Tuesday, December 31, 2019

What Is a Dithyramb

A dithyramb was a choral hymn sung by fifty men or boys, under the leadership of an exarchon, to honor Dionysus. The dithyramb became a feature of Greek tragedy and is considered by Aristotle to be the origin of Greek tragedy, passing first through a satyric phase. Herodotus says the first dithyramb was organized and named by one Arion of Corinth in the late 7th century B.C. By the fifth century BCE, there were dithyramb competitions between tribes of Athens. Rabinowitz says the competition involved 50 men and boys from each of the ten tribes, amounting to 1000 competitors. Simonides, Pindar, and Bacchylides were important dithyrambic poets. Their content is not the same, so it is difficult to capture the essence of dithyrambic poetry. Examples In his life, say the Corinthians, (and with them agree the Lesbians), there happened to him a very great marvel, namely that Arion of Methymna was carried ashore at Tainaron upon a dolphins back. This man was a harper second to none of those who then lived, and the first, so far as we know, who composed a dithyramb, naming it so and teaching it to a chorus at Corinth. 24. - Herodotus I Terminology for TragedyIambic TrimeterAnapestsTragedy: Setting the StageTerminology for Drama (Especially Tragedy) Sources Bernhard Zimmermann dithyramb The Oxford Classical Dictionary. Simon Hornblower and Anthony Spawforth. Â © Oxford University Press 1949, 1970, 1996, 2005.Nothing to Do with Dionysus: Tragedy Misconceived as Ritual, by Scott Scullion. The Classical Quarterly, New Series, Vol. 52, No. 1 (2002), pp. 102-137.

Monday, December 23, 2019

Literature Review On Seven Data Mining Techniques Essay

1.3 Literature Review on Seven Data Mining Techniques 1.3.1 K-Nearest Neighbor Classifiers (KNN) Given a positive number K and an unknown sample, a KNN classifier searches the K closest observations in training set to the unknown sample. It then classifies the unknown sample into the class with the smallest distance. The advantage of KNN is that it does not need to estimate the relationship between the response and the predictors (Shmueli, et al. 2016), while this method is dramatically affected by the number of Nearest Neighbors (James, et al. 2013). 1.3.2 Logistic Regression (LR) LR shares a similar idea with linear regression except its response is a categorical variable. It estimates the probability that an unknown observation in the training set belongs to one of the classes (James, et al. 2013). The major disadvantage of LR is that it poorly deals with the model that exists multicollinearity issue (Shmueli, et al. 2016). However, it provides a straightforward classification with probability. 1.3.3 Classification Trees (CT) CT estimate a probability for each class in each node to classify a qualitative response. It does not require any variable subset selections and variable transformation. But the tree structure has an inherent weakness which is that it is unstable and is highly affected by a small change in the data (Shmueli, et al. 2016). 1.3.4 Random Forests (RF) RF first draws multiple random samples with replacement from the trainingShow MoreRelatedClassification Accuracy Of Statistical Software Performance For Default Of Credit Card Clients Essay1310 Words   |  6 Pages. . . . 3 1.3 Literature Review on Seven Data Mining Techniques . . . . . . . . . . . . . . . . . 6 1.4 Methods for Classification Assessment and Comparison . . . . . . . . . . . . . . . 8 2 Classification Accuracy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 2.1 Description of the Software and Data . . . . . . . . . . . .Read MoreData Warehousing And Mobile Computing2454 Words   |  10 PagesAbstract Data warehousing and mobile computing are the way of the future, yet the literature on the topic is somewhat scarce at present. This literature review focuses on the interaction of data mining, data warehousing, mobile computing and security under the following guiding research question: How can the mobile application of data mining and data warehousing retain a high level of security? While cloud computing is a problematic and groundbreaking, it is useful way to engage in data mining and warehousingRead MoreFinancial Statement Fraud5172 Words   |  21 PagesFinancial Statement Fraud ACCT 710: Assignment 6-2 Shannon Baxley David Welch September 24, 2011 Table of Contents Abstract†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦3 Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..3 Literature Reviews†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦5 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..16 References†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...18 Abstract This paper describes financial statement fraud (FSF) and how it may occur within companies. The reason of this study was to researchRead MoreDetecting And Social Media Conversations2036 Words   |  9 Pages Data Mining: Detecting Insults in Social Media Conversations Capstone Progress Report 3 MIS 584 MIS Capstone University of Illinois at Springfield Spring 2016 Group 7 Team Members: Balogun, Oluwafunke Rathore, Rajsingh Shaikh, Firdous Farooque Srirangapalle, Dinesh Reddy Trivedi, Aditya â€Æ' Table of Contents S. No. Headings Page No. 1 Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3 2 Problem Statement†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5 3 Significance of Project†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 6 4 Purpose†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Read MoreUtility of Quality Control Tools and Statistical Process Control to Improve the Productivity and Quality in an Industry2972 Words   |  12 Pagesapproaches for process monitoring and diagnosis. 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In recent years, softRead MoreImpact Of Global Financial Crisis And Emerging Markets7336 Words   |  30 Pages Impact of Global Financial Crisis: (SP 500) Emerging Markets (Bric) Name Institution TABLE OF CONTENTS CHAPTER PAGE ABSTRACT 3 CHAPTERS CHAPTER 1 – Introduction 1 CHAPTER 2 – Methodology 6 CHAPTER 3 –Literature Review 24 CHAPTER 4 – Analysis and Results 38 CHAPTER 5 – Summary, Conclusion, Recommendation 53 REFERENCES 31 Abstract The paper examines the emerging stock markets in BRICS countries based on the existing dependence structure and other globalRead MoreThe National Federation Of Community Development Credit Unions1889 Words   |  8 Pagescorporate banking industry, particularly in regards to data management, analytics and business intelligence practices. 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Sunday, December 15, 2019

