The Addams Family Musical Essay Example For Students

The Addams Family Musical Essay The Addamss Family Musical comically explores the familiar dissimilarity between the strange habits, somewhat violent of Addams, and the good habits of American society. Wednesday falls in love with a normal boy named Lucas; she plans a dinner with the boy and his parents at the Addams’s house. Wednesday ends telling a secret to Gomez just before dinner that they want to get married and the Spanish have to choose between helping the beloved daughter and lie to Morticia, which he never did for over 20 years. Thus, two distinct familie will be known in a dinner in the Addams’s house where also live Uncle Fester, Pugsly, Lurch, and Grandma, beyond the butler who just mumbles. The beginning of the musical has allegro tempo and canon characteristics. Start with Gomez singing solo, follow with Morticia join him in a fast mode, and then the whole Family sing as an ensemble â€Å"When You’re An Addams† with imitation, repetition, and con doppio movimento. Trapped† is the second song of the musical, which Gomez sings by himself aria and with affetto. This second melody has a drammatico characteristic; start in an adagio tempo and gradually increase (accelerando) until become allegro. Gomez sings that he is trapped between tell the secret to Morticia or keep the secret like Wednesday had asked. When Wednesday realizes that she fall in love with Lucas starts the third musical â€Å"Pulled†, which has an amore and an angstlich characteristc. We will write a custom essay on The Addams Family Musical specifically for you for only $16.38 $13.9/page Order now At the beginning she says how she is anxious to being pulled to a new direction, with colors and love and how she likes that. The melody has an acceralando tempo and a fermata in the end; becoming even more drammatico. Thus follows the entire musical with dramatico and animato characteristics. The Addams Family always reaches several important social issues, including the concept of a different family pattern that we are accustomed. After all, what is normal for a traditional family is certainly not for the Addams and vice versa. The Addams’s Family Musical comically explores the familiar dissimilarity between the strange habits, somewhat violent of Addams, and the good habits of American society. Wednesday falls in love with a normal boy named Lucas; she plans a dinner with the boy and his parents at the Addams’s house. Wednesday ends telling a secret to Gomez just before dinner that they want to get married and the Spanish have to choose between helping the beloved daughter and lie to Morticia, which he never did for over 20 years. Thus, two distinct familie will be known in a dinner in the Addams’s house where also live Uncle Fester, Pugsly, Lurch, and Grandma, beyond the butler who just mumbles. The beginning of the musical has allegro tempo and canon characteristics. Start with Gomez singing solo, follow with Morticia join him in a fast mode, and then the whole Family sing as an ensemble â€Å"When You’re An Addams† with imitation, repetition, and con doppio movimento. Trapped† is the second song of the musical, which Gomez sings by himself aria and with affetto. This second melody has a drammatico characteristic; start in an adagio tempo and gradually increase (accelerando) until become allegro. Gomez sings that he is trapped between tell the secret to Morticia or keep the secret like Wednesday had asked. When Wednesday realizes that she fall in love with Lucas starts the third musical â€Å"Pulled†, which has an amore and an angstlich characteristc. At the beginning she says how she is anxious to being pulled to a new direction, with colors and love and how she likes that. The melody has an acceralando tempo and a fermata in the end; becoming even more drammatico. Thus follows the entire musical with dramatico and animato characteristics. The Addams Family always reaches several important social issues, including the concept of a different family pattern that we are accustomed. After all, what is normal for a traditional family is certainly not for the Addams and vice versa.

Elections, Political Parties, and Civil Society in Authoritarian Regimes Essay Example

