My hobby (listening music) Essay

What is music? Music is the art or science of combining vocal or instrumental sounds (sometimes both) to produce beauty of form, harmony, and expression of emotion. As a teenager, I listen to music everyday. I can name almost name every song that comes on the radio. Listening to music takes the stress away from my mind. I love listening to music. Listening to music is my new hobby. I cannot go a day without listening to music. Music comes in different genres. I listen to many genres. The genre I listen to the most is R&B. I listen to R&B because it relates to my life. R&B is one of the tops ten genres listened to. Music to me is like a reading teacher reading a book. Music is just that good. The R&B singers I listen to are Keri Hilson, Trey Songz, Monica, K Michelle, and Usher. I listening to more than that but I do not want to waste my time writing all of the names. I wake up listening to music. Music is my passion. While I am writing this, I am listening to music. I cannot help myself. Some people are addicted to drugs and alcohol but my addiction is music. Music has many different meaning to it. In order for me to understand a song, I have to listen to the song over and over again. If someone gave me a pop quiz on music, I would most likely pass the pop quiz. I am not the type that does not have a life. I have a life, but in the meantime I listen to music when I am bored. I might listen to a great amount of music but I do not know how to do have of the dances that go along with them. Again, music is my passion and addiction. One more thought, I cannot sing. I just love listening to music.

Free Essays on Buddhism In America

E Pluribus Unum, a phrase that we hear more and more ever since September 11th. By now we all know its meaning, â€Å"From Many, One†. This phrase applies more today than ever. Today our cultural differences are magnified with the new immigration. It’s not just Swedes and Italians, Lutherans and Catholics, but Russian and Iranian Jews, Pakistani and Bengali Muslims, Trinidadi and Gujarati Hindus, Punjabi Sikhs and Sindhi Jains. Creating the unum from the pluribus is now more challenging than ever† (Eck 29). Our country is a large melting pot consisting of many different cultures, religions, and ethnicities. Buddhism, becoming popular in the 1950’s has been increasing its numbers and presence in America. â€Å"By 1997 more than a thousand Buddhist meditation and practice centers were listed in the new edition of The Complete Guide to Buddhist America† (Eck 149). Los Angeles holds many Buddhists, but Buddhism is spread across America. â€Å"Los Angeles has its fair share, to be sure, but there are also centers in Elk Rapids, Michigan, and Omaha, Nebraska. No part of the United States today is untouched bye the presence of this form of Buddhism based in meditation practice.† (Eck 149). Even though Buddhism spans all across America today, not all Americans are as accepting of Buddhism as they should be. â€Å"The very idea of a religion with no God makes for a rocky start in the nation that now prints ‘In God We Trust’ on its coins and pledges ‘One nation, under God, indivisible†¦Ã¢â‚¬  (Eck 152).... Free Essays on Buddhism In America Free Essays on Buddhism In America E Pluribus Unum, a phrase that we hear more and more ever since September 11th. By now we all know its meaning, â€Å"From Many, One†. This phrase applies more today than ever. Today our cultural differences are magnified with the new immigration. It’s not just Swedes and Italians, Lutherans and Catholics, but Russian and Iranian Jews, Pakistani and Bengali Muslims, Trinidadi and Gujarati Hindus, Punjabi Sikhs and Sindhi Jains. Creating the unum from the pluribus is now more challenging than ever† (Eck 29). Our country is a large melting pot consisting of many different cultures, religions, and ethnicities. Buddhism, becoming popular in the 1950’s has been increasing its numbers and presence in America. â€Å"By 1997 more than a thousand Buddhist meditation and practice centers were listed in the new edition of The Complete Guide to Buddhist America† (Eck 149). Los Angeles holds many Buddhists, but Buddhism is spread across America. â€Å"Los Angeles has its fair share, to be sure, but there are also centers in Elk Rapids, Michigan, and Omaha, Nebraska. No part of the United States today is untouched bye the presence of this form of Buddhism based in meditation practice.† (Eck 149). Even though Buddhism spans all across America today, not all Americans are as accepting of Buddhism as they should be. â€Å"The very idea of a religion with no God makes for a rocky start in the nation that now prints ‘In God We Trust’ on its coins and pledges ‘One nation, under God, indivisible†¦Ã¢â‚¬  (Eck 152)....

