How Inverters and Converters Work in Hybrids and Electric Vehicles

In a hybrid and other electric vehicles (EVs), two key elements work together to manage power and recharge the circuits. Here is how these critical components—the inverter and converter—work in tandem.   The Function of an Inverter Broadly speaking, an inverter  is an electrical device that converts electricity derived from a DC (Direct Current) source to AC (Alternating Current) of the type that can be  used to drive a device or appliance. In a solar power system, for example, the power stored by batteries charged by solar panels is converted to standard AC power by the inverter, which provides the power to plug-in outlets and other standard 120-volt devices.   An inverter serves the same kind of function in a hybrid or EV car, and the theory of operation is relatively simple. DC power, from a hybrid battery, for example, is fed to the primary winding in a transformer within the inverter housing. Through an electronic switch (generally a set of semiconductor transistors), the direction of the flow of current is continuously and regularly flip-flopped (the electrical charge travels into the primary winding, then abruptly reverses and flows back out). The in/outflow of electricity produces AC current in the transformers secondary winding circuit. Ultimately, this induced alternating current electricity provides power for an AC load—for example, an electric vehicles (EV) electric traction motor. A rectifier is a similar device to an inverter except that it does the opposite, converting AC power to DC power. The Function of a Converter More properly called a voltage converter, this electrical device actually changes the voltage (either AC or DC) of an electrical power source. There are two types of voltage converters: step up converters (which increases voltage) and step down  converters (which decreases voltage). The most common use of a converter is to a take relatively low voltage source and step-it-up to high voltage for heavy-duty work in a high power consumption load, but they can also be used in reverse to reduce voltage for a light load source. Inverter/Converter Tandem Units An inverter/converter is, as the name implies, one single unit that houses both an inverter and a converter. These are the devices that are used by both EVs and hybrids to manage their electric drive systems. Along with a built-in charge controller, the inverter/converter supplies current to the battery pack for recharging during regenerative braking, and it also provides electricity to the motor/generator for vehicle propulsion. Both hybrids and EVs use relatively low-voltage DC batteries (about 210 volts)  to keep the physical size down, but they also generally use highly efficient high voltage (about 650 volts) AC motor/generators. The inverter/converter unit choreographs how these divergent voltages and current types work together. Because of the use of transformers and semiconductors (and the accompanying resistance encountered), enormous amounts of heat are emitted by these devices. Adequate cooling and ventilation are paramount to keeping the components operational. For this reason,  inverter/converter installations in hybrid vehicles have their own dedicated cooling systems, complete  with pumps and radiators, that are entirely independent of the engines cooling system.

Thomas Hobbes and Modern Liberalism - 1505 Words

Introduction Thomas Hobbes is frequently credited as being a forefather to modern liberalism. With his beliefs on individualism, along with his agreeance and acceptance of intellectual and moral autonomy it is easy to understand why many modern liberals would agree with Hobbes’s political philosophy. However, Thomas Hobbes does not support the concept of a democratic government, rather he supported the notion of a absolutist government up until his death. Special attention must be given to Hobbes’s denial that autonomy can be thought of, or conceived as, a form of self-government. It is important to take note that Hobbes’s argument against democracy is significantly more exhaustive than merely autonomy. Hobbes believes that democracy†¦show more content†¦Hobbes stated in Philosophical rudiments concerning government and society a substantial group of that size is an unsound group for â€Å"though in their persons they run together, yet they concur not always in th eir designs.