Why Is Economics Called the Dismal Science

If youve ever studied economics, youve probably heard at some point that economics is referred to as the dismal science. Granted, economists arent always the most upbeat bunch of people, but is that really why the phrase came about? Origin of the Phrase Dismal Science to Describe Economics As it turns out, the phrase has been around since the mid-19th century, and it was coined by historian Thomas Carlyle. At the time, the skills required for writing poetry were referred to as the gay science, so Carlyle decided to call economics the dismal science as a clever turn of phrase. The popular belief is that Carlyle started using the phrase in response to the dismal prediction of 19th-century reverend and scholar Thomas Malthus, who forecasted that the rate of growth in the food supply as compared to the rate of the growth in population would result in mass starvation. (Luckily for us, Malthus assumptions regarding technological progress were overly, well, dismal, and such mass starvation never transpired.) While Carlyle did use the word dismal in reference to Malthus findings, he didnt use the phrase dismal science until his 1849 work Occasional Discourse on the Negro Question. In this piece, Carlyle argued that reintroducing (or continuing) slavery would be morally superior to relying on the market forces of supply and demand, and he labeled the profession of economists who disagreed with him, most notably John Stuart Mill, as the dismal science, since Carlyle believed that the emancipation of slaves would leave them worse off. (This prediction has also turned out to be incorrect, of course.)

Essay on Mexicans in America During the Great Depression

While many remember the Great Depression as a time of terrible trials for Americans, few understand the hardships faced by Mexicans and Mexican Americans in the U.S. This paper examines the experiences of Mexicans in America during the Great Depression and explores the devastating impact of repatriation efforts. America has an extensive history of accepting Mexican workers when they are needed for cheap labor, and demanding that they be deported when the economic situation is more precarious in an attempt to open jobs for Americans. In the 1930s, â€Å"Americans, reeling from the economic disorientation of the depression, sought a convenient scapegoat. They found it in the Mexican community.† Mexicans were blamed for economic hardships†¦show more content†¦However, it failed to take into account what would become of the Mexican workers who were removed from their jobs. Mr. Doak, the Secretary of Labor, confirmed the necessity of this method of job creation as he claimed â€Å"more than 1100 aliens have been deported from New York City alone since the middle of January. More than half of these deportations created jobs for unemployed Americans.† While sending Mexicans back to their country opened up jobs for Americans, it also meant that Mexicans could no longer support themselves and their families. In 1933 in Los Angeles County, 12,600 Mexican families were on welfare. Often heads of households were deported leaving family members behind. Some Americans questioned the true cost savings of deporting Mexicans, and â€Å"One study indicated that if 1,200 aliens were deported, they would leave behind 1,418 dependents who would be eligible for public welfare.† In some cases, parents were not U.S. citizens but there children were, and consequently the parents were deported while the children were allowed to stay. These children became entirely dependent on the government which added toShow MoreRelatedDiscrimination Effects from the 1930s1530 Words   |  7 Pages especially to some violent extremes. Between racism, sexism, and social prejudice, discrimination levels were about the highest America has ever seen. This was a difficult time for African Americans in the U.S, and despite the decline of organizations such as the Ku Klux Klan, racism was as strong as ever, especially in the southern states. During the Great Depression, colossal unemployment and relocation forced a re-evaluation of sexism in employment. With millions of people in unemployment, theRead MoreBecoming Mexican American: Ethnicity, Culture, And Identity1553 Words   |  7 PagesBecoming Mexican American: Ethnicity, Culture, and Identity in Chicano Los Angeles, 1900-1945 The immigration story of the United States includes groups of individuals from many different countries, one such group was that of the U.S.’s southern neighbor Mexico. In the book, Becoming Mexican American: Ethnicity, Culture, and Identity in Chicano Los Angeles, 1900-1945, George J. Sà ¡nchez writes about the Mexican immigrants’ experience migrating to California and settling there, particularly in theRead MoreThe Mexican American By Leslie Rios Medina1701 Words   |  7 Pages The Mexican American of the 1930s Presented to Mr.Hyatt Presented by Leslie Rios-Medina During the 1930s, the Mexican Americans had a tragic on The Great Depression. Back then the Hispanics were also called Chicano because that name is another short version of saying Mexicano. Thousands of people had ran away from Mexico and if they go to the United States, they are considered as a United States citizens so they are marked as white on the United StatesRead MoreThe Great Depression and President Herbert Hoover783 Words   |  4 PagesTaking office the same year as the Great Depression, Americas thirty first president, Herbert Hoover greatly impacted the lives of many Americans. It has been stated that the stalk market crash was to blame for the greatest economic downturn in American; however, Ex-President Hoover made critical mistakes during the depression that he would be blamed for the rest of his life. The Great Depression began in 1929, 7 months after the Ex-President’s election. ( Insert cite) Instead of â€Å"using the powerRead MoreThe Great Depression Of The 1930s925 Words   |  4 Pagesview of some of the diverse groups of people who were marginalized in California during the Great Depression of the 1930s. The primary sources shared detailed information on how Mexicans, Filipinos, and White Americas experienced hostility and inequality in California. In Resistance, Radicalism, and Repression on the Oxnard Plain, Frank Barajas discusses how beet sugar growers on the Oxnard Plain cut the wages of Mexican laborers working in their fields. This ignited an uproar and began a strike movementRead MoreThe Mexican American War : A War Between Mexico And The United States1229 Words   |  5 PagesMonica Vela Kerry Jones Composition II November 24, 2014 The Mexican-American War was a war between Mexico and the United States that initiated in 1846 and finished in 1848 in the wake of the U.S capture of Texas, which