paper - 1254 Words

Recruitment and Selection Strategies Recommendations Amelia Constanza HRM/531September 1, 2014 Team A Week 6 Dr. Sharon Fletcher Recruitment and Selection StrategiesFormulating a thorough recruitment process is essential to ensure the right individuals are hired, efficiency and effectiveness are achieved, and subsequently organization goals are met. Considerations in the recruitment and selection plan include: organizational strategies; understanding the workforce, comprising projected needs, diversity objectives and demographic changes; company branding; recruiting†¦show more content†¦Reference checks verify candidate information. LL should recruit experienced drivers from within the industry and other employees through local agencies. CCC should look to local unions, trade schools, industry associations, and local agencies for qualified candidates. Interviews are â€Å"a selection procedure designed to predict future job performance on the basis of applicants’ oral responses to oral inquires† (HR Guide to the Internet, 2001). Once the candidate is selected to interview, the hiring manager should determine the interview format, (unstructured, structured, situational, behavior description, or comprehensive), based on job requirements. Both LL and CCC should match interview methods with job specific requirements and have a prepared outline for each job description. Recruitment and selection tests â€Å"aim to provide a potential employer with an insight into how well you work with other people, how well you handle stress, and whether you will be able to cope with the intellectual demands of the job† (Psychometric Success, 2013). These tests are split into personality tests and aptitude/ability test. LL would benefit from personality tests for all employees to ensureShow MoreRelated Paper761 Words   |  4 Pages In the 1790s members of the industry in both Paris and London were working on inventions to try to mechanise paper-making. In England John Dickenson produced the cylinder machine that was operational by 1809. Although useful for smaller enterprises, this lacked the large scale potential of the machine resulting from the invention of Nicholas-Louis Robert in Paris, which had a more complicated incubation period. The last of the early improvements to this machine were financed by the Fourdrinier brothersRead MoreReflection Pape r836 Words   |  4 Pagesand integrating quotes. Before my papers were full of â€Å"she said† and â€Å"she would say†; which was boring and showed poor ability to lengthen my word choice. I also had a tendency to just throw quotes in and not integrate it into my writings. By the end of my English 101 class my papers began to present with words like â€Å"the author noted†, or â€Å"she stated† along with many other word choices and proper ways of using quotes. Here is an example from my final research paper: â€Å"Author Stephanie Jackson, a certifiedRead MoreOn Behalf of Paper1685 Words   |  7 PagesFor centuries, people have read and learned on paper. It has loyally served man as the ideal vehicle for conveying our thoughts, feelings, and ideas. In recent years, an opponent has risen: computers. The computer brought the world to our fingertips, to the palm of our hands, but is this competitor superior? Should we drop the written and printed empire that had dominated and quenched our thirst for knowledge for so long? Paper has served an ever-changing world well, constantly adapting and morphingRead MoreReflection Paper1317 Words   |  6 Pagesused to struggle with forming my thoughts into writing, let alone a paper. I was never confident with what I wrote. 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He worked for over nine years experimenting with different things and finally came up with hempRead MoreImportance Of Writing Paper870 Words   |  4 Pages Writing papers have not always been my favorite thing to do. The main reason why I detested writing papers, was because I considered my English horrible. English is not my native language and learning it was difficult i n my opinion. Especially, when as a child the only place where you could speak English was at school. Other than that, the only language I was allowed to speak at home was Spanish. Throughout the years I eventually got the hang of it, and at the beginning of fourth grade, I was placedRead MoreCharacteristics And Quality Of A Paper1062 Words   |  5 PagesChoosing the right paper is more complex and it requires more work than just picking any expensive sheet and keeping your fingers crossed. To choose the right paper, you should not choose one based on the highest quality available, or the most expensive one. 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There are three categories of paper that can be used as feedstocks for making recycled paper: mill broke, pre-consumer waste, and post-consumer waste.[1]  Mill broke  is paper trimmings and other paper scrap from the manufacture of paper, and is recycled internally in a  paper mill.  Pre-consumer waste  is material which left the paper mill but was discarded before it was ready for consumer use.  Post-consumer  wasteRead MoreCarabao Grass Paper17210 Words   |  69 PagesINTRODUCTION History Paper is believed to have originated in China sometime around A.D. 105. Its invention is credited to a Chinese artisan by the name of Tsai-Lun. Tsai Lun created the first type of paper by mixing macerated cellulose fiber with water. His method was simple. He beat rags to a pulp and diluted this with lots of water. He then drained the resultant mixture through a form of a sieve. The fibers matted together and, when it dried, formed what we know now as paper. This papermaking process

