The Importance of the Earl of Kent in Shakespeares King Lear Essays

The Importance of the Earl of Kent in poof Lear The Earl of Kent plays a small but important part in Shakespe ares play magnate Lear. From the beginning scenes to the end we see a minor character that is used to show the values that Shakespeare believed in. Whether Kent is an example of the dutiful servant or plays the intermediary between Lear and Cordelia he is essential to the functioning of the plot. The role of Kent is important because of the use Shakespeare has for his character in giving the reader an example of what the values are in the play. In Kent the reader sees a man who is loyal to his King but is not blind to the wrong that this King has committed Kent is also able to defend his King even though he has been banished by him. Kent is an example of a dutiful servant and a symbol of reason. The reader discovers Kents willingness to protect his King in the first scene. After Lear has had his daughters display their love in a pubic competition Kent tries to persuade him that Cordelia does not love him least and that Lear should think nearly banishing her. Kent is trying to protect the King from his emotions and the decision that they have led him to. But Lear does not listen and instead banishes Kent from the Kingdom. His banishment is a result of another aroused outburst on the part of the King. If Lear were to look rationally at his actions and what his daughters have said he would realize his folly. Instead he is enraged by Kent and thinks that he is challenging his authority. Even after he has been banished Kent goes back to protect Lear. He sees that the King is headed for trouble. He has let his emotions guide his actions. He has abandoned reason, and Kent is throw as a reas... ... example of what is right and to show how powerful duty is. Without Kent the play would take a completely different course. He is able to connect the Kings fierceness with the loss of reason that Lear displays in the first scene. Kent is a representative of Lear before he lost his power. The actions of Kent are connected to the main plot of the play. He is present in almost all of the scenes in which Lear shows his descent from power into madness. The reader is able to make connections in the plot because of the presence of Kent. The reader also sees the unwavering moral messages of the plot through the character of Kent. Kent is the embodiment of honor and duty. These themes are needed in order to keep the story complete. Works Cited and Consulted Shakespeare, William. The Tragedy of King Lear. Ed. Russell Fraser. New York Penguin, 1998.

Essay --

People say that the first step to success is finding out what you want and then handsome yourself to it with all your heart. I have partlyfound myself by making one of the most important decisions of my life - choosing a profession, and now I ruminate Management at YSUsfaculty of Economics. I have to admit that I havent always been a student with top marks as I connected my goal of becoming a goodspecialist with an buzz off rather than a qualification. Now I realize that the harder I work at the university, the closer I get to myprofession. However, like most of my fellow students, I dream of breaking out of my academic routine and getting skills that standardlectures allow never provide. Through applying to this project I have made my decision on choosing an exchange country that fits memost, and I hope that I fit it either, with my statements that atomic number 18 introduced below. Several things interest me about the US as an exchange student, and I want to introduce them fro m practical, sociocultural and afterall, a little bit self-loving aspects. First, US Universities have much to offer me as a student by giving out an opportunity to study preciselywhat Im interested in, in a more different way than Ive been used to in my current university. In other words, American procreationmethods meet students objectives and sharpen analytical thinkers with skills of a potential leader. That is part of what makes it such aninteresting place to study. Besides, studying in a country with mixed culture which is also alter with international students has anotheradvantage that is becoming part of the globular youth and exploring my opportunities, obtaining self-confidence, as well as breakingsome stereotypes through interactions and ... ...a western education they are motivated tomake major contributions to the development of their countries with a clear aim of building a democratic society by sharing experienceand knowledge with others. I have the qualities of struggling for the implementation of the goals that I have always wanted to achieveand even if they dont work sometimes, at least I know that I dreamed out loud. So I would like to study in the USA by means of thisprogram, because it teaches a lot in a short time and its a once-in-a-lifetime opportunity. Thus, I am ready to be an exchange studentfor my willingness to continue the endeavors of Global UGRAD alumni i.e. I have to be a good ambassador of my country, enrich myknowledge reservoir and use it for the benefit of the public sector in my community. This is my secure understanding of what is requiredfrom any exchange student.

Documentation and Fabrication in Phonography :: Music Essays

Documentation and Fabrication in PhonographyABSTRACT In most general terms, my paper is about the mixed bag of agendas in the recording industry, where documentation, with its apparently educational implications, becomes difficult to distinguish from a range of distinct, even opposed, goalswhich I group under the heading fabrication. After a few historical remarks, I develop the concept of what I call works of phonography (WPs)that is, sound-constructs created by the use of recording machinery. (Examples rap music recordings, electronic compositions for enter machine, sonic pastiches by pop groups such as Art of Noise.) I detail their ontological characteristics, as contrasted the features of ordinary musical works. WPs areI adoptreplete. (Their finest sonic details are constitutive of them.) They are autographic. (Authenticity of their instances is not tested by the allographic criteria we associate with ordinary musical works, namely, compliance with scores.) And they are phono- kindlythat is, accessible only through playbacks of authentic instances of their record artifacts, e.g., cassette tapes, CDs, etc. I then turn to Theodore Gracyks recent study of rock music (in his book Rhythm and Noise), tilt that his account is formally similar to my account of WPs. This raises the question of whether there be counter-examples to Gracyks accountparticularly of the sort that show his view to be too broad. I bring this to a focus finally by a comparison of rock recordings with void recordingstwo classes that Gracyk tries to keep ontologically distinct. I argue that many unspotted jazz recordings are artifacts of the recording studio, no less than those Gracyk identifies as pure cases of rock music. In the same vein, I argue that, once recorded, the improvisational music of jazz is deformedindeed, that it acquires features of WPs. This has the further implication that Gracyk cannot preserve his sharp distinction between rock and jazz records that he wants to main tain.I. Like Evan Eisenberg, who argued that sound recording has opened up entirely new kinds of musical experience unknown in the age of mere hot performance,(1) Ted Gracyk has opened his ears to what Walter Benjamin had to say about mechanical reproduction. some(prenominal) see sound recording not as a mere convenience but as fraught with broader implications. In his recent book, Gracyk has brilliantly described, not only the phenomenology of rock sound, but how the technology has made possible a type of musical work unknown in the age of mere live music.(2)The recording industry has lived mainly by what might be the called transparency perspective, according to which the analogy for a sound recording is a transparent window pane through which we can view, undistorted, the object of our interest.

Route March Rest by Vernon Scannell, Night Raid by Desmond Hawkins, :: English Literature

Route March Rest by Vernon Scannell, Night maraud by Desmond Hawkins, The Battle by Louis Simpson - How do the poets communicate emotional or base responses to war?What do these poems tell us about wartime life and the thoughts andfeelings of civilians and soldiers?How do the poets communicate emotional or moving responses to war?The following demonstrate provide try to answer the question above. Usingreferences and quotes from three wartime poems I will explain whatthey tell us about wartime life and the thoughts and feelings ofcivilians and soldiers. I will in any case clarify how the poets communicateemotional and moving responses to the disturbing war. The three poemsthat will be analysed are Route March Rest - by Vernon Scannell, Night Raid - by Desmond Hawkins, The Battle - by Louis Simpson.I sport selected these poems because they contain both similarity andcontrast. These aspects are distinguished in order to produce ahigh-quality essay as they provide a more balanced view of the poems.Both the contrasts and similarities will be shown to give the reader aclearer overview of the poems.The three poems, as mentioned above, have all been written duringwartime and therefore display hatred towards the fighting. However,they demonstrate this dislike using different methods. VernonScannells proficiency in Route March Rest is important as he usescontrasting images and descriptions to create an overall picture ofdeath and dismay. Scannell does this by initially introducing a sceneof harshness using such unvoiced words as skulls, thumping,crunched and clanked. He then smoothes the picture out by creatinga more calmed and restful atmosphere using such compressible words as silent,cool and bright as buttercups. But this is short lived as themarching image is reintroduced and the word die is placed at theend. Desmond Hawkins technique in Night Raid is very unique as it isdone using completely free verses. At the start, strange charactersare introduced which immediately creates anxiety. sour sentences suchas If theres a bomb made for YOU, Youre going to get it highlightthe feelings of distress and misery present in all of the variouspeople. warfare is also displayed negatively using this sentence She wasshivering and laughing and throwing her head back. People would notnormally be doing this and so it makes the reader amour disease-likebehaviour with war. Louis Simpsons technique in The Battle isfascinating as he uses repetition, onomatopoeia, tempo and colours toproduce an anti-war description. The three poems are similar as theyare all about the negative aspects of war, but they differ in terms of

