Francais Cassavant in Heroes and Other Characters - 786 Words

‘Heroes’ is a novel which is full of tension and suspense. It is also a novel which has important things to say about the pressures that young people have to deal with as part and parcel of growing up. In ‘Heroes’ we see the world through the eyes of Francis Cassavant, who having earned a silver star in battle returns home in hiding, living a frugal and lonely life, waiting only for the opportunity to kill his childhood mentor and hero Larry Lasalle. As readers we are confused and intrigued and need to understand the reasons for his injuries and also to understand why he is hell bent on revenge. The structure of the novel ensures that although questions are answered, they simply lead to further questions until the climax of the novel, when†¦show more content†¦And we also learn that Larry cannot understand why this is wrong ‘Does that one sin of mine wipe away all the good things?’ Larry asks, and as readers we finally understand how re pulsive Larry really is. Cormier seems to underline this by describing the sound of the bullet with which Larry kills himself being ‘like a ping – pong ball striking the table.’ This simile transports us back to the table tennis match that Larry let Francis win. It underlines one of the key themes in the novel; the distance between appearance and reality. Overall, by using techniques such as flashbacks, gradual revelation and foreshadowing Cormier is able to create tension and suspense. Whilst this is entertaining and gripping it also leads us to towards understanding of the ways in which we learn the key lessons in

Essay on A Womans World in Jane Eyre by Charlotte Brontë

â€Å" . . . Women feel just as men feel . . . they suffer from too rigid a restraint, too absolute a stagnation . . . † (Brontà « 129-130). Charlotte Brontà «, one of six Brontà « siblings, was a feminist author who lived and wrote during the beginning of the nineteenth century. It was a time when England was going through a slow but significant change, mainly surrounding the Industrial Revolution, but still preceding the days of any major feminist movements. Brontà « was angered that she had to write under a fake male name in order to have Jane Eyre published and read. Nevertheless, she was still completely focused on addressing issues concerning women, education, and marriage. Combining these topics, she produced one of the most popular novels in†¦show more content†¦As a young girl, Jane Eyre thought she had finally escaped what she saw as a prison, her abusive aunt’s mansion, when she was sent away to school. Soon, though, she again felt as if she was imprisoned. Jane suffered in horrible living conditions during her time at Lowood Institution, a charity school for girls. In Nineteenth Century Literature Criticism, W.A. Craik notes that Lowood was â€Å"physically hard and aesthetically repulsive† (74). Strict procedures, overcrowding, and nauseating excuses for food greatly affected every girl at the school. As the new girl, Jane found herself alone much of the time, just as she often had at Gateshead. â€Å" . . . I stood lonely enough, but to that feeling of isolation I was accustomed; it did not oppress me much† (Brontà « 59). The influence of Brontà «Ã¢â‚¬â„¢s older sisters appeared in a girl that Jane befriended named Helen Burns. Because Helen was Jane’s only close friend, Jane looked up to her like an older sister. The fate of Helen, however, was a startling and sad similarity to that of Brontà «Ã¢â‚¬â„¢s older sisters. Unfortunately, Jane again found herself completely alone when Helen died due to a typhus outbreak at Lowood. This did not deter Jane from remaining at Lowood, though, and she eventually took on a new position there: a teaching position. Before Brontà «Ã¢â‚¬â„¢s writing career took off, she held several jobs, including being a teacher and a governess. She beganShow MoreRelatedFeminism in the Novel Jane Erye Essay examples1241 Words   |  5 Pagesin the â€Å"19th century meaning that women were inherently equal to men and deserved equal rights and opportunities.† (Gustafson, 1) Many women throughout time have stood forward towards women’s rights. Jane Eyre was written and published during the Victorian Era. The novel was written by Charlotte Brontà «, but published under the pseudonym Currer Bell. Pseudonyms were used frequently by women at this point in time, as they were believed to be inferior to men. The works of female authors were not asRead MoreFeminism in Jane Eyre and the wide sargasso sea Essay1061 Words   |  5 PagesLadan Abdullahi Feminism in Jane eyre and Wide Sargasso Sea A patriarchal society is a world in which men are the sole decision makers and hold positions of power and the highest authority. Patriarchy occurs when men are dominant, not necessarily in numbers but in their status related to decision making and power. As a result, women are introduced to a world made by men, and a history refined by a mans actions. In jean Rhys Wide Sargasso Sea, the author focuses on the history of Bertha, oneRead More Brontes Jane Eyre Essay: Importance of Nature Imagery1550 Words   |  7 PagesNature Imagery in Jane Eyre      Ã‚  Ã‚   Charlotte Bronte makes extensive use of nature imagery in her novel, Jane Eyre, commenting on both the human relationship with the outdoors and with human nature. The Oxford Reference Dictionary defines nature as 1. the phenomena of the physical world as a whole . . . 