Interacting with Dementia Essays - 1086 Words

When I was 18 year old, I applied to work at an assisted living facility called, Crestwood Senior living (currently known as Matthews of Glendale). When I first got hired, I was introduced to all the staff and all the residents as well. After being employed there for a while I started to notice that some resident were acting different from the first time I had met them and I did not understand why. So I asked my coworker, why some of the residents were acting different and she explained to me that some of the resident have dementia. Now, at that time I didn’t really know what dementia was because I had never worked in that type of field before or have taking any classes on that type of disease. So, I decided to do a little research on my†¦show more content†¦One way that people who are working with the elderly community can interact with individuals with dementia is by playing games such as memory games that can help them keep their mind’s going. According to K aren Miller, publisher of Memory Jogging Puzzles, stated that â€Å"Studies have shown, that memory games help slow down memory loss and brain deterioration.† These games can range anywhere from being low-tech, or high-tech. Some games that the help stimulate the mind that individuals with dementia are cards games such as concentration. Concentration is a well-known card game that is often seen in quiz shows and in educational programs. In the basic form, cards are laid face down on a surface and two cards are flipped face up over each turn. The object of the game is to turn over pairs of matching cards. This game is used to exercise the brain and help recollect and concentrate individuals with dementia. Some other games that I personally play with my residents at work are bingo and ball toss. Although, games are a great way to interact with elderly individuals with dementia, a second way that people who are working with the elderly community can interact with elderly individuals with dementia is by bring familiar objects such as a photographs and accessories to help trigger memories and engage in good conversation.Show MoreRelatedUnderstand the Role of Communication and Interactions with Individuals Who Have Dementia (Dem 308)1694 Words   |  7 PagesUnderstand the role of communication and interactions with individuals who have dementia (DEM 308) Outcome 1 Understand that individuals with dementia may communicate in different ways 1. explain how individuals with dementia may communicate through their behaviour Dementia sufferers communicate in many different ways. They may not be able to speak but they can communicate non-verbally with positive or negative behaviour. They can also communicate using body language and through postureRead MoreDealing With A Loved One s Cognitive Decline Essay1749 Words   |  7 Pageson Digg Share this article on Reddit Share this article on Pinterest Expert Author Shomari D. Hearn When a loved one begins to experience memory loss and other cognitive issues, it is only natural to wonder whether he or she is exhibiting signs of dementia. Warning signs that one s mental capacity may be diminishing can include: Forgetting significant dates or previous life events Asking for the same information repeatedly Difficulty concentrating or keeping track of recurring bills Taking muchRead MoreEffects Of Dementia On Healthcare Services And Society971 Words   |  4 Pagestook his or her clothes off. Dupuis, Wiersma, and Loiselle, (2012), explain that dominant discourses form how behaviours are perceived in the dementia care context and afterward impact the actions used to react to behaviour (p.163). In addition, dominant perception influences the approaches to behaviours can cause much preventable agony for person with dementia who are misconstrued (As cited in Fazio et al., 1999) (p.163). We must shift away from dominant discourse that is fixed and move toward a moreRead MoreMy Experience At Evergreen Senior Living866 Words   |  4 Pagesjob as a CNA is to make sure that the residents are as comfortable and as possible. I also followed, Jackie Russell, the Activities Director. She works with the residents to keep their brain and body stimulated and healthy. They both work in the dementia and alzheimer s, assisted living part of the facility called Legacy. Kylie and other CNAs are in charge of assisting the residents in many different things, such as getting ready for breakfast. After the residents are seated in the dining roomRead MoreThe Origins Of Nathaniel Witherell1402 Words   |  6 Pagesneed of the residents of the town of Greenwich. Today, the facility is named Nathaniel Witherell, and is a short term physically rehabilitation center, long-term patient care center and a certain area merely focused on taking care of residents with Dementia (Nathaniel Witherell, Short-Term Rehab and Skilled Nursing Center). The facility specializes in Person-Centered Care†, meaning that they provide certain services to accommodate to residents quotidian routines, regarding their diets and religiousRead Moreintend to expose in their studies how Educational Neuroscience can reshape educational policies and1500 Words   |  6 Pagesthe association between bilingualism and age at onset of dementia and its subtypes ran the largest study with case records of 648 patients with dementia (391 of them bilingual) â€Å"The age at onset of first symptoms was compared between monolingual and bilingual groups. The influence of number of languages spoken, education, occupation, and other potentially interacting variables was examined. 