Be My Brother Free Essays

Belonging and alienation is the process of being either excluded or accepted by the society in which you live. Belong is a human conception,mostly considered a fundamental human need and a source of survival, safety, protection and happiness. To belong is usually considered positive and essential for a successful existence:however a negative sense of belonging:found among the displaced, marginalised and uncared for can lead to many social, filial and personal problems that can be almost insurmountable for the individual. We will write a custom essay sample on Be My Brother or any similar topic only for you Order Now The short trop fest film â€Å"Be My Brother† by Genevieve Clay 2009, represents these ideas through the films central characters. The film deals with society and people with disabilities feeling displaced within society due to prejudices. It also displays the notions of disconnection and isolation within the family home of the main character and his brother. The viewer here develops a strong connection to the idea of alienation and not belonging. The short film â€Å"Be My Brother† explores the concept of isolation through disabilities. Richard the protagonist is born with a disability and is isolated from society. Richard feels as though he doesn’t exist around his brother Damien. As the film progresses, Richard the protagonist meets a girl names Amanda and she neglects him at first, though she discovers another side to him, and so form a relationship with him. Social acceptance is the process of affiliation with society, but within the film â€Å"Be My Brother† it begins with the exclusion of the main character that has a disability. This is evident when Richard meets Amanda for the first time. As she see’s Richard approaching, she immediately moves towards the edge of the seat. The wide shot used in this scene indicates Amanda’s discomfort, where it demonstrates her fear towards people who are physically different. Furthermore, as Richard offers his hand to Amanda for a handshake, she quickly touches his hand, and faces the other way. The close up shot within this scene reveals Amanda’s disgust towards Richard through hand gestures, where it emphasies her cruelty and superiority towards him. Clothing in this segment plays a crucial role. Amanda is wearing black clothing, which portrays her social standing, which represents class, elegance, and wealth, whereas Richard is wearing brown clothing, expressing dull, inferior and being less important. The full shot used demonstrates the relationships between characters, and where they stand in society. In addition, social acceptance can be displayed within the family. Richard feels displaced around his brother Damien. This is exemplified in the scene where Damien wearing a black hoodie with his hood up, incorporated with the wide shot depicts resentment and exclusion, where Damien feels embarrassed about his brother because he has a disability. The black hoodie symbolises something evil and depressed which contributes to the isolation Richard is experiencing. As Richard passes his hand with the audio recorder to Damien, Damien promptly tries to avoid Richard by moving his head. The close up shot allows the audience to see Damien’s facial expression conveying Damiens arrogance towards Richard. Social acceptance is the key concept within the film â€Å"Be My Brother†, where cameral angles and clothing play a crucial role in revealing the idea of feeling accepted and to belong within society. Disconnection and isolation is portrayed throughout the film between Richard and his brother. The negative sense of belonging, where someone feels isolated; found among the marginalised and uncared for can lead to anger and disappointment. The ideas of isolation can be seen at the beginning of the film. The extreme long shot at the beginning of the film reflects the setting, as Richard is disconnected from society. The blur of the background enhances Richards loneliness and societies prejudice against people with disabilities. Furthermore, the aspect of displacement can be manifested in the segment where Damien is sitting by himself at the bus stop and Richard is standing up, expressing his point. The major quote Richard plays in his audio recording â€Å"I am what I am, I can’t change that, my brother doesn’t seem to understand, he seems like he doesn’t want to be near me, I seem to always embarrass him and I don’t like to be ignored! shows evidence of self-expression where Richard seeks to be accepted by his brother and society. Anger and disappointment emerges within the audio recording which shows Richards frustration towards his brother, creating tension and indicating family breakdown. However, Damien experiences a change of heart when he is unable to pay his bus fare. Richard steps in and pays the driver. The long shot used in this scene culminates Damien’s feelings towards his brother, creating a journey as he walks down the narrow bus path towards his brother and he is thinking and taking into account what his brother did for im and how he has treated his brother. The notions of anger, resentment and embarrassment slowly fade away as he takes off his hoodie and Richard hugs him. This important factor leads to acceptance with his brother and the formation of a positive family relationship. Disconnection and isolation is portrayed throughout the film between Richard and his brother, although it diminishes when Damien comes to the realisation that he is taking his brother for granted and thus the film shapes our understanding of belong and alienation. Ultimately the short film â€Å"Be My Brother† has further developed the understanding of belonging and alienation. Details of the social acceptance, disconnection and isolation portrayed throughout the film between Richard and his Brother, all expose â€Å"belonging and alienation† as a human conception whereby to belong is usually considered positive and to not belong leads to marginalisation. The feeling of belonging means acceptance however if someone is under the threat of not belonging the feelings of isolation, anger and disappointment emerge. How to cite Be My Brother, Papers

