Macbeth(c.1607), written by William Shakespeare, i Essay Example For Students

Macbeth(c.1607), written by William Shakespeare, i Essay s the tragic tale of Macbeth, a virtuous man, corrupted by power and greed. This tagedy could in fact be called A Tale of Two Theories. One theory suggests that the tragic hero, Macbeth, is led down an unescapable road of doom by an outside force, namely fate in the form of the three witches. The second suggests that there is no supernatural force working against Macbeth, which therefore makes him responsible for his own actions and inevitable downfall. It must be remembered that Macbethis a literary work of art, and as a peice of art is open to many different interpretations, none of them right and none of them wrong. But the text of the play seems to imply that Macbeth is indeed responsible for his own actions which are provoked by an unwillingness to listen to his own conscience, the witches, and his ambition. First, Macbeth ignores the voice of his own psyche. He knows what he is doing is wrong even before he murders Duncan, but he allows Lady Macbeth and greed to cloud his judgement. In referring to the idea of the murder of Duncan, Macbeth first states,We will proceed no further in this business(I.vii.32). Yet, after speaking with Lady Macbeth he recants and proclaims,I am settled, and bend up/Each corporal agent to this terrible feat(I.vii.79-80). There is nothing supernatural to be found in a man being swayed by the woman he loves, as a matter of fact this action could be perceived as quite the opposite. Second, the witches have to be dispelled as a source of Macbeths misfortune before the latter theory can be considered. It is admittedly strange that the weird sisters first address Macbeth with,All hail, Macbeth! hail to thee Thane of Cawdor!(I.iii.49), a title which not even Macbeth is aware he has been awarded. Even stranger is the third witch calling to Macbeth,All hail, Macbeth, that shalt be king hereafter!(I.iii.50). However as stated by Bradley,No connection of these announcements with any actions of his was even hinted by the withches(232). Some are still not convinced though of the witches less than supernatural role; nevertheless, Macbeth appears throughout the play to be completely aware 3 of his actions, as opposed to being contolled by some mystic force. The effect of the witches on the action of the play is best summarized by these words: while the influences of the Witches prophecies on Macbeth is very great, it is quite clearly shown to be an influnce and nothing more.(Bradley 232) Most important to the theory that Macbeth is reponsible for his own actions would be a point that the infamous witches and Macbeth agree upon. Such an element exists in the form of Macbeths ambiton. In the soliloquy Macbeth gives before he murders Duncan, he states, . ..I have no spur/To prick the sides of intent, but only/Vaulting ambition,.. .(I.vii.25-27). Are these the words of a man who is merely being led down a self dustructive path of doom, with no will of his own? Or are they the words of a man who realizes not only the graveness of his actions, but, also the reasons behind them? The answer is clear, Macbeth is a totally cognizant principal and not a mindless puppet. Later the head witch, Hecate, declares,Hath been but for a wayward son,/Spiteful and wrathful, who, as others do,/Loves for his own ends, not for you. (III.v. 11-13), which again highlights Macbeths ambitious nature. The most significant part of the play is the part that is missing, and that is a conn!ection between Macbeths ambition and some spell cast by the weird sisters which might be said to magically cause an increase in his desires. While purposely played in a mysterious setting, the location is not meant to cloud the true theme of the play with the supernatural. Macbeth simply succumbs to natural urges which take him to a fate of his own making. .u81d239a5c4d5edb745d06cbd9278a77a , .u81d239a5c4d5edb745d06cbd9278a77a .postImageUrl , .u81d239a5c4d5edb745d06cbd9278a77a .centered-text-area { min-height: 80px; position: relative; } .u81d239a5c4d5edb745d06cbd9278a77a , .u81d239a5c4d5edb745d06cbd9278a77a:hover , .u81d239a5c4d5edb745d06cbd9278a77a:visited , .u81d239a5c4d5edb745d06cbd9278a77a:active { border:0!important; } .u81d239a5c4d5edb745d06cbd9278a77a .clearfix:after { content: ""; display: table; clear: both; } .u81d239a5c4d5edb745d06cbd9278a77a { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u81d239a5c4d5edb745d06cbd9278a77a:active , .u81d239a5c4d5edb745d06cbd9278a77a:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u81d239a5c4d5edb745d06cbd9278a77a .centered-text-area { width: 100%; position: relative ; } .u81d239a5c4d5edb745d06cbd9278a77a .