Great Expectations: Use of Irony :: free essay writer

Great Expectations  Use of Irony          Many professors, analysts, and common readers believe that Great Expectations was possibly the best employment of Charles devil. Perhaps it was because of the diverse themes displayed by Dickens, which modulate as the story progresses. A clear example of the measures taken by the author to create diversity, is the application of jeering. Dickens uses Rony to create suspense and negate in plot events related to Estella, look out over Havisham, the convict, Joe, and Mrs. Joe. The relationship betwixt whip and Estella is very complex and teetotal. It keeps the reader entertained, with the humor of modern children. A major irony, of situation, occurs when Estella kisses kill after insulting and degrading him. The reader becomes confused with Estellas make believeions and feels sympathy for Pip. The confusion causes conflict, which keeps the reader on the edge of their seat. On rascal 104 Estella says, Come here You may kiss me, if you like. This is something unexpected, which livens up the story. Dickens portrays Miss Havisham in a very unique way. There is a dramatic irony between Miss Havisham and Pip. It is ironic how she wanted to watch him become miserable, just because he is of the male gender, and ironically she grew to like him. She even paid for part of Pips expenses for the partnership. that what is more ironic is that Miss Havisham does not praise herself for the good deed. In the beginning of the novel, Miss Havisham displayed a harsh, cold attitude toward Pip. This is displayed in her deceptive act on rascal 69, where she says, Well, you stinker break his heart? As the novel ends Miss Havishams attitude completely changes. She realizes the pain she has caused Pip and apologizes to him. Because of her positive change, she becomes more sympathetic to the audience. A third mortal to have an odd effect on Pip is the convict. One of the greatest examples of irony is brought out, in the sudden confrontation between Pip and the convict. On page 12, the convict speaks to Pip, Get me a file. Pip listens to the convict and brings him food and a file. It is ironic how a simple task such(prenominal) as this, changed Pips life forever. Pip obeyed the man, and later in life the man repaid him. It is ironic how the convict takes from Pip, then later gives back.Great Expectations Use of Irony fire essay writer Great Expectations  Use of Irony          Many professors, analysts, and common readers believe that Great Expectations was possibly the best work of Charles Dickens. Perhaps it was because of the diverse themes displayed by Dickens, which modulate as the story progresses. A clear example of the measures taken by the author to create diversity, is the application of irony. Dickens uses Rony to create suspense and conflict in plot events related to Estella, Miss Havisham, the convict, Joe, and Mrs. J oe. The relationship between Pip and Estella is very complex and ironic. It keeps the reader entertained, with the humor of sophisticated children. A major irony, of situation, occurs when Estella kisses Pip after insulting and degrading him. The reader becomes confused with Estellas actions and feels sympathy for Pip. The confusion causes conflict, which keeps the reader on the edge of their seat. On page 104 Estella says, Come here You may kiss me, if you like. This is something unexpected, which livens up the story. Dickens portrays Miss Havisham in a very unique way. There is a dramatic irony between Miss Havisham and Pip. It is ironic how she wanted to watch him become miserable, just because he is of the male gender, and ironically she grew to like him. She even paid for part of Pips expenses for the partnership. Yet what is more ironic is that Miss Havisham does not praise herself for the good deed. In the beginning of the novel, Miss Havisham displayed a harsh, cold attitu de toward Pip. This is displayed in her deceptive act on page 69, where she says, Well, you can break his heart? As the novel ends Miss Havishams attitude completely changes. She realizes the pain she has caused Pip and apologizes to him. Because of her positive change, she becomes more likeable to the audience. A third person to have an odd effect on Pip is the convict. One of the greatest examples of irony is brought out, in the sudden confrontation between Pip and the convict. On page 12, the convict speaks to Pip, Get me a file. Pip listens to the convict and brings him food and a file. It is ironic how a simple task such as this, changed Pips life forever. Pip obeyed the man, and later in life the man repaid him. It is ironic how the convict takes from Pip, then later gives back.

Great Expectations: Use of Irony :: free essay writer

Great Expectations  Use of ridicule          Many professors, analysts, and common readers believe that Great Expectations was possibly the exceed work of Charles Dickens. Perhaps it was because of the divers(a) themes displayed by Dickens, which modulate as the story progresses. A clear example of the measures taken by the author to create diversity, is the masking of irony. Dickens uses Rony to create irresolution and conflict in plot events related to Estella, fall back Havisham, the convict, Joe, and Mrs. Joe. The relationship between Pip and Estella is very complex and wry. It keeps the reader entertained, with the witticism of sophisticated children. A study irony, of situation, occurs when Estella kisses Pip after insulting and degrading him. The reader becomes confused with Estellas actions and feels sympathy for Pip. The confusion causes conflict, which keeps the reader on the edge of their seat. On rapscallion 104 Estella say s, Come present You may kiss me, if you like. This is something unexpected, which livens up the story. Dickens portrays Miss Havisham in a very unique way. There is a salient irony between Miss Havisham and Pip. It is ironic how she wanted to watch him become miserable, just because he is of the male gender, and ironically she grew to like him. She even paid for region of Pips expenses for the partnership. Yet what is more(prenominal) ironic is that Miss Havisham does not praise herself for the good deed. In the beginning of the novel, Miss Havisham displayed a harsh, cold attitude toward Pip. This is displayed in her misleading act on page 69, where she says, Well, you can break his heart? As the novel ends Miss Havishams attitude completely changes. She realizes the pain she has caused Pip and apologizes to him. Because of her positive change, she becomes more likeable to the audience. A ternion person to have an odd effect on Pip is the convict. One of the greatest example s of irony is brought out, in the sudden showdown between Pip and the convict. On page 12, the convict speaks to Pip, Get me a file. Pip listens to the convict and brings him food and a file. It is ironic how a simple labor such as this, changed Pips spirit forever. Pip obeyed the man, and later in life the man repaid him. It is ironic how the convict takes from Pip, then later gives back.Great Expectations Use of Irony free essay writer Great Expectations  Use of Irony          Many professors, analysts, and common readers believe that Great Expectations was possibly the best work of Charles Dickens. Perhaps it was because of the diverse themes displayed by Dickens, which modulate as the story progresses. A clear example of the measures taken by the author to create diversity, is the application of irony. Dickens uses Rony to create suspense and conflict in plot events related to Estella, Miss Havisham, the convict, Joe, and Mrs. Joe. The relationship between Pip and Estella is very complex and ironic. It keeps the reader entertained, with the humor of sophisticated children. A major irony, of situation, occurs when Estella kisses Pip after insulting and degrading him. The reader becomes confused with Estellas actions and feels sympathy for Pip. The confusion causes conflict, which keeps the reader on the edge of their seat. On page 104 Estella says, Come here You may kiss me, if you like. This is something unexpected, which livens up the story. Dickens portrays Miss Havisham in a very unique way. There is a dramatic irony between Miss Havisham and Pip. It is ironic how she wanted to watch him become miserable, just because he is of the male gender, and ironically she grew to like him. She even paid for part of Pips expenses for the partnership. Yet what is more ironic is that Miss Havisham does not praise herself for the good deed. In the beginning of the novel, Miss Havisham displayed a harsh, cold attitude towar d Pip. This is displayed in her deceptive act on page 69, where she says, Well, you can break his heart? As the novel ends Miss Havishams attitude completely changes. She realizes the pain she has caused Pip and apologizes to him. Because of her positive change, she becomes more likeable to the audience. A third person to have an odd effect on Pip is the convict. One of the greatest examples of irony is brought out, in the sudden confrontation between Pip and the convict. On page 12, the convict speaks to Pip, Get me a file. Pip listens to the convict and brings him food and a file. It is ironic how a simple task such as this, changed Pips life forever. Pip obeyed the man, and later in life the man repaid him. It is ironic how the convict takes from Pip, then later gives back.

Gettysburg: Movie and History Essay

The American cultivated War has captured the imagination and the hopes and fears of the American people. It is the only major warfare fought within the borders of the United States. It was a bloody war fought during the time of President Lincoln, considered as the greatest President of the US. Gettysburg is the historical landmark where the result of the Civil War was decided. The Gettysburg movie was based on Michael Shaaras impudent The Killer Angels. It follows the events of the battle of Gettysburg, which decided the turnout of the American Civil War. Ronald F. Maxwell directed the film.Gettysburg film is an important movie in that the National Park go allowed, for the first time, a movie to film bout scenes on the very Gettysburg Battlefield. The movie needed thousands of people as volunteers for the participation scenes. As such, thousands of Americans participated in the battle scenes. Gettysburg was not very successful commercially in the theaters. But when it was rele ased in VHS and DVD format, it gained popularity. The film also featured several appearances from media personalities such as Ted Turner, the media big businessman and Ken Burns, a documentary writer and filmmaker.The film runs for an astounding 4 hours and 15 minutes. Synopsis of the Movie The Gettysburg film essentially chronicles the defense of Little beatnik Top as well as Picketts Charge. It portrays the chaos of the battlefield but presents clearly the strategy of the battle. The battle was for three days and the movie presented speeches of generals and officers as well as the personal reflections of the men in the battle. On the first day of battle, the movie focuses on John Buford as he selects the battlefield.On the moment day, the scenes shift to the manner in which Joshua Chamberlain defended Little Round Top. On the evening of the second day, the army prepares for Picketts Charge. The movie presents different perspectives from both Confederates and Union soldiers and officers, thereby presenting a rectify view of the Civil from the trenches. Interestingly, the film also shows the different conflicts of soldiers such as Longstreet and Lee who differed on how to go on with the battle tactic. Armistead on the other hand is fighting against his own friend Hancock and the Chamberlain brothers.What Truly Happened at Gettysburg The Battle of Gettysburg claimed the most casualties during the American Civil War. During this war, the attack of Robert E. Lee with his armament of Northern Virginia was repulsed by Union Major Gen. George Gordon Meade with the Army of the Potomac. Gen. Lee positioned his army at Gettysburg. Confederate corps helped Lees forces and Union forces were forced gage to retreat. The Union Army continued to suffer losses as Lees forces fought at the Light Round top, the Wheatfield, Peach Orchard, and Devils Den.In spite of these losses, the Union soldiers held their ground. The dramatic Picketts Charge with 12,500 Confederates att acked the Union line. Yet, with the rifles and the artillery of the Union soldiers, and the Confederates lost badly. With this defeat, Lee led the Confederate Army back to Virginia. much than 50,000 Americans fell on the fields of Gettysburg on that three-day war (Stackpole, 1956). Gettysburg Movie and History The movie is historically accurate as it presents only the battle scenes of the American Civil War.Although it is difficult to verify some of the statements that the officers and generals uttered to their men, the overall effect still provides an accurate description of what truly happened during the Battle of Gettysburg. The movie presented an amazing flurry of battle scenes, dialog and military tactics in the film. Although the movie was a little too long, it was necessary to present the complexity, the confusion and the difficulties that soldiers faced at the trenches. What is lacking, however, is a deeper compendium of why the battle was fought and what its implications are in the American society.Perhaps the filmmakers left it to historians and to teachers to deal with the historical aspect of the film. Conclusion In terms of capturing the drama, the tension, and the chaos of the Battle of Gettysburg, the movie has succeeded. What it lacks in deeper historical analysis may be supplemented by historians and teachers. Students who will watch the film will come to appreciate history better and will develop a greater appreciation for Gettysburg and indirectly, for what Lincoln has brought to the American nation.ReferenceStackpole, Gen. Edward J. , They Met at Gettysburg, Stackpole Books, 1956.

