The Differences in Views About Human Nature free essay sample

He believes that â€Å"Individual effort was needed to cultivate oneself, but one’s natural tendencies were good to begin with. In this way, Mencius has integrated elements of Taoism into his theory. Basically, people are born well with good intentions, but they must work to maintain their good nature. Mencius says, â€Å"Every person has a heart-mind which feels for others† . He applies this to a famous example – if one witnessed a child falling into a well, it is not possible to not feel anything. Every person has the heart-mind that would be shocked and sympathetic, which may become the motivation to act and save the child. It would not be for the sake on being on good terms with the child’s parents, or be praised by the neighbors . However, if one listens to their senses of desire, â€Å"I don’t want to be involved† or â€Å"If I try to save the child, I might injure myself in the process†, then they would stop themselves from helping. We will write a custom essay sample on The Differences in Views About Human Nature or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It is important to point out that Mencius did not mention anything about how ones responding â€Å"act†, and that it is having the â€Å"feeling† that counts. On the other hand, Xunzi believed that human nature is bad. Nobody is born with principles accustomed in their nature. For that reason, people must be educated and cultivated in ethics to become good. Human nature is evil, and goodness is caused by intentional activity. â€Å"A person is born with feelings of envy and hate. If he gives way to them, they will lead him to violence and crime, and any sense of loyalty and good faith will be abandoned. † However, he also believed that, although human nature is bad, people still have the capacity to becoming good. For example, a great leader like Martin Luther King was born no differently from Adolf Hitler. They both inherited the same nature at birth. Applying Xunzi’s theory, the differences would be that one practiced benevolence and righteousness, as well as followed the proper rules and standards, and one (Hitler) obviously did not. This also suggests that these elements are principles that have to be known first before being put into practice. It is about the environment that one is brought up with that influences the way one acts. If you do not know a man, look at his friends; if you do not know a ruler, look at his attendants. Environment is the important thing! Environment is the important thing! As for the basis for ruling a country, I would personally choose Mencius’s assertion of human nature is good. For example, if the leader of America thought about Iraq in Xunzi’s perspective, that human nature is bad, they would be on guard and suspicious of the motives of the Iraqi people. This leads to the feeling of unease and both sides are tensed. The inability to trust will result to both countries expecting the worst, and therefore making the situation more aggravated and war will be more likely to break out. While, by thinking in Mencius’s perspective, America would only assume the good in Iraqi people, and that there can be a solution made through a mutual understanding through trust, decency and self-actualization. No more nuclear weapons will be produced and less conflicts will happen, which leads to less innocent people dying. It is better to assume that people are born good, so it is easier to feel security and trust each other. 100% Mencius for everyone is the perfect recipe to WORLD PEACE. That’s right.

