Crime and Passion Essay Example | Topics and Well Written Essays - 500 words

Crime and Passion - Essay Example Recognizing the fact that both positively and negatively disposed persons have their own frustrated needs that are actually motivating them to take different paths in life that they believe would lead hem to attaining the dreams that they have for themselves as well as for those who belong to them. As for this paper, the examination of the different paths that humans take depending on the life background that they have as the enhancers of the values that they utilize as basis of their actions. As for the cases noted in the articles analyzed in this paper, it could observed that the motivation of the humans utilized to reach to the status that they are at present resulted from decisions made from the idealisms that they believe in. The events that took place in their lives brought them to the kind of situation that they are in right now. For instance, in the text from the Sun Tabloid, it could be observed that Zoe, a newly chosen model, who emerged from a competition in Britain, noted that the tragic past that happened to her father brought her to a successful fight towards the fulfillment of her dreams.

Strategic Group Essay Example | Topics and Well Written Essays - 2250 words

Strategic Group - Essay Example Geographic coverage: They are primarily UK based retail chains eventually branching out to different parts of the world. The four companies enjoy the top four positions in the market with Tesco on the top followed by , Sainsbury's and Morrison. Commitment to quality and offering value for money: While , Tesco and Morrison have undertaken vertical integration to cut down expenses and increase reliability, Sainsbury believes in integrity of sourcing to ensure quality. Ans. An organization cannot be free of the macro environment that persists and has to be resolved each time. The strategic group in consideration faces threat from the environment. Some of it is high impact some is not. Nonetheless, there exists and environment that needs to be analyzed and lived with. One needs to be in the good books of the government. There are influences the management needs to create through indirect lobbying. Forms of sponsorships, grants, political donations, etc. are to be made to keep the balance. The retail chain has to be a member of various lobbies, for instance Freight transport association, British retail consortium, Institute of grocery retailers, confederation of British industry, labor groups, etc Changing economy is the bi... Political factors: One needs to be in the good books of the government. There are influences the management needs to create through indirect lobbying. Forms of sponsorships, grants, political donations, etc. are to be made to keep the balance. To get an easy access to the govt. former govt officials are hired by the retail chains. The retail chain has to be a member of various lobbies, for instance Freight transport association, British retail consortium, Institute of grocery retailers, confederation of British industry, labor groups, etc Environment issues need to be taken care of-proper recycling of waste, use of recyclable poly bags, and no harm to the ever depleting natural resources. Any changes in the govt/EU policies have to be addressed. Economic Environment Changing economy is the biggest affecting factor. Consider the present situation where there is a worldwide slump and the market is seeing trends of salary cuts, the purchase power of the buyer goes down and hence the revenues of the retail are getting affected. The changing exchange rates affect the imported product price. Needless to say the buyer looks for value for money in the retail chains and thus will not be pleased with an expensive product. Raise in global price for fuel affect transportation cost and in turn the cost price of the product. Increase in real estate increases the fixed cost thereby affecting the revenue model. Social Issues: Lifestyle changes will demand need for greater product categories. People will demand more of functional food rather than fad foods. The shifting demographics, the young buyer will have different demands from the ageing population of U.K. With increasing competition, the consumer wants the best

