Henry Thoreau and Science :: Literature Poems Ecology Papers

Henry Thoreau and Science Though best known as a literary figure, Henry Thoreau showed a lasting interest in science. He read widely in the scientific literature of his day and published one the first scholarly discussions on forest succession. In fact, some historians rate Thoreau as one of the founders of the modern science of ecology. At the same time, Thoreau often lamented science’s tendency to kill poetry. Scientific writings coupled with his own careful observations often revealed life to him, but in other ways rendered nature lifeless. Modern-day Thoreauvians are also aware that science has largely become a tool for control and increased consumption, rather than for the appreciation and protection of wild nature. This paper explores some of Thoreau’s reflections on science and "system," and presents his view of the proper role of science in our lives. As will become clear, Thoreau’s worries are occasioned by his own scientific endeavors. His responses to science’s insuffici encies are reformist, suggesting ways to improve and supplement science rather than discard it. Why do precisely these objects which we behold make a world? Why has man just these species of animals for his neighbors; as if nothing but a mouse could have filled this crevice? — Walden (1) Introduction Henry Thoreau, like Goethe before him, showed a lasting interest in science. (2) He belonged to the Boston Natural History Society from 1850 onwards, and read widely in the current scientific literature. Beyond this, Thoreau was intensely interested in the scientific puzzles suggested by his own rambles around Concord, Massachusetts. In the years following Walden’s publication he observed more systematically and tested his hypotheses more rigorously, and published one of the first scholarly discussions on forest succession. Some historians rate Thoreau as one of the founders of the modern science of ecology. (3) At the same time Thoreau often lamented science’s tendency to kill poetry. The scientific writings of others and his own careful observations often revealed life to him, but at other times rendered nature lifeless. (4) Modern-day Thoreauvians are also aware of science’s role in the imperialistic conquest of nature. We love the wild, yet science has largely become a tool for control, commodification and increased consumption, rather than for the appreciation and protection of nature. (5) The proper role of science in human society and in our own lives is thus an important issue. This paper explores some of Thoreau’s reflections on science and "system.

In a World of Pay: Human Resource Management Essay

Pay rates have always been an important issue when it comes to hiring workersespecially when dealing with professionals whose talent and experience are highly soughtin the job market. In our case study, we will be discussing the difficulties and challenges of hiring expatriates which in this case will be revolving around pay. The case is about theproblems that arose at a German software Company (Typware) when the managementdecided to hire Anne Prevost whom they consider to be an ‘intelligent careful strategist.’Anne is generally agreed to be the perfect match for the job but the rate which Anna isrequesting for the job is causing controversy at Typware because some other workerssuch as Jurgen Mehr (Head of Typware European Marketing) feel threatened by theamount the new hire will be receiving. Case DescriptionThis case illustrates a german software company’s inability to effectively compile afair compensation package for the hire of an american ex-pat. Renate Schmidt, the headof human resources at typware, is faced with a dilemma of how much to offer AnnePrevost. Thomas Gutschein, the CEO of typware, has made it clear that Anne is a neces-sary strategic acquisition. Many managers, including the European head of marketingJurgen Mehr, have expressed discomfort and/or threatened by the high salary proposedfor Prevost. Schmidt has no reference in determining a fair ex-pat package as this is therst time in Typware’s history that they hire an outsider to work at HQ. Schmidt facesproblematic issues, one being that Typware does not use a uniform pay scale and overthe past decade many executives have received up to 30 percent extra salary based ongeographical circumstances. Having researched the employee salary les and not ndingany help from them, Schmidt calls in a favor from Rainer Barth. Barth, her contact at aconsulting rm, helps her compile a list of questions that need to be asked in order to geta more accurate idea of how Prevost’s salary will be determined. Finally, the last issueneeded to be stressed is that Prevost has another offer on the table and Typware needsto act fast if they are to successfully lock in this asset. Case Study: In a World of Pay2Section 2Problem Statement:Stafng and Job Analysis:Typware’s recruitment and selection process does not have a clear  job assessmentsystem evidenced through the hiring efforts of Anne Prevost. HR Activity in Theory:Stafng and Job Analysis:†A World of Pay,† the article discussing Typware’s employment methods, focusedtoo much on Prevost’s strengths as a candidate. Though