† (Hobbes, 1651, p. 126). What Hobbes is saying here is that prior to any type of government being implemented the group must unify its self. Hobbes then makes a realization that men who meet together with the intention to build a city were a democracy due to the meeting (Hobbes, 1640). Of the three forms of government: â€Å"The first in order of time... is democracy; and it must be so of necessity, because an aristocracy and a monarchy require nomination of persons agreed upon, which agreement in a great multitude of men, must consist in the consent of the major part; and where the votes of the major part involve the votes of the rest, there is actually a democracy† (Hobbes, 1651, pp. 138-139) As one can clearly see it is evident that democracy, in this state of affairs at least, is not equal to either monarchy or aristocracy because â€Å"democracy is by institution, the beginning both of aristocracy and monarchy† (Hobbes, 1651, p. 141). Wise men will rapidly and swiftly substitute either aristocracy or monarchy due to the fact that democracy is a predominantly unstable and unreliable type of government. Now that a foundation has been laid and we have a better understanding ofShow MoreRelatedJohn Locke: Founding Father of Modern Era Liberalism1444 Words   |  6 PagesThomas Hobbes, Jean-Jacques Rousseau, and John Locke are all great thinkers who were greatly influential in forming philosophies that would affect the future of politics. By analyzing each philosopher’s ideology, we can identify which thinker’s theory reflected modern era liberalism the most. For this paper I will be arguing that, John Locke provides a more compelling framework of moder n era liberalism because of his perception of the state of nature, the social contract and the function of governmentRead MoreModern Liberalism and Political Policies1337 Words   |  6 PagesModern Liberalism Thomas Hobbes, John Locke and Jean Jacques Rousseau’s political philosophies and theories each differ from one another’s, but these three philosophers have all staked their claims as to what man would be like, prior to the formation of the state. This is the State of Nature. Their notions on the social contract reflect their position on the political spectrum. These three philosophers also examine the purpose and function of the government to individuals of the state. Modern liberalismRead MoreThe Crisis Of Modernity Within Political Liberalism928 Words   |  4 PagesThe crisis of modernity within political liberalism can be seen as a result of modern man slowly losing faith in reason and trust. In addition to, as a substantial factor to arguments that modern man will do anything he to achieve his vision of what â€Å"greater human life is or can be†. Through the reflection of the thoughts, experiences, and writings of Thomas Hobbes, one can can to begin to question where the crisis arises from. Hobbes argues that â€Å"modern man no longer knows what he wants† and hasRead MoreThomas Hobbes And John Locke1136 Words   |  5 PagesThomas Hobbes and John Locke were both political theorist’s that theorized the way a political society should be. Hobbes was the precursor of modern totalitarianism, and Locke was the precursor for classical liberalism. While both theorist’s shared similar views of justice, they also had dis agreements of others. For Hobbes, justice is purely the creation of sovereign, while Locke views justice as setting the limits and providing the direction for civic justice. Lock has the better view for a justRead MoreLimitations Of Liberalism926 Words   |  4 PagesLiberalism is the political philosophy that has been critically developed since the early 18th century bridging between the republicanism and conservatism schools of thought. Based on the values of individual freedoms and equality, it is still an extremely popular view point today. In this essay I will analyze the limits, challenges, and conservative critics to Liberalism and its modern applications. In analyzing these short comings of Liberalism, the merit of liberal practices will naturally beRead MoreThe Leviathan By Thomas Hobbes849 Words   |  4 PagesIn the text, the Leviathan, Thomas Hobbes conceives of the state as one ultimate political authority in which he calls the â€Å"sovereign†. For Hobbes, the sovereign is the apex of what we know to be the state. Since the beginning of time, the state has served as a beneficial and important facilitator of rights and resources. In our general conceptualization of the world, the state is the ultimate arbiter of political power and serves many fundamental purposes. Political philosophers throughout timeRead MoreClassical Liberalism Is A Political Philosophy Originated1594 Words   |  7 PagesClassical Liberalism is a political philosophy originated in the 18th century based on the idea of individual liberty created to preserve an open and accepting, and open-minded society. Classical liberalism is very solemn when advocating for the value of freedom in which emphasizes the importance of religion, speech, press, assembly, and markets which includes free trade market capitalism, and economic liberalism. Up until around the 1900s, this ideology was commonly known as Liberalism, however,Read MoreThe Tradition Of Dogma And Despotism938 Words   |  4 Pagesreconstruction. The venerable traditions of dogma and despotism began to be denounced and rebutted. Age-old political institutions became the focal point of intellectual discussion and the ideas developed from these debates formed the fundamental components of modern democracy and Communism. When discussing the Enlightenment, it is worthy to note that it did not occur in one geographical location in a short space of time, but more rather