Ethical Relativism, Epistemology, And Ethics Essay

I. Introduction The three main pillars of philosophy are metaphysics, epistemology, and ethics. Ethics can be defined as the study of morality, or the study of the distinction between right and wrong. In order to fully comprehend this pillar of philosophy, we must first as ourselves the question, what is the nature of ethics? We can breakdown ethics into two main branches: Ethical Relativism and Ethical Absolutism. Ethical Relativism states that what is ethical is not clear due to the fact that ethics is determinate on cultures. According to Ethical Relativism, what is universally ethical, is practically impossible to determine due to the fact that a unanimous decision will never be reached. Instead certain cultures determine what is ethically moral or not. Some African cultures find it noble to betray a close friend, then murder and consume them; however, in America we find it morbid grotesque to even imagine such a thought. So due to the widespread diversity in the world, ethical r elativism states that what is truly ethically right or wrong is subjunctive. Ethical Absolutism states that what is ethically right or wrong is absolute no matter where or when. The morally right thing to do is universal no matter the dictation of the culture or region. The main argument supporting ethical absolutism supports the view by discrediting ethical relativism. This argument states that if a community holds an idea to be morally right, then that assumption is automatically morallyShow MoreRelatedHU4640 Project Part11650 Words   |  7 Pagesï » ¿ Project Part 1 An Introduction to Ethical Theories ITT Technical Institute, Hanover MD Mathew Leetch HU4640 Ethics July 22, 2015 An Introduction to Ethical Theories Abstract This paper is going to discuss Ethics and Ethical Theories. It will include an introduction to ethical theories, virtue ethics, and care ethics. There will be sections discussing absolutism versus relativism, consequentialism versus deontological ethics, and lastly, free will versus determinism. It will alsoRead More A Taxonomy of Moral Realism Essay1637 Words   |  7 PagesA Taxonomy of Moral Realism ABSTRACT: The realist dispute in ethics has wide implications for moral ontology, epistemology, and semantics. Common opinion holds that this debate goes to the heart of the phenomenology of moral values and affects the way in which we understand the nature of moral value, moral disagreement, and moral reflection. But it has not been clearly demonstrated what is involved in moral realist theory. I provide a framework which distinguishes three different versions ofRead MoreA Business Journal On Ethics1140 Words   |  5 Pagesmodernist worldview, may dictate the way s/he runs a business and resolves ethical dilemmas in the marketplace. 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There are many philosophies that govern how to act and make ethical decisions. This paper willRead MoreContemporary Formal Thought Were Compared And Contrasted As Posited By William Perry And Karen Strohm Kitchener1412 Words   |  6 PagesTheories in post formal thought were compared and contrasted as posited by William Perry and Karen Strohm Kitchener, in the context of intellectual and ethical development and through reflective judgement respectively. This student created an expressive art project with references to developmental theories of cognition and this paper describes the theorists, theories, and theoretical constructs of the author’s chosen project. Perry’s focus remained with col lege students’ cognitive and moral developmentRead MoreMy Thoughts About Worldviews Essay2497 Words   |  10 Pagesit is evidence of Him. Some great Christian philosophers are C.S. Lewis and Francis Schaeffer. 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The special subject of logic is the breakdown of the the three Laws of Thought: the law of identity, the law of contradiction, and the law of the excludedRead MorePhilosophical Implications of Cultural Relativism4081 Words   |  17 PagesPhilosophical Implications of Cultural Relativism Philosophical position of Cultural Relativism is best understood in terms of its epistemological, ethical and logical implications. Philosophical means articulation, argumentation, analysis, and synthesis of the idea, principle or concept. [1] Implication is a relationship between two propositions that holds when both propositions are true and fails when the first is true but the second is false. It is to develop a logical cohesion among argumentsRead MoreThe Doctrine Of The Divine Command Theory1488 Words   |  6 Pagesof value only to Catholics or to everyone, and either way, why? Christian morality is centered on assessing the ethical implications of us as people. Who we ought and be, and what actions we ought to take or avoid based on an understanding of the scripture and relevant human experiences. I do not subscribe to the divine command theory (DCT) of ethics, as I believe you can have ethics without God. The DCT proposes that what is morally right is what God has commanded (for example, love thy neighbor)Read MorePlato s Interpretation Of Utopia1630 Words   |  7 Pagesspecific beliefs in the formation and ruling of government. A comparison will then follow, analysing their differences in understandings of politics and reason; their own comprehensions of their respective identifications will conclude it. Plato’s epistemology holds that knowledge of Platonic Ideas in innate learning is a process which involves the development of ideas which are present within the human psyche innately. Plato’s understanding of the acquirement of knowledge is that when an idea is ‘learned’