she may have been a great as-set to the company she previously worked for, the duties she would have if she chose togo with Typware were not clearly specied. When hiring, the characteristics of a vacancyneed to be dened in order to recruit a suitable employee. Typeware’s assessment sys-tem focused m ore on keeping Prevost away from the competitors rather than paying at-tention to the job analysis. Obtaining more organizational effectiveness within the company, with regard tostafng and assessment systems requires recruiting and selecting more strongly basedon job analysis rather than the general qualications of an applicant alone. A clear jobanalysis addresses the job description and recruitment methods of a hiring company, re-sulting in a more structured approach to hiring international employees. First, Typware must clarify its job descriptions to improve human resource planningwithin the company. By facilitating more detailed job analyses, the efciency of ndingpotential candidates for vacant posts will be raised substantially. Wages and salary ad-ministration can be restructured because payment can be more strongly based on thefulllment of employee duties rather than trying to compete with wages on the interna-tional job market. The fact that Renate Schmidt needed to call Prevost a second time foranother line of questioning indicates the poor job description and HR information, be-cause such questions could have been known prior to the rst interview with proper jobanalysis. Once the job analysis is claried, the recruitment process can be broadened. Bybroadening the methods by which recruits are sought, applicants can be more readilyfound, no longer leaving Typware with the tough choice of whether to hire just one indi-vidual or not. Typware will likely have several candidates to ll the vacancy, leaving inter-national applicants with less room for bargaining their salary and compensations. Case Study: In a World of Pay3Two methods with which Typware can expand its recruitment sources are via theinternet and through employment agencies. Recruiting electronically would grant Typwarea large source for nding more talented recruits that meet the job specications. Typwarecould place the vacancy on its own website, granting public access to anyone who is in-terested in the company. This method leaves Typware free to give a clear job descriptionso that there is a larger chance to nd suitable applicants for the post. If electronic va-cancies fail to bring the desired results, Typware can recruit through employment agen-cies. A private employment agency would be responsible for lling higher posts, like theone Prevost applied for. The employment agency would look for people who may still becurrently employed and help to maintain condentiality between the employer and thecandidate. Typware’s receiving of applicants internationally brings on the added challenge oftrying to formulate a standard for hiring internationally; for example, Schmidt received in-formation indicating that four other multinational companies in Germany did not have setpolicies or standards yet. Due to the lack of an international hiring structure, the efciencyof the recruitment and selection for those other companies was greatly hindered sincecompensations and salaries became all the more difcult to balance. In the best interestof Typware and surrounding companies, Typware should formulate an international hiringmethod, which they can implement in almost any international applicant situation. Analysis & Implementation:Stafng and Job Analysis:If Typware were to implement the proposed stafng changes with regard to stafngand job analysis, there would be some added costs such as getting a web designer, orpaying for a headhunter. However, the added benets greatly outweigh the cost. The hu-man resources activities to be implemented include ensuring clear job descriptions, di-versifying recruitment methods, and formulating an international hiring structure. Schmidt’s task as the head of human resources for Typware is to ensure a  clear jobanalysis within the company at all times. Assuming she has a team reporting to her, shemust stress to its members the importance of a detailed job analysis. She should reviewsome of the job analyses from her team to ensure that the description is clear cut. In do-ing so, Schmidt produces more effective negotiations and interviews with potential em-ployees. The recruitment methods can be diversied in various ways. Two methods whichseem to most closely t Typware’s vacancy predicament are electronic recruiting and us-Case Study: In a World of Pay4ing private employment agencies. Recruiting electronically requires some technologicalexpertise, but considering Typware is a software company, that should not be an issue. Typware can utilize its own employees for web design by placing the job and the job de-scription on the company website. The benet of placing the job advertisement on thecompany website is that the applicants who visit the website are more likely to knowsomething about the company. Also, the applicants they would receive are more likely tobe closer in accuracy to the advertised post, because since it is the company website,Typware can feel free to make a