Behavioral And Mental Disorders - Free Essay Example

Sample details Pages: 12 Words: 3689 Downloads: 9 Date added: 2017/06/26 Category Health Essay Type Essay any type Did you like this example? CHAPTER I INTRODUCTION Mental and behavioral disorders are common and affect more than 25% of all people at some time during their lives. One in four families is likely to have at least one member with a behavioral or mental disorder. It is estimated that mental disorders contribute a large share to the global disease burden and account for 33% of the years lived with the disability worldwide.(Jai Rakini Aruna,2007) The Global Burden of Disease study found mental disorders to be the fourth leading cause of disability. Don’t waste time! Our writers will create an original "Behavioral And Mental Disorders" essay for you Create order Depression alone was the single leading cause of global disability. For a better treatment family cohesion is essential. In the primitive societies, mental illness was thought to be caused by evil spirits. As time passed, professionals and society understood the importance of the family members participating in the care of the mentally ill patients in the hospital. An extremely significant innovation that has been extensively validated in recent times was the bold experiments of Dr Vidha Sagar at the Amritsar Mental Hospital. The approach was the comprehensive involvement of families in the care recovery and aftercare of psychotic patients and facilitated their acceptance and turn to their own homes in the community. These efforts continued in the 1960s at NlMHANS and culminated in the opening of the family ward. Today, there is widespread international acceptance of such approaches, which are known under the rubric of family interventions.(Dr.Lalitha ,2007) The family has always been recognized as an important factor both in the genesis and prognosis of mental illness. Initial studies generally focused on the possible etiologic role of the family, but the perspective has now changed to incorporating the family as a à ¢Ã¢â€š ¬Ã…“reactorà ¢Ã¢â€š ¬? to mental illness of a member. This has led to interest in various problems that arise from the patientà ¢Ã¢â€š ¬Ã¢â€ž ¢s presence at home such as financial difficulties or marital disharmony. The sum total of these problems or difficulties which affect the significant others of a psychiatric patient is referred to as social  or  family  burden. Care for severely mentally ill individuals may carry a heavy burden, more so than the care for other disabled individuals such as mentally retarded people. It is particularly true for close family members such as parents, many of whom take care of their mentally ill children for long. Such burden manifests in reduced caregiver wellbeing which ad mittedly depends in part on caregiver factors such as care-giving style. Moreover, such burden may manifest in reduced wellbeing of the mentally ill individuals themselves, for example, due to impaired caregiver support 1.1Need  for  the  study: Living with and caring for an individual with a psychiatric disorder seems inherently stressful. Relatives of psychiatric patients report a wide range of reactions to their situation. On the whole, these family members endorse significantly higher level of psychological distress than the general population. Mental illness has long been a problem in modern society. The treatment and rehabilitation of clients with mental illness are a heavy burden on the government. It is estimated that two to three persons in every thousand adults suffer from serious mental illness such as affective disorders and schizophrenia. Studies have shown that in taking care of the mentally ill, the family caregivers have to face the followi ng stress and burdens: Feelings of insecurity, sorrow and worry, potential harm and aggression, stigmatization by relatives and friends, psychiatric emergencies and relapse, dependence, social isolation, fear of the future. Deinstitutionalization, restricted hospital admission and reduction of length of inpatient treatment also change the situation of relatives. Nowadays they are much more involved in the care of patients. Many caregivers of a person with schizophrenia suffer from ongoing distress whereas professionals tend to underestimate family burden. Thus caregivers feel ignored by mental health professionals. This divergent perception underlines the importance of quantitative studies on family burden. Health professionals and mental health nurses have an important duty to acknowledge the burden of caregivers. They are in a position to render support and refer them to get further support through social workers and community agencies. Such measures would ensure family well being for families with mentally ill patients. For that the mental health nurse needs to assess the burden of caregivers and to identify the support they receive during their period of care-giving in the hospital. Many studies have been done on the burden that relatives experience when living with a psychiatric patient. 1.2 Statement of the problem PROMOTION OF COPING MEASURES TO PRIMARY CAREGIVERS OF MENTALLY ILL IN MANAGEMENT OF STRESS IN VAZHIKATTI CENTER AT COIMBATORE. 1.3 Objectives 1.3.1. Assessment of the stress level of primary caregivers of mentally ill patients. 1.3.2. Assessment of level of coping measures adopted by caregivers of mentally ill patients. 1.3.3. Effect of coping measures in management of stress among the primary caregivers of mentally ill patients. 1.4Assumptions 1.4.1. The caregivers will have some degree of stress related to the care of mentally ill relatives. 1.4.2. Promotion of coping measures will help the caregivers to manage the stress. 1.5 Hypotheses H1: There will be reduction in stress among caregivers of mentally ill by using coping measures. 1.6 Operational Definitions 1.6.1. Promotion: Promotion is the process to reduce stress and improve psychological wellbeing among care givers by adopting various coping measures. 1.6.2. Coping measures: various strategies taken to decrease the stress level. 1.6.3. Primary Caregiver: It refers to a person who spends most of the time in meeting the physical psychological need of the mentally ill. 1.7 Promotion of Coping Measures Related to Caregivers Stress Among Mentally Ill Patients: The conceptual framework for this study derived from General System Theory (Ludwig Von Laffy, 1968).According to general system theory, a system is asset of components or units interacting with each other with in a boundary that filters the kind and rate of flow of inputs and outputs to and from the systems. (Fig 1.1) In this study, the input is the assessment of level of stress and assessment of coping measures in caregivers using a questionnaire. Throughput is the active phase where a planned teaching programme admi nistered to the caregivers on ways of coping measures to manage stress. Output is the reassessment of level of stress. 1.8 Projected Outcome Coping measures will improve the caregiverà ¢Ã¢â€š ¬Ã¢â€ž ¢s ability to cope with stress and perform better in their daily activities. CHAPTER II LITERATURE REVIEW A Literature review is a critical summary of research on a topic of interest often prepared to put a research problem in context .A literature review helps to lay the foundation for a study and can also inspire new research ideas. A systematic review of literature and appraisal of all the relevant scholarly literature on the specific topic involves an in depth study. An extensive review of literature was done on the related research and non research literature. The literature was reviewed under the following areas and analyzed: 2.1. Literature related to caregivers stress 2.2. Literature related to coping measures used to reduce stress 2.1 Literature related to Caregivers stress A comparative study was conducted among Euro- Americans and Latinos to study the relationship between family burden of schizophrenia and socio cultural context. Findings suggest differences in levels of family distress in relation to socio-cultural factors like gender, ethnicity, diagnosis, and living situation, across cultural and diagnostic groups. (JH Jenkins and JG Schumacher1999). Two Indian comparative studies were conducted in different states of India on the caregiversà ¢Ã¢â€š ¬Ã¢â€ž ¢ burden of schizophrenia and OCD patients. Ninety two First degree relatives/ spouses were compared. One study showed higher