Essay on Views and Definitions of Multiculturalism

INTRODUCTION: There are different views and definition of multiculturalism; the definition of multiculturalism depends on the context in which it is used. In sociology, multiculturalism is the idea that various cultures exist in a society and all these cultures deserve equal treatment (Macionis, 2010). Sociologists believe that members of different cultures can live peacefully alongside each other and assimilation is not necessary. This essay will focus on both the positive aspects and the main tensions that arise in a multicultural society. SAMPLE BACKGROUND – HISTORY OF MULTICULTURALISM IN BRITAIN Britain today has many people with different ethnic backgrounds from various countries. The history of multiculturalism began during the†¦show more content†¦POSITIVE ASPECTS The diversity of cultures has played a significant role in shaping the cultural landscape. When people live together in a community, communication is unavoidable and communication involves sharing ideas and perspectives, creating a body of collectively acceptable principles and policies, therefore, leading to a more innovative, creative and prosperous society. According to professor Bhikhu Parekh (2006), multiculturalism is â€Å"about intercultural fusion in which a culture borrows bits of others and creatively transforms both itself and them. One culture might be influenced by the beliefs and practices of another, so they borrow what they find valuable and enrich and broaden it, and this helps to build common bonds between the two cultures. The various skills or ideas obtained from another group can be used in various areas of life: Communities educate each other, provided that none is too overbearing and self righteous to welcome criticism. They also represent different talents, skills, forms of imagination, forms of social organization, and psychological and moral energies, all of which constitute a most valuable resource which can be fruitfully harnessed in various areas of life such as sports, business, management, creative arts, industry and government (Parekh, 2006:168). Multiculturalism is an important constituent of human freedom. If individuals do not have access to other cultures but theirs alone,Show MoreRelatedMulticulturalism, Cultural, And Cultural Culture810 Words   |  4 PagesDefine multiculturalism, cultural, race, worldview, cultural pluralism, cultural deficit, and post-structuralism. Multiculturalism. Multiculturalism is a philosophical movement to ensure all members of a pluralistic society are reflected in the organization or school. Cultural. Cultural refers to the shared beliefs, behaviors, and values by a human group. Race. Race relates to the physical characteristics of a person. World View. 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This essayRead MoreAn Evaluation of the Concept of Multiculturalism and Its Influence on Curriculum Development1147 Words   |  5 Pagesresearch proposal aims at evaluating the concept of multiculturalism and its influence in the curriculum development with a special focus in Atlanta, Georgia high schools Introduction The concept of multiculturalism has been indicated by Taylor (1992) to present several challenges to the American society. In this paper we present an analysis and the outcome of a field based activity on the Atlanta public school on the issue of multiculturalism, its future trend and data projection on minority studentsRead MoreCultural Appropriation And Multiculturalism :960 Words   |  4 PagesGabriela Raya | Sociology 135 | December 4, 2015 Cultural appropriation and multiculturalism are seen as opposites that can either be seen separately or together, as in one example portraying both. 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Choosing A Career Essay - 898 Words

Choosing a Career: Reaching my pursuit of happiness Finding a career is a long process for some people, but it comes naturally to others. Everyone ponders about what they want to be when you’re in kindergarten, when your imagination is running wild and every possibility is an actuality. As I have matured, I realized what career I choose is something that I love and will enjoy doing for the rest of my life which for me is to be a physical therapist. My career choice didn’t cross my mind until my senior year. Other kids would always talk about becoming a cop, a doctor, and silly things like a billionaire. I was growing and learning to find myself. My interests and hobbies became more prominent and it got me to realize later in my teen years†¦show more content†¦I’m not limited, I can help elderly people who have problems from aging. Teenage athletes who dedicate themselves to their sport and injured themselves. 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The organizational Metrics Effectiveness of Organizational Strategies

Question: Write a paper hypothesizing how identifying, implementing, measuring, and reporting on organizational metrics will be important over the next decade. Your theories must assess future trends in measurement? Answer: Introduction: The organizational metrics are the measurement of the effectiveness of organizational strategies. It includes tools like turnover costs, cost per hire, training costs and other costs incurred in implementation of strategies, cost on human capital and investment returns along with productivity cost, labor rates and individual cost of employee benefits.The project focuses on the implementation, identification, and measurement of organizational metrics. It states that how the organizational metrics is going to help organizations for the next decades. Basically strategies are implemented in order to introduce changes and reach the goal of the organization, but there should be necessary process of evaluating whether the