detailed job description. Then, looking into private em-ployment agencies would fall into the department of Schmidt and her team. They wouldneed to nd a highly spoken private employment agency so as to ensure that they receivereturns on their nancial investment. Beyond that, after the team has contacted theagency, the responsibililty of nding a suitable candidate for Typware is left to the agency. Formulating an international hiring structure has quite a few complexities. Appli-cants such as Anne Prevost would most likely look into the potential extra costs of taxrates, ination, benets, and oating currencies. Accommodations such as schooling fortheir children, health care, social security, housing, and culture shock also need to be ac-counted for. To meet all these needs in salary and benets would mean a salary that is nolonger within equal range of their peers. Renate Schmidt can discuss ncancial optionswith a local private school, so that Typware’s international employees will not need somany added benets. Health care and housing can also be worked out in a similar fash-ion, thus helping to further reduce  costs. The costs really start to add up when there is noplan worked out at all beforehand. In the best interest of the company, Typware shouldorganize at least a minimal structure for hiring international employees to aid in more ef-fective stafng through exemplar y job analysis. Case Study: In a World of Pay5Section 3Problem Statement:Diversity of Workforce and Employee Rights:The lack of a diversity policy and the absence of concern for employee rightscauses dissatisfaction within the workforce. HR Activity in Theory:Diversity of Workforce and Employee Rights:In In a World of Pay the characters are faced with many common dilemmas thatcause problems or at the very least delays for processing new or existing candidates. Wewill be explaining, then applying diversity in the workforce and employee rights in rele-vance to the issues at hand. Equal employment compliance refers to the laws and regulations of a country inwhich a company operates. It is important for companies to identify with the well knownEEO or Equal Employment Opportunity movement started in the US. This is relevant be-cause of the ways countries and companies are evermore intertwined, creating a vastblend of cultures, setting the grounds for discrimination. Equal employment compliancehelps to avoid discriminatory scenarios. Diversity is one of the components of that policyand stipulates that an employee’s salary and benets are not to be determined or effectedby his/her race, national or ethic origin, colour, religion, age, sex, sexual orientation, mari-tal status, family status or disability. Typware’s CEO seems to have little or no concern forequality amongst his employees, which causes great concerns. Equality in the workplace promotes a company culture that cares for its people. Itcreates an atmosphere where people want to work, there is courtesy and respect, peopleare listened to and trust and integrity are main aspects in which your staff relates to eachother. Furthermore everyone benets when the workplace is fair and equitable, and peo-ple feel valued. Analysis & Implementation:Diversity of Workforce and Employee Rights:In a  World of Pay a lack of Equal Employment Compliance compromises policiesfor hiring foreigners and integrating them into the headquarters. This stirs up inner ofcedisputes between Jurgen Mehr, Typware’s European head of marketing, and RenateSchmidt, head of human resources. It is of utter most importance that Typware quicklyCase Study: In a World of Pay6revises it’s internal policies to match those set forth by the countries in which they oper-ate, primarily Germany. In the case they are looking to draw up a proposal for one candidate. Thus a minorinfringement, if at all, on their local policy. Typware is based in Germany where the lawsare generally more favorable for the employee, meaning that once Anne Prevost is hiredlocally she will be entitled to a variety of benets and advantages non-existent in standardUS contracts. This a point to be noted when her arrangement is drafted. Typware wouldnot be disputing any of the existing German legal framework as a result of hiring AnnePrevost. Although this is the surface case, the underlying problem is a lack of equal em-ployment policy structure. On a note, the institutions governing equal employment op-portunities in Germany are ranging from legislative and administrative institutions tocourts and tribunals to workers’ and employers’ organizations such as the Biebestrat. In the case Renate Schmidt discovers that female and minority employees madeless then their white male counterparts. This is not only demoralizing and damaging tothe spirit of the workforce but it also conicts with the legislatures of the country. In notcomplying with the country’s equal employment compliance laws, Typware could ndthemselves involved in serious legal action against them. Renate Schmidt needs to takea rm ground in her talks with the CEO and explain the importance of implementing astrict pay grade system. As shown by current trends, the company need to re-structure their policies tomatch that demanded by the country. The implementation of