burden in OCD group that was high among spouses than relatives of schizophrenia group .One more study showed higher burden in schizophrenia than OCD. (Guru raj .et. al., 2008) The study was conducted to measure the perception of burden by caregivers of patients with schizophrenia at Institute of Mental Health and Hospital, Agra. the Burden Assessment Schedule (BAS ) was correlated to spouse, physical and mental health, external support, caregivers routines, support to patient, responsibility-taking, other relatives, patients behavior and caregivers strategy. A number of sample is thirty four caregivers of patient with schizophrenia. A low positive correlation was found between urban domiciles and support of the patient and the caregivers routine. There was a low positive correlation between age less than 30 years and the physical and mental health of the caregiver, and with taking responsibility. (Sunil Srivastava 2005) This comparative cross-sectional study assessed family burden among caregivers of patients with OCD and schizophrenia. in an Indian setting. Findings shows Indian families experience significant degrees of burden in the care of their relatives with OCD and schizophrenia. Relatives demographic characteristics did not influence burden severity. Illness severity and patients disability had a direct positive relationship with p erceived family burden.this study suggest to develop local needs based support programmes for families of patients with psychiatric disorders in India. (Rammohan A et al., 2002) A case study was investigated the incidence of chronic sorrow in parents of chronically mentally ill children like schizophrenia or bipolar disorder. Convenience samples of 10 parents (four couples and two mothers) of adult children were interviewed using the Burke/NCRCS Chronic Sorrow questionnaire (Caregiver Version). Results showed that 8 out of 10 parents experienced chronic sorrow and suggested that healthcare professionals could assist them by providing information about their childs illness and by involving them in the treatment process. (Georgene G. Eakes2004). A study was examined on psychological distress among Latino family caregivers of adult with schizophrenia. The interview was done by using Zarit Burden Scale. The results shows that younger caregiver age, lower levels of caregivers ed ucation, and higher levels of the patients mental ill0ness symptoms were predictive of higher levels of caregivers depressive symptoms. Caregivers perceived burden mediated the relation between patients psychiatric symptoms and caregivers depression. (Sandy. M. Magana et al,1997). The comparative study was conducted to study the caregivers of mentally ill relatives to explore the relationship between gender and perceived levels of burden. Ninety-seven caregivers (76 women, 21 men) were interviewed. Women were found to experience a greater sense of burden and frustration than men in caring for their mentally ill relatives. The authors concluded that women encountered a wide range of difficulties centered around family and child rearing. (Ascher-Svanum and Sobel,1989). A study explores the influences of selected social and psychological factors that are associated with perceived caregiver stress among 263 primary caregivers of the elderly in Allahabad City in northern India. The results indicate that although male caregivers perceived stress depends only on the size of the role overload, female caregivers perceived stress depends on the interrelationship between the size of the role overload and adherence to Asian cultural norms. (Rashmi Gupta et al., 2010). 2.2 Literature Related to Coping measures to Reduce caregivers stress A analytical study conducted at Iran to identify caregivers at risk for adverse health effects associated with care giving, the stress, coping, health. The sample size used was 500 primary caregivers of patients with bipolar disorder. The results shows Burdened caregivers had less coping levels, lower mastery and social support. Effective and stigmatized groups had better health outcomes and less service use than the burdened group over time; stigmatized caregivers had poorer self-care than effective caregivers. (Perlick DA et al.,2008). A descriptive study was examined the effectiveness of a stress relief initiative for primary caregivers of adolescents with intellectual disability (ID) at Taiwan. Seventy-seven primary caregivers of people with ID were selected the study, which involved participation in one stress management workshop (intervention group only) and both groups reading an education booklet on stress management. They found that 22.1% of caregivers in the study were at high risk of depressive stress and in need of mental health consultation; this prevalence was nearly six times that of the general population. The study results show that a face-to-face workshop is an effective way to decrease levels of depressive stress. (Hu J et al., 2010) The pilot study was conducted to assess the level of stress experienced by caregivers of brain tumor patients and to examine both their interest in and preferences for stress reduction programs at North Carolina in USA. Convenience sampling technique was used. The sample size is 60 adult caregivers. The study examined the caregivers level of stress, beliefs, past experiences, and preferences in regard to stress reduction programs. A seventy two percent of the caregivers reported elevated stress levels , eighty seven percent caregiver believed that stress reduction techniques can help reduce stress ,eighty one percent caregiver were interested in learning about programs to reduce stress . Overall, sixty fi ve caregivers wanted to receive information about stress reduction programs and seventy three percent caregivers were interested in programs such as exercise to reduce stress. Overall, fourty four percentages of caregivers were interested in participating in the various stress reduction programs presented to them in this study. These data provide further evidence that caregivers experience elevated levels of stress and are willing to learn more about and participate in programs to reduce stress .(Keir.ST,2007). The descriptive study was to examine the effects of music, progressive muscle relaxation (PMR), and music combined with progressive muscle relaxation on the reduction of anxiety, fatigue, and improvement of quality of life in family hospice caregivers at university of Kansas in USA. Sample size is 32 .The duration of study was 2 weeks. Paired t test indicated that the control and PMR group exhibited a significant difference in pre and posttest quality of life scores. Resul ts shows that a significant correlation between anxiety and quality of life, anxiety and fatigue, fatigue and quality of life. ( ChoiYK,2010). A mail survey was conducted using a representative sample of 998 employed Chicago residents who provided informal care for at least one person. Ordinary least squares regression models were computed to examine the relationship between caregiver burden and drinking outcomes. Results suggest that caregivers who experience social and emotional burdens related to care giving are at risk for problematic alcohol use and warrant attention from health care and mental health service professionals. (Rosependa KM .et al,2010). A comparative study conducted in Australia to investigate the relationship between depression, nutritional risk and dietary intake in a population of older caregivers. Mailed questionnaire with sub group participating in a home based interview was used. Seventy-six community dwelling caregivers aged 50 years or over from Vic toria, Australia. The data collected related to weight, height, hours of care, depressive symptoms, nutritional risk and appetite, dietary intake and shopping, cooking and meal consumption habits. Results shows thirty two percent of caregivers had depressive symptoms twenty one percent were at risk of malnutrition and twenty one percent reported their appetite was bad. Caregivers with depressive symptoms (32%) compared to those with no depressive symptoms (53%) had a poorer appetite (p 0.05). Of the 20 caregivers who participated in the home interview, 25% reported they ate their meals alone. A results suggest older caregivers had depressive symptoms, were at risk of malnutrition and had poor appetites, although the majority were overweight or obese.