Being a Manager Essay Example | Topics and Well Written Essays - 2000 words

Being a Manager - Essay Example Their rises through the ranks are discussed at length from their points of view as expressed during the interviews and in summary; it is found that the management escalator model fits with their career advancements. In any organizations, the role of management is crucial in ensuring the smooth running of activities and day to day operations, it is for these purpose that certain individuals; by virtue of their academic qualification, experience or both occupy management positions in most firms either formerly or informally (Reh, n.d). Specific duties of managers vary in different firms; nonetheless, managers are generally tasked with the responsibility of planning, monitoring and directing the efforts of a group of individuals place under him/her. They may direct works through supervisors or do it directly, however for one to be an effective manager, they needs must be familiar not only with the workers or supervisors, but also with the jobs, which they do. This is not to say they mus t be the best at any, or all the duties carried out by their subordinates many, who are specialists, however, they should have some understanding of the working of the different departments to be able to synchronize their activities as well as to direct the efforts. Managers specialize in is in knowing how to manage the resources at their disposal in their particular organizations and departments, and this mostly means human resource, however they also oversee the use of other resources such as money and equipment (York 2009, 185). In many organizations, managers emerge from the teams therein especially individuals who prove they have not only the requisite skills and experience but also leadership skills. Thus it is possible a specialist or technician to escalate to the top of the ranks and become a manager, they will apply not only their technical skills but acquired experience and judgment as well as familiarity with firm procedures to run their respective departments (Richard 20 01, 17). In this essay, focus will be on management and based on how the managerial escalator (Rees and Porter, 2001) applies to the career experiences of two managers who have made it to management levels from the bottom. The term managerial escalator refers to the progression of responsibilities in a firm gradually from technical or specialist to managerial positions gradually through time to help employees acquire the managerial skills while honing their technical skills. Initially, specialists spend a major fraction of their time in the organization engaged in their fields of specialization, however , the more competent specialist or those who show leadership potential gradually acquire supervisory duties, albeit informally at times. This is because leadership skills are necessary in a manager, these can be seen in their behavior and attitudes, and they are used to determine if he/she is capable of taking charge and responsibility of a team (Wilson et al, 2006, 21). The promotio n of the best performers can often be attributed to the fact that most organizations run on a reward system, however employees who gain academic credentials such as master’s degree substantial improve their chances of â€Å"escalation†. The transition from technician to management is takes time and this can be as much as 5 to 10 years or as little as one year, depending on the organization’s structure. Specialist may begin to acquire more responsibilities than their peers and even seniors based on their competence

The Human Population Explosion on a Finite Planet Essay

The Human Population Explosion on a Finite Planet - Essay Example The exponential growth of the world’s population is a fact that is undisputed by many scholars concerned with the ecological support the world can comfortably offer, which has created a growing concern about whether the world can eventually support future generations given that the population has shown no signs of declining (Hauser, 1979). Currently, the world’s population stands at more than 7 billion and it is expected to hit a higher record because the populations in the developing world are still growing at very high rates since people their people have not been exposed to family control methods that are, currently being used in the developed world. One of the reasons that have contributed to this is the lack of education that has led to higher levels of illiteracy. Therefore, it is, undoubtedly the world’s population would hit the expected 9 billion mark by 2050 (Meyer & Turner, 1992). Safety has become a major challenge today due to human encroachment on unsafe areas that have often led to the loss of life and property. For instance, human beings have encroached areas prone to floodplains and tsunamis, and this has caused a number of loss of lives whenever catastrophes have struck. Most of these areas, which were 30 years ago sparsely populated have now registered a high number of people due to human encroachment (Hauser, 1979). Moreover, because land has become a scarce resource people have now moved to occupy lands that were formerly being used for agriculture. All these has been attributed lar to population explosion, which has seen many people moving to urban areas due to rural-urban migration. This has reduced the population that was actively engaged in farming and thus leading to the food shortage in some parts of the world (Bouvier & Bertrand, 1999).