such a pay grade systemwould benet them in various ways. One way is that it would bring them up to code onequality and employee rights. Another is it would prevent outburst like the one Renateexperienced with the German CIO who found out  his Japanese counterpart was paiddouble his salary. Typware needs to adopt new policies and treat all their employees with equality andshow a concern for their rights. In doing so, they gain a competitive advantage on theirglobal market and can continue to grow. While engaged with other HR activities they canformulate templates to process and recruit the right people for their organization. This willfacilitate their ability to correctly asses talents and consequently provide fair salary andbenets packages in line with market practices. However, if they fail to established a uni-formed pay scale and comply with the laws of the country they will suffer irreparable in-ternal damages that will lead the inevitable downfall of Typeware. Case Study: In a World of Pay7Section 4Problem Statement:Compensation and benets:†¦it appears that typware’s inability to update its compensation and benet systemhas resulted in a chaotic situation as evident by the issues arising from the hire of AnnePrevost. Compensation and benets:The use of benets by employers can be categorized into two main aspects whichcan be either as an inspirational tool to motivate employees to be more active in carryingout their tasks or it can be a form of compensation for a job well done. Benets can bedescribed as a payment made in recognition of a workers commitment to an organization. In relation to the case study, one of the major HR issues that faced Renate Schmidt wasbased on the fact that the company does not have a stipulated benet program. This isbecause the employee benet program would have provided a guideline for Renate todraft up benets for the proposed new hire; Anna Prevost. The irrational nature of Typware’s pay system has resulted in benet disparities anda difcult salary system. Such disparity like female and minority employees of Typwarereceiving less pay when compared to their white male counterparts is obviously one ofthe main reasons Jurgen Mehr is not taking the hiring of Anna Prevost lightly. This is be-cause he feared that  if a female employee will start with a salary close to his, she mightearn more than he does in the future. In his words â€Å"This isn’t fair, and it’s humiliating.†Jurgen Mehr is not just troubled because she is a new hire but it is a ‘she’ and also a for-eigner, which also brings us back to EEO. Nowadays, organizations tend to be institutionalizing benets such as savings planand pension because these are part of employment package that attracts employees andhelps the organizations to retain the good employees. However, Typware seems not tohave paid attention to these issues, because their benet system has not been updatesfor sometime. The importance of benets program to employees has become very signi-cant these days because when employees do not feel an appreciation for their commit-ment to an organization, there is a high possibility that they will withdraw that commit-ment and in some cases might leave the organization. This is based on a simple logic that†when you appreciate things that people do, it motivates them to keep on doing so.† Ineffect, benets have become part of organizational practices because it plays a signi-Case Study: In a World of Pay8cant role in helping employers retain good employees and encourages performance im-provement. Performance management:Theories and performance appraisal systems have developed as means to meas-ure employee’s performance at the work place, but none have been able to provide anaccurate assessment of employee’s performance. However, the importance of appraisalsystem can not be overlooked because they have proved to be good in detecting em-ployee’s strengths and weakness. Performance management can be dened a â€Å"meansthrough which managers ensure that employees’ activities and outputs are congruentwith the organizations goals.†1 One of the main purposes of performance management isto develop employees’ who are effective at their jobs. This is because when employees’are not performing as well as they should, performance management seeks to improvetheir performance. It appears that since Typware launched its aggressive campaign in the internationalmarket in 1996, little or no steps have been taken to promote employee development. Lots of emphasis has been paid to issues surrounding pay, with little or no steps towardsperformance management which is signicant for awarding of benets. In addition, Re-nate’s statement ‘it will make others who have been with us for a long time feel that wedon’t care about them’ is a clear indication that the organization lacks important HR activ-ity. Such HR activity includes human resource development and performance manage-ment. Also important when considering the performance management, is the link be-tween performance management and the organizations strategies and goals. This is be-cause nowadays systems such as the performance planning and evaluation system areconstantly being used to bridge the link between performance management and organi-zations strategies. Performance management and evaluation (PPE) system can be de-ned as â€Å"any system that seeks to tie the formal performance appraisal process to com-pany’s strategies by specifying at the beginning of the evaluation period the types andlevel of performance that must be accomplished in order to achieve the strategy.