(Torres SJ,et al2010) A randomized comparative trial was undertaken comparing yoga with relaxation in South Australia. One hundred and thirty-one subjects with mild to moderate levels of stress. One hour sessions of relaxation or hat ha yoga for 10 weeks .Following the 10 week intervention stress, anxiety and quality of life scores improved over time. Yoga was found to be as effective as relaxation in reducing stress, anxiety and improving health status. Yoga was more effective than relaxation in improving mental health. Vitality, social function and mental health. Yoga appears to provide a comparable improvement in stress, anxiety and health status compared to relaxation.(Smith C et al .,2007). A pilot study of a yoga and meditation intervention for dementia caregiver stress. Twelve older female dementia patient family caregivers were participated. This study planned to help caregivers cope with stress. Pre test and post test revealed statistically significant reductions in depression and anxiety and improvements in perceived self-efficacy. These findings suggest that yoga and meditation may be a feasible and effective intervention for family caregivers and may improve affect, coping, physical well-being, an d stress management.(Waelde L C et al.,2004). CHAPTER III MATERIALS AND METHODS This study is designed to promote the coping measures to manage stress among caregivers of mentally ill patients. The steps of quantitative research process are adopted for conducting the study. It includes the research design, setting, population and sampling, sample size, determination, instrument and tools for data collection, variables of the study and techniques of data collection, methods of data analysis and interpretation and report of the pilot study. 3.1 One Group Pre Test and Post test Design: The research design used in this study is one group pre and post test design. This is a quasi experimental design. Here the test acts as a measurement tool for the evaluation effect on post test. This is a straight forward design in which there is only one pre assessment and one post assessment, with only one set of intervention. The level of stress of caregivers is initially assessed, based on which coping measures implemented after which stress level of caregiver is reassessed to know the impact of coping measures on reduction of stress. Figure 3.1 One group pre test and post test design Pre test (Assessment of coping measures and level of stress) Intervention (Administer Coping measures and relaxation technique) Post test (Post assessment of level of stress) 3.2 Setting of the study: The study was conducted at vazhikatti mental health centre, Coimbatore. The primary caregivers of mentally ill patient who were admitted in the vazhikatti centre were selected. 3.3 Population and sampling: All primary caregivers of mentally ill patients admitted at vazhikatti centre were taken for study during the period between 29.06.10 to 25.07.10. 3.4 Criteria For Sample Selection: 3.4.1 Inclusion criteria Primary Caregivers of mentally ill patients those who are admitted in the hospital. Caregivers who could understand speak English, Tamil 3.4.2 Exclusion criteria Caregivers like paid home nurses, paid house maid, were not included in the study. 3.5 Variables of the study: 3.5.1 Independent Variables: The independent variables in this study are the structured teaching and demonstration of relaxation technique to the caregivers on ways of coping measures to manage stress. Demographic variables such as age of the caregiver, sex, religion, educational qualification, occupation, relationship of caregiver with patient, monthly family income, source of income, bread winner of the family, source of expenses, type of family, diagnosis of the patient, duration of illness of the client, frequency of hospital visit and person taking care of the children are all independent variables. 3.5.2 Dependent variables: The dependent variables of the study are stress level among the caregivers before education and stress level after education. 3.6 Instrument for data collection: The instrument used for the collection of data was rating scale for assessing the level of stress and self coping measures adopted by the caregivers. Section 1:The demographic data inclu des age of the caregiver, sex, religion, educational qualification, occupation, relationship of caregiver with patient, monthly family income, source of income, bread winner of the family, source of expenses, type of family, diagnosis of the patient, duration of illness of the client, frequency of hospital visit and person taking care of the children. Section 11: This section also has a checklist which include 14 items related to self coping measures adopted by the caregivers when scores increase their coping skill would be rated as adequate, if it less than 50 scores rated as inadequate coping. Scoring: The scores are interpreted as follows. Level of stress Level of self coping Scoring Interpretation Scoring Interpretation 1-22 Very Mild Stress 23-44 Mild Stress 50-115 Adequate coping 45-66 Moderate Stress 50 Inadequate coping 67-88 Severe Stress Section 1I1: The rating scale includes 22 items. Each question has four possible responses as never, rarely, sometimes, quite frequently and nearly always. The scoring given as 0, 1, 2, 3, 4.The level of stress categorized as very mild ,mild, moderate, and severe. 3.7 Reliability and Validity of Instrument And Tools for Data Collection:The tools was prepared with the help of literature review and expert guidance. The reliability and validity of tool was tested through pilot study. 3.8 Data Collection Procedure: The main study was conducted from 24.06.2010 to 25.07.2010. Primary care taker were selected. The questions were read in tamil by the investigator and responses were recorded. Each interview was conducted on one to one basis which lasted for 20 minutes. Education was given regarding definition of stress, signs and symptoms of s tress, and various stress management techniques was conducted for one hour using audio visual aids (charts),following this on next day one hour allotted for demonstration of relaxation exercises. Care givers were reinforced to adopt the coping measures to manage stress and encourage doing relaxation exercises. Reassessment was done after 10 days of education using the same check list. 3.9 Techniques Of Data Analysis: The data collected through various methods has been compiled and by adopting appropriate statistical techniques inferences were drawn. After clarification, data frequencies are calculated for demographic, social and economic variables to determine the distribution pattern of the caregivers into each category. Similarly frequencies are calculated for level of stress among caregivers. The distribution pattern is depicted through appropriate graphical methods. The results are inferred through statistical technique like paired à ¢Ã¢â€š ¬Ã‹Å"à ¢Ã¢â€š ¬Ã¢â€ž ¢tà ¢Ã¢â€š ¬Ã¢â€ž ¢Ãƒ ¢Ã¢â€š ¬Ã¢â€ž ¢ test and simple correlation coefficient. The comparison of level of stress before and after coping measures is interpreted through paired à ¢Ã¢â€š ¬Ã‹Å"à ¢Ã¢â€š ¬Ã¢â€ž ¢tà ¢Ã¢â€š ¬Ã¢â€ž ¢Ãƒ ¢Ã¢â€š ¬Ã¢â€ž ¢ test and the influence of independent variable like family income, Calculated through simple correlation coefficient. 3.9.1 Pairedà ¢Ã¢â€š ¬Ã‹Å"tà ¢Ã¢â€š ¬Ã¢â€ž ¢ Test: This was adopted to find out the significant difference between pretest score and post test score. The formula is d =Difference between pretest and post test score. d =Mean difference pretest and post test score. SD=Standard deviation of pretest and post test score. =Root of number of samples. 3.9.2 Karl Pearsonà ¢Ã¢â€š ¬Ã¢â€ž ¢s Co-Efficient of correlation: This was calculated to find out the influence of independent variables on the dependent variable. The formula is X =( x à ¢Ã¢â€š ¬Ã¢â‚¬Å" x ) Y =( y à ¢Ã¢â€š ¬Ã¢â‚¬Å" y ) X =Independent variable. Y =Dependent variable. 3.10 Report of the Pilot Study: The pretest was conducted by using the planned checklist for the caregivers. A planned teaching programme was conducted for one hour. Next day demonstration of relaxation exercises were given for one hour separately for each one. 7 to 10 days when discharge day posttest was conducted and results were analyzed based on the scores. During the analysis of the result it was found that caregivers stress level was reduced from moderate to mild stress level and mild level stress to very mild level stress after the implementation of coping measures.

