, Technological, Environmental, and Legal. Political components including political dependability, work law, ecological law, exchange limitations, charge strategy, and tax. Nation which Vodafone work their business are political stable, and welcome for outside speculation or joint endeavor with neighborhood business. China, Israel, India have tax cut for remote speculator. In UK, Ofcom presented the neighborhood circle unbundling process required BT to permit different administrators to introduce their own gear in BT trade; this approach brought down the section hindrance for the business. Additionally more licenses was given to new administrator, rivalry in the market has gotten hot. Monetary Economic variables including swapping scale, financing cost, swelling rate, and the financial development. The worldwide mon ey related emergency particularly in Europe causes the financial development gradually. Under this circumstance, clients become more cost driven than quality-driven. The haggling intensity of investors become more grounded, get advance from bank become progressively troublesome and need to pay higher premium. Social elements including populace development rate, age appropriation, social perspectives and way of life. In Vodafone’s home nation - UK, the populace is expanding because of movement and birth rate increment. The way of life and method of utilizing cell phone are evolving. The quantity of fixed line client is diminishing and the quantity of cell phone client is expanding. Cell phone is done utilizing for just creation call and instant message, these days cell phone is likewise use for web perusing, online life, and diversion. Innovative Technological components including pace of mechanical change, mechanization, and innovation motivating forces. The method of individ uals utilizing cell phone change, need of a quicker information transmission rate become fundamental. New innovation on both equipment and programming, for example, IP telephone and video on request become normal innovation. Ecological Environmental variables including natural assurance guideline and non-managed issue identified with the business. Presently there is no ecological guideline straightforwardly identified with the business. Legitimate Legal variables alluding to laws directing organizations. EU Roaming Regulation urges administrators to bring down charge on meandering assistance. Interior Analysis Resources Analysis Tangible Resources Vodafone Group Plc has absolute  £139,576 million of benefits in year 2012. It has 14,000 stores and 238,000 base stations around the world.

Our Right To Drugs Essays - Drug Control Law, Anti-psychiatry

Our Right To Drugs You may be enticed to name Thomas Szasz, creator of Our Right to Drugs, The Case for a Free Market, a counter-culture nonconformist. Be that as it may, this examination couldn't possibly be more off-base. Szasz, a Professor Emeritus of Psychiatry at the State University of New York Health Science Center in Syracuse, is a significant supporter of common freedoms. He sees the purported War on Drugs as one of the most noticeably terrible barbarities that the American Government has executed on its kin. Szasz battles that the forbiddance of specific medications, including normal physician endorsed drugs, is simply the administration telling the individuals that father knows best. It is this paternalistic demeanor that Szasz finds so severe. Mr. Szasz makes three key contentions all through his book. In the first place, the War on Drugs is a disappointment and can never succeed. It ought to be halted right away. Second, tranquilize sanctioning is certifiably not a reasonable answer. It would just transform into another endeavor by the legislature to control tranquilizes and would not be anything else of a free market than the present arrangement of medication denial. Third, he proposes an answer. The arrangement is to end all medication guideline by the administration; basically, making a free market for drugs. He doesn't stop at unlawful medications, notwithstanding. He likewise remembers physician recommended drugs for this arrangement too. He sees the administration's medication control approach as an endeavor by the legislature to control its populace, much like a parent controls his/her kids. So as to get at what Mr. Szasz is stating, we should initially inspect his meaning of what a free market is. Szasz characterizes the free market as the privilege of each equipped grown-up to exchange products and enterprises. (Szasz, page 2). As it were, he is sketching out a free enterprise arrangement of the free market. Szasz battles that the administration's just job in a free market is to shield individuals from power and misrepresentation and, to the most extreme degree conceivable, swear off taking part in the creation and appropriation of merchandise and ventures. (Szasz, page 2). In this arrangement of free enterprise, the legislature has an exceptionally little job. As per Szasz, the legislature should have an aloof job in any market, including the market for drugs. When the administration surrenders its dynamic job, which is spoken to by the war on drugs, a free market for drugs which Szasz proposes can be accomplished. As we dive into Mr. Szasz's first contention, we start to see serious issues with the administration's War on Drugs. As per Szasz, the forbiddance of medications is a barefaced infringement of human rights ensured to American residents by the Constitution. So as to demonstrate his point, he compares medications to individual property. As indicated by the Constitution, each American resident will have the basic right to life, freedom, and property, the initial two components laying soundly on the last. (Szasz, 1). In this way, Szasz fights that on the grounds that both our bodies and medications are sorts of property?producing, exchanging, and utilizing drugs are property rights, and medication forbiddances comprise a hardship of essential protected rights. (Szasz, 2). At the end of the day, much the same as the disallowance of liquor required a sacred alteration, so does the forbiddance of medications. Without that correction, the forbiddance of medications is in direct infringement of the Constitution. The second contention that Szasz makes is one, shockingly enough, against the legitimization of medications. Despite the fact that Szasz contends for a free market for drugs, this is vastly different from the contention that self-declared medication legalizers make. As indicated by Szasz, most advocates of medication authorization contend for what he calls Legalization as Taxation (Szasz, page 106). Ethan Nadelmann, teacher of governmental issues and open issues at Princeton University, guarantees the accompanying, Suppose we conclude, alright, we're not going to sanction break; what we will do is authorize 15-percent cocaine. . . . Truly, a few people are as yet going to need to go to the underground market. . . what's more, purchase split. You won't have the option to forestall that. In any case, suppose 70 percent of the market will utilize the legitimate, less powerful substance. That is acceptable, on the grounds that the legislature charges it, controls it. . . . The article is to undermine the criminal component (Szasz, page 106). From this,

