Investigation into Roles and Contracts of the Music Industry Essay Example for Free

Investigation into Roles and Contracts of the Music Industry Essay Scenario Your local paper has assigned you with a task to present them with information about the roles and contracts in the Music industry. Carry out an investigation that describes/explains/comments critically on the roles and contracts of one area of the Music Industry and deliver your results as a presentation to the class. Task 1: Using Publisher/ Word, you need to research, write and describe the contracts associated with an area of the Music Industry (Live Performance: e.g. artist’s responsibilities with a label, or a manager/agency’s responsibilities with an artist/performer) (P3) In order to gain a MERIT grade, in addition to the requirements of the PASS criteria, you will need to describe and explain the above by providing examples. (P1, P2, M1, M2) In order to gain a DISTINCTION grade, in addition to the PASS and MERIT criteria, you will need to describe, explain and comment critically the above by giving examples, drawing conclusions from experience and/or research (P1, P2, M1, M2, D1, D2) 2 Know the professional roles within a chosen area of the music industry Live performance: eg performer/artist, DJ, agent, promoter, venues and stage management, crew/ technicians, security, merchandise Record companies: eg AR, promotion, distribution and retail, merchandising Music publishing companies: eg publishing, copyright, sales, composer and artist development  Artist management: eg artists, songwriter/composer, manager Assessment Method: Class presentation. To include referencing

Reign of Fire :: Reign of Fire Essays

Reign of Fire Early this morning while rummaging through my sock drawer, I found the 32nd book of Proverbs, magically placed there by God, in a historical advent. This chapter proves the bible to be true, as it delivers divine prophecy about the movie Reign of Fire. God says "yo, yo, yo. What be goin down, ma fuckin' peeps?" (he's learning Ebonics, but not very good at it). Also, your great-grandmother ended up in hell. He just thought you'd like to know. 32 Health and sustaining abundance who can find? 2 These are worth far more than gold and jewels. They are missing in this time, after the 1st (who was the last) found the Earth, and the time of man was stunted, consumed in a Reign of Fire. 4 Through trials you have taught us much Oh Lord; Though you tease with many, in the end it was only one. 6 He who is American always has the bigger penis. The Dragon can flame millions but never the hero. 8 When hunting dragons, always bring a battle axe. The only movie worse than Triple X is Nothing But Trouble. 10Now more than ever the world needs an endless supply of Flamethrowers He who is not American sometimes has the bigger penis.(a)* 12 If you can eat ashes, you can fart females.(b)** No movie is worse than Triple X.(c)*** 14Also the age old question is answered: Can we make a really sentimental and tired action movie *without* a major love angle? Indeed, it is done. Accomplishment to humanity it is, that so much can go into making so little. v11 (a)* - While appearing to be a contradiction of verse 6, it actually isn't. Verse 11 can still be true if there is no American around. Infact, Verse 11 must be true as in any situation where no American is around, then "he who is not American" will necessarily have the bigger penis. So, the next time a skeptic approaches you with this "contradiction", tell him or her to kindly eat a dick. v12 (b)** - On the surface, this seems to be meaningless nonsense which has nothing to do with reality. But obviously alot of people believe this shit, so that cannot be the case. In fact, this verse actually has logical evidence to support it. The first dragon was the only male, and originally the only one around.