Organisation for Facilitating Globalization †IMF and World Bank Essay

The fund is an autonomous organization affiliated to United Nations Organisation. Starting from the initial shareship of 31 countries at the time of inception, the Fund has a membership of 186 countries. It is financed by various participating countries with each uncouths contribution fixed in terms of quotas according to the relative importance of the subject field income prevalent in the country and international trade.The total financial resources of the fund is equal to the quotas of all the countries combined together. The contributed quota of a country determines its borrowing rights and voting strength.The avocation are the functions of International Monetary Fund 1.Monitoring economic and financial developments of its members 2.Providing machinery for international consultations3.Providing machinery for altering sometimes the par value of currency of a member country 4.Functioning as a short term credit institution5.Lending institution in terms of foreign exchange6.Provid ing machinery for the orderly adjustment of exchange order and 7.Functioning as a reservoir of the currencies of all the member nations who can borrow the currency of other nations. 8.Granting loans for financing current minutes other than capital transactionsWorld BankThe International Bank of Reconstruction and Devlopment popularly known as the World Bank was formed as a part of the deliberations at Brettonwoods during 1945. It was floated in order to give loan to member countries initially for the reconstruction of their war ravaged economies and later for the development of the economies of the poorer member countries.The World Bank provides its member countries long term investment loan on reasonable terms. World Bank has granted many loans for financing specific projects. During the recent years, it has also been booked in giving structural adjustment loans to the heavily indebted countries.The World Bank is an inter governmental institution, corporate in form whose capital line of merchandise is entirely owned by its member governments. The World Bank group consists of the following World BankInternational Development AssociationInernational Finance spateMultilateral Investment Guarantee AgencyInternational centre for settlement of Investment disputes.Referencehttp//classof1.com/homework-help/international-economics-homework-helpView as multi-pages

“Hurricane Hits England” By Grace Nichols and “Storm on the Island” Essay

Hurricane Hits England about a hurricane that came across from the Caribbean and hit the South slideway of England (Sussex). In 1987 the poem takes place at night and follows the poet, Grace Nichols, as she talks and questions the hurricane care it were an old friend. Storm on the lsland is set on the top of a cliff on a barren island off the coast of Ireland. It describes the storm and how the village people are prepared for it and have built there houses squat. This shows that there are storms there frequently and it also speaks of no trees to avoid falling branches.Storm on the Island is written in blank verse. This reflects the crashing motion of the storm. It was often used by Shakespeare because it sounds ilk spoken English, this makes the poet sound like he his talking to the reader. However Hurricane Hits England is written in free verse which gives the poem a relaxed feel. Also breaking it up in to stanza lets you see how the conception changes throughout the poem from q uestioning, to understanding. Come to break the frozen lake within me the frozen lake being her sense of belonging and home.By not using an article before the title Heaney makes it sound blunt and gives a sense that he is not just talking about one storm in particular unless many. To create drama Heaney writes the poem in present tense. Enjambment is used to create the surprise a storm would give when it blows full / Blast like a gust of wind suddenly Blasting in at the start of a new line. Despite the positive start Heaney admits to being frighten of the storm it is a huge no issue we fear. Whereas in the first stanza of Nichols uses a very effective metaphor to describe the hurricane howling ship of the wind this creates a ghost like quality to the hurricane this is later backed up by the word spectre. The view of the hurricane changes from stanza to stanza. In the third stanza Nichols questions the like it were an old friend. The predilection is then saddened when Nichols de scribes roots as cratered graves.The island is described as Wizened which at first conjures thoughts of a desolate and barren landscape. There are no stacks suggests there are no crops, only if as the hurricane is introduced the view of the island has been change and maybe its not just the ground that is Wizened but also the villagers. The fact the villagers are prepared for the storm is emphasised more so by the lack of trees. He uses the imagery of a tame ramble / Turned savage because the sea is usually calm a gentle but can become violent and angry. The fact this is spread over twain lines is to use the pause between them as the quiet before the storm.The military theme is carried on when he uses words like dives, strafes, salvos and bombardments to show the distructive power of the storm. magical spell the storm in Hurricane Hits England is show to be an actual person or a one point a God this is meant show that Nichols has not spurned her culture and is still capable of s eeing things in terms of her native culture. The poets heart is unchained by the hurricane which breaks the frozen lake in me. There is a clear implication that she has felt trapped in England and by riding the hurricane (a global event, of course) she finds her freedom.Heaneys poem is written in a repetitive and confident way and by using blank verse it reflects his mood that he will survive the storm. Although this changes throughout the poem, halfway through he uses phrases like the thing you fear and exploding comfortably to portray he is scared. While Nichols writes in free and open way which reflect her past in the Caribbean to show this she uses the words the kingdom is the earthThe final lines of Hurricane Hits England are a plea for multiculturalism and a pride in ones own culture. The poet has realised that she can only be free and happy in England if she stops yearning for her own culture and accepts that, that culture is a part of her she brought it to England with her just as the hurricane has brought a feeling of the Caribbean to England. This is dissimilar the ideas in Storm on the Island which concern our uneasy relationship to powerful natural forces and the feelings of vulnerability and fear. That we feel in the face of the potentially destructive powers of a storm.

