The Industrial Revolution During Great Britain - 1296 Words

The Industrial Revolution began in Great Britain. The Industrial Revolution was when this country took the right to mix people, laborers, and raw materials. This task was completed by making goods by machine compared to making goods by hand. The Industrial Revolution completely changed people’s lives and still experience its affects today. The Industrial Revolution made the lives of workers harder than it had before industrialization because of child labor, dangerous working conditions, and injuries in factories. Child labor is the utilization of kids in an industry or business, regularly wrongfully or considered insensitive. Child labor made the lives of poor children harder in light of the fact that they needed to work extended periods of time in unsafe occupations for low pay. A photograph of this would be a photo taken of youthful disabled young men remaining outside of an orphanage with missing limbs support the fact that child labor existed amid the Industrial Revolution and made life harder for workers (Doc. A). These children were harmed in factories therefore the parents left them in orphanages as a result of their undesirable qualities. Child labor likewise influenced individuals who worked in the coal mines, relating a photo taken amid the Industrial Revolution titled Pennsylvania Breaker Boys, kids around eight to twelve years old remaining outside a coal mine and wearing grimy clothes (Doc. B). These children’s employments can make them be injured when theyShow MoreRelated Exploitation of Children during the Industrial Revolution in Great Britain1867 Words   |  7 PagesDuring the late eighteenth and early nineteenth centuries, Great Britain experienced a period of radical change and transformation. This era is referred to as the Industrial Revolution. It brought a surge of technological innovations, an increase in production, more world trade, and a rise in urban population. One of the most controversial and widely debated issues until today among historians is the use of child labor. Despite that this era led to massive economic growth and social development,Read MoreThe Roots Of The Industrial Revolution1131 Words   |  5 Pagesroots of the industrial revolution started in Great Britain and Europe. There are many conditions and characteristics that attributed to the industrial revolution being born there. First, in the time leading up to the industrial revolution, when every other country was still using rudimentary agricultural techniques, t he British were devising their own techniques to cheaply and more efficiently produce food. Next, The British had the upper hand leading to the industrial revolution because of theirRead MoreThe Industrial Revolution Lead The Foundation For Some Of The Technology892 Words   |  4 PagesThe Industrial Revolution The Industrial Revolution lead the foundation for some of the technology we have today. It is also created jobs for many, and made small cities double overnight. All those listed makes the Industrial Revolution seem great however it was not all too pleasant and many people from children to adults lost their lives due to this technology boom, over population also happen due to this revolution as well. Thankfully most of the awful things the Industrial Revolution createdRead MoreIndustrial Revolution Essay920 Words   |  4 PagesThe Industrial Revolution started in Great Britain during the late 1700s. The rest of Europe did not catch up for a couple more years as Britain started this trend. I will talk about why the Industrial Revolution happened in Great Britain, the cottage industry, major industries during this time, and the downside of this major event. Great Britain had a technological head start over the world which led them to the first Industrial Revolution. This happened in Britain due to many factors. AugmentingRead MoreThe Relationship between the British Empire and the British Industrial Revolution in the 18th Century.773 Words   |  3 PagesDuring the 18th century, a great change occurred in Britain. Britain became an industrialized country and an empire. The Industrial Revolution can be regarded as a technological change in Britain when manufacturing began to rely on steam power rather than on animal labour or wind power. The overall economic shift towards large scale industry rather than small scale individual operations. The British Empire was expanding rapidly during the 18th century. An empire is a large, multi-ethnic state, whoseRead MoreThe Impact of the Napoleonic Wars on Industrialization810 Words   |  4 PagesThe Napoleonic wars did have a large impact on industrialization in Britain, the United States and E urope as a result of realizations and actions taken to better their countries after the Napoleonic wars. Although the Industrial Revolution began in Britain during the 1700s it was boosted in the early 1800s after the Napoleonic wars because of reform that was needed. Industrialization then started spreading throughout Europe and into North America in the early 1800s. By the mid-1800s