The Debate Over The Civil War - 860 Words

There has been much debate as to whether the Civil War could have been avoided or not. The Evansville Daily Journal argues that the Civil War was inevitable, but Alexander Stephens disagrees and proposes that the war could have been avoided. Stephen’s argument is superior to the Evansville Daily Journal one because it objectively talks about the recent changes in the United States, explains the different views between the North and South, and tries to convince people that a war is not necessary. Stephens begins his argument by stating that the splitting of the Union has been a bloodless one (Stephens 1). The author views this fact as an accomplishment, and he believes the bloodless state will endure due to the current evidence he sees (Stephens 1). Stephens, however, does recognize that this split led to the South altering the Constitution. The Constitution of the North was based on the assumption that all races are created equal, and the South could not abide with this founda tion (Stephens 1). Even though the South’s Constitution has changed, Stephens believes that all of the essential content has been preserved, like the protection of live liberty and property (Stephens 1). The author’s explanation and presentation of these changes are very factual and unbiased because he simply presents the facts and attempts to stay away from theorizing. For instance, he does not theorize that this split will lead to war because the split, so far, has not indicated or suggested thatShow MoreRelatedAnalyze the Ways in Which Controversy over the Extension of Slavery Into Western Territories Contributed to the Coming of the Civil War. Confine Your Answer to the Period 1845-1861.691 Words   |  3 Pagesslave states. As a result of the Mexican War, the U.S. men vast new land holdings in the West, fueling a debate between the North and South over the extensions of slavery into the West. This sectional strife over slavery’s extension was a major factor in the eventual commencement of the Civil War. Through accentuating divisions between the North and South over the control of Western lands, the debate over slavery’s extension clearly influenced the Civil War’s coming. After the U.S. securedRead MoreWilmot Proviso1205 Words   |  5 PagesWilmot Proviso It could be said that the American Civil War was brought on by Americans need to expand its territories and the one sided Mexican War. The whole debate or controversy over this expansion was David Wilmot’s (and his squad of backers: Hamlin, Brinkerhoff, and King) trying to implement the Wilmot Proviso into the funding for the Mexican territories we acquired. The proviso actually fueled the debate over slavery into the newly acquired territories by trying to make the territoriesRead MoreThe Preservation Of The Confederate Memory Lives On Through The Robert E. Lee Memorial Essay1075 Words   |  5 PagesThe Preservation of the Confederate Memory lives on through the Robert E. Lee memorial in Richmond. Many historians have written about the monument of Robert E. Lee and his importance to the preservation of Confederate Memory. But, recently a major debate surrounding the monument has spurred an argument between two groups. One group wants the monument to be removed or relocat ed from its original spot in Richmond V.A. This group believes that it is an offensive symbol in support of slavery. The otherRead MoreSlavery And The Civil War1641 Words   |  7 PagesThe American civil war was in no doubt the most crucial event in history. No other war compares or even comes close to the casualties suffered. It helped conserve and maintain the Union, drastically changed the relationship between the federal and states government, and led to slavery’s abolition. This war has also stirred up many conflicts until this day about the conflicts and causes. Among the countless and even undiscovered questions comes the most common as being why the Southern states wereRead MoreCivil War Causes1382 Words   |  6 Pages Causes of the Civil War John Brown’s Raid vs. Industrial Revolution John Brown’s Raid was a more influential cause to the civil war than the Industrial Revolution. The Industrial Revolution caused incompability between the North and the South. The North relied on wage laborers with the new machine age economy while the South relied heavily on slaves. So, the North did not need slaves for their economyRead MoreLincoln-Douglas Debate Essay examples1458 Words   |  6 Pagesmuch longer than just the initial outcome. The Lincoln Douglas Debates are by far one of the truest examples of this happening. The seven debates between Abraham Lincoln and Stephen Douglas that took place in 1858 had extreme importance in Illinois that created effects that decided the presidential election of 1860. The Lincoln Douglas debates were a series of several debates that took place all over the state of Illinois. In