Diversity and Inclusion an Organization Emperical Study of Hul

ABSTRACT In the last few days, the guidance of efforts in companies across the land has pocketed from salmagundi to a focus on cellular comprehension body. This ocean transplant has happened without fanf ar and almost without notice. In most musical arrangements, the word inclusion has been added to all(prenominal) the companions mixture materials with no explanation. This article is a short account of wherefore this shift has happened and what it nitty-gritty. Probably the most widely-read article on revolution in organizations was Roosevelt Thomass From Af firmative Action to Affirming Diversity, which appe atomic f be 18d in the Harvard Business Review in 1990.Diversity, said Thomas, was no longer somewhat complying with a legal mandate exactly around claverking to manufacture a versatile serveforce because it would be beneficial to the organization. to begin with 1990, most with child(p) companies had an Employment Equity and Affirmative Action Officer, us ually a lower-level expendee who take a craped in the bowels of the organization compiling statistics about how some(prenominal) employees were in targeted groups, eg, good deal of color and women. This project covers all the aspects of cross culture to the managing alteration by HUL. This project includes primary data analytic returning and the end of project recommendation in any case to be provided.Content Abstractii Signatory pageiii Topic approval letteriv Acknowledgmentv Approved thesis synopsisvii 1. Introduction 2. company profile 3. literature review 4. research methodology 5. finding and analysis 6. recommendation 7. CONCLUSION 8. Bibliography 9. annexure questionnaire INTRODUCTION pic Today, at the beginning of the 21st century, the world is submerged in a wide range of demographic trends which pass water the authority to radically change the demographic, ethnic and ethical mixture of the population in numerous countries at bottom just a few decades.Top do itrs practically tell apart that their companys batch argon its most important asset. In a tight job market and a planetary economy a company that puts deal depression regardless of their flight, religion, gender, age, sexual preference, or physical disability wins. Companies, especially big multinational players which exact to deal with these changes, atomic number 18 growingly forced to react. Employees, once a homogeneous group in many countries, ar progressively various and need to be integrated within and into functional environments.Diversity give notice present an immense arising of opportunities hardly it tail end excessively mean the opposite, a big threat. Diversity forethought is a managerial advancement in response to these trends and nookie booster companies to effectively and efficiently manage their personnel office novelty, i. e. personnel made up of diverse and multifaceted volume. The text argues that a diverse workforce can be regarded as an instrument of sales promotion, a marketing tool to induce customers to buy certain products or services.To be successful at creating workforce diversity program involves attracting and carry oning the highest quality item-by-items in the talent pool. For the HR professional it means livelinessing beyond obvious recruitment methods and venues for good people, whence learning how to manage benignant dominance sensitively. It requires an ever-increasing aw beness of how people from several(predicate) backgrounds deal with authority, communication, overall business etiquette, and relate to their communities of affiliation. Promoting workforce diversity is a process that takes place in many stages and on many levels.It requires HR professionals branch to recruit a competent and qualified staff, then to accommodate individual needs within the condition of the work team and the organization. In todays world of cultural diversity, our business cant thrive unless we implement a workforce diversity initiative. Besides tapping into the unique abilities and talents of people from divers(prenominal) backgrounds, we can improve our image in the community by opening up a place of business to any atomic number 53 regardless of race, color, gender, ethnicity, sexual orientation and disability. What is diversity? Diversity to us means all aspects in which people differ from one another.This includes both the visible and relatively easily demonstr equal personal characteristics such(prenominal) as gender, age and ethnicity, as well as the less visible personal characteristics, such as competencies, needs and sine qua nons, work styles and character traits. Each employee has his or her own, unique combination of such characteristics. Another definition describes diversity as creating high performing organizations finished with(predicate) valuing and using all the talents of employees of different groups. Regardless of how diversity is defined, it is an issu e that is sweeping the nation.If the corporate society does not address the issue by learning how to manage diversity, they will fail. It is very su blemishful to suggest that diversity is not so much an end in itself as it is a condition of our society and the condition of the World in which we live. Frank Wong Vice chairperson for Academic Affairs University of Redlan Diversity Management Managing diversity is one of the most important challenges faced by managers and their organizations. In todays work environment, co-workers argon be the like to be of different gender, age, religion, cultural background, race and ethnicity.They overly differ in terms of lifestyle, choices available, perspectives, attitudes, criminal maintenance for system, beliefs, behaviors, expectations, skills and experiences. These issues are not just about antiblack practices simply they modify the nature and demands placed on leadership and management and bring into prominence the concept of d iversity. How well or how prepared managers are able to invest in the concept of diversity will impact not just on work issues but also on sensitivity to customers needs, legal compliance, business ethical issues, profitability and even social cohesion.Diversity management is a strategic process to manage a diverse workforce-including the conjure against stereotypes, prejudice and all kind of discrimination due to the individual perceptions and assumptions- in the manner to maximize the benefit and minimize barriers of different opinions, behavior and attitudes of human worlds within a company. PRINCIPLES OF DIVERSITY MANAGEMENT pic Categorization of Diversity Management Diversity management can be divided into two categories- 1. The internal effect has an knead on organizational structural changes within the company. 2.The external effect concerns the environment of the company e. g. customers, stakeholders, suppliers and so forth The concept of diversity management is extensive there are various components of diversity as follows Diversity of ethnicity, nationality and cultures Diversity of demography (gender, age and experience) Diversity of competencies (educational and professional backgrounds) Diversity of organizational functions and processes Diversity of earningss (i. e. relationships and communications channels and/or patterns etc. ) Miscellaneous diversity (sexual preferences, occupational disabilities, i. . handicap or physical mobility, etc. ) Work Force as a challenge First, there is an growth in the cost of training. This gain roll in the hays from costs associated with seminars, programs and lectures given to promote diversity in the corporation. These types of training are given to all levels of staff within the organization. They indoctrinate employees others. These programs also teach one how to deal with conflicts and prejudice in a professional and civil manner. A disadvantage of diversity in the workplace is an increase in conflict s.Conflicts arise when two or more than(prenominal) individuals or groups do not see eye to eye on a particular situation. In regard to diversity, conflicts arise largely due to ignorance. Prejudice feelings or derogatory comments cause a lack of acceptance. This can produce negative dynamics such as ethnocentrism, stereotyping and culture clashes. The most viridity conflict comes from one feeling superior. If management ignores such conflicts, the companys effect may suffer. If conflicts can be managed and controlled creativity and performance can be increased.Employers will work harder to gain acceptance by creating a solution or invention first. Increases in labor turnover and absenteeism are another disadvantage in having a diverse workplace. Research has shown that the turnover rate for African Ameri-Ongori and Agolla 075cans in the US workforce is 40 percent great than whites. Another domain by Corning Glass stated that between the years 1980 1987, the turnover rate for women in a professional job was two multiplication high than males. Women also deal a 58 percent higher absentee rate than men.Yet, another study shows that a person, who is not a member of the interior group, will be one of the first to leave a company (White, 1999). Some research contradicts the idea that flex eon reduces these rates however absenteeism and turnover can cost a company up to and over $3 million annually. Workforce diversity increases labor turnover and absenteeism in organizations on employee satisf go through and productivity. Employees who discriminate themselves as valued members of their organization are harder working, involved, and innovative.Unfortunately, minority-group members much feel less valued than do majority-group members due to stereotyping, ethnocentrism, and prejudice. Mismanagement of diversity in the form of denied irritate or unfavorable treatment can ready negative consequences, such as inhibiting workers abilities and motivation. Wor k Force as an Opportunity Managing diversity can raise a competitive advantage. Potential benefits of this diversity include ruin decision making, higher creativity and innovation, greater success in marketing to foreign and domestic help ethnic minority communities, and a better distribution of economic opportunity.Organizations with a diverse workforce can provide superior services because they can better understand customers needs. Diversity enhances creativity and innovation (Adler, 1997 Jackson et al. , 1992), and produces competitive advantages. Why should we strive for diversity in personnel? An often heard argument to quash having to put energy into diversity is that it only leads to misunderstanding, undesired formation of groups, communication problems and conflicts in the work force. When put like this, paying attention to diversity seems a useless investment. that demographic developments cannot be ignored. In situations like labor shortage, organizations cannot perm it themselves to exclude a substantial part of the labor force. Diversity in personnel has different advantages pertaining to business economics Attraction for a wider group of customers more people can identify with the organization. This could increase your turnover More creativity within the organization diversity leads to innovative products and services, which is necessary to compete with other businesses An improved business image more people see you as an employer of choice.Diversity covers a wide variety of issues, including communicating with employees, whose first language is not English, helping a diverse team cope with conflict, learning which rewards are valued by different groups, and dealing with discrimination. Managers can improve handling of diversity issues by following these eight behaviors. Embrace diversity Successfully valuing diversity starts with accepting the commandment of multiculturalism. Accept the value of diversity for its own sake not simply becaus e you have to. You need to reflect your acceptance in all you say and do.Recruit more often than not When you have job openings, work to get a diverse applicant pool. Avoid relying on referrals from current employees, since this tends to produce candidates similar to your present workforce. Select passably Make sure your selection process doesnt discriminate. Particularly, ensure that selection tests are job-related. Provide orientation and training for minorities Making the transition from outsider to insider can be particularly difficult for nontraditional employees. Sensitize all employees Encourage all employees to embrace diversity.Provide diversity training to help all employees see the value in diversity. Strive to be flexible Part of valuing diversity is recognizing that different groups have different needs and values. Be flexible in accommodating employee requests try out to motivate individually You need to be aware of the background, cultures, and values of employees. What motivates a si0ngle mother with two young children and who is working full time to support her family is likely to be different from the needs of a young, single, part-time employee or an older employee who is working to supplement his or her retirement income.Encourage employees to embrace and value diverse views give rise traditions and ceremonies that promote diversity. Celebrate diversity by accentuating its positive aspects. But also be prepared to deal with the challenges of diversity such as mistrust, miscommunication, and lack of cohesiveness, attitudinal differences, and stress. vastness OF DIVERSE WORKFORCE Our Nation is made up of people from diverse backgrounds, cultures, customs and beliefs. It is those differences that contribute to the richness and strength of our society. Like our Nation, the workforce Is also bonny more and more diverse.As a result, in club to recruit, hire and adjudge the best people from every background and community, we must foster di versity in our workforce, manage it effectively, and value what it has to offer. A diverse workforce is critical for any organization that seeks to improve and maintain a competitive advantage. Focusing on diversity and looking for ways to achieve an inclusive environment is not just a nice to have objective, it set outs a good business sense. A diverse workforce offers greater productivity and a competitive edge.Diversity improves the quality of our workforce and offers a higher return on our investment in human capital. Our surenesss future depends on the quality of employees we recruit today. New employees often consider an organizations diversity efforts when deciding whether to accept or disclaim an employment offer. Potential candidates are usually more attracted to employers that are committed to sustaining a diverse workforce. Moreover, diverse perspectives increase creativity as they offer different perspectives, ideas and solutions. BENFITSPeople have a lot of viewpoint s and having people from many backgrounds and places in life brings a lot of those viewpoints into the mix. In some situations, a lot of viewpoints give us a lot of options. Plus, since there are many different viewpoints and environments in the workers, there are many opportunities for these different viewpoints to come into the planning of strategic initiatives, allowing the firm to serve a wider group of consumers and interests. The Various . advantages of having a diverse workforce are the following 1.It helps motivating employees. 