Mexico considered part of its land. After independence from Spain in 1821, Mexico inherited the provinces of California, New Mexico and Texas. Enervated and virtually bankrupt after the war, the new Mexican government could not control its northern territories that were thousandsRead MoreMexacan Immigration before the 1960s1675 Words   |  7 Pages Mexican Immigration before the 1960s Introduction Mexican immigration has impacted many important components here in the United States of America (U.S.) and in its major institutions of society. In the following paper I will be focusing on the nature of social policies (or the lack thereof) that Americans had developed with respect to Mexican immigration by 1960. Specifically this paper will be detailing six different areas: the Mexican American War, Anti-MexicanRead MoreSocial, Political, And Economical Cause Of The Mexican Revolution1695 Words   |  7 PagesSocial, Political, and Economical Causes of the Mexican Revolution There were an abundance of social, political, and economical factors that led to the Mexican Revolution. Socially, there was a great displacement in the treatment between the elite and rich classes and the poor classes. Politically, what once started out as a Republic, after they had won their independence, had transitioned into a tyrannical dictatorship. Economically, Mexico was over dependent on loans from foreign nationsRead MoreThe Impact Of World War II On The United States1633 Words   |  7 Pageschanges, the United States has suffered many hardships, but they have also experienced great opportunities of wealth and great success. Some of the hardships and successes include: war bonds, the manufacturing of wartime and military weaponry and it boosting the economy, the need of oil to produce products to aid in the war effort, the state moving towards an industrial economy, the rise of n women’s work during World War II, and the influx of new jobs which encourage d immigration from Mexico. WhenRead MoreImmigration Into The United States Essay1481 Words   |  6 Pagesbeen an issue of concerned. This is because the immigration in the United States has always been a major factor in the influence of the country’s population growth. The United States experienced major immigration during the 19th century. Many people came from major parts of the world to America in search of the better economic opportunities while others came in search for better religious purposes and practices, for example, the pilgrims. Before the 19th century, the Americans of European descent decided

Infection Control And Prevention Practices †MyAssignmenthelp.com

Question: Discuss about the Infection Control And Prevention Practices. Answer: Introduction Infection control and prevention practices are essential for maintaining safe environment for all patients. The procedure helps in reducing risks of potential disease spread from an infected person to a healthy person (Tacconelli et al. 2014). Infection control practices are primarily designed with the aim of reducing risks of hospital acquired or nosocomial infections, and for ensuring a healthy and safe hospital environment for the health care providers patients and visitors. This infection control practices help in preventing spread of microorganism from patient to staff members or other patients (Rosenthal et al. 2013). It is selected as the research topic as it is imperative to health practices and forms the primary component of different invasive procedures, which are administered upon patients in hospital settings. Reason for undertaking research The research activity on infection control practices has been undertaken to improve existing knowledge and awareness. Hospital hygiene has gained much publicity, including concerns of the patients about their safety while being admitted in hospital. This has contributed to making infection control a topic of major research interest in clinical practice, as well as in the community and media. Nursing and health-science students are the frontlines of clinical practice, which in turn increases the risks of acquiring infections (Stone et al. 2012). This exposure to infectious disease is therefore regarded as a major occupational hazard. Therefore, there is a need to create provisions for training programs and knowledge based activities that will provide nurses and other healthcare professionals with relevant information on protecting themselves as well as the patients from different pathogens. Hence, improvement of knowledge on preventing spread of infectious disease is of paramount impo rtance in nursing practice. The research activity will help me in increasing and strengthening my awareness on the appropriate nursing standards needed for infection control, thereby facilitating enhancement of my professional development and clinical practice. Research question The research question is given below- Is hand hygiene practice beneficial in preventing hospital acquired infection? Research objective To establish effectiveness of hand washing practices, in infection control, across healthcare settings. Another discipline that can be associated to this research activity includes medical staff that is exposed to all kinds of body fluids. Several physicians staff and medical residents are subjected to occupational exposure when there occurs a laceration, scratch, splash, or prolonged contact, with broken skin that involve body fluids and blood, containing potentially infectious material (Butsashvili et al. 2012). Such fluids mainly include peritoneal fluid, pericardial fluid, amniotic fluid, saliva, synovial fluid, semen, and vaginal secretions, and may contain harmful pathogens for Hepatitis and HIV (Mashoto et al. 2013). Sources Two sources that will be utilized to gather information on relevant articles related to infection control are as follows: Cochrane Library- https://www.cochranelibrary.com/ PubMed- https://www.ncbi.nlm.nih.gov/pubmed/ Methodology Relevant information will be collected by searching articles from the above mentioned to sources. Information will also be collected from infection control and hand hygiene guidelines proposed by the World Health Organisation. These guidelines will help in acquiring and accurate description of the procedures that should be followed while performing hand washing. Furthermore, the infection control guidelines will also provide a better understanding on the rates of surgical site or healthcare associated infections in hospital settings, and strategies that should be adopted for strengthening infection prevention and outbreak. The research question is specific and comprehensive. Searching relevant literature will involve use of specific key words that will assist in retrieving articles that are valid, and relevant