these debates, two men argued in order to express their beliefs and standpointsRead MoreEssay about Abraham Lincoln - Hero or Racist?1412 Words   |  6 Pagesregarding Lincoln before the Civil War, during the war as Commander In Chief, or his views on slavery and racial equality; furthermore, vast debates on his views, strategies, and solutions regarding events that helped shape our nation. Abraham Lincoln is such an interesting person that discussions and debates will lead to more questions open to more discussion and debate. What was Lincoln’s view on racial equality and slavery? What was the reason behind the Civil War? Was there an ulterior motiveRead MoreThe Annexation Of Texas And The United States928 Words   |  4 PagesHowever, during the century following the civil war not everyone shared the same views. Throughout the country, people had different thoug hts on Texas, and what should be done with the new found territory. Whether it was people of the north looking to prevent another slave state from acquiring statehood, or slave owning people of the south trying to gain leverage in the House of Representatives, people had differing opinions on the topic of Texas. The debate over Texas acquiring statehood was representativeRead MoreManifest Destiny Essay Outline1251 Words   |  6 Pagesthe belief came about, debates in Washington were going on about the future of America. While many debates were held in Washington, there was also a lot of conflicts in states like Kansas and Nebraska. Both the debates in Washington regarding the westward expansion of the new nation and the laws by which it should govern itself, as well as the conflicts on the ground regarding those very same issues, set America on the path that could lead to only one destination; the Civil War. The idea of ManifestRead MoreThe Fate of Their Country Essay1081 Words   |  5 Pagesmost direct causes of the American Civil War, he contends in the preface, one must look at the actions of governmental officeholders in the decades before that horrific conflict. Professor Michael F Holt needs no introduction among historians. He is single handedly regarded as one of the scholars who is most responsible for the emergence of what some call a neo-revisionist interpretation and outlook about the origins and circumstances that resulted in the Civil War. His ideas which are reflected throughout

The Era Of The Feminist Charlotte Perkins Gilman - 891 Words

The early 19th century was a very male dominant, which was also the era of the feminist Charlotte Perkins Gilman. This was a time when once married the wife became the husband’s property and catered to him, the house and the children. They had the economic power, which women lacked and with that gained all the power and made all the rules. Wives became vulnerable due to this and their lives were totally controlled by their husbands. For many, this resulted in loss of identity. Marriage simply equaled a gentle kind of slavery. The â€Å"Yellow Wallpaper† by Gilman was based on her experience and what she was aware of in that era. She had a hatred for inequality in marriage and the procedure of how depression (postpartum depression) was dealt with. Marriage seemed to take away a woman’s independence, their self expression and their imagination. Taking away their interaction with the outside world and their individual progress. â€Å"I tried to have an earnest talk with him the other day†¦But he said I wasn’t able to go† (11) â€Å"I told him I was not gaining here† (12) however she really did not have the power to make the decision and leave. Before marriage, Gilman was as independent and had economic power. This all changed when she got married. She did not desire to follow the precedent of centuries of women in choosing marriage over a profession, but intended to pursue her goal of sacrificing personal pleasure to doing good and serving the world. (pg 158-159) According to Les Stone â€Å"In herShow MoreRelatedThe Yellow Wallpaper, By Harriet Beecher Stowe1603 Words   |  7 PagesThe Yellow Wallpaper is a feminist piece of literature that analyzed women’s struggle in the 1900s, such as medical diagnosis and women’s roles. Over the years, women struggled to attain independence and freedom. In order to achieve these liberties, they were females who paved the way and spoke out about these issues to secure equal rights for women. In addition, these powerful females used their vulnerability to challenge the male domination through their literary work. The Yellow Wallpaper is aRead MoreThe Yellow Wallpaper By Charlotte Perkins Gilman2032 Words   |  9 Pagesâ€Å"The Yellow Wallpaper† by Charlotte Perkins Gilman is a poem about women facing unequal marriages, and women not being able to express themselves the way they want too. Charlotte Perkins Gilman was born in 1860, and died in 1935. This poem was written in 1892. W hen writing this poem, women really had