2. It enhances the innovation and creativity of employees. 3. It helps in reducing cost. 4. It creates flexibility in the organization. 5. Immediate access to problem solving. 6. Easy transfer of knowledge. 7. Better marketing structure. 8. Innovative work environment. 9. Immediate outcomes. 10. Fulfillment of social responsibility. 11. It helps attract and go for employees. Management of Diversity in leading INCs A manager or the superior must be a ware of the background, cultures, and values of employees.The motivation factors for a full time working mother to support her two young children are different from the needs of a young, single, part-time employee or an older employee who is working to supplement his or her retirement. COMPANY PROFILE Introduction Hindustan Unilever Limited (HUL), a 51%-owned subsidiary of Anglo-Dutch giant Unilever, has been prying its way into India since 1888. Indias largest consumer goods company, HHL markets products such as beverages, food, and berth and personal care goods. Its filths include Kwality Walls ice cream, lifebuoy soap, Lipton tea, Pepsodent toothpaste, and Surf laundry detergent.HUL markets atta (a type of meal), maize, rice, salt, and specialty chemicals, and its export division ships castor oil and fish. The company also swops bottled wet and over-the-counter healthcare products. Hindustan Unilever Limited (HUL) is Indias largest fast moving consumer goods company, with le adership in Home & in-person fear Products and Foods & Beverages. HULs brands, spread across 20 distinct consumer categories, pass the lives of two out of three Indians. They endow the company with a scale of combined volumes of about 4 million tonnes and sales of Rs. 10,000 crores.The vision that inspires HULs 32,400 employees (40,000 including Group Companies), including about 1,425 managers, is to meet everyday needs of people everywhere to harbinger the aspirations of our consumers and customers and to respond creatively and competitively with branded products and services which raise the quality of life. This objective is achieved through the brands that the company markets. Business nature HUL is Indias largest marketer of Soaps, Detergents and Home consider products. It has the countrys largest Personal Products business, leading in Shampoos, Skin Care Products, Colour Cosmetics, and Deodorants.HUL is also the market leader in Tea, Processed Coffee, branded Wheat Flour , Tomato Products, Ice cream, Soups, Jams and Squashes. HUL is also one of the countrys biggest exporters and has been recognized as a Golden passing Star Trading House by the Government of India it is a net foreign exchange earner. HUL is Indias largest exporter of branded fast moving consumer goods. The companys Exports portfolio includes HULs brands of Soaps and Detergents, Personal Products, Home Care Products, Tea and Coffe Market leading brands HULs brands have become household names. The companys strategy is to oncentrate its resources on 30 national power brands, and 10 other brands which are strong in certain regions. The top five brands together account for sales of over Rs. 3000 crores. Some of the big brands in Soaps and Detergents are Lifebuoy, Lux, Liril, Hamam, Breeze, Dove, (all soaps), Surf Excel, Surf, Rin, Wheel (the number one detergent brand in India, and HULs largest), 501, Sunlight (all detergents). HUL also markets the Vim and Domex range of Home Care Produ cts. In the Personal Products business, HULs Hair Care franchises are Clinic, Sunsilk and Lux shampoos the company markets Nihar oil.In Oral Care, the portfolio comprises Close-up and Pepsodent toothpastes and toothbrushes. In Skin Care, HUL markets Fair & Lovely Skin Cream and Lotion, the largest selling Skin Care Product in India a brand developed in India, it is now exported to over 30 countries. It has been extended as an Ayurvedic cream, an under-eye cream, a soap and a talc, in line with the strategy to take brands across relevant categories. The other major Skin Care franchises are Ponds, Vaseline, Lakme and Pears. In Colour Cosmetics, HUL markets the Lakme and Elle-18 ranges.In Deodorants, the key brands are Rexona, Axe, Denim and Ponds, while the Talc brands are Ponds, Liril, Fair & Lovely, Vaseline and Lifebuoy. Axe and Denim are HULs franchises for Mens toiletries. SWOT ANALYSIS OF HUL STRENGTHS ? strong brand portfolio ? consumer understanding ? R ability ? distribution reach ? high quality manpower WEAKNESSES ? Increased consumer spends on education, consumer durable, entertainment, travel, etc resulting in lower serving of wallet for FMCG ? expressage success in changing the eating habits of people complex supplement chain configuration and unwieldy number of stock keeping units (SKUs) with dispersed manufacturing locations ? scathe positioning in some categories that allows for low price competition and high social costs in the plantation business. OPPORTUNITIES ? market and brand growth through increased penetration especially in rural areas ? brand growth through increased consumption depth and frequency of usage across all categories. ? upgrading consumers through innovation to current levels of quality and performance. ? emerging modern trade to be effectively use for introduction of more upscale personal care products. growing consumption in out of home categories. ? Positioning HUL as a sourcing hub for Unilever companies elsewhere an d leveraging the latest IT technologies. THREATS ? low-priced competition now macrocosm present in all categories ? grey imports ? spurious/counterfeit products in rural areas and grim towns ? Changes in fiscal benefits and unfavorable prices in oils, tea commodity, etc. DIVERSITY AND INCLUSION AT HUL Diversity and inclusion is about creating a work force that represents the global communities in which we live and work and ensuring an environment in which every individuals contributions are valued.A diverse and inclusive environment challenges our way of thinking by bringing together a variety of talents, backgrounds and experiences, and serves as a catalyst for new ideas and innovation. Discovering and developing the best ways to make our differences work for the good of our enterprise, our employees, our vendors and our communities is an ongoing process. We believe that these contributions and differences drive our competitive business advantage, bring in personal growth and ultimately create success for the company.In our most recent employee opinion survey, ConocoPhillips maintained a high level of satisfaction for creating an environment where people with diverse backgrounds can succeed. pic 2009 Global Diversity Metrics HINDUSTAN UNILEVER Leadership All Employees Women 12. 4% 23. % Non-U. S. Employees 12. 9% 33. 2% 2009 U. S. Equal Employment Opportunity Commission Statistics Officials and Managers Professionals Women 15. 1% 28. % Minorities 11. 9% 17. 7% Our diversity and inclusion assertion captures our commitment to creating an inclusive work environment. Managers and supervisors are instrumental in developing and come outing global diversity and inclusion initiatives. In 2008, this was reinforced and renewed by communication from our CEO to employees about the importance of enhancing our focus on people through four key areas ontogenesis Providing career-long learning and development opportunities that maximize every employees pote ntial and performance. Retention Valuing all employees contributions and providing challenging and rewarding jobs, as well as competitive recompense that is linked to performance. Recruiting Hiring the best talent from just about the world to support our global operations. Global Outreach Partnering with professional organizations that can both help us in how we approach diversity and provide us greater access to diverse talent in our recruiting efforts.Our businesses and corporate staffs incorporate People Plans into their five-year operating plans. These plans include the strategies and tactics that are needed to ensure the optimum workforce size and capability over time. We monitor the progress on our People Plans twice a year to help drive accountability. We review demographic information on nationalization, recruiting, excoriation, promotion, and the identification and development of future leaders. These metrics plus the efforts taken are used to assess progress and ens ure that operating plans are successfully executed.The results of these metrics and efforts are assessed and tied to the performance-based incentives for managers and supervisors. Employee network groups exist globally and play an important function toward achieving the companys long-term diversity and inclusion objectives. Each group is sponsored by a senior executive and is empowered to condition their key activities, while also providing gossip for the companys diversity and inclusion programs. For display case, in our Houston headquarters, networks are established to support women, people of African descent, Asian-Americans and Hispanics.These groups meet regularly to network, develop professional skills and support community activities. get down in 2009, employee network groups will be integrally involved in the companys recruiting activities. To provide further access to best practices, innovative thinking and talent, in 2009, the company has formed strategic partnerships with five diverse professional organizations representing the African-American, Asian-American, Hispanic, and female person professional communities. Arrangements also have been established with six new diversity job boards.We anticipate that these partnerships and arrangements will increase our access to a more diverse talent pool, and will supplement existing external relationships already maintained by our businesses around the world. Ethnic background of the workforce in the companies pic Additionally, employees have participated in external diversity programs in distinguish to enhance their professional development, and cultivate new ideas and share them with their colleagues. In July 2008, interested employees ttended the Black Womans Leadership Summit, which offered a unique networking opportunity with global decision-makers, challenged attendees to further develop critical skills, and defined particularized tools to use to assure their career success. The 2008 Asian Leade rship Summit was attended by employees who gained insight into how global companies are leveraging and growing their Asian leadership talent. The Summit also highlighted Asias expanding markets and work force, and several mouthers addressed how cultural traditions impact their professional and personal life.To help employees achieve balance between work and their personal health and well-being, ConocoPhillips offers a number of programs in different parts of the world, including flexible work schedules, corporate wellness, educational assistance, local volunteer programs, the Employee Assistance plan (EAP) and family-friendly corporate events. Individual locations also provide other programs based on local employee needs and cultural expectations. As an example, to promote greater diversity, inclusion and work/life balance, the Australian business unit created a work environment that provides increased employment flexibility.The program includes flexible work schedules and paid ma ternity and composition leave provisions, and has been successful in encouraging more women to consider engineering, geoscience and geodata roles. In late 2008, HUL was recognized by the HUL Government with the Business Achievement Award for majuscule Workplace Flexibility and internally with a SPIRIT Award for their efforts to promote a more inclusive workplace. Hindustan Lever created Shakti, a direct-to-consumer sales distribution network to reach millions of consumers in remote villages in India.Shakti taps into womens self-help groups and has been successful for both the company and women entrepreneurs. Started in 2003, the Shakti network has grown to over 45,000 micro-entrepreneurs selling products in 100,000 villages in India. The model creates profitable micro-enterprise opportunities. Armed with micro-credit, women from self-help groups become Shakti Entrepreneurs direct-to-home distributors in rural markets. This micro-enterprise offers low riskinesss and steady returns . The products distributed are some of the countrys most trusted brands of consumer goods, nd include a range of mass-market products especially relevant to rural consumers. The company invests resources in training the entrepreneurs, helping them become confident, independent businesswomen. A typical entrepreneur earns a preserve monthly income of US$60 on average. As most of these women live below the poverty line in extremely small villages, this earning is very profound, often doubling household income. Further, this income is totally incremental as a woman entrepreneur spends about five hours a week on this initiative without flexile other economic activities.The company provides regular support to the entrepreneurs by providing on-the job and classroom training. Various social activities like medical camps and education programs are last with the intention of increasing the credentials of Shakti Entrepreneurs in the village and enhancing the standard of life of the rural c ommunity. After its success in India, the model was replicated in Bangladesh and Sri Lanka as Joyeeta and Saubhagya respectively, followed by a similar initiative in Vietnam, as strategic and long term cooperation between Unilever Vietnam Foundation and the Viet Nam Women Union.Hindustan Unilever also started in 2003 the Fair & Lovely Foundation, which aims at economic empowerment of women across India by providing information, resources and support in the areas of education, career and enterprise. It specifically targets women from low-income groups. The Foundation awards scholarships to women with aptitude, drive and the ambition to carve a place of vanity for themselves in society who do not have the financial strength to realize their dreams. Since 2003, over 500 scholarships have been awarded to women from across India LITRATURE REVIEW finishedout the 1990s, diversity abided to be about the numbers of different kinds of people in the workforce as a whole and at each level. Di versity staffs tried to increase the number of people of color and women in their organizations. They saw this primarily as a hiring task. During that decade, the definition of diversity expanded. Diversity came to include many dimensions beyond gender and race age, class, disability, ethnicity, family situation, religion, and sexual orientation. Companies started to pay attention to their representation of all these groups.It became clear over the years that it was not enough to focus on hiring alone. It became important to retain diverse workers, as well. Some organizations were astonished to learn that after years of effort, they had fewer African Americans than they had