Life In Dithyrambic Chorus Essays - Ancient Greek Theatre, Dionysia

Life In Dithyrambic Chorus Upon the setting sun I, Hecubus, fondly recall the days of pride and honor I felt in my tribe, as a member of a dramatic, dithyrambic chorus. Acting was not simply my occupation, but a lifestyle highly revered and respected by my fellow Athenian citizens. We entertained, taught moral lessons of the past, illustrated human flaw, but most importantly, we gave the audience a release. During the time I preformed with my chorus, drama was closely tied to the polis, joining the people, the government, and the Gods through public festivals. I felt immense pride to have played and active role in the community bond that was created. The most important of these festivals was, and remains, the City Dionysia. The exhausting four-day competition was held every spring, in honor of the god Dionysos (Amos and Lang 129). The festival opened with a formal and elaborate processional, where I and my chorus of fifty men would perform ceremonial dances at numerous alters, and ended with sacrifices of wine and sweet meat at the sacred precinct of Dionysus. This was a most glorious event surrounded in the beauty and rebirth of the land! A statue of Dionysos, guided by the intense glow of torchlight, was then carried into the theatre and a reenactment of Dionysos' initial entry into Athens was preformed. This statue was a constant presence in the theatre. City Dionysia was highly attended and drew visitors and men of political power from all of Greece. The crowd was not afraid to get into the performances...many times they would cheer and boo, and occasionally throw things at us. Three of the four days were reserved for tragedies, and the fourth day was for satyr and comedies (Cameron and Gillespie 74). Between the great plays, the dithyrambic contests would be held, where the choruses, including my dynamic troupe, would battle each other for the prize. Wine was abundant, and the all day plays and hard stone benches seemed to effect men's attitudes. Many times I found myself trying to sing passages over the liveliness of the audience, but it was because of this festival that I became commonly known in Athens. The origin of theatre dates back to religious choral dances that were preformed in simple grain threshing circles. One member of the chorus recited his verse or monologue with the other chorus members (Amos and Lang 130). These primitive religious choruses resembled the organization of the tragic chorus found in the festival. The tragic chorus served as a main part of the tragedies, but were not central. Through lyrical chant they served to move plot along, or recount the action in the performance. These thirteen men shared the orchestra with the three actors. The tragic chorus's main form of expression was dance and song, accompanied by a flute-player (Amos and Lang 130). The dithyrambic choruses, which I was a member of, worked as a dramatic team and was the only action on stage (http://www.cs.utk.edu/~mclennan/OM/BA/PT/BA/JO-CD.html). Unlike the organization of the tragic choruses, we were not limited by any genre of theatre and could participate in the dark tragedies, as well as comedies if needed. But primarily, always arranged in a circle, our impressive dance entertained between contests at the festivals (Cameron and Gillespie 85). We were fifty men strong and competed specifically for the dithyrambic chorus. Five Greek tribes consisted of choruses of men; the other five were primarily made up of boys. Not only did we have to be tribal members, but also citizens by birth. During the time that we trained or preformed, all dithyrambic chorus members were exempt from military service. A typical training session would last about eleven months, consisting of vocal, strength, and gesture training (Cameron and Gillespie 73). The vocal training was the most intense exercise, and would leave my voice harsh, and rough. The intent was to articulate and pronounce everything perfectly, be it in song or slow verse. Voice and diction were the most important aspects to the choral odes, and our training consisted of many hours in full costume to perfect the art. Many days I thought that the military service would have been easier! Gestures were expected to be very rigid and distinct, but most importantly they had to be large. During performance we were required to be in top physical shape due to the stamina required to beat the intense heat and dry air. For all performers, not just chorus members, costume limited our tools of expression to voice and gesture. No women were allowed

Analyzing Eye of the Tiger essays

Analyzing Eye of the Tiger essays Poets and song writers use different literary elements to embellish different aspects of the poem. Some use the elements to make the reader look at certain parts of the poem differently and others may use them to give a poem feeling. In Eye of the Tiger, Jim Petik uses imagery to compare the struggle of person to that of a tiger and also repetition to let the reader know that a person should never give up on their dreams. The song is written in ballad form, which also enhances the main idea of not giving up by showing the reader that dreams do come true. In the third stanza, Petik uses imagery to make the reader envision a tiger hunting its prey. The first two lines of the stanza Petik writes, Face to face, out in the heat. Hangin tough, stayin hungry. He is comparing the hardship of a person trying to reach his goals to that of a tiger hunting for food. In the last two lines of the stanza it says, Still we take to the streets, for the kill with the skill to survive. In those two lines, Petik combines the two different worlds using the word street referencing the person, and kill referencing the tiger. Eye of the Tiger is meant to be a motivating song; hence, Petik repeats certain lines making sure that, whoever the reader might be, they will have the strongest lines implanted into their mind. He repeats the refrain three different times throughout the song and the most important line in the refrain is, Its the eye of the tiger. The eye of the tiger is the look in someones eyes when they feel like theyre unstoppable. Petik repeats that same line four more times at the end of the song which gives the reader a lasting impression that he or she has the eye of the tiger. He also repeats the phrase risin up once at the beginning of the song, and then ag...

Parts Per Million Definition

Parts Per Million Definition Parts per million (ppm) is a commonly used unit of concentration for small values. One part per million is one part of solute per one million parts solvent  or 10-6. Parts per million and other parts per notations (e.g., parts per billion or parts per trillion) are dimensionless quantities with no units. Preferred methods for expressing parts per million include  Ã‚ µV/V (microvolume per volume),  Ã‚ µL/L (microliters per liter), mg/kg (milligram per kilogram),  Ã‚ µmol/mol (micromole per mole), and  µm/m (micrometer per meter). The parts per notation is used to describe dilute solutions in chemistry and engineering, but its meaning is ambiguous and it is not part of the SI system of measurement. The reason the system is ambiguous is because the concentration depends on the original unit fraction that is used. For example, comparing one milliliter of a sample to a million milliliters is different from comparing one mole to a million moles or one gram to one million grams. Sources Milton R. Beychok (2005). Air Dispersion Modeling Conversions and Formulas. Fundamentals of Stack Gas Dispersion (4th ed.). Milton R. Beychok. ISBN 0964458802.Schwartz and Warneck (1995). Units for use in atmospheric chemistry (PDF). Pure Appl. Chem. 67: 1377–1406. doi:10.1351/pac199567081377

