Shakespeares Macbeth - Renaissance Humanism Essay

While the witches present in Shakespeare’s tragedy Macbeth assume the role of supernatural beings, it was not Shakespeare’s intent to portray a classic case of fatalism. On the contrary, Shakespeare used Macbeth as a way to display the idea of Renaissance humanism. Although the witches did in fact possess uncanny powers, they were in reality not controlling Macbeth, but rather they were tempting Macbeth to act in particular ways. The witches, as well as other significant characters, may have encouraged Macbeth to act in a certain way, yet they did not by any means determine Macbeth’s actions. By comparing the humanist movement and its values to the tragedy Macbeth, it becomes blatantly obvious that Macbeth was intended to†¦show more content†¦And to further display humanistic qualities, Macbeth also uses reason to become more angelic than bestial. This goes back to the struggle between light and dark. One of the purposes of the light is to make reason be used for angelic causes. Macbeth uses reason to justify the deaths he orders, causing disorder, and making the situation more bestial. Macduff uses reason to justify killing Macbeth, which restarts the order, making the situation more angelic. By analyzing the times in which Macbeth was written, and by examining the material that was used by Shakespeare to write Macbeth, it becomes clear that Macbeth was intended to be truly humanistic. While witches were generally accepted and were a part of daily life around the composition of Macbeth (circa 1606), it would have been obvious to the audience at a performance of Macbeth, that the witches did not control Macbeth’s actions. This attitude, that witches may have possessed magical powers yet man controls his own destiny, was best described by Thomas Cooper. In 1617 in his book, The Mystery of Witchcraft, he states Satan cannot prevail effectually upon any to their condemnation, unless with full consent they yield themselves wholly to his subjection (360). According to this, Macbeth should be able to resist temptation by not giving his consent. Initially Macbeth listens to theShow MoreRelatedWilliam Shakespeare, Regarded As The Foremost Dramatist1144 Words   |  5 Pag esregarded as the foremost dramatist of his time, wrote Macbeth. It is an amalgamation of witchcraft, allusion, and prophecies that depicts a seemingly unescapable fate of human beings in the world. It paints a black and horrid picture but it also implies the ideals of Renaissance humanism. Although imperfect, the embodiment of the characters has tremendous self awareness, freedom and, self-expression. Much like pervasive themes endemic to the Renaissance, the theme of the play revolves around the destructionRead MoreThe Renaissance and It’s Affect on William Shakespeare’s Works2369 Words   |  10 Pagesthe product of the English Renaissance. The English Renaissance was a cultural and artistic movement spanning from the later 15th century until the early 17th century, it is associated with the Italian Renaissance which started in the 14th century. Like most of northern Europe, England did not get the full effect of the Renaissance until about a century later and the height of the English Renaissance is considered to be in the Elizabethan Era (1558–1603). The Renaissance was how all of Europe movedRead MoreEssay on The European Renaissance2182 Words   |  9 Pagesnow ancient Greece and Rome, also known as the â€Å"classics†; Europe fell into a period of darkness. Within it, learning was suppressed and knowledge didn’t advance. However, by a turn into the 1400’s, there was a â€Å"rebirth† of learning: the Renaissance. The Renaissance was marked by an intense awaking in the visible world and in the knowledge derived from the experiences rather than religion and wise tales. It turned away from the abstract speculations and interest in life after death which is characterizedRead MoreThe Renaissance Of The Middle Ages1991 Words   |  8 PagesIn a general statement, the Renaissance was used to describe the time when Europeans starting to disregard the restrictive ideas of the Middle Ages. Renaissance, the term comes from the French translation of the Italian word â€Å"rinascita†, which means â€Å"rebirth† or the extreme and large amounts of changes that took place during the 15th and 16th centuries. The Renaissance is what brought forth the death of the Middle Ages and its what embodied the modern values of the new world for the first time. ManyRead MoreThe Renaissance Era3878 Words   |  16 Pages The Renaissance Era was a time known as rebirth. Though the renaissance era had many problems, the people during that time period had been able adjust. This era directed people toward the way of better living. It allowed them to further their knowledge and gather ideas. The English Renaissance changed the lives of the people who lived during darker times. This time period motivated many people born during this time to become greater things. During the English Renaissance, people began to study theRead MorePeriods of English Literature1515 Words   |  7 Pagesthe people who lived during that time. From war and violence to the more genteel inclinations of love and peace, English literature has evolved throughout the centuries, most especially if one considers the differences between the Old English, Renaissance and Romantic periods. The Anglo-Saxon history is undoubtedly very interesting to study, as the period spans several centuries and several different inhabitants of the land now known as England. The main characteristic of this time was theRead Moreâ€Å"the Spirit of Renaissance and Elizabethan Era†5448 Words   |  22 PagesThe English Renaissance was a cultural and artistic movement in England dating from the early 16th century to the early 17th century. It is associated with the pan-European Renaissance that many cultural historians believe originated in Tuscany in the 14th century. This era in English cultural history is sometimes referred to as the age of Shakespeare or the Elizabethan era, the first period in English and British history to be named after a reigning monarch. Renaissance literally meansRead MoreTheater During the Elizabethan Era Essay1726 Words   |  7 Pagesconsidered to be his first erotic writings followed by his 154 sonnets. Shakespeare’s sonnets 14 lines 3 quatrains and a couplet, 10 syllables per line, Iambic pentameter- An a-b-a-b | c-d-c-d | e-f-e-f | g-g rhyme scheme. The first quatrain introduces the main idea, the second what is going on, the third contains the problems and obstacles with the main idea. The final rhyming couplets summarizes how he got there. Shakespeare’s sonnets are some of the best works written ever in the English languageRead MoreLiterary Group in British Poetry5631 Words   |  23 Pagescommon sense, and reference is made to poetry in other languages or poets who are not primarily British where appropriate. Contents [hide] 1 The earliest English poetry 2 The Anglo-Norman period and the Later Middle Ages 3 The Renaissance in England 3.1 Early Renaissance poetry 3.2 The Elizabethans 3.2.1 Elizabethan Song 3.2.2 Courtly poetry 3.2.3 Classicism 3.3 Jacobean and Caroline poetry 3.3.1 The Metaphysical poets 3.3.2 The Cavalier poets 4 The Restoration and 18th century 4.1 Satire 4.2 18th