no rights, they were like men’s property. So writing â€Å"The Yellow Wallpaper† during this time era, was quite shocking and altered society at the time. (Charlotte Perkins Gilman and the Feminization of Education)Read MoreThe Yellow Wallpaper By Charlotte Perkins Gilman1547 Words   |  7 PagesCharlotte Perkins Gilman s career as a leading feminists and social activist translated into her writing as did her personal life. Gilman s treatment for her severe depression and feelings of confinement in her marriage were paralleled by the narrator in her shorty story, The Yellow Wallpaper. Charlotte Perkins Gilman was born in 1860 in Hartford, Connecticut. Her parents, Mary Fitch Perkins and Fredrick Beecher Perkins, divorced in 1869. Her dad, a distinguished librarian and magazine editorRead MoreAnalysis Of The Yellow Wallpaper1073 Words   |  5 PagesThe short story The Yellow Wallpaper by Charlotte Perkins Gilman can be interpreted in many ways. Some scholars debate that it is written as an autobiography, some say it is an isolated work, a complete fantasy, or simply just a feminist uprising. One particular scholar even relates the feminism aspect with a feline creature within one scene of the story (Golden 1). Although there are many aspects throughout the text that represent feminism, the main theme that shines through is the story of a womanRead MoreYellow Wallpaper1095 Words   |  5 PagesFeminist studies generally focus on the role that hysterical diagnoses and treatments played in reinforcing the prevailing, male-dominant gender roles through the subversio n, manipulation and degrading of female experience through the use of medical treatments and power structures. Charlotte Perkins Gilman’s â€Å" The Yellow Wallpaper† is a perfect example of these themes. In writing this story, Charlotte Perkins Gilman drew upon her own personal experiences with hysteria. The adoption of the sick-roleRead MoreMy Deary, Kiss Me, And Be Quiet1670 Words   |  7 Pagesof the baby and the relief of the mother, the path a woman shall take has already been predetermined. Chalotte Perkins Gilman’s â€Å"The Yellow Wallpaper† is a harrowing short story about a woman diagnosed with post-partum depression and her gradual slip into insanity when she is prescribed the rest-cure, a discredited treatment that only allows two hours of productivity each day. Gilman, the author, not only integrates stupendous aspects of gothic literature into her story but she also depicts a deeperRead MoreThe Women Behind The Yellow Wallpaper1675 Wor ds   |  7 Pagesof the baby and the relief of the mother, the path a woman shall take has already been predetermined. Chalotte Perkins Gilman’s â€Å"The Yellow Wallpaper† is a harrowing short story about a woman diagnosed with post-partum depression and her gradual slip into insanity when she is prescribed the rest-cure, a discredited treatment that only allows two hours of productivity each day. Gilman, the author, not only integrates stupendous aspects of gothic literature into her story but she also depicts a deeperRead MoreThe Yellow Wallpaper By Charlotte Perkins Gilman846 Words   |  4 Pagesdignified journey of the admirable story â€Å"The Yellow Wallpaper† created by Charlotte Perkins Gilman’s, gave the thought whether or not the outcome was influenced by female oppression and feminism. Female oppression and feminist encouraged a series of women to have the freedom to oppose for their equal rights. Signified events in the story â€Å"The Yellow Wallpaper† resulted of inequality justice for women. Charlotte Perkins Gilman gave the reader different literary analysis to join the unjustifiable lifestyleRead MoreWomen During The 19th Century1596 Words   |  7 Pagesfires in women that would cause an uproar and craving for change. Writer and social reformer, Charlotte Perkins Gilman was born on July 3, 1860, in Hartford, Connecticut. Gilman was a writer and social activist during the late 1800s and early 1900s. She had a difficult childhood. Her father, Frederick Beecher Perkins, abandoned the family, leaving Charlotte s mother to raise two children on her own. Gilman moved around a lot as a result and her education suffered greatly for it. Gilman’s upbringingRead MoreArticle Review Gill, Valerie. Catharine Beecher and Charlotte Perkins Gilman: Architects of Female Power. Journal of American Culture (Summer 1998).736 Words   |  3 Pagesand Charlotte Perkins Gilman: Architects of Female Power† by author Valerie Gill, Ms. Gill attempts to bridge the gap between what appears to be two powerful women of their time with two totally different opinions of the American woman and the type of life they should lead. The author points out the obvious differences of opinions in the writings of the two wo men, who are related by the way, and the different era in which they write. Catharine Beecher was the great aunt of Charlotte Perkins Gilman

