Brutality in Algeria Essay - 1347 Words

In Algeria, an African country, there is a civil war raging. The radicles are ruthless and will do anything to ensure their victory. Their ultimate goal is to take over the country, to rule it on their own (Hafez). They were ruthless and heartless and did not care who got in their way. This country has been struggling to maintain civilization to no prevail. This country has been struggling for quite some time now it is about time for it to pull itself back together and regroup. If it does not the results could possibly be catastrophic. The country could fall to the radicles and become a total anarchy. Meaning there is no government and everyone lives with their own rules. During this civil war the government is falling to the radicles.†¦show more content†¦This indicated that the radicles were afraid of smart women. Being smart is to be powerful and that is the opposite of what these terrorist wanted. One woman was speaking out against women being treated differently and her father was killed that way she had to suffer. Life for women is rough in Algeria due to them being in this war with the radicle Islamics. The women are much weaker than the men therefore they believe that women cannot do the same thing that they do, which is where most of the sexism comes from.During the war women played parts in mostly helping out the troops, also another reason they were targeted. Women are equal to men regardless of what is said. Most countries are past this chapter in history and women are not totally equal, but a lot closer than this one. The women are beaten for not complying with request. Forced to be sex slaves to the radicles they are captured by. Also being killed for being intelligent or being powerful as well as speaking out against these crimes. After their capture the radicles work them like dogs doing whatever they ask and when they are done they either release them or kill them depending on how well they complied. Sometimes the radicles did not even give the women a chance they simply killed them out of cold blood, just because they could. The sexism was so bad that some men wouldn’t let their wives go outside for fear of them being snatched up and killed. Along with sexism in Algeria the government is notShow MoreRelatedGillo Pontecorvos The Battle of Algiers973 Words   |  4 Pagesstory in the year 1957, the complex temporal structure is evident as we regress to the year 1954, here the film traces the transformation of Ali La Pointe from petty criminal to nationalist martyr. Film of contrasts/Simplicity of France against Algeria In the opening shot, the FLN and the French military are cinematically pitched against each other through the use of long and close shots. As the camera pans in close shot, both left to right and then right to left, all four faces of the revolutionariesRead MoreThe Cold War and Decolonization1646 Words   |  7 PagesPresident Roosevelt included a clause in the Atlantic Charter to let African colonies free. Although France, Belgium, and Portugal did not agree with the United Nation’s request and it resulted in violent wars. Algeria and the Congo went through several struggles to gain independence. Algeria was controlled by the French in the 1800’s. Europeans started to overpopulate the area in order to decrease the population of Muslims. The French allowed Europeans full citizenship, but the Muslim Algerians didRead MoreImperialism, The Middle East, And East Asia990 Words   |  4 Pagesimperialism, portraying the East as a place of backwardness, lawlessness, and savagery enlightened and disciplined by French rule. 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Whilst Pontecorvo employs a chiaroscuroRead MoreSlave Trade and Colonialism1306 Words   |  6 Pagesth e ships would have suffered sever psychological as well as physical trauma. Slaves were chained together, often to those who had already died; they were unable to exercise, were fed from communal bowls and provided with minimal sanitation. The brutality aboard was too awful for words captives endured daily beatings, female slaves were raped and maybe the worst of all was the murder of helpless innocent children born aboard the ship they were merely tossed over the side. The third, and final, stageRead MoreAfrican Americans And The Civil Rights Movement1260 Words   |  6 Pagescausalities of the racist society in which he lived. 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When the Iran Hostage Crisis broke out, the media stopped covering the revolution and only reported on Americans in danger as well as Iranian hatred

The Formal Analysis of Liberty Leading the People by...