With whom does the responsibility of the holocaust ultimately lie Free Essays

The Holocaust was the end result of a long chain of events that lead all the way back to 1919 when Hitler became part of the Nazis. But to find out who was really responsible for the Holocaust, we shall need to go way back, back to 1918. In 1918, there was a small group of right-wing extremists formed a Nationalist party, which appealed to the working classes led by Anton Drexler. We will write a custom essay sample on With whom does the responsibility of the holocaust ultimately lie? or any similar topic only for you Order Now In 1919, Adolf Hitler joined as a member of the National Socialist Germany Workers Party (‘Nazi’ for short). In 1920 the Nazis put out a 25 point statement of their beliefs. This programme was the work of Hitler. Its main ideas were nationalism, anti-Semitism and anti-capitalism. The Nazi programme called for the creation of a ‘Greater Germany’ in which all German-speaking peoples were united. It also called for the destruction of the Treaty of Versailles. There was nothing unique in these nationalistic ideas. They were shared by other German right-wing extremists. Anti-Semitism was widespread in the right-wing circles in Germany and Austria in the early 20th century. Hitler seems to have become infected with the idea in Vienna before 1914. By the early 1920s he was making speeches which contained frenzied attacks on Germany’s Jews. The Nazi programme of 1920 was openly anti-Semitic although it did not employ the violent language which Hitler used in is speeches. For nearly two decades after 1945 it was generally assumed that Hitler was totally responsible for the Holocaust – and everything else that happened in Nazi Germany. The Third Reich was seen as a one power state where all power was concentrated in the Fihrer’s hands. Hitler’s vitriolic hatred of all Jews was seen as sufficient on its own to explain the murder of millions of Jews. Many historians still believe that Hitler was an all-powerful dictator whose will was translated into action. Some historians see him conceiving the idea of the extermination of the Jews in the 1920s and pursuing this intention remorselessly once he was handed power in 1933. But back in 1918, Anton Drexler was the key point that turned Hitler (and him being refused a place at the art school by the Jews at Vienna), so really, he played a massive part. Without him, there might have not even been a Nazi party at all. But on the other hand, Hitler was not the only one responsible for the industrial removal of countless numbers of Jews. Nazi Germany was a ‘totalitarian’ country. Totalitarian countries can be thought of as ones which try to establish total control over the lives of their citizens. They always only allow one political party, the ruling party tries to force its ideas on the rest of society and tries to stop people believing in other ideas and the ruling party aims to control all aspects of people’s lives – there is no area where the citizen is left to think or act as he or she pleases. In Nazi Germany the tasks of detecting and stamping out opposition was the responsibility of the SS. The SS was created in 1925. Its full name was the ‘Schutzstaffel’. This means ‘protection squad’. The purpose for which the SS was formed was to provide Hitler and other Nazi leaders with a bodyguard. Things changed when the SS got a new leader in 1929. This was Himmler. Himmler came from a well-off middle-class family. He joined the Nazi party in 1923 after service in the army and the Free Corps. In 1929 he was only 29 years old. Special SS units called ‘Einsatzgruppen’ (action squads) were set up to deal with resistance to Nazi rule in German-occupied countries. These units were murder gangs. They went into invaded countries behind the German army and rounded up and killed anyone who was felt to be a threat. In Eastern Europe the Einsatzgruppen were responsible for hundreds of thousands of people. Their victims included Jews. This was another example of the SS and Himmler killing Jews, and overall contributing to the Holocaust. Himmler ensured that Hitler’s orders were carried out. An extreme racist who was totally loyal to Hitler, Himmler is often regarded as the ‘architect of genocide’. However, Himmler delegated considerable authority in Jewish matters to Reinhard Heydrich, his loyal henchman. At the Wannsee conference in January 1942 it was Heydrich who formalised the administrative arrangements of the Holocaust. The SS was a perfect instrument for genocide. Its members were fanatical Nazis and had a grossly distorted sense of duty. Few doubt that Himmler, Heydrich and the SS played a vital role in the Final Solution. However, Himmler and Heydrich were not the only leading Nazis involved in anti-Jewish initiatives. Nor were the SS the only killers. It was a combination of everyone in Germany who caused the holocaust. After 1937 relations between Hitler and his generals turned sour. The generals were unenthusiastic when Hitler