spanned across many countries such as Germany, England and France. The EnlightenmentRead MoreThe Merits Of Liberal And Realist Arguments2155 Words   |  9 Pagesaddress climate change and global warming â€Å"Liberalism and Realism can very well go together† (Seliger). In fact, they would both support the Paris Agreement from last year. For different reason of course, but the fact remains that these two very polar ideals would both show support nonetheless. Both ideals have changed over the years but their fundamental philosophies were born hundreds of years ago by philosophical thinkers such as John Locke and Thomas Hobbes. They birthed the ideals of liberal andRead MoreHow Liberism has Evolved During the 20th Century980 Words   |  4 Pagescentury, liberalism has been one of the sources of political progress in the West. Liberalism is a philosophy based on ideas of liberty and quality. Liberalism is hard to define due to the term being used to describe ideas, parties, movements and practices in different societies and different historical periods. The core values of liberalism are individualism, rationalism, freedom, justice and toleration . Liberalism is one of the most powerful ideologies shaping Western Politics. Early Liberalism showed

Print Media Free Essays

Popular Culture and Print Media Print media is classified as anything that is in print and is also used to inform the public. The most prominent forms of print media are newspapers, books, magazines, direct mail, and yellow pages. Outdoor advertising like billboards and transit posters are different types of print media but are very effective in conveying the advertisement across. We will write a custom essay sample on Print Media or any similar topic only for you Order Now What one sees and reads has a big influence on what he or she says, how one says it, and his or her action. The influence print media has on people and communities have contributed to the change in popular American culture today. Print media is placed to catch everyone attention, it is everywhere one may look. People will find some form of print media strategically placed to catch onlooker’s attention. More than a communicative feature, print media has influenced American culture and consumerism over the years. Print media sets the trend on what is fashionable and what is out of fashion. More important, it serves as a significant factor to inspire and impede consumerism. By influencing one’s consciousness and perception, print media has formed society into what has become â€Å"American Culture† of today. The influence print media has can make one desire the thing he or she use to dislike, believe in principles he or she used to have an aversion to, and continually consume items in excess. Print media has been extending the knowledge of the news or chronicles across the nation by keeping the public up- to- date on information pertaining to one’s life, services, products, and the environment. Several trends that have propagated by the print media are food, fashion, and weigh loss programs. People are focused more on these trends today than ever before. Print media has made it more accessible for people to obtain whatever information he or she needs to keep up with these particular trends. Because of the down economy, more people are cooking at home instead of dinning out. People prefer to cook meals that are quick and easy to prepare and are healthier for the family. A few of the popular trend includes; organic or soy dairy product, ethic foods, one dish meal, vegetables, and ruits. This food trend has caused the prices of the items in the grocery stores to increase. In turn, the increase has sparked the owners of the grocery stores to enhance the distribution of sales advertisement. They are more sales advertisements printed and mailed to the consumer’s home nowadays than ever before. People can plan what they want to buy, before they leave their home, according t o what is on sale. These advertisements sent through the mail also allow people to budget accordingly or even cut out sale coupons that will make their shopping more cost efficient. Magazines and tabloids are a few sources that primarily focus on fashion. Usually, they employ a fashions staff that includes a team of fashion writers who are used often to highlight the different fashion trends. In addition to, magazines and tabloids, one can find an entire section dedicated to fashion in newspaper like the Sunday Times Style Magazine. This particular magazine is committed entirely to the most up- to- date fashion. These fashions set the trends that young and older people like and are willing to wear. These papers often use celebrities to advertise certain product such as clothes by a specific designer or brand contributes to the fashion culture of today. Weight loss programs have also propagated he print media market. This is solely because many people are trying to be healthy and fit. They currently have whole magazines dedicated to weight loss. These are Body and Soul Magazine and Shape Magazine and they provide people with information about diets, fitness, healthy eating, and recipes from home. They also provide expert advice on how to live healthier from doctors or fitness gurus. The advertisements in these magazines show people who are skinny and healthy and this makes people reading these magazines want to be like them. Today print media has become one of the most successful industries. The different types of print media give the people an excessive amount of options to choose from. Whether it is from a newspaper or magazine, every source has a particular benefit. Print media is driven by the need for advertisers to reach the audience they are targeting and in places were people are looking for information. How to cite Print Media, Papers