2. a things essential qualities; a persons or animals innate character . . . 4. vital force, functions, or needs. Bronte speaks to each of these definitions throughout Jane Eyre. SeveralRead More Construction of Love and Gender in Charlotte Brontes Jane Eyre964 Words   |  4 PagesConstruction of Love and Gender in Jane Eyre      Ã‚   Jane Eyre by Charlotte Bronte focuses primarily on love, specifically romantic love and it is the way in which Charlotte Bronte challenges 19th century socio-cultural views on gender and romance, as well as other discourses within the novel such as class and status that makes Jane Eyre successful.    The main discourse within Jane Eyre that impacts most greatly upon its feature, romantic love, is the societal classes of the timeRead MoreFunhouse Mirrors: Jane Eyre and Bertha Mason Essay1717 Words   |  7 PagesTim Bartlett ENG 396 March 23, 2011 Funhouse Mirrors: Jane Eyre and Bertha Mason â€Å"Jane Eyre† is a book centred around female duality. In a time when females were still expected to fulfill their â€Å"womanly duties,† Charlotte Bronte wrote a novel dealing with a woman’s view on morality sexuality, passion sensibility, and conformity insanity, among other themes. This motif of duality plays a strong part in the dynamism that makes up the book, and is not limited to the themes, but is also usedRead More`` Money Makes The World Go Round `` By Jane Eyre1623 Words   |  7 PagesPeople often say â€Å"money makes the world go ‘round†. Money brings power, and power brings action. Elitism has a constant trend throughout history. Jane Eyre learns this lesson quite well in her life in the Victorian era. She constantly floats on the fringes of different social classes, allowing readers to see the revolution that really emphasizes the materialist nature of the book. Her journey towards independence represents her ability to fre e herself from the oppressive hierarchy of the patriarchalRead MorePride And Prejudice And Jane Eyre1681 Words   |  7 PagesIntroduction: Jane Austen and Charlotte Bronte explore social class in a number of different ways throughout their novels Pride and the Prejudice and Jane Eyre. They do this through the use of stylistic devices which in turn appeals to their different audiences. Both Jane and Charlotte are notable writers for their remarkable texts. Jane Austen is known for playing a revolutionary role in the generation of English female literature, which was counteracted by this piece- and Charlotte Bronte also developedRead MoreWomen s Rights During The Victorian Age1486 Words   |  6 Pagesbetween the two identities; one of an employed woman, and one of a domestic housewife. Despite there being a need for women in the labor workforce, it was solely men that were considered strong based on their physical strength. It was believed that a woman’s strength lied in her ability to be somewhat of a moral compass for men. Sarah Stickney Ellis discussed this in her work The Women of England. Their Social Duties and Domestic Habits. In the ideal Victorian household, the man would support the familyRead MoreEssay about Finding the Balance of Love and Freedom in Jane Eyre1339 Words   |  6 PagesSimilar to many of the great feministic novels of its time, Jane Eyre purely emerges as a story focused on the quest for love. The novel’s protagonist, Jane, searches not only for the romantic side of love, but ultimately for a sense of self-worth and independence. Set in the overlapping times of the Victorian and Gothic periods, the novel touches upon both women’s supposed rights, and their inner struggle for liberty. Orphaned at an early age, Jane w as born into a modest lifestyle, without any major parentRead MoreJane Eyre By Charlotte Bronte1601 Words   |  7 Pagesfeminist, one must see it through the lens of the time and place Brontà « wrote it. Charlotte Brontà «Ã¢â‚¬â„¢s Jane Eyre was a feminist work in that Bronte expressed disdain for oppressive gender structures through the voice of Jane Eyre, and the actions of Bertha Mason. Jane Eyre was a steamy novel for its time, with imagery as blatantly concealed as Jane’s description of Rochester’s hand as being â€Å"rounded, muscular; and vigorous†¦long, strong†¦Ã¢â‚¬  (Brontà « 312) A modern reader might blush at the description and its

Implementation of the Environmental Disclosure - myassignmenthelp

