Public Space Planning Free Essays

Open space gives the grounds to urban areas to be seen and experienced. Regardless of whether it is a square, a market, or a recreation center, open space in urban areas has been noted as where thoughts are traded, city personality is constructed and citizenship is found out (Carr et al. , 1992; Low, 2000; Goodsell, 2003). We will compose a custom article test on Open Space Planning or on the other hand any comparable theme just for you Request Now Such places are significant and even vital for residents to appreciate a decent personal satisfaction and prosperity (Relph, 1993). Generally, open spots have assumed a significant job in urban communities in numerous societies. Open spaces, for example, the Greek public square, Spanish court, and pilgrim town square gave a spot to business sectors, festivities and municipal life to prosper (Carr et al. , 1992). In current urban communities open spaces assume numerous differing jobs; they are locales of amusement, financial turn of events, utilization and network; they come to fruition as courts, parks and urban diversion regions; they mean numerous things to numerous individuals and can build up a personality for an area or a city on the loose. Open spaces, in any manifestation, are critical to community life (Goodsell, 2003). While we may have a decent comprehension of why open spaces are significant in urban areas, what is still to a great extent obscure is the means by which the arranging procedure itself adds to the improvement of these significant spots. Notwithstanding understanding the job of open spaces in urban areas today, the methods for open space creation, the hidden interests, procedures, and inspirations engaged with their development, should likewise be examined and better comprehended so as to go to a full comprehension of how open spaces accomplish their ideal objectives. Two contextual investigations were picked to show ways to deal with open space arranging: Toronto’s Yonge Dundas Square and the City of Mississauga’s City Center Parks. These destinations were picked in light of their similitudes and furthermore on account of their disparities. The two locales were planned to accomplish comparative objectives of making a feeling of spot and making new open doors for financial improvement in their urban communities. Their endeavors, however, are occurring in altogether different settings and utilize distinctive arranging draws near. In Mississauga, a quickly developing city with a growing midtown center, a â€Å"placemaking† procedure including open workshops and staff preparing was utilized. In the Yonge Dundas Square model, situated at one of Toronto’s memorable business hubs, an open private organization was utilized to accomplish the objectives of the venture. What's more, the cases are additionally at various stages in their turn of events. The Mississauga venture has just finished its underlying visioning and primer plan stages while the Yonge Dundas Square task is approaching fruition. In picking these unique cases, I had the option to investigate the qualities and shortcomings of various styles of open space arranging. In particular, these cases permitted me to research contrasts between what appeared to be a firmly controlled arranging process in Yonge Dundas Square and an appropriate open arranging process in Mississauga. At last, the examination of these cases helped me to evoke important reactions and strategy proposals for organizers of open space, paying little heed to the procedure they are working inside. Through examination about these contextual investigations, key source interviews and inside and out examination of arranging archives and important writing this report presents a study of open space arranging forms rehearsed with regards to Yonge Dundas Square and the City Center Parks. While having objectives that utilization the language of feeling of spot, the arranging forms utilized are progressively powerful in serving the monetary objectives of the activities. Since socio-social objectives like feeling of spot are characterized extensively and develop after some time, the arranging procedure does little to legitimately address them. At last this report proposes that socio-social objectives like feeling of spot ought not be expelled as an objective of open space arranging, yet rather, the arranging procedure should endeavor to accommodate monetary and socio-social objectives. By expanding familiarity with the significance of the socio-social capacity of open space through instructive effort to designers and people in general everywhere, just as by fusing socio-social objectives into long haul vital plans and statements of purpose, districts can all the more successfully make open spaces that are monetarily solid, yet in addition socially essential to their residents. The most effective method to refer to Public Space Planning, Essay models

List routines and procedures to be used in and out of the classroom Essay

Rundown schedules and methods to be utilized all through the study hall - Essay Example (Emmer 2003) Start of the day. At the point when the chime rings understudies need to enter study hall under the heading of basic instructor. They are entering by method of the entryway that is doled out to their group. Schedules in the start of the day can be unique, for instance, understudies can make a crossword puzzle utilizing key study hall manages as a sign or they can make diverse word astounds that will contain shrouded messages for every understudy. Yet, the most fascinating routine will get to know rules and different understudies. The system is somewhat straightforward. It will permit understudies to get comfortable with fundamental strategies, rules and their cohorts. Such normal is helpful for understudies to show signs of improvement. Lastly it will help in discovering modest understudies or such who don’t need to communicate. A technique grasps three straightforward advances: Progress between exercises. Understudies must be set up for changes between exercises. Visual backings may assist understudies with seeing that the action is consummation and it is the ideal opportunity for another movement. Verbal alerts and prompts might be additionally utilized as a sign to change. Advances are simpler is they are basic piece of class schedule. In the event that understudies are with extraordinary necessities experience less social issues on the off chance that they are educated change. Kids will move from action to another with more certainty. Potential schedules can be obvious prompts (social stories, flicking light, visual calendars, utilizing pictures, and so on.). A strategy will be the following: Field trip. Field trip is the augmentation of school educational plan and school day. All school rules influence field trip. The climate for field trip must be clear and all occasions must be made arrangements for the late-spring or pre-summer. Understudies need to get ready dinners and to tidy up. The routine is to watch the best number of bugs and to gain some new useful knowledge about them. Understudies must have journals, gathering gear and field guides. Such movement will be fascinating for kids,

Ways to Improve Your Self-Awareness

Ways to Improve Your Self-Awareness © Shutterstock.com | PlusONEIn this article, you are going to learn about 1) an introduction to being self-aware, 2) the importance of self-awareness, 3) how the Johari Window works, and 4) how to improve your self-awareness.INTRODUCTION TO BEING SELF-AWAREThey say that, before knowing anything else, you have to know who you are first â€" your strengths, your weaknesses, your desires and motivations, your personal beliefs and perceptions. You have to be in touch with your emotions. In other words, you have to be self-aware.You have to have the capacity for introspection.The concept of self-awareness, or self-knowledge, is quite old although largely ignored.Today, world leaders, business executives, managers and pretty much anyone in positions of power are cognizant of the importance of being self-aware.Emotional intelligence has become a very important facet of an individual’s personality. Even when looking for a job, for example, employers no longer rely solely on documents that serve as proof of one’s intelligence and proficiency, as well as the level of his skills and expertise. They also take the person’s emotional intelligence in consideration, and one of the aspects of emotional intelligence is self-awareness.Often, we find the concept of self-awareness confusing. Our limited view makes us think that it is simply about knowing who we are, what we have and what we lack. But it is actually much broader than that.The self-aware person is someone:Who knows what he is good at, and what he lacksWho acknowledges that he still has much to learnWho readily admits that he does not know the answer or that he does not have the solutionWho owns up to his mistakes, accepting that something is due to his fault or shortcomings, and makes apologies for themWho actually listens during conversations and asks the right and necessary questionsWho think before acting, considering how their actions will affect othersWho are aware of other people’s social cues and are a ble to “read the atmosphere”Being self-aware is not something that is limited only to business people or professionals in their work settings. It is a quality that all human beings should possess.Watch this video and think about those important questions: Who am I with? What am I doing? Where am I doing this? THE IMPORTANCE OF SELF-AWARENESS“Know thyself” is a phrase that you have probably heard one too many times before, and you probably even think that you do know yourself.However, once you start looking deeper, you are surprised at the things that you discover. You might even think, at one point, whether that person you are looking at, is really you. If you get to that point, you have to give yourself a pat on the back. It means you are starting to become self-aware.Why is it so important to become self-aware? What will we get out of it? Would it not be enough for us to have a vague idea of who we are, what we want, and what we feel, and start from there? After all, isn†™t life supposed to be one long journey of discovery? So it should be okay to be a bit unaware, shouldn’t it?Well, there is a bit of truth in that, but the journey has already started, and if you are on already walking that path, you might as well get started on working on your self-awareness.So let us identify the reasons why self-awareness is very important.For self-improvement: Self-improvement is considered to the main purpose of introspection. One cannot know that there is something within them that needs to be changed unless they recognize what is wrong or lacking with them and, for that, there is a need for introspection. When you are self-aware, you know and understand your own failings, weaknesses, and flaws. Once you know what they are, you can get to work in correcting and improving them.For establishment of your identity and individuality: Many people go through life not really entirely sure about their goals, much less their desires and short-term objectives. So they often find themselves caught in moments of indecision, and they end up not moving forward at all. They do not know who they are, so how can they expect to go anywhere? If you know who you are and you are clear on your identity, you will have more confidence â€" in making important choices and decisions, in your actions and in the conduct of your relationships with other people. You are able to identify what your areas of strengths are, so you know how to build on them. You will feel more empowered to make changes because you clearly know what aspects of yourself you would like to improve on. Ultimately, this will enable you to enjoy your uniqueness as an individual.For goal setting: Becoming self-aware is your first step