Elections, Political Parties, and Civil Society in Authoritarian Regimes Essay Example Elections, Political Parties, and Civil Society in Authoritarian Regimes Essay Elections, Political Parties, and Civil Society in Authoritarian Regimes Essay Within many Authoritarian Regimes. the conditions are really similar and the political engagement becomes badly limited. The undermentioned essay will try to briefly gaining control a few cardinal features of two states in footings of elections. political parties. and the function of civil societies within the province. The two states that I will be discoursing are Iran and China. First of all. after reading page 80-81 in our Comparative Politics text edition written by Carol Ann Drogus and Stephen Orvis. it shortly became clear to me that Authoritarian Regime structuring has a heavy political salience in footings of elections. political parties. and the function of civil societies. It seems that if elections even manage to be in an autocratic government. they do non find who holds the bulk of power in the province. For illustration. on page 80. the text edition discusses how 1906 a new democratic province within Iran was created in order to supply a existent legislative assembly with elections. This democracy was shortly polarized. and the cardinal province has limited sovereignty over the other states and was able to command most economic net income and most of the military power. Although elections were ushered into Iran’s political system. they had small influence on the authorities itself. On page 81. the text edition discusses how a leftist premier curate named Mohammad Mosaddeq was elected in 1951. but due the primary regime’s influence and power. they overthrew this elected premier curate because he did non back up their involvements. This illustration shows that even if an election determines something within an Authoritarian Regime. this finding may non last for really long or may non hold any power in the first topographic point. An elected functionary such as Mosaddeq can be overthrown at any point if the people that genuinely hold the power within a province decide excessively. This brings me to the following subject of political parties. Within the state of China. it is clear to me that the political system of the Authoritarian Regime has created an highly powerful political party with small to no resistance. Elections have about no affect and are merely a camouflage for the Chinese Communist Party to do the existent determinations impacting their state. particularly in footings of the economic system. As discussed on page 86. after a series of wars ended. the Communist Party of China shortly created a Soviet-style bid economic system with a immense bureaucratism that controlled most of the society. This society is interesting because as clip went by. more and more economic freedoms were created. but political freedoms became progressively denied. It is dry that one can populate in China and possess private belongings. but when it comes to the determinations regulating that person’s society and economic policy. that same person will hold zero rights whatsoever. The book besides discusses how these socio-political conditions have created a sense of political uncertainness and fright. This brings me to my concluding subject of civil society. It is a immense hazard for citizens within an Authoritarian Regime to organize organized and nonviolent groups in chase of political reform. Citizens tend to fear the effects of their actions and penalty from their authorities. and when they do try to reform. it tends to stop up violent. For illustration. many protests within China in the past century have ended in monolithic gore or force. I do non remember of all time hearing of a widely successful nonviolent civil society doing politically outstanding alterations within an Authoritarian Regime. I believe that I have neer heard of such a thing because civil societies do non hold much impact on a society that is restricted by an Authoritarian Regime’s influence and political/economic desires.

Idiomatic English

Idiomatic English Idiomatic English Idiomatic English By Maeve Maddox In response to the When to use ‘on’ and when to use ‘in post about prepositions, Francesco Mapelli writes: I still dont get the He was not thinking well on that occasion. Why is in wrong here? At the risk of sounding unhelpful, the only answer to this perplexity is that on that occasion is idiomatic English and in that occasion is not. On the other hand, we can say in that instance, while it would be unidiomatic to say on that instance. In his renowned A Dictionary of Modern English Usage, H. W. Fowler defined an idiomatic expression as one that is natural for a normal Englishman to say or write. He went on to say that idiomatic English is not necessarily grammatical or ungrammatical. Sometimes idiomatic usage agrees with stated rules, and sometimes it doesnt. The two, grammar and idiom, are two separate categories. Sometimes they agree, and sometimes they dont. It is not necessary to understand an idiom. It is only necessary to accept it. My beginning French students often exclaimed at French idioms like Jai 17 ans (literally, I have 17 years). They wanted to translate such constructions literally, and then complained that the result sounded ridiculous in English. I worked very hardusually unsuccessfullyto convince them that French is not some funny form of English. French is French, and in French, Jai 17 ans is correct and Je suis 17 ans is nonsense. Idiomatic expressions of every kind in Englsh are rapidly changing. Here are some examples from my collection of prepositional use in the media: living under borrowed time. (living on borrowed time) Stonehenge has mystic appeal to the British people. (appeal for the English people) On the other hand, we say that picture appeals to me. foreigners have been encroaching into Korean waters. (encroaching on) The IRS is not concerned with the situations in which these minors will be returned to. This one is ungrammatical as well as unidiomatic. It should read: The IRS is not concerned with the situations to which these minors will be returned. Several forces are at work to change English idioms. One is lack of attention to teaching traditional literature and usage in the public school classroom. School administrators as a group do not value language instruction. Many of them laugh off their own grammatical errors or lack of familiarity with literary classics by implying that such matters are the concern of English teachers only. Few Americans read for entertainment. We are a film-oriented culture. Popular television shows like Seinfeld spread nonstandard regional usages such as waiting on line for waiting in line (in the sense of waiting in a queue). Popular attitudes about personal liberty equate linguistic correctness with elitism or social oppression. Finally, to some extent, the grammatical conventions of other languages find their way into English by way of our diverse population. In many ways a language shapes the thoughts of the people who speak it, but the speakers also shape the language. If enough people start saying or writing a certain expression, it will become idiomatic. The Stonehenge example above illustrates how idioms can change by analogy with other idioms. Language is going to change from generation to generation in any case. If it changes too rapidly, the traditional literature is lost. Few read Chaucer for fun anymore. Shakespeares works must be studied with a glossary. High school students struggle with Great Expectations, and some entering college students have trouble understanding the essays of George Orwell. Writers have a responsibility to read widely in the literature of the language in which they choose to write. They have the privilege of innovation, but, in the interest of continuity and comprehensibility, they can use the privilege judiciously. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Grammar category, check our popular posts, or choose a related post below:What Is Irony? (With Examples)40 Synonyms for â€Å"Different†How to Address Your Elders, Your Doctor, Young Children... and Your CEO