industrializationRead MoreThe Difference Of Interpretation On Coal Industry865 Words   |  4 Pagesgeneration. In other words, great era could bring the honor of history for people. Especially for the industrial past, it is easier to motivate the nostalgic impulse. In Britain, coal resource not only influenced the development of industry and technology, but also improved people’s daily life and their working life in the past. According to research the history of Britain, there are three vital periods about coal industry including industrial revolution in Britain, Victorian Britain and de-industrializationRead MoreThe Industrial Revolution Is The Cornerstone Of What Makes America958 Words   |  4 PagesThe Industrial Revolution is the cornerstone of what makes America, the modern America. Even though we label this period of time a revolution, it actually began in Britain. It was a significant movement of advance of the time, but went through many trials and tribulations. At the end of the eighteenth century, England and France both underwent revolutions: France the French Revolution, England the industrial revolution (Sharp 2012). America was able to learn from the Britain and take advantage ofRead MoreSummary Of Kenneth Pomeranzs Political Economy And Ecology On The Eve Of Industrialization827 Words   |  4 Pages â€Æ' During 2002, an essay was published titled â€Å"Political Economy and Ecology on the Eve of Industrialization: Europe, China, and the Global Conjuncture†. This was the works of Kenneth Pomeranz who provoked a distinctive question about China in relation to Great Britain around the 1800s. In his published book The Great Divergence, Pomeranz states that China and Great Britain were on similar trails leading towards the Industrial Revolution until a â€Å"Great Divergence† arose during the 1800s that sentRead MoreThe Invention Of The First Industrial Revolution1391 Words   |  6 PagesThe First Industrial Revolution Envision living in a society dominated by factories that just recently transformed from arable land and farms. Imagine constantly hearing about brand new inventions and ideas that were deemed impossible only a few years ago. Visualize working long hours in cramped factories, in exchange for low pay and contagious diseases. For some people that lived during the age of industrialization, this was their reality of life. During the 18th and 19th century, the world was

What Does Columbine, Sandy Hook, And The Edlington Murders...

What does Columbine, Sandy Hook, and the Edlington murders all have in common? These were all violent crimes, committed within the last decade, by people under the age of 21. Every time you turn on the television, there is news of children engaging in disruptive, dangerous behaviors. Juvenile detention camps are filled with children under the age 18 who have maimed and murdered others. Looking at data from the National Criminal Data base, it is a clear fact that children’s behavior is significantly deteriorated from 20 years ago. Some critics would argue that the rate of children’s misbehavior has been the same through the decades, but this paper will present evidence that children’s behavior is indeed on the incline. Factors to support this view include: data of school violence, the severity of crimes committed, and the increase of diagnosing children with mental and behavior disorders. Schools are no longer a safe havens for furthering knowledge; instea d violence is occurring at alarming rates. Common occurrences in schools include: physical altercations, severe property damage, and bullying behaviors. According to â€Å"ThefutureofChidren.org,† youth violence in schools costs the public 158 billion dollars each year. In this decade, that rate of children inflicting violence on other children and teachers is staggering. Today’s teachers are being trained on gun safety, school lobbies are being installed with bullet proof glass, and counselors hold

Symptoms And Treatment Of Bipolar Disorder - 1909 Words

When you hear the word bipolar what do you think? Do you think of people that cannot seem to ever be in a stable mood? I know I do. According to the National Institute of Mental Health, bipolar disorder is a brain disorder that causes unusual shifts in mood, energy, activity levels, and the ability to carry out daily activities. There are multiple types of bipolar disorders and all of them deal with mood changes. The four different types of bipolar disorders are, Bipolar I, Bipolar II, which Chris Brown has which will be discussed later, Cyclothymic Disorder (cyclothymia), and other specified and unspecified bipolar disorders. Bipolar I disorder is known as manic episodes that last at least 7 days, or by manic symptoms that are severe†¦show more content†¦Here are some symptoms of people having a depressive episode: they may feel very sad, have very little energy, have decreased activity levels, feel worried and empty, forget things, and many other things. Post-traumatic stress disorder (PTSD), is a disorder that develops in some people who have experienced a shocking, scary, or dangerous