Recruitment, Selection, Performance Appraisal Essay

Recruitment Finding the right people for the job is one challenge all managers and organizations share. While managers may have the ability to redesign or adjust jobs to fit the available people, the usual challenge is the reverse. Thus, a first important step in the recruitment, selection, and placement process is undertaking a job analysis. This helps ensure you know what the employee must know and do (job requirements) and under what circumstances. There are several common mistakes one can make in the recruitment phase, including: †¢Restricting the pool of qualified candidates by using a poor search strategy and/or approach. An example is exclusive reliance on either internal or external recruitment no matter the position or available candidates. Another is failing to include a good array of sources to ensure a strong â€Å"talent pool.† †¢Writing a position description that does not match the job. This happens most frequently when there has been no careful analysis of the job and/or when there is no second level review of the analysis to help ensure accuracy. †¢Writing position postings/advertisements that are overly broad or are inappropriately restrictive. An example is when everything in a posting is â€Å"preferred† or everything is â€Å"required.† For those who are hiring managers the issue of whether to recruit/promote from within (internal recruiting) will likely be a familiar one. There are numerous advantages, including development of â€Å"career ladders† that help with employee retention. Simply put, a career ladder is one that plans and enables advancement up the levels of an organization. Internal recruiting can also help organizations preserve and protect critical knowledge, values, and practices. Transitions can be smoother, with less negative impact on productivity. Look more:  recruitment and selection process essay One thing organizations can and should do when wishing to leverage internal talent is to inventory the knowledge, skills, experiences, interests, and abilities of their employees. When the organization has the needed financial and technology resources, these can captured electronically in a knowledge management or human resource information system (HRIS). Performance appraisals, when done well, can also prove rich and useful sources of information about employee  interests and potential. An exclusive reliance on internal recruiting has its potential disadvantages. One is that there may be no one in the organization who has the knowledge and skills for either new initiatives or those where there is no room for downtime or training. Another is that it may be difficult for the organization to refresh its talent pool and learn by recruiting those with diverse knowledge, experiences, abilities, and perspectives. Selection Selecting the best candidate for a position is both a critical management function and one that can be difficult. It is useful to begin by recognizing that there is no failsafe method of ensuring the right choice is made. Mistakes happen regularly and the consequences for all parties can be enormous. As Bohlander & Snell (2009, p. 254) report the average cost of a mismatch has been estimated at anywhere from $20,000 to $100,000 for intermediate and senior positions. This is just the financial cost and does not consider the frequent emotional and even physical distress bad hiring decisions can have on the candidate, other employees, an organization and manager’s reputation, and beyond. As discussed in the section above, an important first step is to conduct a careful job analysis that provides as much information about what knowledge, skills, abilities, experiences, preferences, etc. will lead to success. Ensuring a good match between important organizational and candidate values is also a critical and sometimes forgotten factor. To illustrate this point, it is useful to envisage a candidate who is seeking an improved quality and balance in his/her personal life walking into an organization with â€Å"Whatever it takes!† posted strategically on the potential supervisor’s door. Cascio (2010) offers a good summary and discussion of the importance of ensuring reliability and validity of the information obtained during the selection and staffing process (see Chapter 7). The goal is to work to ensure sound and consistent judgments/results no matter the people, time, and/or tools used in the selection process. The risk in failing to attend to these concerns is not only a poor selection decision but also a possible legal challenge. You will find the overview on staffing and selection methods (Cascio, Chapter 7) and tools interesting and useful when preparing your week 5 assignm ent. Those who work for small firms might be surprised by the  array of tools and tests in current use. Some, like graphology (Cascio, p. 247), are not generally accepted by U.S. academic experts and others present sufficient problems (eg., polygraphs) they are either not used widely or are not viewed as reliable sources of information (eg., reference checks). Interviews remain an important selection method, with those that use a structured process viewed as most effective and appropriate. Those wanting a smile during your research and writing process should read the â€Å"Top Five Biggest Mistakes Candidates Make During Job Interviews.† And, of course, everyone will want to be sure to avoid illegal questions when conducting employment interviews. This resource serves as a useful reminder of what to avoid: http://employment.findlaw.com/employment/employment-employee-hiring/employment-employee-hiring-overview.html Employee Performance Appraisal Just these words can send a shiver down many if not most people’s spines! Even in modern organizations with well trained and resourced managers, it is safe to say that a large percentage do not like this part of their job and/or feel they do it poorly (on this, see Cascio citing Grensing-Pophal (2001) and Sandberg (2007)). One sad thing about this is that assessment and feedback are so important for improved performance and, ultimately, for creating a workplace where people want to be. Another is that so much is known about what to do and to avoid but this information does not seem to have found its way in a systematic or consumable format into the hands of practicing managers. Cascio provides a summary of what is known from the study of this subject and you can find much more in professional and scholarly management journals in the UMUC electronic databases. Of the numerous things to remember when evaluating the performance of an employee, three are critically important: â₠¬ ¢Evaluate