†2Case Study: In a World of Pay91Ibid p 3302Ibid p 332Section 5Reactions:1. What did the student think at the on set of the case?The case prompted some interesting issues in the global work place. It alsoshows how sometimes those in charge are not always fully capable, and muststrongly rely on their employees. The case also illustrates how a globally competitive company can go foronly a short time without identifying with the local legislation before it catches upto them and causes serious problems within the organization. This case reects on how organizations deal with HR issues such as paywith regards to hiring new employees. The organization has repeatedly violatedsome of its compensation and benet program by offering expatriates abroad extrabenets. This in turn resulted in a chaotic situation at the headquarters with em-ployees storming the ofce of Head of Human Resources to demand for equalbenet. 2. How did they feel about the key characters in the case?The CEO, Thomas, seems to fail to address the core issues, especially inregards to  formulating a more stable pay structure. The problems from the paystructure trickle down and cause a chain effect of problems within the company, aswas shown through the complaint of managers, and the efforts of trying to hireAnne Prevost. Furthermore, Anne Prevost is not the key to solving Typware’s problems asthought by the CEO. She is a valuable asset only if the core issues are correctionswiftly and re-structuring of the company occurs. Renate Schmidt showed some good reasoning in a tight situation. She wasable to sort out the larger issues within the company and had a well structured ap-proach to issues. She usually dened the issue, and tried to nd some precedenceon it rst. Then she would go through contacts to see who could help her achieveher set goals. The animosity we feel from Jurgen’s reaction to an American is a clear re-ection of how employees will treat each other when the work atmosphere is notfair and equitable. Case Study: In a World of Pay10Renate who is the head of human resources is faced with the challenge ofincorporating the demands of Anna Prevost (potential new hire) into the organiza-tion’s ineffective HR policy. The HR policy is ineffective because they lacked a sta-ble salary system. 3. What is the student’s opinion about the relevancy/application of HR activity In aWorld of Pay?Given the fact that the organization lacked an effective HR activity such aspay, it has resulted in a difcult situation with regards to drafting up an organiza-tional benet program for the proposed new hire (Anna Prevost). Such programswould have provided a guideline and minimized the amount of work to be done byRenate for the hiring of Anna Prevost. In a World of Pay showed how important HR activities are in preventing suchissues from arising. Had Typware more strongly followed set HR activities, thenthey could have minimized the amount of work involved to  rectify the larger issuesat hand. However, Typware did not follow HR activities closely enough and theirfailure to do so led to numerous problems within the company. Case Study: In a World of Pay11

Innovative Products Of Supply Chain Management - 2241 Words

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Can we conclude that T.S.Eliots ideas about culture are...

Eliot writes of culture as the way of life of a particular people living together in one place. That culture is made visible in their arts, in their social system, in their habits and customs, in their religion.(Milner, A (1994) Contemporary Cultural Theory: An Introduction. London: UCC Press.) A culture, then according to Eliot is one which is shared in common by a whole people, although he believed it was not shared equally between the people. Eliot divided the people into two groups, the elite and the masses and considered the elite to exhibit more marked differenciations of function amongst their members than the lower types. (Eliot, T. S. (1948) The Class and The Elite: Notes towards the Definition Of Culture. London: Faber †¦show more content†¦The poetry of the Realists chose words and images and arranged them ...to set up a complex criss-crossing of associations... and set up their poems as an ...endless maze. This seems quite an accurate description of the work of T.S. Eliot himself, in whose poetry frequent criss-crossing of references emerges. It appears that this movement and its followers, who have influenced Eliot so strongly (Especially Baudelaire and Laforgue.) may be partly responsible for the frequent obscurity which appears in Eliots work. This evidence throws doubt on the claim that Eliots work and views of culture are merely elitist, it seems that the poet and his work have more depth than simply a desire for elitism in his poetry. However, Eliots views on culture have been shadowed by the frequent obscurity of the language and allusions used in his work. Eliot considered culture to have three meanings. The term culture has different associations according to whether we have in mind the developments of an individual of a group or class or of a whole society. (Eliot, T.S. (1948) Notes towards the Definition of Culture. London: Faber Faber Ltd.) Eliot believed that the differences between the three senses of culture could be best understood ...by asking how far, in relation to the individual, the group and society as a whole the conscious aim to achieve culture has any meaning. In The Three senses of Culture, Eliot criticises Arnold (Culture and