How To Support A Book Or A Favorite Author For Little Or No Money

How To Support A Book Or A Favorite Author For Little Or No Money I have a new book coming out in October. While I feel I have talked about it nonstop, I still find many people I know or who are familiar with ask me about it and are surprised to learn its happening so soon (the book is called Dont Call Me Crazy: 33 Voices Start The Conversation about Mental Health  and is an anthology that features essays and art about mental health). This is only made more complicated because, as someone who works in a world of books, Im always working months ahead of time when it comes to reading. But what about when a book is coming out in a couple weeks or hit shelves in the last few days, weeks, or months? Ive put together a handy little guide to how t0 support a book or favorite author. This guide is meant as a way to spread the word about a book you love or you want to get more attention, and all of the tips are pretty easy and straightforward. Some will cost you a little bit of money while others are completely free and will cost little more than a few minutes of your time. Whatever your investment, here are a few ways for how to support a book or favorite author. Preorder The Book Youve likely seen authors talk about preordering their book. Preordering is simply placing an order for the book through your favorite retailer before the book is published. Some places guarantee that whatever the lowest price the book comes to between the time of order and publication date is the price you pay, so it doesnt matter if you want to get it a little cheaper. Why does preordering matter? Books that are sold during the first week of a books publication show to a publisher there is interest in the title. Those preorders are counted toward first-week sales, so it can give a huge boost to a title when many orders are placed before the books publication date. If theres interest in a book and its shown clearly from the start, the chances of your favorite author getting another book deal increases. Its also possible that with an increase in preorders through bookstores, more copies of that particular title or that authors titles may be available in store. More in store placement of books means the chances of the book finding a new readership increase. As much as everyone wishes that every book were in bookstoresâ€"independent or chainâ€"its simply not the case. Poke around here to learn a little more about how and why preorders matter. Cost:  The price of the book. Request The Book Be Purchased For Your Library Many public libraries have forms either on their website or in person which allow you to recommend books for their collection. If you do a search of the library catalog and notice a new or upcoming title isnt listed, drop a recommendation. To make this process as seamless as possible, when you submit the request, make sure to include why. Note the authors previous books, and include book reviews for the new title if you have them (places like Kirkus Reviews have their reviews online and often, theyre published weeks or months in advance of the book). You might also find it worthwhile to explain that you read the book and loved it and think readers who like a certain genre or similar author might, too. Theres no guarantee the book will be purchased by the library, but it will show interest to the purchasers. This gets the book on their radars to look up. In my own experience working in libraries, so long as someone wasnt abusing the systemâ€"requesting a ton of titles all the time, requesting their own books, etc.â€"I tended to purchase all books requested, since I knew theyd be borrowed by at least one person. Cost:  Nothing but a little of your time! Borrow the book from your local library One of the tools that librarians use when making purchasing decisions is the circulation records of previous titles. This is why every James Patterson book is on standing order; his books circulate very well, and thus are automatically purchased when a new book comes out. If you love a book or an author and prefer to borrow, rather than buy, books, take the time to get it from the library. The librarys purchase and your borrowing  do  make a difference to an author or a book. Although its not always guaranteed, if you are able to put a hold request on a book before its available, that might help libraries make a decision of whether or not to purchase more than a single copy. Books which are showing a lot of activity, like multiple holds on a single copy, suggest that the popularity and interest is there and the library should consider purchasing another copy or two to fulfill the interest. You may think that not buying the book and instead relying on the library doesnt help a book or author. But it does! Libraries make a huge difference for those books and authors. Cost:  Nothing but your time (and maybe overdue fines if you, like me, are terrible about due dates). Attend An Authors Event Is your favorite author having an event thats easy for you to get to? Take the time and go. Its not always easy to do, but if the means are there, take advantage. A packed audience for an event is a sign to the bookstore that theres interest in the authorâ€"as well as similar authorsâ€"and thus, they may have the opportunity to return with future books. Its not always necessary to buy the book when you attend an event, though its always nice to purchase  something  when you attend an event. Buy a cup of coffee in the cafe, a cool pair of socks from their sideline items, or even a book that youve been meaning to buy. This is not necessary, but it is a nice thank you to the store for hosting the event. Of course, if you can buy the authors book, do that. Consider gifting it to a friend or family member if you dont need it because youve already preordered it or because youve borrowed it from the library. Also? Authors love looking at an audience of people there to hear about their work. Your presence is welcome, and know that when you talk with them afterward or ask a question during the QA portion of the talk, theyre so thrilled to hear from you.  You  are why they have the opportunity to be there, and that doesnt get forgotten. Authors list their events on their websites, as well as across social media. But you can also keep an eye on local bookstores for their upcoming events and attend those that sound even remotely interesting to youâ€"you may discover a new favorite by simply taking the chance. Plus, its fun to get out of the house for an hour or two in the middle of the week if you can. Cost:  Whatever you choose to purchase from the event. Leave Reviews on Consumer Websites Have you seen the meme circulating about how, when a book reaches 50 reviews on Amazon, its included in more of their promotional materials? If not, take a peek over to the left. Its hard to determine if thats true or not, but I can say from my own book writing experience that once I hit 50 reviews, I definitely saw my book popping up in more of the You might also like features other similar books. If youve loved a book, one of the most powerful things you can do is drop a review on consumer sites like Amazon, Barnes Noble, Chapters, Target, Walmart, and more. These reviews are super helpful for browsers considering a purchase, and even something as simple and straightforward as This book was excellent, and I would recommend it for people who like books that are (insert genres or styles) or television shows like (name show). If you write one review, you can copy and paste it across a couple of different sites. One of the tips I have from doing this is to spend 10 minutes once a month drafting a few reviews of recent reads and then dropping them all at once. This makes it part of a habit, and its one that doesnt require much time. If youre feeling really motivated, you can drop reviews on places like Goodreads or your librarys catalog, too. Those help people find a book and consider whether to buy or borrow it. Cost:  A few minutes of your time. Recommend the book on social media, your favorite blogs, and to friends in person looking for a good book Do you use social media or keep a blog? Writing about the books or authors you love or sharing short reviews and images really does make a difference. It gets the book on radars of other readers, as well as those who might not generally call themselves readers but like  you  and are therefore intrigued. One of the things thats worth doing is seeing if theres a hashtag related to the book. Many publishers and authors choose a hashtag for the book, and if its not on the book itself, do a quick search to see if theres a hashtag with the books title or the authors name. When you do something on social media with the book, include those tags. Itll help your voice be amplified and allow those who find out about the book from you an opportunity to discover more about the book. Never overlook the power of talking about the book to people you know, too. In the course of a day or week, its likely that if people know youre a reader, youll get asked for a good book. Heres your chance to highlight a recent favorite title or author and spread the word. The same principles that make consumer reviews powerful are those which make your personal recommendation in your own personal spaces powerful. Maybe even more so, since your name and face mean something to the people who care about you, and your seal of approval for something means just that much more to them (Think about it: you might peruse reviews of a place to get your car fixed for hours, but if your best friend says she loves a certain shop, you are more likely to go to that shop than the one which had 100 five-star reviews). If writing reviews on your blog or on social media isnt your jam, think more creatively: share quotes from the book youve loved or simply take a picture and share it. Maybe youd like to connect it to a favorite TV show or song and talk about how and why they remind you of one another. Be as creative as youd likeâ€"every voice matters in getting the word out, and sometimes, its those creative, clever things that can have the most power. Perhaps you wont convince someone to buy the book for themselves, but you might convince them that its a book someone they know would love, ultimately leading them to gift it to someone else. That is power. Cost: Your time! None of these are brilliant suggestions for how to support a book or favorite author, but theyre all tried-and-true strategies. Theyre real, tangible ways you as a reader and book lover can do work that makes a powerful and lasting difference. If youd like even more ideasâ€"including plenty of creative ones!â€"check out our previous post on 99 ways to get the word out about a book.