event. When I think about PTSD I think about veterans that have been in combat or have experienced a traumatic experience in the military. During PTSD fear triggers many split-second changes in the body to help defend against danger or to avoid it. People that have PTSD may feel stressed or frightened even when they are not in danger. There are five parts to PTSD: normal stress response, acute stress response, acute stress disorder, uncomplicated PTSD, comorbid PTSD, and complex PTSD. Normal stress response occurs when healthy adults who have been exposed to a single discrete traumatic event in adulthood experience intense bad memories, emotional numbing, feelings of unreality, being cut off from relationships or bodily tension and distress. Acute stress disorder is noted by panic reactions, mental confusion dissociation, severe insomnia, suspiciousness, and being unable to manage in self-care, work, and in relationship activities. Uncomplicated PTSD persistent reexperiencing of traumatic event, avoidance of stimuliShow MoreRelatedBipolar Disorder : Symptoms And Treatment854 Words   |  4 Pagesmedical condition known as bipolar disorder. Bipolar disorder is when a person suffers from severe shifts in mood and energy. In most cases, bipolar disorder can be treated and people with the illness can live normal and productive lives with the help of medication and or therapy. Aiken, C. (2010). Family Experiences of Bipolar Disorder: The Ups, the Downs and the Bits in Between. Retrieved from Ebsco Host. In this book the author discusses her own dealings with Bipolar Disorder. She goes on to say howRead MoreSymptoms And Treatment Of Bipolar Disorder1489 Words   |  6 PagesDiego City College Bipolar disorder, also called manic-depressive disorder, is a disease that affects thousands of people all over the United States of America. According to Sarris (2011) approximately 1-2% of adults will be affected by bipolar disorder in their lifetime. While some individuals may go undiagnosed, the prevalence percentage can raise to as much as 4% when including milder subclinical presentations (Sarris, 2011). Bipolar disorder can cause severe dysfunction in theRead MoreSymptoms And Treatment Of Bipolar Disorder1125 Words   |  5 Pageswith several mental disorders. The major diagnosis would be bipolar disorder. She also suffers from borderline personality disorder, Post-traumatic stress disorder (PTSD), and anxiety. The American Psychiatric Association s Diagnostic and Statistical Manual of Mental Disorder defines bipolar disorder as a recurrent mood disorder that includes periods of mania or mixed episodes of mania and depression (Murphy, 2012, p. 44-50). It was previously kn own as manic depressive disorder. It is most commonRead MoreBipolar Disorder Treatments : Symptoms And Symptoms2309 Words   |  10 Pages Bipolar Disorder Treatments Kelly Miazga Metropolitan State University December 8th 2014 â€Æ' Bipolar disorder treatments Introduction Bipolar disorder, also known as manic depression or bipolar affective disorder is a mood disorder where the patient experiences episodes of extreme highs known as mania and extreme lows known as depression. Periods of mania and depression vary per person. A person who is displaying a manic episode shows typical symptoms of elevated mood, extreme happiness or irritabilityRead MoreBipolar Disorder : Symptoms And Treatment2115 Words   |  9 Pages Bipolar Disorder The Bipolar disorder or you can call it manic depression, it is a often diagnosed and draining frame or state of mind disorder which causes huge shifts in temperament and frame of mind. The word bipolar means that the two main polar extremes in which a person with the disorder experiences. According a part of the National Institutes of Health that watches over neurological and psychological research this disorder affects about 2.1 million adultsRead MoreSymptoms And Treatment Of Bipolar Disorder963 Words   |  4 Pagesthat goes by we hear someone being labeled as bipolar or another celebrity is getting diagnosed as being bipolar after their spurts of erratic behavior. I had to ask the question, does anyone really know what it means to be bipolar? Bipolar disorder, also known as manic-depressive illness, is a brain disorder that causes unusual shifts in mood, energy, activity levels, and the ability to carry out day-to-day tasks (NIMH). Suffering from bipolar disorder can mean su ffering from drastic changes in moodRead MoreSymptoms And Treatment Of Bipolar Disorder1274 Words   |  6 Pagesconclusion, Ben Tang was diagnosed with bipolar II disorder indicated by DSM-5 at age 47. He experienced symptoms such as feeling depressed, suicidal thoughts, and worthlessness in depressive episodes. He experienced symptoms such as racing mind, trouble falling asleep, and committing reckless behaviors in hypomanic episodes. It can be challenging to live with bipolar disorder because the symptoms can be hard to deal with. There are several ways to manage bipolar disorder, include medications, support groupRead MoreSymptoms And Treatment Of Bipolar Disorder1220 Words   |  5 