Principles Ofpersonal Developement in Adult Social Care Free Essays

UNIT 302PRINCIPLES OF PERSONAL DEVELOPMENT IN ADULT SOCIAL CARE SETTINGS 1. 1 Reflective practices are when you review your own actions and experiences in your role, critically and constructively, with the intention of improving the way you conduct yourself The aim being to provide a better service in the future and personal improvement. 1. We will write a custom essay sample on Principles Ofpersonal Developement in Adult Social Care or any similar topic only for you Order Now 2 Reflective practice is important in as much that it enables me to review real life situations I have been in, how I dealt with them, how I felt and the outcome of how I acted towards others all these will enable me to improve personally and improve the service I provide. . 3 Standards that are set, whether by Government or regulatory bodies are the level we should hope to achieve or improve on when conducting reflective practices. 1. 4 Your own values, beliefs and experiences can either work for or against you, it is important in a professional environment to have a balanced and neutral view on all situations. If you can’t take yourself away from the situation you could for example get yourself in trouble by just not understanding a cultural difference. On a positive side your own personal experience may help to resolve a developing problem. 2. 1 Some people may react badly and see it as a criticism and become resentful, others will see if for what it is and take it on board improving themselves and therefore provide a better level of care. 2. 2 Feedback is a good way to find out how you are performing in your role, it will also indicate where you may need to improve. It can also raise self-esteem and improve staff moral as well as improve the service to the client. . 3 It is important to use feedback positively to improve yourself in your chosen role as the advice given is normally good and helps you see things that you do well and what you may need to do to improve in order to provide a better service to your clients and may well help you to understand better what is expected of you. 3. 1 A personal development plan will give you an overview of your objectives, what position you are in now, what your strengths are and what areas n eed to improve to achieve your goals. It should also list who can help you locally, what qualification you may need and how to obtain them (what organisation can help), an action plan with a time scale. 3. 2 Sources of support could be your Matron, senior nurses, colleagues, job centres other support services, the first 3 would probably be on a more regular basis. 3. 3 Others can help you to review the position you are in now and what you may need to do to improve yourself in order to improve your position this could e your matron who can do appraisals, a senior nurse who may do an assessment or it could be an informal view from a colleague who may be able to constructively observe areas of you development. You could also do self- reviewing and assessments. 3. 4 A PDP helps you to map progress to your aims, and keeps track of your progress, it also helps you to reflect on your achievements with a critical eye and can aid growth in confidence and development. How to cite Principles Ofpersonal Developement in Adult Social Care, Essay examples

Grow In Todays Dynamic Business Environment

Question: Discuss about the Report on Grow In Todays Dynamic Business Environment? Answer: Introduction In todays dynamic business environment which is characterised by competition, complexity and globalisation, managing diversity is the biggest challenge faced by managers and leaders (Barak, 2013). The changing demographics of labour markets and the globalisation of business across the globe have driven much interest of practitioners and management scholars towards the areas of diversity and diversity management. Workforce diversity acknowledges the fact that every individual is different and these individual differences based on age, gender, nationality, race, caste, culture, religion, ethnicity, personality and mental or physical disability must be respected and accepted within organisations to achieve desired goals(Henry Evans, 2007). A diverse workforce within an organisation comprises a multitude of beliefs, values, understandings, unique information and ways of viewing the world. A cross-cultural and multicultural workforce is a common feature of all organisations across the gl obe today. Effective diversity management not only help developing a positive organisational culture but also help the organisation in gaining a competitive advantage and increase its overall effectiveness and efficiency(Cairns Preziosi, 2014). Effective diversity management enhances the knowledge economy of an organisation as diversity adds different perspectives, ideas and knowledge into the creative and decision-making processes, thus, increasing