The Brazilian experience Research Paper Example | Topics and Well Written Essays - 2500 words

The Brazilian experience - Research Paper Example A business organization must sell products to survive and to grow. The marketing concept states that an organization should try to provide products that satisfy customers’ needs through a coordinated set of activities. Customer satisfaction is the major aim of the marketing concept. An organization has to find out what will satisfy customers, and create satisfying products. The organization must continue to alter, adapt and develop products to keep pace with customers’ changing desires and preferences. The marketing concept stresses the importance of customers and emphasizes that marketing activities begin and end with them.2 (Jobber & Lancaster, p. 15) In the new business environment, the twenty-first century that is, it is essential to determine the new target market and the potential size. Knowing the number of people that the business is targeting as its potential customers is a primary goal of any business. Although the playing field has been significantly widened by the Internet and information technology for business organizations, still the potential market size has to be pinpointed in the planning and initial stages of the business or even when the operation is thoroughly ongoing. By having a website, an organization can have an idea how the customers respond and patronize their products. New web features enable website and customer interaction. Customers post their inquiries, product opinion and complaints living behind their ideas about the company, which in turn provides information for future business plans and strategies. Websites also ask customer preferences and data. These information inputs provide expert knowledge for target market, size and ‘characteristics’ of regular and potential customers. By knowing who their customers are, business people become creative. The company must encourage its workforce to become creative by asking their opinion, suggestions and ideas for improvement and organizational success. The p otential market size and target are important to the real estate business that our organization is planning to implement in the country Brazil. Brazil’s economy is growing fast and there is also a wide playing field. With the help of our website, we can penetrate the areas of the growing middle- and lower-classes of society, and even the rich sector. These different sectors are in need of real estate. Our product – real estate – is still in demand for the growing market. 1.2 Resources The people or employees are an asset to the organization. Commentators suggest that employees or workers are an organization’s greatest asset. They are a part of organizational knowledge and organizations have to invest much on what is called human capital. The 4Ps which is Product, Price, Place, Promotion – and a fifth which is people – are the basis of a marketing strategy employed by most firms for competitive advantage. The marketing mix variables are usual ly considered internal variables which a manager bases his/her decisions. Strategic human resource provides effective management of the staff, retention, and turnover processes, selection of employees that fit with both the organizational strategy and culture, and cost effective utilization of employees. As an outcome, the firm can have an increased performance, enhanced customer and employee satisfaction and shareholder value. Employees of international organizations hav

World War II Essay Example for Free

World War II Essay World War II started in 1939 and ended in 1945. It involved the countries of Japan, Germany, and Italy. Those three formed the Axis Powers. The countries that fought against them were Great Britain, France, the United States, and in part the Soviet Union. Notable names in the war were: Franklin Delano Roosevelt, (president of the United States); Adolf Hitler, (Nazi Party leader and German chancellor); Benito Mussolini, (Italian fascist dictator); Hideki Tojo, (Japanese military leader); and Joseph Stalin, (communist leader of Soviet Union). World War II was the most fatal war in history, resulting in between 40 and 50 million deaths. World War II was caused by many different reasons. It was caused psychologically by: Adolf Hitler’s actions; Anti-Semitism; and totalitarianism. Politically it was caused by: the Treaty of Versailles; the failure of the League of Nations; and failure of appeasement. Finally it was caused geographically by: imperialistic Japan; the Treaty of Versailles; and the positioning of the United States. World War II was caused psychologically by the actions of Hitler, the influence of Anti-Semitism, and the influence of totalitarianism all over Europe. Adolf Hitler was a powerful speaker. He influenced many people to support himself and the Nazi party. â€Å"All great world shaking events have been brought about not by written matter, but by the spoken word. † (Adolf Hitler Quotes). On the contrary, he published a book, Mein Kampf (my struggle). In this book he described the Nazi party. The consumer and the common man read the book. They began to believe what Hitler had preached in Mein Kampf. â€Å"Those who want to live, let them fight, and those who do not want to fight