Finance for manager Essay Example | Topics and Well Written Essays - 2500 words

Finance for manager - Essay Example In the initial three (3) year period the market will be restricted to only a few suppliers but this will change thereafter as the market will be opened to other suppliers. This means that care should be taken to ensure that the company does not invest in too large a capacity which may not be necessary later. There are two options available to Steelbeam. The company can either choose option 1 – which involves investing in capital with a limited capacity to produce a maximum of 1,000 units (small capacity) or option 2 with the capacity to produce a maximum of 4,000 units (large capacity). These alternatives have different variable cost per unit with the large capacity project having the lowest variable cost per unit and the small capacity project the highest variable cost. In assessing the two options the company has to pay attention to the contribution that both projects make to fixed cost as well as the break even point in units. Additionally, every capital budgeting decision requires the use of capital budgeting techniques in order to make a determination of which option is more advantageous to the company. The techniques available to your company include: ENPV is calculated using the figures obtained from the pessimistic, most likely and optimistic market forecast while applying the formula used in project evaluation and review technique (PERT). This technique assumes that the estimates of sales and demand activity follow a probability distribution (See Heizer and Render 2006). The expected sales and demand are found through the application of weights to the three estimates in each case – of demand and sales, as follows: The information arrived at from the computations suggests that the expected annual demand is 6,333 units and the expected selling price per unit - Â £12,167. These figures can be used to determine which option is better for Steelbeam PLC. Each option will be assessed to determine its

Promotional Analysis Research Paper Example | Topics and Well Written Essays - 2000 words

Promotional Analysis - Research Paper Example The area of the business is strategically located in order for its esteemed customers to access quickly. Because the store also has a high volume of individuals, it is situated in the center of the city and a very spacious locality. Due to greater demand for perfume across the world, the idea of note fragrance came into being. Moreover, the availability of materials as well as skilled labor required producing the product enhanced product generation, also there the high demand for quality and affordable fragrance perfumes boosted the business idea in its existence. Like any other business, the owners of note fragrance had an intention of making profit and employment generation to individuals around the world. In addition, strategic location of the company as well-advanced marketing strategies that are E-marketing among other online services boosted the Idea of generating the Note fragrance store. The business also requires little capital start as cheap and readily labor contributes in one way to another for the development of the fragrance shop. The idea of creating my perfumes emerges because passions and interest in perfumes. Apart from enjoying the beautiful scent of the perfume, I join the business for the sake of make profit and try to make ends meet. Due to readily available market for the product and sufficient infrastructure also boosts the need for one to invest heavily in the business. The product also does not only concentrate on particular individuals, but it cuts across to; young and old, men as well as women. Due to high demand and readily available market for the product, it will call for massive production that will increase the volumes of supplies hence meeting the customers demand at any given time across the world. Fragrance oil international limited is one of the major competitors, producing the same product as Note fragrance. In addition, luxury store also sells