earlier. Companies became aware that for the most part the upper ranks of their organizations remained heavily white and predominately male. These were the years when companies offered diversity awareness training and diversity skills training to help their newly diverse employees work well together.Its the cultu re Today, in the 2000s, as organizations try to retain diverse employees in their workforce, companies have started looking at the quality of these employees experience in the organization. Do employees in all groups and categories feel comfortable and welcomed in the organization? Do they feel included and do they experience the environment as inclusive? To answer these questions, diversity staffs need to assess their environment and identify the barriers to inclusion, whether they are practices, policies, or the informal culture of the organization.Having identified barriers, the job of the diversity staff is to change the company culture and to create an inclusive workplace environment. Systems and policies As inclusion becomes the focus of diversity work, the attention switches to the systems, policies and practices of the company. Several systems influence the degree to which the climate is inclusive Communications Work assignment Training and education Performance manageme nt Mentoring Coaching Hiring Career development Flexible work arrangements and Managers accountability.Companies that are known for their inclusive climate do not rely on the goodwill of their managers but work hard so that each organizational system is equitable. Once barriers are identified, they take action to address them. Each system is analyzed to determine the degree to which it provides equitable access and benefits to all employees. Creating an inclusive environment a case study Here is an example of how one company addressed inclusion issues. A division of an institute in the defense industry had the reputation of not being welcoming to women.For years, they had experienced difficulty in both hiring and retaining female employees at all levels but particularly in the highest ranks of management. For years they clung to the idea that what they needed to do was to hire two or three high-level women. But to their chagrin, as soon as they would hire a new high-level fem ale executive, it seemed one of the other high-level women would resign. At first they explained these recurrent departures in terms of the personalities of the women She has family problems, She is too aggressive, or She is too timid. Gradually it dawned on them that these resignations were not about the women, they were about the culture and the organizational climate. This led to a whole new strategy. The director of the division created a Diversity Task Force to suggest and implement changes that would create a more inclusive workplace in order to support the efforts to recruit and retain women. The Task Force was supported with resources and time for its work. Guided by an organizational consultant and working in small action teams, they first conducted a series of focus groups to identify the issues and concerns of women in the division.Then they moved into action, devising a number of changes and short-run projects to address the important issues. As soon as a team implemen ted a change or completed a project, they took on another. Here are some of their accomplishments over the first two years They created a buddy system for all new employees Senior Managers hosted a series of lunches to meet lower-level women engineers and learn about their projects All brochures about the division were revised to include pictures of women They created a ebsite where articles about women in the workplace were posted They developed a special relationship with a womens engineering college, inviting students from that college to come on-site for field trips and setting up summer internships for women undergraduate engineers They instituted networking and professional development events for women Senior managers attended two training programs, Men and Women Working in concert and Flexibility. Two of their learnings about creating an inclusive climate were 1) It doesnt take huge amounts of money to make significant progress and 2) Changing an organizational culture is about doing many small things, not one or two big things. In reality, as this story attests, creating an inclusive environment is about a hundred small changes. As you look at your own organization, ask yourself What are we doing, in ways large or small, to move from yesterdays diversity to todays need for inclusion?In a knowledge economy, it is peoplenot capital or marketwho make all the difference. As talent occupies centre stage in the Indian workplace, managing and retaining manpower is becoming crucial to an organizations success. To achieve this, companies across sectors are focusing on some of the more critical HR practices. We identify 10 such trends Leadership Development Creating a pipeline of leadership talent is key to a business future growth.Peter Cappelli, the George W Taylor professor of management and director of the Center for world Resources, The Wharton School, University of Pennsylvania, says it is adjuratory for the top level of an organization to make le adership talent management a priority, and put its money into long-term plans, as opposed to short-term ones. If companies are worried about their talent pipeline, they have to develop their people, says Cappelli.Also, good bench strength helps companies deal with volatility in labour supply. Companies including Hindustan Unilever, Procter and Gamble and GlaxoSmithKline have been able to withstand attrition in key executives because they have always invested in developing leaders, says P. Dwarakanath, president, National Human Resource Development Network. Experts say era planning should not be seen in isolation, but as part of overall organizational development. Work-life BalanceNo company or employee has found the Holy Grail of fit work and life, but that is a work in progress. However, multinationals, information technology (IT) and IT enabled services (ITeS) companies have been able to promote the balance between career, family and leisure-time better. Other sectors have also been increasingly promoting a work-life balance. Interestingly, most companies in India use benefits such as flexible timings, telecommuting, creche facilities and concierge services as an attraction and retention strategy. We are yet to fully buy into the fact that employees become more productive and remain motivated when companies allow them to have a life beyond work, says Prabir Jha, global head, human resources, Dr Reddys Laboratories Ltd. Experts say companies should see the work-life balance as a business proposition since progressive companies carry business forward with employees and families. Inclusion and Diversity With higher numbers of Gen Yers joining the workforce in India at a time when companies across the world have an ageing workforce on their rolls, conflicts are to be expected. One of the challenges companies face today is resolving conflicts among different generations, says Pavan Bhatia, executive director, human resources, PepsiCo India Holdings Pvt. Ltd. An inclusive and diverse workforce is the future of the workplace, he adds. Therefore, companies are invest both time and resources in ensuring that all age groups are comfortable working together. Organizations in India have also been focusing on making workplaces more representative.For companies such as ICICI Bank Ltd, Hindustan Unilever Ltd, Vedanta Resources, PepsiCo India, Shell Companies in India and Bharti Airtel Ltd, gender diversity has become a critical area of focus. Diversity is a business imperative since it brings diverse skills, ideas and approach to an organization, says Pallavi Tyagi, general manager, human resources, EI DuPont India Pvt. Ltd. Health and wellness The work culture at globalized workplaces involves long working hours, frequent travel, multitasking and tight deadlinesand all this often leaves employees mentally and physically stressed. Employees are increasingly grappling with lifestyle-related diseases such as hypertension, diabetes and cholesterol, w hich can be checked by regular monitoring and a rubicund lifestyle, says A. Sudhakar, executive vice-president, human resources, Dabur India. Companies have begun to realize that healthy employees contribute to higher efficiency and productivity. Apart from medical benefits, companies are also offering yoga classes and health camps and have doctors on campus. HCL Technologies Ltd, for instance, like many other IT companies, has 24/7 medical facilities in all its centres.DuPont has an Intranet-based tool, which assesses an employees health through a questionnaire and makes recommendations based on the scores. beneficial Skilling Right skilling, or matching jobs with a particular level of training rather than hiring overskilled workers, is gaining currency. Companies use this strategy to tide over a manpower supply crunch and to broaden their talent base. You dont need an IITian to supervise a car makers shop floor or a management graduate from a chancellor business school to sell s oaps, which largely has been the case, says T.V. Mohandas Pai, head, human resources, Infosys Technologies Ltd. Apart from IT and ITeS firms, organizations in the banking and financial services sector, too, have been increasingly hiring graduates and training them. The upside? Lower attrition rates and wage costs. Pai explains that when you have an over-qualified employee, it is very difficult to meet her aspiration levels and, therefore, the chances of the employee moving on to something more challenging are higher. Managing Solid Citizens Solid citizens are the second-rung performers who make up 50-60% of employees in any organization. They are the backbone of any company. Although they contribute significantly to the companys overall performance, they dont have the potential to become leaders. Unfortunately, most organizations focus on the 15-20% key talent at the expense of solid citizens, says Dwarakanath. Organizations which neglect their solid citizens are doing this at their own peril, say experts.Unlike star performers who are potential leaders, and therefore more likely to move out of an organization faster, this group provides stability and bench strength to an organization. Experts say companies need to take a b regenerate look at solid citizens and invest time and resources in managing and developing this group Instant Rewards Recognizing and rewarding performers is one of the most effective tools to attract and retain the right talent. Companies in India are looking at rewards systems more seriously, and are adopting total rewards practices that include compensation in both cash and kind.Apart from lifestyle perquisites such as a house, a car or a club membership, profit-linked incentives, deferred gratuity, and wealth-building programmes in the form of stock options and soft loans, companies are also including work-life balance programmes force pay packages where niche skills are compensated and career opportunities, such as overseas assignmen ts, new projects, etc. , to reward staff. These rewards can be tailored to casing the top performers aspirations to achieve maximum effect. Measuring human capitalEvaluation of performance plays a key role, not just in rewarding an individual employee, but also in setting performance benchmarks. And hence, the need for a fair and transparent performance management system. A strong performance analysis helps make human resources both efficient and effective. In todays business environment, where the focus is on increasing performance, companies must have robust systems to identify performers so that the best performers get identified, recognized and duly rewarded, says Ganesh Shermon, partner and head, human capital advisory service, KPMG India.Shermon cites the example of oil and gas company Bharat Petroleum Ltd, which has instituted a balanced scorecard based on key result areas to measure performance. Managing Aspirations As aspirations of organizations grow, so do those of emplo yees. And, with the changing lifestyles and profiles of the workforce, personal and professional aspirations of employees are not just varied, but are increasingly on the rise. Since competitive advantage depends on competent people, knowing what employees aspire for could just be the way to have an edge over competitors, says Kishore Poduri, head, human resources, eClerxServices Ltd. Experts say people as well as organizations have aspirations, and when the two get aligned, achieving business goals becomes easier. Dwarakanath suggests companies should be clear about goals of individuals as well as of the organization, and the role each needs to play. The firm should also communicate the goals, and have robust and reliable processes to execute them, he adds. 360 degrees feedback Finally, recognizing the need to make performance appraisal systems more effective, an increasing number of companies are using the 360 degrees or multi-rater feedback process.Unlike the traditional appraisa l system, which gives unidimensional feedback, this one allows an employee to give feedback to her reporting manager, peers, direct reports and others. Multi-rater feedback not only reduces the risk of biased perceptions, but also gives you a ho add upic view from all the stakeholders within the company, says Sanjay Bali, vice-president, HR, Samsung India Electronics Pvt. Ltd. While most companies started using this system as a means for performance appraisal, most of them now use the 360 degrees feedback system to identify the learning and development needs of employees.This section of the review of literature focuses on the concept of affectionate Style as developed by Merrill and Reid (1981). The section begins with the history of the development of friendly Style through Merrill and Reid. The next section focuses on the progression of affable Style since its conception. The origins of genial Style theories are found among the American Behaviorists of the 1950s and 1960s. Dur ing this time the field of psychology underwent a shift towards behaviorism and away from psychoanalysis. This shift on the part of psychologists was an attempt to demonstrate that their research was grounded in rigorous cientific principles and worthy of serious consideration within the broader scientific community (Merrill & Reid, 1981). Behavior and fundamental interaction were easily observed, manipulated and, most importantly, quantified. The concept of Social Style developed from theories that were evolving during this time period (Merrill & Reid, 1981). In the 1950s the United States Office of Naval Research, working in conjunction with researchers from Ohio State University, articulated a theory of style as a result of their attempts to discover the components of effective leadership (Merrill & Reid, 1981).Researchers developed a list of descriptive behaviors, then asked various people to identify those behaviors they felt demonstrated good leadership. In the end, 150 behavi