Narrative Written in the Perspective of a Holocaust Victim Free Essays

Margot Heuman February 17, 1928 Hellenthal, Germany http://www. museumoftolerance. com/site/apps/nlnet/content2. We will write a custom essay sample on Narrative Written in the Perspective of a Holocaust Victim or any similar topic only for you Order Now aspx? c=tmL6KfNVLtHb=5759983ct=7872847 In early 1942, 14-year old Margot and her family were arrested, being sent to the Theresiestadt ghettos in Czechoslovakia. Her family was not separated until later when they were transported to Auschwitz. Seen One Day, Gone Another I’ve become emotionless, knowing the events that occur around me. Living in the ghettos in 1942 is hell; for me and everyone here, our lives have become a routine of slave labor and starvation. My sister and I work hard to produce anything our ruthless enemies want, in the hopes of getting another ration of bread. They work us to the bones in the factory till dusk. After being outrageously worn out, sweating away our lives at the factory, my stomach screams of hunger. Like a pack of starved lions being released and set toward their favorite prey, I feel the hunger boiling inside of me. I rush toward the already-forming line for nutrition. I reach the front of the line, grabbing a single slice of bread- the only dinner we are allowed. As I chew the tiny slice, I can sense the dry sourdough bread scratching my throat, like sand paper to wood. The pain that overtakes my body is unbearable, yet the thought of my beating heart that still circulates brings me joy; after all, this could be my last day alive. Standing with my family, we talk of the old days; the days when we were not starving for air or food, the days back in Hellenthal, Germany, â€Å"I miss your cooking, Momma. Your food always makes me happy. † said Lore, with as much breath as her body can allow, for her breath is weak and stained with smoke. She is the youngest in my family, making it hard to explain to her what is happening in her life. Being fifteen, even I understand the serious changes that have been made to our lives. â€Å"I know darling, don’t worry. You are here with us. Everything is alright. But you have to understand, life is different now. Things most likely will never return to the way they once were,† my mom’s words remind me of the life I will never see again. My body fills of distress. â€Å"Yes, my young Margot, my dear Lore, your mother and I do not plan to leave either of you anytime soon. We are here with you through this, we promise,† my dad agrees as we finish our bread. As I lay in my bunk that night, my thoughts are nothing but hateful, expect for when I think of what my parents told me at dinner, that only fills me with depression. What does Hitler know? All he has created is a world of death. My thoughts only connect to my hatred for him. Why did he do this to us? What have we done to him to deserve such grand torture? As I think of the reasons why he would plan such an event, I feel my body sink into my bunk, falling into an intense slumber, afraid for the next day’s events. Praying for another day alive- I fall into a deep sleep that is only due to my over-worked body. ~~~~~~~ As I wake up the next morning, I feel the sun beaming down on my skin. Feeling my body decaying, my skin burns at the sight of the large sun through the wood planks of our prison. Once the entire camp is awake, I hear Franz, the general of our camp scream the words that always send shivers down my spine, â€Å"SELECTION TONIGHT! † he barks to us all, in the harshest tone I have ever heard from him. I feel the entire camps collective gasp. As everyone falls into a fit of worry, I gallop to find Lore through the hundreds of children who ponder their existence. I find my fragile sister huddled in the corner, scared for her life- she is trembling. I run to her aide knowing she needs me at her side. After finding her, the SS guards scream for order and silence. We jump from our places when we hear the barking demands, afraid of the blows that would come from their mallets if they find need to yell again. We both run out together to find mom and dad. Once we found the other remaining members of our family, we wait to find new directions from our camp leaders. â€Å"I wonder what’s going to happen. It always scares me when we have selections. † Lore confesses to us as we wait to be told where to stand. Franz’s harsh words brought us unwanted fright throughout the next couple minutes. We are constantly scared for our well-beings, but on the days of selections, our worries triple. Who had I seen for the last time at the factory yesterday? Who from my past life, will be taken to the afterlife? These and many other thoughts rack my brains until I find the ultimate fear: Is this my turn? Will they call my number, and it will be my last day? As the sun light glistens in the distant sky, my family and I decide to pray before the selection begins, but right as my father begins the starting words of the prayer, there is a loud commotion. Thunderous screaming came from Franz and the guards. The selection is beginning earlier then we had expected. We jump into our formation as quickly as possible. I keep Lore close to me, thinking it would help our chances. Mom is being pushed toward the adult women line, and dad is directed over with the men. I feel my heart ripping at the seams. Suddenly, I could feel Lore trembling in