only what is required to do the job †¢Ensure the employee has a written copy of expectations and standards at the beginning of the period when performance will be reviewed †¢Use observable and measurable standards – rely on evidence-based assessment AND maintain records (document †¦ document †¦ document!) (Bohlander & Snell, 2010, p.  369). Time is a frequent enemy of effective performance appraisals. There never seems to be enough of it to plan, prepare, meet, review, write, discuss, and follow up. Thus, it is common to cut corners. An example is waiting until the end of an evaluation cycle to discuss performance for the entire year. Sometimes that discussion never even happens and the entire process is handled as a paper/e-mail transaction. Imagine the message this sends to employees about their relative importance to the organization! Yet most of us who have been managers have probably both had this done to us and do it to others. Also often related to time shortages, managers and employees find themselves at the end of a review cycle with no concrete documentation to support their views. The potential for reliance on recent or certain events is great in such circumstances and this can result in unfair and/or inequitable reviews. Avoiding behavior is also quite common. Surprises are the consequence. Conflict, whether direct or indirect, is likely. A recommended standard is that there should be no surprises in a performance review discussion or document. Sometimes, this happens when those being evaluated are not good listeners but in many more cases, managers have not invested the time needed to plan for and then communicate expectations or provide timely feedback. Depending upon the method and process used, concerns about ensuring fairness and equity can occur and can serve as constraints on a good evaluation process and outcome. Imposed rating quotas and caps can cause this to happen, especially when they are either not known or are announced at the end of an evaluation period. As you systematically and critically analyze your performance assessment systems this week, you will find it useful to review carefully the information Cascio and other sources you find provide, being sure to objectively consider both strengths and possible limitations of the available alternatives. As you will see, there are no prescribed rules about who should be involved in the evaluation process and there is no single method that works for all organizations. People often think a 360-degree appraisal is optimal. If the organization and people are well prepared such a system can be great. If not, it can be, and often has been, a disaster. Speaking of which, there are numerous sources of potential error when conducting an appraisal. Cascio discusses some of them (halo error, contrast error, recency error) (pp. 356 – 357). If you have worked for a while in  different organizations it is quite likely you will have observed some of these in practice. They are both common and often difficult to avoid. Training, increased awareness, and self-management are important in avoiding and/or limiting the possible negative consequences of these rating errors. As Cascio writes, performance appraisal systems MUST have these characteristics: relevance, sensitivity, and reliability and SHOULD also be acceptable and practical (p. 335). A review of this discussion is strongly recommended. In my experience many systems fail on all counts. People are evaluated on factors not directly relevant to their success or that of the organization. It is difficult to differentiate between and among employees using the system and as a result everyone gets rated about the same. Different raters evaluating the same person and behavior arrive at different conclusions and the view of those more senior often prevails. Managers don’t really accept the system. And, finally, the system is so onerous everyone waits until the last possible minute to do this task hoping it will somehow make it more bearable. The three major types of performance assessment used in most organizations are those that focus on the following factors: a) Individual characteristics or traits b) Behaviors c) Results As Cascio explains, there are several methods that organizations and their managers use. You should discover the one that is the closest fit to the method used in your own organization. It is important to recognize that each method has advantages and disadvantages. While organizations may design and employ a hybrid, it is likely behaviors or results will be relatively more important when evaluating performance and determining consequences. It is common to hear arguments in favor of a results-based approach. There are, however, some essential preconditions for this to work. One is an understanding that this does not mean â€Å"results at any cost.† Another is to find a way to recognize those who may have a difficult time demonstrating how what they do on a daily basis contributes directly to organizational goals. This concern applies especially to those at lower levels in an organizational hierarchy. To summarize, designing and conducting effective performance appraisals is something all managers have to do, whether using a  formal or informal method. There are available alternatives and each has its pros and cons. The secrets to success are relatively simple: †¢Begin by establishing a common understanding of what is required to do the job. †¢Establish and carefully communicate expectations and standards for performance. †¢Set performance goals and milestones and monitor and discuss progress throughout the year. †¢Maintain good records.  Ã¢â‚¬ ¢Avoid surprises.   Ã¢â‚¬ ¢Set aside sufficient time to plan and focus on each employee when meeting to discuss performance. †¢Treat employees with respect and remember to engage them in the process and recognize both accomplishments and areas needing improvement. †¢Use appraisal as an opportunity to examine and explore opportunities for future growth and development. †¢In other words, focus primarily on what will happen rather than what has happened. For those who are interested, this is a video that demonstrates what NOT to do during a performance review meeting: http://polaris.umuc.edu/cvu/amba602/home.html And here is one of several examples from the Web of a well organized and implemented appraisal meeting: ________________________________________ References Bohlander, G., & Snell, S. ( 2010). Managing human resources. Mason, OH: South-Western Cengage Learning. Cascio, W. (2010). Managing human resources: Productivity, quality of work life, profits. NY: McGraw-Hill Irwin. Written by: Christina A. Hannah, Ph.D.