The Formal Analysis of Liberty Leading the People by Eugene Delacroix Ferdinand Victor Eugene Delacroix was born on April 26, 1798. Delacroix was the son of Charles Delacroix and Victoire Oeben. His father served for a short period of time as a minister of foreign affairs. At the time of Delacroix’s birth his father was on a mission to Holland as ambassador of the French Republic. Delacroix’s mother was a descended of artisans and craftsmen. His parents both died early. His father died in 1805 and his mother in 1814. After his mothers death he was left in the care of his older sister, Henriette de Verninac. When Delacroix was at the age of seventeen, in 1815, he began to take painting lessons from Pierre Guerin. While there he†¦show more content†¦Another emphasis is on emotion rather than reason. Romantic artists had the love of the exotic and fantastic. They explored the extremes. Dream worlds were invented. Dreams were commonly the source of inspiration. The feeling of many Romantic artists is nationalism. Mystical attachment to the world is what Romantic painters had. Landscapes and seascapes is what painters turned to. Featured were natural phenomena and storms. They focused on real nature rather than enlightenment. Delacroix and his friend also a painter, Eugene Lami, went out to watch the fighting. The fighting erupted not far from his studio. Delacroix wrote to his brother (a general) â€Å"Since I have not fought and conquered for the fatherland I can at least paint on its behalf.† That’s why he painted Liberty Leading the People. Delacroix had no similarity for politics. His attitude toward social reform was intrinsically detached and laisseiz-faire. Nevertheless, his attention was compelled by the political crisis in France. Everyone’s concern had become politics. Liberty Leading the People is sort of a political poster. It marks the day when the people rose and dethroned the Bourbon King. The new king Louis Philippe bought Liberty Leading the People but never exhibited it. King Philippe bought the work of art for 3,000 francs. It remained in storage for eighteen years. It was brought out in 1848. The government of

TTTC Essay Free Essays

Vietnam in the form of stories that change the reader’s outlook on a variety of topics. One Of O’Brien chapters, â€Å"How to Tell a True War Story† truly exemplifies his role as a storyteller in the unique way he retells each of his stories. O’Brien alters his style with each recount to emphasize the different ways a story can affect a reader. We will write a custom essay sample on TTTC Essay or any similar topic only for you Order Now Through his specific style of storytelling, O’Brien is able to describe his different experiences of Vietnam while explaining his perspective of the human situation. O’Brien alternation between narrating a story and commenting on its exceptive effects explicitly expresses his role as a storyteller in this chapter. In doing this, he is also able to point out the influence it had on his view of human disposition and the true nature of war. He explains the traits of a true war story while giving examples of his own. His strategy of retelling a war story with multiple different approaches emphasizes the power of his storyteller position. He claims that ‘A true war story is never to depict his recount of the incident in a specific way, thus characterizing one of his many experiences . Just like most soldiers after war find a way to cope with their sufferings, O Brine relays his own experiences by stating that â€Å"In any war story, but especially a true one, it’s difficult to separate what happened from what seemed to happen†(63). This chapter is unique in the sense that it takes the minutiae of a certain war memory, twists it to invoke certain emotions, and stimulates a reaction in the reader. Throughout the chapter he illustrates how incredibly the meaning and the effect of a story can change with the smallest adjustment to details . The different ways that O’Brien tells a story help us realize the power of his practice. O’Brien analyses of true war stories, followed by his real life account strike the reader in the heart and change their view of the war as a whole. Brine’s storytelling is a powerful medium through which he expresses his thoughts on the war. Aside from relaying the incidents during the war, O’Brien also aims to point out his observations Of human nature relating to war. Whether we realize it or not, war has a large influence in all of our lives – O’Brien aims to bring out hose realizations through his storytelling. During this chapter O’Brien repeatedly shares the many characteristics of a true war story. He describes many different traits such as: a true war story â€Å"never seems to or â€Å"a true war story cannot be believed â€Å"(64). Then O’Brien gives an example of how that certain trait rings true in a story of his own. The effect produced is eye opening and causes the reader to adapt the same mindset that O’Brien takes towards his revelations. With his continued explanations of why war stories are so complex, O’Brien moves into the realm of legacies. His vivid description of Curt Lemon’s Death is a poignant reminder of the gruesome and tragic, yet sudden end to a great man’s life. Even though Lemon perished in the snap of a finger, O’Brien urges us to realize that his creative style of storytelling keeps Curt Lemon alive. Just like Ted Lavender and Kiowa, Curt Lemon left behind a legacy that lived among the memories of the soldiers. This is how O’Brien is able to keep him alive along with all of the others who he does not want to let go of. This novel can be viewed as simply a novel that describes a war experience room the point of a soldier; however, the way it’s portrayed makes it much more. Not only does O’Brien