Determinants Gold Price In Short And Long Term Finance Essay - Free Essay Example

What are the factors cause the price of gold to change? Based on the research from the World Gold Council Document, it exhibits that the gold price is determined by two sets of the factors which are supply and macro-economic factors. It is indirectly correlation between supply and price of gold. According to World Gold Council Documents economic study, the available supply of gold in the market is made up of three major above-ground sources. First, reclaimed scrap or gold reclaimed from jewellery and other industries such as electronic and dentistry; Second, official, or central bank, sales; Third, gold loan made to the market from official gold reserves for borrowing and lending purposes. However, US dollar is also negative relationship with the price of gold in term of the macro-economic factors, when inflation and gold tend to move in tandem with each other. Indeed, higher real interest rates are generally negative factors for gold. No one could deny that the value of the gold is very hard to determine because there is no underlying cash flow.[2]According to private investors Mr. Adam Katz, he has done studies about applying the P/E concept to Gold. He looked at the money supply to determine the future gold price. He has used the TMS model which is M1, M2, MZM, or True Money Supply to indicate the relationship between the money supply and the factors of gold price. Based on the analysis from Mr. Adam Ktaz, gold is the leading indicator for money supply; not the other way around. In 1980s, the True Money supply grew higher the value of gold price. If the premium of gold price higher than TMS as result of the increase money supply in future. This also intervenes that increase in the money supply could arise without gold requirement increasing in value. Besides that, price of gold could be increased if the demand of gold shock increases. From the advice by Mr. Adam Ktaz, investors should find a best alternative approach to play the rising money supply. Treasuries and real estate have external risks outside of the money supply. Apart from that, Federal could reduce the excess liquidity. Therefore, gold can move significantly lower as expectations of money supply increase diminish. Let proceed further pertaining to the relationship between gold and money supply.[3]There is evidence that the gold is an asset that has low correlation to most financial assets, both in expansionary and recessionary periods. This could be explained by the behavior of gold over the short-run or long-run. In a global context, effect of the money supply could influence on the performance of gold. For instance, there is an inversely relationship between dollar and the gold. It is shown that the gold is a better asset to invest than other assets like stocks and the bonds in times when inflation happens. Basically, the money supply is controlled and fixed by the central bank. Central bank uses the expansionary monetary policy when recessions occur. Central bank will lower the reserve ratio or lower the discount rate or increase the reserve auction in order to increase the excess reserves for the commercial banks. Thus, commercial banks will have more excess reserves make loan to the custo mer. In addition, this action will lead to the federal fund rate decrease. Even increase the money supply in the public, thus the interest rate fall linkage to the investment spending increase. Therefore, the aggregate demand of the country will increase. Ended up, the real GDP of the country will increase which mean that the expansionary monetary policy upward the pressure of the investment spending to improve the economic growth. Conversely, when inflation arises; Central bank would use the restrictive monetary policy to reduce the money supply in the public. Federal sells the bonds to increase the reserve ratio, increase the discount rate or decrease reserve auctions. This policy will cause the excess reserves decrease, thus commercial banks have less amount to loan out for customers. At the same time, the federal funds rate will increase linkage to the money supply falls. After that, the interest rate will raise as a result the investment spending decrease. At the end, the aggre gate demand decrease and the inflation decline. In conclusion, there is a directly relationship between money supply and gold can exist in either case. How could be say that? As mentioned earlier, increase the money supply will boost the economic growth because the interest rate fall stimulate the many investors more willing to do the investment including in gold investment. Nevertheless, as excess money enters the system and the economy remains stagnant, investors will seek for the investment is less risky in order to protect their wealth such gold. According the World Gold Councils report, there is evidence that money supply growth has an impact on future gold performance. 4There is some information about the determinant of gold price given by Mr. Zoher Doctor. He is a financial Planner. According to Mr.Zoher, the total gold supply to the market in each period from extraction is directly correlation with the lagged gold price. However, there is an inversely relationship between the movement of Dollar with the price of gold. All the determinant of price of gold should be seriously consider when the investors need to do some predict in the gold price. The table above show that determinants of price of gold. The gold of supply occupies the higher percentage influence the price of gold with 50%. The US dollar is second largest factor follow by the gold supply impact on the gold price. It is because the returns on the gold are subject to the movements of international gold price and US dollar foreign exchange. Determinants of the price of gold in terms of the Short-run and Long-run Here are some analysis pertaining to the price of gold in the long run period.[5]According to the Eric J.Levin and Roert E. Wright, there are three posibles results to identical the determinant of gold price in the long run. First, the relationship between price of gold and the US price level is belong to the long term status. Second, the movement of price of gold and the US price level are move together in a statistically important long run relationship. It mean that the increase of US price level with 1 percent , the price of gold will follow to increase with 1 percent. In addition, it exhibit the gold is a long-term hedge against inflation. Third, long term relationship could be triggered from a wake of a shock., there is a slow revrsion back toward it. Based on the reseach from Eric J.Levin andRoert E.Wright, the estimate of error correction term is -0.019, which implies that each months error is about 2 per cent smaller than the previous month. In effect, in the aftermath of a s hock, it typcaly takes around five year to eliminate two-thirds of the deviation from the long-term relationship between the price of gold and the US price level. However, the price of gold and US inflation are directly correlation ship to each other in the short-run. Any movement of the price of gold will be directly affected by the any fluctuation in US inflation, US inflation volatility and credit risk. Conversely, any modify in the price of gold and the changes in the US dollar trade-weighted exchange rate and the gold lease rate are inversely relationship. Gold would become as the inflation hedge. The reason is if the dollar deprecation will reduce the gold price to the outsider the US, which will increase their demand for gold and thus increase the dollar price of gold or if dollar depreciation will rose US inflation.