Deciding on the Equity Investment Assignment Example

Essays on Deciding on the Equity Investment Assignment The paper "Deciding on the Equity Investment" is a worthy example of an assignment on finance and accounting.Answer 1The major proportion of the investments related to the mutual funds comes from institutional investors including foreign institutional investors, banks and corporations. Apart from the equity schemes of the investors, the highest participation is made by institutional investors. However, retail participation is more towards equity.   From the graphical representation of the mutual fund investors, it can be inferred that at the initial stage in 1986 the performance of actively managed equity funds was better than Vanguard 500 Index which took a major dip in 1998. At this point in time, the performance of the Vanguard 500 Index Fund performance tends to be better. Again within a span of 7-8 years, the actively managed equity performance kept Vanguard 500 Index Fund way behind. Thus it can be said that the performance of actively managed stocks has been portraying bette r rates of return over the years than that of the Vanguard 500 Index Fund.Answer 2The efficient market hypothesis of any company is difficult to test. The consistency of the company can be judged on the basis of the three forms of efficiency, i.e., strong, semi-strong and weak. The strong form of efficiency hypothesis results in fewer evidence of inconsistency. However, the intense of inconsistency grows with semi-strong to a weak form of efficiency hypothesis. From the graphical representation, it can be assessed that inconsistency prevails over the year. Since the company has not been successful in projecting a similar kind of return over the year. But depending on the area where the company has shown a strong form of efficiency hypothesis there the extent of consistency prevails. Thus overall both the elements of consistency and inconsistency are observed based on the performance of the company (Jensen, 1978, pp.1-5).Answer 3The best way of deciding on the equity investment of th e 401(k) plans relates to the assets of the company. Initially, the company should work towards the contribution plan resulting in paying more emphasis on the asset allocation responsibility of the company. The increase in the defined contribution plan of the company would take care of the supplemental coverage. The asset allocation pattern of the company helps in the estimation of taking investment decisions. However, the pattern of investment is highly depended on factors like the age and income of the person; as to the investor is willing to concentrate on an equity-based portfolio or is keener on the debt-based portfolio. Since the investor here is having equity of around 70%, hence the investment decision has to be taken very tactfully depending upon the companies where the investments have been made. The debt-equity ratio of the comp-any is an important element in assessing the company's efficiency and depending on which the decision should be taken. The investment should be m ade in various sectors so that the stocks of the company are negatively correlated thus yielding higher returns for the portfolio (Uccello, 2000, p.1-6).

Analysis Of The Poem War Is Hell - 1826 Words

Sandra Gonzalez Enix- 7th Hour War Is Hell 29 September 2014 Insert Title Here Hero. According to Webster’s New World Dictionary, a hero is defined as â€Å"any person, male or female, admired for courage, nobility, etc.† (Webster’s New World Dictionary, â€Å"hero 1†). Webster’s Pocket Dictionary, comparably, defines a hero as â€Å"a person of great courage, spirit, etc., especially one who has undergone great danger or difficulty† (Webster’s Pocket Dictionary, â€Å"hero 3†). Heroes are not born heroes. Yes, everyone is born with the ability to be a hero, but in time, they may or may not become one. In our society, heroes are greatly acclaimed in the media. Whenever some person takes a bullet for a loved one or saves a child from a burning building, there is a huge deal made about it, and they become known as heroes. But a person does not have to physically save someone’s life to be a hero. A hero can also be someone who simply stands up for what he or she believes. 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Open Family Australia Marketing Analysis

Question: Describe about the Open Family Australia Marketing Environmental Analysis. Answer: Introduction Industry Overview and Service Description Open family Australia as an organization has been in the nonprofit industry for over thirty years providing charity work in various sectors. This organization operates as a limited organization by guarantee registered under the nonprofit making organization by the name open family Australia Company under the section 150 of the Australian company registration act (Achrol, Reve and Stern 2013). Open family organization was registered on 9th June in the year 2007. After registration, the organization was given 116661717 CAN after which the it was issued with 49724845604 Australian business number. Open family Australia has its headquarters located in VIC post code 3003 since the year 2004. Prior to the location of the headquarters at VIC 3003, the organization had moved from one location to another. The previous headquarters locations were as follows VIC 3003 since 27th July in the year 2012 up to the year 2014 September when the when the relocated to VIC 3207 from 2007-10-19 until the year 2012-07-27. They again moved to VIC post code 3205 starting from 19th November the year 2000 up to the in the beginning of the year 2007 November. After all these relocations, Open Family Australia was registered for the GST on 2000-07-01 after being given the trading name on 2nd may the year 2000. The company has used the name open family Australia without changing since the Australian Business Register of Australia no longer sample and update the already given trademarks. The company according to the records updated by ABN this year 2016 July on 22nd. It was found by the Aubiz.net that there are 9 trademarks which mention Open Family Australia Company. It has also been revealed that the trademark number 1043080 had been filed on 2005-02-22 and is classified as "word indicating the applicati on status as registered and operational (Bartels and Jenkins 2007). Other company trademarks include trademark number 1156228 in the "word" category application status/date: "never registered, live", 2007-01-12 and trademark number 1156231 registered on 2007-01-12 in the "word" category implying that the application status/date: "registered, live", 2007-01-12. Open family Australia operates in nonprofit industry which is having other competitive organizations. There are a number of similar organizations based in Australia offering the same services as Open Family Australia thus competition. These companies include, ACNC, IBBY, SAHANZ among others. A part from the private charity providers, the Australian government has also created several charity organizations leading to stiff competition. Open Family mainly deals with the homeless but extends to the other area as already mentioned. As a result of several companies joining the industry, most companies are therefore merging to work as one organization. Open Family Australia in the resent merged with Whitelion. The company works with volunteers who provide support to events, fundraising, ChatterBus in Melbourne and Sydney. Open Family Australia is a none profit organization as mention whose purpose and objective is to support the youth and the homeless personalities within the streets. Apart from the care to the homeless and street children, the company also conduct religious services, prov ide social services, provide peer support, counselling, facilitate and supports the peer groups. Section Two The Companys Micro and Macro Environment Open Family Australia is a firm operating within a free open system and draws resources from its environment. Business environment is composed of two categories. These categories are, macro environment containing several factors affecting the growth and development of any business in a free system (Dibb and Simkin 2001). Macro environment is type of business environment that its influence the beyond its control. Macro business environment contain factors such as demographic, economic, natural, technological, Political, cultural among others. On the other hand micro environment contains factors which affects a firm like Open Family Australia but are within the control of the organization. Micro environment includes factors such competition, participants, marketing middlemen or intermediaries, company itself and publics among others. In order to identify factors affecting the business in a given business system. Environmental determination and analysis requires the application of vario us tools of environmental analysis such as the SWOT analysis and PESTELS analysis among the other tools (Dillon, Madden and 2014.). Both micro and macro environment forces affect the free system in which Open Family Australia operates as follows: Macro environment a) Economic environment Economic environment is one of the forces within the free system that Open Family Australia operates (Heath and Wall 2011.). This environment is composed of economic conditions, policies related to economic including the economic systems. Poor economic situation of the country affects the performance of Open Family Australia. The company depends much on donations and funds raised by the public as well as other donors. When the income affected by the economic situations, capital required by the organization reduces. Income changes, to tightened budget, income variation and poor economic development prevents the growth of Open Family Australia as nonprofit organization depending on donation. b) Natural Environment To provide services to the public Open Family Australia depends on the availability of the natural resources. Natural resource reservation by the government hinders the performance of the company. c) Technological Environment Most of the operations such as the involvement of the volunteers and donations are performed through online platforms. Poor technological advancement slows down the operation of Open Family Australia Company which most of the time conduct their services through the use of advance technology. d) Political, legal and social The government business regulatory services can policies affects the operation of the Open Family Australia. Currently the government has come up with several nonprofit organizations which leading to stiff completion in the sector. Demographical environment The demographical environment involves human population. It involves the size, age location, race occupation among other factors. The Australian population has been growing for the last few years leading increased population growth rate. The company deals with the charity working including helping the homeless in the streets. Since the population is growing at high rate, the number of people in the streets increases becoming a challenge to the organization (Hollense 2015). Micro environment The company (Open Family Australia) The success of any organization depends on the marketing management. Marketing management on the other hand depends on the relationship between the major players in the micro environment. There must be coordination between the management, finance, accounting departments and other sectors. The coordination between the management of Open Family Australia and other support departments like peer group helps in the success of the company. Failure of proper coordination among the key players may to disorganization of the whole system (Hunt 2006). Competition The organization