What Has Science Done For Your Life Lately Free Essays

Plenty. If you think science doesn’t matter much to you, think again. Science affects us all, every day of the year, from the moment we wake up, all day long, and through the night. We will write a custom essay sample on What Has Science Done For Your Life Lately? or any similar topic only for you Order Now Your digital alarm clock, the weather report, the asphalt you drive on, the bus you ride in, your decision to eat a baked potato instead of fries, your cell phone, the antibiotics that treat your sore throat, the clean water that comes from your faucet, and the light that you turn off at the end of the day have all been brought to you courtesy of science. The modern world would not be modern at all without the understandings and technology enabled by science. To make it clear how deeply science is interwoven with our lives, just try imagining a day without scientific progress. Just for starters, without modern science, there would be: Ð ¢o way to use electricity. From Ben Franklin’s studies of static and lightning in the 1700s, to Alessandro Volta’s first battery, to the key discovery of the relationship between electricity and magnetism, science has steadily built up our understanding of electricity, which today carries our voices over telephone lines, brings entertainment to our televisions, and keeps the lights on. No plastic. The first completely synthetic plastic was made by a chemist in the early 1900s, and since then, chemistry has developed a wide variety of plastics suited for all sorts of jobs, from blocking bullets to making slicker dental floss. No modern agriculture. Science has transformed the way we eat today. In the 1940s, biologists began developing high-yield varieties of corn, wheat, and rice, which, when paired with new fertilizers and pesticides developed by chemists, dramatically increased the amount of food that could be harvested from a single field, ushering in the Green Revolution. These science-based technologies triggered striking changes in agriculture, massively increasing the amount of food available to feed the world and simultaneously transforming the economic structure of agricultural practices. No modern medicine. In the late 1700s, Edward Jenner first convincingly showed that vaccination worked. In the 1800s, scientists and doctors established the theory that many diseases are caused by germs. And in the 1920s, a biologist discovered the first antibiotic. From the eradication of smallpox, to the prevention of nutritional deficiencies, to successful treatments for once deadly infections, the impact of modern medicine on global health has been powerful. In fact, without science, many people alive today would have instead died of diseases that are now easily treated. Scientific knowledge can improve the quality of life at many different levels — from the routine workings of our everyday lives to global issues. Science informs public policy and personal decisions on energy, conservation, agriculture, health, transportation, communication, defense, economics, leisure, and exploration. It’s almost impossible to overstate how many aspects of modern life are impacted by scientific knowledge. Here we’ll discuss just a few of these examples. You can investigate: Fueling technology Making strides in medicine Getting personal Shaping society How to cite What Has Science Done For Your Life Lately?, Essays

Case study Of Golden North Ice Cream Company †Free Samples

Question: Discuss about the Case study Of Golden North Ice Cream Company. Answer: Background: The organization I work for, is Golden North, an ice cream selling company, that offers rich and creamy ice cream products, made from the freshest milk and cream products of Australia. The company is headquartered in Laura, South Australia, and was established long back in 1923 (Golden North 2017). The 90 year old company has emerged to be the favorite ice cream brand for so many Australians, simply because it refuses to compromise with the quality of the product offered. A wide range of new flavors such as Krazy Kolors and Lime Ice Cream, and the nutritious ingredient each of these products made from, account for the huge popularity of the company. Vision, Mission and Purpose of Golden North: Mission Statement: The mission of the company is to offer natural and healthy ice cream products to the consumers, and to ensure the purest and finest fresh ingredients reach the consumers. Since we care for each of our consumers, our mission is to ensure the provision of the finest and healthiest products to them. Our mission is to ignite