Importance of Achieving Equity in Pay Structures - 5344 Words

Importance of Achieving Pay Equity Table Of Contents What is Equity in Organizations? 4 The Equity Theory 4 Inputs 5 Outcomes 6 Importance of Equity in Pay Structure 7 Internal Equity 9 Steps to Achieving Internal Equity 9 Methods Commonly Used 9 Job analysis 9 Job Evaluation 11 Ranking Method 12 Classification Method 13 Factor Comparison Method 13 Point Method of Job Evaluation 14 Strategic Considerations 15 External Equity 16 Steps to Achieving External Equity 16 Compensation Surveys 16 Benefits of Pay Surveys to the Organization 17 Published Compensation Survey 18 Custom Developed Compensation Surveys 19 Compensation Surveys: Strategic†¦show more content†¦When the ratio of inputs to outcomes is close, than the employee should have much satisfaction with their job. Outputs can be both tangible and intangible (Walster, Traupmann Walster, 1978). Typical outcomes include any of the following: †¢ Love †¢ Intimacy †¢ Job Security †¢ Esteem †¢ Salary †¢ Employee benefit †¢ Expenses †¢ Recognition †¢ Reputation †¢ Responsibility †¢ Sense of achievement †¢ Praise †¢ Thanks †¢ Stimuli Importance of Equity in Pay Structure Following are some of the benefits gained by having an equitable pay structure within the organization †¢ It is a protection against legal charges of discrimination based on race, gender, etc. †¢ It brings consistency in the pay structure, therefore allows for easy alignment with overall company strategy. Now it is only required to make adjustments for achieving organizational goals. The already structured and consistent pay structure will easily absorb the changes. 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California s Overcrowded Prisons Are A Result Of One Of...

California’s overcrowded prisons are a result of one of the highest recidivism rates in the nation . In order to alleviate stress on correctional facilities and to make them efficient, public safety realignment was passed by legislation in 2011. The act of realignment is shifting responsibilities of most offenders from state facilities to county facilities, and the possible changing of the duration of sentences. Furthermore, it is important to understand the effects of realignment on the prison population, and if it is effective at reducing prison populations and making treatment programs more effective. Recidivism has caused some changes in offender characteristics, such as their arrest rates. The overall rate of recidivism has decreased slightly . Recent findings have found that California experienced a drop in the return-to-custody, but that it is recently has begun to increase . This could be a sign that the realignment is ineffective, or this could a normalization of the rate due to the influx of released prisoners. Following that it is found that released offenders arrested within a year has declined slightly, but the population that is arrested multiple has increased . The multiple arrests could be the result of having more time on the street. There are higher conviction rates, which suggested that prosecutors are becoming more efficient. In result, prisoners with multiple convictions has increased. The evidence would suggest that the inmates are not committing moreShow MoreRelatedJust Deserts Theory Of Justice And Its Inefficiencies3191 Words   |  13 Pagesactually work an d make a difference. 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Parole and probation are reservation options to help educate criminals about ethical knowledge. Community corrections

Obesity and Health Care Providers - 1798 Words

1. What is the decision-making process for Metabical? Who is involved in the process? Market research: investigating into the overall adult overweight situation in U.S. fand overweight population and consumers’ perception of the currently existed weight-loss drugs. Analyzing differential advantages: CSP should recognize the Metabical’s competitive factors first. Metabical is the first prescription drug approved by FDA and has less negative side effect and can magically loss weight. Recognizing target consumers: the target consumers are overweight individuals with a BMI of 25-30 who want to live healthier and health care providers who would be prescribing Metabical. Analyzing the main concern of target consumers: for direct consumers,†¦show more content†¦They are concerned with health issues caused by overweight and willing to change lifestyle and behavior. The target consumers are determined by characteristics of Metabical. Firstly, no prescription-drug options which are specifically for the overweight segment (BMI of 25 to 30) were available in 2008. Thus, the market is underserved that easy for Metabical to entry and gain awareness. Secondly, Metabical has negative side effects when users consume high levels of fat and calories. Metabical can achieve effectiveness of weight-loss with the complement of reasonable diet and exercise regimen. The target customers aged 35-65 with college education are mostly to comply with the requirements and the lifestyle skills for healthy weight maintenance after initial weight loss was achieved. Thirdly, the retail price estimated for the drug would be $3-$5 daily with the average course of treatment lasting 12 weeks. $3: expense = $3*7*12= $252 $5: expense = $5*7*12= $420 Thus, the price is more acceptable and worthwhile for consumers with income of more than $80000. 3. How should CSP identify and employ the differential advantages that Metabical offers to position itself in the marketplace? Before CSP positions Metabical in the marketplace, CSP should analyze strength, weakness, opportunity and threat of Metabical. 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Obamacare Cause and Effect Essay - 1045 Words

ObamaCare and the Healthcare System Cause and Effect Essay ObamaCare and the Healthcare System Medical and health insurance is a very helpful and needed aid in America. Although not everyone can get it since some have pre-existing conditions, it helps a great deal of people. One of the terms in the Patient Protection and Affordable Care Act, a.k.a. ObamaCare, says that even children with pre-existing conditions are guaranteed medical insurance. This may seem like a great thing to some, but that means insurance companies are going to have to raise their existing premiums because they will have to pay for much higher risk patients. In addition to the higher premiums, the insurance companies will cut back on the payments they make to†¦show more content†¦This is forcing the doctors to no longer accept certain insurance companies such as medicaid because they aren’t being reimbursed for the services they’re providing to the consumers that are using medicaid. 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Course Notes Free Essays

Can organic farmers produce enough food to feed the world? Discuss this question commenting on the place of organic farming in sustainable food systems In order for organic farming to produce enough food for the world In a sustainable system, Limiting factors to production In the organic system need to be overcome. Through yields outputs to primarily disease control and fertilizers, this method of farming could solve global hunger and world starvation, giving us a On the other hand, conventional agricultural production systems are not necessarily sustainable-perhaps we need a compromise. Continual cropping and grazing, together with over use of herbicides, Insecticides and fertilizers are Inarguably damaging to the environment and the web of life. We will write a custom essay sample on Course Notes or any similar topic only for you Order Now There has often been a proposal that Northern Australia could become the food bowl of Australia. The argument against this Is often that disease and pest control In the Northern climates is a major Limiting factor to production. Extrapolating this to a world situation, I don’t believe organic farming on a world scale could achieve the production levels required to feed the escalating population. Without conventional inputs, which are not always organically friendly, I cannot see adequate production to feed the world. Perhaps in to the future this can be achieved. As dad just pointed out-in the North of Australia, and this would be in other matching arid countries of the world, animal production, is relatively easily to be organically certified because they don’t need to use drench, fertilizers etc-only some feed supplements which could be organic. The problem areas are the more tropical areas where disease and pest control are more difficult in an organic plant production system. -produce food of optimum quality and quantity using sustainable farming practices -produced in over 130 countries -represent fastest growing food sector worldwide -market analyst forecast annual growth rates between 10-30% around the world -basis is -healthy, biologically active soil -enhance and maintain How to cite Course Notes, Papers

