Why did Slavery Come to be the Dominant Labor System in the Southern Essay

Why did Slavery Come to be the Dominant Labor System in the Southern Colonies - Essay Example The workforce in the agricultural sector in the southern colonies was mainly comprised of Europeans servants who worked on indenture basis. Although the Europeans still offered labor, African slaves were the better choice for planters because they were cheap to maintain and more productive. By mid 17th century there was a massive shift towards slave labor in the south since demand for food was rising with expanding markets. At this time Africans had started to be shipped and be sold as slaves to Americans. The climate and soil in the south were more favorable for agriculture than those of the north. This made the sound to be heavily dependent on labor for development of plantations. The south as stated above was an ideal region for agriculture all year round and crops like tobacco and rice thrived well. These crops are labor intensive and the lands were quite vast. Therefore, a huge potential of the southern lands remained untapped considering that there were many waterways where cro ps could be transported to overseas markets. As these farms grew labor shortages became intense and by the end of the 17th century more than 500 Africans had been bought as slaves to meet the demand (Schneider and Schneider 48). This trend was soon followed by withdrawal of indentured European servants since many had saved enough to buy their own land and start farming. America was quite big and unexploited by then and the Europeans found no reason not to venture into far away lands. The Bacon’s Rebellion also saw many planters release white servants as they proved to be a danger to political stability. In this regards an alternative had to be sought to counter the exodus of the white servants. By mid 18th century a total of 235,000 Africans were in America and 85% of them worked in the southern colonies of Virginia, Georgia, North and South Carolina (73). African slaves however came to be fully exploited after failed trials were made on Native Americans (Rodriguez 106). Many of them died from European diseases while many others ran away since they knew the land better than the Europeans. This left the planters no choice but to take in African slaves. This followed a massive expansion of plantations in Georgia and South Carolina which translated to increased production levels of rice and tobacco. These slaves did a great deal of work which the white servants had refused to do for example draining of swamps. West Africans came in handy especially in rice growing plantations since they were familiar with the kind of work required as their mother lands grew rice. Slaves worked for 15 hours on a daily basis especially during the harvest season (Norton and Sheriff 27). One overseer was required to supervise a minimum of 20 slaves doing back-breaking work and when a slave lazed around, the overseer was supposed to whip them. The fact that slaves were cheap to buy and maintain saw planters buy them in masses so as to plant and cultivate more. As earlier indica ted slaves used to work for many hours per day which translated to bumper harvests and therefore booming plantation business. Many plantation owners like the Byrd family from Virginia turned to be quite wealthy (58). Such families came together to form elite classes of planters in the southern states who ensured that slave trade remained because it was a lifeline to their wealth. Southern colonies had vast fertile lands for agriculture where Europeans worked as servants on indenture basis. The vastness and the need to grow crops on large scale raised the need to have more workers. Slave trade was on the rise by mid 17th century and it saw many planters buy African slaves to work in

Human Resource Management Research Paper Example | Topics and Well Written Essays - 1250 words

Human Resource Management - Research Paper Example ed customer requirements, difference in the cultural values among the people or the workers, an overabundance of stakeholders like customers, investors and so on with varied claims, diverse economic, political as well as legal environments and lastly the assortment of strategies of the competitors (Financial Times, 2007). Cultural Factors Cultural factors are considered to be the slightest substantial factor but for international organizations, they turn out to be one of the most important factors. Culture is perceived to be the features and behavioral structure of the people of a particular society. Cultural factors include religion, customs and approaches, language, values and mind-sets, education, material constituents, social foundations and aesthetics. Culture can also be said to be the complete system of life of the people in a specific society. For organizations to be successful, it is vital that they take into deliberation and adapt to the culture of the country or society. U nderstanding the cultural factors assists in endowing with competitive advantage to some extent to the organizations (Lan & Unhelkar, 2005). For instance, the Indian culture is quite open to new products, ideas and thoughts and accepts change without much hesitance. Thus, the people in India working as employees can adapt to the different working style and ways without much hesitance, whereas the Japanese culture is quite rigid and is not open towards accepting all and every kind of alterations in their society. Thus, organizations branching out in Japan should take it into concern and should be careful to practice their business operations according to the societal ways. Any alteration in the ways of working in the organizations would not be readily accepted by the local employees and... This essay stresses that the growing organizations require complying with the Organization for Economic Cooperation and Development or the OECD. This is considered as the developer of rules in case of industrialized countries. The International Labor Organization, involved with the issue of ‘direct investment’ in the developing nations, can also be considered as another developer of code of conduct for globalizing companies. This article makes a conclusion that organizations need to concentrate and focus on multiple factors while planning their global expansion. The success or the failure of organizations is dependent on the proper treatment and understanding of the above mentioned factors. It is quite important for organizations to take these issues into consideration so as to attain competitive advantages along with global success. Successful global expansion would ensure the sustained existence of such organizations in this fiercely competitive age. It should be kept in mind that the adaption of effective human resource management strategies is the most significant aspects to be considered while expanding globally. It can not only minimize the risks associated with environmental and cultural divergences, but can also reward the organization with better productivity and sustainable growth in the market. With this concern, the human resource management practices should be altered according to the cultur e, preference and trends of the host market.