passion for fresh dairy products amongst the people of Australia. Our mission is to ensure that our annual revenue is shared amongst all the managers and the personnel according to their value, effort and contribution. Vision Statement: The vision of the company is to offer more innovative products in the market, and expand outside Australia, so as to emerge as the leading company in the ice cream retail industry. Purpose: The purpose of the company is to offer fresh, and 100% healthy ice cream products that will take care of the health of the consumer, while also managing the trusted brand reputation of Golden North Company as well. Objectives: To offer innovative ice cream flavors to the ice cream lovers and achieve product differentiation in a competitive market. To raise the annual profit, of the company by 12% by 2018 (Love 2013). To discover new opportunities for sustainable production of the products. Organizational Culture and Leadership Style: The organizational culture followed at my company is Adhocracy. As a result, as per the culture, each employee, managers as well as staffs and personnel, are encouraged to introduce innovative ideas, make free recommendations and work upon them. A creative, flexible and employee-friendly culture at workplace allows each employee to take work in a highly dynamic work environment (Alvesson 2016). The managers are instructed to encourage the growth of enthusiasm and innovative mindset amongst the employees that in turn would increase their engagement. Consequently, as a Retail Manager, I employ the use of Transactional Leadership style. This allows me to engage myself fully with the ideas and recommendations of my staffs, motivating them to make new suggestions, while also keeping a track of their performance and guiding them, when necessary (McCleskey 2014). Cultural Diversity: The diverse and inclusive culture is believed to be critical to our business. The company hires the indigenous group of Australians, apart from the Chinese and the Singaporean people are hired. Some Indian students who work part-time with our companies are also provided with equal pay opportunities. No cultural discrimination is shown towards recruitment and retention of employees belonging to diverse backgrounds. However, most of the leadership positions are occupied by the Australians only. Communication in a Diverse Workplace: In order to communicate with the indigenous Australians, I often need to use sign languages and symbols to make myself understood, as most of them do not understand English. I also need to speak slowly and distinctly. While speaking with the Chinese and Singaporean employees, I prefer to communicate as per their corporate culture. I need to speak slowly and adopt a polite and refined approach while speaking. Thus, instead of saying Finish the work within the deadline, I need to say Would you like to complete the work within the deadline?. Due to limited body language, they appear unresponsive at times, and hence I need to clear out if I am understood or not (Kuriki et al. 2015) Workplace Integrity: I have scored a total of 100 in the workplace integrity self-assessment test. This test helped me realize that the chief strengths of my company are motivated workforce, democratic leadership style and innovative culture. However, the weaknesses include lack of control and supervision at times, leading to poor performance, and absence of open communication and coordination amongst the culturally diverse staffs. This problem of absence of workplace coordination is present in the Marketing Team, that is comprising of 20 employees, out of which 7 are Chinese, and 5 are Singaporeans. Each one of them formulates creative ideas, and yet the marketing efforts are often impeded by lack of communication amongst them. Objectives and Action Plan: The objectives of the Marketing Team are: To promote the products on digital media To highlight the unique features of the product through eye-catching advertisements To boost the sale growth. Action Plan: Action Objectives Time Scale Set up a intercultural communication training session. This will help the employees become aware of and respect each others cultural backgrounds. 2 months. Organize in-house seminars. This will help in explaining the shared responsibility of each employee within the department. Once a week, a month. Weekly meetings to be organized with the team members. This will help them bond well, exchange opinions and understand the companys mission. Every week for 2 months. References: Alvesson, M. ed., 2016.Organizational culture. Sage. Golden North., 2017.Home - Golden North Ice Cream. [online] Available at: https://goldennorth.com.au/ [Accessed 7 Sep. 2017]. Kuriki, S., Ricoh Company, Ltd., 2015.Wireless communication with diversity control. U.S. Patent 8,934,355. Love, T. 2017.Lifeline for a sweet SA favourite. [online] Adelaidenow.com.au. Available at: https://www.adelaidenow.com.au/news/south-australia/lifeline-for-a-sweet-sa-favourite/news-story/8bb294822c898188e34f779ecb201f53 [Accessed 7 Sep. 2017]. McCleskey, J.A., 2014. Situational, transformational, and transactional leadership and leadership development.Journal of Business Studies Quarterly,5(4), p.117.