Case Study Tea wholesaling Company Owner - Lou

Question: Assignment Question Lou, the owner of a tea wholesaling company, decided about a year ago that product quality of some imported sources was too variable. To improve consistency of the product Lou decided he would employ someone to test samples of imported product and grade them. His retired Uncle Jim came to mind. He was a food scientist and using his skills would also assist him by keeping him busy. Lou approached Jim with an agreement titled Contract for Services, devised by the companys lawyer. It involved Jim agreeing not to be an employee and to have his own incorporated consulting business. The agreement included a clause suggesting he was not permitted to delegate any of his responsibilities at the tea company to another unless he got Lous approval. The agreement also stated he would be paid a set fee for each day he came to the warehouse and worked and a monthly pay date. Although not mentioned in the agreement, Jim was to pay his own taxes and make his own superannuation contributions. He was supplied with a warehouse uniform and all the equipment he required to perform his scientific analysis. Jim worked from 9am to 5pm Monday to Friday for eight months without a day off and then suffered a serious heart attack. His daily routine at work had involved him checking in with Lou for instructions on the days work, Lous oversight of his progress during the day and an assignment of administrative support to support him at particular times. Toward the end of the financial year Jim was asked to supervise a couple of juniors in stocktaking processes, for about four weeks, but he had otherwise stuck to his scientific analysis. One of the policies Lou added to the Employee Handbook last year was an anti-bullying policy. The policy required a particular procedure to be followed if bullying was detected by any member of staff, and indicated management would treat the behaviour, if confirmed on investigation, as serious misconduct and it was likely to result in disciplinary procedures being taken. The policy was not included in staff contracts but they were all alerted to it on commencement of their engagement. Jim had reported the two juniors he had supervised as bullies just before his heart attack. He made a written complaint stating their language was repeatedly demeaning to him and their regular slapping of him on the back was so aggressive it upset him to the point he was ready to resign. Lou was aware of his issues with the young workers and wonders what he is required to do now that Jim is convalescing and may not return to work. Advise Lou whether Jim could be regarded as an employee, despite their written agreement. He is contractually bound to follow the Employee Handbook procedure in relation to the bullying complaint. He has breached any common law duty to Jim even if he is not contractually bound to follow the Employee Handbook procedure. Answer: This case study is about a tea wholesaling company owner, Lou who decided to hire a person to test the product quality of some imported products. Hence, he approached his uncle, Jim who was a food scientist and using his skills would also assist Lou by keeping him busy. He approached Jim with an agreement titled Contract for Services, devised by the companys lawyer. Contract for Services is generally an agreement whereby a person agrees to serve the employer as an independent contractor. Under this, there is no employee-employer relationship between the two parties. Hence, the employee is not covered under Employment Act (Brank, 2012). Hence, Jim couldnt be regarded as his employee since the contract already had a clause about it (Brank, 2012). Although Jim was hired by the company at fixed salary but he couldnt be considered employee since he signed Contracts for Services with the company. Hence, by no means, Jim can be considered an employee. If he would have been an employee, he w ould have signed Contract of Services. Hence, Jim couldnt be regarded as his employee. Second case taken in this case study is about the bullying. In order to safeguard the interest of the employees, Workplace Safety Health Act has been enacted in Western Australia (Farrington, 2009). Workplace Safety Health Act, WA ensures that no employer can exploit his employee in any way. In WA, the Workplace Safety and Health Act is a critical part of the new framework that is accountable to cultivate good habits in all the individuals so as to integrate a strong working culture in the workplace. In the case study, the legal issue which has come up is Anti-Bullying Issue. At workplaces, bullying remains a critical issue. By definition, bullying refers to a systematic campaign of interpersonal destruction that put a great impact on physical, mental and psychological health of a person. It is a common phenomenon observed at workplaces, educational institutes etc (U.S Department, 2010). As per reports, the primary reason that bullying is so common at workplaces is that it is not y et illegal and even illegal, bullying is practiced fearlessly by employees. In this case study, I think, Lou is not contractually bound to follow the Employee Handbook procedure in relation to the bullying complaint. This is because anti-bullying policy was added to Employee Handbook procedure but not to Staff contracts. Hence, he is not contractually bound to follow it but it was his common law duty to listen to the complaints of the employees or other stakeholders about any kind of bullying. By definition, Employee Handbook procedure mentions about how all employees, regardless of their job or role in the company should behave in the organisation (Voten, 2011). The handbook is given to every employee irrespective of his job or title in the organisation. If anti-bullying policy was made part of Employee Handbook procedure then it is crucial to follow when authorities sense or receive complaints about bullying acts in the company (U.S Department, 2010). Although Lou, himself added a nti-bullying policy to Employee Handbook procedure last year yet he didnt take any action against the complaint registered by Jim. As per the anti-bullying policy added by Lou in the Employee Handbook procedure, particular procedure to be followed if bullying was detected by any member of staff, and indicated management would treat the behaviour, if confirmed on investigation, as serious misconduct and it was likely to result in disciplinary procedures being taken. However, no such action was taken when Jim reported about the two juniors whom he had supervised as bullies just before his heart attack. As per Australian law, Jim should have been given compensation since no action was taken in spite of his regular complaints. There are numerous bullying cases registered in which respondent had to face alleged behaviour and even forced to leave his employment on account of regular complaints of bullying. But they were given justice and paid lump-sum amount of compensation to repay their damages. For example, a case of bullying was registered in 2006 in Western Australia against four men who worked with close proximity to a female worker in a Bank. As compensation, female worker was awarded damages of