Applying Key Sociological Concepts: Poverty

Applying Key Sociological Concepts: Poverty Poverty is a global phenomenon that affects the whole world specially the developing nations. Poverty has affected millions of people suffering from hunger and thirst. Food, clean water, shelter and clothing are the basic needs for an individual to survive. However, people under poverty line have no access to these basic needs maybe due to economic reasons or other factors. According to Gilbert (2004), absolute poverty is the condition of people whose incomes are too low to satisfy their most basic needs (p. 3). Almost half of the world-over three billion people live on less than $2.50 a day (Global Issues, 2013). Poverty is a social issue that needs to be understood how certain class of people were able to cope under certain situation. Sociology bears the importance of helping me to understand poverty by applying sociological concept. Poverty has existed centuries ago and up to now it is still evident in recent society. As a society with interconnected parts, poverty affects not onl y a single person but rather the rest of the community. It is interesting to learn the different facets that contribute to poverty and how sociological perspective can be of use in understanding this dilemma. Illiteracy is one factor that contributes to poverty. Without proper education, people would find it hard to look for a decent job to sustain its everyday consumption and expenses. Generally, if a person cannot read and write, jobs correlating to his qualification would depend on his abilities. Poverty affects the nation economically and pulls the nation behind compared with other industrialized nation. Illiteracy brings down a society to poverty leading to widespread hunger and malnutrition. For instance, according to Igboanusi (2014), there are eight West African countries listed among the lowest ten countries in the world with regards to literacy rates including Burkina Fuso, Niger, Sierra Leone, Benin, Gambia, Senegal, Guinea Bissau, and Guinea (p. 83). These are also the poorest countries in the world- an obvious indication that poverty rates and illiteracy rates are closely connected (Igboanusi, 2014, p. 83). The social-conflict approach is a framework for building theory that sees society as an arena of inequality that generates conflict and change (Macionis, Jansson Benoit, 2013, p. 12). Applying this sociological concept means that there is an unequal distribution of wealth between the rich and the poor which creates conflict among developing nations. The inequality between the two dimensions creates a gap which makes the poor becomes poorer and the rich becomes richer. To cite a specific example would be my country where I came from, the Philippines. In the Philippines, people who are in authority holds the power and through their power they take advantage of the poor. Philippine elected politicians use their position to benefit themselves like pocketing the money allotted for public development funds. Recently, there were three Philippine Senators who were charge with graft and plunder cases for taking part in monopolizing the priority development assistance fund (Cayabyab, 2014. pa ra. 1). Also charged is alleged mastermind Janet Lim Napoles, whose bogus non-government organization were allegedly used as dummy fronts to pocket billions of public funds through ghost projects (Cayabyab, 2014, para. 6). Though recently, President Aquino’s administration has been combating enormously to counter corruption in the Philippines and seeks transparency in all government activities. Looking back to social-conflict approach, the inequality between the rich and the poor creates conflict and change in the same way as it is portrayed in the Philippine government. In addition, poverty is a difficult thing to address unless there is a balance and equal opportunity given to all people. The Feminism and Gender-Conflict approach is a point of view that focuses on inequality and conflict between men and women (Macionis, Jansson Benoit, 2013, p. 13). Feminism, in my opinion, seeks to find equality between two genders as not to place one gender ahead of the other. In my understanding, gender-conflict approach means that there is a preference of one gender over the other in terms of opportunity and employment sector. A specific example is the nation Botswana. Poverty in Botswana is a gender-based problem that disproportionately affects men and women (Raditloaneng Mulenga, 2003, p. 5). The feminization of poverty is based on