Why CO2 Isnt an Organic Compound

If organic chemistry is the study of carbon, then why isnt carbon dioxide considered to be an organic compound? The answer is because organic molecules dont just contain carbon. They contain hydrocarbons or carbon bonded to hydrogen. The C-H bond has lower bond energy than the carbon-oxygen bond in carbon dioxide, making carbon dioxide  (CO2) more stable/less reactive than the typical organic compound. So, when youre determining whether a carbon compound is organic or not, look to see whether it contains hydrogen in addition to carbon and whether the carbon is bonded to the hydrogen. Past Methods of Distinguishing Between Organic and Inorganic Although carbon dioxide contains carbon and has covalent bonds, it also fails the older test for whether or not a compound could be considered organic: Could a compound be produced from inorganic sources? Carbon dioxide occurs naturally from processes that are definitely not organic. It is released from volcanoes, minerals, and other inanimate sources. This definition of organic fell apart when chemists started to synthesize organic compounds from inorganic sources. For example, Wohler made urea (an organic) from ammonium chloride and potassium cyanate. In the case of carbon dioxide, yes, living organisms produce it, but so do many other natural processes. Thus, it was classified as inorganic. Other Examples of Inorganic Carbon Molecules Carbon dioxide isnt the only compound that contains carbon but isnt organic. Other examples include carbon monoxide (CO), sodium bicarbonate, iron cyanide complexes, and carbon tetrachloride. As you might expect, elemental carbon isnt organic either. Amorphous carbon, buckminsterfullerene, graphite, and diamond are all inorganic.

IBMs Invention of the First Personal Computer

In July of 1980, IBM representatives met for the first time with Microsofts Bill Gates to talk about writing an operating system for IBMs new hush-hush personal computer. IBM had been observing the growing personal computer market for some time. They had already made one dismal attempt to crack the market with their IBM 5100. At one point, IBM considered buying the fledgling game company Atari to commandeer Ataris early line of personal computers. However, IBM decided to stick with making their own personal computer line and developed a brand new operating system to go with. IBM PC AKA Acorn The secret plans were referred to as Project Chess. The code name for the new computer was Acorn. Twelve engineers, led by William C. Lowe, assembled in Boca Raton, Florida, to design and build the Acorn. On August 12, 1981, IBM released their new computer, re-named the IBM PC. The PC stood for personal computer making IBM responsible for popularizing the term PC. Open Architecture The first IBM PC ran on a 4.77 MHz Intel 8088 microprocessor. The PC came equipped with 16 kilobytes of memory, expandable to 256k. The PC came with one or two 160k floppy disk drives and an optional color monitor. The price tag started at $1,565. What really made the IBM PC different from previous IBM computers was that it was the first one built from off-the-shelf parts (called open architecture) and marketed by outside distributors (Sears Roebuck and Computerland). The Intel chip was chosen because IBM had already obtained the rights to manufacture the Intel chips. IBM had used the Intel 8086 for use in its Displaywriter Intelligent Typewriter in exchange for giving Intel the rights to IBMs bubble memory technology. Less than four months after IBM introduced the PC, Time Magazine named the computer man of the year.

Human Trafficking Is an Inhumane Act of Mankind Essay...