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u81d239a5c4d5edb745d06cbd9278a77a .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u81d239a5c4d5edb745d06cbd9278a77a .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u81d239a5c4d5edb745d06cbd9278a77a:hover .ctaButton { background-color: #34495E!important; } .u81d239a5c4d5edb745d06cbd9278a77a .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u81d239a5c4d5edb745d06cbd9278a77a .u81d239a5c4d5edb745d06cbd9278a77a-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u81d239a5c4d5edb745d06cbd9278a77a:after { content: ""; display: block; clear: both; } READ: Computer Mouse Essay Everyone has character flaws that he must live with; Macbeth simply allowed those flaws to destroy him. 3 Works Cited Bradley, A.C. The Witch Scenes in Macbeth. England in Literature. Ed. John Pfordesher, Gladys V. Veidemanis, and Helen McDonnell. Illinois: Scott, Foresman, 1989. 232-233 Shekespeare, William. Macbeth. England in Literature. Ed. John Pfordesher, Gladys V. Veidemanis, and Helen McDonnell. Illinois: Scott, Foresman, 1989. 191-262

Schopenhauer-Metaphysics of Love and Sexes free essay sample

WantIn Schopenhauer’s view, whose will is at work when two people fall in love? What reasons does Schopenhauer give for this view? In Schopenhauer’s view it is the will of the unborn baby which is at work when two people fall in love. The baby’s will is born when two lovers meet. The real aim of love’s romance, although the persons concerned are unconscious of the fact, is that a particular being may come into the world. Romantic love is nature’s way of selected breeding.. It makes you think, that you need the person to make you happy when all it is the baby’s will to be born. Thus, when two people are in love, they think they want sex, because they connect sex to love, but it is actually the baby that makes us think so. Thus, sex is for procreation but we think we want it because it makes us happy. We will write a custom essay sample on Schopenhauer-Metaphysics of Love and Sexes or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page When we choose our lovers, we choose someone who compliments us, someone who has qualities that we lack. (symposium) In this case as well, it is the baby looking for the best traits. We are attracted to body parts and traits that the baby wants. Thus, it is ultimately the baby that makes us choose our partner. For example, men like women with big hips but it actually because they can carry their baby. Thus, we do everything that the baby makes us do. Even when some people don’t want kids, still have kids because it is the baby’s will to be born. For example, when a woman is pregnant she needs the father of the baby more than he needs her even though before the pregnancy he wanted her more. This is because it is the baby who wants the father to be around when it is born. The mother acts unpredictable and this confuses the father and makes him stay. But it is the baby that makes her this way. But if the father continues to love the mother even after the mood swings stop, then it means the mother is doing a good job. However, when we follow our own will we don’t need sex as we are happy without it. For example, when a couple doesn’t want a baby, it is not romantic love, it is deep attraction. Thus, the fact that sex makes us happy is only an illusion to make us procreate Love can often make us go against our own interest in order to follow the baby’s will. Men often fall in love with other men’s wives and enter the relationship in spite of knowing that it is risky. Thus, love is a mere illusion to ensure the continuity of the species.