my arms, â€Å"Don’t worry. Everything will be fine. † I assured her as a bend to whisper in her ear. I pray my words of comfort are correct. Before the selection starts, Franz explains that the ghettos are being completely demolished. He proclaimed that there will be a train departing at the end of selection, leading the selected to a new concentration camp: Auschwitz. We all wonder what horrors or dreams take place this camp. Is it anything like here? There are only two options, Auschwitz or death. Which is better, God? To begin selection, the general screams orders to the men, telling some of them to get on the train, and others to file into another line. That line is the one that no one wants to join, the line that leads to the walk of death. As the women are selected, the anxiousness in my chest begins to race. It is almost our turn. I can’t see what is happening to the adults, and I definitely can’t see my parents anymore. I have no clue where my parents have been sent. The general finishes with the women, and slowing his strides aim towards us, the poor defenseless children. It all happens so quick, everyone is selected at a rapid pace; Lore and I are still in working-shape, so we are sent on the train, lucky to live one more day. Many of our friends have been brought to the train also, which is a blessing. As we settle into our spots on the train, I feel a sharp tug on my ragged t-shirt, it was Lore, â€Å"Where are mommy and daddy? † Her simple and worried question sent me into a downward spiral. Lost in my happiness at surviving, I had forgotten to check on the whereabouts of my parents. Increasing my worry I quickly look around the train, for any sign of them. They aren’t here. There aren’t anywhere. There were only two lines created at the selection, one for Auschwitz and one for†¦. I suddenly realize where they had vanished to. I feel heart drop to the bottom of my soul: they are gone. Never to be seen again. Never to laugh with again. Never to see their smiling faces when I wake up in the morning. Never to run to them when in need. Never to provide protection. As I realize what the circumstances that surround me, I feel Lore’s presence on my side as she waits for an answer. How do I explain to her that she will never see them again? How do I explain that she will never taste the appetizing dishes mom would set on her placemat at dinner? How do I explain she will never play baseball with dad in the yard again? How? But, under my depression, I can’t help but feel a glimpse of relief, for my sister and I are still alive and together. As tears stream down my eyes, I realize Lore will always need me at her side. Yet I also know, she must now hear some of the hardest words, she will ever hear. I clear my throat to portray a sense of composure, to tell of the events that have happened within the last twenty minutes. As I begin the tale, the train’s horn blows and I can see the sun setting in the distance out the window of the train. Just twenty-four hours ago, I was standing with my parents talking about how they will always be there to help us. Now I’m left in charge. As I build up the courage to take on this new-found responsibility, I feel the train slowly begin our ride, our newest journey, to Auschwitz. How to cite Narrative Written in the Perspective of a Holocaust Victim, Essays

Economic Analysis and Policy

Question: Discuss about the Economic Analysis and Policy. Answer: Introduction: Several researchers have tested their theories on the determinants of carbon disclosure. The results have suggested different factors involved. Most of theories are backed by shareholders impact. For instance, Le Luo (2014) have proposed to determine an effect of carbon tax on the market return of Australian firm and found that carbon tax has impacted negatively on the shareholders. The effect has also been varied on the basis of sectors, and financial industrial sectors have been affected greatly. The study suggested to take more prominent action regarding to the strategy in climatic change polices so as to contribute greatly in sustainable development. Figure 1: Carbon Risk management Source: Muftah M. Najah (2010) Increased Environmental Issues According to Aerts (2009) irrespective of the fact that the carbon risk management and activities related to its disclosure involves a voluntary participation and also a significant amount of financial resources, many companies are welcoming it and integrating these activities. This arises a need to study the reason of the accepting these activities willingly by such companies and the stakeholders who are influenced and involved by these activities. It has been stated along time back that the different types of pollution, which has been identified 15 in number and comes under the term climate change, has also been categorised as market failures or as negative external elements. Pollution has been termed as a negative element as it adds an additional negative cost to the process of production. This additional cost is in form of deterioration of property and human health, and this loss is not borne by manufacturers who manufacture the products and customers who consume it. Also, such negativity tends to be inefficient because the damage caused due to it is beyond the cost a company pays in order to take measures to prevent it (Botosan, 2012). The company is also not much keen to take any preventive action as it has to pay for the actions taken; while nothing is borne by them for the cost of pollution caused. This market failure forces the government also to intervene and compel the companies to evaluate the cost of the pollution caused. By executing this, the companies will also be eventually involved in the practice of preventing this problem from growing. In order to make companies evaluate the cost of climate change, carbon tax has been imposed, where the companies would be payable for the emissions produced by them. This would in return, incentivise all the firms which are emitting carbon to reduce it by introducing and utilising eco-friendly activities and technologies (CDP 2009). In order to explain the non-financial and financial phenomenon, two theories named as socio-political theories and economic-based theories have been used in the initial research. The socio-political theories, also known as stakeholders theory and legitimacy