told them of his plans for a war of conquest in Europe. Hitler decided that they were spineless.. During the war he took little notice of the expert advice of the Generals and was quick to sack them if they failed. It was once claimed that the German armed forces were untainted by Hitler’s racism and not responsible for the Holocaust. After 1938 Hitler treated the Generals with a certain amount of contempt. In 1934 he had promised them that no military force other than the army would be permitted in Germany: he broke his promise when he allowed the Waffen SS to be set up . After 1945 many of Germany’s top officers claimed they were unaware of what was happening to the Jews. Most historians now, however, believe that the army was massively implicated in the Final Solution. German historians have argued that the bulk of leading army officers were anti-Semitic and, regarding the was against the USSR as a war to the death, were quite content to support the brutality of the SS. The letters and diaries of ordinary German troops suggest that the majority were also extremely racist. Many seem to have carried out horrendous massacres with enthusiasm. In the 1920s and early 1930s foreigners working in Germany as diplomats or journalists sometimes suggested that of Hitler getting into power he would become respectable and leave anti-Semitism behind. In 1933 there were about half a million Jews living in Germany. When in power the Nazis put their anti-Semitic beliefs were savagely put into practice. It should not be thought that they were a number of people who were somehow living apart from the rest of the population in Germany and else where . In the 1920s Jewish community provided the Weimar Republic with some of its most celebrated citizens . 100,000 German Jews had fought and died alongside non-Jews in the German army during the first world war. Most members of Germany’s population . Nazi claims that Jews controlled the political and economic life of the Weimar Republic were pure fantasy. The first official attack made on Germany’s Jews came in the form of a boycott of Jewish shops ordered by Hitler for 1 April 1933. There were other anti-Jewish moves in 1933 apart from the one-day shops boycott. The most important of these was a law which forced Jews out of the German civil service. In the five years after Hitler came to power Jews in Germany were viciously persecuted. Over 200 were murdered. Large Numbers emigrated. In the 1930s half of Germany’s Jewish population left the country. Others Stayed. Perhaps they thought that after the Nuremberg Laws things could not get worse. After 1945 most Germans insisted they had no idea of what was happening to Jews in the east. Many may have been telling the truth. There is no doubt that the Holocaust was implemented with the utmost secrecy. There are no public opinion polls results to tell us so it is very hard to say how much opposition there was to Nazism in Germany after 1938. It is most likely that the number of people who disliked Nazism was very large, although people wouldn’t come forward to admit it. There is, however, a difference between disliking something and actively opposing it. The number of people who either protested openly against Nazism or who tried to overthrow it was very small. These people were people of extraordinary bravery. The penalty for resistance was at very least detention in a concentration camp and was normally death. Most people who disliked but did not resist Nazism appear to have tried to shut themselves off from what was happening. This became known as ‘inner emigration’. In 1963 the Jewish scholar Hannah Arendt claimed that: ‘if the Jewish people had really been unorganised and leaderless, there would have been chaos and plenty of misery but the total number of victims would hardly have been between four and a half and six million people’. Arendt charged Jewish leaders with helping the process of destruction by complying with Nazi orders to supply names and groups of Jews for transportation to the death camps. Many scholars have rejected this thesis. Isaiah Trunk, for example, focused attention on the dilemma confronting Jewish leaders in the Polish ghettos. His Conclusion was that they were in an impossible position. Having little option but to obey Nazi commands, they did their best to protect their communities. So, in conclusion we can see that there were many areas were people have helped along the Holocaust, and some who tried to stop it. It is a difficult question to answer, as responsibility lies in many areas. If you are talking about the killing in the concentration camps, then it would be the Nazis because they used the British idea and worked on it, then systematically moved allot of European Jews from their homes to the camps. If you are talking about the entire anti-Semitic campaign, then responsibility lies in many areas, the Nazis, even Jews themselves. So, in conclusion, I think that overall everyone in Germany at that time had a part to play in the way things went. How to cite With whom does the responsibility of the holocaust ultimately lie?, Papers

Manage Workforce Planning Report