Workforce Diversity And Competitive Advantage Commerce Essay

Workforce Diversity And Competitive Advantage Commerce Essay The purpose of this paper is to study the trend of leadership style over the relationship between organizations workforce diversity and its competitive advantage with mission and vision statements as intervening variable which shows the concern of organization leadership towards the diversity management. Most organizations are adopting diversity into their policies and procedures to embrace its benefits and there is a growing recognition that it makes business sense to take diversity seriously. The demographics of working population has changed in last two decades with more mature workforce remaining in the workplace and at the same time more female employees are seen in higher positions while having variation in their cultural backgrounds. Therefore, it seems beneficial for organizations to hire diverse workforce to meet the demands of customer expectations. Organizations that are flexible and responsive to a demanding marketplace require the service of multi-skilled and adaptable w orkforce. One clear competitive advantage for organizations having diverse workforce is that it provides an environment that values differences among employees and encourages them for different ways of thinking and behaving during work to fully contribute to organizational aims and objectives. Employers providing such an environment get the support of their employees and develop a positive public image. It must be understood that each member of diverse workforce holds his differences and similarities; hence, valuing and managing diversity is about recognizing the unique contribution each employee can make to the organization. It is about creating an environment in which everyone feels valued, welcomed, and able to make an important contribution toward the attainment of corporate objectives. Additionally, companies facing challenges in competing global marketplace for market share can use diversity as competitive advantage in a multicultural environment with a diverse pool of talente d and experienced individuals who can bring innovation and creativity to the organization. (U. Yozgat and F. Oben, 2009) studied the effects of leadership style on creativity which leads to the competitive advantage in organizations. This paper is to identify the organizational attitude towards the workforce diversity globally and comparing to Pakistan based organizations. The results showed the great concern of US and UK based organizations towards diversity management and no concern in Pakistan based organizations. Literature Review In this section, literature of workforce diversity is reviewed in correspondence with competitive advantage. Further, different types of leadership are discussed from the literature and then the role of leadership to achieve competitive advantage is reviewed. Workforce Diversity Diversity is not only associated to limited attributes that can be observed but also to those invisible characteristics such as differences in educational background, creativity, understanding, learning style, and problem-solving ability (Nafukho et al., 2011).So organizational performances and processes can be influenced by an individual or a group representing different categories of diversity within a workplace. (van Knippenberg and Schippers, 2007). Diversity is defined as any dimension that can be used to differentiate groups and people from one another (Giovannini, 2004, p. 22). Hence, diversity affects the organizations effectiveness and performance in terms of competitive advantage. (Joshi and Roh, 2009; Klein et al., 2011). This presumes that performance has a relation with organizations ability to achieve goals with respect to its mission or vision (Devine and Philips, 2001). In other words, performance is deemed as an outcome which is a result of some purposeful activity t o achieve competitive advantage as mentioned in mission or vision statements of an organization (Swanson and Holton, 2009). As the organization strives to achieve its goals or objectives, conflict may arise within the diverse groups to cope up the challenges of differences among them which keep them from achieving organizational performance (Østergaard et al., 2011). Since, Human Resource Department (HRD) deals primarily with performance of individuals, groups and organization at large to achieve competitive advantage, so diverse workforce demands the attention of HRD scholars and practitioners on the issues that arise in organization basing on the differences. It can be observed in modern trends for companies to use diverse workforce for completing special tasks which help achieve competitive advantage (Garrison et al., 2010) and there is always potential for the occurrence of conflict among such diverse groups which can derail the organization from achieving effectiveness. Henc e, it becomes the responsibility of HRD to address such conflicts in advance and use the knowledge of how to build the high performing and productive teams of diverse workforce who can to the overall competitive advantage of organization (Klein et al., 2011). In the past two decades several academic researchers have conducted research on various issues relating diversity. Richard (2000) examined the impact of diversity on organization and its productivity while Jackson (1993) found the positive relationship between diversity and creativity. Diversity research has also addressed the factors involved in assimilating new employees into an organizations culture (Berry and Sam, 1997). However, some argue that by its fundamental nature, assimilating new employees to obtain greater fit between the person and organization is achieved at the expense of diversity (Powell, 1998). In other research, Tsui et al. (1992) showed that race and gender has negative relationship with diversity as compared to age. Other studies have also consistently found that observable attributes have negative effects on outcomes such as identification with the group and job satisfaction at both the individual and group level of analysis (Milliken and Martins, 1996). Furth er, Milliken and Martins (1996) supported the argument of Tsui et al. (1992) that racial and gender diversity can have negative influence on individual and team outcomes in