LEADERSHIP AND CHANGE MANAGEMENT Essay Example | Topics and Well Written Essays - 2750 words

LEADERSHIP AND CHANGE MANAGEMENT - Essay Example In order to meet the new business situation, the company had to implement many changes. This paper investigates the change that has taken place in SMC since the acquisition. The research provides company’s profile and its history as a basis for further investigation on the influence of the acquisition and a new parent Sinosteel Corporation (Sinosteel) on the Midwest Corporations. The purpose of this study was to research and critically examine the change process in SMC, analyze the impact of the change on employees and on the company as a whole. Some critical review and recommendations are based on the leadership knowledge. The methodology of the study implies a review of related academic journals that helped to examine the company’s changing process. A questionnaire was filled in by SMC employees to provide the researcher with a clear picture of how in particular the change was implemented. A list of key questions will be made for interviewing a SMC decision-making exe cutives was based on the data collected from the questionnaires and conceptual framework from the journals. 2. Introduction and Objectives The purpose of the study was to review and critically analyze the changing process that took place in Sinosteel Midwest Corporation. Before the acquisition the company was operated by its founder and several major shareholders, as top executives and broad members. Most of these executives (i.e. broad members) left the company having sold their shares to Sinosteel, the company’s current owner. The major objectives of the company were changed too. Previously, the main goal of Midwest was looking for strategic investors (business partners) to finance the company’s iron ore projects development. Midwest was then supposed to use its revenue from selling iron ore to pay back to the investors. To change the situation, Sinosteel, as one of the biggest Chinese iron ore traders, does have an ability to finance the project development and, at the same time, provides a big demand for SMC’s iron ore. Since financing is not a problem anymore, SMC’s core business has changed to work more efficiently on the development of iron ore projects. A serial of change from business strategy to organizational structure have been made to meet the new situation and new requirement. Therefore, this study has explored how the SMC’s management team designed its new strategy and new structure for them to correspond to the new conditions the company works in after the acquisition. The research also examines how the change implementing process was leaded by a new Chinese Managing Director and whether the company’s leadership was effective enough as to implement the changes successfully. The impact of the change on both SMC employees and the company in general has been reviewed. Finally, the study provides some recommendations on how such changes can be implemented more effectively and what lessons other businesses c an learn from SMC’s experience? 3 Organizational Context – Sinosteel Midwest

Group Research Project Essay Example | Topics and Well Written Essays - 1500 words

Group Research Project - Essay Example Jack Treynor introduced the concept of the capital asset pricing model to build on diversification and modern portfolio theory introduced by Harry Markowitz (Levy, 2011). Capital asset pricing model is simple to use; this has made it possible to retain popularity despite the modern approaches to asset pricing and portfolio selection. This financial project aims at analyzing a given equally weighted portfolio, which constitutes five types of stocks listed in the Australian Stock Exchange. The project will measure the rate of return on securities of Woolside Petroleum, Santos, Oil Search, Aurora Oil & Gas and Beach Petroleum. The systematic risk will be determined using Beta as the basis of measurement. The project will also evaluate the performance of the selected stock using the capital asset pricing model. The result from the analysis is beneficial to both current and prospective investors when making investment decisions. The analysis will also enable investors to decide whether to add their investment assets to the existing portfolio by finding non-diversifiable risk in the investments. The project will consider thirty-six observations consisting of monthly rates of return between January 2010 and December 2012. This will act as a representative sample for estimating the risks involved in each class of stock. Prior to estimating the capital asset pricing for the selected portfolio, the model will be tested for each stock. The Background of Companies Woodside Petroleum Woodside Petroleum Limited explores and produces petroleum in Australia (Roth, 2011). Woodside is Australia’s largest independent and dedicated oil and gas company with headquarters in Perth, Western Australia. The company is listed on the Australian Securities Exchange. Woodside focuses on the exploration, assessment, development, processing and supplying relative products and services. Santos Limited Santos limited produces and supplies oil and gas to its Australian and Asian customers . The origin of Santos is traced back to Cooper Basin since the year 1964 (Roth, 2011). The company is one of the largest suppliers of oil and gas to the domestic and foreign markets. Presently, Santos has an exploration-led Asian portfolio focusing on three countries including Papua New Guinea, Indonesia and Vietnam. Santos focuses on explorations, exploiting, processing, transportation and marketing of hydrocarbons. The company has over 3,000 employees in Australia and Asia. The foundations of Santos are based on sustainable operations and collaborating with host communities, business partners and shareholders. Oil Search Limited Oil Search Limited is Papua New Guinea’s largest oil and gas producer, which was incorporated in the year 1929. The company has a 29% interest in the world scale Papua New Guinea (PNG) LNG project (Roth, 2011). Oil Search Limited is a public listed company on the Port Moresby and Australian stock exchanges. The Independent State of Papua New Guinea holds 15% of the company’s interest, and this is the largest shareholder in the company. Oil Search Limited has launched exploration activities in Papua New Guinea, Kurdistan, Tunisia and Yemen. Aurora Oil & Gas Aurora Oil & Gas Limited, founded in 2005, is an Australia based oil and gas exploration and production