towards mastering your life. You will be able to create what you want precisely because you KNOW what you want. Your self-awareness will give you the guidance that you need and point you to the right direction. Since you are in control of your emotions, you will kno w where to focus your thoughts, emotions, and efforts. You can set your goals, and go about achieving them, one by one.For harmonious relationships: Whether personal or professional, relationships take a lot of work, and they are vulnerable to emotional turmoil and upheaval. If you are in control of your emotions, you can also have control on how your relationships go. Getting a handle on relationships is a trait of a self-aware individual, because it means that they can easily adapt to an environment where they have to interact with other people.Leaders, in particular, are expected to have high levels of self-awareness, because one simply cannot lead without it. Being self-aware lends a sense of purpose and authenticity to a leader, and gives them the ability to be more open and the willingness to trust. This way, they are in the best position to maintain balance within the organization that they lead.Learn more about the impact of self-awareness on leadership styles.[slideshare id =40610299doc=herseymob10imch11-141022152834-conversion-gate01type=dw=640h=330]APPLICATION OF THE JOHARI WINDOW IN SELF-AWARENESSWe cannot talk about self-awareness without touching on the Johari Window, a tool that is popular for use in understanding relationships with oneself and with others. It is considered to be a very useful tool for the analysis of self-awareness so as to improve on it.The Johari Window has four regions or areas, representing the Self.Open Area â€" what a person knows about himself that is also known by other people. This is the part that is considered an open book. Everyone, especially you, knows about it. Of course, there may be differences in how you view yourself and how others see you, but the point is that you are aware of it, and so are the others.Blind Area â€" what a person does not know about himself, but is known by other people. There are things that others see in you, but you are completely unaware of. For example, some people may view you as some one who is arrogant or full of yourself, when you think that you are simply confident. Or they may think that you have the potential to be a good leader if you only try, while stepping up to lead is a concept that sounds very alien and scary to you.Hidden Area â€" what a person knows about himself, but is not known by others. These are the parts that you keep private, and refuse to show to others, for reasons that may be known only to you.There are people who claim to be leading “double lives”, where they show one side to others, but are keeping an aspect of themselves hidden from view.Unknown Area â€" what a person does not know about himself, that is also unknown by others. This is the part of yourself that no one knows about, least of all you. When they are tapped into or unleashed, you will be surprising both yourself and the people around you.Groups of individuals, employees and managers are often made to accomplish the Johari Window so they can get an idea of their levels of self-awareness. This has also become widely used in corporate settings, with the purpose of improving employees’ personal development, improvement of their communication skills, interpersonal relationships and teamwork or group dynamics.HOW TO IMPROVE SELF-AWARENESSDespite the large number of self-help books that supposedly teach you how to develop self-awareness, it is a reality that becoming self-aware is not something that one can learn in a formal setting, or simply from reading one or two books on the topic from cover to cover.Development of self-awareness takes time and a lot of effort on the part of the person trying to develop it. It requires a lot of practice, and the person has to pay a lot of attention on his own personality and behavior, and how it relates to external forces and factors.This is how you improve your self-awareness. Recognize your Strengths and WeaknessesTake a good, long look at yourself and identify the traits or characteristics that you think are y our strengths.Now look at the habits that you deem to be your weaknesses.Along with this, you also have to know what your priorities and plans are. What are the things that are important to you? What are those that take precedence above the others?Observe: Never underestimate the power of observation. Of course, you should start from observing yourself. How do you act under certain situations? How do you react to others in a specific circumstance? Then turn your observant eye outward. How do other people react to you? How they react to you will tell you a lot about yourself. For example, if you notice people acting warily around you, it may be because you give off the impression that you are easily provoked. If your subordinates rarely talk when you are around when they are chatterboxes when you are out of the room, it must mean that they have trouble interacting with you because you give them the impression that you are difficult to talk to.Write them down: It never hurts to keep a record. Keeping a journal is a great way of keeping a record of your journey towards improving your self-awareness. Writing your thoughts, emotions, and feelings is a good outlet; at the same time, it serves as an excellent source material or reference. Read what you have written, and you may discover something about yourself.Try new experiences: Sampling new things will teach you a thing or two about yourself. This is all about stepping out of your comfort zone and trying something that you have never tried before. Because things are unfamiliar, you are bound to respond in new and different ways that you never thought possible. Travelling is also another way to discover things about yourself. You may not have known before that you have a penchant for learning