O-Fold Essay Example for Free

O-Fold Essay 1. As a part of the management team, how would you handle distribution and marketing of the O-Fold? Within the text I really liked the 2nd and 3rd option of distribution, which was going an online route or advertising I travel magazines. Although the adverting in magazines option is appealing when it comes down to it I don’t think it would reach as many people as online distribution. I would chose to create a website and distribute the O-Fold product through there. Creating a website would be extremely cost effective. I believe there are even some sites you can use for free, such as weebly.com. However, this option is risky because marketing would have to be very effective in order to generate the business he is looking for. Since the cost of a website is low, he should consider advertising in travel magazines. He probably would not need large ad space, which would help with the cost. If he could get a small section in the Sky Mall magazine on aircrafts with the link to his website, that could be a rewarding starting point. Another option is advertising on other large online retail sites, such as Amazon.com who now gives consumers an option to purchase provides from other retailers by providing a link to that product on their site. 2. At what points should Alex consider bringing on additional management? What positions should he fill and in what order? Defend your answer. I am a supporter of Alex’ crawl-walk-run strategy. I think initially he should partner with his brother and begin to make the product together and sell online through a website he creates. This way he can get an idea of how he can proceed with next steps and be able to create a business plan to present to Anger investors. Once he can seal the investment funds he should bring on a sales and marketing manager. This is one of the most important positions in a company. Alex needs to have someone with experience in sales and marketing, especially not having experience himself. He’s already contemplating different options in this area; someone who has worked in this department can give him real examples of the outcomes and weigh in on the best decision for O-Fold. Next, after he gets an investment, he should go with the outsourcing route. He already had a connection to hire a barn full of employees. He will need to hire a manager to oversee the production of these employees, and also a Human Resources Manager since he will have employees. He cannot manage everything himself so a good candidate for the productions manager would be his brother since he should have a good understanding by then of how to produce the items. 3. What are some pricing strategies you would consider utilizing in order to get the O-Fold to market? Do you agree with Alex’s pricing point? I would consider giving a special price to first time customers, or a discount when purchasing more then one O-Fold at the early stages of marketing. Alex will want to be competitive and the first thing that customers probably look for is good deals. If he creates a website and is directing people there through advertising he should try to close the sale with a discount. An option would be first time users get free shipping, or $5 off shipping. Customers buying more then one could receive $5 off their second purchase. I like the 123 percent market with the outsourcing options at $12.50 However, that would only be beneficial at wholesale, so he should price his products per item at $25, and offer the discount for the first 100 customers. He does not need to advertise the part about it only being for the first 100 customers but he should price out shipping costs for 100 people or costs of giving discounts and set a budget for it.