Business Rationale for Diversity Management †Myassignmenthelp.com

Question: Discuss about the Business Rationale for Diversity Management. Answer: Introduction Diversity management is a moldable business philosophy and is an applied practice based on the human capital requirements of the organization. Although generic in nature, these practices are available for customization and decentralized modification based on people, processes and technologies. Any organizational landscape demands varied and versatile diversity management processes that could be tailored as per seasonal, structural, economic, task-based or project-based requirements. The task at hand for CERA is to reinforce the rationale behind this business philosophy by conveying the short-term and long-term benefits of diversity management. The subtopics focus on specifics of this HR model by analyzing its applications as a gender based model, the need for it in the 21st century, beneficiaries of this model and the benefits etc. CERA also requires collaboration between recruitment selection, human resource planning, and business strategy. The next step for CERA is to understand how to apply diversity management policies. There is also a business case of brand promotion and in this case CERA as a company will position itself as a viable employment destination. This is because a promotion of the company as an appealing employment destination can enable a company to harness the best of diversified talents. Diversity Management in HRM Diversity management relates to an HR management philosophy that embraces the fact that people have diverse skill-sets. It can also relate to the acknowledgement, understanding, acceptance and valuing of divergence in the workplace with regard to ethnicity, gender, abilities, race, class, educational backgrounds, experience backgrounds, physiological traits and psychological traits etc. Companies that include diversity management as a tool in their business strategy develop well-rounded and competitive capabilities as per Green, Lopez, Wysocki, Kepner, Farnsworth, and Clark (n.d.). Gender diversity in leadership roles as a function of organizational performance (Heskett, 2015) Gender diversity in leadership roles has yielded positive outcomes. A McKinsey study has vindicated this fact. Women have the art of multi-tasking, greater analytical abilities, and propensity to adhere to company goals, visions, missions and values. Female leaders cultivate a diverse personnel framework in an organization. Women have a high social sensitivity index too. Women are high on emotional intelligence that could lead to an understanding and emancipating organization. Francoeur, Labelle, and Sinclair-Desgagn (n.d.) contend that participation of women in top management has a significant impact on financial performance. In fact, it enhances organizational performance on several fronts. This is true of companies operating in complex business ecosystems. If these businesses have a high proportion of women leaders, they generate enough value as a holistic quantum which is not restricted to financial results. There is also no difference between male and female leaders when it comes to managing leadership positions (Virick, M., Greer, R. C., n.d.). The nomination of women successors by incumbent managers were based purely on performance more than gender in the long run. There is also an indication that the nomination of women for leadership roles is driven by a need for an inclusive and diverse workplace. Thus, gender diversity in leadership roles is a necessity for organizations to agglomerate varying emotional, practical, tactical and analytical leadership qualities. Construing Diversity Management Diversity management does not have a single definition as it is construed differently in different organizations, cultures and countries as per Kramar, R., (2012). In the 1960s and 1970s the word diversity was restricted to the natural systems and environment. Only in the 1980s did it become a business context. Diversity management then transitioned into a HR framework. Diversity is used to refer to personal characteristics of a prospective employee such as age, family, race and gender etc. On a broader scale, it relates to sexual orientation, physical and mental acumen as well. On a