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It provided a new perspective for my paper because previously I had been researching how important human interaction is in promoting a better quality of life for those with cognitive impairments. Yet, it was so interesting to find that interacting with these patientsRead MoreClient  ­ Centered Therapy Is Developed By Psychologist Carl Rogers1173 Words   |  5 Pagesprescriptive theory telling the practitioner what to do. The central ideas to the client ­centered theory were not new when Rogers introduced them. Mary Richmond was the first person to acknowledge the importance of the qualities in practitioners when interacting with clients. Rogers originally called his technique non ­directive therapy as his goal was to be as non ­directive as possible. He eventually realized that this was impossible as clients often look to practitioners for some sort of guidance or directionRead MoreIntervention Of A Patient With A Dementia851 Words   |  4 PagesIntervention Practices I visited a patient with a dementia this week that normally responds well to music. Therefore, I utilized music therapy to engage the patient. My field instructor told me the genera of music that he enjoyed, so deciding on that was easy. I played several well known Michael Jackson and Stevie Wonder songs. The intervention was successfully for about 15 minutes, in which he was tapping his foot and singing along. After 15 minutes, the patient began to lose focus and fell asleep

The No.1 Ladies Detective Agency Essay Example For Students

The No.1 Ladies Detective Agency Essay Two characters in The No. 1 Ladies’ Detective Agency Love is blindness. Therefore, no matter how smart, intelligent a woman is, she will lose her obvious judgment to a man she has a crush on. There is no exception to Mma Ramotswe, the main character in the No. 1 Ladies Detective Agency. She is in the relationship with two men who are totally opposite in physical appearance, characteristics, attitude toward woman. We are going to analyze the differences between Note Mokoti and J. L. B Matekoni. The first difference between Note Mokoti and JLB Matekoni is their physical appearance. Note Mokoti shows up like an artistic, a musician who plays trumpet in a band. Mma Ramotswe is attracted by his proud and handsome face. In contrast, JLB Matekoni is more like a traditional man with an easy and reassuring face; he is not so handsome. However, JLB is kind of person who can easily, comfortably to talk with; â€Å"He was a comfortable man† that is what Mma Ramotswe thinks of him. Another difference is their characteristics. In chapter four, after the marriage, Mma Ramotswe often had wounds which were caused by her husband, Note Mokoti. She knew beforehand that her husband is not a good man, he like bullying Mma Ramotswe even though she is pregnant. In comparison, J. L. B Matekoni is such a kind and hard-working man. Mma Ramotswe is interested in having a conversation with him and she likes his simple life â€Å"she liked to look at the calendars on the wall and talk to him in his greasy office†. Through Note’s appearance and the way he speaks to girls, he is absolutely a womanizer â€Å"I am glad, I knew straightaway that you were a virgin, which is a very good thing for a man†. Unlike Note Makoti, J. L. B Matekoni is a responsible man â€Å"he had never married, he had remained single†, he did not take marriage as slightly as Note did. Perhaps he is looking for a serious relationship. In addition, J. L. B Matekoni gives Mma Ramotswe lots of advices and willingly help her although he does not like to do â€Å"He did not like stolen cars. He preferred to have nothing to do with them, but this was a request from Mma Ramostswe, and so there was only one answer to give. † On the other hand, Note Mokoti is so bossy and violent that he will not listen to Mma Ramotswe ; he hits her without considering her feeling. The last obvious difference between Note and JLB is their attitude toward woman. As we analyze Note’s characteristic, it is clear that he shows no respect to women even if he got married while JLB will listen to Mma’s story patiently and give out the advices. Note also shows his devil face at the time Mma claims that she has his baby. He gets mad and denies his baby that he is having with Mma Ramotswe. Furthermore, he hits Mma Ramotswe severely that she lost her baby after giving birth in five days. What a women need is a man who would love her more than she loves him. Mma can see it from JLB . He is a gentleman who can stay at home and help to do domestic chores and he will be a perfect husband that any woman can dream of. This is the opposite between Note and JLB. In conclusion, Mma Ramotswe goes through two relationships which have a great effect to her life. Note brings her full of painful and unhappy memories while JLB tries to fill up her empty heart with love and care. They are totally different. In my personal point of view, it is a good comparison for young girl to choose their partner carefully. It is also a good lesson to learn how to judge a person inside not outside.