Sara Lee Retrenchment Strategy

Sara Lee Retrenchment Strategy In order to focus on being more profitable in designated industries, Sara Lee reduced its business units in 2006. A total of eight businesses had been retrenched and divested, which included, direct selling, U.S. retail coffee, European apparel, European nuts snacks, European rice, U.S. meat snacks, and European meats and Sara Lee apparel (site case study). Sara Lee expected to obtain approximately $3 billion net after proceed from divesting those businesses. Five of Sara Lees divest businesses had negative net profit margins as well as negative operating margins. Four of the five businesses had a negative margin greater than 10%. The other businesses were declining in revenues at an accelerating rate, prior to the strategic decision to divest in them. One of Sara Lees strategic goals was to increase sales by two percent in addition to increasing the profit margins to 12% by the year 2010; a company goal to increase sales nearly $14 billion. In order to do this, Sara Lee had to focu s solely on the goods, beverage, and product household industry, areas where profitability flourishes. This also allowed the organization to follow a strategy that would provide them with the necessary resources to increase corporate profits, as opposed to being unprofitable before. Since 1939, the Sara Lee Corporation has maintained their vision which identifies they want to and plan to be the first choice to their customers and consumers all over the world by innovative ideas, and continuous improvement (Sara Lee website). Sara Lees mission focuses on delighting consumers every day. Sara Lee has also employed a differentiation strategy, and diversifying by acquisition. What was very creative on the organizations part was launching an initiative called Project Accelerate. In 2008, Project Accelerate was launched and is a program designed to reduce costs and increase productivity. To do this, the company had to focus on overhead cost, reform its supply chain and outsource. This program was projected to save up to $400 million by the end of 2012. In 2010 alone, Project Accelerate saved Sara Lee nearly $180 million. Within a three-year period, management also bought back close to $3 billion in common shares (site case study). Unfortunately, by the end of 2010, Sara Lee only obtained revenue of just $10.8 billion. The company then dissociated the international household and body care business. Sara Lee continued its same strategy: employing broad differentiation strategy. It does not specify in this case study or on their website if the goal was to have the lowest priced products, but the idea of differentiating from other brands allow Sara Lee to show value of their brand and provide high quality products. After the retrenchments, Sara Lee focused more on food beverage, and food service, in which their fresh bread sales, for an example, increase to over $600 million within a three year time period. This increase was due Sara Lees grocery-store and fast-food restaurant leverages. Sara Lee had a strong market share in that particular area of the industry and eventually beverage profits increased, international products increased, and low-calorie desserts met the needs of consumers all over the world. Since Sara Lee has a successful business strategy that focuses on product innovation and customer demand, its products have been successful in many business markets. In addition, displayed under the Sara Lees Matrixes,' Sara Lees retrenchment strategy of their 8 business units have help the business future prosperities. Strategically, Sara Lees decision to retrench eight business units was in the best interest of the company, and as a result they have strong, successful products in food within many retail and food-service industries. In addition they were also able to have a strong meat service business, which yield to cost savings without compromising on quality and customer, consumer, and company relationships. As far as the beverage and bread products, Sara Lee is near 50% of their profits; and selling to local retailers can expand successful profitability through international countries such as North America and Europe, who are heavy bread, coffee and tea consumers. Gearing back to the case study, Sara Lees intentions was to retrench business units that were not useful toward the direction that the company wanted to go. Doing so allowed Sara Lee to focus more on food, beverage and household products. Their objectives were met and continually to meet by the increasing sales, profitability and even market shares through their competitive pricing, strong brands and innovation ideas/concepts. One recommendation includes Sara Lee focusing on beverage products internationally. Sara Lee can start out by selling beverages to local retailers internationally and model closely behind their strategy for their food-service industries and utilize the knowledge and network gained from that. The second recommend includes focusing more on North America because they contributed to the 86% of the profits back in 2010. So Sara Lee must re-evaluate the profitability in selling those single-serve coffees pods (Senseo) and gear them towards the United States. A third recommendation would be Sara Lee expanding its household products, not body care products. Sara Lee should tap into and expand its air freshener brand because there is a great market share for it in the United States and Europe. Consumers automatically assume that the air fresheners will be of similar smell to the desserts and breads that Sara Lee makes. Can you imagine walking into a house that smells like warmed apple pie, or banana nut bread? Air fresheners can satisfy consumers who indulge desserts as they have a sweet tooth, or consumers who refrain from many desserts for dietary reasons, but would definitely enjoy the aroma around the house. Another household product could be insecticides that can be useful a nd affordable in many countries, including Africa. Providing this product can help improve farming, which trickles down to the items that we eat, a food-service beverage industry that Sara Lee plans to continue its markets and profitability in. Introducing new products to the market can refrain from any significant loss in business units currently and in the future.

Contemporary Themes of The Merchant of Venice :: Free Merchant of Venice Essays

Contemporary Themes of The Merchant of Venice      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   One of the many elements that make up a classic, is that the book, novel or play can be read in any generation, decade, century or in any part of the globe at any time and have relevance to the reader. The themes of the work should be universal, so that the reader can take something and create a parallel to an event or situation in his or her own life. The Merchant of Venice has elements that make it a classic. The Merchant of Venice has many contemporary themes in it. In this essay I will provide you with examples of themes that still hold true today, many years after Shakespeare wrote this masterpiece. The re-occurring themes of love, anti- Semitism and inter-racial marriages are a few examples of contemporary themes that are manifest in The Merchant of Venice that are still issues that we discuss, worry, and care about today.      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   A key theme in the book is love. There are many loving relationships in this play and not all are the type that involves the love that a man has for a woman, or vice versa. Bassanio and Portia, Jessica and Lorenzo and Gratiano and Nerissa are all types of love that involve a man and a woman, which are of course relevant to today's society. When one looks deeply into these relationships, they would see parallels to the ones of today. For instance, the concept that all three marriages will probably not last, is a parallel to the number of divorces that are occurring today. More and more divorces are happening and the increase from other years is shocking! One of the main reasons why this is happening is that more people are getting married too fast and leaving no time to realize that there are not meant for each other. This is the same in two - and possibly three - of the relationships. Gratiano and Nerrissa got married after knowing each other for only several hours and Bassiano and Portia got marri ed before they go to know each other (, but you can't fault Portia for this, for strict policies were ordered onto her). Jessica and Lorenzo's marriage might split for other reasons.