nearly two million Australian Dollars. It was alleged by the female worker that four male workers who worked with close proximity to her bullied her. The alleged behaviour shown to the lady worker included passing lewd comments on her, ignoring her presence and laughing when she walked in the room. Unlike Jim, lady also raised the complaint of bullying with her manager and HR manager but no effective were taken by them. As a result, when complaint reached high command of the bank, four men were fired and were asked to pay a compensation of two million Australian dollars. In another case, Ms Kumar consistently reported about her late pay. After regular complaints from her, Ms Kumar was forced out of her employment and was also victimised in number of ways such as humil iating, hurtful behaviour towards her and isolated. When this was known to Deputy President of the company, he found it totally unfair. Hence, judge ordered that respondent must be paid 38 week salary at the rate of $627 a week. In third case, a woman who was performing office and driving duties for a caravan company was abused and employer forced her to fulfil unreasonable demands. In her lunch time, she was made to perform bank duties also. She was asked by the employer to mail a copy of cheque drawn in favour of supplier back to office. This was indeed embarrassing but woman was made to do so. The employer reacted in an abusive manner when he came to know that woman had missed her lunch to visit bank and had also not procured the manufacturing parts to clients. The employer gave her an ultimatum that if she would not perform her duties well, she would be fired. The NSW commission accepted the evidence given by the woman and stated that the behaviour the employer had shown to the lady worker was unfair. Hence, employer was made to pay $8400 as the compensation to lady. In another case, a senior management employee of the company was sacked on grounds of bullying and humiliating nature towards junior employees. Mr Purse, a senior legal officer by the Commonwealth Attorney General department was dismissed for breaching the code of conduct. It was stated that officer abused the junior physically and verbally. He used to yell at juniors, use abusive words and also push them at some instances. Although Mr Purse claimed that his dismissal was unfair but upon inspection it was known that all the evidences against him were valid (Brank, 2012). Hence, in Jims case also, it was crucial for Lou to provide compensation to Jim. Thirdly, Lou has breached a common law duty to Jim even if he is not contractually bound to follow the Employee Handbook procedure. Though he was not contractually bound to follow the handbook of Employee procedure yet as an employer, it was his duty to take actions against the culprits. It could hamper the productivity of work and loss of an honest employee due to carelessness of Lou. The principles governing Workplace Safety and Health Law at workplaces in Western Australia are reducing risk by making all the stakeholders to reduce the risk they cater, providing greater ownership of Safety and strictly preventing acts of bullying or other accidents by leveraging high penalties on convicts (Taylor, 2012). These are the key underlying principles of Workplace Safety and Health Law. The features of the Workplace Safety and Health Law in Western Australia include: It held every stakeholder responsible to ensure safety at workplaces and ensuring no employee bullies others. To focuses on the safety of the workplace. It facilitates effective enforcement by issuing remedial orders. It imposes strict and high penalties on those whose behaviour is found abusive and in adherence to the conduct (Taylor, 2012). In Australia, there is no clear definition of what constitutes bullying. Hence, it is one of the critical problems for employees. Apart from employees, around 20,000 students are affected by bullying in various Australian schools (Taylor, 2012). Being an intentional cruelty, every individual might have to go through it regardless of age, gender, caste and religion. Although various studies state that it normal but it can lead to tragic consequences in some cases. Bullying often results in numerous negative impacts on employees and working environment of the organisation. Since Lou didnt take any action against the culprits so it gave an unnecessary advantage to them to continue showing hostile behaviour towards others (Davenport, 1999). As a result, Jim suffered a heart attack. Some more effects of bullying and harassment at workplaces are: 1. Increased in absenteeism due to the fear and panic among employees leading to hampering of work: One of the impacts of bullying at workplace is increased absenteeism i.e. more employees prefer taking leaves due to fear and panic than coming to office. Hence, it hampers the productivity of work. 2. Increased stress among fellow employees which leads to increased errors in work: Second impact of bullying is increase in stress. This is one of the signs which is stated in case study also that Jim might have suffered heart attack due to constant bullying by two juniors. 3. Decrease in performance of employees and productivity at work: Third impact is decrease in performance of employees which is observed in the case of Jim. He had to take leave from work due to heart attack and there are changes that he might not return. 4. Lack of motivation in staff: Above impacts often leaves staff unmotivated and unhappy. Hence, they cant focus on work completely. 5. Increased time spent on jugglin g up with complaints: Due to large bullying case, management is required to spend maximum time handling those complaints in spite of thinking about growth of the company. In the case of Lou also, there may be chances that many such cases of bullying might go unreported (Ericson, 2001). Hence, it is common law duty of Lou to take action against the culprits though he wasnt bound contractually. If he would have intervened in the case, Jim might have not suffered heart attack. References 1. Ericson, N. (2001). "Addressing the Problem of Juvenile Bullying". OJJDP Fact Sheet #FS-200127 (U.S. Department of Justice: Office of Juvenile Justice and Delinquency Prevention) 27. 2. Davenport, N. (1999). Mobbing: Emotional Abuse in the American Workplace., Civil Society Publishing. 3. Taylor, A. (2012). "The University of Manchester Dignity at Work and Study Policy". The University of Manchester. 4. U.S Department, (2010). "State Laws Related to Bullying Among Children and Youth". U.S. Department of Health and Human Services - Health Resources and Services Administration - Maternal and Child Health Bureau.5. Brank, E. (2012). "Bullying". Annual Review of Law and Social Science (Annual Reviews) 8: 213230. doi:10.1146/annurev-lawsocsci-102811-173820. Accessed 13 Feb, 2015.6. Bennett, E. (2006). Peer Abuse Know More!: Bullying from a Psychological Perspective., Infinity. Accessed on 13 Feb, 2015.7. Farrington, D. (2009). School-Based Programs to Reduce Bullying., campbellcollabor ation.org. Accessed on 13 Feb, 2015.8. Voten, M. (2011). A largeà ¢Ã¢â€š ¬Ã‚ scale evaluation of the KiVa antibullying program., Wiley Online Library. Accessed on 13 Feb, 2015.