new languages until you started travelling to new places. You may also discover that you have an untapped interest in history and culture.Take tests: There are several psychometric tests that you can try taking in order to as sess your level of self-awareness. The results will then tell you whether you need to make changes, and in what areas you should make them in. Some examples of these tests are the Myers-Briggs and the Predictive Index. One of the reasons that people shy away from these types of tests is because (a) they deem them to be a waste of time; (b) the results are not conclusive and, therefore, cannot be entirely trusted; and (c) they are afraid that they may not like the results.Anything that will help you improve your personality and self-awareness is not a waste of time.This is especially true if you are planning to improve your self-awareness; you will need all the help you can get. You also have to keep in mind that, in these tests, there are no definitive right or wrong answers. They are simply used to arrive at an assessment of your personality.As for the third reason, well, tough. If you go into this with preconceived notions of what the results are and you are not open to these noti ons being proven wrong, then it is clear that you are yet far from being self-aware.Listen to your Inner VoiceThere are several suggested ways to go about this.Meditate: This can be as simple as inhaling and exhaling, focusing on one’s breathing, or as elaborate as dimming the lights in the room, closing all the windows, lighting candles and scents, sitting down and closing your eyes, and reflecting deeply. The method of meditating will mostly depend on the person, on what he is most comfortable in and what works best. There are even people who view routine chores as part of their meditative process. It is easier for them to be in a reflective mood when they are, say, writing poetry, dancing, painting, or taking the dog on a walk.Yoga and tai chi: If you are healthy in both mind and body, you have a greater chance at improving your self-awareness. Both are disciplines that will help improve your outlook and your health at the same time. Obtain FeedbackActively ask family and frien ds: If you are curious how others perceive you, then go right ahead and ask them. Pick the family members and friends whom you trust will give you an honest and unbiased answer. Ask them what they truly think of you and your actions, and be gracious about it. You have to be careful how you ask them, though. Saying “tell me what you honestly think of me, but you have to be careful, or our friendship is over” is definitely going to go down the wrong way with your friends. Ask them to be straight with you, and that you will not take it against them, whatever their answer is. Whatever they tell you, you have to carefully take into consideration. Even if you initially do not agree and would actually like to protest to what they are saying, you should not immediately react negatively. Sit down and think carefully: Why did they say such things? Is there truth to their observations?Get regular feedback at work: You are lucky if you work in a company that has an effective formal feedback process for your evaluation. You can use the results to better assess your own strengths and weaknesses, and how they relate to your personal and professional growth and development.Undergo coaching: Coaching is highly encouraged, especially in corporate settings, to help employees increase their self-awareness. When an opportunity presents itself to undergo coaching by an external party, grab it. Through coaching, you will also receive feedback from the coaches that you can use to change or improve your perspective.Listen: This is probably one of the more crucial steps. When you are being given feedback, listen. You may find it difficult at first to accept what they are saying, especially if they are criticisms, and your first impulse may be to close your ears and say that they do not know what they are talking about. However, you should listen to what they have to say.Self-awareness is now one of the most important traits that every individual â€" not just employees and leaders â €" must possess in order to succeed in life. It is never too late to get started. We all have the capacity for self-awareness. We just have to improve on it, so it can take use where we want to go.

A Brief Note On Bc Hydro s Diversity And Inclusiveness...

BC Hydro is the main electricity distributor in BC which operates thirty hydroelectric facilities and three natural gas-fueled thermal power plants. BC Hydro being a provincial head corporation, it submits its report to the BC Ministry of Energy, Mines and Petroleum resources. Moreover, it is mandatory for BC Hydro to provide consistent power, at cheaper cost, for generations. Information about Diversity Building diversity throughout the company refers to the hiring of people those with different perspectives, experiences and ways of thinking. Diversity at BC Hydro is all about appreciating, identifying, and respecting the differences that make each person unique. They give rise to novelty by empowering the innovative ideas of different personalities. BC Hydro is committed to develop diverse workforce that symbolizes the communities that BC Hydro serves within BC. Diversity Initiatives The foremost step of BC Hydro was all about developing a strategy to advance the workplace diversity and inclusiveness based on leading research. Some fundamental elements of BC Hydro’s diversity and inclusiveness strategy that are viewed to be essential for success include: †¢ Clearly defined diversity goals including accountabilities, reporting, dimension and schedule. †¢ A sustaining business case for diversity which helps in accomplishment of goals. †¢ Effective recruitment strategies. †¢ Consciousness, commitment, and competence building activities targeted at leaders who understand the

Review of Bitter Fruit by Stephen Schlesinger and...