Free sample - Critical Analysis of the Role of United Nation. translation missing

Critical Analysis of the Role of United Nation. Critical Analysis of the Role of United NationCritical Analysis of the Role of United Nation as a Third Party in Conflict Management Introduction As stated in the Preamble of the United Nations (UN), UN is determined â€Å"to save succeeding generations from the scourge of war, which twice in our lifetime has brought untold sorrow to mankind.†[1] Since its establishment in 1945, UN’s mission is to take part in conflict prevention in order to prevent or stop any forms of violence, either between states or internal conflicts. The UN has specialized programs and agencies tasked to prevent conflicts from spreading out by targeting not only the acts of violence, but the roots of these conflicts. These programs include United Nations Development Program (UNDP), the United Nations Educational, Scientific and Cultural Organization (UNESCO), the United Nations Environment Program (UNEP), the United Nations Institute for Disarmament Research (UNIDIR), the United Nations High Commissioner for Human Rights (UNHCHR), and many others.[2] The UN successfully accomplished conflict management tasks in the late 1980s and early 1990s in Namibia, Nicaragua and El Salvador. In fact, an entire chapter of the Agenda for Peace of 1992 by the UN Secretary-General was devoted to conflict prevention. The report suggests that between the stages of conflict intensification and the policy actions which aim at ending them, a conceptual link must be created.   Conflict prevention and dispute escalation prevention are included here. Regulation of the spread of violence if it happens is also included. And it was in these policy responses’ last segment that paved the way for conflict management.[3] The Hutus’ militia and the Tutsis’ Rwandan Patriotic Front (RPF): The Extremists A political conflict can occur between states, or within a state. It can be caused by various factors. A conflict can arise from political causes. It can also arise from ideological differences,[4] economic factors, ethnic or cultural causes,[5] social causes,[6] geographical issues,[7] and even psychological causes.[Burton] What happened in Rwanda was caused by an outcome of a political conflict between two groups that are attempting get monopolize the political power over the country. Conflict Management and the Rwanda Genocide Conflict management, according to Fred Tanner, Deputy Director of the Geneva Centre for Security Policy, is â€Å"an approach that established the conceptual ground for direct outside involvement to check escalating violence by using peaceful or even coercive means, if necessary.†[8] Aside from the incidents in Yugoslavia and Somalia, the Rwanda Genocide is one of the historical event which calls for the need to reassess the role of the United Nations in conflict prevention and conflict management. And this paper tries to discuss the episodes in the Rwanda Genocide that prompted even the UN to review its own concept on conflict management. The United Nations Assistance Mission of Rwanda It was the United Nations Assistance Mission for Rwanda (UNAMIR) that the United Nations tasked to aid the implementation of the Arusha Peace Agreement. Signed in August 4, 1993 by the government of Rwanda and the RPF, the Arusha Accords were meant to end the Rwandan Civil War. Hence, UNAMIR’s task was to aid the peace process between the Rwanda government and the rebel RPF. [9] It was established by the Security Council Resolution 872 on October 5, 1992. The purpose of the UNAMIR is to ensure Kigali’s security, monitor the ceasefire agreement between the two opposing groups, put up an expanded demilitarized zone and demobilization procedures, monitor the security situation on the final period of the transitional government’s mandate until the election, assist with mine clearance and in coordination of humanitarian assistance activities and relief operations.[10] It was Jacques-Roger Booh-Booh of Cameroon and Lieutenant-General Romà ©o Dallaire as the head of the UNAMIR. Belgian soldiers make up about 400 members of the troops. Note that Belgium has colonized Rwanda in the past. In matters of peace-keeping processes, the UN normally bans the former colonial power from taking position. The Rwanda Government and the rebels appear to follow the Arusha Peace Agreement. Both sides appear to be steadfast at creating the transitional government before the 1993 ends. However, the events that followed delayed the establishment of a transitional government. After President Habyarimana was inaugurated on January 5, 1994, major disagreements came between the opposing groups. There were warnings sent to UN alarming the assembly of the genocide that was about to happen against the Tutsi minority and anti-tribalist Hutus. The warning came three months before the mass murder. However, UN ignored these warnings.[11] (The warning about the forthcoming genocide and the perpetrators came from General Romeo Dallaire himself, cabled to the UN Secretary-General at that time, Mr. Kofi Annan. General Dallaire asked UN permission for an immediate action to intervene against the mass slaughter planned by Hutu forces. But the general’s request was declined by the UN Department of Peacekeeping.[12]) This created confusion in the UNAMIR whether or not to use power. The orders issued by UN to UNAMIR were very limited. IN short, UNAMIR was rendered useless as the thousands of people are slaughtered. The UN failed to extend the UNAMIR’s mandate to protect the people of Rwanda from the genocide. The mission’s job was limited to evacuating foreign nationals from Rwanda.