Question: Discuss about the Manage Workforce Planning Report. Answer: Current labour data on staff turnover and demographics in the retail industry The graph above clearly shows that the staff turnover of female staff in the CA retail group has increased from 1.8% to 10.5% in 12 months. Though during the same time period the organisations male staff turnover has decreased by 0.5%.And after carefully analysing the the labour market research, it basically states that the demographic of female staff in the retail industry has the third highest portion of female workers. And among all respected industries the female employment rate stands at 56.6%. Factors affecting the retail industry workforce supply The 3 factors I believe that effects workforce supply in CA retail group: 1. Technological advances 2. Economic conditions 3. Market trends The first factor that affects a retail business would be the changes in the technological world. These changes usually occur when a business like CA retail group are faced with a new and innovative idea. Over the past few years we are faced with a new idea where business use online forums to sell and provide information about their products to its required consumers. This method of sale is called online retailing which enables consumer to buy their product over an electronic device. This provides businesses to increase its consumer scale from a local to international market So the second factor that affects a retail business would be the changes in economic condition. This kind of conditions involve wavering interest rates, changing consumer tastes and levels of unemployment in two different Phases-Slow and strong economies. During a strong economy where the interest rates and unemployment rates a low, consumers tend to increase their expenditure through the purchase of essential and nonessential goods and services. Because of its strong economy, business usually gain revenue and more stability for their business growth. Though during a slow economy businesss face a lot challenges to survive and one the most known businesses who have experienced these issues are CA retail group. These issue occur when a consumers are usually concerned about their job stability and tend to be more cautious with their expenditure which leads to decrease in revenue for most businesses. This where senior staff of the organisation are forced to make strategic actions which m ay involve downsizing the business or closing all non-essential retail branches. Finally the third factor that affects a workforce supply in a retail businesses are the shortages of skills and labour in the retail world. For a few years now the retail industries havent faced with any shortages of labour in the main positions such as sales assistants, retail supervisors and sales representatives. Since 2014 we are forced to insource international workers with skills in retail buying, merchandising, planning, marketing and digital media to compete in this competitive industry. And also likely that the skills gap in the current workforce, including ICT and language, literacy and numeracy skills, as well as leadership and management skills, are impeding innovation and productivity growth for many businesses. Current workforce requirements for CA City Retail Group According to the business plan CA retail group divided into 3 targets markets: dining, shoppers and corporations. The aim for CA is to continue to establish itself as a premier provider of low cost products and services. As for the future demand for CA retail will involve increasing our Consumer scale by 4000 new consumers and expanding the organisation by opening several new store in key locations. Because of these endeavors CA will be hiring new staff. And the employment requirement will involve a diverse and skilled range of individuals who are have the ability to provide great customer service, good product knowledge and timely service to its customers. Also CA will be providing onsite training before start date and also will be providing train seminars every month. Key Operational objectives for CA City Retail Group Organisational Strategy Operational objectives Attract and retain a capable skilled workforce 1. Employ professionals who create success and increase consumer scale. 2. Provide future employees with great starting incentives and promised future rewards upon performance. Develop the workforce to meet the future skill needs 1. To develop the leadership abilities and potential of our growing team. 2. To continually learn and adopt current best practices so I can pass on to junior staff. Increase diversity in retail workforce 1. Managers and staff have the skills and knowledge to prevent and deal with any racial harassment or bullying behaviours. 2. By hiring a diverse range of individuals, we able to provides employees to mingle and understand each others different characteristic. Current staff turnover position and organisational impact I believe that the staff turnover in the CA retail group is unacceptable and I believe that as an organisation, we need to make a major change in the hiring process because it decreases Gender equality as the percent of growth in female staff is 10% more than male. In addition, the other factors that affect the current male staff at CA would involve decreased level of motivation which prevent the company from performing well. Strategies to address the current staff turnover Strategy Explanation of how it will address the issue Offer flexibility By offer Workplace flexibility, it provides a positive effect on retaining