express what it was like to be in the Vietnam war, but also he gives us a deep analysis of our race in relation to common struggles among us. Often when a soldier has a hard time coping with their return, it is because he or she does not feel like they belong. It’s as if no one believes what they say is true because of how terrible it sounds. O’Brien explains that if â€Å"somebody tells a story, let’s say, and afterward you ask, ‘Is is true? ‘ [then] if the answer matters, you’ve got your There are any people who are ignorant to the lengths that soldiers go to for protecting this country, and when those people fail to appreciate those actions, it is heartbreaking. When O’Brien says that â€Å"if the answer matters, you’ve got your answer he is emphasizing the point that all war stories can be true even if they never actually happened. The experience Of war as a whole is so unbelievable that any story is true in some sense if it helps the reader understand what the narrator went through. His depiction of war is gruesome to say the least, but it explains to us how war impacts a man. He also expresses the importance off legacy like those of Curt lemon’s, Kiosk’s, and Ted Lavender’s. O’Brien has the potential to be scarred for life from these death incidents; however, he uses the power of his stories as a coping mechanism, and in turn is able to keep the souls of his comrades alive. He does this with Timmy preserve his innocence, and in the same way, he does this to his friends to aid the hurt the war has caused him. All in all, O’Brien strategy of storytelling achieves the multiple goals intended: to portray his tragic war experiences, to explain the human notation in relation to the war, and to portray the strength of a legacy preserved in a Story. How to cite TTTC Essay, Essays

Essential Skills for Leadership Effectiveness †MyAssignmenthelp

Question: Discuss about the Essential Skills for Leadership Effectiveness. Answer: Introduction The main objective of this task is to describe the literature in detail on the diversity management and culture in the workforce in order to evaluate and know the breadth and complexity of diversity issues in the workplace. The paper also explains that how favorable culture helps in improving and enhancing the efficiency and effectiveness of the workers as well as organization. To accomplish the long term mission and vision, diversity management, culture and training and development coaching provide support to the workers at the workplace. The concept of workforce diversity and culture has been discussed in last five decades. The diversity management and favorable culture are liable to resolve and handle the personal issues of the workers. A better understanding of this concept will allow the workers in the firm to resolve conflicts and issues within the organization. Furthermore, the paper provides outlines about the performance management and training and development in the organization. In todays modern world, organizations are performing functions and activities in an effective and dynamic way. The performance management is an ongoing process which is used by HRM to improve and enhance individuals and team performance and productivity. By measuring performance of the employees, the organization has been able to provide rewards, incentives and bonus to the potential and skilled employees. It has been observed that workers are the most significant assets of the company. For attaining strategic goals and objectives, improving the performance of the workers is an effective requirement of HRM. For this purpose, training and development sessions are being held by HRM to maximize the potential, experience and skills of the workers. Along with this, performance measurement is essential for the managers to attain best possible results and outcomes in t he marketplace. On the other hand, the paper outlines that how training and development help in improving and developing the effectiveness of the individuals as well as teams. Moreover, training and development is essential to gain competitive benefits and utilize the skills and capabilities effectively (Harzing Pinningtion, 2015). It also helps to make a good financial position in the global market. The high level of motivation can be achieved by providing learning and development coaching to the workers. Further, the paper explains that how the organization can attain success and growth by conducting training and development sessions, seminars within the organization. Further detail of the task has been stated below. Diversity management and culture Diversity may be defined by Sharma (2016) where he said that diversity is an understanding, knowing, accepting and acknowledging differences among the employees in term of ethnicity, gender, disabilities, class and age. Diversity workforce consists of individuals belonging to dynamic culture who have different traits, expectations and desires (Brownkutskovargo, 2018). The employees who come from different backgrounds and countries have different requirements and feel the support to be respected in the workplace. The management needs to know and understand the requirements and needs of these diverse groups of people so as to eliminate employees issues, tensions and conflicts. Sharma (2016) said that Effective diversity management requires a culture which is broad of a work environment that cultivates participation, teamwork, cohesiveness. Olsen Martins (2012) defines that diversity management is the valorization and reorganization of employees differences and issues. Diversity entail s respect and acceptance, as it means understanding and measuring that each person is dynamic and identifying people individual differences (Lin Wu, L. Y. (2014). Furthermore, managing diversity is a planning and