[13] In fact, the peace-keeping force deployed by UN at the end of 1993, which is supposed to aid in the implementation of the cease fire between the two opposing groups, received severe criticism. There are countries that did not agree to send stronger force. One of these countries was the United States, ally of Britain.[14] The United Nation’s failed mission: â€Å"The Report on the Independent Inquiry into the Actions of the United Nations During the 1994 Genocide in Rwanda† The council members of UN later acknowledged the failure of their mission to protect the peoples of Rwanda in a time where they mostly need it.[15] The UN even accepted the result of the independent inquiry lead by former Swedish Prime Minister Ingvar Carlsson on the actions taken by the UN in Rwanda. The report states UN’s failure to ignore the warnings about the genocide despite the evidences that the mass slaughter will indeed happen. According to the report, UN failed in the 1994 Rwanda Genocide in many ‘fundamental respects.’[16]   (The surprising thing was that no one in the international community anticipated the level of atrocity that happened in Rwanda.) With the evidence that was forwarded to UN regarding the organized mass murder that is going to happen, a contingency plan should have been made, as mandated by the Geneva Convention.[17] The report enumerates the reasons why UN failed: First, UN not only lacked the resources, but it also lacked the commitment to prevent the genocide from happening. The UNAMIR was also found to be not well planned in a way that it can respond to possible extremist act by either camp. The UNAMIR is also stated as a watered down version of the original plan by UN on the level of strength that will be deployed to Rwanda. [18] The inquiry points out that UN’s Center for Human Rights and DPKO did not do adequate political investigation and analysis during the tensions. This resulted to the inadequacy of UNAMIR’s mandate.[19] This is also why UN’s peace-force in Rwanda was harshly criticized by the international community. Other failures that the inquiry notes were the ‘implementation of the mandate itself’, ‘confusion over the rules of engagement’, ‘failure to respond to the genocide’, ‘inadequate resources and logistic’, and many others. The report lead by Carlsson has deemed the UN useless during the worst moment in that particular episode in Rwanda’s history. However, there surely are factors that prevented the UN to come up with an in-depth analysis of the information on political situation in Rwanda, if the vital information are at UN’s disposal. As we can see in the discussion that will follow, the UN is caught in situations where it even finds itself inadequate at some moments during the tension in Rwanda. On why the United Nations (and other international agencies) did not take further steps to prevent the genocide from occurring In the international community, no one anticipated the kind of horror that happened. It was only the only close observers that the genocide will certainly happen. The messages (that is, the warnings) remained unclear for the international agencies including UN. In a report headed by Howard Adelman et al, the vague messages are found in four areas: â€Å"contradictions in the international system; the UN structure; attitude of senior officials towards messengers and inadequacies in the message sent; and interference.†[20] UN’s principle in neutrality when it comes to information gathering isn’t necessarily applicable it times when international peace and security is under serious threat. This prevented the UN to arm itself with the capacity to collect and analyze information, which are vital when it comes to conflict management, during the tensions in Rwanda. [21] Another factor that caused UN’s failure in conflict management in Rwanda is that it is trapped between disinterested nations, Tanzania and US. These nations, especially US, showed no intentions to share its collected and analyzed (a result of CIA’s ‘desk-analysis’) information to UN.[22] The structure of the UN gives power to the Secretary General to give permission to UNAMIR for an immediate action to intervene in the plot for genocide in order to prevent it from happening. However, this power is not maximized in the case of Rwanda. One reason is that UN lacks staff. (Rwanda is only monitored by one person.) However, the deeper reason lies in the restructuring of the Secretariat since 1990. It is here where UN lost its capacity to collect vital information that can be analyzed and used as basis for making contingency plans. The distribution of the Secretary-General of his responsibilities to other agencies and departments also left the DPA, which should play an essential part in conflict management, lacking in logistics to carry out the task.[23] Another area that prevented the UN to take further actions is the messengers. The agencies that are associated with UN are reluctant to divulge information. That is to say, they are suspicious as to how the political and military information will be used. One thing more is the propaganda that the Hutu-dominated mass media spread. This made many, including members of UN, suspicious of the circulating information. Even the UN Secretary-General realized the disadvantage of not having the mass media on UN’s side. Mass media might have been played an important source for information. As mentioned, UN did not expect the magnitude of the event that happened. First, just because genocide is rare, the UN concluded that it will not happen at that time in Rwanda. Second, it is confident in the Tsutsis, blind to the fact that these people are also miscalculating the conditions around them. (The Tsutsis also did not expect that the rest of the world will walk out from Rwanda the moment the Hutu extremists (militia, armed forces of the government and even civilians) tries to erase them from the face of their own country.