Nostradamus Essay -- Essays Papers

Nostradamus Biography The following is a biography of Michel de Nostredame, it is a excerpt from Erika Cheetham, "The Prophecies of Nostradamus". Childhood Michel de Nostradame, more commonly known as Nostradamus, was born on 14th December 1503, in St. Remy de Provence. His parents were of simple lineage from around Avignon. Nostradamus was the oldest son, and had four brothers; of the first three we know little; the youngest, Jean, became Procureur of the Parliament of the Provence. Education Nostradamus' great intellect became apparent while he was still very young, and his education was put into the hands of his grandfather, Jean, who taught him the rudiments of Latin, Greek, Hebrew, Mathematics and Astrology. When his grandfather died, Nostradamus was sent to Avignon to study. He already showed a great interest in astrology and it became common talk among his fellow students. He upheld the Copernican theory that the world was round and circled around the sun more than 100 years before Galileo was prosecuted for the same belief. Conversion Since it was the age of the Inquisition and the family were converted from Judaism to the Catholic faith by the time Nostradamus was nine years old, his parents were quite worried, because as ex-Jews they were more vulnerable than most. So they sent him of to study medicine at Montpellier in 1522. Nostradamus obtained his bachelor's degree after three years, with apparent ease, and once he had his license to practise medicine he decided to go out into the countryside and help the many victims of the plague. After nearly four years he returned to Montpellier to complete his doctorate and re-enrolled on 23rd October 1529. Nostradamus had some trouble in explaining his unorthodox remedies and treatments he used in the countryside. Nevertheless his learning and ability could not be denied and he obtained his doctorate. He remained teaching at Montpellier for a year but by this time his new theories, for instance his refusal to bleed patients, were causing trouble and he set off upon another spate of wandering. Married While practising in Toulouse he received a letter from Julius-Cesar Scaliger, the philosopher considered second only to Erasmus throughout Europe. Apparently Nostradamus' reply so pleased Scaliger that he invited him to stay at his home in Agen. This life suited Nostradamu... ...avelling she came to Salon and visited Nostradamus. They dined and Catherine gave Nostradamus the title of Physician in Ordinary, which carried with it a salary and other benefits. Will But by now the gout from which Nostradamus suffered was turning to dropsy and he, the doctor, realized that his end was near. He made his will on 17th June 1566 and left the large sum, for those days, of 3444 crowns over and above his other possessions. On 1st July he sent for the local priest to give him the last rites, and when Chavigny took leave of him that night, he told him that he would not see him alive again. As he himself had predicted, his body was found the next morning. Memory He was burried upright in one of the walls of the Church of the Cordeliers at Salon, and his wife Anne erected a splendid marble plaque to his memory. Nostradamus' grave was opened by superstitious soldiers during the Revolution but his remains were reburied in the other church at Salon, the Church of St. Laurent, where his grave and portrait can still be seen. Bibliography: The following is a biography of Michel de Nostredame, it is a excerpt from Erika Cheetham, "The Prophecies of Nostradamus".