Diagnostic Indicator Diversity Management-Myassignmenthelp.Com

Question: Discuss About The Diagnostic Indicator Diversity Management? Answer: Introduction Diversity in a workplace or organization refers to the difference in mindsets and work culture of the people in the organisation based on the differences in their age, personality, education, gender, race, religion, tenure, cultural beliefs, and more. In the global business age transcending borders and developing a diverse workforce is imperative for organisations to succeed and gain a competitive edge in the business world. Managing the demographically diverse workforce in the best interests of the organisation is one of the key challenges confronting the managers today (Boehm, and Dwertmann, 2015). This essay will discuss the studies carried out in the three research articles to measure the effects of variables that help in marketing the effects of workplace diversity among the people on the well-being, social-integration, and the other performance related-variables and how the managers in an organisation can lead and manage a diverse workforce effectively. This essay will also dis cuss the diversity mindsets as the moderators of the relationship between performance and diversity. Articles Overview The authors of the three articles mention the benefits of having a diverse workforce and the key issues and challenges that the organisations are facing in managing and leading the demographically diverse workforce effectively for better organisational performance. However, while diverse workforce is definitely a big asset to the organisations today with new ideas, creativity and innovation lending the company a competitive edge, the same diversity in teams can lead to dysfunction in organisations because of the communication barriers due to the diverse demographic backgrounds of the team members (Guillaume, Dawson, Otaye?Ebede, Woods, and West, 2017). Therefore, the management in modern day organisations have a challenging task to lead a diverse workforce in a manner that solicits the positive aspects of diversity and eliminate or mitigate the negative impacts of the diverse workforce. The managers are also faced with the task of identifying the attitudes, beliefs, climate, and the other factors which can help in enhancing the positive effects of diversity and eliminating the harmful effects of diversity like intergroup bias and interpersonal tension at the same time (Shaban, 2016). The diversity mindset theory proposed by the authors tries to understand and moderate the relationship that exists between effective performance and diversity of workgroups (Knippenberg, Ginkel, and Homan, 2013). Method of Analysis The authors Guillaume, et.al, use the CEM or Categorisation-Elaboration Model to explain the elements that work to moderate the impact of workplace diversity on the facets of performance, social integration, and the outcomes related to well-being (Guillaume, Dawson, Otaye?Ebede, Woods, and West, 2017). In the second study the author Shaban discusses how two specific leadership theories can help in enhancing the positive performance of the diverse teams and help the managers in leading the diverse teams effectively within their organisations (Shaban, 2016). In the third article the authors Knippenberg et. al., propose the use of three mindsets of accuracy, sharedness, and the awareness of the sharedness, as moderators in the relationship between performance and diversity (Knippenberg, Ginkel, and Homan, 2013). The three papers have used qualitative and secondary research to support their arguments and findings. Research Findings The authors Guillaume et.al. surmised in their study that social integration and performance of the individuals could be enhanced with the help of positive intergroup interactions and contacts. They also surmised that individual differences play the role of key moderators in demographically diverse group members (Brunow, and Blien, 2014). In the second article, the author Shaban proposes that using theories like the LMX theory and the Hills leadership model can help the managers in an organisation understand the diversity challenges and the differences in the culture and ethics of the different members of the teams (Lunenburg, 2010). The leaders can use this understanding of the individual differences to discern the means that can capitalise the diverse viewpoints, skills, and backgrounds to maximise the productivity of the team (Northouse, 2015). In the third study the authors Knippenberg et. al. have put forward propositions based on the diversity