employees. That means, if youre offering employees like uni students more flexibility around work hours and locations, they might stay for a long duration of time Hire the right people So hiring the right candidate is the best first step of retaining an employee. To make successful selection of a candidate, they clearly need to show basic information about the company and role. In addition, from there we are able to see if the candidate is the right fit for the company. Provide a vision By providing an employee engagement and happiness in the workplace, gives them a sense of purpose and meaning. Offering employees a strong vision and goals for their work can increase their sense of belonging and loyalty to your organisation. Sourcing skilled workers Best way for sourcing skilled workers is use the external method which involves: Online recruitment job boards etc. www.seek.com.au Company website advertising careers tabs on organisation websites Newspapers a common, but declining method Trade, professional journals and magazines Recruitment agencies Communication to HR 01/07/2016 To Mr Mrs Frankton Subject: Require approval on following objectives and strategies Good Morning Mr Mrs Frankton, I am writing this email regarding the changes of strategies and objective in our company. I have chosen both of you to please provide me with approval for below changes. The reason why I have chosen both of you is because of your level of expertise this matter and your financial involvement in the company. Organisational Strategy Operational objectives Implementation Timeframe Attract and retain a capable skilled workforce 1. Employ professionals who create success and increase consumer scale. 2. Provide future employees with great starting incentives and promised future rewards upon performance. 1 week Develop the workforce to meet the future skill needs 1. To develop the leadership abilities and potential of our growing team. 2. To continually learn and adopt current best practices so I can pass on to junior staff. 1 week Increase diversity in retail workforce 1. Managers and staff have the skills and knowledge to prevent and deal with any racial harassment or bullying behaviours. 2. By hiring a diverse range of individuals we able to provides employees to mingle and understand each others different characteristic. 2 months Best Regards, Sam Charupalli Contingency plans for organisational strategies Strategy 1: Attract and retain a capable skilled workforce Objective: Employ professionals who create success and increase consumer scale. Provide future employees with great starting incentives and promised future rewards upon performance. Problems: In retail industry, the companies have to attract some specific group of consumers in order to develop their business. In order to do so, they try to recruit efficient as well as experienced employees in their companies. However, in this process, some obstacles are found. First of all, many companies are unable to select the most efficient workers for their companies. It can be happened due to the lack of the experience of the members of the recruitment board. Lacking in the selection of the perfect employees is effective for the development of a company (Vance and Paik, 2015, p.214). On the other hand, employees are not always satisfied with the salary proposed by the companies. Therefore, they are not attracted and consequently, the company loses an efficient worker. Some companies refuse to increase the basic salary of their employees even if they deserve it. Therefore, the efficient workers use to leave the job if they get better opportunities. Solution: Problems arousing at the grass level regarding the primary satisfaction of the employees create many obstacles in the development of the company. Therefore, these problems should be eradicated. In order to eradicate the problems regarding the attraction of the workforce, the companies should offer attractive schemes and opportunities for them. However, the managing committee of the CA retail group should be aware of the selection of the appropriate employees. In this regard, the members of the recruitment board must be experienced enough in this particular field. In the same way, the efficient employees should be satisfied with good salaries so that they want to serve their best for the company. If the employees are not satisfied with salaries, they will search for another better scope (Espinoza and Ukleja, 2016, p.133). The company should also offer special remunerations and rewards for an excellent performer in order to create a difference between a more efficient and a less effici ent worker. This remuneration will serve as an attraction for all the employees and consequently, they wish to do their best for the company that will make benefitted the company. Develop the workforce to meet the future skill needs Objective: To develop the leadership abilities and potential of our growing team. To continually learn and adopt current best practices so I can pass on to junior staff. Problem: In order to develop the leadership abilities of the workers, the CA retail group want to adopt some strategies. Sometimes, these strategies create a bad effect on the sentiments of the workers. The most significant problem that arouses regarding leadership is the selection of the leaders from all the workers. There are preferences