to the question. Keywords such as infection control, infection prevention, hygiene, hospital infection, nosocomial, hand wash, hand hygiene will be used, in addition to boolean operators OR, AND, and NOT. These boolean operators will exclude a relevant or and publish articles. Systematic review will be considered relevant for the research activity due to the fact that these reviews contain critically relevant information from multiple research articles, and will facilitate a better understanding of appropriate and effective hand hygiene techniques. The review will also help in general icing the findings and can be implemented in actual nursing practice. Systematic approach A systematic review was conducted to evaluate effectiveness of hand hygiene techniques in reducing community transmission of acute respiratory tract infection and influenza. The research focused on identifying community studies that examines effects of hand hygiene exposure, on risks of developing these infections. It carried out an exhaustive research of relevant articles from several databases such as Medline, Embase, Global Health, and the Cochrane Central Register of Controlled Trials. Two authors were involved on retrieving relevant articles after determining their eligibility, related to the inclusion and exclusion criteria. 16 articles were included for the final review. Results from the review established the fact that laboratory confirmed influenza rate was lower among people, who received hand hygiene intervention, upon comparison with control. Another study reported similar findings that there was a significant reduction in rates of influenza A, in the intervention group. Another clustered randomised trial included in the review suggested significant reduction in rates of breathing difficulty and cough among children, subjected to the intervention technique. Although some articles did not show significant effects of hand hygiene procedures in rates of influenza and respiratory infection, the entire systematic review was able to provide moderate to high quality evidence that hand hygiene is positively correlated with a large reduction in infection rate in domestic and institutional settings (Warren?Gash, Fragaszy and Hayward 2013). A randomised trial determined the impacts of five moments for hand hygiene educational intervention on patients. The trial was based on previous studies that showed improve access to hand hygiene products were effective in increasing the practice among patients, and health care personal. The researchers hypothesized the fact that patients are willing to perform hand hygiene practices when their healthcare personnel provided nonverbal reminders on its importance. The research was conducted on four medical surgical wards, by randomising patients to the intervention and control group. The researchers focused on five moments for the hand hygiene model, which were, before and after touching the devices or wounds, before eating, after using rest room, while entering and leaving the room, and when a healthcare personal entered the room. All participants were provided with bottles of hand sanitizer that contained a push stop dispensing device, placed on bedside table. Moreover, the intervent ion group was also given education by members of the study team, unlike the control group, and was questioned on their willingness to perform hand hygiene practices. Use of hand sanitizer by the patients were also measured by weighing them its afternoon for consecutive three days, or until it was discharged. Frequency of hand hygiene practices was also measured, followed by conduction of a student t-test and fisher test to compare weight of sanitizer, and frequency of the practice for each group. Result findings suggested no difference in baseline characteristics of the two groups. However, the intervention group was found to use hand sanitizer more than the control group. Upon entry of the personnel, the intervention group displayed better hand hygiene practices on day 1. Therefore, the study demonstrated and effectiveness of the five moments and hygiene model in improving hand hygiene practices performance among patients in a hospital setting (Rai et al. 2017). Another report focused on providing a details description of the planning and implementation procedures related to use of hand hygiene dispensing system in healthcare facilities in Canada. The report focused on the fact that hand hygiene products that include hand lotion, soap, and alcohol-based hand rub, are ubiquitous across all Healthcare facilities in Canada and the United States. It recognised the need of transition due to potential cost savings, superior quality of product, dispenser compatibility, electronic hand hygiene monitoring systems, and advanced dispensing systems. The planning strategies included evaluation of the options that were available for hand hygiene practices. The researchers identified five criteria that were imperative to its evaluation, such as, cost, standardization, serviceability, quality and safety. They also focused on the importance of skin tolerability, efficacy and experience of the users. Moreover, the planning strategies illustrated important sta ff this practices in mental health settings. Free dispenser availability and their compatibility with electronic systems were also considered essential for improving compliance to these practices. Linking groups with the purchasing organisation and engaging essentials stakeholders in the practice were also recognised as important steps. The group purchasing organisations were considered because they conduct exhaustive clinical reviews on deciding products and technologies that will be made available. Implementation strategies focused on appropriate storage and staging areas where the bulk of the sanitisers and dispensers would be kept, followed by their proper installation, disposal and an effective education program to help the users understand their use. The report suggested that the aforementioned procedures would be successful in generating leftovers talk of old HHPs (Amirov, Candon and Jacob 2017). A three-year interrupted time series study that focused on sequential interventions and a post intervention follow-up period for one year assessed impact of hospital right hand hygiene initiatives on nosocomial infections. The study focused on the fact that healthcare professionals often demonstrated a failure to clean and wash their hands on a regular basis, which contributed to increase rates of hospital-acquired infections. It conducted multifaceted improvement initiatives in a 383-bed teaching hospital, in New Hampshire. The initiative was formed as a part of the hospital infection prevention program, following an approval from the Institution Review