Question: Discuss about theImplementation of the Environmental Disclosure Requirement. Answer: Download 5 Recent Academic Journal where researcher used qualitative content analysis to analyze secondary data through internet sites. The following are the qualitative journals contents have been used for the purpose of the study. These journals have provided theoritical framework for analysis of secondary data through internet sites. S. Brammer (2008) article, Factors influencing the quality of corporate environmental disclosure. In the Business Strategy and the Environment, pages 120 to 136(Brammer, 2008). S. G. Cuganesan (2010) article, Examining CSR disclosure strategies within the Australian food and beverage industry. In Accounting Forum, Volume 34, Number 3, pages 169 to 183 Elsevier, 169-183(Cuganesan, 2010). G. C. Gallery (2008) article, Corporate disclosure quality: lessons from Australian companies on the impact of adopting International Financial Reporting Standards. In the Australian Accounting Review, pages 257 to 273(Gallery, 2008). J. Guthrie (2008) article, GRI sustainability reporting by Australian public sector organizations. In the journal of Public Money and management, pages 361 to 366(Guthrie , 2008). S. M. Lim (2007) article, The association between board composition and different types of voluntary disclosure. In the European Accounting Review, pages 555 to 583(Lim, 2007). Describe what environmental disclosure is for Australian publicly listed companies. Australian publicly listed companys needs to disclose their exposure to specific economic and environmental along with social sustainability risks under the newly incorporated corporate governance guidelines. The ASX Corporate Council has undertaken the new non-financial risk disclosure norms in a first instance since the global financial crisis. The newly incorporated disclosure and guidelines are to focus on disclosure and transparency of corporates. Earlier there have been several risks identified in the auditing process. Majority of ASX companies produce sustainability reports, which accounts for 95% from the top 250 listed companies. Australian corporations lag behind international best practices in Corporate Governance disclosure norms. GRI standards is the most integral form of reporting that has been included in Australia. GRI initiates companies to disclose corporate social responsibility endeavors along with environmental sustainability impact reporting. The Federal governm ent at various times declined to regulate mandatory social and environmental risks reporting, even though it was suggested at various instances by parliamentary inquiry, Corporations and Market Advisory Committee. Those items were primary treated as externalities and corporations were expected to only pursue profits. ASX listed companies needs to comply with principles and also give detailed reasons for any non-compliance, otherwise the Company might be delisted. Australia incorporated most controversial change by incorporation of environmental sustainability disclosures. Diversity in disclosure has been included to increase commitment towards equity and diversity in not only financial performances but also in board deliberations. Define what is qualitative content analysis ( Use that 5 journals to describe and Justify your answer). Qualitative content analysis is diagnosing contents and matter within a journal for arriving at results for a study. It is a technique that is used widely across qualitative research techniques. It is not a single method and includes application of three distinct approaches, as conventional, summative or directed. All approaches are applied to arrive at meaning from the content of text data adhering to naturalistic paradigm. There are significant amount of differences between them as in coding schemes, threats to trustworthiness and origin of codes. A directed approach the analysis is triggered by means of research findings, which provides guiding codes. Summative content analysis on the other hand involves counting along with comparisons with content or keywords followed by interpreting underlying context. Describe in 5 short paragraph (one paragraph for one journal) - how they used quantitative or qualitative content analysis research method to complete their research. Brammer (2008) article, Factors influencing the quality of corporate environmental disclosure. In the Business Strategy and the Environment, pages 120 to 136(Brammer, 2008). The scope of the above journal has reflected on the influences on corporates that affect disclosure norms for corporate envrionemntal disclosures. It provides a qualitative assessment of various prevailing corporate environmental disclosures. G. Cuganesan (2010) article, Examining CSR disclosure strategies within the Australian food and beverage industry. In Accounting Forum, Volume 34, Number 3, pages 169 to 183 Elsevier, 169-183(Cuganesan, 2010). This journal provides relevant insights regarding CSR strategies that are integral in the service sector of Australian food and