The Plea Bargain Stage of a Criminal Case

Due to the overburdened criminal justice system, the vast majority of  criminal cases  are settled through a process known as plea bargaining. In a plea bargain agreement, the defendant agrees to plead guilty rather than proceeding to a jury trial. When Does Plea Bargaining Occur? In a plea bargain deal, both sides gain something from the arrangement. The prosecution gains a conviction without the time and expense of a trial, while the defendant might get a reduced sentence or have some of the charges against them dropped. In some cases (for example, the Jaycee Dugard case), the prosecution will offer a plea deal so the victim does not have to go through the drama and stress of testifying at a trial. Factors Influencing a Plea Deal Whether or not the prosecution and defense agree to enter into plea bargain negotiations depend on several factors: The seriousness of the  crime itself.The strength of the evidence against the defendant.The likelihood of a guilty verdict at trial. Criminal Court Dockets Overwhelmed If the charge is very serious and the evidence against the defendant is very strong, as in the first-degree murder case against Casey Anthony, for example, the prosecution can refuse to enter into any plea deal. However, if the evidence in a case is such that the prosecution might find it difficult to convince a juror beyond a reasonable doubt, the prosecution may be willing to negotiate a plea deal. The reason the average criminal case is settled by a plea bargain is because of the overwhelming caseload facing the court system. Only about 10 percent of criminal cases go to trial. Reduced Charges, Reduced Sentence For a guilty defendant, the advantages to a plea bargain are obvious: either reduced charges or a reduced sentence. Sometimes, a plea deal can reduce a felony charge to a misdemeanor, a significant difference for the defendant. Many plea deals have resulted in a reduced sentence for the defendant. One hitch in the plea bargain system is the fact that the judge in the case does not have to accept it. The prosecution can only recommend the agreement to the judge, but cannot guarantee that the judge will follow it. Bargaining Prohibited in Some Cases Also, some states have passed laws prohibiting plea bargaining in certain cases. Some states will not allow a drunk driving charge to be bargained down to reckless driving, for example. Other states prohibit plea bargains for sex offenders or repeat offenders who may be considered to be a danger to the public. The plea bargain itself usually takes place between the prosecutors office and the defense attorney. Rarely do prosecutors bargain directly with defendants. Victims Considered in Plea Bargains For a plea bargain to be accepted, the defendant has to knowingly waive his right to a trial by jury and the facts in the case have to support the charges to which the defendant is pleading. Some states have victims rights laws that require a prosecutor to discuss the terms of any plea deal with the victim of the crime before making the offer to the defendant.

Othellos Flaws - 804 Words

The modern world generally prefers characters that have flaws and qualities that are more humanlike. As said by Nicholas Cage, â€Å"I like flawed characters because somewhere in them I see more of the truth†. This statement holds much truth as flaws illustrate who the character really is and what their true intentions are. Therefore, characters with imperfections are more likely to have more of an appeal to the public. Many stories, such as Othello by the famous playwright William Shakespeare, have characters that may seem flawless on the outside, but when imperfections are portrayed, the truth is exposed. The character Othello, from the tragedy Othello, is portrayed as faultless in many ways in the beginning. However, as the story goes on,†¦show more content†¦For example, Othello chose to react to the alleged love affair between Desdemona and Cassio in a negative way. This revealed his real thoughts and true colors. Truth is also revealed through the tendency of h umans to believe what others tell other people and what they want those people to believe. Othello shows many flawed qualities, providing a connection between the modern world and Othello.Iago is most definitely the character with more appeal in appearance, but has just as many well-hidden flaws, continually driving the plot. Iago manages to manipulate many other characters in a negative way, for example Roderigo and Othello. Throughout almost the entire play, Roderigo is easily deceived by Iago, due to Iago using him to his own advantage. Another flaw of Iago’s is that he underestimates the influence and ability of many minor characters, such as his wife Emilia. This major flaw leads to his downfall as his well-thought out plan falls apart in the end, mainly due to the boldness of Emilia. Iago also has a great want to be powerful, getting rid of those in his way. For instance, he kills Roderigo in the end for no good reason except that Iago does not want Roderigo ruini ng his great plot. Iago possesses many flaws that allow the public to view him as a realistic character. Iago’s various imperfections are what eventually bring about his own demise. He has a great thirst for power and revenge, making up only a few ofShow MoreRelatedOthellos Tragic Flaws746 Words   |  3 PagesOthello’s tragic flaws Rodrigo Diaz 5/13/14 William Shakespeare wrote many plays in the 