Board. Five overarching areas were identified for hand hygiene practices. The researchers emphasize on importance of hand hygiene with the help of leaders at all organisation levels for preventing patient and healthcare professional heart. Hand hygiene audits were initiated at all units and surveillance was conducted on a monthly bas is. The study also emphasised on availability of hand sanitizer across all units, and developed an electronic learning video and training module for educating the dancing stuff on hand hygiene. It also focused on marketing strategies for increasing awareness on infection prevention. The monthly changes were observed in rates of infection and hand hygiene compliance among the healthcare workers. Significant improvements were observed in hand hygiene compliance during the initiative, which further increased, during the follow up period. Nurses were found to demonstrate more compliance when compared to physicians. Thus, the initiative was able to create significant reduction in infection rates (Kirkland et al. 2012). Comparison A comparison of the aforementioned randomised controlled trial and the report are given in the appendix. Conclusion- To conclude, it can be stated that nosocomial infections occur due to spread of viral bacterial and fungal pathogens that are commonly found among patients, who receive treatment in intensive care units. An analysis of the findings helped in drawing the conclusion that following appropriate hand washing technique and guidelines, and providing appropriate training on their uses, will significantly help in controlling rates of infection. It will prevent bacterial colonization, thereby reducing infection. Impact Nurses should be well placed for promoting appropriate and hashing techniques and practice, and should follow the guidelines, for influencing cultural changes and their organisation. They should take precautionary steps while washing their skin before and after handling all sorts of blood, body fluids or surgical instruments (Huis et al. 2013). Failure to attend proper hand hygiene, may lead to adverse consequences on the quality of life, of the patients, as well as the Healthcare professionals (Loveday et al. 2014). Use The information collected will be used in workplace for making nursing staff and other healthcare professional show compliance to the recommended guidelines. Hand washing products and dispensers will be made easily available for the patients and the staff, to reduce hospital acquired infections (Simmons et al. 2013). Reflection The research activity help me understand that infection control should be considered as the utmost priority in healthcare settings. I understood that the nursing staff are expected to ensure adherence to good infection control practices, for reducing or eliminating all kinds of risk factors that can be detrimental to the health of their clients of themselves. Issues There is a need to conduct extensive research on impacts of education and training program in improving awareness of nursing staff and patients, for infection control (Kelckova, Skodova and Straka 2012). References Amirov, C.M., Candon, H.L. and Jacob, L., 2017. Making change easy: A peer-to-peer guide on transitioning to new hand hygiene products.American journal of infection control,45(1), pp.46-50. Butsashvili, M., Kamkamidze, G., Kajaia, M., Morse, D.L., Triner, W., Dehovitz, J. and McNutt, L.A., 2012. Occupational exposure to body fluids among health care workers in Georgia.Occupational medicine,62(8), pp.620-626. Huis, A., Schoonhoven, L., Grol, R., Donders, R., Hulscher, M. and van Achterberg, T., 2013. Impact of a team and leaders-directed strategy to improve nurses adherence to hand hygiene guidelines: a cluster randomised trial.International journal of nursing studies,50(4), pp.464-474. Kelckova, S., Skodova, Z. and Straka, S., 2012. Effectiveness of hand hygiene education in a basic nursing school curricula.Public Health Nursing,29(2), pp.152-159. Kirkland, K.B., Homa, K.A., Lasky, R.A., Ptak, J.A., Taylor, E.A. and Splaine, M.E., 2012. Impact of a hospital-wide hand hygiene initiative on healthcare-associated infections: results of an interrupted time series.BMJ Qual Saf, pp.qhc-2012. Loveday, H.P., Wilson, J., Pratt, R.J., Golsorkhi, M., Tingle, A., Bak, A., Browne, J., Prieto, J. and Wilcox, M., 2014. epic3: national evidence-based guidelines for preventing healthcare-associated infections in NHS hospitals in England.Journal of Hospital Infection,86, pp.S1-S70. Mashoto, K.O., Mubyazi, G.M., Mohamed, H. and Malebo, H.M., 2013. Self-reported occupational exposure to HIV and factors influencing its management practice: a study of healthcare workers in Tumbi and Dodoma Hospitals, Tanzania.BMC health services research,13(1), p.276. Rai, H., Knighton, S., Zabarsky, T.F. and Donskey, C.J., 2017. A randomized trial to determine the impact of a 5 moments for patient hand hygiene educational intervention on patient hand hygiene.American journal of infection control,45(5), pp.551-553. Rosenthal, V.D., Richtmann, R., Singh, S., Apisarnthanarak, A., Kbler, A., Viet-Hung, N., Ramrez-Wong, F.M., Portillo-Gallo, J.H., Toscani, J., Gikas, A. and Dueas, L., 2013. Surgical site infections, International Nosocomial Infection Control Consortium (INICC) report, data summary of 30 countries, 20052010.Infection Control Hospital Epidemiology,34(6), pp.597-604. Simmons, S., Morgan, M., Hopkins, T., Helsabeck, K., Stachowiak, J. and Stibich, M., 2013. Impact of a multi-hospital intervention utilising screening, hand hygiene education and pulsed xenon ultraviolet (PX-UV) on the rate of hospital associated meticillin resistant Staphylococcus aureus infection.Journal of Infection Prevention,14(5), pp.172-174. Stone, S.P., Fuller, C., Savage, J., Cookson, B., Hayward, A., Cooper, B., Duckworth, G., Michie, S., Murray, M., Jeanes, A. and Roberts, J., 2012. Evaluation of the national Cleanyourhands campaign to reduce Staphylococcus aureus bacteraemia and Clostridium difficile infection in hospitals in England and Wales by improved hand hygiene: four year, prospective, ecological, interrupted time series study.Bmj,344, p.e3005. Tacconelli, E., Cataldo, M.A., Dancer, S.J., Angelis, G., Falcone, M., Frank, U., Kahlmeter, G., Pan, A., Petrosillo, N., Rodrguez?Bao, J. and Singh, N., 2014. ESCMID guidelines for the management of the infection control measures to reduce transmission of multidrug?resistant Gram?negative bacteria in hospitalized patients.Clinical Microbiology and Infection,20(s1), pp.1-55. Warren?Gash, C., Fragaszy, E. and Hayward, A.C., 2013. Hand hygiene to reduce community transmission of influenza and acute respiratory tract infection: a systematic review.Influenza and other respiratory viruses,7(5), pp.738-749.