Managing Diversity and Ethics in the Workplace Essay

Introduction There steps leaders and managers can take to effectively manage diversity and ethics concerns. How a manager effectively manages ethics and diversity, within the organization is directly correlated to the cultural, organizational and external environment influence ethical behavior. One of the step’s leaders and managers can take is to incorporate diversity training of the organization. This big step puts the organization on its way toward maintaining a well balanced diverse organizational culture within a company. When it comes to managing diversity in the workplace, there are many attributes that go into a successful training session. (Jones, 2011, p. 164), â€Å"managers can take steps to change attitudes and values and promote the effective management of diversity.† Diversity training within an organization is an effective step in changing the values and promotes the effective leadership and management of diversity within the organization is a big step towards mainta ining a well balanced diverse organizational culture within a company. Every leader of an organization implores and implements different diversity training tactics. Some companies have strict diversity training seminars that include power point presentations with a set of rules for do and don’t. Other organizations implement an more interactive method with diverse groups as a means to also reap the benefits of a diverse workforce: For example: at â€Å"Sodexo and Principle Financial Group† (Jones, 2011 p. 143) â€Å"Sodexo encourages managers like Ron Bond to interact with diverse groups to gain a better appreciation and understanding of their experience.† Sodexo acknowledged and understands that when diversity is manage effectively organizations can benefit the organization as a diverse workforce bring, diverse perspectives, points of view, experience and knowledge. Sodexo also provide their employees with extensive diversity training, which encourages managers to be mentors and interact with diverse groups. According to Sodexo web site they â€Å"At Sodexo we work around five pillars – gender, generations, disability, ethnical origins and LGBT – to foster a culture that embraces differences and celebrates unique ideas, perspectives, experiences and talents.† As we strive to challenge stereotypes and disseminate the business case for diversity, we believe it is crucial to train all managers and employees.† (Sodex 2012). â€Å"Sodexo USA’s diversity learning strategy offers awareness training and skills building labs on topics ranging from generations in the workplace to cross-cultural communications. Following the U.S. example, a program designed to heighten awareness, building skills and provide tools for managing within a diverse working environment were launched throughout Europe.† (Sodex 2012). An organization such as Deloitte & Touche, â€Å"have instituted a program to encourage minority suppliers to complete for its businesses, and the firm sponsors schools and colleges that supply a stream of well-trained recruits.† (Jones, 2011, p. 145). According to Google’s corporate website on diversity, â€Å"The Diversity training is designed to ensure our employees have the awareness, skills and knowledge to build and retain the workforce to fuel Google globally. Our diversity education programs includes all aspects surrounding employment that aim to create a culture of inclusion with a focus on improving recruitment strategies and techniques for identifying high-value diverse talent† (Google 2010). Google also says that â€Å"At Google, we are committed to a supportive work environment, where employees have the opportunity to reach their fullest potential. Each Googler is expected to do his or her utmost to create a respectful workplace culture that is free of harassment, intimidation, bias and unlawful discrimination of any kind† (Google 2010). The website goes on to say that employment at Google is based solely upon individual merit and qualifications directly related to professional  competence and is not based on the basis of â€Å"race, color, religion, veteran status, national origin, ancestry, pregnancy status, sex, gender identity or expression, age, marital status, mental or physical disability, medical condition, sexual orientation or any other characteristics protected by law† (Google 2010). This tells us that Google treats everyone equally, and gives them the same opportunities as everyone else. Equality challenging for diversity stakeholders and executives is getting the leadership team to realize and implement that things have changed harnessing cultural diversity through training increase productivity as such must be a major part of an organization. (Jones, 2011 p. 165) demonstrates number organizations are implementing programs within the organization that requires interaction. One of such organizational program whereby top managers spend time performing the same work duties as employees to improve and understand the challenges employees face was DaVita Inc. DaVita Inc., is a major supplier of kidney dialysis service, in the U.S. and while the three top seniors executives have never worked in a dialysis clinic, exchange work places and now work three days in the clinic. The executives were provided with a better insight and understanding of the nature of the technicians jobs, along with the how emotional the job is and the effects on the technicians. There is no better way to understand diverse group than interaction, joining together at certain times in order to interact and communicate. Leadership of Teams Essential important when implementing a change of the organization core values, and goals is to form a top management team. (Jones, 2011 p. 499). Top management teams are the ones responsible for developing diversity training methods and a strategy to implement the training within the organization in order to achieve the organization goals. Top management teams, are normally compose to a diverse group, with knowledge, expertise and experience in stressing diversity. As cross-functional top management team the members are comprised from the various departments within the organization as a formal group. The top management as a formal group, come together to form a cross-cultural team, by following the five