PagesThe history of bipolar disorder is perhaps just as complex as the condition itself. Bipolar is highly recognized as a treatable disorder. The more we learn about bipolar disorder, the more people may be able to receive the help that they need. Centuries passed and little new was discovered about bipolar disorder until French psychiatrist Jean-Pierre Falret published an article in 1851 describing what he called â€Å"la folie circulaire,† which translates to circular insanity. The article details peopleRead MoreSymptoms And Treatment Of Bipolar Disorder762 Words   |  4 Pages Bipolar Disorder 2 Disorder history, In the 19th century psychiatry, mania had a broad meaning of craziness, hypomania was equated by some concepts of â€Å"partial insanity† or monomania. Bipolar disorder origins in 1854, Jules Baillarger and Jean-Pierre Falret, independently present descriptions of the disorder to Academie de Medicine in Paris. German neuropsychiatrist Emanuel Mendel in 1881 wrote â€Å"that heRead MoreSymptoms And Treatment Of Bipolar Disorder1442 Words   |  6 Pagesmental illness. For example, manic depressive illness, or bipolar disorder, is a cognitive disease which affects â€Å"about 2.6% of the U.S. population† every year (DBSA). Along with the vast number of patients stricken with bipolar, are also a plethora of symptoms, with researchers and patients reporting, â€Å"unusual shifts in mood, energy, activity levels, and (an inability) to carry out day-to-day tasks† (NIMH). Along with the symptoms of bipolar are several factors that contribute to the presence of the

The Business Rationale for Diversity Management †Free Samples

Questions 1.How diversity management can add value to an organization (CERA)? 2.How HR can help with the implementation of diversity? Answers: Introduction Currently, making a tough business validation continues to be the very first phase in organizational loyalty to diversity management. However, the proof for the organizational results of attaining workforce diversity is rather mixed, and shows both negative and positive consequences (Bell, 2012). The reason is because it is the efficient management of diversity that allows for organizations to make improvements in performance. Notably, there is an increased need to develop an evidence-oriented approach to the business underlying principle so as to suit the needs of todays organization sin various departments and locations that need to approach diversity in distinct ways. The business justification for diversity management tends to operate at four main levels namely the shareholder value, stakeholder value, regulatory context and worldwide value chain (Carr-Ruffino, 2009). It is important for todays organizations to develop a firm understanding of the business rationale for diversity management. Diversity management is simply the practice of handling and advocating for various personal characteristics and lifestyles within a given group. This process is solely concerned with discovering the diverse and rich potential of a whole workforce. For an organization to establish a better diversity plan, it needs to not only be realistic, measure its progress and define its terms, but it also needs to educate the workforce on the advantages of diversity. In this particular report, we will focus on one organization in particular, CERA, and look at how it has implemented diversity management into its daily operations. We will also discuss how diversity management adds value to any given organization and how Human Resource can assist with the implementation of diversity. Discussion The necessity of diversity in todays organizations Diversity in the workplace is all about establishing an all-inclusive setting that embraces each persons differences, their strengths, and offers chances for all members of the organization to attain their full capabilities (Kirton Anne-Marie, 2010). An organization that is loyal to a diverse workforce is considered to be one that aims at harnessing a number of people with special skills. Though the conventional idea of workplace diversity may refer to depictions of different genders, religious backgrounds, and races, todays notion of diversity is all-inclusive. Much attention of this particular approach is on promoting individuality within a given organization, and recognizing that each individual is able to bring something unique to the table. Todays leading organizations acknowledge that it is crucial to regularly maintain diversity as a top business necessity over a period of at least five years before diversity can enjoy traction and be considered part of the way these organizations conduct business (Calas, Holgersson Smircich, 2010). Notably, genuine diversity is not simply the mix constituting the workforce, but rather the organizations business partners and customers. More and more businesses are acknowledging the significance of investing in inclusion and diversity as part of their total skill management practices, especially since they interact with unique clients and cultures. Organizations that fail to acknowledge the significance of