Black Female Executives in Corporate America Essay Example for Free

Black Female Executives in Corporate America Essay Black female executives are a symbol of what determination and hope can achieve that despite the odds and perceptions, people can achieve anything they set themselves on regardless of their cultural backgrounds. Reaching the top for these women has been a journey which dates back way before slavery when women lived and followed the African traditional settings which governed every aspect of their lives. In this setting, the women were subordinate to their men and their duty was to look after their families. Evolution has since changed these perspectives after the civil war that liberated the black people such that they were able to own property and even work in state organizations. In addition, the African people had the power to be educated. Over the years, African women have continually struggled to be the best academically as well as professionally such that they have even outshone their fellow men. â€Å"By 1994, there were more black women as compared to the black men who were employed especially in white collar jobs in corporate America (Tucker, 1994). † Thanks to institutions like Equal Employment Opportunity Commission (EEOC), there has been significant growth of blacks taking up leadership roles in corporate America (Benjamin, 84). In the managerial positions, black men are slightly more than the black women but still the number of women in managerial positions between the years 1982-1992 had increased by 64% (Tucker, 1994). This positive figure has encouraged other black women to undertake leadership roles hence adding up to the increasing figure. Black women representation in the corporate organizations cannot be compared to the rise of white women in the top managerial positions whose numbers have increased over the last decade. This is illustrated by 32% of white women managers who were executive leaders as compared to 14% African American women in similar positions who earned less than them in the year 2000 (Ely, 2003). This shows that as much as the black women are making it ‘big’ there are several factors that hinder their rise to such positions. â€Å"By the year 2001, African American women remained in the shadows and remained invisible hence they were ranked in the corporate businesses either according to gender as well as race (Bell Nkomo, 2003). † Reasons for lack of black females in executive positions Though there are a few known black women executives in the corporate world it does not necessarily mean that they are not learned enough or that the positions are limited. The major issues limiting the black woman from getting to the top of the corporate ladder are gender and race. Certain stereotypes which are mostly negative are likened to the black female. â€Å"They are considered to be aggressive and very direct (Caver, 2002). † Such characteristics make them unsuitable for leadership positions in big organizations hence limiting their chances of advancing their careers. Black women are not exposed to educational opportunities like their male counterparts as well as white people. This is because most of them come from poor backgrounds and therefore their education is limited up to a certain level when the funds they have can allow. That is why they usually get casual jobs and work as subordinate staff in organizations. Another issue that has contributed to the lack of black females in executive positions is the perception that such positions are the strongholds of men hence organizations mostly employ male colleagues. These factors make it harder for the black women to be promoted to executive positions as they are not only judged by the way their race but also according to gender. Challenges the black women executives face The rise of the women in the corporate world does not really mean that it is all rosy at the top. Though the experience is rewarding some of them are frustrated. The few African American women in executive positions are faced with several challenges in the course of their work. They have to continually convince people and prove to their colleagues that they have what it takes to run organizations. To begin with their salaries are low as compared to those of their fellow black men in similar leadership positions. Most of the African American women in the top managerial positions are considered as vulnerable employees. They are given those positions that can be easily scrapped off when the company restructures itself (Tucker, 1994). They do not therefore get the chance to play major roles in organizations especially in terms of decision making as sometimes they do not have jobs to do. This makes them feel inactive and feel as if they were just put in those positions to enhance the good image of the companies they head as being good an equal employer. â€Å"Some companies just put the women up there so that they can show their corporate allies that they are not biased against any race or gender (Lamont Molnar, 2002). † †¢ Lack of strategic relationships Relationships define how people will relate with each other in the organization. When the black women are not supported by their employers, then it becomes hard for them to relate with them in proper ways and this affects their work relationship. The relationship between black and white women in the workplace is also strained. This is because white women do not interact often with black women on organizational matters hence they have little knowledge on some of the racial perspectives; the black women have to deal with. â€Å"They feel white women do not care about black women issues and concerns (Caver, 2002). † This has made the black women feel betrayed by them and no wonder they do not relate with them well (Bell Nkomo, 2003). This scenario has strained communication between the two groups and they never engage in constructive activities. They have been reduced to clicks that support their own members and rarely will they support the promotion of the opposite colleagues to such leadership positions. If the black women cannot relate well internally with their colleagues, it is therefore hard for them to form corporate relationships with people from other organizations as well as their clients as they do not have people within the organization to link them to other business relations. †¢ Lack of mentoring and support African American women are never mentored; and if, on a limited scale. â€Å"This is because they are thought to have nothing in common with their white counterparts as well as black men (Caver, 2002). † Moreover, it is difficult for the black woman to fit in the white male-oriented ‘positions’ which is limited by the negative, historical, sexual racism between black women and the white men (Benjamin, 2005). For this reason, they do not get to improve on their leadership skills hence it is hard for them to be promoted to higher positions. In addition, when other people will start performing better than them, they are said to be incompetent and therefore they risk losing their jobs. The society is also not showing support for the black women corporate leaders who have managed to beat all odds and be the best. This is more so seen in the African American community where people think that they use their high positions to intimidate them. No wonder it is hard for them to find suitable husbands as the males feel threatened. †¢ Trust issues The few black women executives who are there are not trusted to make strategic and informed decisions by other colleagues in the workplace and that is why they have to struggle so much to build this trust which takes a long time. This is why some black women who can no longer cope with the pressure resign from their jobs. This has led to an increasing number of black women quitting their jobs. This is why the CEO as well as other colleagues in the workplace are left to wonder if race determines commonality or whether gender connects across racial lines and if the black women have their own leadership style that helps them navigate in the hierarchy (Bell Nkomo, 2003). †¢ Lack of access to business development opportunities Leaders need to continually sharpen their skills so that they are able to tackle problems that arise in the business cycle. Black women are usually sidelined in major activities and this limits their chances of growth in terms of acquiring skills and building strategic alliances. For example, a project may be designed which may entail people going for training but surprisingly, countable black women; if any, will be short listed. This makes them feel like an extra burden to the organization. †¢ Balancing work and personal life Just like all women, African American women have to place their families before everything else. They therefore have to ensure that they balance their personal lives as well as their works lest they fail in all of them. Sometimes it is not easy as in every place they are faced with issues and sometimes they do not have colleagues whom they can turn to for help. Impact on the black female work population The statistics might show that black women positions in leadership positions have increased but the experiences of African American women in such positions reveal another thing. Some women have said that they have watched their subordinate colleagues some who are not qualified be promoted to higher ranks while they, who have served the companies for longer periods, are stagnant in the same positions. â€Å"In addition, when they give ideas on anything, they are not taken seriously and this is adding up to their frustrations (Hesselgrave, 2009). † Such scenarios have made them feel diminished, have low self esteem and not feel like part of the organization. This has made them emotionally as well as psychologically disturbed as they cannot come to terms as to why so much hatred and seclusion is still in the society. The lack of back women executives in corporate America is not doing much to encourage young black women professionals to take managerial careers. They see on a daily basis on how their fellow black women in the corporate world are treated and nothing much is done to solve the issues. Some black women have had to succumb to offering sexual favors and bribes if they really want the positions. Such negative factors make the young ladies not wanting to be in such vulnerable positions hence they will opt to choose careers that they find pleasure in. Another impact is that organizations have been divided along racial and gender lines when ‘their own’ are not promoted to executive positions. This has inhibited progress in the organizations as decisions can not be made effectively because employees are not communicating and they are not performing well at their work because their issues are not being addressed. â€Å"This has also brought in unhealthy competition in the workplace as the different groupings of people have to find fault in each other so that they can use the raised issues as an excuse to make them appear better so that they can be favored (Ivancevich Gilbert, 2000). † In some instances, it has led to the formulation of policies which the minority group in this case, the African American women, use to give them an edge over other colleagues. Recommendations Women of all races play a major role in