theory, asserts the assumption that the disclosure behaviour is a result of the political and socio pressure, the stakeholders provide (Clarkson et al. 2008). Figure 2:Carbon Regression Source: Muftah M. Najah (2010) Legitimacy and Stakeholder Theory The legitimacy theory, on one side, emphasises on the fact that an organisation has been functioning by adhering to the standards provided under the social contract, where the two parties involved are the community and the organisation. Hence, the organisation tries to attain legitimacy which the community provides. The company will frame various strategies to keep its legitimacy retained, if it feels that it is in danger. While, the stakeholders theory, on the other side, asserts that a management cannot exercise any decision without considering the interests of the stakeholders. For them, the stakeholder satisfaction should be the most important consideration if they are working in the framework of the stakeholders. Therefore, the companies, now days, are taking all the necessary actions to meet the stakeholders expectations as they have understood that they can have a significant impact on the performance of the company (Deegan, 2009). Due to the pressure faced by the companies from political and social elements, they tend to develop a negative association between the predicted disclosure and performance. This means that a company with more unhealthy or unsatisfactory environmental performance will more disclose information which will be non-verifiable as compared to the companies who are performing well. By studying this, it can be rightly said that these theories considers the factors which lets any company disclose specific information. The legitimacy theory states that the company has to disclose more information so that they can retain their legitimacy in the community while the stakeholders theory states that the company undertakes performance actions so that they can meet particular stakeholders expectations, who keep the capability of impacting companys performance (Deegan, 2009). Voluntary Disclosure Theory The economic-based disclosure theory emphasises that the performance of a company is a vital factor of disclosure behaviour. The signalling theory states that the companies with good performance shows good signals in their results so that they can get more advantage, influence the point of view of external factors about its companys image and reduce the imbalance of information between the external factors and the company (Cho, 2007). The voluntary disclosure, on the other hand, asserts on the disclosure of the verifiable information by all well performing companies which distinguishes them from the non-performing firms. The well performing and superior organisations have a greater responsibility to disclose the relevant information when following activities of carbon risk management as compared to the inferior companies. Also, the carbon legitimacy proxy was not found relevant. Thus, it was concluded from the outcomes that with the other factors in control, the pressure faced from the political and social elements did not compel the companies to disclose information related to carbon (Clarkson, 2011). Constraints in Empirical Study The disclosure of the climate change at a corporate level has been gaining a significant attention from research point of view. The study researched on the following aspects: Disclosure of the opportunities and risks of climate change Disclosure made to the questions of questionnaires of CDP Disclosure of climate change in the sustainability and annual reports Conceptual Model: Hypotheses Impact on capital markets transactions/information symmetry, by voluntary disclosure through Carbon Disclosure Project. Proxy Measures for Theoretical Constructs Theoretical Construct Proxy measure Dependent (DV), Independent (IV), or Control Variable (CV) Source Industry Industry Revenue Independent variable Market Capital Capital Investment Control Variable Research Method: The research aims to investigate the industry specific determinants of carbon disclosure and it can be best achieved by conducting qualitative analysis based research. For collecting the data, different types of firms working in different types of industries would be taken into account. The data will be collected from GRI reports on sustainable development. The data will be analysed through inductive analysis of the content derived from the GRI reports. The graphical data collection to explain the project impact will be used in the study for getting clear facts and figures of impact on CDP project. References Aerts, W Cormier, D 2009, 'Media legitimacy and corporate environmental communication', Accounting, Organizations and Society, vol. 34, no. 1, pp. 1-27, Beatty, T Shimshack, JP 2010, 'The impact of climate change information: new evidence from the stock market', The BE Journal of Economic Analysis Policy, vol. 10, no. 1, pp. 1- 27. CDP 2009, Carbon Disclosure Project 2009: global 500 report, Cho, C Patten, D 2007, 'The role of environmental disclosures as tools of legitimacy: a research note', Accounting, Organizations and Society, vol. 32, no. 7-8, pp. 639-47, Clarkson, P, Overell, M Chapple, L 2011, 'Environmental reporting and its relation to corporate environmental performance', A journal of accounting, finance and business studies, vol. 47, no. 1, pp. 27-60. Doran, K Quinn, E 2009, 'Climate change risk disclosure: a sector by sector analysis of SEC 10-K filings from 19952008', North Carolina Journal of International Law and Commercial Regulation, vol. 34, pp. 721-67. Florence Depoers, T. J. T. J., 2014. Voluntary Disclosure of Greenhouse Gas Emissions: Contrasting the Carbon Disclosure Project and Corporate Reports. Journal of Business Ethics, 134(3), pp. 1-17. Iordanis M. Eleftheriadis, E. G. A., 2014. Relationship between Corporate Climate Change Disclosures and Firm Factors. Business strategy and the environment,24(8), pp. 780-789. Le Luo, Q. T., 2014. Carbon tax, corporate carbon profile and financial return. Pacific Accounting Review, 26(3), pp. 351-373. Paul A. Griffina, Y. S., 2013. Going green: Market reaction to CSRwire news releases. Journal of Accounting and Public Policy, 32(2), pp. 93-113. Stanny, E., 2013. Voluntary Disclosures of Emissions by US Firms. Business Strategy and the Environment,22(3), pp. 145-158.