functional group-level it relates to a different set of functional group characteristics. Therefore, diversity management processes differ by dimensions defined in an organization. The outcomes of diversity management are organizational competitive advantage. On a broader scale the outcomes relate to stakeholder value and corporate social responsibility. (Cox, JHJ., 1994) Diversity management models are evolutionary based on changing market and demographic facets. The current status is to integrate this into change management policies. The effort is to leverage diversity in decision-making and overall organizational culture development. Business rationale for implementing diversity management in CERA CERA seeks to be an innovative organization. Therefore, an innovative organization needs a confluence of ideas, sensibilities and sensitivities; which is a function of diversity management. (Diversity at Work. (n.d.).) A diverse workforce enables bridging of gaps in skill-shortage scenarios which is different from personnel shortages. It is proven that better client service can be achieved by letting a diverse portfolio of skills engage on a common ground with client-facing tasks. As per the employer survey of 2010 by HR Council, more than three quarters of the respondents identified creativity and innovation as the by-product of diversity. Well-managed diverse teams are more efficient and creative than homogenous groups. (Watson, E.W., Kumar, Kamalesh., Michaelsen, K.L., n.d.) When performance and process-adherence of homogenous and heterogeneous groups were studied in parallel, the former group showed immediate adherence and competence. But by the end of the study period, the heterogeneous group started showing remarkable improvement and also superseded the homogenous group. It indicates that initially a heterogeneous group takes time to assimilate and function as a cohesive unit. Beneficiaries of diversity management policies The beneficiaries of diversity management are the organization itself as a whole. The organization constitutes a variety of stakeholders including employees, employers, shareholders, vendors, suppliers, third party logistics providers and indirect employees etc. Diversity management also helps in internal and external organizational perception management. It changes how people perceive others in an organization (Greenberg, J., (2004)). It leads to vanquishing of prejudices and pre-conceived notions. In the long run it leads to a harmonious environment within the organization that could percolate outside into the society as well. When different people with different skill-sets collaborate, the perception that their contributions constitute the final outcome is established. It creates a non-hegemonic environment, driven my meritocracy, respect of each others inherent talents, recognition of personal abilities and an increased impetus to excel at ones role. Ultimately, the foremost beneficiary is the customer. They receive better service, products, service range, increased responsiveness and an overall satisfactory customer experience. Diversity management is the new age approach to increase adaptability to changing technological and business paradigms. Recruitment strategies for diversity management CERA can undertake a recruitment strategy that focuses on making the organization appealing. The organization should attract candidates from varied labor markets (Marquis, P.J., Lim, N., Scott, M. L., Harrell, C.M., Kavanagh, J. (n.d.)). A company that is already vested with a diversely skilled workforce is a potential employment destination for innovative and creative people looking for a diversely bestowed company. CERA can revamp their recruitment effort and make it a diverse recruitment team. The recruitment team of CERA can utilize varied connections to source talent that range from professional organizations, college campuses and employee referrals to job boards, community workshops and competitions etc. While recruitment is only half the story, equal effort goes in retaining a diversely skilled and multi-cultural workforce. The retention philosophy starts with a learning and skills-need identification drive based on individual attitudes, aspirations and aptitudes. Financial support is an active ingredient in this long-term business strategy. CERA should be responsive to the training and learning needs of their employees; however related or non-related it could be to their incumbent roles. To top it off; an assessment of learning outcomes is undertaken by evaluation. It could be achieved by enabling a climate of innovation or through open channels of communication of ideas and strategies. Recruitment strategies for CERA Although traditional recruitment sources are still valid as feasible sources of potential hires, communication and interaction with a diversely skilled candidate pool through diverse channels is the key to build a diverse workforce. (Pollock, S., 2015) Job titles and descriptions should be craftily worded to inspire interest. Research has shown that usage