beverage industry. It provides a qualitative comparison between CSR applicability in food and beverages industry in Australia. C. Gallery (2008) article, Corporate disclosure quality: lessons from Australian companies on the impact of adopting International Financial Reporting Standards. In the Australian Accounting Review, pages 257 to 273(Gallery, 2008). This article include impacts of adopting International Financial Reporting Standards on Austrlian companies, where environemntal norms forms a crucial aspect. It is a qualitative guidance to IFRS. Guthrie (2008) article, GRI sustainability reporting by Australian public sector organizations. In the journal of Public Money and management, pages 361 to 366(Guthrie, 2008). This article provide relevant qualitative reporting standards on GRI sustainability by Australian public companies. M. Lim (2007) article, The association between board composition and different types of voluntary disclosure. In the European Accounting Review, pages 555 to 583(Lim, 2007). This article provides a qualitative review of assocaition amongst board member compositions, hence including voluntary disclosure norms. How you will implement qualitative content analysis to complete your research (Implementation of the Environmental Disclosure requirement in Australian Service Industry). The journals will act as necessary guiding material and qualitative source for content for this particular study. In order to compile implementation of Environmental Disclosure requirements in the Australian Service Industry, the following will be adhered to. Notes regarding prominent transcripts will be maintained where information is found. Usage to various types of information that offers description of relevant matters needs to be reflected. Then categories of information need to be linked and sub-categories needs to be formed. The information from various categories and sub-categories has to be analysed, it can either be inductive or deductive process in analysis. You can use 50 publicly listed ( ASX) service industry like Banks, Hospitals, Consulting firm, Tourism industry, Accounting firms ( 10 companies from each) last 3 years ******ited Annual reports from their publicly available website. Download them and describe how you are going to do this research. Additional hints: you can use NVIVO software to conduct this research. You need to describe more part B than partB. ( Describe procedure like factors to consider ). In order to analyse 50 ASX listed companies, utilizing their last 3 years Annual reports is a critical factor. A specific research paradigm will be developed which will need to applied on each and every company to analyse their disclosures. On each company, specific norms assimilated from journal reviews has to be applied which will reveal either compliance standards or non-compliance. According to the results a deductive analysis will be applied. A deductive analysis will first aim to draw conclusion from various journals regarding the various requirements of the study and then apply them onto companies such as to gain relevant insights into the same. There will be a hypothesis assumption for arriving at the results and objectives for the study. Data from various companies will be obtained and then such data needs to be analysed by quantitative techniques. Through quantitative techniques, results will be obtained regarding disclosure norms for these listed companies. With these quan titative techniques, deduction from journals can be applied. Post application of logical reasoning and deriving from the companies, findings and analysis will be developed and obtained from the research. Deduction from these data can be obtained by means of quantitative analysis then subsequent qualitative analysis. This findings and analysis will be in line with the deductions drawn from the journal sections.lic sector organizations. Public Money and management, 361-366. Reference Lists Brammer, S. . (2008). Factors influencing the quality of corporate environmental disclosure. Business Strategy and the Environment, 120-136. Cowan, S. . (2011). Corporate disclosure reactions to Australias first national emission reporting scheme. Accounting Finance, 409-436. Cuganesan, S. G. (2010). Examining CSR disclosure strategies within the Australian food and beverage industry. In Accounting Forum (Vol. 34, No. 3, pp. 169-183). Elsevier, 169-183. Frost, G. R. (2007). The introduction of mandatory environmental reporting guidelines: Australian evidence. Abacus, 190-216. Gallery, G. C. (2008). Corporate disclosure quality: lessons from Australian companies on the impact of adopting International Financial Reporting Standards. Australian Accounting Review, 257-273. Golob, U. . (2007). Golob, U., Bartlett, J. L. . Public Relations Review, 1-9. Guthrie, J. . (2008). GRI sustainability reporting by Australian pub Herawaty, M. . (2007). Disclosure in the annual reports of Australian government departments: a research note. Disclosure in the annual reports of Australian government departments: a research note., 147-168. Lim, S. M. (2007). The association between board composition and different types of voluntary disclosure. European Accounting Review, 555-583. Rankin, M. W. (2011). An investigation of voluntary corporate greenhouse gas emissions reporting in a market governance system: Australian evidence. Accounting, Auditing Accountability Journal, 1037-1070.