in this world of eternal struggle do not deserve to live. (Hitler and Manheim). Hitler promoted the beliefs of German expansion; that Germans were the â€Å"master race† and all others are inferior; and Anti-Semitism. Anti-Semitism caused World War II in part psychologically by making people think that Jews were the cause of all their problems, and that they shouldn’t exist within the â€Å"Third Reich† or Third German Empire. During World War II between 4,869,360 and 5,894,716 Jewish were exterminated. (Holocaust Memorial Museum). This mass killing was called the Holocaust. The people that killed all of these innocents were who? People influenced by Anti-Semitism, mostly members of the Nazi Party. Anti-Semitism caused the Holocaust. â€Å"The personification of the devil as the symbol of evil assumes the living shape of the Jew. † (Adolf Hitler Quotes). The Holocaust was one reason for war. So in turn, Anti-Semitism was one psychological cause of World War II. Most of the Anti-Semitism was present in the Nazi Party, which was the German fascism. Totalitarianism was when a government has total control, and individual people have no civil rights. Before and during World War II, there were many different types of totalitarianism. There was fascism, communism, the Nazi Party, and militarism in Japan. Psychologically all of these different brands of totalitarianism influenced an abundance of the nations involved in World War II. In the Soviet Union, Joseph Stalin took total control by transforming his nation into an industrial communist state. People who disobeyed him were killed. In Italy, Benito Mussolini rose to power through winning the support of many discontent Italians and by fascism. â€Å"Italy wants peace, work, and calm. I will give these things with love if possible, with force if necessary. (Danzer, Klor de Alva, Krieger, Wilson, and Woloch). In Germany, Adolf Hitler influenced Germany with the German brand of fascism, the Nazi party. â€Å"The great strength of the totalitarian state is that it forces those who fear it to imitate it. †(â€Å"Adolf Hitler Quotes†). Finally in Japan, Hideki Tojo used the military to take control and use notes of fascism in his leadership. All of these dictators used totalitarianism to influence the people of their nations. In doing this, they create a psychologically influenced mass of people who believe and conform to totalitarianism. From three quarters of these nations, the Axis Powers were born. World War II was caused politically by: the Treaty of Versailles; failure of the League of Nations; and failure of appeasement. The Treaty of Versailles was a post World War I peace agreement that established new borders, nations, and war reparations. In this treaty, Germany was to take all the blame and sole responsibility for the war. They were stripped of their colonies. The Germans were angry and resentful. The Treaty of Versailles destroyed the German economy and also banned them from maintaining an army. All of these angered people. This political move aided to moving towards World War II. Some people, like Herbert Hoover, thought it not a good idea. â€Å"The economic consequences alone will pull down all Europe, and thus injure the United States. † (Danzer, Klor de Alva, Krieger, Wilson, and Woloch). The League of Nations was meant to keep world peace. Yet another world peace agreement after World War I, it was meant to settle conflicts between nations with words over fighting. However it failed because not all nations participated in the League and some countries eventually left too. Other countries still traded with the countries that withdrew. This made the League’s rules pointless. Also the League had no force behind it. They had no army. â€Å"It is a commonplace that the League of Nations is not yet what its most enthusiastic protagonists intended it to be. † (Branting). All of these reasons created a weakness within the League, causing it to fail, making it easier to start a war. Appeasement is giving in. Neville Chamberlain and Edouard Daladier met with Adolf Hitler and Benito Mussolini in Munich in 1938. The four signed the Munich Agreement. This entailed that the Sudetenland of Czechoslovakia would be turned over to Germany and that this would be the â€Å"last territorial demand†. â€Å"His Majesty’s government in the United Kingdom and the French Government have entered into the above agreement on the basis that they stand by the offer, contained in paragraph 6 of the Anglo-French proposals of the 19th September, relating to an international guarantee of the new boundaries of the Czechoslovak State against unprovoked aggression. † (Hitler, Daldier, Chamberlain, and Mussolini. ) Daladier and Chamberlain believed Hitler, falling victim to his lie. Obviously this was not Hitler’s last territorial demand. â€Å"Make the lie big, make it simple, keep saying it, and eventually they will believe it. † (Hitler). Appeasement failed, making Britain and France look weaker and Germany stronger for free basically. Germany becoming stronger was caused by failure of appeasement, in turn causing World War II. World War II was caused geographically by different factors: Japan exercising imperialism; the Treaty of Versailles’ land stripping-condition; and finally the positioning of the United States compared