of the employees on selection of the leaders. Therefore, all the employees do not agree with the final selection of the leader. Therefore, employees are divided into separate groups as per their choices. These divisions of the employees affect the development of the company (Nica, 2013, p.179). On the other hand, strategies adopted by the management of the company cannot always satisfy all of the employees. Therefore, they become different in their opinions. Different opinions from different employees on the same issue sometimes act on the company to take a wrong decision. This not only affects in the further improvement of the company, but also it creates difficulties in the employees career upliftment. Solution: Problems regarding the employees abilities have many evil effects on the activities of the company. Therefore, these problems must be uprooted. In order to erase the difficulties regarding leadership of the efficient employees, some useful strategies should be adopted. First of all, the managing committee of the company should implement democratic system in the employee management. There should be fair election system in the selection of a leader. Even, the selected leaders should be altered after certain period of times. Therefore, the company will quite be able to satisfy the majority of its employees (Podsiadlowski et al. 2013, p.159). However, these leaders must be efficient to lead an entire team. In this regard, it must be said that the main concern of the company must not be only to satisfy the employees. They should also be aware of the companys benefit. Along with the leaders, the strategies of the company should also be evaluated after certain duration. Therefore, implement ation of new strategies will encourage the employees to utilise those for the development of the company. Increase diversity in retail workforce Objective Managers and staff have the skills and knowledge to prevent and deal with any racial harassment or bullying behaviours. By hiring a diverse range of individuals we able to provides employees to mingle and understand each others different characteristic. Problem: There are different employees in a company coming from different parts of the society as well as from different religious views. Therefore, this religious, racial and standard differences create several obstacles in the fluency of the employees activities. It is sometimes observed that a worker coming from comparatively minor race is treated badly by some other superior races even if that person is more efficient than others in his professional sector (Bogaert et al. 2013, p.1717). This difference gives birth to employees dissatisfaction. Sometimes, due to this practise, companies are compelled to lose an efficient worker. On the other hand, in some companies, superior authorities force upon their subordinate employees to do a particular task which is difficult for that allotted person. This forcing attitude serves as the obstacles in the betterment of the company. Similarly, people of different characteristics are sometime unable to realize others sentiments and emotions in the same company. This generates a sense of dissatisfaction in the affected person. Solution: Employee dissatisfaction is harmful for the development of any company. As the entire development structure of a company is based upon the services provided by the employees, the primary satisfaction of the employees is very important. The managing committee of a company should be stiff in order to eradicate all the difficulties regarding employee dissatisfaction. The higher authority should be aware of the fact that there will be no racial hierarchy inside the company. All the employees should be treated in equal way irrespective of their religions and social standards (Goldhaber and Theobald, 2013, p.494). They should regulate specific rules and regulations in this respect. The management should be concern if there is no bullying behaviours from the higher authority to the subordinate authorities. On the other hand, perfect collaboration among the employees of the company will naturally decrease the class separation among the workers. In order to create that collaboration and under standing, frequent get together should be arranged by the company so that the employees can exchange their opinions with one another in a free mind. Therefore, both the company as well as the employees will be benefitted. Action plan for implementation Objective Actions Responsibility Date Due Employ professionals who create success and increase consumer scale the companies should offer attractive schemes and opportunities for the employees the company has the responsibility to ensure this strategy 2 months Provide future employees with great starting incentives and promised future rewards upon performance company should offer special remunerations and rewards for an excellent performer Remunerations should be arranged by7 the company for the employees 15 days To develop the leadership abilities and potential of our growing team frequent get together should be arranged by the company so that the employees can exchange their opinions with one another in a free mind The employees should maintain get together programme 2 weeks To continually learn and adopt current best practices so I can pass on to junior staff All the employees should be treated in equal way irrespective of their religions and social standards Employees should not develop any class division 3 months Managers and staff have the skills and knowledge to prevent and deal with any racial harassment or bullying behaviours the managing committee of the company should implement democratic system in the employee management The management committee should develop democratic system. 