Bitter Fruit by Stephen Schlesinger and Stephen Kinzer Book Review and Critical Analysis The year is 1954. Government agencies resurrect secret plans previously discarded until a more forceful administration comes to power. Behind the scenes, the CIA and State Department are fervently working in over time trying to engineer a government overthrow against a populist nationalist in their own backyard who has the dare audacity to threaten both US economic and geopolitical interest. Accusations of communism and Soviet penetration permeate the discourse and heat up the rhetoric; swift action must be taken to stabilize the hemisphere. Intervention by any means necessary. Exiled opposition leaders are paid off, trained, equipped,†¦show more content†¦The authors do an excellent job providing extensive detailed accounts of the events and are so meticulous in this endeavor, that at times it can become excessive to the point of irrelevancy if the reader’s desire is to acquire a basic synopsis of the story. If the reader is seeking a dry and monotonous academic account, they will certainly not find it here as the history is brilliantly retold in a page-turning and dramatic fashion. Complete with an exhausted list of characters, who at many times, can be difficult to keep up with but are nonetheless instrumental to understanding the intricacy and complexity of the story. Filled with anecdotes and side notes enriched by just about every relevant character and figure of the story whose roles and significance can often be confusing if not followed carefully, the story plays out as a dramatic and theatrical performance that jumps between geography and time. The authors do a remarkable job in providing character profiles, though at times, may teeter tediously as they dive into personal histories and anecdotes that have the potential for both swaying the reader’s attention and content’s intention. However, one must undoubtedly appreciate the journal istic style employed by the authors to weave a story of deep convolution, one that thoroughly investigates every aspect and

Do Not Go Gentle Into That Good Night Free Essays

C. S. Lewis once said, â€Å"no one ever told me that grief felt so like fear. We will write a custom essay sample on Do Not Go Gentle Into That Good Night or any similar topic only for you Order Now † In Dylan Thomas’s villanelle, â€Å"Do not go gentle into that good night,† written within the Emerging Modernist Period, illustrates a man grieving his old and dying father to rage at death for people should look over their lives and have confidence of having accomplished the defining moments by taking risks and having no fear before death is upon them. Within the first tercet, a young man reacts to the closeness of death with a fighting approach as to rebuke the acceptance of the end. Throughout the poem, the repetition and rhyming of the last words helps to allow the reader to understand the making of a form of writing know as a villanelle. One of the two key phrases within this villanelle, â€Å"do not go gentle into that good night,†(1) occurs several times to emphasize the plea against death the speaker has toward men in old age and the personification â€Å"of Gloucester’s son Edgar† (Cyr) from William Shakespeare’s play King Lear. The diction of â€Å"gentle†(1) is an adjective in place of an adverb making the â€Å"less grammatically correct†(Hochman) â€Å"gentle†(1) an epithet for his father and involving the relationship shared between the two men through their personal background. The second key phrase, â€Å"rage, rage against the dying of the light,†(3) gives insight towards Thomas’s following poem, the â€Å"Elegy,† when the detail of the relationship between a young man, Dylan Thomas, and his father. Furthermore, the metaphor of â€Å"the dying of the light†(3) conveys the history of one of Thomas’s favorite poets, W. B. Yeats and his military background within the phrase â€Å"†Black out†Ã¢â‚¬ (Cyr) helps to clarify that death draws near. Within these two lines, the author uses words such as â€Å"gentle† and â€Å"rage,† â€Å"dying† and â€Å"good,† and â€Å"night† and â€Å"light† as a contradictory term within the diction. Likewise, the alliteration and the consonance of the â€Å"g† in â€Å"go gentle†¦ good†(1) and â€Å"rage, rage against†(3) help to signify as the â€Å"chorus†(Overview: â€Å"Do Not Go Gentle into that Good Night†) within the remainder of the villanelle. Within the next four tercets, the achievements of four different kinds of men in old age neglected to lessen the gloom within their surroundings. â€Å"Wise,†(4) â€Å"good,†(7) â€Å"wild,†(10) and â€Å"grave men†(13) are metaphors for men who have â€Å"failed to enlighten the dark world in which they live. †(Hochman) Thomas uses the metaphors of â€Å"at their end,†(4) â€Å"last wave by,†(7) â€Å"too late,†(11) and â€Å"near death†(13) to stand as the appearance towards death. The imagery within the villanelle, â€Å"words had forked no lightning,†(5) â€Å"danced in a green bay,†(8) and â€Å"caught and sang the sun in flight†¦ they grieved it on its way†(10-11) is that of dark descent towards a â€Å"more dangerous world†¦ of human wildness†(Hochman) which is followed by the diction of â€Å"be gay†(14) as a â€Å"state of lightness†(Hochman) to â€Å"contrast the light and dark imagery. (Overview: â€Å"Do Not Go Gentle into that Good Night†) Within line fourteen, the consonance of â€Å"bl† in â€Å"blind†¦ blaze,†(14) the alliteration of the â€Å"i† sound inside â€Å"blind eyes†¦ like,†(14) and the assonance of the â€Å"z† sound in â€Å"eyes†¦ blaz e like meteors†(14) helps to explain the syntax of the tercet. In addition, Thomas’s purpose of â€Å"grave men,†(13) serious men, who can see but have no vision now understand the capability of possessing a serious and happy life style functions as a paradox for the men â€Å"are blind†(Overview: â€Å"Do Not Go Gentle into that Good Night†) and cannot see yet have a better understanding than a man with sight and this comprehension of sudden enlightenment continues into the final lines of this intimate villanelle. The last quatrain contains a personal request to a young man’s father to show true emotions during the hardship before death comes within the night. Thomas begins the last stanza addressing the