initiating organizational systems and practices to handle employees so that potential and effective benefits of diversity can be taken while it reduces negative impact of diversity (Chang, 2013). Globalization is increasing in the world so the companies require more interaction among the employees who have different backgrounds (Jonsen, Maznevski Schneider, 2011). HRM uses several theories to manage diversity management in the organization that has been stated below. Resource based theory: The main objective of this theory is to analyze that how the implementation of diversity affects resources of the company. The four categories of resources encompass financial capital, human capital, physical capital and corporate capital resources. These resources assist and direct the operation of the firm. These resources also help to improve the performance of the employees and firm as well. Olsen Martins (2012) found that diversity management practices help to interact with an innovation and unique strategy positively (Wan, Hoskisson, Short Yiu, 2011). Institutional theory: This theory helps to understand and evaluate the organization structure. In order to understand and analyze the organization structure as it also should be understood the behavior of the workers and organization factors such as laws, rules, legislation, professional and social norms (Brownkutskovargo, 2018). Diversity management improves and enhances the performance and productivity of the employees. As a result, profitability and outcomes of the organization will also be increased. On the other hand, it is noted that culture is the social behavior, rules and norms that are found in human societies. Culture is considered as a heart of every organization. Shahzad, Luqman, Khan and Shabbir (2012) define that organizational culture is a set of shared values, beliefs, norms and values which are often taken for granted, that assist the workers towards rewarding and acceptable behavior. Lovvorn Chen (2011) defines that culture is the collective thinking of minds which helps to create a difference between the members of one group from another. Culture plays a significant role in each and every organization to maintain favorable working environment in the organization. The effective and dynamic culture helps to create the brand image of the company in the marketplace (Ragir Brooks, 2012). A healthy and favorable culture encourages and motivates the workers to stay loyal and faithful towards the management. Unique culture provides a sense of direction and expectations to the employees in order to perform tasks and duties effectively. Hofstede culture dimension model is used by the nations to understand and analyze the different culture of the countries. The effective and unique communication tools can be used to eliminate the culture issues and conflicts (Khana Afzalb, 2011). International performance management, training and development De Waal (2013) defines that performance management is a very vital process of international human resource management which helps to motivate and inspire the employees. Mone London (2018) said that performance management is a means of getting better outcomes and results from the organization, individuals and teams within an agreed planned objectives, standards and goals. Performance management is an essential tool to develop and build competence and commitment of the individuals towards achievement of desired goals and objectives (Francis and Bochie- Mensah, 2012). HR department plays a strategic role in performance management. Human resource management makes effective strategies and policies to evaluate and analyze the performance of the employees. Teeratansirikool, Siengthai, Badir Charoenngam (2013) stated that performance management is a constant process of evaluating, identifying, and rising the productivity and efficiency of the employee and aligning productivity and outcomes with tactical goals of the company. There are five elements of performance management system which include the following: Goal setting theory: This theory is propounded by Edwin Locke in 1968. The theory believes that the individual targets and objectives recognized by an employee play a vital role in encouraging and inspiring him for excellent and greater performance. This is possible because the employee keep following their goals and targets. If these objectives and targets are not attained, either they recover their efficiency or modify the goals and objectives to make them more pragmatic. In this way, performance management leads in attainment of the long term goals and objectives (Lunenburg, 2011)). Expectancy theory: This theory was developed in 1964 by Victor Vroom. This theory suggests that workers adjust their actions and behavior in the firm on the basis of predictable satisfaction. The employees modify their activities and actions in such way which is most likely to lead them to achieve these goals and objectives. This theory believed that performance of the employee is influenced by the expectations concerning future events (Van Ryzin, 2013). Training and development One of the important functions of human resource management is training and development which monitors on the organizational operation and activity aimed at improving and bettering the productivity of individuals as well groups in the firm. It is recognized by several names such as learning and development and human capital development. Sabzian Gilakjani (2013) stated that training and development is a subsystem of a firm which encourages and improves the performance of the groups and individuals as well. Phillips (2012) defines that training is an educational process which includes the sharpening of skills, talents, concepts and knowledge in order to boost the performance and