Saturday, December 7, 2019

Workplace Diversity A social-Ecological Framework

Question: Discuss about the case study Workplace Diversity for A social-Ecological Framework. Answer: Introduction: Workplace diversity defines the differences among employees, which encompasses gender, culture, age, ethics and race (Mahadevan, 2015). Diversity not only embraces how employees perceive about themselves, but also includes their perception about others. Australia is a multicultural country having diverse set of people. Therefore, the organizations in Australia are full of diverse set of employees having different culture, language and ethics. While diversity is not managed properly, it can have huge negative effect on the employees. Diversity management is all about recognizing and valuing individual differences among the employees. The study will discuss some issues faced by employers in managing diversity. This study will also highlight the roles of leaders in managing diversity. Apart from that, some of the impacts of effective diversity management will also be analyzed in this study. Diversity in organizational behavior refers to the differences among the employees working in the same environment. Differences and similarities among the employees are occurred in terms of cultural background, religion, age, sex and physical abilities. Australia is one of the most popular countries having diverse culture among the people. Therefore, employees in Australian organizations are to face workplace diversity as a part of their daily life. According to Davis et al., (2016), among Australian employees, 28% of employees are born oversees and another 20% employees have parent born oversees. On the other hand, OMara, (2014) opined that in case of language it can be found that 20% of employees speak other language in their home rather than English. Employees from different foreign countries also come to Australian organization, which make workforce diversity. Diversity council of Australia has identified a high level of discrimination among Asian-Australian employees (Davis et a l., 2016). Therefore, workplace diversity is in every aspect of Australian organizational behavior. Diversity may have negative impact on organizational behavior, when it is not managed properly. This negative affect can be reflected as increased communication barriers, cultural resistance and employee discrimination. According to Olsen and Martins, (2012), building diverse workforce in organization with employees from different countries and culture increases number of communication filters. Language barriers have a huge impact on internal and external organizational communication. On the other hand, Kaiser et al., (2013) opined that Australian employees are more inclined to be resistant in adopting culture different from them. It can create employee confliction as well. According to Munyeka, (2014), it can often be found that Australian employers are inclined towards discriminating employees based on some particular background. Therefore, it creates discrimination in the workplace. On the other hand, Islam, (2014) argued that discrimination is the workplace comes from unfair treatment of some employees because of their distinguishing traits. All these negative effects create the necessity to manage diversity properly. Diversity management is the practice of supporting and addressing different lifestyle and personal characteristics with a defined group of employees. The activities of diversity management include providing support and education to the group of employees within an organization. The intension of this support is to manage employees in accepting and respecting different cultural, societal and religious background. It can be found that most of the employees are resistant to accept diversity even if it is brought in most optimistic environment. While managing workplace diversity, the managers of Australian organizations has to face several challenges. According to Sheehan and Anderson, (2015), diversity can damage the morale of this kind of people and damage their productivity. On the other hand, Greeff, (2015) pointed out that lack of respect towards others perception, prejudice and racism of employees creeps into a conflicting working environment in the organization. Another issue that has been brought into notice during diversity