measures of poverty as they relate to male and female headed households (Raditloaneng Mulenga, 2003, p. 6). These measures include income, head count ratios, and poverty sector approaches to gender-based poverty (Raditloaneng Mulenga, 2003, p. 6). Women and female headed households tend to suffer poverty and economic marginalization more acutely t han male-headed households in Botswana (Raditloaneng Mulenga, 2003, p. 6). Furthermore, Gilbert (2004) states that women experience a higher rate of poverty than men the world over (p. 179). When we measure poverty by the standard of â€Å"capabilities,† rather than simply income, the gender gap appears even wider, since females have less access to education, are often legally disadvantaged compared to males, and in many parts of the developing world do not yet have an equal voice in the political process (Gilbert, 2004, p. 179). The race-conflict approach is a point of view that focuses on inequality and conflict between people of different racial and ethnic categories (Macionis, Jansson Benoit, 2013, p. 14). In my opinion, race-conflict approach means that there is a prejudice among selected people when it comes to origin and background especially to the colored people. They are less regarded in term of employability. This approach relates to underprivileged black people in history wherein they were denied their rights. According to Baldwin Johnson (1996), â€Å"when labor supply curves are upward-sloping, wage discrimination against black men reduces not only their relative wages but also their relative employment rates (p. 302). Intersectional research highlights how barriers to employment for low-income Black women are symptomatic of their double-jeopardy, due to marginalized racial and gender identities (Branch Scherer, 2013, p. 355). Employment options available to black women were characterized by instability, exploitation, and invisibility (Branch Scherer, 2013, p. 355). Driven by economic interests combined with assumptions shaped by gender and race, those in power actively blocked black women from entering better jobs time after time (Duffy, 2013, p. 1130). Though this perception has been casted out in our modern society. I believe in equality to all people whatever their race or ethnicity. In conclusion, seeing a society in a sociological perspective helps me to understand the relationship among individuals and the society he lives in. It gives me a broader idea that a society is an interconnected network of people and people live together and creates their own culture, tradition, and ways of living through interaction. Different sociological theory or approach should be analyzed and understood to be able to relate to what is happening in our present surrounding why people behave in that manner and even sociological events that happen in the past. Likewise, poverty issue is a complex matter that encompasses a lot of sociological concept. It means that to be able to see it in a sociological perspective, I should consider using various approach to be able to understand the culture behind poverty and its consequences to people. References Baldwin, M. L., Johnson, W.G. (1996). The Employment Effects of Wage Discrimination Against Black Men. Industrial Labor Relations Review, 49(2), 302-316. Branch, E., Scherer, M. (2013). Mapping the Intersections in the Resurgence of the Culture of Poverty. Race, Gender Class, 20(3/4), 346-358. Cayabyab, M.J. (2014). Ombudsman files graft charges vs Napoles, Revilla, Estrada, and Revilla: Philippine Daily Inquirer. Retrieved from http://newsinfo.inquirer.net /609757/ombudsman-files-graft-charges-vs-napoles-revilla-estrada-enrile Duffy, M. (2013). Opportunity denied: Limiting Black Women to Devalued Work. The American Journal of Sociology, (4), 1129. Galbraith, J. (1979). The Nature of Mass Poverty. Cambridge, Massachusetts: Harvard University Press. Gilbert, G. (2004). World Poverty: Contemporary World Issues. Santa Barbara, California: ABC-CLIO Inc. Igboanusi, H. (2014). The Role of Language Policy in Poverty Alleviation in West Africa. International Journal of the Sociology of Language, 2014(225), 75-90. doi:10.1515/ijsl-2013-0066. Macionis, J., Jansson, S. M., Benoit, C. (2013). Society the Basics. Ontario, Canada: Pearson Canada Inc. Raditloaneng, W., Mulenga, D. (2003). Rethinking Poverty and Illiteracy: A case study of Botswana’s Urban Women. Convergence, 36(2), 5-27. Shah, A. (2013). Poverty Facts and Stats: Global Issues. Retrieved from http://www.globalissues.org/article/26/poverty-facts-and-stats