is currently facing a several companies in the same industry. There are a number of government organizations set to offer the same services as Open Family Australia Company. Apart from the government organizations, there are other private organization offering charity work to the disadvantaged. When the number of organization there is always struggle for resources slowing down the rate of the organization. Suppliers The increased number organizations in the industry requires an organization such as Open Family Australia to form a strong relationship with the suppliers. Due to the increased organizations in the industry there is reduced availability of resources leading to the delays and high cost of executing projects and organizing the charity work (Keller 2009). The above discussed forces affect Open Family Australia organization in different ways as discussed. Even though the company is a nonprofit organization, it is under the influence of market forces according to market analysis. Open Family Australia deliver services to the public members who are disadvantaged in one way or another. Therefore, an institution involved with transaction and service provision operates in a free market environment with various forces. Section Three Market Segmentation Open Family Australia is operating as a nonprofit organization targeting the youths as the volunteers. Division of marketing therefore put into consideration the constituents such the population being served, the rate at which the targeted market will response and the management cultivation and solicitation to efforts to meet the objectives of the organization. The organization therefore, should apply the use of constituent codes (Leeflang and Van 2015). The organization is targeting the generation of income from volunteers and fundraising to properly execute their missions they should parlay constituent codes. The company should set a specific solicitation plans in order to gather more support through gifts and donation. The creation of a plan for each constituent code means increased donation from and volunteers from each code designed and properly managed according to the plan. Open Family Australia should therefore, design the solicitation codes with consideration with the consideration of market segments and the type of gifts, volunteers and donors they target. To come up with the a clear planned giving market segment, the organization uses various market segment bases which considers the age, gender, frequency of donation among other foundations to be considered as in the table below. Market segmentation bases Demographic segmentation Age/generation, Income, Gender, Family life cycle, Ethnicity, Family size, Occupation Education, Nationality, Religion and the social class of the donor or volunteer Psychographic segmentation Activities of the target group, Interests, Opinions, Values, Attitudes and their life styles Geographic segmentation Involves the region of the volunteers (continent, country, state, neighborhood), Size of city or town, Population density and Climate factors which influence the willingness of the volunteer Behavioral segmentation How often the does one donates gifts (giving rate), availability and donation situation (daily use, holiday use among others) and the volunteers status and loyalty towards the company ( Open Family Australia) The above market can be used the Open Family Australia for the purposes of reaching many volunteers and donors. These four market segmentations when properly applied by the company, the company will avoid direct link with the stiff competition prevailing in the market. Segmentation by demographic assists enable the company to select the best group that can offer maximum donations (Malhotra 2008). Demographic focuses on the identification of the best population. The company solicitation and efforts should therefore be concentrated on a larger population with the youths of the required age sets and gender. Behavioral segmentation deals with the market division based on the response and the reaction of the targeted group as indicated in the table above. This base of segmentation can help the organization to obtain maximum donation and get large number of volunteers. Segmentation by geography assists with the identification of the potential geographical areas. Open Family Australia can use this kind of market segmentation to reach out to a large potential location in order to get volunteers who can help the company to achieve the desired projects. Psychographic segmentation is another segmentation base that can be exploited by the organization to market itself. This segmentation deals with the volunteers perception and trust towards the organization (Peng and Luo 2000). Open Family Australia can apply this base to avoid stiff competition currently present in the nonprofit making industry. Section Four Market Targeting and Consumer Profile Target market are the segments or the group of individuals Open Family Australia has decided to as the acquire gifts and donations from in order to achieve the goals and objectives. Identification of the target group depends on the types of segmentation discussed above. Market segmentations in the table above assists the organization to breakdown the identified market target into smaller manageable groups (Natter at.al 2008). The target market of Open Family Australia are the youths in various learning institutions and the working youths. The market segmentations therefore help Open Family Australia Company to customize the gift, donations and the degree of the individuals willingness to volunteer and help with the charity work this organization is undertaking. Market target has enabled the company to focus on donors and volunteers who are willing to offer much to the projects of the company. Open Family Australia uses online platform while creating the volunteers profiles. Profiles help the company to reach volunteers and enable volunteers to inquire more about the company. Profile enable volunteers to have information on the goals and objective of the organizations leading to clear channel for donation. Creation of volunteers profile requires a procedure to be followed. The system begins with the company creating extensively describe loyal volunteers as well as other potential donors and determination of their target group interest. After the first two steps, the company should give clear information concerning their locations and how they can be reached by the volunteers. Open Family as created a website where all volunteers can create their profiles and get information concerning all the projects, goals and objectives of the company. Section Five Differentiation and Positioning Open Family Australia as nonprofit organization dealing with the youths, providing support to the disadvantaged homeless youths in the streets. The company maker target as mentioned in section four above are the youths in learning institutions and working ( age 15years to 35 years old). With application of market segmentations the company can be considered to be strategically located in Victoria address code 3003 as indicated in section. Even though the position of the company is considered to be strategic after several relocations. Positioning can also be considered in other way apart from the geographical perspective. Volunteers according to the reports of the company have indicated how volunteers perceive a product in relation to other competitive organizations. Open Family has a distinguishing image and offering that stands out from the competition in the minds of consumers. The company in the recent past has been using a perceptual map plotting volunteers survey data on a perceptual map. . Open Family Australia provide unique services to the youths and volunteers indicating the difference and positioning of the company (Nwankw 2000). The company follow clear and easy channel of donation mostly done online as compared to other firms. The management of the firm utilizers varied management methods. The group targeted group is quite unique consisting of young individuals. A perceptual map is a two-dimensional graph that visually provide information on a companys service and performance position. It confirms the stand of an organizations performance compared to the competitors in the same industry. Conclusion The above discussion covers various concepts of the free system Open Family Australia Company is operating. The company overview provides information concerning the basic knowledge of the company starting how the company supports the disadvantaged in the streets. The company operates within a free system composed of macro environment containing forces such as, political, demographic, technology as well as natural and cultural forces. The macro environment on the other hand is made up forces that are within the companys management and can be controlled. The company operates in a competitive industry made of several government organizations. To cub the level of competition market segmentation as well as positioning and differentiation is an important factors to be considered as discussed above. The company should include the elderly in the society for extensive donation as many of the organizations do not concentrate on them. Development of a worldwide platform to enable the organization to receive volunteers and donors from all across the globe. The company should considered extension of the services and projects in order to acquire more gifts and funds from a broader community. The company should invest on the services of marketing managers for increased performance. Reference Achrol, R.S., Reve, T. and Stern, L.W., 2013. The environment of marketing channel dyads: a framework for comparative analysis. The Journal of Marketing, pp.55-67. Bartels, R. and Jenkins, R.L., 2007. Macromarketing. The Journal of Marketing, pp.17-20. Dibb, S. and Simkin, L., 2001. Targeting, segments and positioning. International Journal of Retail Distribution Management, 19(3). Dillon, W.R., Madden, T.J. and Firtle, N.H., 2014. Marketing research in a marketing environment. Richard d Irwin. Heath, E. and Wall, G., 2011. Marketing tourism destinations: a strategic planning approach. John Wiley Sons, Inc.. Hollensen, S., 2015. Marketing management: A relationship approach. Pearson Education. Hunt, S.D., 2006. The nature and scope of marketing. Journal of Marketing, 40(3), pp.17-28. Keller, K.L., 2009. Building strong brands in a modern marketing communications environment. Journal of marketing communications, 15(2-3), pp.139-155. Leeflang, P.S. and Van Raaij, W.F., 2015. The changing consumer in the European Union: A meta-analysis. International Journal of Research in Marketing, 12(5), pp.373-387. Malhotra, N.K., 2008. Marketing research: An applied orientation, 5/e. Pearson Education India. Natter, M., Mild, A., Wagner, U. and Taudes, A., 2008. Practice Prize Report-Planning New Tariffs at tele. ring: The Application and Impact of an Integrated Segmentation, Targeting, and Positioning Tool. Marketing Science, 27(4), pp.600-609. Nwankwo, S., 2000. Assessing the marketing environment in sub-Saharan Africa: opportunities and threats analysis. Marketing intelligence planning, 18(3), pp.144-153. Peng, M.W. and Luo, Y., 2000. Managerial ties and firm performance in a transition economy: The nature of a micro-macro link. Academy of management journal, 43(3), pp.486-501. Peter, J.P., Olson, J.C. and Grunert, K.G., 2009. Consumer behavior and marketing strategy (pp. 122-123). London: McGraw-Hill. Piercy, N., 2012. Market-led strategic change (p. 367). London: Thorsons. Reeder, R.R., Brierty, E.G. and Reeder, B.H., 2007. Industrial marketing: Analysis, planning, and control. Prentice Hall. Wood, M.B., 2011. The marketing plan handbook. Pearson Higher Ed.