management is declining team spirit. According to Islam, (2014), lack of mutual respect and team spirit can be found in teamwork having diverse set of employees. Leaders should take initiative approach for managing diversity properly. According to Davis et al., (2016), leaders should always show high level of sensitivity to the ever-evolving and diverse workforce. They must demonstrate appreciation towards the diversity of workforce. Fostering supportive environment allows the leaders to consider various religious events, personal significance and family emergency. On the other hand, Elias and Paradies, (2016) opined that leaders can also promote diversity through offering benefits corresponding to the needs of diverse workforce. The urge of getting benefit led them to accept diversity in the workplace. According to Bond and Haynes, (2014), leaders should also communicate the actual purpose of diversity to their employers. By knowing the direction of organization, employees would be interested to accept the changes. On the other hand, Mamman et al., (2012) suggested top down support is highly recommended for managing diversity in Australian organizations. When employees will believe that their superiors are value the diversity, they will definitely try to understand the value of it. In has been found that, the leaders of Myer Retail Store in Australia maintain transparent relationship with their employees (Chrobot-Mason Aramovich, 2013). Therefore, their employees are more flexible in accepting the increasing workforce diversity. On the other hand, the leaders of Wesfarmers have a ready focus group formed with diverse employees in dealing with different types of employees (Hsiao et al., 2015). It creates a high sense of value within the diverse work group. The employees are no long er resistant in accepting diversity. According to Bond and Haynes, (2014), most effective way of managing work force diversity is to implement proper policy and practice. These policies should ensure that employers do not discriminate against or in favor of any particular set of employees. For instance, employees should be given flexibility to choose their preferred holidays depending on their religious preferences. Initiating a workplace, which is flexible enough to accommodate for a disable employees can also be an effective way of diversity management. On the other hand, OMara, (2014) opined that diversity training is also an efficient way of diversity management. While employees will be given training about diverse culture, religion and thinking style, they will be better able to adjust will those differences. Apart from that, instead of celebrating diversity in workplace, the management of Australian organizations should give their employees scope to demonstrate their individualities. According to Kaiser et al., (2013), the employers should also encourage interaction among the diversified employees. It would foster a positive environment in the workplace and led the employees to mix up with others having different culture. It can be found that Franklins Supermarket in Australia has fostered an attitude of openness, which allows their employees to give their own opinion in organizational success. Thus, the value of diversified employees is identified and respected. The success and failure of workforce diversity largely depend on its ability to handle workforce diversity. If diversity can be handled in an effective way, it can have great impact on Australian organizations. Davis et al., (2016) pointed out that diverse workforce can contribute variety of solution to the complex problems. On the other hand, Greeff, (2015) pointed out that diverse set of knowledge and skills allow Australian organizations to provide excellent service to global customers. This is because diverse workforce is aware of different language and cultural understanding. Most of the organizations in Australia are now trying to expand in international market. It needs wide range of ideas and experience. According to Hsiao et al., (2015), diverse workforces, which are interested to share varying point of views, create larger pool of experience and ideas. Organizations can draw effective ideas from the pool of those ideas and crate effective strategy to meet customized demand of customers. It can be found that the leaders of IGA supermarket in Australia