diversity usually find themselves unable to lure and maintain the types of workers, business partners, and customers that represent todays transforming business world (Shore, Randel Ehrhart, 2011). Diversity is necessary in todays organizations because it tends to bring in diverse unique skills together aiming at a common goal. In turn, peoples loyalty is ignited, and their productivity and retention increased. Whenever problems or conflicts arise, there are many solutions and alternatives that arise as every member is allowed to contribute to their way of operating, thinking, decision-making and solving such issues. Diversity in any given organization means that the workforce feels appreciated and included. It also increases the sense of belonging which in turn pulls in more potential employees (Harrison Klein, 2007). As the workforce demographics change and worldwide markets come up, workplace diversity moves closer to becoming a business necessity rather than a banner that organizations usually wave to indicate their commitment to welcoming diversity and change. Diversity is necessary in todays organizations as it encourages mutual respect among workers (Chrobot-Mason, Weber Ernst, 2009). It also evidences itself in the establishment of a positive reputation for the organization, resulting in increased chances for the staff and profitability. Any organization recognized for its just employment practices, appreciation for diverse skills and ethics is in a better position to lure many competent applicants. Diversity in the workplace is particularly necessary for companies looking to venture internationally, as the global marketplace opens doors for individuals having diverse language competence and multicultural comprehension to establish worldwide profit centers (Elkadi, 2009). Diversity in the workforce offers much exposure to workers and other organizational staff from different backgrounds and cultures. They are able to learn from colleagues whose work styles are rather unique and whose attitudes towards work are different from their own. A good illustration of this can be observed with todays technological advancements. Conventional-generation individuals can learn novel processes and technology from those who are in the tech-savvy millennial generation (Press, 2014). Additionally Generation X staff can learn from contact with the rather self-confident, achiever work ethic distinctive of the Baby Boomers (Pugh, Dietz Wiley, 2008). Research has shown that more diverse workforces tend to have better numbers in terms of worker retention and productivity. Moreover, the joint experience and understanding that a diverse workforce offers enhances associations with the society while at the same time improves an organizations ability to relate to their customer s. 1. CERA Sanitaryware Ltd. is Indias most preferred home solutions provider which was recently vouched for by various interior designers and architects based on reputation , quality, and popularity, among other parameters (Bell, 2012). The company is also currently recognized for its stylish product range and increased innovation through high value production and technological advancement. CERAs focus is on the business of marketing, producing, and distributing sanitaryware, trading in tiles and other bathroom products, and faucetware (Carr-Ruffino, 2009). CERA has so far been endorsed as the number one sanitaryware brand that will eventually shape the future of sanitaryware industry in Asia. The company attributes its success to diversity management. Successful organizations such as CERA have diversity leaders within the business who are responsible for ensuring that the business is diverse. Despite the fact that some may view this as a waste of time, it could actually be if the responsibility is not performed accurately. However, if it is done well, it eventually adds value to the organization and increases profitability (Kirton Anne-Marie, 2010). Keeping in mind the fact that CERA deals with sanitaryware, a common misconception is that it tends to employ more women than men. The fact is that diversity within this particular organization covers more than that, and it is about the various distinctions that are present among individuals. Diversity incorporates personality, social mobility, socioeconomic background, culture, religious beliefs, culture, and working styles. That is why todays organizations are incapable of reaping the benefits without inclusion. CERA understands that accommodation in the workplace is crucial in allowing individuals with disabilities to contribute their skills to the workforce. Moreover, the fact that the company has employed a number of men to handle the sanitaryware is an obvious representation of its loyalty to diversity (Calas, Holgersson Smircich, 2010). In this day and age, employers who desire to recruit and retain highly professional and well educated employees must offer such benefits so as to remain competitive. The male workers at CERA do not feel disrespected given the kinds of products they handle. Their differences are