audience, his father, which reveals to the reader an â€Å"obliquely drawn persona†(Cyr) of the personal relationship between a sickly father and his caring son. Following, the author uses â€Å"on the sad height†(16) as a metaphor towards death as well as a paradox to enlighten the aspect of life achievements. Thomas’s use of the â€Å"religious overtones†(Welford) in â€Å"on the sad height, curse, bless†(16-17) relates to the imagery in the book of Deuteronomy in the Bible for a â€Å"sad height†(16) is â€Å"sad†(Westphal) sense Moses cannot enter the Promised Land he dies on the summit of Mount Nebo and Joshua, his â€Å"’son,’†(Westphal) grieves at the loss of a â€Å"solid rock in his life. †(Welford) The imagery, â€Å"curse, bless, me now with your fierce tears†(17) stands as a specific plea to the audience to give the speaker the blessing of fearful and uncontrollable tears that he had not done prior and to â€Å"curse†(17) those â€Å"who will be left behind. (Hochman) The devises of the â€Å"s† sound as assonance occurring on line 17, â€Å"curse, bless†¦ fierce tears† allows the rhythm of the poem to continue the elaborate patterns throughout the poem. The final quatrain portrays t he theme of the villanelle that the grieving of man at the sight of his dying father allows the fear of loss or suffering to change any perceptions towards death. How to cite Do Not Go Gentle Into That Good Night, Papers

Business Rationale for Diversity Management †Myassignmenthelp.com

Question: Discuss about the Business Rationale for Diversity Management. Answer: Introduction Diversity management is a moldable business philosophy and is an applied practice based on the human capital requirements of the organization. Although generic in nature, these practices are available for customization and decentralized modification based on people, processes and technologies. Any organizational landscape demands varied and versatile diversity management processes that could be tailored as per seasonal, structural, economic, task-based or project-based requirements. The task at hand for CERA is to reinforce the rationale behind this business philosophy by conveying the short-term and long-term benefits of diversity management. The subtopics focus on specifics of this HR model by analyzing its applications as a gender based model, the need for it in the 21st century, beneficiaries of this model and the benefits etc. CERA also requires collaboration between recruitment selection, human resource planning, and business strategy. The next step for CERA is to understand how to apply diversity management policies. There is also a business case of brand promotion and in this case CERA as a company will position itself as a viable employment destination. This is because a promotion of the company as an appealing employment destination can enable a company to harness the best of diversified talents. Diversity Management in HRM Diversity management relates to an HR management philosophy that embraces the fact that people have diverse skill-sets. It can also relate to the acknowledgement, understanding, acceptance and valuing of divergence in the workplace with regard to ethnicity, gender, abilities, race, class, educational backgrounds, experience backgrounds, physiological traits and psychological traits etc. Companies that include diversity management as a tool in their business strategy develop well-rounded and competitive capabilities as per Green, Lopez, Wysocki, Kepner, Farnsworth, and Clark (n.d.). Gender diversity in leadership roles as a function of organizational performance (Heskett, 2015) Gender diversity in leadership roles has yielded positive outcomes. A McKinsey study has vindicated this fact. Women have the art of multi-tasking, greater analytical abilities, and propensity to adhere to company goals, visions, missions and values. Female leaders cultivate a diverse personnel framework in an organization. Women have a high social sensitivity index too. Women are high on emotional intelligence that could lead to an understanding and emancipating organization. Francoeur, Labelle, and Sinclair-Desgagn (n.d.) contend that participation of women in top management has a significant impact on financial performance. In fact, it enhances organizational performance on several fronts. This is true of companies operating in complex business ecosystems. If these businesses have a high proportion of women leaders, they generate enough value as a holistic quantum which is not restricted to financial results. There is also no difference between male and female leaders when it comes to managing leadership positions (Virick, M., Greer, R. C., n.d.). The nomination of women successors by incumbent managers were based purely on performance more than gender in the long run. There is also an indication that the nomination of women for leadership roles is driven by a need for an inclusive and diverse workplace. Thus, gender diversity in leadership roles is a necessity for organizations to agglomerate varying emotional, practical, tactical and analytical leadership qualities. Construing Diversity Management Diversity management does not have a single definition as it is construed differently in different organizations, cultures and countries as per Kramar, R., (2012). In the 1960s and 1970s the word diversity was restricted to the natural systems and environment. Only in the 1980s did it become a business context. Diversity management then transitioned into a HR framework. Diversity is used to refer to personal characteristics of a prospective employee such as age, family, race and gender etc. On a broader scale, it relates to sexual orientation, physical and mental acumen as well. On a functional group-level it relates to a different set of functional group characteristics. Therefore, diversity management processes differ by dimensions defined in an organization. The outcomes of diversity management are organizational competitive advantage. On a broader scale the outcomes relate to stakeholder value and corporate social responsibility. (Cox, JHJ., 1994) Diversity management models are evolutionary based on changing market and demographic facets. The current status is to integrate this into change management policies. The effort is