Personal and Managerial Effectiveness

Question: Write an essay on Personal and Managerial Effectiveness. Answer: Introduction In recent times, where many companies are looking for effective measures for better productivity and profitability, managing authorities emphasize on economic globalization and workforce diversity for achieving that objective (Barak 2013). Jonsen et al. (2013) also mentioned that diverse workforce can be attained through hiring individuals having a broad range of characteristics and experience. However, they characteristics ofworkforce diversity also include working personnel with different race, ethnicity, religion, ability and sexual orientation. Podsiadlowski et al. (2013) depicts that the primary advantage of workforce diversity in an organization shows their commitment to embrace cultural differences and traditions. Workforce diversity not only helps an organization towards globalization but it also fulfills the generational gaps by valuing every diverse culture. The major concern of this business report is to analyze the challenge that a manager faces in a diverse workforce. The report also highlights the benefits of effective diversity management within the organization. As a case study, the organization that is selected for this assignment is Tesco Plc. Tesco Plc. is a grocery and general merchandise retailerorganization that is headquartered in the United Kingdom. They have 6800 stores with 476,000 employees, who are serving millions of customers per week and workforce diversity plays a crucial role in the success of this organization (Tesco plc 2016). Literature review Workforce Diversity Diversity in workplace can be illustrated from the circumstance where an employee presents the difference in their culture, perspective, and knowledge and experience in their workplace. Thus, Harvey and Allard (2015) depicts that diversity can be classified into three categories- physical, cultural and socio-economic. Age, gender, race, appearance, color, cognitive style and personality are the physical characteristics that differ in every individual. Ethnic or national origin, marital/family status, sexual orientation, religion and language are the cultural aspects of diversity. Lastly, education, job function, profession and social class are the socio-economic diversity based on which diversity can be explained among the employee in a workplace. An organization must take appropriate steps so that every individual can work with equal pride within the workplace. Advantage of workforce diversity Better productivity Diverse workforce results in better creativity among the working personnel and they discuss their thinking and perspective with each other. Okoro and Washington (2012) also depicts that this sharing knowledge enhances the problem solving power and decision-making ability that helps in a better productive approach for the organization. In case of Tesco Plc. diversity in workplace helps the organization in communicating with diverse customers in the languages they are accustomed in order to gain more customer satisfaction. Increased adaptability Martn Alcazar et al. (2013) mentions that diverse workforce supply a greater variety of solutions to the sourcing and allocation of resources problems through their talents and experiences. This enables the organization to provide a broader service range on a global basis. On the contrary Wambui et al. (2013) illustrates that those organization which supports diversity in their workplace have the best employee, who are serving their best for better productivity. Retain talented workers According to Ryan and Wessel (2015), workforce diversification enhances the competitive edge for any organization and increases the loyalty towards the business procedures. It is evident that if employee gets desirable value in their workplace, the organization can retain their employees by treating them as a valuable asset for the company. Garnero et al. (2014) also depicts that in a diversified workplace overseas employee also gets attracted and join the organization that results in better productivity of their organization. In Tesco Plc the talent hunt is organized for better business outcome and also offer new job roles to talented employees so that they can get fair opportunity in the workplace. Disadvantage of workforce diversity Communication Workforce diversification has numerous advantages, but some disadvantages are also there that needs to be overcome for a better output. Byrd and Scott (2014) demonstrate that due to language and cultural difference some employees cannot communicate with the other people in the workplace as they lack in confidence how other will treat with them. (Saxena 2014) also depicts that some people discriminate other on religious dissimilarity and often harass them which result in low morale and poor work performance. Discrimination The Equality Act 2010 is an effective legislation in UK, which illustrates that every person of an organization should get the equal facility and chance to be in the organization (Council 2012). Some organization does not provide equal opportunities to racial and ethnic minorities group and offer them less salary for the same work compared to other native employees. () also illustrated that in some organization, employees who are physically challenged workers are forced to leave the work as they asked for more paid leaves than other employees. Sex Discrimination Act 1975, Disability Discrimination Act 1995 and Race Relations Act 1976 are some legislation that is regulated against such discrimination so that people with different ability can work with same pride (Widiss 2013). Resistance to change There are some employees in the organization those who refuse to accept the new workplace policies like workplace diversification. Malewar and Nair (2013) describes that these people often decline to work collaboratively and suppress their idea within themselves and behave ruthlessly with the new employees. Ryan and Wessel (2015) hence portrayed that in this way, not only the discipline of the workplace degrades but also the morale of another employee will be declined to a significant level. Implementation of diversity in the workplace Bond et al. (2014) portrays that planning for workforce diversification is difficult and it needs proper knowledge of the different culture of their employees. Standifer et al. (2013) also demonstrate that Tesco Plc hires experts like diversity advocates advice to formulate a plan for introducing new workplace policy that provides equal opportunity to all the employees in the workplace. Kinyanjui (2013) further illustrates that arrangements of resources, proper training classes for structuring and implementing a customized strategy is another difficulty for implementation of the workforce diversification within the organization. Diversity Management In order to facilitate the function of every department of the organization, providing training to the employee for accepting the diverse culture in the workplace is not enough. Managing the implemented workforce