1600’s, lots of them were tragedies. William Shakespeare’s plays often had the downfall of a hero in it. In the play Othello: the tragic hero, Othello who is a larger than life character has earned a high rank in life as well as the military. He is a much respected man even though he is black. And has married a white woman named Desdemona. But when he makes the decision to make Casio Lieutenant instead ofRead MoreOthellos Tragic Flaw Essays1208 Words   |  5 Pagesbecoming a military general. In the military Othello meets Cassio and Iago, he chooses Cassio as his lieutenant which upsets Iago. The promotion of Cassio begins to show jealousy in the play. Even though Othello is not a ruler in Venice, his tragic flaws are jealousy and gullibility, therefore Othello is easily manipulated by Iago because Othello feels the need to be accepted. Iago plans to revenge Othello for not choosing him to become lieutenant, and knowing that Othello is easily deceived makesRead MoreEssay on Othellos Tragic Flaw852 Words   |  4 Pagescharacter so typical of a tragic hero. It is this complete pity that makes the death of Othello so tragic as the audience lends their full hopeful support until the inevitable and unavoidable fall. The evil side of Othello’s tragic flaw came from without, in the form of Iago. The internal flaw exists only in his heartrendingly unshakable goodness and honor. One of the first impressions gained of Othello is that he is a great war hero. Before much else is said of him, tales of his skill and valor inRead MoreOthellos Tragic Flaw Essay example1082 Words   |  5 PagesOthellos Tragic Flaw The extravagant language and literary techniques used in Shakespeares Othello enhance the settings, characters, and themes. Othello, an intricate tragedy about good versus evil, loyalty, love, sexual jealousy, and appearance versus reality, is told in a first person point of view. The play is entitled Othello and the plot and action encompasses him, thus supporting his position of protagonist. The play takes place during the Renaissance in VeniceRead MoreOthello’s Dramatic Flaw in Shakespeares Othello Essay1347 Words   |  6 Pagesall of Shakespeare’s dramas. He enjoyed unheralded success in the combat zone, which gave him the reputation as one of Venice’s most competent generals. Even though he has great success in the battlefield, he has a dramatic flaw that causes a downfall in his life. The dramatic flaw that causes his downfall is jealousy. This was brought on by a simple persuasion of Iago, the evil character in the play. Even though Iago used extreme manipulation to get Othello to be jealous, Iago did not really have toRead MoreEssay on Othellos Flaw in Shakespeares The Tragedy of Othello810 Words   |  4 PagesOthellos Flaw in Shakespeares The Tragedy of Othello In Shakespeare?s play Othello, Othello himself is the tragic hero. He is an individual of high stature who is destroyed by his surroundings, his own actions, and his fate. His destruction is essentially precipitated by his own actions, as well as by the actions of the characters surrounding him. The tragedy of Othello is not a fault of a single person, but is rather the consequence of a wide range of feelings, judgments, misjudgments, andRead MoreEssay about Othellos Tragic Flaws983 Words   |  4 Pagestheir husbands. Their nest conscience is not to leave t undone, but keep t unknown...She did deceive her father, marrying you, and when she seemed to shake and fear your looks, she loved them most (â€Å"Shakespeare 1323†). This quote by Iago puts into Othellos mind that Desdemona may be cheating on him with Cassio. Othello then begins to question whether he was right to marry or not and although without proof, he believes in Iagos words. This is shown in his statement, â€Å"why did I marry? This honest creatureRead MoreOthello: Shakespeare vs. Parker Essay615 Words   |  3 Pagesleft out, along with many of Othellos monologues. This is unfortunate, because the depth of Othellos plight is not felt through the experience of the movie as much as it is through the words of the play. Shakespeares original text does a very good job of allowing the reader to feel understanding of and sympathy for Othellos feelings of jealousy while the movie trivializes these feelings and makes it appear that he is severely overreacting. The depth of Othellos torment is also glossed over inRead MoreOthello, By William Shakespeare1134 Words   |  5 PagesIn Shakespeare’s play Othello, there is love, jealousy, deat h and of course, a tragic hero. A tragic hero is one who experiences an inner struggle due to some flaw within his/her character; that struggle results in the fall of a hero. According to Aristotle, â€Å"A tragic hero is a character who is not eminently good and just, yet whose misfortune is brought about not by vice and depravity, but by some error or frailty†¦Ã¢â‚¬  (Aristotle, Poetics). Othello is an intricate play that dwells into the privateRead MoreEssay about Tragic Flaws of Othello1137 Words   |  5 PagesJealousy and Gullibility: The Devastating Flaws of Othello By: Ryan Mongon The tragic flaw is the most important part of the hero and the events that occur in the work is a reflection of that flaw. Ââ€" Aristotle The plot of William Shakespeares Othello is a tale of love, jealousy, and betrayal; however, the characters, themes, and attitudes of the works are different, with Shakespeares play being a more involved study of human nature and psychology. Othello is considered to be a prime example