instead welcomed and are thus better able to realize their full capability while making a positive contribution to their workplace. The company has learned that a constructive setting not only motivates its individuals, but also increases productivity, retention, and employee contentment. Looking at CERAs case, it is clear to see that diversity management has a constructive impact on its performance and shareholder value, two things that are directly connected to competitive advantage (Shore, Randel Ehrhart, 2011). The company acknowledges that diversity management is the key to progression in todays intensely competitive worldwide marketplace. Diversity leadership tends to drive innovative points of view. Unfortunately, many organizations are still trying to figure out how to tap into the potential within markets and processes that must be enabled worldwide. Constructive diversity management tends to form the foundation of diversity competences, which in turn drive competitive advantages in a worldwide marketplace. Diversity also drives organizations such as CERA to develop through various avenues (Harrison Klein, 2007). A need has recently come up to set out the business justification for diversity management and the significant connections that it has with adding value to an organization. Diversity management adds value to organizations such as CERA in that it generally improves the quality of decisions while at the same time providing excellent solutions and innovative concepts. Notably, information sharing and positive task-oriented conflict are the keys to the value in diversity management (Chrobot-Mason, Weber Ernst, 2009). HRM plans can be utilized in tapping into the various advantages of diversity and promote learning and knowledge foundation. By so doing, value is added to peoples results. 2. The HR department is normally called upon to indicate the direction when organizations commit to valuing and managing diversity in the workplace. It is obvious that companies come in all shapes and sizes, with members ranging from homogeneous to completely diverse. Additionally, the ideas incorporated in diversity management are novel enough to the extent of its practitioners not always having an agreement (Elkadi, 2009). The HR department can actually be the driving force that not only discovers, but also develops chances and resources that advocate for organizations diversity program. Human Resources is quite important in implementing diversity at the workplace in that it is considered the researcher that collects the inclusive information an organization will need in the development of an efficient program. Human Resources are seen as a great influencer that is wise to the political climate of an organization and capable of utilizing this information to safeguard and nurture the fledgling diversity initiative (Press, 2014). Notably, the HR manager should not be seen as the only individual responsible for guiding the diversity program. Organizations such as CERA have learned to spread out their duty to avoid a diversity initiative dying early. Though diversity management is considered to be an approach that is concerned with workers, the HR function is the main keeper of the people management processes. HRM and diversity management focus on the contribution of the HR operation to business plan, in addition to being concerned with individual distinctions, the development and welfare of each person (Pugh, Dietz Wiley, 2008). Looking at CERAs strategy to hire men to handle its sanitaryware products, it is proof that effective diversity management is attainable through suitable HRM strategies. These strategies tend to concentrate more on the increment of flexibility, knowledge creation, organizational learning, and the creation of a work setting conducive to diversity management. Notably, diversity management has a place in HRM functions and should therefore be at the core of HR policies and practices. Similar to any other approach, diversity management in relation to HR practices also has experienced a few criticisms. For instance, during the mid-90s, a number of intellects commented that diversity study did not have scientific accuracy, historical specificity, practical foundation, theoretical evaluation, and had been quite under studied (Bell, 2012). Possible disparity between the reality of organizational practices in major HR areas and adopted organizational rhetoric on diversity management had also been highlighted. Interestingly, most conventional research saw HRM diversity practices only as adherence to Equal Employment Opportunity and Affirmative Action, and ignored the practices acknowledging and utilizing diversity. However, intellects are yet to investigate how diversity has been managed in the HRM area and what types of HRM approaches are suitable to efficiently managing diversity. Over the course of the years, the HR function has considerably grown and now covers the complete scope of people management processes (Carr-Ruffino, 2009). Managers in companies where effective HR diversity policies are not present are more