mindsets that can help in providing a better understanding of the perplexing questions related to workforce diversity and performance benefits. While developing diversity mindsets the organisations should look at diversity as a source of information which can help in providing elaborated team information that result in performance benefits (van Ginkel, and van Knippenberg, 2012). Another key feature is that leadership in an organisation today has a crucial role to play in understanding and developing the right diversity mindsets, therefore, organisations need to develop their HR practices to develop an understanding of the diversity mindsets (Hajro, Gibson, and Pudelko, 2017). Critical Analysis The CEM Model describes the diversity as the differences between the people on any attribute or feature that can lead to the perception that one person is different from the other individual. According to the CEM model diversity works in two ways, the processes of information-elaboration and the processes of social categorisation that may result in intergroup bias (Joshi, Liao, and Roh, 2011). To moderate the impact of the workforce diversity on the overall organisational performance, diversity-management and growth-oriented strategies may help in promoting the concept of a greater value-in-diversity. This would help in facilitating the relevant information flow and which would, in turn, result in informed decision-making and promoting innovation (Podsiadlowski, Grschke, Kogler, Springer, and Van Der Zee, 2013). However, the innovation and creativity of the groups involved in complex task performance are dependent on the task-specific knowledge associated with demographic diversity. Therefore, principles of CEM can be used to augment the performance on innovative tasks to provide the right training for team building and leadership practices. Another crucial element that can help in positively augmenting the workforce diversity is the reduction of uncertainty between the demographically dissimilar groups in their interactions with one another (Patrick, Kumar, 2012). The individual perceptions of the people on their attitude towards diversity, learning goal inclinations, and other personality oriented variables like openness have a positive impact on the workforce diversity (Pieterse, Van Knippenberg, and Van Dierendonck, 2013). The research also highlights that in managing the workforce diversity leadership has a very crucial role to play. The leaders are the key players in creating the work environment where the benefits of a diverse workforce may multiply to benefit the organisation. The leaders need to be more inclusive and participative in their approach towards the demographically different workgroups, display individual consideration when required, offer inspiring suggestions, and motivate the employees to complete their tasks in an efficient manner. On the other hand, leaders who display outward biases in their interpersonal relations with the team members they lead, undermine the positive workplace conditions for accruing the diversity benefits (Ali, Kulik, and Metz, 2011). The LMX theory of leadership promotes distributive and equal justice, therefore, this theory will help the leaders in focusing on adopting a fair and equal approach while dealing with all their followers and team members. The theory works on a simple principle that employees and workers who work more efficiently and productively will be rewarded more than the others who do not. Therefore, leaders while selecting the in-group members should avoid all the biases related to age, religion, gender, race, ethnicity and other such factors in their decision-making. The LXM theory would provide the outline to the leaders to evaluate the members of their team in a fair and just manner and the guidelines mentioned in the theory will help the leaders in eliminating the biases while taking their decisions which will help them in managing the diverse teams in a more efficient and effective manner (Lunenburg, 2010.). On the other hand, the Hill Model approach for team leadership would help the leaders in identifying and assessing the problems of the team and taking timely and suitable action to mitigate those problems. Due to the differences in cultures, values, and traditions the diverse members of a workforce may face multiple numbers of problems while working with dissimilar people and the Hill Model provides an insight into the functional leadership role (Northouse, 2015). The leaders play a decisive role in monitoring the workgroups and teams to ensure effective productivity and