to leverage diversity in decision-making and overall organizational culture development. Business rationale for implementing diversity management in CERA CERA seeks to be an innovative organization. Therefore, an innovative organization needs a confluence of ideas, sensibilities and sensitivities; which is a function of diversity management. (Diversity at Work. (n.d.).) A diverse workforce enables bridging of gaps in skill-shortage scenarios which is different from personnel shortages. It is proven that better client service can be achieved by letting a diverse portfolio of skills engage on a common ground with client-facing tasks. As per the employer survey of 2010 by HR Council, more than three quarters of the respondents identified creativity and innovation as the by-product of diversity. Well-managed diverse teams are more efficient and creative than homogenous groups. (Watson, E.W., Kumar, Kamalesh., Michaelsen, K.L., n.d.) When performance and process-adherence of homogenous and heterogeneous groups were studied in parallel, the former group showed immediate adherence and competence. But by the end of the study period, the heterogeneous group started showing remarkable improvement and also superseded the homogenous group. It indicates that initially a heterogeneous group takes time to assimilate and function as a cohesive unit. Beneficiaries of diversity management policies The beneficiaries of diversity management are the organization itself as a whole. The organization constitutes a variety of stakeholders including employees, employers, shareholders, vendors, suppliers, third party logistics providers and indirect employees etc. Diversity management also helps in internal and external organizational perception management. It changes how people perceive others in an organization (Greenberg, J., (2004)). It leads to vanquishing of prejudices and pre-conceived notions. In the long run it leads to a harmonious environment within the organization that could percolate outside into the society as well. When different people with different skill-sets collaborate, the perception that their contributions constitute the final outcome is established. It creates a non-hegemonic environment, driven my meritocracy, respect of each others inherent talents, recognition of personal abilities and an increased impetus to excel at ones role. Ultimately, the foremost beneficiary is the customer. They receive better service, products, service range, increased responsiveness and an overall satisfactory customer experience. Diversity management is the new age approach to increase adaptability to changing technological and business paradigms. Recruitment strategies for diversity management CERA can undertake a recruitment strategy that focuses on making the organization appealing. The organization should attract candidates from varied labor markets (Marquis, P.J., Lim, N., Scott, M. L., Harrell, C.M., Kavanagh, J. (n.d.)). A company that is already vested with a diversely skilled workforce is a potential employment destination for innovative and creative people looking for a diversely bestowed company. CERA can revamp their recruitment effort and make it a diverse recruitment team. The recruitment team of CERA can utilize varied connections to source talent that range from professional organizations, college campuses and employee referrals to job boards, community workshops and competitions etc. While recruitment is only half the story, equal effort goes in retaining a diversely skilled and multi-cultural workforce. The retention philosophy starts with a learning and skills-need identification drive based on individual attitudes, aspirations and aptitudes. Financial support is an active ingredient in this long-term business strategy. CERA should be responsive to the training and learning needs of their employees; however related or non-related it could be to their incumbent roles. To top it off; an assessment of learning outcomes is undertaken by evaluation. It could be achieved by enabling a climate of innovation or through open channels of communication of ideas and strategies. Recruitment strategies for CERA Although traditional recruitment sources are still valid as feasible sources of potential hires, communication and interaction with a diversely skilled candidate pool through diverse channels is the key to build a diverse workforce. (Pollock, S., 2015) Job titles and descriptions should be craftily worded to inspire interest. Research has shown that usage of certain words turns away women who could be able fits for the advertised roles. For example, the world determined looks masculine to a woman than the world dedicated. On the other hand, these words had no impact on the decisions by men, indicating that women act based on the vocabulary in job descriptions. Some emerging recruiting methods are blind interviewing and anonymous interviews. The former recruitment strategy helps create a diverse workforce by negating the inherent biased recruitment and selection component. The initial phase may start off by posting projects for potential hires to complete. A potential hire completes the project and if it fits their skills, they proceed. On the other hand, anonymous interviewing is not disclosing the company details until the final stage face-to-face discussion. Equality vs. Diversity in the workplace Equality is the quality of an employer to offer a level playing field to all employees in the organization. Diversity is closely related to equality in that it offers people from different cultures and possessing varying skill-sets, an opportunity to contribute to an organization. But often equality and diversity do not co-exist. (Petty, L., 2016) Equality and diversity, although closely synonymous but not fully so, are two words that have the same relevance. In the UK, there were 31 million people who were employed in 2015. In the US, there were 121 million people. A study by SHRM revealed that 41 percent of respondents who took part in the survey felt that they were being discriminated. In a 2011 census, in the UK, low-paying jobs were filled by people from Asia and Africa. But in stark contrast, upwards of 25 billion pounds worth of business in 2010 came from ethnic minority