1 month By hiring a diverse range of individuals we able to provides employees to mingle and understand each others different characteristic leaders must be efficient to lead an entire team Succession planning Figure: Succession Planning flowchart (Source: As created by the researcher) Employee Satisfaction Survey Strongly Agree Somewhat Agree Neither Agree or Disagree Somewhat Agree Strongly Agree Are you satisfied with the strategy implemented by the company? Would you like to see any change? Does the company conduct performance appraisal? Employer of Choice programs: In order to ensure oneself as an employee of choice in the future, some programmes can be arranged. There are two programmes that the individual should follow two as an employer. These programmes include arranging an open interview programme so that there will be no confusion about the selection of the employees (Phillips and Gully, 2015, p.115). Another programme that can be mentioned in this regard is to follow a discussion strategy where all the employees can participate. Therefore, as an employer, the individual will be successful to make a way for the companys future development. Proposed workforce strategies: The company for the organisational improvement has developed some specific workforce strategies. These strategies include treating all the employees in the equal way irrespective their class, gender, age culture or religious beliefs. On the other hand, the company has been trying to create a safe working environment for its employees. Another effective concern of the company is to provide several development as well as promotional strategies for the employees. The recruitment of the new employees will also be continued after a certain lapse of time (Ogbo et al. 2013, p.231). These strategies are effective in the future activities of the company. Ongoing monitoring of labour supply and government policy affecting labour demand: Monitoring on the activities of labour supply is very significant for all companies. It is the responsibility of the Human Resource Department to monitor as well as make a review of the observation and produce a report to the higher authority. Through this process, the entire activities of the male as well as women employees can be evaluated. On the other hand, the employees, consultants and contractors have the responsibility to maintain all the policies developed by the management of the company (Martn Alczar et al. 2013, p.40). All the people associated with this company are liable to maintain some specific acts such as Age Discrimination Act, Racial Discrimination Act, Sex Discrimination Act, Disability Discrimination Act as well as Human Rights and Equal Opportunity Commission Act. These acts can serve as the beneficial in the future activities of the company. Change to trading hours: The working will be done daily instead of weakly Employees will be selected based on same parameters Quality and education will work as the only measurement The workforce will need to work in a team and have to use good interpersonal relationship among them Workforce planning evaluation: Employee meetings It will help in understanding their effectiveness of working in a team Feedback Taking direct feedback from every employee regarding the changes in the workforce planning might be helpful in the evaluation process Survey Conducting a survey will be an effective method Scrutinizing organisational performance After the implementation of service, if the organisational performance is improved, then it can be said that the new plan is successful Reference list: Espinoza, C. and Ukleja, M., 2016. Managing the Millennials: Discover the core competencies for managing today's workforce. John Wiley Sons. Phillips, J.M. and Gully, S.M., 2015. Strategic staffing. Pearson. Vance, C.M. and Paik, Y., 2015. Managing a global workforce. Routledge. Bogaert, P., Clarke, S., Willems, R. and Mondelaers, M., 2013. Staff engagement as a target for managing work environments in psychiatric hospitals: implications for workforce stability and quality of care. Journal of Clinical Nursing, 22(11-12), pp.1717-1728. Goldhaber, D. and Theobald, R., 2013. Managing the teacher workforce in austere times: The determinants and implications of teacher layoffs.Education, 8(4), pp.494-527. Martn Alczar, F., Miguel Romero Fernndez, P. and Snchez Gardey, G., 2013. Workforce diversity in strategic human resource management models: A critical review of the literature and implications for future research. Cross Cultural Management: An International Journal, 20(1), pp.39-49. Nica, E., 2013. Organizational culture in the public sector. Economics, Management and Financial Markets, 8(2), p.179. Ogbo, A.I., Anthony, K.A. and Ukpere, W.I., 2014. The Effect of Workforce Diversity on Organizational Performance of Selected Firms in Nigeria.Mediterranean Journal of Social Sciences, 5(10), p.231. 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, 37(2), pp.159-175.