this involves taking a decision whether the leaders should involve themselves by intervening in solving any kind of relational or task-oriented issues. While task oriented issues are related to planning and application, the relational issues are related to problems arising due to lack of cohesion, interpersonal conflicts, communication barriers among team members. The leaders also have to decide whether the problem c an be solved by internal intervention or an external intervention from outside the teams scope (Patrick, and Kumar, 2012). However, there is a lack of clarity on the diversity-mindset concept as there is very little research done to shed light on what actually must be done by the diversified workgroups to reap the benefits of this diversity (Guillaume, Dawson, Woods, Sacramento, and West, 2013). One of the principal aspects of the diversity mindsets is that every team has a specific nature and there cannot be a universal or one-size-fit-all approach that can be applied to all diversified work groups (Tisserant, Lorraine Wagner, and Barth, 2012). However, there are core characteristics which are common to mindset accuracy like promotion-focused goals, exploration focused goals, and procedural knowledge of the team related diversity which can serve as a useful source of information (Guillaume, Dawson, Woods, Sacramento, and West, 2013). To prevent miscommunication and coordinate the efforts of the team in the same direction, it is very important that there should be a similarity in the mental representations of the members of a diversified workgroup or team. Therefore, in the presence of accuracy of mindset, a sharedness or similarity of the mental representation works to enhance the team task performance. Diversity mindsets can have a more emphatic impact as a moderating influence on the work teams if they are shared by a larger number of the team members, as this will facilitate coordinated actions and prevent miscommunication. However, one of the big drawbacks in the propositions suggested by the authors is that many of the conceptual frameworks proposed her have yet to be tested in an empirical analysis (van Ginkel, and van Knippenberg, 2012). Similarities and Dissimilarities in the Authors approach The three articles emphasise the importance of leadership in developing the positive environments to manage the growing diversified workforce in the organisations effectively. The cultural differences represent one of the basic attributes to study and analyse the workforce diversity and the ways to shape it positively (Pieterse, Van Knippenberg, and Van Dierendonck, 2013). The three articles also emphasise that task-oriented knowledge, leadership strategy, and HR practices all have to work together to create an atmosphere where diverse workgroups can thrive and contribute positively to the organisation (Patrick, and Kumar, 2012). The authors Guillaume et.al., stress on the elements of uncertainty reduction in workplaces among members of diverse workgroups, information-elaboration, and self-enhancement as the tools to improve the social integration, work performance, and the well-being of the people. On the other hand, the author Shaban emphasises on the leadership and training aspects to deal with the issues and challenges facing the organisations in growing diversified workplace environment (Brunow, and Blien, 2014). While the authors, Knippenberg et al., stress on the fact that a better understanding of the concepts of diversity and a favourable perspective in the mindset of the people about working in culturally diverse teams can result in the people associating and embracing the concept of diversity in a more positive manner (Boehm, and Dwertmann, 2015). Conclusion The organisations in the global business scenario need to devise approaches and strategies to harness the power and influence of diversity in giving the business a distinctive competitive edge in the market and to prevent organisational dysfunction from arising due to lack of cohesion between inter cultural workgroups. While research till now has been focused on the concept of preventing the negative outcome of cultural diversity in workplace, the future research should aim to develop concepts and approaches that can steer the influence of diverse cultural mindset towards innovation and ingenuity, that is beneficial to the individuals, team, and the organisation as a whole (Guillaume, Dawson, Woods, Sacramento, and West, 2013). References: Ali, M., Kulik, C.T. and Metz, I., 2011. The gender diversityperformance relationship in services and manufacturing