Managing Ethnicity at Work

Abstract Man’s desire for knowledge and success has over the years expanded beyond the restrictions of localities and regional boundaries. As such, business mergers and other agreements have been made between business entities in search of a larger market base, resources and human capital. The occurrences of such interactions have over the years brought the human race closer to each other than ever before despite their varied differences in cultures, goals and objectives.Advertising We will write a custom research paper sample on Managing Ethnicity at Work specifically for you for only $16.05 $11/page Learn More Consequently, corporations and business organizations have been forced to restructure their modes of operation in order to accommodate and utilize the benefits that can be accrued from having a diverse workforce. This paper shall in detail address the issue of ethnicity and how best it can be managed within the work environment. Introducti on One of the things that make human life intriguing and captivating is the diversity and variation exhibited by various people as a result of their differing cultures (ethnic background), personalities and physical appearances. Through the years, different groups of people have come up with cultures which help them develop spiritually, morally and mentally. As such these cultures have become building blocks in their lives and work places. It therefore stands without doubt that developing an organizational culture is pivotal to the success of any business endeavor. Consequently, the questions that are left wanting are: How does organizational culture influence employee’s response to organizational change? And, what effective approaches do organizations use to promote work-life balance? This paper shall focus on cultural diversity in work places. A detailed discussion shall be presented on how this ethnicity may affect an organization either positively or negatively. Solutions and recommendations shall also be made as to how best this diversity can be balanced. The importance of nurturing an organizational culture shall also be highlighted. Brief summary on ethnic diversity Globalization has led to a status quo where organizations are constantly being forced to interact and in some instances merger with each other so as to fully utilize scarce resources so as to ensure their profitability and hence future continuity. To best achieve their goals, organizations at times find themselves forging alliances with individuals from different nations around the globe in order to tap into the best talents for the various jobs. Hankin (2008) asserts that cultural diversity is about respecting and acknowledging differences among people in relation to their age, sex, ethnicity, abilities and beliefs. If employees do not oversee such differences and work as a unit, then the working environment and the output would end up in turmoil.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Personal experience of ethnic diversity at work A particularly significant experience was in my capacity as a project coordinator with Apple, Inc. I was charged with working with the program managers in executing and implementing initiatives involving the organizations clientele. These tasks enabled me to play an active role in shaping the company’s strategy and develop impressive skills in personnel management and public relations; traits that will be of uttermost importance in my future aspirations. During this period, I came to realize and appreciate the importance of having an organization culture, working with people from different cultural and ethnical backgrounds and finally, the importance of a strong and charismatic leader. During my first few months I was really determined to prove my worth to the managers and my supervisor. As such, I viewed most of my colleagues as potential threats to my career development strategies. As a result, I used to do all my tasks alone and never asked for any assistance from anyone no matter how difficult things got. In addition, I kept all my ideas to myself fearing that my workmates would steal them and get credited for them. It was not long before I realized that I had isolated myself and most people did not want to work with me. The company has a highly diversified workforce and I automatically assumed that they were all discriminating against me probably on educational, cultural or social grounds. It was very frustrating. My intervention