overall organisational competence and performance. However, like other management practices, a failure to effectively manage workforce diversity leads to several negative effects such as reduced cohesiveness and increased conflicts(Cox Blake, 1991). This report helps developing a critical understanding that diversity is not an issue to be managed with, rather it is an opportunity which when used in a positive direction helps enhancing personal and organisational effectiveness. Literature Review The composition of modern workforce is far more varied when compared to composition of workforce in the past owing to economic factors such as globalisation and competition, and demographic factors such as immigration(Worman, 2014). The concept of diversity and diversity management gained increased attention with more organisations aiming to increase their global reach and attract customers across the globe. The literature related to workforce diversity and diversity management is much deeper that what is seen on the surface level(Simons Rowland, 2011). The literature on workforce diversity and diversity management was reviewed to determine the definition of diversity management, related key terms and its significance in improving organisational performance. Diversity is defined by The Chancellors Committee on Diversity as the variety of perspective and experiences which arises from differences in culture, race, age, gender, religion, sexual orientation, mental or physical abilities and other characteristics(Burgin, 2010). Diversity management in a broad sense is defined as the planned and systematic commitment by the organisations to select, recruit, rewards, retain and promote a heterogeneous mix of employees. Diversity helps improving organisational effectiveness and organisations that are recognised for their effective diversity management strategies are likely to attract most competent employees(Cairns Preziosi, 2014). Workforce diversity is also defined as the coexistence of employees from different socio-cultural and demographic backgrounds. Effective diversity management requires development of an organisational culture where employees get ample opportunities to realise their full potential and career aspirations without any dis crimination based on difference in age, gender, sexual orientation, caste, culture, race, nationality and disability or any other factors that have no impact on individual performance (Patrick Kumar, 2012). It enables a diverse workforce to perform in an equitable work environment where no one group is treated with favouritism. Workplace diversity is a phenomenon that is controversial, political and complex in nature(Beinrauch, 2013). Workplace diversity can be classified in five different clusters namely; demographic characteristics such as age, gender, ethnicity, sexual orientation, religion, physical status and education; task-related skills, knowledge and capabilities; attitude, views and values; attitudinal, personal and cognitive styles; status in the workplace such as, professional domain, hierarchical position, seniority and departmental affiliation(Burgin, 2010). Theoretically, the effects of workforce diversity can be examined with the help of three theoretical frameworks namely; social categorisation which categorise people based on some salient attributes such as age, gender, or ethnicity leading to stereotyping based on these differences, the similarity/attraction theory which states that similarity on non-salient or salient attributes like values or race results in increased interpersonal atta chment and attraction, and the information and decision-making theory which studies the influence of expertise and distribution of information on work-teams(Bolen Kleiner, 1996). However, different theories lead to contradictory hypotheses regarding the effects of workforce diversity on group performance and process. Similarity/attraction theory and social categorisation predicts that workforce diversity has negative effects such as, reduced commitment and satisfaction, decreased communication within the groups and increased employee turnover(Crowther Davila-Gomez, 2012). Information and decision-making theory predicts a positive effect of workforce diversity wherein diverse team members bring together different perspectives and views in the process of information processing and decision-making leading to innovation and growth. Effective diversity management not only help organisations attract more competent professionals and achieve high performance effectiveness but also enable them gain and retain a competitive advantage against their rivals(Kreitz, 2007). Other potential benefits realised but organisations that encourage workforce diversity include increased creativity and innovation, improved decision making, better distribution of economic opportunities and successful marketing to domestic and