Managing Cultural Diversity in the Workplace

Abstract The goal of the US health department is to protect the welfare of all Americans. It also aims at improving their safety. To achieve these noble concerns, the department has employed people from diverse cultural backgrounds.Advertising We will write a custom research paper sample on Managing Cultural Diversity in the Workplace specifically for you for only $16.05 $11/page Learn More While this strategy has the advantage of providing an opportunity for the department to gain from diverse knowledge bases and talents to aid in achieving its key aims and objectives, cultural diversity creates multiplicity disagreements, which can hinder the department from gaining from the merits of employing culturally diverse employees. This paper identifies cultural diversity disputes as a significant problem that warrants inquiry at the department of health. It holds that while the department’s leaders may have the option of mitigating such clashes by redu cing the diversity composition of the department, complying with the concerns of the quality of life and social justice renders such an option inappropriate. The paper proposes the introduction of policies for diversity conflict resolution, the creation of conflict mitigation and resolution committees, and ensuring that the department transforms through the adoption of transformational leadership style. The solutions are expected to fight cultural diversity problems at the US department of health. After discussing the problem of diversity management, the paper selects transformational leadership, with a particular emphasis on the communication aspect, as the best solution to the problem. Introduction The US health department employs people from diverse backgrounds. This recruitment strategy exposes it to the critical challenge of managing its workforce diversity. In this paper, the term diversity refers to the discrepancies that are witnessed in individuals who work in any associati on. Such differences may involve parameters such as their gender, race, community values, age, sexual affiliation, income levels, work experience, parental status, religious beliefs, ethnicity, religion, and physical abilities among others (Pitts, 2006). Workforce diversity management encompasses the development of an enabling and supportive environment for all people, regardless of their cultural diversity differences, to ensure that they can optimally contribute to the success of US health ministry.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Since the goal of diversity management is to align all employees with the department’s vision and objectives, integration of leadership is critical in reducing its negative impacts on the ministry’s performance.  Leadership is essential in all organizations that use people to achieve their goals, mission, aims, and object ives. It involves influencing other people to facilitate the achievement of a given goal. Leaders plan, organize, direct, and steer other people towards the attainment of common mutual objectives and goals. Leadership occurs through the interaction of three primary contexts, namely leaders, followers, and the situation that prompts the deployment of leadership skills. Leaders need to possess qualities such as the ability to listen effectively to others, the capacity and willingness to speak in an honest and kind manner, the ability to be approachable, and the capacity to make well thought out decisions. Since listening constitutes a key feature of communication, this paper considers the issue of communication an important transformational leadership aspect that is necessary for resolving cultural diversity problems within the US health sector. The Problem of Cultural Diversity Management As organizations diversify, the approaches they deploy to address workforce management issues ar e critical in influencing their performance in the competitive marketplace. According to Pitts (2006), academicians and organizational leaders have communicated the significance of managing organizational diversity to not only guarantee success but also encourage a culture of innovation and creativity. Embracing diversity means that leaders need to steer their organizations as heterogeneous, rather than homogenous entities.  A homogenous organization is a non-diversified institution while a heterogeneous one comprises an assortment of workers. Many American health agencies are heterogeneous since they employ people of varying backgrounds in terms of race, age, physical abilities, and geographical regions, among others. According to leadership scholars such as Pitts (2006), effective management of workforce diversity can improve workforce productivity, improve workforce engagement, foster staff absenteeism, and/or increase workforce turnover by about five folds. The American minist ry of health emphasizes the need to improve employee performance in a bid to increase the quality and speed of service delivery. Therefore, managing its diversity is critical for its continuous success. An increasing number of scholarly studies reveal a direct correlation between employee attendance and job performance. Another positive relationship is evident between workers’ dedication and the perception of being valuable resources of an organization through the appreciation of their diversity.Advertising We will write a custom research paper sample on Managing Cultural Diversity in the Workplace specifically for you for only $16.05 $11/page Learn More For instance, McMillan-Capehart (2006) says that organizational leaders who fail to understand that women and minority employees are valuable resources for achieving success experience reduced productivity. This claim infers that mismanagement of workforce diversity translates into increasing the health agencies’ operations costs. In this context, organizations that do not support diversity in their workplaces are likely to plunge into expensive lawsuits and/or out-of-court settlements for cases such as stereotyping, discrimination, and harassment that result from poor management of various culturally diverse talent tools. Such organizations are susceptible to costs that relate to employee replacement and training (McMillan-Capehart, 2006). In a situation where a workplace has many workers from various cultures or a bigger percentage of females, it becomes an issue, especially when the heads want to resolve the disparities among employees without causing unwarranted friction in the day-to-day employee relations. In this context, managing workforce diversity becomes crucial (McMillan-Capehart, 2006). The development of cultural diversity management knowledge by today’s leadership professionals