Euphemystic by Son, Ambulance free essay sample

Good music often has the ability to create an image in the listener’s mind. Such is the case with Son, Ambulance’s debut album Euphemystic. As one listens, it is impossible not to feel a variety of emotions. It is full of poetic lyrics, warm vocals, and beautiful instrumentation. Joe Knapp’s unique vocals contribute to the album, creating an atmosphere that is hard to find in most music. At times, the album is oddly reminiscent to sitting and talking among friends. The album opens with the lyrically based song â€Å"An Instant Death.† It is melodically simple with repetitive instrumentation. The simple sound combined with the complex lyrics creates a song that is both enjoyable and meaningful. Appropriately enough, the track â€Å"An Instant Death,† is followed by the track â€Å"An Instant Birth.† This track is much more upbeat with catchy instrumentation, a description of suddenly being inspired in life. Next is the track â€Å"Seven Days. We will write a custom essay sample on Euphemystic by Son, Ambulance or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page † This is yet another successful song, featuring layered vocals. Low-pitched, almost spoken lines underlie the main vocals. These lines contribute to one another to create contrasting, yet somehow similar descriptions of love. Piano is the primary instrument throughout this song, beginning the trend throughout the album. The fourth track, â€Å"A Book Laid On Its Binding,† is yet another beautiful song with full instrumentation that seems to just fall together into the vocals to create a complex whole. From the opening lyric, â€Å"Our lives twist like woven threads on an endless loom of time,† it is clear that these lyrics will be beautiful, and the song does not disappoint. Toward the middle of the album, however, the album begins to drag temporarily. The fifth track is the Spanish inspired â€Å"Maria in Motion,† which occasionally has an almost irritating sound. The song on a whole is good, but there are portions that detract from it. The sixth and seventh tracks, â€Å"Anonymous† and â€Å"Like A Friend† are both weaker tracks, as well, although not unpleasant to listen to. These songs have weak melodies and simple instrumentation, so they do not grab at the listener like the other tracks on the album. The album picks up quickly, however, with the eighth track, â€Å"I Promise You’ll Never Grow Old.† It is upbeat, catchy, and cheerful. The melody is wonderful, and it feels like a song of summer. It is a love song of the oddest kind, telling of a relationship that has ended, but the story is told without bitterness, only joy about what had been. The ninth track â€Å"A New Dress for Maybell† relies solely on piano instrumentation. It is another sad song, but there is a message of hope throughout. The album ends with what may very well be the best song of all. It is titled â€Å"Violet† and features vocals by Conor Oberst of Bright Eyes. It is quite different from the rest of the album, featuring jazz and blues influences. The piano is used to produce full chords, and the lyrics are beautiful. This is easily one of the most emotional songs on the album. This is a song that can be felt. It ends on a hopeful, powerful note, a perfect end to the album. Despite a few weak tracks, Euphemystic is definitely a success. It is an album that can actually cause the listener to view things differently. Anyone who enjoys indie music, poetic lyrics, and beautiful music should definitely give it a listen.

Shakespeares Life Essays - William Shakespeare, Kings Men

Shakespeare's Life Shakespeare's Life William Shakespeare was born on April 23, 1564. He was baptized on April 24, 1564, in Stratford-upon-Avon, Warwickshire. He was the third of eight children born to John Shakespeare and Mary Arden. John was a well-known merchant and Mary was the daughter of a Roman Catholic member of the gentry. Shakespeare was educated at the local grammar school. According to history, Shakespeare was the eldest son, and he should have been the apprentice to his father's shop so that he could be taught everything his father knew and soon take over the business. But instead he was the apprentice to a butcher because of the trouble in his father's financial situation. Another story says that Shakespeare became a schoolmaster. Shakespeare was allowed a lot of free time when he was young. This was suggested by historians that his plays show more ideas of hunting and hawking than do those of other play writers. In 1582 he married Anne Hathaway, the daughter of a farmer. He was thought to have left Stratford after he was caught poaching in the deer park of Sir Thomas Lucy. He was a local justice of the peace. Shakespeare and Anne Hathaway had a daughter in 1583 and twins- a boy and a girl- in 1585. The boy however, eventually did not live. Shakespeare apparently arrived in London around 1588 and by 1592 had gained success as an actor and a playwright. Shortly after that, he secured the business of Henry Wriothesley, 3rd earl of Southampton. The publication of Shakespeare's two poems Venus and Adonis (1593) and The Rape of Lucrece (1594) and some of his Sonnets (published 1609), established a reputation for him as a talented and popular Renaissance poet. The Sonnets describe the devotion of a character to a young man whose beauty and charm he praises and to a mysterious and untrue woman with whom the poet is afraid. The following triangular situation, resulting from the attraction of the poet's friend to the woman, is treated with passionate intensity and psychological insight. However, Shakespeare's modern reputation is based mainly on the 38 plays that he wrote, modified, and collaborated on. When in his days, these plays frequently had little respect by his educated friends, who considered English plays of their own to be only tasteless entertainment. Shakespeare's professional life in London was marked by a number of financially beneficial arrangements that allowed him to share in the profits of his acting company, the Chamberlain's Men, later called the King's Men. The acting company had two theaters, the Globe Theatre and the Blackfriars. His plays were given special presentation at the courts of Queen Elizabeth I and King James I more frequently than those of any other coexistent writer. It was known that he risked losing royal favor only once, in 1599, when his company performed "the play of the deposing and killing of King Richard II" at the request of a group of conspirators against Elizabeth. They were led by Elizabeth's unsuccessful court favorite, Robert Devereux, 2nd Earl of Essex, and by the earl of Southampton. In the later study, Shakespeare's company was cleared of dealing with the conspiracy. After 1608, Shakespeare's dramatic production lessened and it seemed that he spent more time in Stratford. There he had secure family in a wealthy house called New Place. Shakespeare had become a leading local citizen. He died on April 23, 1616, and was buried in the Stratford church.