dawned on me at a seminar organized by the HR department on the importance of teamwork, developing and adapting to new work environments. Among the core elements covered in that seminar were, the importance of sharing a vision, effective communication, teamwork and the importance of groupthink (corporate culture). I realized that interacting with my colleagues ir respective of their abilities and/or differences, was a better and faster way of fast tracking my carrier. This was because there were situations which could have had better results if I had consulted the right person. In addition, it became clear to me that there are actually other people with better ideas than mine and it is only through teamwork and sharing that they can be able to trust in me and believe that I will do my part in ensuring that we get the job done.Advertising We will write a custom research paper sample on Managing Ethnicity at Work specifically for you for only $16.05 $11/page Learn More Challenges facing cultural diversity at work places Discrimination is the core factor hindering cultural diversity in work places. This comes in different cloaks such as sex, age social class and ethnicity. Many companies have over the years been known to reject job applications from women, aged people and worse of all individuals with accents despi te their qualification levels for the particular job (Collins, 2002). These differences should be seen as opportunities rather than a threat. For example, an accent indicates multilingual capabilities which may come in handy while marketing in the global scene, women are known for their persuasive nature and older individuals are rich in experience which they can pass down to the younger and less experienced employees. Benefits of cultural diversity in work places Despite the challenges there are benefits that can be accrued from cultural diversity. For starters, it presents employees with adequate avenues through which they can learn key aspects of different cultures from each other (Reisinger, 2009). The knowledge acquired from this can then be applied while dealing with both international and local clients. In addition to this, it eases the marketing process when it comes to launching new products, discussing merges with foreign clients and other aspects of international business . Trompenaars contends that diversity offers great understanding to how different people perceive thing leading to a better understanding of the human race (2009). How does organizational culture influence employees’ response to organizational change? The importance of developing an organizational culture cannot be understated. As earlier mentioned, nurturing a culture creates a sense of belonging as well as unity within the organization’s workforce. Meyer and Stanley (2003) define an organization as an institute, group or an association which has a specific purpose and goals. In order for a group to deem itself as an organization, there must be observable elements of cooperation and coordination within the members of the group in accordance to a pre-prescribed format. As such, key to the establishment of any organization is the presence of some common and quantifiable goals which are to be pursued collectively. These traits and goals amount to the culture of the organ ization. Kirkman and Shapiro (2001) describes organization culture as a blend of shared assumptions, values and behaviors that a group develops as it tries to cope or adapt to the various trends, challenges and different think modes within the working environment. This being said, a strong organization culture influences the level of commitment that the employees have to the organization, their ability to work together towards the set goals, their vigilance and their morale (Stock McFadden, 2007). Having a set culture may come in handy especially during a time of change.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Considering the fact that not all people have a positive perception towards change, a well defined culture goes a long way in smoothening the transition and implementation of change. This is because the employees feel obligated and committed to the success of the firm and may therefore compromise for the well being of the organization. On the other hand, a weak culture may lead to conflicts and eventually failure especially in times of change because the employees often look out for their own interests instead of those of the organization (Philip McKeown, 2004). This is basically due to the fact that the employees do not have any common values or attributes that identify them with the goals and objectives of the organization. In certain circumstances, the preserving of the corporate culture of the organization can make the difference in the organization. This is especially so when the culture has been responsible for the successful execution of tasks in the organization over a long period of time (Lau Ngo, 2004). This