is critical, considering that many of the issues that people encount er in the work environment do not prompt any tolerance to the differences that characterize different workers. Such issues can only be addressed using effective strategies for leading diverse employees. Many of the problems that cause friction in the workplace are mainly attributed to the viewpoints of marginalized and the mainstream workforce disparities. This friction is normally worse in an organization whose labor force mainly comes from a common ethnic group or race. The most pressing stalemate issues that pertain to workforce diversity are associated with women mistreatment in the workplace (Ollapally Bhatnagar, 2009). In this context, the concept of workforce diversity management is vital. Hence, today’s organizational leaders need to adopt the concept. Race and gender determine the approaches that leaders establish to handle diverse employees. Where a minority group considers itself more oppressed or discriminated, it is apparent that it may consider taking steps tha t are unhealthy to the performance of an organization. This situation is perhaps evident in many health facilities since many minority groups are aware of their rights. They acknowledge the existence of strict organizational codes of conduct and regulations that have been formulated to govern behaviors within the US ministry of health.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In this context, the possession of leadership knowledge about leading diverse employees is critical in ensuring that leaders achieve their job mandates. From this dimension, leading a diversified labor force has a chief contribution in terms of aiding people who work within the US health sector to connect with one another in an attempt to further the department’s goals and/or create positive changes within the corporate community. The health segment’s leadership has a proactive role to play in ensuring proper control and monitoring of cultural diversity to avoid conflicts of interest among the minority and majority groups of workers. Leaders cannot conduct this noble task if they are not fully cognizant of the relevance and importance of managing cultural diversities in the health ministry. How can they realize this dream? The next section discusses the various alternative solutions that the health ministry leaders can deploy to lead their diverse employees effectively to ensure that the sector attains its goal and objectives of delivering quality and speedy services to all people. Alternative Solutions The Creation of a Conflict Mitigation and Resolution Committee Clashes emerge in all organizations, including the health sector. Although it is important to minimize the negative cultural diversity conflicts, it is necessary to encourage positive conflicts. Organizations, individuals, and even work teams require constructive conflicts for them to grow. By engaging in opposing discussions, especially on mechanisms for accomplishing specific outcomes, opportunities are created for people from diverse cultural backgrounds to participate in activities that benefit the entire organization. Consequently, mitigation and resolution of negative conflicts via conflict resolution and mitigation committees can help the health section to ensure that cultural diversity becomes a resource that it can tap to guarantee a sustainable positive performance. In this s ense, the outcomes of decisions that are made following engagements in constructive conflicts are in favor and accommodative of all key stakeholders’ interests within an organization. Destructive conflicts make people in an organization uncomfortable. In some situations, escalated conflicts have the implication of compelling people to quit working (McMillan-Capehart, 2006). Organizations that experience destructive conflicts encounter challenges of reduced work morale, many cases of labor turnover, and a high rate of burnout. This observation suggests that organizational leaders should focus on eliminating destructive conflicts while at the same time, encouraging constructive conflicts in the effort to attain excellent performance through conflict resolution committees. From the above expositions, setting conflict resolution and mitigation committees sounds an imperative strategy for creating rectification channels in case people who work at the health ministry experience des tructive conflicts because of their cultural diversity. However, in some cases, two people may not like each other, right from the beginning, due to diversity and other personality differences. Such committees’ mandates may only be limited to areas of departmental interest where diversity differences contribute to low employee outputs. Therefore, some aspects of conflicts such as personality clashes, which do not directly relate to cultural diversity’s effect on productivity, may not be captured in the suggested resolution mechanisms. Personality clashes contribute to workplace disputes due to differences in beliefs, values, and approaches to handling problems. When people have difficulties in appreciating and embracing other people’s work methods, clashes emerge. Considering that people have different capacities, something that cannot be harmonized, some stereotyped people’s way of doing work may go unaddressed. The committee members are also drawn from culturally diverse populations. This strategy, which may lead to the normalization of some work approaches, attracts clashes among employees, especially where such methods are considered acceptable in the society from where the committee members and employees come. Establishing Policies for Guiding and Training Employees to Embrace Cultural Diversity The desired organizational leadership directions are guided by an industry’s best practices. Consequently, the department of health needs to establish policies for guiding and training employees on the importance of embracing cultural diversity. The US Government Accountability Office’s (2005) report on employee diversity management is a significant source of such practices. The agency has established various cultural diversity management practices, which may also be utilized at the US health ministry. They include the commitment of the top leadership, inclusion of diversity in organizational strategic plans, linking diver sity to organizational performance, measuring the contribution of diversity to organizational success, succession planning, recruitment, training on diversity, and diversity accountability (The US Government Accountability Office, 2005). Succession development is a premeditated procedure that is aimed at classifying and establishing capacity-building tactics for the department’s