America Needs Private Prisons Essay -- Prison Reform, Prison Privatiza

Reminisce back into the elementary school days, where hundreds of kids start to line up for food at the cafeteria. Now picture that cafeteria stuffed with multitudes of bunk beds side by side in which the whole school has to sleep in. Any parent would disapprove of a living situation that is similar to that, but all over the nation, prisoners are facing those exact problems. With the rise of the prison population in America, prisons all over the nation fear what could lead to huge detrimental consequences, one of which is overcrowding. What started out as buildings to only house couple thousands of dangerous criminals, drug offenders, and etc., are now turning into towns and cities of inmates with more prisoners than it can provide for. Many factors contribute to the overpopulation of prisons, but are the government funded prisons the best way of resolving this issue? The expansion of more private prisons has been a topic of many debates in America, especially in California, due to t he many issues popping up in state run prisons. Third party prisons would not only help the huge overcrowding dilemma, but many other issues in the prison as well. The installment of more private prisons would satisfy both the taxpayers and prisoners and transitioning to the privatization of prisons would overall benefit the nation as a whole. As new criminal offenses are added to the penal code and the war on drugs increases, the rate at which inmates are being incarcerated has shot up. While these stricter rules can benefit the public from illegal activities, it is one of the main causes of overcrowding that is an eminent problem in many prisons. Overcrowded prisons usually have rooms that carry more inmates than it is supposed to. If overcrow... ...Private State Prison Releases in Florida." Florida Department of Corrections. (2003): n. page. Web. 10 Dec. 2011. . Gilroy, Leonard, Adam Summers, et al. "Public-Private Partnerships for Corrections in California: Bridging the Gap Between Crisis and Reform." Reason. (2010): n. page. Web. 10 Dec. 2011. . Johnson, Kirk. "What To Do About The Prison Problem: The Pros and Cons of Privatized Prisons in Alabama." Alabama Policy Institute. (2007): n. page. Web. 10 Dec. 2011. . Miller, David. "The Drain of Public Prison Systems and the Role of Privatization: A Case Study of State Correctional Systems." Corplan Corrections. N.p., n.d. Web. 10 Dec. 2011.

Paul and Women Essay

The role of women during the early Christian generation has always been contested. Until the present era, despite the increasing and growing advocacy for women rights and equality of gender, there are still a lot of issues and controversies regarding the matter. In the Gospel of Paul, written in the bible’s New Testament, the role of women in the society has been both emancipated and questioned. In Romans 16:1-7, Paul has affirmed the ministry of women by accepting the role of women as servants of the church. In addition to this, Paul has placed women in equal footing to men by mentioning Priscilla, wife of Aquila, for her high status. In the same verses as well, Paul also mentioned fellow female apostles, thus showing that women have been allowed to take their rightful places in the society during the early times (Keener, 2008). Moreover, in Galatians 3:26-28, Paul totally eliminated the distinction between men and women, along with removing the barriers between Jews and Greeks and slaves and free men (Zeolla, 2006). Through these verses, Paul has regarded women as men’s equal. On the other hand, in 1 Corinthians 11:2-15, the covering of women’s head rather put a different emphasis on gender roles and equality. In these passages, a woman is pertained to as a â€Å"glory of man. † And thus, she must cover her hair in order to prevent lustful intentions from other men. Insubordination from this rule renders a woman as an adulteress and vulgar (Keener, 2008). Despite the contradictions presented in the Corinthians verse, Paul has advocated for equality between men and women. Though the covering of women’s head has been treated as a means of women’s succumbing to men’s rule, the passages stated in Corinthians were explained as means in protecting the chastity and reputation of women in public.