international communities. Effective diversity management help organisations reduce work discrimination and in turn develop an ethical culture(Mattiske, 2012). Organisations that are able to manage workforce diversity are successful in creating a positive perception in the minds of consumers thus, winning consumer loyalty. Organisations with a diverse workforce are recognised for their effective customer-service as they are able to better identify and understand the needs of diverse customers as compared to orga nisations that do not encourage diversity. Hiring women employees, people from different culture, minorities and disabled will help the organisation capture diversified market segments and niche markets(Beinrauch, 2013). Diversity is about accepting and respecting individual differences in a way that its leads to improved individual and organisational effectiveness(Bolen Kleiner, 1996). Effective diversity management help organisations in performing their corporate social responsibilities by encouraging and supporting the growth and development of almost all segments of the society. Discussion and Analysis Applying Hofstedes framework to determine the impact of national culture on organisation performance Hofstede framework places national cultures into five dimensions as defined below: Power Distance: The extent to which individuals within a community or society accepts the unequal distribution of power among the members(Blundel Ippolito, 2008). Every citizen differs in terms of their intellectual and physical capabilities and as per some nations these differences are the reason for the inequalities in their well-being. Individualism versus Collectivism: Individualism is that attribute of a national culture which indicates a loose-knit social framework where individuals are concerned only for themselves and their immediate family(Graetz, et al., 2012). Contrary to this collectivism is that attribute of national culture which indicates a thigh-knit social framework where people are concerned for the well being of every member of their group. Quantity versus quality of life: Quantity of life attribute is one in which social values are represented by materialism and assertiveness(Hellriegel John W. Slocum, 2011). Quality of life attribute is one which fosters concern for others and relationships. Uncertainty avoidance: The degree to which a society avoids ambiguous and uncertain situations(Kitchin, 2010). Long-term versus short-term orientation: Nations that are long-term oriented emphasize the thrift, future and persistence(Mullins, 2011). Contrary to this nations that are short-term oriented emphasize the respect for tradition, past and present, and fulfilling social obligation. Organisations that encourage diversity employ individuals who belong to different nations thus are able to create a balanced equilibrium of all the five dimensions(Cairns Preziosi, 2014). An organisation that comprises of employees who think similar faced issued of reduced organisational performance and growth as compared to organisations that respect and accept individual differences How Cardinal IG Plant in Fargo benefited from effective diversity management Cardinal IG plant at Fargo, under David Pinders leadership has very effectively managed workforce diversity to achieve its desired mission and vision(Zoominfo, 2016). Cardinal IG plant at Fargo, has always outperformed compared to its other plants in terms of financial performance and production efficiency. Compared to any other Cardinal IGs plant, Fargo IG has the highest workforce diversity. Fargo IG employs 183 people of which 55 percent of them are New Americans who come from 15 different countries across the globe(Window and Door Manufacturers Association, 2016). The company has very effectively managed workforce diversity which in turn had helped the company in becoming the flagship company of Cardinal IG in very short time. David Pinder with his ethical leadership has developed a culture of respect, dignity, discipline and love, which support his aim of developing a workplace where employees enjoy coming very day because they are respected and the work is challenging, fun and meaningful(Ferrell, et al., 2012). David Pinder treats all his employees as leaders and treats them with due respect and dignity. As a leader he expects his subordinates to treat their subordinates in the same way as they are treated. Effective diversity management at Cardinal IG plant in Fargo helped the company in gaining customer trust and loyalty in very short time(Fisher Lovell, 2006). It has helped the company in achieving its vision and mission. The company lives by its values and principles ensuring that every employee is aware of expected standards of behaviour. Pinder shows zero tolerance against work discrimination of any form. Work discrimination straight away leads to dismissal of employee irrespective of their