some cases regardless of age. As an example, they referred to those groups members who differ from the larger group tend to show less commitment, more turnover and absenteeism while at the same time this results in additional costs, such as, group coordination cost, communication cost and training and development cost. So, according to them, diversity results in increase in coordination and control costs. Workforce Diversity and Competitive Advantage: Most companies find diversity as a way to gain competitive advantage by increasing business competency, improving net income, building the effectiveness to compete in global markets, improving business performance, achieving higher employee satisfaction, enhancing corporate governance, attracting diverse talents and skills and retaining the workforce that maintains the customer base (McCuiston et al., 2004). Moreover, culturally diverse workforce brings benefits to business economy (Ferley et al., 2003) and leads to better performance of the business (Richard, 2000). According to Adler (1997), a company with a diverse workforce has greater chances for building an innovative working environment. This statement is beautifully expressed in the words of White (1999), who states that creativity thrives on diversity. These benefits can be derived from the proper implementation of diversity-promoting policies (Jamrog, 2002). Many firms today seem to be increasingly embracing racial, ethnic and gender workforce balance, not for legal or ethical obligations, but as a matter of taking a progressive perspective on economic self-interest (Coil and Rice, 1993). It has been recognized recently that increasing diverse workforce has presented both opportunities and challenges for organizations which are striving for efficiency, innovativeness and global competitive advantage (Barak, 1999). As the global markets are getting more complex, utilization of organizations knowledge, skills and abilities is getting even more crucial in this rapidly increasing competition where organizations want to be more creative and innovative (Ng and Tung, 1998). In order to manage the growing diversity of the work force, organizations need to implement such systems and practices so that the potential advantages of diversity are maximized and the potential disadvantages are minimized (Cox, 1994). Managers in the organizations prove to be ineffective when dealing with a diverse workforce and language is reported as main hurdle when communication fails between the different nationals in employment Dadfar and Gustavsson (1992). However this negativity of the diverse workforce can be handled successfully by taking effective and rational decisions Watson et al. (1993). Those who decide to have diversity as a source of creativity and innovation, this proves to be much challenging to manage a diversified workforce. Many businesses experience failure when attempt to employ the diversity in its full picture to see its results on operations of the organizations (Farrer, 2004), as it demands the much energy and attention to manage the diversity. Effective diversity management have to cope with many of challenges like work ethics, authority, work relations, culture and ethical standards (McCuiston et al., 2004). Leadership In the literature, many authors which have interest in studying topic of leadership, offered definitions of leadership and defined this concept as a complex process by which a person influences others, applying his/her leadership attributes like belief, values, ethics, character, knowledge and skills, to accomplish a mission, task or objective and directs the organization in a way that makes it more cohesive and coherent (Greenberg Baron, 2000). In addition to, it is seen that there are differences in connection with the types of leadership. Burns (1978) was one of the firsts to identify two types of leadership styles, transformational and transactional. Leadership remained the single most important issue in annual surveys for identifying top management issues during all times (HRI, 2002a). To manage a diverse workforce, organizations need visionary leaders but availability of them is scarce. According to the study by Diversity Inc. (2002), it is forecasted that many top management of several leading companies will lose one in five top managers due to retirement. Let alone, US companies will lose 40 percent or more of their top executives till 2015 (Wellins and Byham, 2001). One solution offered to this scarcity is to develop leaders at every level and in every function in an organization (Hesselbein, 2002). For this solution, Kappa Omicron Nu Honor Society (2002) advised the most effective leadership components to manage diversity, which are: Sensitivity and awareness about diverse workforce. Resources to strengthen and improve the quality of diverse individuals Inter-communication skills to solve mutual differences Strategies to maximize the effectiveness of diverse workforce. The goal should be to develop cross-cultural leaders and generate a new crop of multicultural professionals (Yukl, 2002). These leaders are provided with the required resources and authorities to manage workforce. The focus should be to enhance their listening, learning, networking, communication, and experimenting skills to manage a diverse workforce (Melymuka, 2001). Finally an effective strategy must be developed to include diversity at all levels of management, and there must be commitment to diversity at senior levels where it is strategically more important (Conklin, 2001). This strategy must be evident in organizations mission and vision statement and should involve a systemic, results-oriented, business-based approach (Fitzpatrick, 1997). Yet companies do not seek diversity unless this business competency results in increased profit and metrics that substantiate the necessity to expand the emphasis on diversity (Diversity Inc., 2002). Irrefutable measurable benefits can be de rived from properly implemented policies to promote diversity (Jamrog, 2002). The most evident measurable benefits are improved bottom line, competitive advantage, superior business performance, employee satisfaction and loyalty, strengthened relationship with multicultural communities, and attracting the best and the brightest candidates. Competitive advantage defined in diversity