Workforce diversity management

Workforce diversity management Executive Summary Globalizing organizations encounter enormous challenges in the quest to manage the diversities of their work force. These diversities entail differences existing among people working in the organization with regard to parameters such as gender, race, community values, age, sexual affection, income levels, work experience, parental status, religious beliefs, ethnicity, religion, and physical abilities amongst others.Advertising We will write a custom report sample on Workforce diversity management specifically for you for only $16.05 $11/page Learn More Apparently, this largely surfaces as the chief types of diversities that exist in the Google Company that serves as the case company in this paper. A review of current literature to show the importance of managing workforce diversity for today’s managers reveals that managing diversities of an organizations work force is a mandate that organizational managers cannot treat with minimal concern as it is of paramount importance, which include improvement of workforce productivity, improvement of workforce engagement and reducing instances staff absenteeism among others. In the analysis section, on the management strategies in place in Google company for managing workforce diversity, the papers finds workforce diversity management as resting on the need to avail networks, which are ideally open to all interested workforce members. Introduction In the present time, globalizing organizations avail immense benefits to the population in the regions where they establish in terms of promotion of HR policies that are innovative in nature. However, such a corporate encounters mega challenges in managing the workforce diversity in every region. For the purposes of discussions of this paper, the term diversity refer the myriads of differences existing among people working in an organization with regard to parameters such as gender, race, community values, age, sexual affection , income levels, work experience, parental status, religious beliefs, ethnicity, religion and physical abilities among others. As a repercussion and in the context of this paper, workforce diversity management encompasses â€Å"a comprehensive managerial process for developing an environment that works for all employees† (Parvis 2003, p.37). Using Google as a case example of large nongovernmental organizations, the paper dedicates itself to review current literature to show the importance of managing workforce diversity for today’s managers.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It conducts an analysis of the types/kinds of workforce diversity that exist in the Google Company. It later sums up by analyzing the management strategies in place in the organization for managing workforce diversity. Importance of managing workforce As organizations diversify, th e approaches deployed to address workforce management issues are critical in influencing the performance of an organization in the competitive market place. Dessler (2004) reckons, â€Å"the importance of diversity management has been communicated by academics and professional alike, citing the many benefits of having a heterogeneous organization, as opposed to homogeneous organization† (p.43). A homogenous organization is a non-diversified organization while a heterogeneous is a diversified organization: it employs people of varying backgrounds in terms of race, age, physical abilities, and geographical regions among others. Cute management of workforce diversity has been acclaimed by many scholars as having the ability to improve workforce productivity, improvement of workforce engagement, foster staff absenteeism coupled with an increase of workforce turn over by about five folds (Dessler 2004, p.45). For the Google Company, workforce diversity management is critical in th e endeavor to increase the ability to address the various needs of more diverse Google customer base. Particularly, Google gains from the valid view points of its diverse workforce in effect that such a workforce provides increased problem solving capacities coupled with enhanced creativity levels- something that is critical for the success of the organization in the future unknown dynamic business environment. In this context, it is arguable that proper management of Google’s work force makes the organization gain immensely in the sense that the organization ends up establishing a central position in the competitive market.Advertising We will write a custom report sample on Workforce diversity management specifically for you for only $16.05 $11/page Learn More An increasing number of scholarly studies reveal that a direct correlation exists between employees, attendance, job performance, dedication and perception of being valuable resources of an or ganization. For instance, according to Pope â€Å"if management and team members fail to value women and minorities, company productivity will likely suffer as a consequence† (2004, p.63). This infers that mismanagement of workforce diversity translates to affecting an organization’s costs. In this context, organizations, which do not support diversity existing in their workplaces, are likely to plunge into expensive lawsuits and out of court settlements case largely contributed by poor management of various talent tools: for instance stereotypes propagation, discrimination and harassment among others. Additionally, such organizations are susceptible to costs linked to replacement of employees (Jayne Dipboye 2004, p.412). In case an organization is constituted by people of varying ethnicities coupled with higher proportions of women as compared to the general industry on average, an interrogative arise seeking audience on how reconciliation of differences among employ ees can be achieved without causing undue friction during every day interactions of the employees. In this context, managing workforce diversity becomes a crucial endeavor since otherwise the performance of an organization gets negatively impaired and hence its productivity and profitability (Pless Maak 2004, p.129: Alpert 1998, Para. 5). Development of plausible knowledge by today’s management professionals is indeed crucial since many of the issues encountered in the work environment prompting intolerance for the differences characterizing differing workers can only be solved by use of cute approaches of the work force diversity management. Most pressing stalemate issues pertaining to workforce diversity are more inclined on perspective of treatment of women (Ollapally Bhatnagar 2009, p.461). In this context, the concepts of workforce diversity management are vital for adoption by today’s organizational managers since race and gender constitute the major issues and the key drivers of approaches for managing diversity.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Where minority groups largely perceive themselves as being more oppressed or discriminated, it is apparent that they would consider taking steps that are unhealthy to the performance of an organization. This is perhaps widely probable based on the possession of intense awareness of the minority rights among such person coupled with the existence of stricter organizations codes of conducts and regulations predominantly formulated to govern behaviors within work places. This argument makes more sense especially by consideration of Pope (2004) argument that â€Å"it is in the interest of the management of any firm to sensitize their workforce towards race and gender issues and ensure that the workplace is free of discrimination against minority groups, as well as women† (p.64). From this dimension, managing workforce diversity has a chief contribution in aiding people working within Google Company to connect with one another in an attempt to further Google company goals, create changes within the corporate community, which are positive without negating promotion and strengthening the Google Company’s business partnerships. From a different dimension, Kersten (2000) argues, â€Å"the impetus for diversity programs begins with desirable social and political goals while strategic commitment needed to make it part of the company’s business strategy come only from the highest level of an organization† (p.236). Drawing from this argument it is conspicuous that management has a proactive role to play in ensuring that workforce diversity is managed to avoid conflicts of interest among the minority and majority groups of workers. An analysis of the types or kinds of workforce diversity that exist in Google Company The clients of Google Company are diverse in many aspects including gender, race or ethnicity, age, region and physical abilities among other differences. To address the needs of these diverse clients, Google Company indeed employs a diverse work force regionally, ethnically, based on gender and even on an age basis. In fact, according to Saxena et al (2012), Google Company â€Å"†¦represents 138, 000 queries every minute of every day in 90 different languages† (p.4). With this kind of immense capacity to handle internet traffic of queries every minute, it is plausible to argue out that Google is indeed the best world’s search engine. For Google then it implies that she has to employ an immense number of people coming from a variety of ethnic lines across the globe. The capacity to orient her diverse workforce to a common goal saw Google’s revenue escalate to 961.9 million dollars in 2003, a figure that has grown into multi-folds since then (Saxena et al 2012). This means that Google has acquired an immense competitive advantage in the operational environment