stages of forming a group, as group role is to set the behaviors and task. One of the behaviors for diversity training is that the members of the  team to lead by example, in demonstrating ethical and social responsibility. By treating employees based on skills rather than age, sex or race. The integration of leadership exercises in diversity training programs will help employees realize the importance of this attribute within the organization. There are many reasons as to why there must be a diverse team of leadership from top management from different backgrounds, ethnicity, age, gender, or education so that the company can integrate points of views from people from different walks of life. In diversity training, employees would be made to realize that anyone can be a leader regardless of age, sex or race. Leadership skill workshops can be introduced at the work place to educate employees and encourage them to cultivate these skills. Many people confuse management and leadership to be the same thing. There are many people from diverse backgrounds who are managers. Management focuses on establishing detailed plans and schedules for achieving certain results, then providing resources to accomplish the plan. The jobs need to be filled with qualified individuals who understand the direction of the company. Leadership, on the other hand, creates change, often to a dramatic degree. Leadership calls for creating a more efficient or imaginative process for a future vision. While there are some managers who are leaders, there are some who are not. Being both a good manager as well as a good leader is a balance between learned concepts of leadership as well as inborn traits of a leader. One reason that leadership in diversity training is necessary is because people from different backgrounds have different life experiences. These life experiences gives character, and their character is what determines what kind of leader they will end up being. For example, a potential leader will show strong characteristics like drive, energy, determination, self-discipline, willpower and a need for excellence. On the other hand, a person with weak character will show none of these traits. Their traits will be disorganized and random, and they will attract no followers. To be an effective leader, one must be trustworthy and ethical. A supervisor or manager at a company will only be well liked and looked up to if his employees trust him. In any organization, a leader’s actions set the pace and the way a leader behaves if closely watched and noticed by his employees. This behavior wins trust, loyalty, and ensures the organization’s  continued prosperity. One of the ways to build trust is to display a good sense of character composed of beliefs, values, skills, and traits and to not be discriminatory towards people. In diversity training tactics, it might be helpful to pair those with leadership potential with other leaders from different backgrounds so that they can learn the qualities of being an effective leader from each other. It might also be interesting to note how leaders from different backgrounds and ages tackle problems. There are many ways of b eing a leader, and people with different life experiences will tackle problems in a different way, depending on the situation and their background. For example, leaders like presidents of countries operate differently from leaders of companies. In diversity training, perhaps an exercise could be undertaken that makes the employee chose a scenario and act as a leader in that scenario in order to explore different types of leadership. Diversity training workshops should also focuses on crucial leadership traits that may be of use within the organization. One leadership trait is the trait of courage. Leaders are usually unafraid of taking on challenging tasks. They display a confident calmness when under stress and plan out strategies in order to overcome obstacles in their path. People from minority backgrounds should take particular interest in this trait because they are working to get ahead in a world where they are a minority. Another example of a leadership trait is justice. Good leaders treat everyone fairly and display empathy by being sensitive to the feelings, values, interests, and well-being of others. They are non-prejudiced towards their employees and clients and make everyone feel like their voices are being heard. For example, a manager at a board meeting hears both sides of a story before deciding on a course of action. Leadership seminars are particularly important in companies with many diverse employees because leaders build a foundation in their organization, as well as build a sense of trust with their employees. In a company, the leader or manager has to make sure the culture of the organization is positive and that the work flow is productive. The most important person in shaping an organization’s culture is the leader of the organization. A leader at the executive level is the main source for the creation and implementing the culture and everything it stands for. The leader originally decides what the core values of the organization will be, how they will go about their business and what rules they will follow. He is in charge of shaping the culture and managing it. An understanding of the diversity within the organization and the knowledge of how to mold different people together it is a necessary skill for leaders trying to achieve a strategic outcome. Along with the diversity and culture of an organization, potential leaders must also pay attention to the climate of an organization. The climate is the feel of the organization as well as the individual and shared perceptions and attitudes of the organization’s members. The climate of an organization represents the beliefs about the vibe or feel of the workplace by the employees. This individual perception of the way the organization feels comes from what the people believe about the activities that occur in the organization. These activities influence both individual and team motivation and satisfaction and the employee questions the actions and principles of the leader. These directly relate to diversity because sometimes people are unsure of how to treat other at times due to the difference in religious beliefs or opinions. If a leader