of certain words turns away women who could be able fits for the advertised roles. For example, the world determined looks masculine to a woman than the world dedicated. On the other hand, these words had no impact on the decisions by men, indicating that women act based on the vocabulary in job descriptions. Some emerging recruiting methods are blind interviewing and anonymous interviews. The former recruitment strategy helps create a diverse workforce by negating the inherent biased recruitment and selection component. The initial phase may start off by posting projects for potential hires to complete. A potential hire completes the project and if it fits their skills, they proceed. On the other hand, anonymous interviewing is not disclosing the company details until the final stage face-to-face discussion. Equality vs. Diversity in the workplace Equality is the quality of an employer to offer a level playing field to all employees in the organization. Diversity is closely related to equality in that it offers people from different cultures and possessing varying skill-sets, an opportunity to contribute to an organization. But often equality and diversity do not co-exist. (Petty, L., 2016) Equality and diversity, although closely synonymous but not fully so, are two words that have the same relevance. In the UK, there were 31 million people who were employed in 2015. In the US, there were 121 million people. A study by SHRM revealed that 41 percent of respondents who took part in the survey felt that they were being discriminated. In a 2011 census, in the UK, low-paying jobs were filled by people from Asia and Africa. But in stark contrast, upwards of 25 billion pounds worth of business in 2010 came from ethnic minority businesses. This means that if organizations can leverage the potential of all races of people, differently skilled, with different opinions, ideas, skills and techniques, they harness the collective wisdom of diverging yet converging worlds. The unfair practices in the UK brought forth the Equality Act of 2010. This law sought to curtail unlawful labor discrimination. The Act was a harbinger of better opportunities and equality. All workplaces were made to comply with the act. The Act sought to preserve the sanctity of a set of protected characteristics of a person. These protected characteristics were not qualified as job-match assessment parameters when assessing a potential hire. Therefore, organizations were asked to lower their guard on personal characteristics of a potential hire such as age, disability, gender reassignment, pregnancy, race, religion, faith, belief systems, sexual orientation and sex to name a few. CERA should comply with this ACT and also lower its guard against personal characteristics of potentials. CERA should gauge the short and long term benefits of implementing diversity management. As a basic litmus test, they can assess the changes in their immediate internal and external environments. The possible external environments of CERA are namely customers, suppliers and stakeholders. The internal environment change indicators are highly driven employees, organizational adaptability, problem solving, innovation, creativity, cost reduction and effective knowledge transfer (Awang, F., Shafie, Z., Pearl, Ryan., (n.d.)). CERAs diversity management approach Traditional approaches to diversity management are based on non-discrimination and fairness. It is based on the premise that different racial groups co-exist and collaborate. But of late, the process of assimilation into the workforce is based on integrating different skill-sets to co-exist and also co-create. Therefore CERA should consider enacting the following three tier approach. Drivers of diversity management in CERA Diversity management in CERA should be based on a set of principles. Dignity and respect In this process, people are a necessary resource for organizational success. Everyone regardless of their job description is an enabler of organizational change. People as individuals People are seen as assets to the company and not as traditional costs to the company. Performance incentives are given based on value added to the company directly or indirectly. Relationship building Rather than wait for personnel or employees in the organization to step-up and build a relationship with CERA, the organization takes the initiative. The focus should be an eager employer and not always of an eager employee. Shift in thinking the shift in thinking applies to CERAs observance of the changing demographics in the workforce. Strategic organizational goal The organizational goal has to be positioned as the employee goal. Employees should be made part of this broader vision. Personal focus Create interdisciplinary integration and sharing of frontiers. It creates a more cohesive, silo-less organization focused on combining rather than separating to be unique. Relationship-focus Any decision taken by the organization should be taken keeping in mind the short and long term personal and professional aspirations