Feedback and Control for Everyone

Question: Describe about the Feedback and Control for Everyone? Answer: Introduction Training and feedback are the two important factors that shape the career of an employee. Training enhances the ability of an individual and feedback enhances the employee to work harder for the betterment of the career. However, other than enhancing the performance of the employee, feedback and training also helps an organization to grow as a whole. Feedback from the authorities regarding a certain work done by the employee will motivate the employees to perform better. After recruiting the employees for an organization, the employees could be given some training, which will again help to enhance the performance of the employees. The better the employees will perform the more successful will be the organization where these employees are working. As a result, both the organization and the employees will be benefitted by effective feedback and training. Positive And Negative Feedback Feedback can be classified into two types: Positive feedback As the name suggests, provided an employee performs well, it results in positive feedback that in turn conditions the employee to work harder and perform better in future (Albertos and Mareels, 2010). Negative feedback Provided that an employee fails to perform that the organization has expected the employee to do, the employee will receive a negative feedback. It is upon the employee regarding the perception of the feedback; the employee can take the negative feedback as a challenge and work harder to achieve the goal (Armstrong and Armstrong, 2011). Training Understanding the work Training helps the employees to understand the work more effectively. As it is said, experience is the best teacher. Though every individual is recruited by depending on the individual capacity and knowledge, yet after recruitment training will help the employees to understand the work. Addition to the understanding of the work, training helps the employee to understand the goals of the work, achievements and so on. By understanding the company, the employees will get motivated by knowing the set goals and will work for the betterment of the company (Small Business - Chron.com, 2015). Improvement Other than training of an individual, training of a group, department or team helps in improving g the work quality. Training a group will help the team members to know the needs of the group and the members will also learn to cooperate and work together rather than work individually (Young, n.d.). Career development Employees join an organization not just to work for the organization but to develop the career as a whole. Training will help the employees to understand the path of the career growth, what are the qualities the employees already possess and which are the area that needs improvement. Training will help the employees to learn about the managerial skills, new business ideas that can be implemented in the future during the employees progress in the career (Stewart and Brown, 2014). Training as a message Whenever an organization provides training to the employees, the company sends out a message that they want the employees to grow in the career. Training of the employees shows that the organization values the employees. Along with the organizational growth, the organization thinks about the growth and development of the employees (McNally and Blake, 2010). Comparison Of Literature Findings From Alexander And John Hattie According to the authors, feedback can be classified into three types: Valid feedback As the name suggests, this kind of feedback depends upon the quality of work the employee is delivering or has delivered in the past. It depends upon the validity of work. For example, suppose a teacher starts giving extra stars to the students rather than normal checking the work, the more number of stars will motivate the student to work harder in future, and if the number of stars is not that good, then also the student will try to enhance the work to keep up the pace with the other students. Similar formula applies to an organization, positive feedback will enhance the performance, and negative feedback will help the employee to understand where the work is getting neglected and work harder to fulfill the requirements (Mayer and Alexander, 2011). Unjustified feedback Unjustified feedback is the type of feedback that is given to employee depending upon the personality of the employee. This kind of feedback is surely not justified by the part of the company. By judging the personality of an individual, an organization cannot judge the quality of work the individual will be able to deliver. Until and unless the organization witnesses the performance of the employee, it is not justified to give an unjustified feedback. Unjustified feedback, when teamed up with valid feedback, can be effective. Suppose in the past the employee has not reacted to any of the feedback, and then the organization will have an idea about whether the employee will react to any further feedback or remain unaffected as usual. In this case, unjustified feedback can be justified as the organization has already tried helps the employee, but it is the employee who has not tried to rectify the action (Armstrong and Cummins, 2011). Vague feedback Vague feedback can be slightly confusing for the employees as well as the reader. Vague does neither has any validity nor is