being the case, it is obvious that the success of an organization can be jeopardized by any move that threatens to weaken the corporate culture of the organization. Morgan (2006), states that corporate cultures develop â€Å"as an ethos created and sustained by social processes so as to bury out differences†. This means that the culture is a means by which the various disparate members of the organization can forge some form of alliance and thus work towards. Macintosh and Doherty (2010) assert that a strong culture may be further reinforced in an organization by a strong charismatic figure. Key to making a difference in the organization is the ability of the sole figure to ensure that everyone involved buys into the ideas and concepts (culture) that they are trying to advance. Skerlavaj, Stemberger and Skrinjar (2007) articulate that actions that produce a feeling of charisma towards a leader figure will invariably lead to an increase i n the likelihood of the followers to ape the actions of the leader. However, it should be noted that making the people follow a â€Å"model individual† may only be effective for a short term basis. The Education of key people in the organization about the assets and issues associated with the work environment may be a more effective and long term measure (Cummings 2004). What effective approaches do organizations use to promote work-life balance? Fereday and Oster (2010) assert that the current economy favors the collective goals and those values that reflect the needs of groups rather than personal groups. As such, it is always important to ensure that teamwork prevails in the work setting. Ambition and determination are some of the traits that are inherent in a person who set out to make a difference in the organization (Hobman et. al 2003). Whereas these traits are desirable and necessary for this task, they may have detrimental effects if they are exhibited in an exaggera ted form. If an individual is overly ambitious, he may be tempted to act in ways that are beneficial to him/her at the expense of other members of the organization. This may alienate him/her to the other members of the organization who may then proceed to sabotage his activities thus negatively impacting the organization. Managing ethnical diversity Developing an ethics program In order to fully harness the full benefits that come with cultural diversity at work places, it is important that the managers and supervisors set rules safeguarding against discrimination during employment, promotions and layoffs. In addition to this, training sessions by professionals should be included in the work places so that workers can learn how to cope and work together towards a common goal despite their differences. On the same note, the management may decide to use a third party when it comes to conflict resolution. According to Adamopoulos, a third party provides the individuals involved with a sense of fairness as well as a chance to air their thought fully (1999). Communicating the organization’s vision to all employees A vision can be loosely defined as the detailed mental image of things to come. Possessing a vision is paramount for any organization since it gives a sense of purpose and meaning to the organization members. As such, it is imperative that in any setting there be a leader who comes up with a future plan and then steer his followers towards its achievement. Visions are often formulated by an individual or a group of people towards a specific purpose. As such, the visions may be highly personalized and may not necessarily conform to the desires of the majority. It is important to communicate such visions to workers and convince them as to the need to embark on the proposals since it is the followers who will determine the success of the vision (Cummings, 2004). This will act as a source of motivation and morale in their day to day activities. Communi cation of a vision is a key step in establishing unity in a highly diverse work environment. Effectively communicating an organization’s vision determines the level of cooperation and commitment that the employees give to the organization. In addition, communicating a vision to the followers gives them a glimpse of what to expect from their leaders and they judge them by the principles that govern their actions (Lau Ngo, 2004). Personal character traits such as self confidence, honesty and trust can only be seen through their actions and ability to communicate with others. According to Collins (2002) sharing a vision of the future reassures the followers of better days ahead. In addition to this, it provides meaning and a sense of belong to the followers and other stakeholders as they deem themselves as part of something greater. A shared vision inspires and motivates them to aim higher and employ extra effort so as to actualize the vision and make a significant difference i n their own capacities. This in turn acts as a unifying