to Europe and Asia. Japan wanted to expand its empire. Examples would be when they invaded Manchuria and French Indochina. Another would be when Pearl Harbor was attacked, an attempt to destroy the US Naval base, in order to later take over the Hawaiian Islands and expand its imperial influence in the Pacific. â€Å"When reflecting back on it today, that the Pearl Harbor attack succeeded in achieving surprise seems [like] a blessing from heaven. † (Tojo). After Japan invaded French Indochina in 1941, the US stopped trading with them. This angered Japan military leaders. The result was then a loss of oil from the US, forcing Japan to make the decision to take over the Dutch East Indie oil fields. This contributed to the anger that started World War II. The Treaty of Versailles geographically fueled World War II because it stripped Germany of all its colonies and outlying territories. â€Å"It lost land to a number of other countries. Alsace-Lorraine was returned to France, Eupen and Malmedy were given to Belgium; North Schleswig was given to Denmark. Land was also taken from Germany and given to Czechoslovakia and Poland. The League of Nations took control of Germanys colonies. † (Wheeler). Losing all of these weakened Germany’s imperial power and created anger within the people. â€Å"In territory outside her European frontiers as fixed by the present Treaty, Germany renounces all rights, titles and privileges whatever in or over territory which belonged to her or to her allies, and all rights, titles and privileges whatever their origin which she held as against the Allied and Associated Powers. † (Treaty of Versailles: Article 118). This contributed to the start of World War II. The US is approximately 10,000 miles from Europe across the Atlantic Ocean. Japan is across the Pacific Ocean. The US is in the middle. The US didn’t get involved in the war earlier because they didn’t want to fight a war on two fronts. This lack of involvement from the US caused the Axis Powers to gain strength and leverage against the Allies with the amount of land that was taken over before the US got in the war. World War II is similar to the current conflict in North Korea. After World War I was over, time went by with tension still in Germany, as stated earlier about the Treaty of Versailles. The Korean War ended in 1953, but there is still anger present in North Korea. The anger is resulting in North Korea threatening to develop nuclear weapons. The development and potential use of those would result in worldwide damage and chaos. Tension was developed both by North Korea and Germany both after major wars, (World War I and the Korean War). Germany’s tension resulted in World War II; hopefully North Korea’s won’t result in anything similar. Another similarity between these two conflicts is the inhumane treatment and labor camps. During World War II there was concentration camps. People were tortured, overworked, malnourished, and eventually killed or died from the previous conditions. There were 24 major concentration camps spread around the â€Å"Third Reich†. Oddly enough, there are 25 active major prison camps in North Korea. In these camps, people die from disease, torture, starvation, and execution. â€Å"So far 400,000 people have died within these camps† (One Free Korea). Like the German concentration camps, there have been reports of gas chamber use and human experimentation in Korean camps. â€Å"In Auschwitz, there were a total of 1. 1 million people who entered† (One Free Korea). In Camp 14, a Korean slave labor camp, there are almost 200,00 people and it is growing. These numbers have a large difference, but in terms of the amount, they are both very high numbers. â€Å"Fundamentally, it is the same as Hitler’s Auschwitz. †(Kang, Korean War). After World War II, psychoanalyst Walter Langer studied Adolf Hitler. Recently, other scientists used his research and the Diagnostic and Statistical Manual of Mental Disorders, which is the American Psychiatric Association’s standard for official psychiatric diagnoses. They came up with an evaluation of Hitler. His consensus profile said he was very paranoid, antisocial, narcissistic, and sadistic. Hitler was predicted to be schizophrenic. The same scientists also studied Saddam Hussein. They studied Kim Jong Il too. Kim Jong Il was North Korea’s dictator from 1994 till his death in 2011. In Il’s consensus profile, he came up with the same traits as Hitler: paranoid; antisocial; narcissistic; and sadistic. (Coolidge and Segal). This proves that both of these dictators are similar in the psyche. If they are similar in their traits, then most likely their actions are similar. In conclusion World War II was caused by many factors. It was caused psychologically by Hitler’s words and actions; the idea of Anti-Semitism and its influences; and the rise in totalitarianism all over Europe. Politically: World War II was caused by the Treaty of Versailles and what it entailed; the weakness and eventual failure of the League of Nations, and appeasement not working. Geographically: it was caused by Japan’s imperialistic ideals and actions; the geographical part of the Treaty of Versailles; and the United States placement on the globe. Today, World War II is oddly similar to the conflict in North Korea. Reasons to support this would be the similarity of growing tensions over time after an initial conflict; concentration and labor camps in both conflicts; and the two dictators psychoanalysis results conforming to each other. World War II was an awful tear on the world’s pristine but painted canvas, and it has influenced a grand amount of ways, customs, and policies today. It has resulted in the creation of so many organizations, world peace efforts, and preservations of history. World War II is and always will be remembered as one of the globes greatest wars.