of the diverse workforce. Conclusion For CERA to make headway into the paradigm of diversity management, it has to de-learn and re-learn. Traditional sources of recruitment can be kept as it is; but recruitment methodologies can change to include blind and anonymous interviewing. Diverse participation from the community can be elicited by establishing associations with institutions, colleges, professional bodies and workshops where talent can be spotted, attracted and nurtured. Skill based assessment is part of diversity management principles, where individual performance is gauged on the value they added to the organization. A common platform can be created, such as a knowledge management system to foster cross-departmental collaboration through the use of open communication channels. The top-down effect to reinforce ideals of equality and fairness can be enabled by prioritizing employee goals and aspirations as a subset of management goals and aspirations. By including objectives that fulfill the potential of an employees ability that can also be a potential enabler of organizational change, the employee feels empowered. CERA can attract people of diverging but relevant skill-sets and those with different abilities by positioning the company as an attractive playground to innovate. The climate of innovation is backed by financial incentives and the promise of gaining work related autonomy. While traditional cookie-cutter approaches to assess candidates and designate them still exist, a slow transition is made towards diversity. Project and task based selections that give potentials an opportunity to assess their fit for the company is a great way to foster a partnership or mutually disagree on a potential alliance at the outset. The first steps or milestones or key performance indicators for a diversified workforce are to forge creative ideas into marketable or commercialize-able products/services. This is followed by the ability to be flexible by being able to change teams, work in groups, work individually or work in pairs etc. The next pertinent indicator is the ability to gather, retain, transfer and share knowledge. References UF|IFAS Extension.(n.d.). Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools. Retrieved from https://edis.ifas.ufl.edu/pdffiles/HR/HR02200.pdf Working Knowledge The Thinking That Leads: Why Does Gender Diversity Improve Financial Performance?. (2015, Nov 4). Retrieved 5 January 2017, from Harvard | Business | School website, https://goo.gl/4uSKDt Francoeur, Claude., Labelle, Ral., Sinclair-Desgagn, Bernard., (2008). Gender Diversity in Corporate Governance and Top Management. Volume 81, Issue 1, 8395. doi: 10.1007/s10551-007-9482-5 Virick, M., Greer, R.C., (n.d.) Gender Diversity in Leadership Succession: Preparing for the Future. Human Resource Management. Retrieved from https://goo.gl/PSEQoI Kramar, R., (2012). Diversity Management in Australia: a mosaic of concepts, practice and rhetoric. Asia Pacific Journal of Human Resources. Volume 50, issue 2, 245-261. doi: 10.1111/j.1744-7941.2011.00010.x Cox, JHJ. (1994) Cultural diversity in organizations: Theory, research and practice. Berrett-Koehler, San Francisco, CA. Diversity at Work. (n.d.). Retrieved January 5, 2017, from hrcouncil.ca website, https://hrcouncil.ca/hr-toolkit/diversity-workforce-matters.cfm Watson, E.W., Kumar, K., Michaelsen, K.L., Cultural Diversity's Impact On Interaction Process and Performance: Comparing Homogeneous and Diverse Task Groups. Academy of Management Journal. Vol 36, no 3 590-602. doi: 10.2307/256593 Greenberg, J., (2004). Retrieved January 5, 2017, from The Multicultural Advantage website, https://www.multiculturaladvantage.com/recruit/diversity/diversity-in-the-workplace-benefits-challenges-solutions.asp Marquis, P.J., et al. (n.d). Managing Diversity in Corporate America. RAND Labor and Population. 6-8. Retrieved from https://www.muhlenberg.edu/library/reshelp/apa_example.pdf Pollock, S., (2015, November 16). Build a Diverse Workforce with These 5 Best Practices in Mind. [Web log post]. Retrieved from https://blog.clearcompany.com/build-a-diverse-workforce-with-these-5-best-practices-in-mind. Petty, L., (2016, January 14). How Equality Diversity Improves Your Workplace: Examining the Benefits. Retrieved on January 5, 2017, from thehub website, https://www.highspeedtraining.co.uk/hub/equality-diversity-benefits-workplace/ Awang, F., Shafie, Z., Pearl, Ryan., (n.d.). The multicultural organizations: Perceptions of diversity challenges and initiatives. Journal of International Business and Cultural Studies. Retrieved from https://www.aabri.com/manuscripts/131453.pdf Harvey, C. Allard, M.J., (2002). Understanding and managing diversity: readings, cases and experience. New Jersey, Prentice Hall https://www.diva-portal.org/smash/get/diva2:229440/FULLTEXT01.pdf Mareike Danullis, Simone Dehling, Suzana Pralica Kristianstad University. (2004, January 7). Diversity Management A New Paradigm. Retrieved from https://www.diva-portal.org/smash/get/diva2:229440/FULLTEXT01.pdf