diversification organizational policies will is required. Truxillo et al. (2015) suggests that workforce diversity management can be achieved by Tesco Plc if they will hire people based on their performance and not on their culture or religions. Emerson and Murphy (2014) further suggest that managing authorities of the concerned organization must have to rate their qualification according to their achievements and their quality of their work and provide them appropriate career opportunities. Diversity management also focuses on how the authorities treat complaints of favoritism or discrimination in the workplace and take actions to overcome the adversity of the discrimination (Trax et al. 2015). Importance of workforce diversity Mutual Respect Workforce diversity fosters the nature of respecting the other personnel and the differences in their work styles and the cultural differences from where they belong. Wrench (2014) also depicts that employeesrecognize the strengths and talents of their colleagues and sometimes they can get the optimal solution to accomplish their job role. Business Reputation Peretz et al. (2015.) mentioned that if an organization values the people working for them, they will serve their best for the organizations productivity. Valuing the cultural diversity of their employees and then formulated organizational policies according to that will attract new candidates to get associated with Tesco Plc. Kirton and Greene (2015) also enlighten on the fact that business reputations flourish when a company shows their respect for other cultures and people other than their native employees through their aggressive outreach and recruiting efforts. Increased Exposure According to the viewpoint of Colbert et al. (2016), diverse workforce attains the exposure of the cultures and backgrounds of the employees. Martin (2014) also affirms that every employee possesses different ability and experience and traditional generation workers can learn new technologies and their functionalities from the tech-savvy millennial generation employee whereas the contemporary workers will learn about the traditional approach to accomplishing the job they have to complete. Conflict Resolution Richard et al. (2013) mentions that employee who acknowledges the cultural differences between the colleagues are also able to analyze the common point of concern between them. Tesco Plc give importance to a diverse workforce as it makes the employees learn about respecting other members and reduces the likelihood of conflict. Bakar and McCann (2014) further illustrates that workplace diversity preserves the quality of employees relationships and improves the interpersonal relationship among them. Job Promotion According to Guerrero (2013), employees with diverse language skills have the ability to communicate with multicultural people and they can perform well in foreign regions if the organization plans to outsource their business sin other regions. As a result, if an organization desires to reach markets in foreign countries, efficient employees will not only get a chance of promotion to represent their organization in the foreign country, but they also get an opportunity for their career development by finding new and challenging career opportunities (Wanrooy et al. 2013). In addition to that, Kim et al. (2015) illustrates that these employees will be more interested in learning multinational business strategies for the betterment of that organization. Challenge faced by manager in managing diverse workforce Discrimination Marchiondo et al. (2015) portrays that manager have other responsibility to fulfill and thus they often do not have proper time to analyze every person and their behavior in the workplace. Some people discriminate other on religion basis and force them to change their religion that is against of any organizational policy. Barak (2013) illustrates that offensive behavior at work, lack of respect and ignorance, bias in recruitment or promotion and denial of a business license are some of the problems faced by the employee in an organization that a multicultural people faced. Employment terms and conditions Some legislation in UK recognitions protects employees against discrimination based on their religious and cultural beliefs, age, gender and educational qualification. The Equality Act 2010 though assure that everyone should get a job based on their quality but some organization illegally hire some people in less salary that is a major challenge for a manager to look after (Davies 2015). For instance, child labor sand women labor are two different cases where some organization ask them to work extra at a cost of little money. Moreover, Clucas (2012) also depicts that according to Discrimination Act 1995 and Race Relations Act 1976, employee are free from any discrimination however employee themselves do not accept these people which lead to the state of isolation in them that reduces their performance and forces them to resign from their jobs. Poor Communication In a diverse workforce, numerous people belong from different culture and religion and understand different language. Hynes (2015) depicts that it is not possible for a manager to communicate with every person in their known language and hence there is a communication gap between those diverse people and the manager that results in misunderstanding. In order to overcome this adversity, Moran et al. (2014) suggests that managers should encourage their staffs to learn about theircoworkers and communication methods. This can be done through informal gathering and unofficial meetings where employees can share their experience and perception with other. Employee Retention/Resistance Another managerial problem that the manager is facing in a diverse workplace is random resignation of employees from the organization (Guerrero 2013). Kirton and Greene (2015) depicts that individuals who do not consider the diversity plan are the biggest challenge for the managers, as they will never follow the regulations and possess a negative attitude that slows down positive change and decreases productivity. Disorganization Parrotta et al. (2012) enlightens that implementation of diverse workforce in the workplace is crucial otherwise a well-communicated working environment cannot be obtained. Saxena (2014) mentions that managers must have to communicate the diversity plan with the staff through meetings and diversity conferences. However, some employee do not agrees with the terms and policies an origination adopts and this results in conflicts between them, which degrades the productivity and work quality. Proper training According to Bond and Haynes (2014), it is difficult for a manager to take effective steps to train their employees. In a diverse workplace where many people are from diverse culture cannot act in a same way through a common training program. Widiss (2013) on the other hand suggested that a customized training programs can work in such scenario, where the training program will make them learn how to communicate and cooperate in the workplace. Discussion