it based on any true performance. Vague feedback is given to the employees who are not able to perform well in the organization. Even if the employee is not able to perform, the organization praises the work. It can work in two ways. Either the employee will get motivated and work harder or the employee will become laidback with the work. If the employee is true to the work, the employee will work harder after getting the feedback. Vague feedback can affect the employee negatively as well. The employee may stop working harder as positive feedback has already been received after contributing less amount of work. Contrast Among The Different Literature Findings On one hand, Alexander argues that the effective feedback will alter the behavior of the employees, as a result, will affect the performance of the employees. On the other hand, John Hattie emphasizes that the time when the feedback is given affects the perception of the employees. For example, an employee receives a feedback when that individual is going through a bad phase in personal life, the feedback might affect the mental condition of the individual and the performance may deteriorate rather than getting enhanced. So on one hand, Alexander stresses on behavior and the other hand, John Hattie stresses on time (Hattie, 2012). Regarding the outcome of the feedback, Alexander and John Hatties ideas contrast with each other. Alexander categorizes the outcome as positive, negative and neutral while John Hattie categorizes it as personal visualization. According to Alexander, the outcome of the feedback can be positive, as discussed earlier motivate the employee to work harder, it can be negative, can de-motivate the employee and the level of performance may go down and can result in neutral reaction, which means, neither it will enhance the performance, nor it will degrade the performance (Bruce and Pepitone, 2012). According to John Hattie outcome of feedback, totally depends upon the perception of the employee. Suppose the employee perceives the feedback as an opportunity to go ahead in the career the outcome will be positive and if the employee perceives it as not a factor that will come in the way of growth of career then the outcome will be negative (Latham, 2012). Regarding the effect in a performance of the employee due to the feedback, according to Alexander, it depends upon the firm on how the employees are given the feedback and the employees react accordingly. Provided that, an organization gives a negative feedback in a healthy manner then it will affect the performance in a positive way. Suppose the authority presents the feedback in a harsh way, the employee will get de-motivated but once the same feedback is given in a polite form, it will work differently on the employee. On the other hand, according to John Hattie, the effect in performance depends upon the action plan of the employee after receiving the feedback from the organization. According to him, it is not the organization but the employee who handles the performance. The feedback can be negative or positive; it is how the employee acts after receiving the feedback is the main concern regarding the performance (Fishbach and R. Finkelstein, 2015). Conclusion Thus, it can be concluded that both training and feedback affects the performance of the employees. Training most of the time has positive effects on the employees. Training educates the employees to learn more about the company as well about the work, provides the employees with proper vision to march ahead, gives the employees opportunities to enhance the career and so on. On the other hand, feedback can have both negative and positive effects. Feedback can either motivate or de-motivate the employees in work. Positive feedback can affect the employees either by motivating or the employees may get over-confident, and that can lead to a decrease in quality of work. Negative feedback can affect the employee in two different ways, negative feedback either can de-motivate the employees, or the employee can take it as a challenge and work for betterment. References Albertos, P. and Mareels, I. (2010). Feedback and Control for Everyone. Berlin, Heidelberg: Springer-Verlag Berlin Heidelberg. Armstrong, M. and Armstrong, M. (2011). Armstrong's handbook of strategic human resource management. London: Kogan Page. Armstrong, M. and Cummins, A. (2011). The reward management toolkit. London: Kogan Page. Bruce, A. and Pepitone, J. (2012). Motivating employees. Maidenhead: McGraw-Hill Professional. Fishbach, A. and R. Finkelstein, S. (2015). How Feedback Influences Persistence, Disengagement, and Change in Goal Pursuit. 1st ed. [ebook] Available at: https://faculty.chicagobooth.edu/ayelet.fishbach/research/Feedback_Frontiers.pdf [Accessed 1 Aug. 2015]. Hattie, J. (2012). Visible learning for teachers. London: Routledge. Latham, G. (2012). Work motivation. Thousand Oaks, Calif.: SAGE. Mayer, R. and Alexander, P. (2011). Handbook of research on learning and instruction. New York [N.Y.]: Routledge. McNally, J. and Blake, A. (2010). Improving learning in a professional context. London: Routledge. Small Business - Chron.com, (2015). How Does Training Motivate Employees?. [online] Available at: https://smallbusiness.chron.com/training-motivate-employees-13656.html [Accessed 1 Aug. 2015]. Stewart, G. and Brown, K. (2014). Human resource management. Hoboken, N.J.: Wiley. Young, S. (n.d.). A person-situation model of employee engagement.