[24] There are other factors that prevented UN from thinking clearly and thereby also preventing it from acting accordingly. First, the UN is completely confident of the Arusha Peace Agreement. Second, their sense of judgment was clouded by its past experience in Somalia. Before the genocide broke out, the situation in Rwanda is peripheral compared to many other global issues that the UN is paying attention to.[25] The Special Rapporteur of the Commission on Human Rights and other human rights agencies, as well as the RPF used the word genocide in the reports they made to UN. However, the ambiguity of the definition of genocide also created confusion on the messages conveyed to UN.[26] Another thing is that the UN seems to not learn from what happened in Burundi just six months before the Rwanda Genocide happened – around 50,000 to 100,000 people were killed. Rather than considered as a political conflict, the conflict between the Hutus and the Tsutsis were considered only as a continuing ancient feud.[27] Conclusion and Recommendation Clearly, the United Nations failed in conflict management in Rwanda. This is because it lacks the vital factors in order to carry out the task. The UN sent UNAMIR to ensure peace in Rwanda. UN becomes too confident that no genocide will occur. The UN had received warnings about the Hutu-planned genocide, but ignored it because of a complex web of factors. In some of the situations, UN is caught between states, which are members of UN, which has their own motives regarding the situation. If examined, UN failed in information gathering that is very important in conflict management. The UN should reassess its structure in order to make collecting information and making in-depth analysis more efficient. (Remember that UN lost most of these capacities when it restructured its Secretariat.) This is in connection to the Rwanda Report’s recommendation that the UN should improve its early warning capacity. And this can only be done through improving its coordination with various institutions. As suggested by the Report, the UN should improve its capacity â€Å"to analyze and respond to information about possible conflicts, and its operational capability for preventive action†. In this context, the report suggests that â€Å"further enhancement of the cooperation between different Secretariat departments, UNSECOORD programmes and agencies and outside actors, including regional and subregional organizations NGOs and the academic world, is essential.†

Ecology Case Study Example | Topics and Well Written Essays - 250 words - 1

Ecology - Case Study Example The expected time of extinction is approximately 1400years. 6. What would T(N) be for the killer whale population at its largest and smallest sizes? If a population grows just by chance, does this mean that its prospects for long-term survival improve? Assume that the sample standard deviation of r in the spreadsheet accurately estimates the underlying value of S. 7. If this were always the case, why should we be worried about small populations? Under what conditions might you expect a population not to increase when reduced to low population size? This certainly has been the case for many endangered species that have gone extinct or now teeter on the edge. Do some populations simply not â€Å"have what it takes† to maintain healthy levels? Few fertile males à ·if a population contain only a few fertile males, the rate of growth will be low since only a few females will be fertilized. This will lead to few births than deaths, hence the population will approach extinct

Individual and society Essay Example | Topics and Well Written Essays - 1500 words

Individual and society - Essay Example Psychosocial explanations have emerged in an attempt to explain the different holdings on sex and gender values. This essay will discuss the new unifying religion in the society in relation to the different explanations used to describe the interpersonal and societal relations. The essay will also discuss on the love personality of Victoria Beckham and Hillary Clinton together with my view of their involvement into romantic affairs. The essay will also incorporate the societal expression of romantic love and the different perceptions in the modern society compared with the traditional expressions. Other groups that have emerged to express on gender issues include human sexuality researchers, religious liberals, and secularists. Others have described romantic love and desire to be a different religion and have dominated in areas like America. They believe that it is one religion that brings total fulfillment and is covered in music, movies, and writings too (Brown, 2006: 183). The modernized societies give individuals the freedom to choose on their involvement into romantic affairs at the individual desire to do so. This is unlike in the traditional societies where individual choice of partners was not given the opportunity and rather the elderly in the society did match making. According to the American’s love religion, they have even set aside a high holy day of the romantic faith in February and they call it Valentine’s day. This religion recognizes that shortcomings and disappointments are inevitable since the standards set by individuals are too hard for humans to meet (Beck & Gernsheim-Beck, 1999: 76). This religion recognizes the individual desires to give pleasure at the expense of other sources of joy like sports, play, friendship, careers, and travelling, which give pleasures from different dimensions. The religion holds that, lack of romantic love results to isolation and malnutrition of emotions. There exists detrimental effects of