and analysis In this business report, Tesco Plc, which is one of the largest retail industries in the world and the leading retail organization in UK, is considered. In this section, the application and practical implementation of theory will be discussed that is undertaken by Tesco Plc. Regular monitoring of the diversity plan The monitoring of the plan for the workforce diversity initiates from the time when a candidate apply for employment in their career section of the web-portal. Standifer et al. (2013) demonstrates that Tesco Plc is registered with the Equality Commission in Northern Ireland and analyzes the community background of the job applicants and colleagues on an annual basis. Furthermore, Patrick and Kumar (2012) also highlight that Tesco promotes fair participation between the Protestant and Roman Catholic communities. Proper training to employees Bezrukova et al. (2012) illustrates that every year Tesco Plc recruits many employee across the world for their organization so that they can serve the customers with best possible services and understanding. In such circumstance, Kalinoski et al. (2013) depicts that Tesco provides training regarding employment policies and practices to their employees every three years so that they can behave ethically with the people belongs to diverse culture. Equal chance to disabled people According to Roulstone and Williams (2014), Tesco provide equal opportunity to their disables employees and makereasonable adjustments so that their process remains fair. Tesco also provides training and development programs to their special employees so that they can match up the working ability of other employees. In addition to that, Dwertmann and Boehm (2016) also demonstrate that Tesco hires women employee to illustrate their organizational policy that supports women employment. Appropriate action against the one who discriminates other Tesco Plc never considers any form of harassment or discriminationagainst any employee. Richard et al. (2013) illustrates that the managing authorities of Tesco Plc investigates about the persons background if any report will be filed against a person for harassing someone. The concerned organization takes proper disciplinary actionagainst the person that could result in the dismissal with or without notice. Training and education programs Colbert et al. (2016) mentions that effective training will help employee to build skills and value the diversity they have in their workplace. The training programs helps the employee to understand that they can learn a lot from the people who have experience more than them and the working approaches through which the organizational goals can be achieved in a optimal way. Malewar and Nair (2013) also demonstrated that this training program is effective in making the people understand who belong from diverse culture about the communication approach with their colleagues and about their business policies. Diversity Committee Garnero et al. (2014) mentioned that Tesco has formulated a special diversity committee for accomplishing the goals of diversity plans. The primary reason for formulating this diversity committee is to analyze whether the diversity programs aligned with strategic plans. Jonsen et al. (2013) illustrates that this Committee featured speakers that are either the leaders or the employee who speaks their experience and their cultural importance and how they can implement the working approach in their culture for better outcome. Tesco Plc also emphasizes on diversity workshops, mentoring and community outreach programs for supporting the diverse culture in their workplace. Conclusion In this business report, the challenges faced by a manager of an organization in the workplace are considered. The assignment also enlightens the effective diversity management in the workplace so that the organization can achieve their business objectives by valuing their cultural and traditional belief and respecting their age, gender and qualification differences. Tesco Plc is the organization that is taken for this assignment which is a leading retail industry that serves thousands of customers every day with efficiency. Discrimination against the employees is the main reason for the poor performance of the employees in the workplace. Moreover, proper management of employment terms and conditions are also a big challenge for the managers as the employees must have to follow the policies provide by the organization. In addition to that, as people belong from diverse culture there is a high chance of poor communication among them as these employees are unable to understand their languages and culture. Providing proper training to the employee regarding the workforce diversity plan is another challenge that is faced by the managers in the workplace and can be overcome by regular monitoring of the diversity program so that all the activities in the workplace can be accomplished. The manager can resolve the diversity issues in the workplace by offering equal chance to disabled people and minority group and take appropriate action against the one who discriminates other against the organizational policies. Furthermore, training and education programs and formulation of diversity committee are also crucial aspect through which the workforce diversity can be managed. Recommendations Regular assessment of diversity in the workplace Assessing and evaluating the diversity process is an integral part of a management system within an organization. Thus, it is crucial to scrutinize the diversity plan in the workplace and monitor whether every employee follow the diversity plan at a regular interval of time. Development of diversity program It is also important to develop the existing plan according to the changing requirement and demands of the employee. Every year there are so many recruitments in Tesco and hence it is an obligatory approach to develop the plan. Training programs should be updated from time to time so that the employees can communicate well with their multicultural colleges. Attitude of openness in the workplace The managing authorities of Tesco should communicate with each employee and should learn about the problems their employees are facing in term of discrimination. In this way, the perceptual, cultural and language barriers can be overcome and the employees feel free to trust their authorities that will motivate them to work for Tesco Plc. Promote diversity Tesco Plc. should take initiatives for promoting their cultural diversity in society. They can publish regular articles in newspapers or sponsor their products in cultural activities from their culturally diverse employee. In this ways, not only they can accomplish voluntary work but also they ca enhance their corporate social responsibility activities that will help Tesco Plc to gain reputation in the community. Recognition The manager of Tesco Plc should enjoy the difference among the culture and tradition among their workplace and welcome their knowledge and consider this as a valuable experience. The existing employee must encourage