Human trafficking can be dated back to pre-historic times. Slavery, a cruel form of human trafficking, lasted in the United States of America for over two centuries. Even after slavery stopped existing, human trafficking remains to be a problem worldwide. Many people have come to believe that this human act only occurs in third world countries but there are about 50,000 people trafficked a year in the United States. Human trafficking is an inhumane act of mankind and is an issue that a lot of Americans need to be aware of. Hollywood films and exaggerated media productions dont really show the full side and terrible effects of human trafficking. There are two types of trafficking. One of them is known as labor trafficking and†¦show more content†¦Paloma was also told by the con man that if she escaped, her younger sister would be killed. Like in Paloma’s situation, most of the victims are unable to escape because the traffickers use their loved ones in order to threate n them. The main problem about human trafficking is that people believe most of the cases to be untrue because they are not able to see the trafficking happening. Unlike in times of slavery, most of the forms of human trafficking now happen indoors or underground. There are 12.3 million victims of human trafficking worldwide. In the United States of America, there are 18000-20000 people who are victims of human trafficking ever year. The bad part about it is that even in our Oklahoman community, there are many cases of human trafficking happening every single day. There is one case in Oklahoma that just happened the other day. The Oklahoma Police department arrested a man named Philip Gatson who was involved in the cruel act of human trafficking. Gatson and a woman named Sylvia Watson, were caught outside a gas station that is in NW 122nd Street and Macarthur. Just about two miles from where our school is. The two were found with a 17 year old girl who was listed on the national crime database as a victim of sexual human trafficking. Gatson was only 23 years old, an age that someone would not expect to be involved in such matters. The police had also arrested him in an operation known asShow MoreRelatedHuman Trafficking And The Victims Protection Act Of 20002380 Words   |  10 Pages In today’s society, human trafficking is a war that is fought all over the world. This form of modern day slavery affects people of all genders, specifically women and children. This is a global issue that is known throughout the world. 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Fiji Water has the duty to act non-negligently when extracting this resource without harming the people, the land, or the environment. Tom Heap’s (2008) article Bottled Water: Who Needs It? argued that bottled water is â€Å"morally unacceptable† – the discomforting fact while havingRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 PagesYork City Landscape Gerda Lerner, Fireweed: A Political Autobiography Allida M. Black, ed., Modern American Queer History Eric Sandweiss, St. Louis: The Evolution of an American Urban Landscape Sam Wineburg, Historical Thinking and Other Unnatural Acts: Charting the Future of Teaching the Past Sharon Hartman Strom, Political Woman: Florence Luscomb and the Legacy of Radical Reform Michael Adas, ed., Agricultural and Pastoral Societies in Ancient and Classical History Jack Metzgar, Striking