Management Of Diverse Workforce Remains †Myassignmenthelp.Com

Question: Discuss About The Management Of Diverse Workforce Remains? Answer: Introduction Globalization is increasing the demand for the people in organizations across the world to interact with other people from across different and diverse cultures, background, beliefs and practices (Green, Lpez, Wysocki Kepner, 2002). People are not confined to the safe boundaries of their organizations. Instead, employees are forced to compete in a flatter world and economy with stiff competitions from across the entire world. Therefore, organizations have no option but to open up to the reality of the world and establish systems and processes that embrace the concept of diversity if they hope to remain relevant and competitive (Kulik, 2014). The purpose of this paper is to explore the available information and the rationale for diversity in the contemporary business environment. The paper is arranged as follows. The first section provides a definition of the concept diversity in relation to human resource and business management. The paper provides a detailed discussion of the rationale of diversity management in business context. An examination of the demographic drivers and their implication for diversity and human resource management is conducted. A discussion of the challenges and opportunities of a diversity management program is then presented, including the related advantages and disadvantages and how human resource is able to meet and address the issues of diversity management. A discussion is presented on the argument to make to Mark French regarding the business case for diversity management in CERA. A conclusion is then made on the trends and outlook of diversity management and the positioning of the human res ource managers to implement the diversity program effectively. Concept and Definition of Diversity Diversity refers to variety or differences in a given composition. In management, diversity is a broad term suggesting the talent mix and differences evident in the organization workforce and workplaces. The concept, understanding and application of diversity varies from one person and organization to another (Wagner III Hollenbeck, 2014). According to Okoro and Washington (2012), diversity entails recognizing, appreciating and embracing employees differences in terms of age, ethnicity, class, gender, race, sexual orientation, physical and mental capabilities, and spirituality, among other individual differences. Surface level diversity refers to the observable differences among people, including the physical attributes, age, ethnicity, gender race, while deep level diversity refers to the psychological differences among employees that include attitude, personality, beliefs and values (Fisher, Bell, Dierdorff Belohlav, 2012). Regardless of the definition adopted, the concept of div ersity remains the same, and this are the salient differences among the workforce that affect that affect work relationships, performance and achievement. The Rationale for Diversity in HR and Business Management Today, organizations contend with issues of migration and the resulting population mix, ethnic and racial diversity, giving rise to many dilemmas (Castles, De Haas Miller, 2013). It should be noted that with the increasing differences in the world populations, coupled with the opening up of the globe, management of diversity is becoming increasingly important. Companies are under pressure to develop open and inclusive systems, procedures and work structures that appeal to, attract and manage a diverse workforce. This is especially important given that research evidence point to a positive relationship between embracing diversity with improved productivity, profitability and sustainable competitive advantages among organizations (Wagner III Hollenbeck, 2014; Andrevski, Richard, Shaw Ferrier, 2014; Lu, Chen, Huang Chien, 2015). It makes business and management sense to attract, manage and retain a diverse workforce to reap from the obvious accruing opportunities and advantages presented by the practice (D'Netto, Shen, Chelliah Monga, 2014). Workforce diversity constitutes an important competitive asset in the contemporary business organizations (Richard Miller, 2013). It is important for organizations to shift their perspectives concerning diversity and invest in valuing and appreciating workforce diversity if they hope to have effective human resource management, and reap from the value of improved workplace performance and productivity (Richard Miller, 2013). Demographic Drivers of Diversity The workplace is changing at a very fast rate. The most obvious change is the increased intake and control of women in the work environment (Kirton, G., Greene, 2015). Women are increasingly becoming active in the workplace as employees, managers, CEOs, heads of organizations, business owners, challenging the previously male dominated areas (Davidson, 2016). The women are increasingly tasked with contribution to the family income, forcing them to seek competitive employment alongside their male counterparts. Moreover, there is a blurring of the social roles, implying that women can now go for the jobs that were once considered male careers. Consequently, diversity issues are evident across the gender and racial divide. Other than increased uptake of women in employment, another driver of diversity is the ongoing trend of organization restructuring evident across the globe. Today, issues of restructuring, downsizing, rightsizing, business process outsourcing and adoption of robotics technologies are affecting the way that organizations hire and manage people (Cummings Worley, 2014). The workforce has significantly reduced as organizations look to get efficiency and cost management through intensive investment in technology, trends that continue to influence the ways organizations manage its human capital and ability of the company to reap from the benefits that accrue from having a diverse workforce (Cummings Worley, 2014). Technology, globalization, service explosion, internet and increased working hours are continuously transforming the understanding of the traditional workplace, creating new challenges and possibilities of human resource management, and pushing for a significant reduction in the size of workforce that the organization can sustain. The biggest driving force for diversity is the legal environment, which makes discrimination illegal. Consequently, employees enjoy equal rights and opportunities for employment irrespective of their individual and personal differences (Visconti, 2015). People from racial and ethnic minorities are able to enjoy the same rights and opportunities to employment available to the majority groups in the society (Travers, Smaldone Gross Cohn, 2015). The legal framework defines the rights, responsibilities and obligations of both the employees and employers thus ensuring that the management of human resource is fair and just, and that all people have access to all the employment opportunities available without discrimination. Challenges and Opportunities of Diversity This section aims to examine the various opportunities and advantages offered by implementing diversity programs in human resource management. It also examines the challenges, threats and disadvantages arising from the adoption of diversity programs in human resource management in the contemporary business organizations. The benefits and opportunities of diversity accrue to both the employer and the employees. Employees mainly enjoy the benefits and opportunities of gaining equal employment without discrimination (Guillaume, Dawson, Woods, Sacramento West, 2013). Moreover, employees are able to work with and learn from different people, creating cultural competence and personal development through establishment of different social relationships (Chrobot-Mason Aramovich, 2013). Organizations that embrace diversity are able to attract talent , skills, competence and experience by recruiting people from different backgrounds that has potential to improve organization performance, productivity and profitability (Singh, Winkel Selvarajan, 2013). Through adherence to diversity, organizations are able to reduce lawsuits arising from discriminations and poor treatment of people from different backgrounds. Moreover, recruitment of a diverse workforce improves organization image and reputation as an equal employer thus attracting qualified talent and auguring well in the market (Guillaume, Dawson, Woods, Sacramento West, 2013). In addition, diversity creates room for creativity, innovation and different working styles through fostering an environment where different ideas from different people are nurtured to create a competitive organization (Chrobot-Mason Aramovich, 2013). A diverse workforce enjoys flexibility, creativity, adaptability and synergetic working relationships that drive organization performance, creating excellent and high performing teams that ultimately contribute to the bottom line of the organization (Singh, Winkel Selvarajan, 2013). Despite the opportunities enumerated above, diversity also has its own downside, which can have negative effects on the organization. Managing