them to represent their culture's etiquette practicesand everyone should treat them fairly by providing them job responsibility according to their ability and offer desired promotions and recognition in the workplace. Customizable employee satisfaction survey A customizable employee satisfaction survey can represent the exact requirement that is included in the diversity plan. In this way, the managing authorities can assure that everyones perception is being taken into consideration in the development of the diversity plan. Reference List Bakar, H.A. and McCann, R.M., 2014. Matters of demographic similarity and dissimilarity in supervisorsubordinate relationships and workplace attitudes.International Journal of Intercultural Relations,41, pp.1-16. Barak, M.E.M., 2013.Managing diversity: Toward a globally inclusive workplace. Sage Publications. Bezrukova, K., Jehn, K.A. and Spell, C.S., 2012. Reviewing diversity training: Where we have been and where we should go.Academy of Management Learning Education,11(2), pp.207-227. Bond, M.A. and Haynes, M.C., 2014. Workplace diversity: A socialecological framework and policy implications.Social Issues and Policy Review,8(1), pp.167-201. Byrd, M.Y. and Scott, C.L. eds., 2014.Diversity in the workforce: Current issues and emerging trends. Routledge. Clucas, R., 2012. Religion, sexual orientation and the Equality Act 2010: Gay bishops in the Church of England negotiating rights against discrimination.Sociology,46(5), pp.936-950. Colbert, A., Yee, N. and George, G., 2016. The Digital Workforce and the Workplace of the Future.Academy of Management Journal,59(3), pp.731-739. Council, W.C., 2012. The Equality Act 2010. Davies, C., 2015. Positive Action under the Equality Act 2010 and the implications of the Public Sector Equality Duty for positive action in the UK.Green's Employment Law Bulletin. Dwertmann, D.J. and Boehm, S.A., 2016. Status matters: The asymmetric effects of supervisorsubordinate disability incongruence and climate for inclusion.Academy of Management Journal,59(1), pp.44-64. Emerson, K.T. and Murphy, M.C., 2014. Identity threat at work: How social identity threat and situational cues contribute to racial and ethnic disparities in the workplace.Cultural Diversity and Ethnic Minority Psychology,20(4), p.508. Garnero, A., Kampelmann, S. and Rycx, F., 2014. The heterogeneous effects of workforce diversity on productivity, wages, and profits.Industrial Relations: A Journal of Economy and Society,53(3), pp.430-477. Guerrero, E.G., 2013. Workforce diversity in outpatient substance abuse treatment: The role of leaders' characteristics.Journal of substance abuse treatment,44(2), pp.208-215. Harvey, C.P. and Allard, M., 2015.Understanding and managing diversity. Pearson. Hynes, G.E., 2015.Managerial communication: Strategies and applications. SAGE Publications. Jonsen, K., Tatli, A., Ozbilgin, M.F. and Bell, M.P., 2013. The tragedy of the uncommons: Reframing workforce diversity.Human Relations,66(2), pp.271-294. Kalinoski, Z.T., Steeleà ¢Ã¢â€š ¬Ã‚ Johnson, D., Peyton, E.J., Leas, K.A., Steinke, J. and Bowling, N.A., 2013. A metaà ¢Ã¢â€š ¬Ã‚ analytic evaluation of diversity training outcomes.Journal of Organizational Behavior,34(8), pp.1076-1104. Kim, H.K., Lee, U.H. and Kim, Y.H., 2015. The effect of workplace diversity management in a highly male-dominated culture.Career Development International,20(3), pp.259-272. Kinyanjui, S., 2013. Innovative Strategies for Managing Workforce Diversity in Kenyan Leading Corporations in Present Global Scenario.International Journal of Business and Management,8(15), p.20. Kirton, G. and Greene, A.M., 2015.The dynamics of managing diversity: A critical approach. Routledge. Malewar, S. and Nair, P., 2013. WORKFORCE DIVERSITY: A STRENGTH OR A CONFLICT?.Education,8, p.11. Marchiondo, L., Ran, S. and Cortina, L., 2015. Modern discrimination. InThe Oxford Handbook of Workplace Discrimination. Martin Alcazar, F., Miguel Romero Fernndez, P. and Snchez Gardey, G., 2013. Workforce diversity in strategic human resource management models: A critical review of the literature and implications for future research.Cross Cultural Management: An International Journal,20(1), pp.39-49. Martin, G.C., 2014. The effects of cultural diversity in the workplace.Journal of Diversity Management (Online),9(2), p.89. Moran, R.T., Abramson, N.R. and Moran, S.V., 2014.Managing cultural differences. Routledge. Okoro, E.A. and Washington, M.C., 2012. Workforce diversity and organizational communication: Analysis of human capital performance and productivity.Journal of Diversity Management (Online),7(1), p.57. Parrotta, P., Pozzoli, D. and Pytlikova, M., 2012. Does labor diversity affect firm productivity?. Peretz, H., Levi, A. and Fried, Y., 2015. Organizational diversity programs across cultures: effects on absenteeism, turnover, performance and innovation.The International Journal of Human Resource Management,26(6), pp.875-903. Podsiadlowski, A., Grschke, D., Kogler, M., Springer, C. and Van Der Zee, K., 2013. Managing a culturally diverse workforce: Diversity perspectives in organizations.International Journal of Intercultural Relations,37(2), pp.159-175. Richard, O.C., Roh, H. and Pieper, J.R., 2013. The link between diversity and equality management practice bundles and racial diversity in the managerial ranks: Does firm size matter?.Human Resource Management,52(2), pp.215-242. Roulstone, A. and Williams, J., 2014. Being disabled, being a manager:glass partitions and conditional identities in the contemporary workplace.Disability Society,29(1), pp.16-29. Ryan, A.M. and Wessel, J.L., 2015. Implications of a changing workforce and workplace for justice perceptions and expectations.Human Resource Management Review,25(2), pp.162-175. Saxena, A., 2014. Workforce diversity: a key to improve productivity.Procedia Economics and Finance,11, pp.76-85. Standifer, R.L., Lester, S.W., Schultz, N.J. and Windsor, J.M., 2013. How age similarity preference, uncertainty, and workplace challenges affect conflict.human relations, p.0018726713482012. Tesco plc. (2016).Tesco PLC. [online] Available at: https://www.tescoplc.com/ [Accessed 6 Aug. 2016]. Trax, M., Brunow, S. and Suedekum, J., 2015. Cultural diversity and plant-level productivity.Regional Science and Urban Economics,53, pp.85-96. Truxillo, D.M., Cadiz, D.M. and Hammer, L.B., 2015. Supporting the aging workforce: A review and recommendations for workplace intervention research.Annu. Rev. Organ. Psychol. Organ. Behav.,2(1), pp.351-381. Wambui, T.W., Wangombe, J.G., Muthura, M.W., Kamau, A.W. and Jackson, S.M., 2013. Managing Workplace Diversity: A Kenyan Pespective.International Journal of Business and Social Science,4(16). Wanrooy, B.V., Bewley, H., Bryson, A., Forth, J., Freeth, S., Stokes, L. and Wood, S., 2013. The 2011 workplace employment relations study: First findings. Widiss, D.A., 2013. Gilbert Redux: The Interaction of the Pregnancy Discrimination Act and the Amended Americans with Disabilities Act. Wrench, J., 2014. Diversity management.Routledge International Handbook of Diversity Studies, p.254.