Managing Workplace Diversity Business Environment

Question: Discuss about the Managing Workplace Diversity Business Environment. Answer: CA City Department Store areas of diversity policies. The management of workplace diversity is very critical in ensuring the development and maintenance of a business environment that caters to the interests of all people within the organization(Bedi, Lakra, Gupta, 2014). Therefore, there is a need to establish the areas of organization diversity policies. These areas include age, sexuality and gender diversity, disability, linguistic and cultural diversity and organization resources(Al-Lamki, 2005). Similarly, CA City department store has critical areas such as employees diversity to suit sales and product demographics, resources diversity needed in the promotion of the new products and new organization culture which the employees should conform to. CA City Department Store Diversity Policy Review. The present CA diversity policies do not match with the company cultural diversity. The equality and diversity at the workplace are not observed, and therefore all employees are treated in the same way regarding disabilities, religious beliefs, language, ethnicity, age, and gender. Therefore, the new diversity policies should be focused on training employees to facilitate them to market a new range of products both in Europe and Asia. The impact of CA City Department Cultural Diversity on Organization. The organization cultural diversity can impact an organization positively or negatively(Seyed-Mahmoud, 2004). For the CA City Department Store, the present cultural diversity has positive effects on the organization. For example, the current diversity policies have exposed employees to other different workplace cultures which have been very crucial in enhancing their personal growth. Considering that the department store will be entering into the new markets of Asia and Europe it can improves its diversity by acquiring employees with Asian and European ethnicities. Diversity Policy that respects the employees. Commonly, diversity comprises employees background, race, education, organizational function, tenure, cognitive style, personality, ethnic group, gender and race(Greenberg, 2015). Therefore, in the implementation of the diversity policies, the management should ensure all these critical aspects have been put into consideration(Algahtani, 2013). The most successful strategy of ensuring comprehensive diversity policies is through engaging all the stakeholders in the formulation and implementation of the diversity policies. The involvement of all employees in the diversity policy can be achieved through education and training programs, non-discriminatory performance appraisal, mentoring programs and outreach programs such as community-based recruitments, scholarships, and internship programs. This approach will ensure that all the first diversities of each group of employees have been recognized for the implementation of the policies. How to provide feedback and suggestions the efficiency of CA Department Store Diversity Policies. The best way to report results should be by observing the performance of the new diversity policy(Harvey, 2012). This can be reported in in two ways, first, by observing the behavior of the employees at the workplace and arrive at a conclusion whether the diversity policies have been effective. Secondly, the human resource manager can obtain the results from the employees themselves and report the same to the top management. The second method seems more appropriate as the employees may exhibit different behavior when they notice they are being observed than when required to provide their opinions and views about the new diversity policy. Understanding Cultural Diversity in the workplace. Personal culture guides an individual behavior and moral ethics(Hubbard, 2004). On the other side, organization culture entails established norms, values, and beliefs that govern how an organization runs it day to day activities(Naff Kellough, 2003). Therefore, for an individual to suit in the organization culture, the management should establish a culture that incorporates employees personal values. Similarly, my personal culture entails being professional in intertwined within the organization culture. However, upon interacting with other staff members in my department, I have noted that possess extremely different cultures. For example, I noticed that employees like working only during normal working hours. This culture has characterized by the following features; The research culture embraces undertaking tasks and duties only at the time which they have been allocated. Based on this culture people make decisions according to the task ahead of them. The relationship in the workplace are work related, and people become emotional when they are requested to work overtime. This culture is good as it strictly observes time which has been scheduled for each task. Bearing in mind this culture is largely time-based there is no social rules and boundaries applicable to the genders. The research culture respects power as it is confined only during working hours. Therefore, it observes workplace rules and ethics. The relation of the people and the employers is only limited to the workplace. The culture entails professional and direct communication. Working with people of this culture is awesome. This is because the culture is more professional and thus resulting inefficiency in the workplace. How to use Recruitment and Selection Policies to achieve great Workplace Diversity Polices. During recruitment and selection, the Human Resource manager should aim at balancing labor market demographics to ensure increased workplace diversity. Pertaining the age of the workers, employees distribution is relatively balanced, and therefore, the management should observe the same trend during recruitment and selection. On originality of the product to give it an equal representation, the company should reduce the Australian made products and increase both Asian and European made products. To achieve this, the company focus on recruiting more employees of European and Asian origins. Training Need Analysis for the Workplace Diversity Policy. On analysis of the sales of womens wear, there is a big problem pertaining the purchase of the European and Asian made products. Therefore, there is a need to train the sales people dealing with womens wear products to embrace the customers of all diversities irrespective of their countries of origin. On the other side, the sales personnel of menswear has embraced the new workplace diversity policy. Therefore, the