Managing the Diverse Workforce

Everybody is created uniquely as compared with others. There might be qualities that some people or groups possess that the other group does not. This is diversity. A diverse workforce can give many advantages that the problems associated with it are carefully studied and solved for. Variety of ideas and views regarding important matters within the organization can contribute a lot to the success of the work. Although there might arise conflict and misunderstanding, it can be addressed properly to be converted as strength of the company. Efficient diverse workforce management requires a lot of effort and even money, yet it is very worth it for it gives a lot of benefits to the company.                                                 Managing the Diverse Workforce With further advancement in technology, health issues are continuously being addressed. As such, the life expectancy of people is increasing. This has an immense effect in the business sector. According to Sheldon Steinhauser, the median age of workers raised from 38 years in 1994 to 55 or more in 2005. Also, more and more people from poor performing countries or states are going to richer countries or nations to apply for jobs. The days when women are left in the houses for housekeeping and baby-sitting are also over. Women are pursuing their own careers nowadays. With these happenings, diversity in the workforce is very evident and is expected to increase in the coming years. The question now is what its effects in the business are and how this issue should is addressed. Everybody is created uniquely as compared with others. There might be qualities that some people or groups possess that the other group does not. This is diversity. Oftentimes, diversity is associated with demographic-related factors such as ancestry, gender or age. Aside from those mentioned above, this may also cover sexual orientation, educational and professional training, civil status and religious preference. Cultural background is also a major dimension. According to Bateman and Snell, a diversified workforce may include, but are not limited to: ethnic groups and minorities, migrant workers, disable, women, and people with varying expectations, values, affiliations, economic status and work style. In order to manage diversity, the systems and practices must be reviewed and changed if necessary to maximize the capabilities of the people in it. Implementation of the systems must be ensured to extract the abilities of the employees so as to maximize their contribution to the company. In order to do this effectively, the employer or the human resource personnel must know the individual differences of the workforce. Just like in other setting, diversity can be taken as advantageous to the company if handled well. People with varying values and skills may contribute to the aggregate success of the whole. However, to be able to achieve such success, each difference must be preserved and nurtured. Bateman and Stale noted the existence of a glass ceiling in the company. This is an invisible barrier that hinders women and members of the minority groups from reaching a higher level in the hierarchy of the organization. As such, the potentials of these groups are not maximized. However, f or the sake of profit and improvement, this barrier is being removed nowadays. As different ways to manage diversity are being discovered, discrimination in the workplace is slowly exiting. Although there is really no definite formula in handling diversity, researches and experiences help the human resource personnel and leaders extract the full potentials of their employees from all walks of life. Employing people amidst their cultural and demographic background allows the company to have a good share in the labor pool. Many skillful workers belong to ethnic groups or are women, or are older people. Thus, not including them in the search would lessen the already small labor pool. Also, according to studies at the Stanford Business School, as written in the Business and Legal Reports, diversity among employees can generate better performance when it comes to out-of-the-ordinary creative tasks. For instance, business developments are more effective if the decision-making body is composed of diverse individuals. Their different views could be taken into the advantage of the company. Their varying experiences can be put together to achieve a solid and effective decision. In sales and promotions, a team composed of people from different regions or age brackets or lifestyles can have their own suggestions based from what they themselves want or favor. The target customer could be re presented by the members of the team so their needs would be addressed even at the start of the project. Discussions about the differences of ideas can also be taken as positive since more options will arise and more factors would be considered on the initial planning, thus reducing the chance of error or unseen circumstance. Also, a company that crosses boundaries and differences creates a good impression to the labor pool. In effect, workers would be the ones to approach the human resource personnel, thus, saving more money for the promotions and employee search, and more often than not, those highly-skilled workers are the ones who go for such companies. Furthermore, traditional practices may no longer be applicable to the current policies and need and a diverse workforce is more unbounded to deviate from this, resulting to a better system. Businesses and organizations are sprouting all over during the course of time. In effect, competition is high not only for the share of the market, but also for the shrinking labor pool. Aside from attracting workers due to effective diversity management, homogeneity can also address the need for flexibility and change. By valuing the differences of the individuals, the company is rewarded by its employees by means of loyalty and excellence. A secret in effective management is making the subordinates feel its worth as part of the team. If this is given to him, he would strive to return this sense of importance by means of excellent work and loyalty. This is when the employee shows his best capabilities. Managing a diverse workforce creates a good impression not only to the employees and members of the organizations but to the people outside it as well. According to Bateman and Stale, diverse customers tend to favor these kinds of organizations. Also, the diverse market can be better addressed if they are well-represented in the company by the