anticipated management expansion. It avails equal opportunities for all employees, irrespective of their cultural diversity differences. Diversity training involves mitigating the problem of cultural diversity through educating culturally diverse employees on the relevance of embracing the diversity of their workmates for collective organizational performance. Linking diversity to performance implies the appreciation that culturally diverse employees yield greater productivity at the individual and departmental levels. The inclusion of diversity in strategic planning means alignment of organizational strategic plans with the talent potential of culturally diverse employees. Adopting Transformational Leadership In the health department, leaders are the vision carriers. They ensure that all employees reason and/or do their work as one entity that comprises different cultures. Through the adoption of transformational leadership, the department can ensure effectiveness in leading culturally diverse people towards a shared vision. Effective leadership entails the possession of the ability to influence other people to one’s way of thinking. Polychroniou (2009) confirms that that leadership entails influencing people to do their work by conforming to some established standards. Therefore, effective leadership involves complex processes that are often characterized various actors (followers and leaders) whose interaction results in a range of possible anticipated outcomes (Samad, 2009). Leaders play a variety of roles, including serving as sources of inspiration, inducing organiz ational change through corporate leadership, and serving as the main source of organizational power and visions (Samad, 2009). Therefore, through leadership, the health department can create a culture that appreciates people’s diversity. This appreciation requires ardent communication of the fact that cultural differences do not amount to any cultural advantage while doing work at the department. All the work is done in accordance with standards and procedures that are unique to the department. Considering that transformational leaders are great communicators, transformational leadership is an appropriate headship style that can deal with the diversity problems at the department. The performance of an organization depends on the effectiveness of its communication strategies. For instance, a reduction of workplace diversity clashes can incredibly increase employee productivity. Myatt (2012) reckons that poor communication directly correlates with escalated work disputes since many of the clashes within an organization are caused by lack of insufficient information, broken communication, or even when cases of half-truths are encountered. This observation suggests that precision, accuracy, the timing of communication, and the contribution of cultural diversity differences to the department of health can help in resolving negative conflicts that emanate from culturally diverse employees. Transformational leaders have an ability to eliminate all volatile situations such as the problem of cultural diversity within an organization. This problem hinders the collective employee performance. The objective is to not only realize common goals but also meet the targets for various activities within the organization (Ruderman, Hannum, Leslie, Steed, 2006). Successful transformational leaders motivate and inspire other people. They also foster the development of a positive work environment where all people as considered valuable sources of organizational success, des pite their cultural differences and ways of thinking. Transformational heads ensure that any challenging departmental opportunities that may exist within a heterogeneous organization are turned around to strengths. Anand and Udaya (2010) support this view by adding that transformational leadership skills are important in encouraging work motivation. Such leaders ensure that subordinates play their roles in increasing organizational effectiveness. Without effective leadership, the department of health can suffer from a blurred vision that lacks a clear focus on the desired future of the organization. Solution Selection Among the discussed alternative solutions to the problem of cultural diversity at the US health department, transformational leadership is selected as the best strategy. The leadership style not only encourages trust but also builds workers’ confidence in a leader. Basri, Rusdi, and Sulaeman (2014) assert that the leadership theory aims at changing internal work values and structures to build faith with an objective of eliciting increased work proficiencies. Cultural diversity is crucial for the success of the department of health. It allows the generation of diverse ideas, which may lead to increased creativity and innovation levels. To this extent, transformational leadership may find application in the process of addressing the problem of cultural diversity at any health facility. According to the US Government Accountability Office (2005), the best practices, which are discussed under solution two are fundamental to any effective leadership within an organization. Leaders are charged with the responsibility of resolving challenges that are witnessed when an organization tries to align employees (followers) with the established vision. Therefore, solution one also requires the input of leadership to mitigate cultural diversity disputes. Hence, transformational leadership comprises the most effective solution to the challenges of cultura l diversity in any health facility. Deploying the transformational leadership theory to change the internal structure of the department of health may foster fair distribution of tasks. The move also reduces work strain and stress that lead to burnout. Through the transformation of the department of health’s value systems to ensure that people regard cultural diversity as strength, rather than a problem, people can learn to work homogeneously, irrespective of their cultural inclinations. Indeed, globalized organizations have now transformed to embrace cultural diversity. This strategic initiative is supported by the belief that employing people from diverse backgrounds gives an organization a competitive advantage. For instance, an organization develops the capacity to tap and benefit from the full range of talents and knowledge bases (Johnson Keddy, 2010). Focusing on diversity as a strategic initiative for an organization is crucial since it enhances growth through the incr ement of product range through innovation that is brought up by people who possess different work capabilities. However, diversity follows the bringing together of people from different cultural backgrounds (Gramberg, 2005). This claim underlines the importance of using transformational leadership tactics such as communication to manage any emerging disagreements. Proper communication eliminates the necessity of monitoring and controlling workers, as suggested in solution two. It focuses on influencing other people to work as a team to realize an organization’s vision. Indeed, the aspect of influencing people creates a long-term solution compared to controlling and monitoring, which are short-term in nature.  