Case Study On Managing Cultural Diversity Management Essay

Case Study On Managing Cultural Diversity Management Essay Is diversity good for business. The awareness of benefits from managing diversity is becoming more and more explicit during daily human resource management work. The diversity management is an important strategy of the human resource management which to promote the perception, acknowledgement and implementation of diversity in organization and institutions. It may lead to a common interest between employers and employees. The conflict associated with diversity management is inevitable according to its principal. On the other hand such collide would be regarded as a generator of new methods, viewpoints, interests, creativity and way of solving issues as well. Whether diversity is a potential performance barrier or a value-added action is determined by institutions policies. In the first part of this essay, what is diversity management, why it is essential and what would benefit from by organizations will be discussed. In the last part of the essay will analysis cultural change model and present approaches to diversity from practical case before conclusion. The human resource plans and policies are designed by the management to achieve some goal (Alexander Lewer, 1998), such as attracting, retaining and effectively making use of labor resources in all kinds of organizations, from profitable companies to education facilities, from government departments to supermarkets. As a strategy of human resource management, diversity management is a daily increasing perspective of tackling with impacts from employees with different background. Diversity is defined into two dimensions from peoples social and cultural identities. It refers to the ways people differ from each other. The primary dimensions described as peoples fundamental characters, such as age, ethnicity, gender, physical abilities, race and so on. The secondary dimensions refer to persons self definition via educational background, income, marital status, religious beliefs etc. Both of the dimensions may hold the same status of daily cultural impact on a multicultural organization. Cultural diversity is a specific area in diversity, which focus on peoples characters labeled culturally, including gender, age, ethnicity, race, and also lifestyle, immigrant status and language facility. Cultural diversity management is aimed at taking advantage of staffs different cultural background to increase their motivation and creativity, further to bring a successful close to strategy. Increasing diversity management can be a double-edging sword. Although the awareness of cultural diversity in workforce is becoming day by day better recognized by organizations, it is often effectively limited due to the passively abidance of legal compliance and human rights protection. Based on theory and research, inappropriate implementations can create barrier to high performance. Firstly, diversity can increase misunderstanding and conflict among employees from different cultural background. Compared with more homogeneous group, the former group may experience lower levels of social attraction and competitiveness. Secondly, too much diverse leads to harassment and discrimination behaviors. As different managers hold different opinions of managing cultural diversity, different approaches can be implemented. One of the simplest methods is avoiding diversity. However the reality is for most multinational organizations, it is not feasible. How to take advantage of cultural diversi ty without suffering enormous disbenefit is the main issue faced by employers. Another side of the diversity sword is that well managed diversity can catalyze the performance of organizations at different aspect, which means a value-added activity. First of all, well implemented approaches create an image of fairness and respect for all people which is an ideal working environment for staff. These terms are listed in formal statements of policy in every organization in the world, but unless the company has effective and ongoing strategies, those clauses are just another meaningless and hopeful fairy tale without princess. Whats more, employees from different cultural background diversify solutions of problems, decision making, skills and allocation of resources (Gardner Plamer, 1992), which can provide a larger pool of ideas and experiences. The organization can draw from that pool to meet Business strategy and the customers needs more effectively. And also provide individual talents, creativity and experiences (e.g. languages, cultural understanding) from div erse culture. This may allows a company to provide a global service to customers and also improve their