Managing Diversity Essay Example

Managing Diversity Essay Managing Diversity Name: Course: Date: We will write a custom essay sample on Managing Diversity specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Managing Diversity specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Managing Diversity specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Managing Diversity Introduction Within the current business environment that is highly influenced by globalization and interaction amongst different groups in the society, diversity management is crucial for success of any business. This area raises confusion as well as controversies considering that many people think diversity is the differences enshrined in ethnicity, race and gender. However, there is more to it than this, which is important to recognize in order to manage diversity within the workplace. Diversity as defined in Workforce America! Managing employee diversity as a vital resource by Loden Rosener (1991) is, â€Å"otherness or those human qualities that are different from our own and outside the groups to which we belong, yet present in other individuals and groups (18).† Some of the dimensions within diversity include age, educational background, culture, race, sexual orientation, marital status, work experience, religion and gender amongst others. The need for diversity management comes fr om the fact that these dimensions affect performance, relations, culture and motivation within the workplace in different ways. Thus, management of diversity is the practice of managing and leading the workforce diversity in a workplace with an aim of encouraging productive interaction of different people within an organization (Paludi, 2012). Flower Basket Laundry is company located in United Arabs Emirates (UAE) that is a chain of laundries dealing in all laundry services for hotels and restaurants. With a workforce of 30 employees, it has diversified groups that are necessary for serving the diversified clientele while achieving high standards as expected by the clients and the customers of different statures they serve. Flower Basket Laundry recognizes that with the changing business environment diversity comes in as a value to the organization and needs proper management. Flower Basket Laundry therefore encourages diversity in the workplace and seeks to treat all its workers with due respect and as individuals in order to accommodate the differences amongst its employees. The study seeks to find out the satisfaction of the employees with the current diversity management strategy based on elimination of discrimination of any kind and allowing different perspectives from all the workers. Mission Statement The mission statement of Flower Basket Laundry is to be recognized as a leading innovator and developer of high value standard services in the commercial and residential laundry services. The company shall do this in response to customer needs. It shall ensure reliability, flexibility to work at the convenience of the clients, fair and with integrity. Flower Basket Laundry values the relationship between the workforce, clientele and their values as well as diversity. Flower Basket Laundry seeks to be a dominant brand in the laundry industry across different regions across the globe. Goals and Objectives Flower Basket Laundry goals include Providing customers with a reliable, consistent, dependable and high standard service as per their requirements or request Maintaining a motivated and high standard workforce as well as workmanship in order to ensure production of quality services Training and developing the workforce to ensure innovations, diversity as well as quality service delivery and keeping with the demands of the market In provision of all laundry services such as cleaning, ironing services, folding amongst others in United Arabs Emirates, Flower Basket Laundry aims to Capture the big hotels within United Arabs Emirates in the next two years Increase the net profits by two fold digits Establishing a long lasting brand and brand loyalty in the next six months Methodology In order to collect a response that can be correlated or one that provides response to the same questions, questionnaires are used to collect data on the satisfaction of the diversity within Flower Basket Laundry. This is easier to administer and allowed participants to fill the questionnaires at their convenient time with anonymity in order to allow full discloser of what they fill about the diversity management and policies within their workplace. The questionnaires were administered both electronically and through hard copies depending on the preference of individuals. The results of the survey on the 30 employees is analyzed and discussed in the discussion and report section. While a sample of the questionnaire is available at appendices section. Discussion and Report After the data was collected from the questionnaire survey, it showed an overall satisfaction to the management of diversity within the company as well as practices and policies. However, some of the questions indicate some disagreement from the participants. In this survey, it was clear that workers were proud of their work and working for the company but noted that improvement in some of the areas need improvement. One of the areas that need improvement from the survey is training and development as well as changing policies and some of the practices to address individual differences. The findings to the first question show that majority, 24 of the 30 employee strongly agree that they are satisfied working with the company. The second question showed rather a lower rating where half agreed that the workforce was diversified while nine were neutral to the issue and the rest strongly agreed. Probably this was so because many viewed diversity as differences within ethnicity, gender and race and ignored the rest of the dimensions within diversity. Under the three dimensions, ethnicity, gender and race, the company does not have quite a diverse workforce considering the size (University of California San Francisco, 2012). Satisfaction working for the company The third question sought to find out whether the company treats the workers as a group uniformly or whether it treats each individual according to how they would want to be