corporate organizations and that is why they should be encouraged to take the top most leadership positions if they are qualified. Some of the factors that need to be considered in promoting African American women in leadership positions include: ? Encouraging more black women to pursue leadership positions Educating and sensitizing the young black girls at a young age is important so that they take up leadership courses. This will make them more open minded at an early. The Federal State therefore should ensure that there is equitable distribution of resources such that black children can access proper schools like the rest of the children in major cities. African American women also need to be trained on political skills so that they are able to lead people in the proper manner thus become competent. ? Equal treatment Affirmative actions and the formation of women movements have played a vital role in rallying for equal treatment of women. More needs to be done so that the women can feel like they are part of the organizations they serve. The managers should therefore diversify employee groups and continually monitor to see how they are progressing and help then overcome the challenges they face. â€Å"The top managers should also be able to identify black women who are skilled and help them grow within the organizations they head (Lamont Molnar, 2002). † The human resource heads should therefore ensure that they recruit they staff equitably and not based on any kind of biasness so that when it comes to making decisions or selecting the right candidate for a particular top office, all the people will be represented therefore the right candidate will be chosen regardless of their back grounds. ? Respect and trust Respect starts with an individual when they identify their needs and they treat others the way they would like to be treated in return. Respect is a very important virtue that should be in every code of conduct since it determines how people will be treated. â€Å"Sometimes when white male superiors and black female subordinates as they are trying to amend their relationships they are faced with difficulties because of the lack of basis for identification which is mainly attributed to the fact that the motives behind them are not sincere (Thomas Gabarro298). † Without respect, then there is no trust as individuals will not trust people who treat them badly. People therefore need to learn to respect black women because it is the only way that will help them salvage their relationships, ease communication and enhance understanding each other so that productivity of the company can improve. It is also advisable to find trust agents if the matters in the organizations are too complex for the members to solve. Having an independent party helping employees and management to solve their problems will be good as they will not be biased. ? Educating the other employees on the negative effects of discrimination is also a positive step towards creating room for black female executives. Conclusion Operations in organizations are changing slowly by slowly to accommodate cultural diversity and people are beginning to embrace the work done by the black women as well as other minority groups. Black women executives nowadays can be found in almost all departments in the workplace and have even gone a step further to head multinational organizations. â€Å"Even in the wake of civil rights and women movements which have helped bring about gender equality, black women executives still face many challenges. African American women need to work harder to face out racism especially in this ever changing diverse world (Burk NCWO). †These women need to be supported in the work they do rather then being put down as they are also human and they deserve respect just like other individuals in similar positions in the society. Corporations therefore need to change their cultures and philosophies so that they attract more black women and retain them. Black women also need to show that they deserve the executive positions by being passionate about the jobs and ensuring that they are qualified for the positions. References Bell, E. L. J. Nkomo S. M. (2003). Our Separate Ways: Black and White Women and the Struggle for Professional Identity. Harvard Business Press, 5, 239, 5 Benjamin L. (2005). The Black elite: still facing the color line in the twenty-first century 2nd Ed. Rowman Littlefield, p. 70 Caver K. A. (2002). Leading in black and white: working across the racial divide in corporate America. John Wiley and Sons, 78, 80, 81 Ely R. J. et al. (2003). Reader in gender, work, and organization, Wiley-Blackwell, 2003 p. 343 Hesselgrave B. (2009). Business and economics. Under the Glass Ceiling? Throw Stones! Retrieved on April 2, 2009 http://www. miller-mccune. com/business_economics/under-the-glass-ceiling-throw-stones-1023 Ivancevich, J. M. Gilbert, J. A. (2000). Diversity Management: Time for a New Approach Journal of Public Personnel Management, Vol. 29 Lamont, M. Molnar, V. (2002). The Study of Boundaries in the Social Sciences Annual Review of Sociology journal, p. 12 National Council of Womens Organizations Burk M. (2005). 50 ways to improve womens lives: the essential womens guide for achieving equality, health, and success World Library, 2005 p. 124 Thomas, D. A. Gabarro J. J. (1999). Breaking Through: The Making of Minority Executives in Corporate America, Harvard Business Press, Tucker S. H. (1994). Black women in corporate America: the inside story; executive women discuss real-life workplace issues that face black women today Retrieved on April 2, 2009 http://findarticles. com/p/articles/mi_m1365/is_n1_v25/ai_15643636/