marketing strategies. In addition, opinions from diverse cultural background enhance critical analysis in decision-making groups. In a series of research studies, Charlene Nemeth found that groups subjected to minority views were better at critically analyzing decision issues and alternatives than those that were not. The essay will analysis diversity using cultural change model (Taylor Cox Jr, 2001) in the next part. Model for Cultural Change Figure attached reveals a model for organizational implementations to tackle the impacts of diversity (Taylor Cox. Jr , 2001). Every element from this model should be considered as an effective organizational change. Following the flow of the arrows suggests, every element is influenced by the diversity and continually interacts with each other in the process of self learning. Leadership Leadership is a behavior that establishes an objective for improvement which provides a sense of urgency and importance for the vision. The orientation of change is also called vision. Meanwhile it also generates motivation of others, and brings an ideal environment for achievement of the vision. At the same time, a leader should be involved in vision, establish the adequate organization design and integrate the diversity management with the companys business strategy. It is absolutely the most essential element for change. As its vital role of a diversity change effort, leadership is on the top of the list while implementing diversity. Leaders are those who have influence with other members within the organization, such as CEOs, heads of unites of organizations or divisions, HR staff members with diversity assignments and head of labor unions. In order to achieve fully effectiveness of the implementations, the change should satisfy these conditions: (1) leadership starts at the executive; (2) it takes generations of administration to make the effort work, and (3) leadership should present directly without delegate. First of all, to be fully effective, leadership on diversity must start at the top. A change of presidents would produce a noticeable slow-down in progress toward the goals that were laid out for diversity excellence. Although other members of the leadership team below the CEO level, including the head of the HR function and several engineering managers, continue to work on the diversity change effort, the effort lost momentum that was never recovered. Secondly, it takes many leaders to achieve the final goal. In Alcoa, for example, a remarkable progress of cultural diversity owe to leaders at different levels of management chain. In 1999, the executive vice president George Bergeron included an assessment of progress on the diversity goals of the company as part of the incentive compensation formula for all managers reporting to him. Partly as a result of this action, the business units under his authority were all active in working the change model and achieved remarkable progress in the first year of work (Taylor Cox, 2001). Eventually, unless there is someone taking the responsibility of making change, the effort made to diversity would doom to failure. Research Measurement Research is a method of collecting data by which people solve problems about environmental element or phenomenon (Taylor Cox Jr, 2001). In the context of organizational effort on diversity, such problems are specified as: (1) gender distribution which regarded as a question about element and (2) whether an employees job performance is influenced by age is categorized as the relationship between elements. Measurement indicates approaches to record the effectiveness of diversity change. This part of model explains several questions of using data, including how to create criteria to implementation with data, how to use data to improve awareness of diversity, how to evaluate the environment for diversity and how to critic progress has been made. Take Alcoa as an example, there was a significant meeting of managing department in both business unit and resource unit, which regarded as a watershed event in leader commitment. Data presented on diversity of this meeting based on surveys and interviews at around five different locations of the organization. Some quotations were wrote down during the interviews with employees from every grade of job, and written on board and showed around the meeting room. Then the leaders walked around and read the messages, some of which approved to run counter to companys elemental values and policies. This is just a simple experience of using internal data, which became a motivate activity for forming support of the diversity effort at A lcoa. As is shown above, research and measurement are fundamental to the diversity management process, while using data to act on improvements means using data to increase commitment, enhance training, diagnosing the climate for diversity and measure progress (Taylor Cox Jr, 2001). Education Education refers to trainings and practices of any change effort. As a core feature of way to diversity, approaches of learning must diversified to fulfill its original purpose. Employees showed great conscious of diversity during the training period, many of which would not last long after training procedure. In order to deliver a remarkable education on diversity and collect