in which it has managed to outdo companies like America on line (AOL), Amazon and eBay, which have been tightly competing with Go ogle Company for revenue. For Google Company, concepts of diversity do not lie on the traditional perception of what ideally constitutes the differences among the workers within organizations such differing religious and moral believes among others. Professional differences also accounts for the sphere of diversities at Google Company. However, this is not an immense challenge since the Google Company products take into accounts all the professional qualifications of her entire workforce. Precisely speaking Google Company (2012) endeavors â€Å"to spread the love of Science, technology, engineering and Math (STEM)† (Para.5). Technology and Science makes use of diverse professional abilities and technical knowhow. Therefore, just as Google Company’s employees are diverse in respect to differences such as gender, ethnic origins and age, professional diversity is equally relevance for inclusion in the realm of workforce diversity management approaches at Google. Company G oogle (2012) reckons, â€Å"Google is the home for countless communities of unique people. We offer hundreds of internal groups and clubs raging from runners at Google theatre lovers and game developers† (Para. 2). This evidences that Google perceives differing professional abilities of her employees as part of her workforce diversity at her disposal, which while well tapped and managed may lead to increased productivity and consequently to escalation of profitability of the organization. As argued before, diversity within any organization including Google Company is critical in terms of influencing an organization’s costs. The better its management, the better the organization becomes protected from unnecessary costs. This is a positive aspect of deployment of credible workforce diversity management. However, on a different dimension, embracing total consideration of every aspects of workforce diversity results to unnecessary costs and hence negative impact of workfor ce diversity management. As a way of example, it is quite crucial in some organizations for workers not to take partisan positions especially on matters involving making personal opinion or judgments of issues of national public interests that attracts heated debates as doing so may invoke violence among the target audience. Amid this prerequisite, in such a situation, integration of utmost concepts of workforce diversity means that the managers also consider diversities in such opinions. Giving room for people for instance working in media organization; considering the massive influence they have on the masses, to express their diversities opinions, may give loopholes for thriving of stereotyped society largely fueled by the promotion of unlimited workforce diversity within media houses. An analysis of the management strategies in place in the organization for managing workforce diversity Founded by Larry Page and Sergey Brin, Google Company, is one of the companies classified as b eing most successful on start up right from it growth from a research being a project to a search engine that has revolution the world. Google is guided by the organizational slogan: ‘never judge a search engine by its interface. What this slogan means is that amid the simplicity of its interface, intrinsically within it, there rests the most sophisticated technological infrastructures of the world. Diverse people across the globe run and develop these infrastructures. The value of this diversity is indeed highly appreciated by the company’s CEO, Eric Schmidt, who posits, â€Å"at Google, we do not just accept differences-we thrive on it. We celebrate it. And we support it, for the benefit of our employees, our products and our community† (Saxena et al 2012, p.13). The diversity referred in here is the workforce differences in term of gender, religious beliefs subscriptions, cultural beliefs and ethic differences among the Google workers coupled with other differ ences that define particular segregated groups of Google workers from the wider total work force. Google deploys numerous strategies to cope with the workforce diversities. Google (2012) informs, â€Å"Google offer hundreds of internal groups and clubs raging from runners at Google theatre lovers and game developers† (Para. 2). Many of these Groups and clubs are principally developed to facilitate and support ardently the Google’s diversity initiatives both within Google Company and within her communities. In this end, the key management strategies at Google to enhance workforce management rest on the establishments of workers diversity management approaches inspired by network organizations. Moore (1999) reckon that people who â€Å"are different from each other in terms of their gender, physical ability, socioeconomic background and so on, are more likely to have at least some stereotypes about each other, and it is these stereotypical attitudes and view that many d iversity training programs aim to address† (p. 208). Consistent with this light, at Google the main strategy for managing workforce diversity rest on the need to avail networks which are ideally open to all interested workforce members. Through the networks, employees take part in activities such as professional development, mentoring, community service and even education outreach among other activities that the company deems essential in fostering tolerance of differences existing among her workforce. This strategy is widely conforming to Anand (2004) insight that â€Å"effectively integrating diversity requires education, training and communication† (p.307). Communication across the networks is enhanced by the fact that while such networks are available across the world, the members normally comes together during annual general summit on leadership. Arguably holding such a summit goes far in breaching the regional differences among Google Company workers as the member s are given subtle platforms to express their concerns ardently. Communication across all the global networks in Google Company is in fact essential since as Parvis (2003) argues, â€Å"communication plays an important role in the diverse workforce environment† (p.37). Without communication is impossible for articulation of the various differences existing among organizational workers with the business missions and goals. The various networks groups that Google deploys to spread the concerns of the need to promote workforce diversities are formed on the basis of diversifies such as gender, race and or professionalism diversities among others. With reference to Google (2012), such networks include- Asian Google Network (AGN), which was formed in 2007 essentially to â€Å"support employee retention and career advancement, educate Google employees concerning Asian American culture and perform community outreach† (Para. 3). Others include GWE (Google Women Engineers), BGN (Black Googler Network) HGN (Hispanic Googler Network), AAGN (Asian American Google Network), Google Capability Council and GAIN (Google American Indian Network). The focus of these networks in promoting workforce diversities is perhaps brought out more conspicuously by consideration of the concerns of each of the network. For instance, according to Google (2012), BGN (Black Googler Network is indebted to â€Å"attract, recruit, retain and develop Black talent at Google† (Para. 10). Since when it was established, BGN has actively supported diversity at Google and within the communities in which Google conducts her business. Conclusion The paper has argued that the workforce within an organization is diverse in many respects. The term diversity has been used to refer to myriads of differences existing among people working in an organization with regard to parameters such as gender, race, community values, age, sexual affection, income levels, work experience, parental status, religious beliefs, ethnicity, religion and physical abilities among others. In the example case of a large organization that is privately owned, the paper has used Google Company in the analysis section of the kinds or types of workforce diversities in it: gender and ethnicity. Google Company management strategies to deal with workforce diversities consequently have been confirmed as being established to address and promote the tolerance of the differences in the Google workforce inspired by these two types of diversities. Recommendations The paper recommends that organizations deserves to understand the benefits of adopting multicultural environment that is tolerant to workforce diversities. By doing this, organizations would gain immensely in form increase in the productivity of the diverse workforce and hence boosting the profitability of the organization in question. In this end, the paper proposes that ‘buy-in’ of the entire organization is one of the plausible way s of ensuring the existence of a multicultural organization. This calls for all management staff, right from top to down, to understand the relevance of workforce diversity from moral perspectives and business perspectives. The paper goes on to recommend that in order to achieve this, the organizations essentially deserve to alter their values to orient them to commitment for promotion of workforce diversity within the work environment as evidenced by the case for Google Company. References Alpert, T 1998, Gaining Competitive Advantage: The Case for Diversity. Web. Anand, R 2004, ‘Make diversity part of the business plan’, Restaurants Institutions, vol. 114 no. 22, pp. 307-311. 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