likely to advocate for or rate highly skilled employees with similar cultural experience and backgrounds. Research has indicated that in America, Caucasians tend to hole about 89% of managerial positions while comprising only 75% of the population (Kirton Anne-Marie, 2010). At CERA, the manager together with the HR department has ensured that staff occupies the right positions as per their qualifications, regardless of their ethnicity, race, gender, or nationality. HR managers tend to bring individuals into an organization and promote workers who fit or possess similar values to the decision makers. That is why it is important for selection and recruitment to avoid the attraction-selection-attrition cycle so as to develop various cultures within the organization (Calas, Holgersson Smircich, 2010). Argument that I would make to Mark French regarding the business case for focusing on diversity management in CERA Most organizations today are realizing the need for refreshed enthusiasm to drive effective diversity management in global companies. As earlier mentioned, the business case for diversity management is spreading its focus which has been from shareholder value to stakeholder value, global value chain, and regulatory context (Shore, Randel Ehrhart, 2011). It also argues that diversity policies tend to make good business sense. To be a good example to other budding organizations in future, CERA needs to show that diversity is important to issues such as total reward management, work-life balance and flexibility, talent management, performance management, acquisition management, and branding (Harrison Klein, 2007). There is need to comprehend those diversity issues not covered by law much better. With regards to organizational behavior, CERA needs to improve the design of interventions so as to foster dignity and respect in the workplace together with the elimination of all kinds of intimidation. The company can address the issues relating to the manner in which diversity is practiced and gain more profits from making it core to business development while focusing on the diverse preferences and needs of individuals such as customers and workers. By so doing, diversity management will become a coherent business issue planning, evaluating, revising, and implementing efficient strategies for managing diversity . Furthermore, managers at CERA can manage diversity and help shape, inform, and influence the better delivery and design of services and products to diverse communities (Chrobot-Mason, Weber Ernst, 2009). They can also deliver improvements to the value of life for each individual through increased individual option and chances to be economically autonomous. Investing in diversity management would mean being able to predict fiscal performance within CERA. Conclusion As discussed above, diversity management refers to the practice of handling and advocating for various personal characteristics and lifestyles within an identified group. Todays idea of workplace diversity is rather all-encompassing. The main focus is now on the promotion of individuality within a given organization, recognizing that every individual is capable of bringing something unique to the table. Establishing a robust business case is considered to be the initial phase in organizational loyalty to diversity management, where effective management of diversity is a victory factor for todays organizations. The paper has also discussed the case of CERA Sanitaryware Ltd., using it as an example of an organization that has successfully implemented diversity management. References Bell, M.P. (2012). Diversity in organizations. 2nd Edition. Mason, OH: South-Western College. Calas, M.B., Holgersson, C., Smircich, L. (2010). Diversity management? Translation? Travel. Scandinavian Journal of Management, 2(5.4). pp. 349 351. Carr-Ruffino, N. (2009). Managing diversity: People skills for a multicultural workplace. 8th Edition. Boston: Pearson. Chrobot-Mason, D., Weber, T.J., Ernst, C. (2009). The challenge of leading on unstable ground: Triggers that activate social identity faultlines. Human Relations, 62. Pp. 1763 1794. Elkadi, H.A. (2009). Diversity management in practice: A cross-cultural multi-disciplinary annotated bibliography addressing policy and well-being. Eastbourne: Sussex Academic Press. Harrison, D.A., Klein, K.J. (2007). Whats the difference? Diversity constructs as separation variety, or disparity in organizations. Academy of Management Review, 32. Pp. 119 1228. Kirton, G., Anne-Marie, G. (2010). The dynamics of managing diversity: A critical approach. 3rd Edition. Oxford: Butterworth-Heinemann. Press, E. (2014), Social organization of work. Ipswich: Salem Press. Pugh, S.D., Dietz, J., Wiley, J.W. (2008). Looking inside and out: The impact of employee and community demographic composition on organizational diversity climate. Journal of Applied Psychology, 93(6). Pp. 1422 1428. Shore, L., Randel, A.E., Ehrhart, K.H. (2011). Inclusion and diversity in work groups: A review and model for future research. Journal of Management, 37(4). Pp. 1262 1289.