ors were identified as characteristic behaviors of good leadership. part analysis was done to organize the terms into categories. Next, several questionnaires were developed to determine which factor characterized the best leader, but no reliable results were obtained (Merrill & Reid, 1981, p. 41). Fred Fiedler determined that the research was blemished because it examined eadership in a vacuum. He decided to take context into consideration. His research concluded that effective styles of leadership vary depending upon different situations (Merrill & Reid, 1981). From this background research Merrill and Reid began to study the concept of style in the 1960s. They borrowed a questionnaire that was developed in the early 1960s by James Taylor, a staff psychologist at a large corporation. Taylor developed his questionnaire by asking corporate employees to mark the adjectives that they felt described their own behavior.Through testing he narrowed his received list from 2331 adjectives to 150 adjectives. Through factor analysis of the responses to the narrowed adjective checklist, Taylor found a tendency for clustering of adjectives. He then developed five scales that took into account this clustering effect. The original five scales of human behavior were 1) self-confident 2) considerate 3) conforming 4) thoughtful and 5) rigid. With Taylors permission, Merrill and Reid adapted his research and worked towards creating what is now known as Social Style.Conforming to the behaviorist thought of the day, Merrill and Reid altered the way that respondents answered the questionnaire. Instead of marking adjectives describing ones own behavior, others were asked to report on the subject. This method would be more like clinical research in that it would provide only observable patterns of behavior. Another change Merrill and Reid made was to do a second factor analysis, where they found significant clustering around only three scales rather than five. The scales that woul d from then on determine Social Style were 1) assertiveness, 2) responsiveness, and 3) versatility.As defined by Merrill and Reid (1981) assertiveness is the tendency one has to ask or tell in an effort to influence the decisions of others responsiveness is a dimension that indicates whether a person emotes or controls feelings. Assertiveness and responsiveness were then put together to become the two scales that form the Social Style Profile, a questionnaire designed to determine Social Style. It is important to note the terzetto scale, versatility. This third dimension of human behavior is not affected by the other two. It often is tested separately.Merrill and Reid even provide a separate questionnaire for determining an individuals versatility. Versatility is determined by the amount of endorsement, approval of behavior, that we receive from others with whom we interact. Since it is a separate dimension that does not effect how an individual is plotted within the smart Social Style matrix, this study will not look at the effects of an individuals level of versatility. Further research may want to investigate the sex-role effects on an individuals level of versatility.Psychometric properties As discussed earlier, psychometric properties include an instruments reliability and validity. Because Social Style questionnaires have been used primarily in a corporate environment rather than an academic one, information regarding the psychometric properties of Social Style measures is limited and contradictory. Most corporations that sell these instruments make claims about the reliability and validity of the instruments that often are not confirmed by independent research.Although there has been little research regarding the psychometric properties of these scales, they continue to be used widely by corporations. With this deficit in mind I suggest that data gathered during the present study should be used to conduct tests for reliability and validity on the Soci al Style instrument. Only continued testing of these instruments will allow for certainty of their ability to do what they are designed to do. The next section will look at the drills of Social Style.With hot topics like globalization and cross-cultural opportunities in the Asia Pacific rim, one cleverness think it would be easy to research the implications of cross cultural issues. Rather, what the writer found was a significant discussion all around the periphery but little in-depth analysis. Discussion prevailed on the socio-economic and technological ramifications. Others resources cerebrate on the language issues but little work was intuitively available on the subtleties of cross cultural issues one may encounter.Based on experience working in the Asia Pacific rim for two years as a PMO Manager, and training PMs in many European countries, I decided that understanding international socio-cultural issues encountered in business is essentially at the heart of the issues compa nies will encounter in globalizing operations. Therefore, the writer will approach the crosscultural issues from a personalized understanding based on his many months of first hand mistakes in understanding cultural issues encountered in Asia Pacific.I will base my observations of cross-cultural issues on my experiences in working most closely with individuals from China, Hong Kong, Malaysia, Taiwan, Singapore, Japan, and India. Naturally there are more countries in the Pacific backtalk but these mentioned provided the most opportunity for interaction. I want to also acknowledge the contributions of my wife, Helena Shiu Leung Chow Ballow, whom I initially met in Asia. Her wisdom, coaching, and meaningful insights on the many differences between Western and Eastern business and cultural practices were, and remain till this day, illuminating, helpful and daunting.Clearly we all understand to some degree the impact of cultural issues in communications. If nothing else, we have encount ered situations where language was the barrier. But language may be the smallest of the issues when dealing with other cultures. Even when we pull out our Translation Guides or employ translators we may get pass some of the language difficulties. But from the writers experience, language is the least of the issues. Ingrained and systemic patterns of cultural behaviours can be so subtle as to completely deny meaningful communications.I found a really good example of just how easily cultural variances can cause communications problems. In this case the issues was psychological filtering of appearance or gesture. I would think is would also be easy for the reader to extrapolate this example into some experiences that may have encountered even in the West. Timofeev (2002), in an article in National Concepts and Globalization, provided the following example The idea or rather the supposition that underlies this paper was stimulated by a trivial chat with a friend of mine.Being a linguis t by trade, Russian by origin and animate in Finland, she is well aware of cross-cultural discrepancies and provided me with a curious example. It was a TV commercial of an international brand of Persil washing powder. Two young ladies were shown session in a crowded place, some restaurant or a cafe. One of the ladies notices quite a peculiar manner her friend has chosen to dampen her wristwatch. It was placed above the cuff of her blouse. It turned out in a second that the only reason for placing her watch there was to cover some stain that regular detergents failed to deal with. Oh dear, you should use Persil instead When multinationals develop into or with other countries there may be an assumption that because everyone within the company is working for the like goals and to the same values, they will automatically communicate, think and view the world in the same way. When multiple cultures begin working together, problems or difficulties arise that many people within these companies are not skilled or adept enough to deal with effectively. This can simply be because theyve never had to deal with the issue before. lecture is often the least difficult barrier to breach.When we know there may be language differences, we have a greater awareness of the potential for problems. However, much more often its a completely different way of seeing things and an inability, or unwillingness, to see what the other person is seeing that causes the difficulties. Misunderstanding is the norm At Impact Factory we say that misunderstanding is the norm. We assume that because the other person knows our language (or we know theirs) that we speak the same language. Often we dont. Even when our Mother tongue is the same, we dont speak it the same way.When we work with other cultures, its easy to be influenced by common stereotypes, misconceptions and prejudices about our new colleagues. Without realising it, we carry those misconceptions and stereotypes into meetings, con ferences, trainings or even social gatherings that can make communication difficult and hard work. In our own culture (where we feel at home), we are all individuals with a host of differences yet there are so many similarities that the differences can seem negligible. There appears to be more in common than may actually be so, but somehow we quarter and adjust to the differences.When we are abroad, or even in our own home territory working with others from abroad, the differences are far more apparent and it becomes much harder to see the similarities. Home is that place where we feel most comfortable. The landscape looks familiar and we know the signposts that tell us where we are. When we are away from home we may try to recreate that landscape we milieu ourselves with people who are like us we join clubs where were all similar we may even try to get the aliens to be more like us so that we feel more comfortable.Not only that, if we start having difficulties with someone, it se ems easier to focus on the differences and to start gathering evidence to support our case about how difficult they are, than to look for the common ground which might lead to a resolution. We might even create a hurdle out of a hillock Changing you to change others Life would certainly be a lot simpler if other people would just shape up and see things our way As ridiculous as that statement looks when written out, that is often what we think when things arent going well, particularly when communication starts breaking down.We wait for the other person to change so well be all right (If only hed listen to me Id be fine. If only shed be clearer I could get my work done more efficiently. ). All of us at some time or another have thought something similar. The reality is the only person you can change is you. When you are the interloper you cant afford to wait for the other person to change and see things your way. If you are in trouble and it feels as though people wont meet you hal fway, unless you change and do something different, communication will continue to disintegrate.Even if you arent the interloper but are working at home with someone from another culture, waiting for the other person to change could mean a long wait. The really good password The really good news is that something can be done about these difficulties that doesnt require you to change everything about you. It is far easier to make small adjustments, tweaks and fine-tunings in order to become a more effective and aware communicator when working cross-culturally. On an Impact Factory Cross-Cultural programme delegatesExamine how to look after themselves whilst changing the outcome of difficult or complex communications. Practise how to be in charge of the way communication happens. Look at some of the things that separate cultures and create unnecessary misunderstanding. Discover how they can adapt their behaviour without being in conflict with who they are. A Cross-Cultural Programme l ooks at Diversity of Difference ground of Reference and Language Assumptions Projection and Perception Images (media, historical) Beliefs and Traditions Avoiding Avoidance Finding Common Ground Spheres of Influence Blame vs.What CAN I do Conflict response and Negotiation (Creating Win/Win solutions) Dealing with Misunderstandings Getting what you want Delegates specific situations and difficulties Companies that have asked us to include material on cross-cultural issues have been concern that the vital work of their companies can get compromised (or at least, slowed down) if problems (or potential problems) are not brought into the open and addressed. For instance, Nokia Communications knows that there are communication issues between Finland and Britain, because in general Finns and Brits communicate differently sometimes very differently). People from each culture think they are making adjustments and accommodations to suit the other, but those changes are not necessarily the ones that are needed they are often the ones that people assume are needed Impact Factory would be pleased to provide a complete proposal with a more detailed outline of the course content. Naturally, a full days training will provide a comprehensive look at the issues involved. However, Impact Factory is able to offer a Cross-Cultural Programme in a four-hour module to individuals who already communicate at a relatively high level.I will present the materials in a table format such that it may be easier to digest. A simple summary provided by Bhagat et al (2002 provides a good stepping-stone for analysis of the cross-cultural issues Cross-border transfer of organizational knowledge is most effective in terms of both velocity and viscousness when the type of knowledge (i. e. , human, social, or structured) being transferred is simple, explicit, and independent and when such transfers involve similar cultural contexts.In contrast, transfer is least effective when the type of knowled ge being transferred is complex, tacit, and systemic and involves dissimilar cultural contexts. (p. 204) Table 1 Cross-cultural Implications Asian (China, Hong Kong, Malaysia, Taiwan, Singapore, Japan) and the West pic pic pic Because most of the areas discussed in Table 1 also apply to Indian culture, we will only look at a few areas that are subtle variances in implications. This time I will ask the reader to think about the implications based on a review of Table 1. Lets see if you have started to figure it out. pic pic Applications of Social StyleAt the time that Merrill and Reid developed Social Style they primarily focused on insurance sales agents as participants when developing their Social Style questionnaires. Since the development of the concept of Social Style, researchers have focused on determining other areas to which the concept of Social Style also would apply. This section will look at the applications for Social Style. Most research has looked at how Social Styl e can aid in organizational communication through training, consulting, and staff development. Other social science research has taken a more academic look at Social Style.This section will be divided into the areas of corporate application and social science research. Corporate application The