factor and creates a sense of community between them. In addition to this, communication of visions provides the followers with a theme of change or transformation. This is important especially in cases where a seamless transition is desirable. At the same time, the visions also help followers to understand what is expected of them and this helps them make reform and become more innovative. Sharing the visions also assist in developing and shaping the culture of the organization. In addition, if the proposed culture is accepted by all the members, it becomes part of the normal proceedings and ultimately becomes a part of the organization. This improves interactivity between members and they develop common values and beliefs as they all set target towards a common goal. Skerlavaj et al (2007), further asserts that sharing of a vision with the followers equips them with referenced framework on how to actualize the same. For a vis ion to become reality there needs to be rules and regulations which act as guidelines to all members. Communicating these to the followers smoothen the implementation process making it easier to achieve the set goals and objectives because every member receives clear directives on how to go about actualizing a particular vision. Conclusion Developing an organizational culture has in the recent past become a vital aspect in determining the success of any given corporation. Ethnicity has been documented as one of the challenges that may hinder the success of such a pivotal factor. Therefore, as the world is slowly turning into a global community, it is important that humans brace themselves for the changes that come with this transition. One of the ways through which this can be done is through equipping ourselves with ample knowledge on how to interact and cope with each other not only for our own benefit but also for further development of the generations to come. This can only be d one if we set our differences aside and work as a unit all the while learning from each other. In addition, we should remember that the success of all our endeavors rely mainly on our ability to interact and adapt to the changes that we face in this ever so dynamic world. This paper has in detail reviewed various literatures dwelling on ethnic diversity in our work places, the importance of developing an organizational culture and finally measures that could be employed to tackle the challenges that may be faced by an organization facing such issues. References Adamopoulos, J Kashima, Y (1999). Social psychology and cultural context. NY: SAGE. Collins, J. (2002). The Challenges and Opportunities of Cultural Diversity. Web. Cummings, J, N. (2004). Work Groups, Structural Diversity, and Knowledge Sharing in a Global Organization. Management Science. 50(3), 352-364. Fereday, J Oster, C. (2010). Managing a work–life balance: the experiences of midwives working in a group practi ce setting. Midwifery. 26(3), 311-318. Hankin, H. (2005). The new workforce: Five sweeping trends that will shape your company’s future. USA: AMACOM Div American Mgmt Assn. Hobman, E Bordia, P. (2003). Consequences of Feeling Dissimilar from Others in a Work Team: Consequences of Feeling Dissimilar from Others in a Work Team. Journal of Business and Psychology. 17(3), 301-325. Kirkman, B, L Shapiro, D, L. (2001). The Impact of Cultural Values on Job Satisfaction and Organizational Commitment in Self-Managing Work Teams: The Mediating Role of Employee Resistance. The Academy of Management Journal. 44(3), 557-569. Lau, C Ngo, H. (2004). The HR system, organizational culture, and product innovation. International Business Review. 13(6), 685-703. Macintosh, E Doherty, A. (2010). The influence of organizational culture on job satisfaction and intention to leave. Sport Management Review. 13(2), 106-117. Meyer, J Stanley, D, J. (2002). Affective, Continuance, and Normative Comm itment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences. Journal of Vocational Behavior. 61(1), 20-52. Philip, G McKeown, I. (2004). Business Transformation and Organizational Culture: The Role of Competency, IS and TQM. European Management Journal. 22(6), 624-636. Reisinger, Y. (2009). International Tourism: Cultures and Behavior. USA: Butterworth-Heinemann. Skerlavaj, M et al. (2007). Organizational learning culture—the missing link between business process change and organizational performance. International Journal of Production Economics. 106(2), 346-367. Stock, G McFadden, K, L. (2007). Organizational culture, critical success factors, and the reduction of hospital errors. International Journal of Production Economics. 106(2), 368-392. Trompenaars, A Hampden Turner, C. (1998). Riding the waves of culture: understanding cultural diversity in global business. NY: McGraw Hill. This research paper on Managing Ethnicity at Work was written and submitted by user Marcus Valentine to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.