diverse employees. As such, customer satisfaction is higher and patronage would be awarded. To marginalize the workforce is to waste money, time and skillful workers. Such action would create a bad impression to the market and to the labor pool. Also, it would hinder the entrance of highly-skilled workers who happened to not belong to the widely-accepted group. It may also illicit complaints and conflicts from members of the marginalized group. Having a diverse workforce is not all glory. Diversity also creates conflicts especially if it involves ideas or beliefs. Yes, varying opinions create a healthy atmosphere for discussion and debate but this oftentimes lead to misunderstanding and conflict. Interpersonal conflict may arise and eventually destroy the group. Sometimes, attack is taken not just against the idea but on the person as well. Discrimination among workers may also be difficult to handle. People from different groups tend to be more protective of their identity or beliefs and this often lead to discord. Discussions may also take longer than usual in order to entertain all differing and sometimes conflicting views. Lack of cohesiveness does not only involve ideas or views but even understanding of the goal. The aim may be interpreted differently and this would lead to people walking towards different directions, making the finish line more difficult to reach. This must be attended to at the start so as to ensure that the team is walking towards the same direction in order to save effort, time, money and other resources. According to the Business and Legal Reports, problems also include the answer to the question of how the employees must be treated. Should it be fair or same? What is the basis of fairness? Treating different employees is not an easy task. A simple task of distributing a memo for all the employees poses a problem. The language to be used, the capacity of all the people to understand and a lot others must be taken into primary consideration. Biases must be kept far from decision-making and management but individual capacities of the employees must also be taken into account. As for members of the workforce, the major problem is miscommunication. Differences may hinder smooth transfer of information from the people inside the organization. People from different races might have different understanding in words or expressions. Misinterpreting the gestures or actions of others may yield to conflict or argument within the organization. Also, stereotyping may also arise. An individual or group may think that they are superior to others. This would affect the performance of all the people in the workforce. Instead of focusing on the goal, stereotyped members of the team may be distracted and concentrate on being within the â€Å"more superior† group. Also, perseverance and efforts of the members might be disregarded as several members focus on their colleagues. Researches and experiences claim that to manage a diverse workforce is never easy. It is a task that has to be well-taken cared of. Yet, it is also possible. In fact, there are several multicultural organizations that employ a diverse workforce. There are advices for management and human resources personnel as to how this issue must be handled in order to extract the best abilities of the members of the team. First and foremost, the top management must have an eye on the effectiveness of the diverse workforce. They must be sensitive to the feedbacks of diverse groups regarding company policies or ordinances. They must be also aware to the response of the other members of the team. The plans and objectives of the organization must also incorporate diverse workforce. Most of all, top managers must participate and take the lead in the programs that aim to learn about diversity. Trainings and seminars can also be conducted to better handle and manage a diverse workforce. Rewards can be given to further affirm the good works of the team members. Lastly, a team building is essential to create a bond between members of the company. In doing so, the risk of miscommunication is lessened, as well as the possibility for conflict. With the growing competition in the labor pool and the market, any organization cannot afford to lose a skillful individual just because he belongs to a minority or because he is outside the margin line. A diverse workforce can give many advantages that the problems associated with it are carefully studied and solved for. Variety of ideas and views regarding important matters within the organization can contribute a lot to the success of the work. Although there might arise conflict and misunderstanding, it can be addressed properly to be converted as strength of the company. Efficient diverse workforce management requires a lot of effort and even money, yet it is very worth it for it gives a lot of benefits to the company. References Bateman and Snell. Managing the Diverse Workforce. Retrieved November 22, 2007   Ã‚  Ã‚  Ã‚   from http://management.uta.edu/Dr.Wheeler/Mana5312/Chap011.ppt Business and Legal Reports. Diversity Can Improve Decision-Making. Retrieved   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   November   Ã‚  Ã‚  Ã‚  Ã‚   22, 2007, from http://www.vault.com/nr/newsmain.jsp?nr_page=3 Human Resources, University of California, Berkeley.Guide to Managing Human   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Resources: Chapter 12: Managing Diversity in the Workplace. Retrieved November   Ã‚  Ã‚   22, 2007 from http://hrweb.berkeley.edu/guide/diversity.htm Improvement Network. Managing a Diverse Workforce. Retrieved November 22,   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   2007 from   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   http://www.improvementnetwork.gov.uk/imp/core/page.do?pageId=10912 Piturro Marlene, PhD.. Recruiting and Managing a Diverse Workforce. Retrieved   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   November   Ã‚  Ã‚  Ã‚  Ã‚   22, 2007 from   Ã‚  Ã‚  Ã‚  Ã‚   http://www.vault.com/nr/newsmain.jsp?nr_page=3&ch_id=402 Steinhauser Sheldon. (1999, January). Successfully Managing an Age Diverse Workforce.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Managing Diversity, Vol. 8, Retrieved November 22, 2007 from   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   http://clem.mscd.edu/~steinhas/managing_diversity.htm    United States Department of Trade (2007). Leading a Diverse Workforce. Retrieved   Ã‚  Ã‚  Ã‚   November 22, 2007 from http://dothr.ost.dot.gov/Toolkit/Diversity/   Ã‚  Ã‚  Ã‚  Ã‚   leading_a_diverse.html