productivity of the employees. Change is one of the significant factors that contribute to the need of training and development. Training and development coaching is provided to the employees for managing the management changes in the organization. There are two methods of training and development through which managers and leaders can improve their knowledge and skills such as on-the-job training methods and off-the-job training methods. On the job training methods: It is an ordinary method of training and development in which training is provided by the trainee to the employees on a specific job. Trainee improves their potential, knowledge and skills which are essential to perform the tasks and duties successfully. On the job methods include job rotation, coaching, job instructions, internship training. On the job training methods increase and enhance immediate productivity and outcomes of the firm as it also helps to optimize the resources of the firm (Topno, 2012). These training methods help to manage the latest trends that are going on in the business world as it also important to eliminate the challenges and issues of the market. Also, it helps to the workers to understand new tasks and projects more effectively and efficiently (Elnaga Imran, 2013). Off-the-job methods: Off-the-job techniques have their own limitations and to develop the performance and productivity of the workers, off-the-job training can also be provided. The techniques and tools which are initiated for the development and improvement of the workers away from the field of the job are called as off-the-job training methods. Training and development plays enormous role in each and every organization. A training program allows employees to improve their skills and knowledge. In this way, training and development helps to address the weakness of individuals (Brown Harvey, 2011). A person who gets training and development coaching is able to perform tasks and duties effectively. Training and development makes aware the employees to understand and know the safety practices and procedures for their basic tasks and duties (Khan, Khan Khan, 2011). Learning and development may also build and develop confidence, loyalty and trust among the workers. Employee satisfaction is one of the significant factors which can be provided by effective learning and development coaching. An employee who feel appreciated and challenged in the firm, he may feel more satisfaction towards their tasks and duties through learning and development. In this way, the company is able to meet its desired goals and objectives in the compet itive market (Tooksoon, 2011). Conclusion On the above mentioned analysis, it has been evaluated that diversity management, favorable culture, performance measurement and training and development are important and vital functions of human resource management. In todays modern world, HRM is becoming an integral part of each and every company. No company can survive its business activities and operations effectively without sustainable HRM. Furthermore, it is noted that success and growth of the firm and employee as well depends on the effective and unique HRM. Various policies, strategies and plans are initiated by human resource management for attaining the better results and outcomes. In addition, they protect the rights of the employees by measuring their performance and providing favorable working environment. On the other hand, HRM conducts training and development sessions to get better outputs and improve effectiveness of the workers. To provide learning and development coaching, various methods are used by HR team wit hin the organization. Learning and development sessions help in reducing and eliminating the cross cultural management issues in the firm. Moreover, it builds and develops positive culture in the workplace. In addition, training and development is considered an important tool that can bring an individual into a position where they can perform their duties and tasks correctly and effectively. Additionally, diversity management plays an empirical role in the organization to introduce innovation in the workplace. The diverse workforce helps to attract and retain the customers in the marketplace as it also helps to reduce the risks and challenges of the global market. By using diversity management, people are easily able to understand and know the culture and languages of different countries. Therefore, the company can gain several benefits with the help of diverse people in the workplace. Now it is recommended that the firm should make unique and effective strategies, policies and plans in the organization to manage culture and diversity issues. Along with this, unique and effective standards and norms must be set by HRM to conduct business operation successfully and correctly. It shall be observed that the organization should set objectives and goals to gain the advantages of diverse workforce at the workplace. In addition, HRM should ensure that written guidelines are relevant and unambiguous and easy to understand each person. Along with this, feedback must be collected by managers to improve and enhance the performance of the workers. Effective and unique communication shall be made by the HRM to communicate and share knowledge, skills and opinion among the workers. Equal rights should be provided to each and every employee in the organization to make happy them at the workplace. There should not be any discrimination in the organization. Additionally, performance management system must be developed and used by human resource management to analyses and identify the skills, talents and potential of the workers. In this way, HRM can analyze the productivity of an individual as it also help in motivating the workforce. Apart