as, Recruiting and retaining people of diverse backgrounds who can share a common set of values. . .and approach to business is a priority for todays competitive organization (McCormack, 2002, p. 1). Jamrog (2002) suggested three-point approach to enhance effectiveness of leadership to manage diverse workforce: premise, guidelines and actions. There are three premises that leaders need to value diversity: (1) One size doesnt fit all leaders need to use different approaches for solving problems and developing workers as all situations and individuals are not the same, (2) Not everyone can be a leader organizational should focus only on individuals who have the ingredients of becoming a good leader, and (3) Leaders can be at any level or function anyone who can inspire, influence and guide others in the organization is a leader regardless of position. The five guidelines that leaders need to value diversity are: (1) Communicate, communicate, and communicate share freely your ideas, suggestions, opinions; listen to ideas of others with interest, (2) Build contact into your daily actions and duties Plan your actions, meetings, and duties so as to maximize contact with multiple p eople in the organization. (3) Manage and lead by walking around Be outside the office frequently and interact informally with others of different levels, functions, backgrounds and experience, (4) Champion diversity Bring in the contribution of everyone to increase commitment, innovation and creativity, and (5) Sponsor diversity Defend the decisions, actions and interactions while supporting everyone in the organization. Lastly, the five actions that leaders need to value diversity are: (1) Assessment of leadership potential within the organizations, (2) Provision of training and tools, (3) Inclusion of diversity at all levels, (4) measuring and rewarding efforts, and (5) encouraging the organization to be patient. (Daniel Goleman, 2000) explored different leadership styles to affect the organizations in successful manner. (Malini Janakiraman,2011) identified the concern of the business leaders in treating the diversity management as a source of attaining and sustaining the comp etitive advantage. Organizational vision and mission is strongly related with leadership styles (John J. Sandi L., 2007), which includes the mentioning of competitive advantage explicitly. (John A. Pearce II Fred David, 1987) identified the competitive advantage as a major component in the organizations mission statement. Conceptual Framework: The literature reviewed thus far indicates that there is a positive relationship between workforce diversity and the benefits derived by organizations in the form of competitive advantage (McCuiston et al., 2004). Mission statement should mention the competitive advantages ( John A. Pearce II, Fred David, 1987) so that the goals and objectives can be aligned to attain or sustain the competitive advantage of the organization. Organizations using the diversity management as a competitive advantage or basis for then the organization are to mention the diversity in their mission statement. This study goes around finding the different country based organizations dealing the diversity management as a competitive advantage and the countries not taking it as strength to capitalize for competitive advantages. Data Collection: The data in this paper is based on top 100 companies of Forbes Global 2000 (2012). The mission, vision and strategy statements of these 100 companies are studied carefully. The website links of these statements are provided at the end of this paper in Appendix I. During the study, two of these companies are omitted from the list because both were in Portuguese language and further two are added to complete the list. Moreover, 50 companies of Pakistan from KSE-100 Index (2012) are also studied. The website links of the mission, vision and strategy statements reviewed are also provided in Appendix II of this paper. During the data collection, it was made sure that a company from every sector with revenue over Rs.1 billion is included. Those multinational companies that are working in Pakistan and listed at KSE-100 index were omitted to avoid double entry. The date is shown in following table. Region Diversity No Diversity America 30 8 Europe 25 12 Asia 10 15 Pakistan 1 49 Overall 66 84 Source: http://www.forbes.com/global2000/list/ The criterion set to study these statements is to find the exact word diversity in the mission, vision or strategy statements of these companies. The data collected is shown in following graph. The American region comprising North and West Continents seems to have more awareness about workforce diversity, as shown in the table. While there is no surprise that only one company (KAPCO) in Pakistan mentions diversity in its vision statement. Findings and Conclusion: The results depict that those companies which are multinational require a clear vision and strategy about workforce diversity. North and South American countries including USA, Canada, Brazil, and Chile have more awareness of workforce diversity while European countries are also inclined towards it. Findings also indicate that Asian companies are not as diverse as rest of global players because most of these are located in China, Japan and South Korea. Moreover, companies leadership plays a considerable role in inclusion of diversity because usually the top brass establishes the vision, mission and strategy of the company. So, the role of top leadership may not be ignored here. This paper began with the review of diversity and its role in achieving competitive advantage. Further going through the literature it linked to leadership because to include diversity for achieving competitive advantage, managerial leadership needs to have better vision. This evidence in literature was also shown that leadership moderates the affect of diversity to achieve competitive advantage. The requirements of becoming a visionary leader are further discussed which can influence the mission, vision and strategy of the organization. The limitation in this study was the time-frame due to which the exact leadership style could not be established. In future research, a leadership survey can be conducted to determine the style of leadership which can be beneficial for diversity inclusion.

