Multiculturalism Issue and Data-based Solution Article

Multiculturalism Issue and Data-based Solution - Article Example There seems to be no end in sight for rising tuition prices. Research has been done time and again to figure out why tuition prices continue to rise, especially when institutions, private or public, used to be free or of minimal fees. While there is no one definite answer to this dilemma, six factors have been figured out as to what could be causing the tuition rise, and they are as follows: economic and fiscal conditions of the individual states; demographic and postsecondary enrollment patterns; characteristics of state political systems; postsecondary governance patterns; regional influences; and various aid policies at the state, federal, and institutional levels. These aspects contribute to the costly fees that students must pay for higher education. â€Å"The Influence of Active Learning on the College Student Departure Process† is about the departure rates of students attending both two-year and four-year colleges. Approximately one-half of students leave after their first year at a two-year college, and almost one-fourth of students leave after the first year at a four-year college. These constant departures are thought to be caused by a lack of classroom-based academic experiences. Researchers have produced theories that have pointed to the fact that students really come to rely on what goes on inside of a classroom, not only during school hours but after. These theorists have come to the conclusion that students will depart a school if the school is not meeting their expectations in regard to their learning experiences. However, as is the case with the former article, this theory for student departure is just that – a theory. There is no definite way to know what makes students want to leave school after the fi rst year. Many students leave because they miss their home or their families, or they change their majors.

Diversity in the Workforce Case Study Example | Topics and Well Written Essays - 1250 words

Diversity in the Workforce - Case Study Example Ideally, work force diversity encompasses the different attributes that a work team may have in order to achieve complementary and harmonized work forces for all. Employees learn the value of treating one another with respect and dignity to appreciate of diversities in a learning process. On the contrary, the use of these attributes to gain favoritism in workforce selection is a highly discouraged trait. In essence, an employee should attain work because they are competent for the job and not based on their gender, age, race, or religious inclination. It also applies in other forms of the work force related practices like training, demotion, payment of salaries, promotion, and accreditation. Abstract With these in mind, this essay will zone in on the indicators of the work force diversity that include race, ethnicity, national identity, age, gender, marital status, disabilities, and religion. This diversity to workforce has different impacts on an organization’s operations. In essence, this essay will explore these indicators with their impact on global organization and the overall success or failures in the maintenance of a diverse work force. Further, it will reflect on the policies safeguarding employees against any form of discrimination either because of the above mention factors also including medical conditions of the employees. Race and ethnicity Ideally, as businesses seek to expand across international markets, the aspect of race and cultural borders are narrowing down to minimal levels (Nittle, 2012). This stride draws celebration of the work force diversity since companies train their staff to appreciate cultural diversities within their work force. This training cultivates a tolerant environment for all those involved in the realization of the organization’s goals and future objectives (Hewitt, 2009). In essence, race and ethnicity bring about stereotyping and racial attributes that tend to lower the morale of the employees. For insta nce, racial prejudice becomes an inevitable factor especially when employees down play its effects on the work force. This issue may draw origin from the fact that individuals may feel that a certain race is superior to others, which will effect hatred and animosity. In essence, people have different upbringings hence making their reflections on certain issues different. Essentially, every employee should feel valued because of the contribution added to the company because of their competency. The solution to this problem is to ensure that all; the staff receive training in order to exercise the teaching of the importance of mutual respect. In addition, although expensive, this training helps the employees to understand the ways that they similar in terms of race rather than on their differences. In end, employees tend to appreciate one another ensuring that the company attains development. National origin and immigration Sequentially, a company may consist of individuals from diffe rent nationalities in order to compliment the company towards intended results. The effect s of an individual’s country of origin is similar to those of race and ethnicity (Oyler & Pryor, 2009). However, individuals within a company’s structure may view another employee from a different country as in capable because of their native origin. Ideally, work performance should not base on the citizenship of individuals, but instead should base on an individual’s merit and accreditation. In this regard, potential