from this, unique and attractive recruitment and selection strategies should adopt by the company to attract and retain the employees. Further, an employer should be able to talk and approach with their employees to encourage and motivate them. Trust is a critical tool to build and develop reciprocal relationship with employees at the workplace. Moreover, a leader or manager should provide support to their workers when they are needed. A good manager is responsible to get to know each employees needs, requirements, desires and wants. Additionally, unique training and development tools and techniques shall be used by human resource management to develop skills, experience and knowledge of the workers. Effective rewards and i ncentives strategies shall be adopted by the firm to inspire workers for doing work effectively. References Brownkutskovargo.,(2018). The management of workplace diversity, retrieved https://brownkutschenkovargo.weebly.com/overview.html Sharma.,A.(2016). Managing diversity and equality in the workplace, Cognet Business Management. (pp.1-14). Olsen. E.J., Martins.L.L.,(2012). Understanding organizational diversity management programs: A theoretical framework and directions for future research. Journal of organizational behavior 33(8), (pp.1168-1187), retrieved from https://www.workplaceleadership.com.au/app/uploads/2014/07/OlsenMartins2012-AuthorVersion.pdf Okoro, E. (2012). Cross-cultural etiquette and communication in global business: Toward a strategic framework for managing corporate expansion. International Journal of Business and Management, 7(16), (pp.130-138). Lovvorn, A. S. Chen, J.-S. (2011). Developing a global mindset: The relationship between an international assignment and cultural intelligence. International Journal of Business and Social Science, 2(9), (pp.275-282). Khana, M. A., Afzalb, H. (2011). High level of education builds up strong relationship between organizational culture and organization performance in Pakistan. The International Journal of Human Resource Management, 22(7), Ragir, S., Brooks, P. J. (2012). The key to cultural innovation lies in the group dynamic rather than in the individual mind. Behavioral and Brain Sciences, 35(4), (pp.237-238). Shahzad.,F., Luqman.,A.R.,Khan.R.A.,and Shabbir.L.,(2012). Impact of organizational culture on organizational performance: An overview, Interdisciplinary journal of contemporary research in business.vol 3(9). Retirved from https://journal-archieves14.webs.com/975-985.pdf Agarwal.,A and Sudeshna.,(2011).Models and theories of performance management system., retrieved from 14th April 2018,retrieved from https://www.projectguru.in/publications/models-and-theories-of-performance-management-system/. Francis., O and Bochie- Mensah.,(2012). Employee perception of performance appraisal system: A case study. International journal of business and management, Vol 7(2). retrieved from ://www.ccsenet.org/journal/index.php/ijbm/article/viewFile/12311/9885ent. De Waal, A. (2013).Strategic Performance Management: A managerial and behavioral approach (2nd edition). Palgrave Macmillan. Mone, E. M., London, M. (2018).Employee engagement through effective performance management: A practical guide for managers. Routledge. Teeratansirikool, L., Siengthai, S., Badir, Y., Charoenngam, C. (2013). Competitive strategies and firm performance: the mediating role of performance measurement, International Journal of Productivity and Performance Management,62(2), (pp.168-184). Lunenburg.C.F.,(2011). Goal setting theory of motivation, International journal of management business and administration, vol 15(1). (pp.1-12). Van Ryzin, G. G. (2013). An experimental test of the expectancy?disconfirmation theory of citizen satisfaction.Journal of Policy Analysis and Management,32(3), (pp.597-614). Sabzian, F., Gilakjani, A. P. (2013). Teachers attitudes about computer technology training, professional development, integration, experience, anxiety, and literacy in English language teaching and learning.International Journal of Applied Science and Technology,3(1), (pp.67-70). Elnaga, A., Imran, A. (2013). The effect of training on employee performance.European Journal of Business and Management,5(4), (pp. 137-147). Topno, H. (2012). Evaluation of training and development: An analysis of various models.Journal of Business and Management,5(2), (pp.16-22). Phillips, J. J. (2012).Handbook of training evaluation and measurement methods. Routledge. Tooksoon, H. M. P. (2011). Conceptual framework on the relationship between human resource management practices, job satisfaction, and turnover.Journal of Economics and Behavioral Studies,2(2), (pp.41-49). Khan, R. A. G., Khan, F. A., Khan, M. A. (2011). Impact of training and development on organizational performance.Global Journal of Management and Business Research,11(7). Brown, D. R., Harvey, D. F. (2011). An experiential approach to organization development. Jonsen, K., Maznevski, M. L., Schneider, S. C. (2011). Special review article: Diversity and its not so diverse literature: An international perspective.International Journal of Cross Cultural Management,11(1), (pp.35-62). Lin, Y., Wu, L. Y. (2014). Exploring the role of dynamic capabilities in firm performance under the resource-based view framework.Journal of business research,67(3), (pp.407-413). Wan, W. P., Hoskisson, R. E., Short, J. C., Yiu, D. W. (2011). Resource-based theory and corporate diversification: Accomplishments and opportunities.Journal of Management,37(5), (pp.1335-1368). Chang.,F.S.,(2013). Essential skills for leadership effectiveness in diverse workplace development, Online Journal for workforce education and development.,vol 6(1). (pp.1-4). Harzing A. Pinningtion (EDS)., (2015). International human resource management (4th edition), SAGE.