Different lan Technologies

Different lan Technologies 1. AIM To learn about different lan technologies and to design a network based on these lan technologies and to simulate these networks by a simulation tool know as opnet and by putting different loads on these networks and to study the performance of these networks. 2. Overview   Ã‚  Ã‚  Ã‚  Ã‚  Local area networks (LAN) are a group of devices which communicate with each other in a small geographical area like within a room or within a building. There are different topologies in LAN which are designed according to usage, cost, amount of traffic flow. The different topologies are star topology, bus topology (Ethernet), ring topology, FDDI. The main aim of this project is to design network and compare different lan topologies and to simulate these networks by putting different network loads and to analyse how these networks behave to the different traffic loads and by running the simulation for a long time. Analyse the results and then to decide which topology is the best. This project has been suggested by Dr Diane Gan. This project meets the guidelines of the Masters project and the requirements of the programme that i am studying and as i will be able to design an network and simulate it using opnet and to vary the traffic load and to analyse the result of the simulation and to decide which network topology is the best and efficient. After completion of the project i would be in a situation to tell about different parameters of the network like delays, packet inter arrival time, link utilisation, packet loss. 3. Objectives Literature review of different LAN topologies To design different LAN topologies Simulate different LAN topologies by varying the traffic loads say about 20%, 40%,70%,80% Analyse the quality of service (QOS) when an particular load is applied. To compare and analyse the results based on these simulations To decide which topology would be the best, looking at the results of the simulations and to suggest which topology would be better. How the objectives will be achieved Research on different networking books and different publications like IEEE, ACM etc. To learn to use opnet. Using opnet to design different LAN networks. To simulate these networks with different traffic loads like database traffic, ftp traffic, email traffic, web surfing, voip, video streaming, printing. To collect and put the result of these simulations on spreadsheet and to analyze the results. To check the results like loads at servers, packets loss, packets delivery time, utilization of the links. To plot the results on graph To decide which network topology is the best based on the results. 4. Resources To complete this project i would require Opnet Modeler A computer with high configuration so that i could store the network models and the simulations. 6. Initial References Computer networks- Andrew S. Tanenbaum Pearson education international, 2003 Network simulations with OPNET by Xinjie Chang, Winter Simulation Conference, Proceedings of the 31st conference on Winter simulation: Simulationa bridge to the future, Phoenix, Arizona, United States 1999

Research and Analyze a Real Life Conflict Essay

The problems arising from today’s workforce diversity are caused not by the changing composition of the work force itself but by the inability of work organizations to truly integrate and use a heterogeneous work force at all levels of the organization (Ibarra, 2003). Granted, some corporations are including diversity goals in their strategic planning and are changing organizationwide policies, but even those changes are focused mainly on internal processes of the organization. This article’s main argument is that organizations need to expand their notion of diversity to include not only the organization itself, but also the larger systems that constitute its environment. Organizational policies and actions that are inclusive can benefit all system levels from the individual worker through the work organization to the wider community. The concept of â€Å"the inclusive workplace,† introduced here, refers to a work organization that is not only accepting and using the diversity of its own work force, but also is active in the community, participates in state and federal programs to include working poor people, and collaborates across cultural and national boundaries with a focus on global mutual interests. The inclusive workplace is defined as one that values and uses individual and intergroup differences within its work force cooperates with and contributes to its surrounding community alleviates the needs of disadvantaged groups in its wider environment collaborates with individuals, groups, and organizations across national and cultural boundaries. The social work profession can play a key role in the conceptualization and implementation of such a model for the workplace. The value system reflected in this model is congruent with basic social work principles, and the skills needed to implement programs to increase workplace inclusion are consistent with professional social work skills and competences. The issue of diversity and inclusion takes on special urgency in human services organizations. Women and racial and ethnic minority groups are disproportionately represented among the clients of human services agencies as well as in