Education Essay

In United Kingdom and Europe, the adults and volunteers working around the school, paid or not, have various names: learning support assistant, classroom assistant, special needs assistant, but the most common term is the one of teaching assistant. The teaching assistants are very important in primary schools, so much that at the moment it is nearly impossible to imagine things running as efficiently as they do, without the help of the teaching assistants. In the present there is a big deficit in the number of teachers available in primary schools, especially in the number of men working close to children of a young age. Skilled teaching assistants bring a very valuable contribution to pupils achievements within the learning environment, but their main purpose states from their name, as the term of ‘teaching assistant’ indicates their role of supporting the teacher and working under his guidance. This is done by supporting pupils during the teaching of the curriculum . Teacher assistants support the pupils by understanding their learning support needs. In order to do that, the teaching assistant needs to listen to the children, respect and value them. They will gain the sense of independence, with the help of the school staff, especially those working close to them, such as teacher or teaching assistant. The teaching assistant has to enable the pupils access to the curriculum at all times and to encourage them by using plenty of praise and rewards. Also, every pupil must participate fully in every lesson, and the teaching assistant must ensure that, by reminding pupils of teaching points made by the teacher, and also by organising them in appropriate play activities or games. Younger pupils should be encouraged to take turns and speak and to follow simple written instructions. The teaching assistant has to encourage the children to use the school library at all the time and also to use spelling aids, when necessary. All of these will encourage the pupils to gain the sense of independence and to develop their independent learning. The teaching assistant needs to ensure that the children knows, understands and applies class and school rules. The younger pupils should be able to make choices on their own about the books and to be able to select resources independently. Older pupils should be encouraged to develop their skills and to work independently when the case, to manage own reading book and help keeping reading record up to date. The teaching assistant must help the pupils work cooperatively and encourage them to use the library independently. Children should learn to use information from various sources and include references and to complete all tasks set in a given time. The teaching assistant must make sure that all the pupils have access to information from artefacts, charts, diagrams, and that they are able to organise and keep tidy their own work. The teaching assistant must provide support for the teacher, as stated from the term itself. The teacher takes full responsibility for the interactions that take place between pupils and the helping staff. The teaching assistant needs to provide general classroom help, including preparations of rooms, materials and equipment. The pupils need to be supervised by the teaching assistant and by the teacher, working together, as a team. Also, the teaching assistant needs to assist in monitoring the pupils progress as required by the school and in the production of teaching aids and preparation of work for pupils.