To resolve cultural diversity-related problems, the Institute of Leadership and Management (2007) reveals how the HRM is essential in helping to create a common organizational culture where employees understand that different people have different abilities and beliefs and that these differences should not be permitted to influence the way people relate with one another. Alternatively, diversity differences need not to lead to personality clashes in workplaces. The HR segment, which is charged with the role of ensuring that employees work in harmony without conflicting situations that lead to personality clashes, should deploy diversity to enhance success by treating any conflict that arises from cultural differences frictions as an act of indiscipline and negligence when it comes to complying with the established organizational culture. While this role may be well established in the outline of the mandates of the HRM at the department of health, communication, which is an essential aspect of transformational leadership, may hinder the success of the initiatives that the HR deploys to deal with personality conflicts. Communication is a significant cause of workplace disputes, including cultural diversity-related clashes. It can deliver tangible p roducts, as opposed to being a soft component of the leadership roles. Communication improves consumer satisfaction. Besides enhancing the quality of service delivery, it also fosters employee retention and satisfaction (Lee, 2008). However, improper communication is an ingredient of workplace disagreements. In an organization that employs people from diverse backgrounds, communication is the tool that is deployed to harness employees’ individual differences in an effort to align them with a common organizational culture that is in tandem with the organization’s aims, missions, goals, and objectives (Johnson Keddy, 2010). This observation suggests that communication is also essential in ensuring effective resolution of cultural diversity clashes. Communicating adequately and effectively is crucial when it comes to eliminating workplace issues. The Institute of Leadership and Management (2007) reveals how the availability of adequate and unambiguous information helps e mployees to support and/or do what is within their capacity to ensure that organizations succeed in the direction that is set by their respective leaders and managers. In this sense, the goal of an effective communication program in an organization is to foster the change of employees’ behaviors and their perception towards other employees. Failure to maintain excellent communication channels may create personality clashes. This situation reveals why transformational headship is crucial in an organization that wishes to induce a culture of diversity tolerance. Communication entails sharing success information by translating the essential business objectives and goals into terms that employees can understand easily (Johnson Keddy, 2010). In response to such communication strategies, employees are engaged, aligned, and ready to work collectively towards driving organizational success. In fact, when communication fails, misunderstanding arises. The situation leads to the failur e of employees to execute tasks as desired by the leaders. Such atmosphere may also lead to cultural diversity clashes. Conclusion The US department of health needs to understand the benefits of adopting a multicultural environment that can tolerate workforce diversities. Indeed, the United States recognizes the need for the cultural tolerance to build a cohesive nation. Through cultural tolerance, the American ministry of health gains immensely from the increased productivity, thanks to the contribution from the diverse employees. Diversity increases the ability of the ministry to protect the health of all Americans. Ensuring a multicultural health department calls for the adoption of an effective leadership style. The top-down headship approach is the best since it allows the participation all staff members in the decision-making process. Transformational leadership is also central since it appreciates the relevance of workforce diversity from moral and business perspectives. For the American health sector to achieve this goal, the department essentially deserves to change its values to increase its commitment to the promotion of cultural diversity within the work environment. The department needs to transform to become a segment that reaps from the different cultures of its workforce. It should not allow the cultural background of an employee to define his or her performance levels. Transformational leadership addresses the unique challenges that the individual employees experience in the work environment.  Although different strategies or alternative solutions have been suggested to resolve the cultural diversity problem at the department of health, this paper has selected transformational leadership as the best solution. This choice has been supported by the fact that possible recommendations such as solutions 1 and 2 integrate the perceptive of transformational leadership in a multicultural organization. The integration of diverse cultures for people t o operate harmoniously requires effective communication of organizational goals. Leaders need to clarify that an employee’s culture does not hinder his or her performance. Considering that transformational leaders are great communicators and change drivers, transformational leadership is the best choice for resolving cultural diversity problems, especially where such problems lower productivity in the American health sector. Reference List Anand, R., Udaya, G. (2010). Emotional Intelligence and Its Relationship with Leadership Practices. International Journal of Business and Management, 5(2), 63- 69. Basri, D., Rusdi, M., Sulaeman, S. (2014). The Effects of Transformational Leadership on the Teacher Performance at Senior High School, Maros Regency. International Journal of Academic Research, 6(5), 61-66. Gramberg, B. (2005). Managing Workplace Conflict: Alternative Dispute Resolution in Australia. Annandale, N.S. W.: Federation Press. 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