businesses. This means that if organizations can leverage the potential of all races of people, differently skilled, with different opinions, ideas, skills and techniques, they harness the collective wisdom of diverging yet converging worlds. The unfair practices in the UK brought forth the Equality Act of 2010. This law sought to curtail unlawful labor discrimination. The Act was a harbinger of better opportunities and equality. All workplaces were made to comply with the act. The Act sought to preserve the sanctity of a set of protected characteristics of a person. These protected characteristics were not qualified as job-match assessment parameters when assessing a potential hire. Therefore, organizations were asked to lower their guard on personal characteristics of a potential hire such as age, disability, gender reassignment, pregnancy, race, religion, faith, belief systems, sexual orientation and sex to name a few. CERA should comply with this ACT and also lower its guard against personal characteristics of potentials. CERA should gauge the short and long term benefits of implementing diversity management. As a basic litmus test, they can assess the changes in their immediate internal and external environments. The possible external environments of CERA are namely customers, suppliers and stakeholders. The internal environment change indicators are highly driven employees, organizational adaptability, problem solving, innovation, creativity, cost reduction and effective knowledge transfer (Awang, F., Shafie, Z., Pearl, Ryan., (n.d.)). CERAs diversity management approach Traditional approaches to diversity management are based on non-discrimination and fairness. It is based on the premise that different racial groups co-exist and collaborate. But of late, the process of assimilation into the workforce is based on integrating different skill-sets to co-exist and also co-create. Therefore CERA should consider enacting the following three tier approach. Drivers of diversity management in CERA Diversity management in CERA should be based on a set of principles. Dignity and respect In this process, people are a necessary resource for organizational success. Everyone regardless of their job description is an enabler of organizational change. People as individuals People are seen as assets to the company and not as traditional costs to the company. Performance incentives are given based on value added to the company directly or indirectly. Relationship building Rather than wait for personnel or employees in the organization to step-up and build a relationship with CERA, the organization takes the initiative. The focus should be an eager employer and not always of an eager employee. Shift in thinking the shift in thinking applies to CERAs observance of the changing demographics in the workforce. Strategic organizational goal The organizational goal has to be positioned as the employee goal. Employees should be made part of this broader vision. Personal focus Create interdisciplinary integration and sharing of frontiers. It creates a more cohesive, silo-less organization focused on combining rather than separating to be unique. Relationship-focus Any decision taken by the organization should be taken keeping in mind the short and long term personal and professional aspirations of the diverse workforce. Conclusion For CERA to make headway into the paradigm of diversity management, it has to de-learn and re-learn. Traditional sources of recruitment can be kept as it is; but recruitment methodologies can change to include blind and anonymous interviewing. Diverse participation from the community can be elicited by establishing associations with institutions, colleges, professional bodies and workshops where talent can be spotted, attracted and nurtured. Skill based assessment is part of diversity management principles, where individual performance is gauged on the value they added to the organization. A common platform can be created, such as a knowledge management system to foster cross-departmental collaboration through the use of open communication channels. The top-down effect to reinforce ideals of equality and fairness can be enabled by prioritizing employee goals and aspirations as a subset of management goals and aspirations. By including objectives that fulfill the potential of an employees ability that can also be a potential enabler of organizational change, the employee feels empowered. CERA can attract people of diverging but relevant skill-sets and those with different abilities by positioning the company as an attractive playground to innovate. The climate of innovation is backed by financial incentives and the promise of gaining work related autonomy. While traditional cookie-cutter approaches to assess candidates and designate them still exist, a slow transition is made towards diversity. Project and task based selections that give potentials an opportunity to assess their fit for the company is a great way to foster a partnership or mutually disagree on a potential alliance at the outset. The first steps or milestones or key performance indicators for a diversified workforce are to forge creative ideas into marketable or commercialize-able products/services. This is followed by the ability to be flexible by being able to change teams, work in groups, work individually or work in pairs etc. The next pertinent indicator is the ability to gather, retain, transfer and share knowledge. References UF|IFAS Extension.(n.d.). Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools. Retrieved from https://edis.ifas.ufl.edu/pdffiles/HR/HR02200.pdf Working Knowledge The Thinking That Leads: Why Does Gender Diversity Improve Financial Performance?. (2015, Nov 4). Retrieved 5 January 2017, from Harvard | Business | School website, https://goo.gl/4uSKDt Francoeur, Claude., Labelle, Ral., Sinclair-Desgagn, Bernard., (2008). Gender Diversity in Corporate Governance and Top Management. Volume 81, Issue 1, 8395. doi: 10.1007/s10551-007-9482-5 Virick, M., Greer, R.C., (n.d.) Gender Diversity in Leadership Succession: Preparing for the Future. Human Resource Management. Retrieved from https://goo.gl/PSEQoI Kramar, R., (2012). 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