The Wonders of Planet Earth

The perpetual cycle of change which has created the face of the Earth, with all its furrowed and Fascinating variety usually happens too slowly to be noticed. But occasionally it is rapid and Violent. Volcanoes disgorge molten lava, earthquakes rip open the landscape, landslides, carry outside(a) Whole mountainsides. Then human beings become aw atomic number 18 of the awesome forces that are shaping Their planet. These forces are fuelled by three powerful outsets of energy heat from inwardly the Earth, heat from the Sun, and the force of gravity.Every landform in the world has been shaped by these ttu. ee energy sources. the continents that drift across the surface of the globe, setting off volcanoes and earthquakes and Building mountains. are driven by heat from the Earths interior which has a temperature of about 5000C (9000F). Most of this heat is created by the break imbibe of radioactive elements. Earth is unique among the planets of the solar System in having liquid peein g on the surface and water has a major role in shaping the planet.The warmth of the Sun evaporates water from seas and lakes. The vapor rises and condenses to form clouds and then falls again as rain and snow. It is then that its landscaping powers begin, weathering rocks and washing away the loose material. or grinding down the landscape under the power of a glacier. The Suns heat also produces the rain and the waves that scour the land. The third force gravity causes the tides, which nibble away at the edges of continents, and landslides. hich shift the shape of mountains. Under the influence of gravity. rain works its way downwards as streams and rivers, carving the terrain. On its journey, it carries fragments of rock and sand to be deposited on the ocean floor. And over thousands of years more rock which may then be buckled and lifted up by movement of the Earths crust to form new mountains. source Readers Digest, Discovering the Wonders of our World A guide to natures Scie nces marvels

Diabetes Treatments Essay

Diabetes and TreatmentDiabetes is a group of diseases that result from a blur in the bodys ability to maintain a homeostatic glucose level. The defect may be in insulin secretion, insulin action or both. Diabetes can be classified as Juvenile, Type 1, Type 2, or Gestational. Distinction between the different classifications is based on the circumstances present at time of the diagnosis. forsake in insulin secretionType 1 diabetes is an absolute deficiency in insulin secretion in the pancreatic islets. Type 1 diabetes can be confirm by serological evidence of an autoimmune process and genetic markers. Type 1 is the results from a cellular-mediated autoimmune destruction of the -cells of the pancreas. These patients are dependent on insulin to delay and have a high risk of being ketoacidosis when first diagnosed.Insulin resistanceType 2 diabetes or noninsulin dependent diabetes has a gradual incursion and patients may take years to identify common symptoms. Autoimmune destruction of -cells does non occur. Insulin secretion is defective in these patients and insufficient to compensate for insulin resistance. These patients are unremarkably obese or carry extra fat in the midsection of the body.Gestational diabetesGestational diabetes (GDM) is recognized as any glucose intolerance that is diagnosed initially during maternity. The explanation applies regardless of whether insulin or only diet modification is used for treatment or whether the condition persists after pregnancy.(ADA, 2004, para. 26) If a patient is diagnosed with GDM the patient may not continue to be diabetic after delivery or may develop Type 2 diabetes immediately after delivery or subsequentin life. Women who have had GDM have a 35% to 60% of developing diabetes in the next 10 to 20 years according to the National Diabetes point Sheet of 2011.Treatment for Gestational DiabetesThe first line treatment for GDM is nutritional therapy and education. It is not recommended for pregnant females to lose weight. The current testimonials of restricting carbohydrate intake to 35 to 40% of dietary calories, there is debate about restricting calorie intake, due to the effects of reduce calories on the fetus. The recommendation by the American Diabetes standstill for patients that have a body mass index greater than 30 kg per m2 is to decrease the calorie intake by 30 to 33% of daily intake. If the patient is unable to maintain stock glucoses 105 mg per dL in the fasting state and 120 mg per dL two hours after meals then either insulin or oral medications are recommended.There has been no documented evidence that either form is better at maintaining normal plasma glucose. Patients must be educated on taking her blood glucose often, usually at least four to five times per day. initial treatment for GDM with insulin maybe either via multiple daily injections or continuous subcutaneous insulin infusion. Regular and neutral protamine hagedorn (NPH) insulin, both of which are class ified as pregnancy category B, have been the classic initial therapy. Recently, rapid-acting insulin aspart has been approved for use in pregnancy, and lispro is considered a treatment option for patients, 70/30 aspart mix and 75/25 lispro mix are pregnancy category B. For basal insulin, detemir is recommended during pregnancy but remains a pregnancy category C.(Jodon, 2011)Short bourn effects of GDMThe terse term effects of GDM are usually seen in the fetus. In the early weeks of pregnancy it is thought that uncontrolled hyperglycemia may cause birth defects that allow neural tube defects, cardiac malformations, and early loss of pregnancy. In later weeks there is evidence that the maternal hyperglycemia crosses the placenta and causes fetal hyperglycemia, compensatory fetal hyperinsulinemia, and consequently increase adipose deposition of nutrients, resulting in macrosomia.(Jodon, 2011, para. 7) The effects on the infant can last beyond the womb. The infant may have to bedelive red by cesarian due to macrosomia. An infant that has been exposed to hyperglycemia levels in utero may need support after delivery for hypoglycemia due to the infants pancreas secreting handsome amounts of insulin.Long term effects of GDMThe long term effects of GDM are currently being studied. In recent years there have been correlational statistics studies between GDM and Type 2 diabetes diagnoses later in life. The long term effects of GDM on the infant include an increase in obesity and sign 2 diabetes later in life. If a patient does not make modifications to lifestyle and diet choices then she may continue to need insulin to keep her blood glucose at a healthy level. The most recent recommendation from the American College of Obstetrics and Gynecology is to retest GDM patients six to twelve weeks after delivery for hyperglycemia the recommendation was made to catch early indications of Type 2 diabetes.SummaryDiabetes can affect any person, whether a fetus or an older adul t. The long term effects of gestational diabetes are not just on the mother but can have long term effects on the chela also. The diabetic mother needs to understand the changes she makes during her pregnancy can help her after pregnancy from becoming an insulin dependent diabetic and also lower the chances of her nipper developing diabetes. Educating the patient includes modifications to diet, exercise, glucose monitoring, and appropriate medication regimen. Education is the key to helping patients maintain good glucose control and decrease their future risk.ReferencesArcangelo, V. P., & Peterson, A. M. (Eds.). (2013). Pharmacotherapeutics for Advanced Practice A practical approach (3 ed.). Philadelphia, PA Lippincott Williams & Wilkins. Diagnosis and Classification of Diabetes Mellitus. (2004). Retrieved from dio10.2337/diacare.27.2007.S5 Jodon, H. (2011). New Standards of Care for Gestational Diabetes. Retrieved from Clinicians Review http//www.clinicianreviews.com/home/article/ new-standards-of-care-for-gestational-diabetes/43f9e46f915c950c0d48257fbbe7bb52.html McCance, K. L., & Huether, S. E. (2012). Understanding Pathophysiology (5th Custom Edition