better return from investment on diversity training, an educating design should based on certain ingredients: content, format and logistics, participants, and facilitation. Firstly, the content of training on diversity should be critical hence multidimensional. Each dimension is specified into different substance, for instance, to specify the required subtopics, to indicate the relationship among topics and to illustrate the type of the content. Secondly, the format and logistics of a diversity education are determined by time and approaches of the training. The effectiveness of training is not only influenced by the length of training period, but also affected by the way of using time. For example, instead of a one-day-six-hour exhausting boredom, a two hour well sequenced training program of three days is more effective and efficient. Thirdly, in the participant perspective, how large the trainee group, how many fields and levels of the employee, and the preparation for the participants should be considered before education. For example, a two-hour diversity education practice with an objective of simply understanding the business reasons of investing in diversity improvement was held by a division of General Motors. Based on a clear and narrow objective, and presented by a one-way communication, the training process was highly effective with the large group. Lastly, facilitation is the finial main element affecting education, including way to open and close the training, to handle with sensitive topic, and to create internal expertise. Alignment of management system Management system is the intermedium of managing, such as organizational policy, implement, regulation, or process. This covers main human resource practice, like recruitment, promotion, development, and even work conditions, or the physical design of working environment. These systems must interlink with one another as an organization is a social system. Before implementing alignment assignment, three components: time, space and people should be considered. To start with, time factor is the time which is scheduled for the work performance. It contains length of working period, use of overtime, time-off policies (holiday, leave and vacation), and retirement policies. What is fundamental and simple that, if a company has flexible time-off policies, it would be better to attract, retain, and motivate diverse employees. Muslim could decide whether or not work at their prayer time in a multinational company, and Chinese workers might enjoy their reunion with their families at Spring Festival. Whats more, space factors have to do with the physical working surroundings, including the neatness of working place, the barriers between different individual employees and so on. Eventually the people factor could be expended as recruitment, promotion, bonus, performance measurement, and career trajectories development and succession planning. People factors are designed to retain human resource and achieve the employment outcomes. As described in this chapter, there are large amount of issues in these three areas must be considered under the change for diversity. Nevertheless, any of them should not be tackled independently. Follow-up This factor contains adjusting the learning loop and establishing accountability for the results, so that the action processes become more and more accurate, hence the management system becomes more and more effective on diversity. In order to maintain effective and reasonable follow-up while changing towards diversity, a series of specific activities should be contained in the follow-up procedure, including make use of plan reviews, keep record, provide motivation for good behavior ,and control knowledge retention and transfer. In reality, Alcoa has a motivate reward plan provides bonus besides the base salary. Like many companys, the bonus reward on job performance is yearly issued. For higher-level managers, the bonus from holding stock might generate a fortune of hundreds of thousands of dollars for a CEO. Even middle-level managers would have tens of thousands of dollars according to their performance under the whole organizational strategy. It is a very practical but extremely effective incentive. When efforts towards diversity failed, it would be always traced back to poor following. When the following is poor, the whole orientation would collapse. Conclusion Based on Taylors cultural change model, which indicates a process of changing effort meeting the impacts from managing cultural diversity in a company, the way towards harmonious diverse workplace is brambly. Efforts should be made in each corner of the organization, from line worker to executive of division, from sales people to technical team and marketing staff, from London branch to Delhi branch. Diversity is based on certain intentions: labor force is the most valuable resource, every employee should be treated with respect and equality, and equal opportunities for people of all groups. In order to achieve diversity in organization or even country, it takes not only moral obligation to accomplish their orientation, but also generations of unremitting endeavor, hence the demand of building diversity organization is more than a requirement of maximizing business performance.