their staff (Henderson, 2004). The extent to which workers from diverse backgrounds feel included in the organization may have a direct bearing on their job satisfaction and commitment and influences the quality of services provided as well as the workers’ own health, mental health, and social functioning. This article presents a conceptual framework relevant to social work practice on the micro, mezzo, and macro levels. The question addressed by this article is not whether diversity is good for the organization, but how to manage it effectively. Viewed from an ecosystems perspective, the notion of organizational inclusion–exclusion is used as a focal point to examine two models–value-based and practice-based–for understanding and managing workplace diversity. The recent emphasis on the diversity of the work force in human resource management is based on historical developments. Civil rights legislation from the 1960s on had outlawed discrimination on the basis of sex, race, color, religion, pregnancy, national origin, age, and disability, excluding these factors from employment decisions (the Civil Rights Act of 1964 [P.L. 88-352], Pregnancy Discrimination Act of 1978 [P.L. 95-555], Age Discrimination Act of 1978, Americans with Disabilities Act of 1990 [P.L. 101-336], Equal Pay Act of 1963 [P.L. 88-38], and Vietnam Era Veterans’ Readjustment Assistance Act of 1974 [P.L. 93-508]). Triggered by the Rev. Martin Luther King Jr.’s plea that people should be judged by their character, not by the color of their skin, the intent of these laws was to provide equal opportunity to all. In 1965 President Lyndon B. Johnson signed Executive Order 11246 requiring â€Å"employers doing business with the federal government to develop affirmative action plans to assure equal employment opportunities in their employment practices.† The main rational for affirmative action programs was to compensate for past discrimination and to correct current discrimination. However, with the recent backlash against affirmative action programs (for example, California Governor Wilson’s [R] initiatives in roiling back affirmative action programs), companies may no longer be proactive in recruiting and retaining women and ethnic minority workers, unless they realize that such policies work to their benefit. Forecasts about the future predict an aging work force in which increasing numbers of women and members of racial and ethnic minority groups will participate. By 2020 white non-Hispanic people will represent 67 percent of the work force (down from the current 76 percent), Hispanic presence will be 14 percent (up from its current 9 percent), Asians will represent 6 percent (up from today’s 4 percent), and African Americans’ share of the work force will remain 11 percent (Ibarra, 2003). These work force demographic changes will mirror population demographic trends and will vary by region and state. The western states are rapidly becoming more diverse as Hispanic and Asian populations grow. The human services work force also is becoming more diverse with particularly high representation for women at more than 65 percent. These changes suggest not onl y a more diverse workplace, but also a more varied client pool in human services organizations, and they underscore the need for social work to develop practice paradigms for more inclusive work environments. The nature of opportunities for female, ethnic minority, and older workers has implications for the lives of these workers and their families, for organizational effectiveness, and for society as a whole. As a result of civil rights legislation, affirmative action programs, and workplace policies to promote diversity, acquiring a â€Å"boarding pass† to corporate America has become less of a problem for women and ethnic minority workers than being included in the corporate culture and power structure (Ibarra, 2003). Exclusion from organizational information and decision-making networks has been identified as one of the most significant problems facing today’s diverse work force. The inclusion–exclusion experience is one that has deep social–psychological roots for human beings, given their dependence on others for the provision of even the basic needs of food, shelter, and clothing (Henderson, 2004). Mor-Barak and Cherin (1998) conceptualized inclusion–exclusion as a continuum of the degree to which individu als feel a part of critical organizational processes such as access to information, connectedness to coworkers, and ability to participate in and influence the decision-making process. Research on social demography in the workplace indicates that women and members of racial and ethnic minority groups commonly find themselves excluded from networks of information and opportunity. Similar trends are evident in human services organizations where women and ethnic minority groups, particularly African American women, are more likely than other employees to occupy the lowest-ranking positions. These experiences, in turn, are linked to limited job opportunities, delays in career advancement, and higher rates of turnover (Giagalone & Beard, 2004). Clearly in democratic countries, where equal opportunity is an important national value, promoting fairness and economic opportunities to underachieving members of society is the right and ethical thing to do. Exclusionary organizational practices are destructive for individuals who suffer from their economic, emotional, and social consequences as well as for organizations. Work organizations, therefore, need to create and sustain a culture that accepts individual differences and encourages differential contributions to the work