organizations.The International Journal of Human Resource Management [Online],Volume 22, (Issue 07), pp.1464-1485. Available from: https://www.tandfonline.com/doi/abs/10.1080/09585192.2011.561961 Boehm, S.A. and Dwertmann, D.J., 2015. Forging a single-edged sword: Facilitating positive age and disability diversity effects in the workplace through leadership, positive climates, and HR practices.Work, Aging and Retirement [online],Volume 1, (Issue 1), pp.41-63. Available from: https://academic.oup.com/workar/article/1/1/41/1664799/Forging-a-Single-Edged-Sword-Facilitating-Positive Brunow, S. and Blien, U., 2014. Effects of cultural diversity on individual establishments.International Journal of Manpower [Online],Volume 35, (Issue 1/2), pp.166-186. Available from: https://www.emeraldinsight.com/doi/abs/10.1108/IJM-08-2013-0199 Guillaume, Y.R., Dawson, J.F., Otaye?Ebede, L., Woods, S.A. and West, M.A., 2017. Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?.Journal of Organizational Behavior [Online],Volume 38, (Issue 2), pp.276-303. Available from: file:///C:/Users/sony/Downloads/Article1bylecturer.pdf Guillaume, Y.R., Dawson, J.F., Woods, S.A., Sacramento, C.A. and West, M.A., 2013. Getting diversity at work to work: What we know and what we still don't know.Journal of occupational and organizational psychology [Online],Volume86, (Issue 2), pp.123-141. Available from: https://onlinelibrary.wiley.com/doi/10.1111/joop.12009/full Hajro, A., Gibson, C.B. and Pudelko, M., 2017. Knowledge exchange processes in multicultural teams: Linking organizational diversity climates to teams effectiveness.Academy of Management Journal [Online],Volume 60, (Issue 1), pp.345-372. Available from: https://amj.aom.org/content/60/1/345.short Joshi, A., Liao, H. and Roh, H., 2011. Bridging domains in workplace demography research: A review and reconceptualization.Journal of Management [Online],Volume 37, (Issue 2), pp.521-552. Available from: https://journals.sagepub.com/doi/abs/10.1177/0149206310372969 Knippenberg, D., Ginkel, W.P. and Homan, A.C., 2013. Diversity mindsets and the performance of diverse teams.Organizational Behavior and Human Decision Processes [Online],Volume 121, (Issue 2), pp.183-193. Available from: https://www.sciencedirect.com/science/article/pii/S074959781300037X Lunenburg, F.C., 2010. Leader-member exchange theory: Another perspective on the leadership process.International journal of management, business, and administration [Online],Volume 13, (Issue 1), pp.1-5. Available from: https://www.nationalforum.com/Electronic%20Journal%20Volumes/Lunenburg,%20Fred%20C.%20Leader-Member%20Exchange%20Theory%20IJMBA%20V13%202010.pdf Northouse, P.G., 2015.Leadership: Theory and practice. Sage publications. Available from: https://books.google.co.in/books?hl=enlr=id=TuyeBgAAQBAJoi=fndpg=PT18dq=P.+Northouseots=myRHsG4MXlsig=uwEOXIcC23snp7Dgah_7FToZbtA#v=onepageq=P.%20Northousef=false Patrick, H.A. and Kumar, V.R., 2012. Managing workplace diversity: Issues and challenges.Sage Open [Online],Volume 2, (Issue 2), pp. 346-351. Available from: https://journals.sagepub.com/doi/abs/10.1177/2158244012444615 Pieterse, A.N., Van Knippenberg, D. and Van Dierendonck, D., 2013. Cultural diversity and team performance: The role of team member goal orientation.Academy of Management Journal [Online],Volume 56, (Issue 3), pp.782-804. Available from: https://amj.aom.org/content/56/3/782.short Podsiadlowski, A., Grschke, D., Kogler, M., Springer, C. and Van Der Zee, K., 2013. Managing a culturally diverse workforce: Diversity perspectives in organizations.International Journal of Intercultural Relations [Online],Volume 37, (Issue 2), pp.159-175. Available from: https://www.sciencedirect.com/science/article/pii/S0147176712001162 Shaban, A., 2016. Managing and Leading a Diverse Workforce: One of the Main Challenges in Management.Procedia-Social and Behavioral Sciences [Online],Volume 230, pp.76-84. Available from: https://www.sciencedirect.com/science/article/pii/S1877042816311119 Tisserant, P., Lorraine Wagner, A. and Barth, I., 2012. The propensity to discriminate: a diagnostic indicator for diversity management.Equality, Diversity and Inclusion: An International Journal [Online],Volume 32, (Issue 1), pp.36-48. Available from: https://www.emeraldinsight.com/doi/abs/10.1108/02610151311305605?journalCode=edi Van Ginkel, W.P. and Van Knippenberg, D., 2012. Group leadership and shared task representations in decision making groups.The Leadership Quarterly [Online],Volume 23, (Issue 1), pp.94-106. Available from: https://www.sciencedirect.com/science/article/pii/S104898431100171