steps or strategies initiated is going to help for the organizational objective or not. Organizational helps to evaluate the strategies. The project emphasizes on the requirement of measurement, the need for change and what are needed for changing, along with major HR func tions what measurements are required to evolve with the major functions of Human Resource, and an evaluation of how the managers should use the trends for increasing the organizational performance as a whole. What requires to be measured in Metrics? In organizational metrics there are certain factors that need to be measured. They are as follows- Critical retentions of talent: Generally every organization has a turnover problem, but they do not claim them. Instead of evaluating the turnover rates the organization must emphasize on the critical retention of their top talents. Today the economy is more about practical and knowledge based economy (Ahearne, Lam Kraus, 2013). The new talent if the organization represents the competitive advantage. It is considered that an organization having a good number of fresh talents can have the ability to reach its goal by providing maximum number of input in their production. Effectiveness of recruitment: The reverse of retention of employees is that the strategies of retention in organization are mainly about attracting new employee holding similar caliber (Ahearne, Lam Kraus, 2013). So long the metrics of various organizations have followed metrics of retaining their critically skilled employees. In order to understand adequately that the goal has been met, the leaders should take a note of how quickly the position has been filled that the organization have required. They should comprehend the impact of business shortfalls in capacity (Cascio Boudreau, 2010). Productivity: In order to measure the productivity, the impact of human capital on financial basis requires to have three main metrics, they are the human capital return investment, full-time equivalent revenue, and per FTE profit (Cascio Boudreau, 2010). The employers should also consider the productivity measurement on both quarterly and annually basis. Even in order to understand the market position of the company, the company needs to analyze its position in national basis so as to understand their contribution. Pay equity and compensation: Compensation is a major contribution of the highest share of the workforce total cost. It is vital that the leaders should consider for making incentive programs which are competitive in nature and aligned with the objective of the business (Cumming Cornlis, 2012). The compensation and the budget strategy are generally defined in a centralized manner. But the distribution and decisions related to it is distributed in the whole of the organization. Management of Performance: One of the most significant measures of workforce is performance of the employees. The real value of performance comes when it is being compared with the other crucial measures and the links are well comprehended (Dess, 2012). In order to have a look to those organizations the main focus should be on the following, they are- the top talent, the high and low turnover of performer, distribution of performance rating and the participation rate of performance appraisal (Ferrell Hartline, 2010). Importance of HR metrics: HR metrics helps the HR to communicate with the senior management like CFOs, CEOs, and other executives that helps in various decision making and suggestion (Fitz-Enz, 2010). The measurement helps in improving performance. Helps in recognizing the weakness and strength of the organization Helps in forecasting future threats and scope for the organization. It also helps to find the weakness and strength in every department. It also helps in prioritizing the goals. What HR metric should avoid: There are basically two common errors that HR manager should avoid while implementing HR metrics, they are- Implementation and development of HR metrics in vacuum. Without proper planning the metric should not be formed. An HR needs to find out that there are certain measures which is necessary to be taken without any proper requirement making HR metric is irrelevant (Gates Langevin, 2010). Developing a large number of metrics which are hard to utilize and maintain. The number of measures should be that much which can be taken care of. If there are too many metrics then the work remains unfinished and the outcomes become abstract. Even the project also gets delayed of measurement (Hunter', Boroughs Palmer, 2012). Measurements that may evolve within major HR functions: The measurements that can change the major functions of HR are as follows- The measurement of innovative capacity in the organization Skills of employees for maximizing the added value of product/service. The level of productivity The agility of organization and workforce. The excellence in customer service The service and product quality Satisfaction of stakeholders The cost of leadership The measurement is done in the following way (J. Phillips P. Phillips, 2014), HR drives Initiative processes Evaluation of the impact of implementation required Information Source of information innovative capacity Programs and session of training The effectiveness of training Employees and trainers Skills of employees Measurement survey Qualification and activity participation. CV, past records, HRIS. productivity Motivational activities How many motivational sessions were held leaders agility of organization and workforce Reporting records of individuals. The tasks performed within duration. Recorded data of employees and HRIS customer service Providing communication skills training and career development. How many customers are satisfied with the service The manager and the customers feedback. service and product