environment. In other words, they need to strive to become inclusive organizations. The welfare-to-work reform efforts can be conceptualized as an opportunity to make the work place more inclusive with respect to socioeconomic status. Welfare reform, enacted by the Personal Responsibility and Work Opportunity Reconciliation Act of 1996 (P.L. 104-193), ended 60 years of public assistance programs in which the sole criteria for continued aid was dependency, poverty, age, or disability. A key component of the act is the termination of welfare benefits after a maximum of 60 months, with the expectation that benefit recipients will find jobs by that time. Because of welfare reform, more and more welfare recipients will enter the labor force. Traditionally, employers have had limited involvement or interest in welfare reform and have not viewed working poor people as an element in organizational life worth substantial investment. An inclusive workplace sponsors and supports projects to help former welfare recipients overcome barriers to employment. The programs focus on overcoming barriers to employment faced by mothers with young children, who make up the majority of AFDC recipients and poor families (Giagalone & Beard, 2004), and assists former welfare recipients with child care, transportation, housing, and health care expenses, which are the main barriers to employment faced by this group (Ibarra, 2003). The programs also provide on-the-job training to allow welfare recipients to improve their job skills and increase their wages and benefits. The economic benefits include improved wages for this segment of the population that increases the pool of consumers with discretionary income. Also, better treatment of low-wage employees who are often frontline workers improves the company’s customer relationships. In addition, value-based organizational practices are often attractive to customers. Companies gain a more loyal work force (given that it is treated well) that is committed to the organization and has lower turnover rates as a result (Giagalone & Beard, 2004). With the expanding economy and the current and anticipated labor shortages, employers may need to expand their employee pools by taping into the potential resource of former welfare recipients. A strong corporate commitment to hiring and retaining former welfare recipients that includes help with employment barriers can facilitate the difficult transition and increase the chances of long-term employment. In addition, opening up advancement opportunities for this population may increase their chances of obtaining higher-paying jobs with better benefits that will release them from the vicious cycle of low-paying jobs that do not leave much income above the job-related expenses such as child care and transportation. The main obstacle here is a limited corporate vision. Companies often focus only on the immediate needs and objectives of the company rather than considering the bigger picture that includes moral and ethical values as well as labor-force trends and the larger organizational environment. The other obstacles are stereotypes held by management and workers against welfare recipients and against people of color. The latter is based on a common misconception that the majority of welfare recipients are people of color when, in fact, the majority are white (Giagalone & Beard, 2004). Social workers can help organizations overcome the â€Å"one-size-fits-all† approach that has been wide spread in the area of diversity training. The risk of this approach is that although these interventions may be effective in sensitizing workers to people who are different from themselves, they do not deal with organizational structures and policies that may foster wrong treatment of people from diverse backgrounds. In the context of human services organizations, the need to understand exclusionary practices is particularly important in light of the disproportional representation of women and ethnic minority individuals in their staff (Ibarra, 2003). With their knowledge of human behavior, discrimination, empowerment, and group dynamics, social workers can initiate focused interventions such as diversity training, work groups with women and ethnic minority constituencies, and mentorship programs to facilitate the inclusion of women and ethnic minority workers in management and supervis ory positions. Using an ecosystems approach, the model outlines four systems levels, from the micro to the macro, that are relevant to understanding and implementing the model. Although this approach is well embedded in social work values and principles, one must remember that the workplace is a host environment that is often not open to social work intervention. To propose such innovative programs to businesses, social workers need to be entrepreneurial in their approach and be able to translate their ideas into â€Å"business language.† For this reason, this article provides research-based data that demonstrates the benefits of inclusive organizational policies for the company’s economic well-being. The use of such data is essential when approaching management with an innovative idea for a program to help, for example, former welfa re recipients, or for a community-based shelter for the homeless. References Giagalone, R. A., & Beard, J. W. (2004). Impression management, diversity, and international management. American Behavioral Scientist, 37. Henderson, G. (2004). Cultural diversity in the workplace. Westport, CT: Quorum Books. Ibarra, H. (2003). Personal networks of women and minorities in management: A conceptual framework. Academy of Management Review, 18.