company management can use menswear manager as a role model of women's wear manager. How to solve managers conflicts. As a mediator, neither menswear manager nor women's wear manager should win in this scenario(Kwak, 2002). To maintain a neutral position the Human Resource Manager should undertake the women's wear manager through the training of cross-cultural management. On the other side, HR manager should also urge the menswear manager to explain benefits of effective cross-cultural management. Given that the complaint has risen from the women's wear manager, the human resource manager should first strive to trace the cause of the allegations. This should be followed by involving all the parties involved in the allegations to come into final agreement. However, it would be effective to impose punitive measures if some of the parties are found to have violated organizational policies and procedures. How HR Manager can help CA Department staff to improve business through; By making sure that all products are given equal opportunity for all customers irrespective of the origin of the products or the background of the customers. Services should be provided equally to all the customers either Australians, Asians or Europeans. Effective and non-discriminatory customer relationship should be maintained for all customers. CA Department Stores Process of Managing Harassment allegations. The first step entails making the complaint by letting the offender know that the behavior is offensive(CA City Retail Group, 2012). If the offender does not change then, the offended can communicate the same to his or her supervisor. If the issue is not resolved, the offended individual can seek support from another senior manager. Upon receiving complaints, the manager should take the appropriate courses of actions and commence the process of investigating the complaint. If the offender is found guilty, then the possible outcomes should be applied accordingly to reinforce the offender to conform to the desired behavior of the organization. In the case of workplace discrimination or harassment, for example, direct or indirect discrimination or workplace bullying the employees should report the same to the immediate manager. Alternatively, where the manager is involved in inappropriate behavior, the employee should report to the senior management for appropriate measures to be undertaken. How enhance organization workforce diversity to improve companys reputation through; Management is the crucial internal forum that can be used to promote workforce diversity to build company reputation. To achieve this, the company can adopt three aspects that include communication, actions, and accountability. Communication should be maintained throughout workplace diversity policies. Management should be actively seen involved in the workplace diversity. Finally, management should be accountable to the results of workplace diversity. Company customers form the best external forum to promote workforce diversity(Mundy, 2015). The treatment of all customers equally irrespective of their origin will send a message to the public that the company embraces diversity in the workplace. How workforce diversity promote products and services. Workforce diversity facilitates harmonious co-existence of the employees of diverse cultures(Saxena, 2014). On the other side, good diversity policies have some other benefits such as broad service range, increased adaptability, a variety of opinions and viewpoints and effective execution of the tasks. This will make the marketing of the companys new products easier. Alternatively, to reach the consumers of all age brackets the company should consider adopting age diversity while acquiring new products to the anticipated new target markets. Both ethnicity and age diversities will be competitive advantages compared to international players in the same markets. How to continue supporting company workplace diversity. The human resource manager can continue supporting the organization to value workplace diversity by always adhering to the diversity vision and goals. This will be a good example for other employees to emulate. Again, encouragement of fairness within the organization and treating other people how they wish to be treated will be a true indication that the organization should continue valuing workforce diversity. Show interest in learning other peoples cultures, races, and ethnicities to portray that the human resource manager values the diversity exhibited by different employees within the organization. References Algahtani, A. (2013). Diversity in the Corporate Setting. International Journal of Business and Social Science, 4(14), 53-57. Al-Lamki, S. M. (2005). Orientation: The essential ingredient in cross-cultural management. International Journal of Management, 530-568. Bedi, P., Lakra, P., Gupta, E. (2014). Workforce Diversity Management: Biggest Challenge Or Opportunity For 21st Century Organizations. Journal of Business and Management, 16(4), 102-107. CA City Retail Group. (2012). CA City Retail Group Policies and Procedures. Cleveland: Corporate CA City Lane. Greenberg, J. (2015, December 12). Diversity in the Workplace: Benefits, Challenges, and Solutions. Retrieved from AlphaMeasure, Inc: https://www.multiculturaladvantage.com/recruit/diversity/diversity-in-the-workplace-benefits-challenges-solutions.asp Harvey, C. P. (2012). Understanding and Managing Diversity. New Jersey: Pearson Education, Inc. Hubbard, E. (2004). The Diversity Scorecard: Evaluating the Impact of Diversity on Organizational Performance. San Francisco: Elsevier. Kwak, M. (2002). Maximizing Value Through Diversification: Diversifying can be the best way for companies to match their capabilities to the marketplace. MIT Sloan Management Review. Mundy, D. (2015, November 1). How Public Relations Function can take the Lead in a New Generation of Diversity and Inclusion. Retrieved from https://www.instituteforpr.org: https://www.instituteforpr.org/diversity-2-0-public-relations-function-can-take-lead-new-generation-diversity-inclusion-di-initiative/ Naff, K., Kellough, E. (2003). Ensuring Employment Equity: Are Federal Diversity Programs Making a Difference? International Journal of Public Administration, 26(12), 13071336. Saxena, A. (2014). Workforce Diversity: A Key to Improve Productivity. Shaping the Future of Business and Society - Symbiosis Institute of Management Studies (SIMS), 11, 76-85. Seyed-Mahmoud, A. (2004). Managing workforce diversity as an essential resource for improving organizational performance. International Journal of Productivity and Performance Management, 53(6), 521 531.