quality innovation Numbers of product sold and introduced in the market RD department Satisfaction of stakeholders Equity and share interests and dividends. The present share value and the dividend amount. Annual report of the company and market survey. cost of leadership Consulting experts and time spent The evaluation of the effectiveness Performance evaluation report. HR functions include recruitment, employee engagement, learning and development of employees, their salary and reward system, benefits and securities, social responsibility and sorting out legal issues related to employee which includes dispute as well (Kavanagh, Thite Johnson, 2011). Today, with the help of HR metrics Utilization of the trends in HR metrics: The managers in the organization should use these trends so as to increase the performance of the organization. These trends are the tools of HR metrics; the tools of HR metrics are presented in the diagram below (Kearns, 2013). Figure: 1.1 four pragmatic future insight tools. The effectiveness of thee tool: Impact of identifying the measurement effectiveness tool: The identification helps to find areas where the HR management can make strategic impact and the fields where the HR needs to concentrate (Kuvaas, Dysvik Buch, 2014). The key performance indicator also helps to identify the fields which need to be focused. One of the organizational priority areas are clear the strategic HR drivers can be explicitly considered which helps in contributing towards the organizational achievement (Schiemann, 2010). As the strategy is identified the organizations strategic drive are placed to be considered as the best implementation of the strategy. Analyzing the HR metrics: There is wide range of effectiveness level in the areas that may have possible impact in the HR metrics. Assessing least strategies makes the HR program least active. The efficiency of the metrics is related to the degree to which the process of HR are undertaken in a way that lessens the utilization of resources (Snell, Morris Bohlander, 2015). There is benchmarking system for Hr in many organizations. These evaluations of Hr processes are done by comparing with excellence or good practice of external standard. The result of the HR metrics generally shows a huge number of activities for achieving priorities of strategy which are closely aligned in both horizontally and vertically way with the works of the organizations other parts. The new development evaluation in interpretation, analyzing, for future success of the organization helps in implementing strategies that helps not only solving issues related to the present condition of the organization, but also for the future threats that the organization may confront (Snell, Morris Bohlander, 2015). In utilization of HR metrics one of the major problems that has been identified today is that the nature of employees and the issues are related to, what should be the aim of the organization, what should be prioritized, what necessary steps are going to be ineffective and what process would make a positive impact on reaching the goals? Conclusion: The HR metrics is often fraught and tactical with too many measures having incompatibility in them. Rather the HR measures should be a link of few critical measures that connect closely to the organization strategy instead of benchmark of HR. HR manager should try to keep the number of goals feeble and strategies limited which can be achieved and implemented strategy. This function of an HR states the quality of leadership in an HR manager. References Ahearne, M., Lam, S., Kraus, F. (2013). Performance impact of middle managers' adaptive strategy implementation: The role of social capital. Mgmt. J.,35(1), 68-87. doi:10.1002/smj.2086 Brewster, C., Mayrhofer, W. (2012).Handbook of research on comparative human resource management. Cheltenham: Edward Elgar. Cascio, W., Boudreau, J. (2010).Investing in people. Upper Saddle River, N.J.: FT Press. Chen, P., Wright, S., Nelson, D., Jackson, S. (2012).Leadership and change management. South Melbourne, Vic.: Cengage Learning Australia. Cumming, G., Cornlis, D. (2012). Quantitative comparison and selection of home range metrics for telemetry data.Diversity And Distributions,18(11), 1057-1065. doi:10.1111/j.1472-4642.2012.00908.x Dess, G. (2012).Strategic management. New York: McGraw-Hill/Irwin. Ferrell, b., Hartline, M. (2010).Marketing Strategy,(5th ed., p. 768). South-Western. Fitz-Enz, J. (2010).The New HR Analytics. New York: AMACOM. Gates, S., Langevin, P. (2010). Human capital measures, strategy, and performance: HR managers' perceptions.Acc Auditing Accountability J,23(1), 111-132. doi:10.1108/09513571011010628 Hunter', ,., Boroughs, M., Palmer, M. (2012).HR Transformation Technology: Delivering Systems to Support the New HR Model(p. 230). Gower Publishing. Phillips, J., P. Phillips, P. (2014). Developing a human capital strategy in today's changing environment: eight forces shaping HC strategy.Strategic HR Review,13(3), 130-134. doi:10.1108/shr-01-2014-0002 Kavanagh, M., Thite, M., Johnson, R. (2011).Human resource information systems. Kearns, P. (2013).Professional HR. London: Routledge. Kuvaas, B., Dysvik, A., Buch, R. (2014). Antecedents and Employee Outcomes of Line Managers' Perceptions of Enabling HR Practices.Journal Of Management Studies,51(6), 845-868. doi:10.1111/joms.12085 Schiemann, W. (2010) (1st ed., p. 14). Metrus Group, Inc. Retrieved from https://www.metrus.com/materials/HR_METRICS_Myths_and_Best_Practices.pdf Snell, S., Morris, S., Bohlander, G. (2015).Managing Human Resources(p. 736). Cengage Learning. com,. (2015). Retrieved 9 April 2015, from https://www.workforce.com/ext/resources/Resource-Center-Downloads/WFM_Assets_CPL/Visier/Visier_Workforce_Analytics_5_Critical_Indicators_White_Paper.pdf?1372871757