outlines a general code of conduct for all employees that takes into account everyone’s beliefs and expectation, a negative climate situation can be avoided. The climate of an organization should bring about a feeling of assurance to the employees; so that they know that they are doing things right and behaving appropriately. Leading Change and Managing Conflict Managing conflicts within the organization today requires the type of leader that is able to communicate and collaboration when working with a diverse workforce. Conflict is a an inevitable part of any organization, as goals of shareholders, managers and employees are more than often incompatible. (Jones, 2011, p. 566). When there is a crisis within an organization, a leader needs to be able to rise to the occasion, and bring out extraordinary leadership qualities by first determining what type of conflict is involved such interpersonal, intra group, inter group and interorganizational, understanding these various types of conflict and how they differ helps a manager deal with the conflict. Moreover a manager needs to understand the source of the conflict, whether it seem from different  goals and time horizons, overlapping authority, and/or task interdependencies. When a manager is able to discern the type of conflict and source he can focus on a fair consist distribution of justi ce equability. By cultivating leadership skills in employees, people from different cultures and backgrounds begin to trust each other because they are all leaders and they view themselves as equal to one another. The leadership aspect of diversity training should also outline how to be a respectful, unbiased leader when it comes to other cultures and ages within the organization. Employees observing a leader do not look at the traits or attributes of a leader, rather, they observe what the leader does in order to decide whether their supervisor really is a good leader or not. They use this observation to tell whether the leader is an honorable person or a self-serving person who discriminates against other people or misuses their authority in order to get a promotion. Self-serving leaders are not as effective because their employees only obey them, not follow them. On self-serving leaders, often give employees â€Å"The feeling of being separate, which is characteristic of leaders, is different from narcissism. The leader is aware of boundaries and distinguishes the inner and outer worlds, fantasy and reality, self and other people. Career-oriented managers are more likely to exhibit the effects of narcissism than leaders. While busily adapting to their environment, managers are narrowly engaged in maintaining their identity and self-esteem through others, whereas leaders have self-confidence growing out of the awareness of who they are and the visions that drive them to achieve Diversity training companies also helps cultivate relationships between the people of the organization. Organizational conflicts is a discord that arises when there is a diverse workforce who are incompatible, where goals, values and interest differ, which cause blocks and attempts to thwart each other work performance. Diversity training that address conflict management strategies focuses on conflict resolution diversity awareness, sources of conflicts, job rotation, and temporary assignments. These strategies focus on the whole organization. A Top management team position, as the leader has to make sure his employees are working togeth er as a team. Doing their share of the work, getting along with people and working well with others are all part of teamwork. A leader or manager has to make sure that  his employees are not only meeting these goals, but also motivating them to go one step ahead of these goals to increase productivity. Introduction of these concepts in relation to diversity will help people from different backgrounds work together towards a common goal. Teamwork training exercises in diversity training are important for employees who want to advance to a leadership position, as teamwork is one of the key things managers look at when determining leadership potential. Employees with leadership potential see team effectiveness as a leadership opportunity. They realize that they will achieve more by working through and with others, that they will get more done with the active support of colleagues. These exercises will also help to harbor good relations between people from different walks of life. Finally, leadership seminars motivate minorities to do better. In recent times, minority employees have been underestimated when it comes to handing out leadership positions. One reason for this is that some minorities do not think that they are capable of being leaders because there have been so few minority leaders in their organization. They do not go for higher positions because they think that they cannot get them. By organizing leadership seminars, minorities can see that they are good enough to be leaders because they are not different from any other race, culture, gender or age group around them. The leadership seminars will help them learn about their own skills as well as inculcate new ones within them so that they go for their goals. CONCLUSION Leadership is an important attribute that should be more focused on in diversity training workshops. Leadership leads to teamwork which is an important factor in an organization. Making sure that employees get along and that no one is discriminated against is a leader’s job. If everyone is taught about leadership and how it works, people from different backgrounds will gain the confidence and skills required to advance within the organization. Leadership seminars will also help to inspire people and prevent a negative cultural climate from occurring between people from different backgrounds. Activities like leadership role switching and scenario leadership can help cultivate teamwork and leadership among employees. Bibliography Jones, Gareth R. and George, Jennifer M. Contemporary Management. 7th ed. McGraw-Hill Irwin, N.Y., N.Y., 2011. Sodex (2012) Sodex and Principle Financial Group. Retrieved from http://www.sodexo.com/en/commitments/diversity-inclusion/actions/training.aspx July 20, 2012 Google (2010). Google Diversity and Inclusion. Retrieved from on July 20, 2012.