position in the organisation(Ferrell, et al., 2012). Thus, managing a heterogeneous workforce has helped the company to develop a team of motivated and committed employees who contribute towards the success of the organisation. It also helps the company in attracting and retaining hardworking and competent employees, adding high value to its talent and knowledge economy. Effective diversity management at Cardinal IG plant in Fargo has helped the company in gaining customer trust and loyalty in very short time(Ferrell, et al., 2012). The company has access to a much larger pool of ideas and suggestions owing to the different perspectives and views of the diverse workforce. They could provide a broader service range to their customers because of the diverse collection of skills and experiences possess by a diverse workforce. Conclusion and Recommendations In order to survive and Grow In Todays Dynamic Business Environment businesses need to encourage workforce diversity and manage individual differences effectively. Organisations that are able to manage a heterogeneous group of employees with socio-cultural and demographic differences are able to better understand consumer needs and capture rapidly growing base of minority consumers. Businesses can encourage and manage workforce diversity by implementing ethical code of conducts that show zero tolerance for work discrimination. To manage diversity businesses much develop a culture of respect, dignity, discipline and love as done by Cardinal IG plant in Fargo. A culture of discipline and love encourage employees to practice responsible and accountable leadership. When employee know they are loved they show commitment in return. To manage diversity at workplace, it is essential that employees are treated as most precious resource of the organisation and made a part of decision making. A culture of equality and trust will help managing heterogeneous employees as they work together as teams to achieve organisational goals. References Barak, M. E. M., (2013) Managing Diversity: Toward a Globally Inclusive Workplace. London: Sage Publications. Beinrauch, R., (2013) Diversity Management: A Source of Competitive Advantage?. Norderstedt: GRIN Verlag. Blundel, R. Ippolito, K., (2008) Effective Organisational Communication: Perspectives, Principles and Practices. London: FT Prentice Hall. Bolen, L. Kleiner, B. H., (1996) Managing Diversity in the Workplace. Cross Cultural Management: An International Journal, 3(4), pp. 3-8. Burgin, M., (2010) Theory of Information: Fundamentality, Diversity and Unification. Singapore: World Scientific. Cairns, T. D. Preziosi, R. C., (2014) Why HR Leaders Should Encourage Diversity of Thought. Employment Relations Today, 2(1-9), p. 41. Cox, T. H. Blake, S., (1991) Managing Cultural Diversity: Implications for Organizational Competitiveness. The Executive, 5(3), pp. 45-56. Crowther, D. Davila-Gomez, A. M., (2012) Human Dignity and Managerial Responsibility: Diversity, Rights, and Sustainabilit. Hants: Gower publishing. Ferrell, O. C., Fraedrich, J. Ferrell, (2012) Business Ethics: Ethical Decision Making Cases. New York: Cengage Learning. Fisher, C. Lovell, A., (2006) Business Ethics and Values. Essex: Pearson Eductaion Limited. Graetz, F., Rimmer, M., Smith, A. Lawrence, A., (2012) Managing Organisational Change. New Jersey: John Wiley Sons. Hellriegel, D. John W. Slocum, J., (2011) Organisational Behaviour. New York: Cengage Learning. Henry, O. Evans, A. J., (2007) Critical review of literature on workforce diversity. African Journal of Business Management, 1(1), pp. 72-76. Kitchin, D., (2010) An Introduction to Organisational Behaviour for Managers and Engineers. New Jersey: Routledge. Kreitz, P. A., (2007) Best Practices for Managing Organizational Diversity. [Online] Available at: https://www.slac.stanford.edu/cgi-wrap/getdoc/slac-pub-12499.pdf [Accessed 2016]. Mattiske, C., (2012) Understanding and Managing Diversity. Seattle: AudioInk. Mullins, L. J., (2011) Essentials of Organisational Behaviour. London: Financial Times Prentice Hall. Patrick, H. A. Kumar, V. R., (2012) Managing Workplace Diversity Issues and Challenges. [Online] Available at: https://sgo.sagepub.com/content/2/2/2158244012444615 [Accessed 2016]. Simons, S. M. Rowland, K. N., (2011) Diversity and its Impact on Organizational Performance: The Influence of Diversity Constructions on Expectations and Outcomes. Journal of Technology Management and Innovation, 6(3), pp. 172-183. Window and Door Manufacturers Association, (2016) Board of Directors. [Online] Available at: https://www.wdma.com/?page=BoardofDirectors [Accessed 2016]. Worman, D., (2014) Managing Diversity Measuring Success. [Online] Available at: https://www.academia.edu/344101/Managing_Diversity_Measuring_Success [Accessed 2016]. Zoominfo, (2016) Zoominfo. [Online] Available at: https://www.zoominfo.com/p/David-Pinder/286140100 [Accessed 2016].