treated. Treating all the workers uniformly does not address the diversity issues. For instance, when it comes to communication within the company, a language that can be understood by all is necessary and those who may not understand English well need to be addressed in a language they understand. Treating them as individuals enhances diversity as opposed to a uniform treatment (Paludi, 2012). The response showed that 3 strongly agreed, 19 agreed, 1 was neutral while the rest did not agree. It shows that majority do agree that the company treats the workers as individuals as opposed to treating them uniformly. This can be explained by the fact that the groups are not too huge, which makes is easy to achieve individual treatment. Diversity of the workforce The fourth and fifth questions shows that workers trust their employees, which shows there is good level of interaction with the fifth questions showing individual goals and objectives as well as issues are addressed. Flower Basket Laundry believes that understanding and knowing individual goals and objectives of employees is essential in managing diversity. With an understanding of this, supervisors and managers know how best to treat their employees as well as helping them in realizing their goals as well. With an understanding of individual goals and objectives as well as interests, the company is in a better position to address them at an individual level as opposed to addressing them from a single perspective that may not work for all (University of California San Francisco, 2012). The survey showed a strong level of satisfaction in terms of addressing goals and objectives was achieved. Flower Basket Laundry further believes that a well-treated employee can work better to achie ve the goals of the company as long as his or her individual needs are met. Flower Basket Laundry has several policies that seek to maintain good workmanship while still maintaining diversity. Different workers work best with different policies. However, policies within a company might not favor all and could affect different groups in different ways. Although the different impact on employees by policies demonstrates diversity, there is need to change them accordingly in order to favor all. The survey shows that different policies have different impact to different employees. Although different policies and practice have differential influence to employees, the focus of policies should be to allow diversified thinking, practices and encourage each person to realize their potential. The survey shows that employees find the policies influencing differently to different individuals ((University of California San Francisco, 2012). Listening to the different views and ideas is yet another strategy for managing diversity. Allowing different views, ideas and thoughts is part of diversity. Thus, it is necessary to listen to all the employees in order to address the issues raised. Without listening, it would be almost impossible for the management to know the issues revolving around diversity within the workplace. Response to the seventh question showed that workers are satisfied with how the management listens and addresses the issues. Additionally, majority were satisfied that the management listens to every employee and none is listened to more than others are. All are allowed to raise their ideas. More so, the workers are satisfied that there is no discrimination within the workplace that allows few people to have a bigger say on the basis of their higher status or out of their being different from others. Flower Basket Laundry uses recruitment as a tool or practice of attracting a diverse group to its workforce. Recruitment is an essential tool that seeks to attract diverse groups to apply for vacancies (University of California San Francisco, 2012). Although Flower Basket Laundry has tried to use the best practice in order to attract diverse groups of applicants, the survey showed that a significant number were not satisfied. It shows that the recruitment asked for specific qualifications that eliminated many groups of people that could do the job. Despite this lack of satisfaction in the recruitment, workers were satisfied with the induction process that introduced the new workers not only to their duties and responsibilities, but also to the company culture. This culture includes the unwritten rules such as free interaction without any barriers, which is easily achievable considering the size of the workforce. This allows the new recruits to interact with other workers as well as r ealize that diversity does not limit communication between within the workplace. Additionally, Flower Basket Laundry ensures that new recruits know their differences are allowed within the organization. Changing of policies and practices to accommodate diversity within an organization are important in order to allow workers work together. Eliminating structures that can hinder diversity is necessary as well to enable diversity to work with ease towards achieving the set goals (University of California San Francisco, 2012). The survey showed that workers were slightly satisfied considering majority did not agree. This indicates that the process of making processes and practices that enhance diversity are not good enough. Overall, the survey shows that workers within Flower Basket Laundry take pride in working for the company and love the workforce culture and diversity. Majority of the areas showed that workers strongly agreed such as with how workers are treated as well as addressing of their issues and goals. The areas that need more improvement are concerned with changing and eliminating practices and policies that can hinder diversity. The other area is recruitment and selection where the company needs to improve in order to attract a bigger pool of applicants. The chart for questions concerning recruitment is as shown below. Selection and Recruitment survey Overall survey The main areas of survey tested showed a rather different scenario with two of the main areas scoring quite low out of 100 ranking as shown below while the other three scored highly recruitment selection 5 policy and practice formulation 6 worker treatment 78 manager/work relationship 74 new employee orientation 75 diversity within the organization 57