are quite capable of managing employees from different cultural backgrounds. Thus, they are effectively expanding in international market through understanding global taste. On the other hand, Guillaume et al., (2015) pointed out that effective diversity management can foster creativity within organization. Ideas that are more diverse can be drawn from diversified employees. Therefore, there is huge chance of getting creativity ideas to serve different customers and make them happy. While concluding the study, it can be said that workforce diversity comes from the differences among the employees in terms of age, gender, race, culture, ethnicity and religion. Australian Organizations are full of diversified employees coming from different countries. The prime diversity in Australian organization can be found among Asian-Australian Employees. Diversity in workplace, without a proper strategy can create a negative impact on the employees. It can cause communication barriers, cultural resistance and employee discrimination. Therefore, managing workforce diversity is extremely important for Australian organizations. Leaders should enthusiastically take initiatives in managing workforce diversity. They should properly communicate the purpose of workplace diversity with their employees. Employees are to be given training in understanding diverse culture and respect those. In order to promote diversity, employers should offer benefit in accordance with defined set of em ployees. Proper diversity management can increase the productivity level of Australian organization. In can also bring creativity, as diverse set of ideas can be collected from the employees. References Bond, M. A., Haynes, M. C. (2014). Workplace diversity: A social-ecological framework and policy implications: Workplace diversity.Social Issues and Policy Review,8(1), 167-201. Chrobot-Mason, D., Aramovich, N. P. (2013). The psychological benefits of creating an affirming climate for workplace diversity.Group Organization Management,38(6), 659-689. Davis, P. J., Frolova, Y., Callahan, W. (2016). Workplace diversity management in australia.Equality, Diversity and Inclusion: An International Journal,35(2), 81-98. Elias, A., Paradies, Y. (2016). The regional impact of cultural diversity on wages: Evidence from australia.IZA Journal of Migration,5(1), 1-24. Greeff, W. J. (2015). Organizational diversity: Making the case for contextual interpretivism.Equality, Diversity and Inclusion: An International Journal,34(6), 496-509. Guillaume, Y. R. F., Dawson, J. F., Otaye-Ebede, L., Woods, S. A., West, M. A. (2015). Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?: What moderates the effects of workplace diversity?Journal of Organizational Behavior,27(1), 11-58. Hsiao, A., Auld, C., Ma, E. (2015). Perceived organizational diversity and employee behavior. International Journal of Hospitality Management,48, 102-112. Islam, G. (2014). Appropriating the abject: An anthropophagic approach to organizational diversity. Equality, Diversity and Inclusion: An International Journal,33(7), 595-613. Kaiser, C. R., Major, B., Jurcevic, I., Dover, T. L., Brady, L. M., Shapiro, J. R. (2013). Presumed fair: Ironic effects of organizational diversity structures.Journal of Personality and Social Psychology,104(3), 504. Mahadevan, J. (2015). Nomadic identities and workplace diversity: Implications for theory and practice.Equality, Diversity and Inclusion: An International Journal,34(4). Mamman, A., Kamoche, K., Bakuwa, R. (2012). Diversity, organizational commitment and organizational citizenship behavior: An organizing framework.Human Resource Management Review,22(4), 285-302. Munyeka, W. (2014). Organizational diversity management and job satisfaction among public servants.Journal of Economics and Behavioral Studies,6(6), 438. OMara, B. (2014). Aged care, cultural and linguistic diversity and IT in australia: A critical perspective. International Journal of Migration, Health and Social Care,10(2), 73-87. Olsen, J. E., Martins, L. L. (2012). Understanding organizational diversity management programs: A theoretical framework and directions for future research. Journal of Organizational Behavior,33(8), 1168-1187. Sheehan, M., Anderson, V. (2015). Talent management and organizational diversity: A call for research.Human Resource Development Quarterly,26(4), 349-358.