a diverse workforce is a serious challenge for human resource managers in modern organizations (Espinoza Ukleja, 2016). The biggest challenge to diversity is employee resistance and the changes it represents, which creates a serious management hurdle for the HR manager (Espinoza Ukleja, 2016). Moreover, diversity is not just hiring different people, it entails establishing a strategic management approach that encompass appreciating individual differences, inclusiveness, dealing with discrimination and promoting constructive feedback (Podsiadlowski, Grschke, Kogler, Springer Van Der Zee, 2013). The organization culture, pre-existing structures, and negative attitudes in the workplace can easily thwart efforts aimed towards attaining diversity with serious repercussions on the morale, workplace relationships and overall organization productivity and performance (Kirton Greene, 2015). Moreover, HR managers face the challenges of addressing stereotypes, discriminations and prejudices against specific groups of people and employees in the organization. There is a risk that these prejudices can infiltrate the hiring, recruitment, retention and promotion decisions in the organizations (Vance Paik, 2015). In the event this takes place, bias and doubt is introduced in the organizations, killing any chances of synergy and leading to the disintegration of the workplace, with potentially damaging organization outcomes. A Case for CERA Following a review of the literature and examination of pros and cons of diversity in the workplace and organizations, I am thoroughly convinced that diversity is a strategic component of any human resource management strategy. My argument to Mark French is pegged on the value of diversity in fostering sustainable competitive advantage for CERA. It is important for CERA to pursue and embrace diversity as this contributes to organization creativity, innovation and success through attracting the right pool of talent, hiring the people and fostering effective work relations that have the potential to improve the performance and productivity of CERA. Nevertheless, to create a highly successful and diverse workforce, CERA needs to invest in systems and infrastructure that support diversity, including promoting effective human resource managers. It is important for Mark to understand that discrimination is a serious threat to diversity and its consequences have the potential of wrecking the organization and destroying any performance and profitability attained by CERA over the years that they have been operating. It is important for the managers at CERA to examine their own cultural biases and attain cultural competence to avoid the chances of their bias influencing their decisions in managing human resources since this has the potential to limit ability of the organization to appreciate, attain and embrace diversity in managing the workforce. Diversity in human resource management is not about managing the different groups of people, but rather appreciating the fact that people are essentially different yet their differences represents varied value prepositions and usefulness that they bring to the team, workplace and organization setting. It is important to learn how to tap into the different abilities, values, abilities and skills of people to create business value for CERA. Organization learning on effective management of diverse workforce is critical to the attainment of current and future goals and objectives. CERA will be able to attain competitive advantage and stay ahead of the rest if effective programs are implemented to attract and retain diverse workforce. Since diversity extends beyond affirmative action and development of equal employment policies, it is important for CERA to adopt a transformational shift in its organization culture systems and processes to focus more on employee development. This is the mo st important step in attaining diversity and ensuring development of a strong, diverse and competitive workforce. Conclusion The world, the marketplace and the workforce is changing at a relatively fast rate, creating opportunities for adoption and diversity in the management of human resources. Though there are obvious challenges and threats to implementing diversity in the workplace, this study has demonstrated that the practice is invaluable in promoting organization performance, productivity and profitability that all contribute to a sustainable competitive advantage. A review of books and peer reviewed journal articles on the subject of diversity points to the immense opportunities available for strategic human resource managers to take advantage of diversity management programs to harness the value and benefits of a diverse workforce. While diversity can bring about significant benefits and value to the organization, its implementation is often difficult and challenging, requiring high level of skills and expertise from the human resource manager and adoption of a strategic approach to human resources management. It is important to utilize various tools and programs to promote and embrace diversity in the workplace. The starting point is assuming a cultural shift and transformation of attitudes to ensure adoption of an open and inclusive culture that fosters integration and working together of people from different backgrounds. Carefully crafted and employee driven employment policies and programs can be a real deal breaker in attaining diversity and ensuring synergy and effective relationships in the workplace. Since modern workplaces have diverse cultures with people from different backgrounds it would be important to nurture a learning organization that is flexible enough to adapt to meet the different needs an d expectations of the different mix of people. References Andrevski, G., Richard, O. C., Shaw, J. D., Ferrier, W. J. (2014). Racial diversity and firm performance: the mediating role of competitive intensity.Journal of Management,40(3), 820-844. Castles, S., De Haas, H., Miller, M. J. (2013).The age of migration: International population movements in the modern world. Palgrave Macmillan. Chrobot-Mason, D., Aramovich, N. P. (2013). The psychological benefits of creating an affirming climate for workplace diversity.Group Organization Management,38(6), 659-689. Cummings, T. G., Worley, C. G. (2014).Organization development and change. Cengage learning. Davidson, M. (Ed.). (2016).Women in Management Worldwide: Progress and Prospects. CRC Press D'Netto, B., Shen, J., Chelliah, J., Monga, M. (2014). Human resource diversity management practices in the Australian manufacturing sector.The International Journal of Human Resource Management,25(9), 1243-1266. Espinoza, C., Ukleja, M. (2016).Managing the Millennials: Discover the core competencies for managing today's workforce. John Wiley Sons. Fisher, D. M., Bell, S. T., Dierdorff, E. C., Belohlav, J. A. (2012). Facet personality and surface-level diversity as team mental model antecedents: implications for implicit coordination.Journal of Applied Psychology,97(4), 825-841. Green, K. A., Lpez, M., Wysocki, A., Kepner, K. (2002). Diversity in the workplace: Benefits, challenges, and the required managerial tools.University of Florida,1(4):1-3 Guillaume, Y. R., Dawson, J. F., Woods, S. A., Sacramento, C. A., West, M. A. (2013). Getting diversity at work to work: What we know and what we still don't know.Journal of occupational and organizational psychology,86(2), 123-141. Kirton, G., Greene, A. M. (2015).The dynamics of managing diversity: A critical approach. Routledge. Kulik, C. T. (2014). Working below and above the line: The researchpractice gap in diversity management.Human Resource Management Journal,24(2), 129-144. Lu, C. M., Chen, S. J., Huang, P. C., Chien, J. C. (2015). Effect of diversity on human resource management and organizational performance.Journal of Business Research,68(4), 857-861. Okoro, E. A., Washington, M. C. (2012). Workforce diversity and organizational communication: Analysis of human capital performance and productivity.Journal of Diversity Management (Online),7(1), 57-65 Podsiadlowski, A., Grschke, D., Kogler, M., Springer, C., Van Der Zee, K. (2013). Managing a culturally diverse workforce: Diversity perspectives in organizations.International Journal of Intercultural Relations,37(2), 159-175 Richard, O. C., Miller, C. D. (2013). Considering diversity as a source of competitive advantage in organizations.The Oxford handbook of diversity and work, 239-250. Singh, B., Winkel, D. E., Selvarajan, T. T. (2013). Managing diversity at work: Does psychological safety hold the key to racial differences in employee performance?.Journal of Occupational and Organizational Psychology,86(2), 242-263. Travers, J., Smaldone, A., Gross Cohn, E. (2015). Does State Legislation Improve Nursing Workforce Diversity?.Policy, Politics, Nursing Practice,16(3-4), 109-116. Vance, C. M., Paik, Y. (2015).Managing a global workforce. Routledge. Visconti, G. (2015). Legislation Without Empathy: Race and Ethnicity in LIS.Partnership: The Canadian Journal of Library and Information Practice and Research,10(2), 1-9 Wagner III, J. A., Hollenbeck, J. R. (2014).Organizational behavior: Securing competitive advantage. Routledge.