The Issue Of Legalizing Same Sex Marriage - 1136 Words

The world is full of many opinions. Whether you deem someone’s opinion as a good or bad one, it is still their opinion. One major controversy that entraps Americans is the thought of legalizing same-sex marriage. Now although the United States Supreme Court officially legalized same-sex marriage on June 26, 2015, that doesn’t stop anyone from having their own opinion towards the matter. So what makes people have the opinions they do? Many people believe that your environment is what affects your beliefs and views immensely. Your hometown, high school, friends, family, work place, college, all impact the way you think, whether you realize it or not. If you grew up going to an all girls, you probably won’t be the most educated about the†¦show more content†¦Students enrolled in a general diversity course at University of Houston-Clear Lake participated in a poll regarding their opinions and thoughts regarding the identification of being gay or lesbian. Then, after just one semester of the class, the same students were asked to retake the poll. â€Å"Participants in diversity courses exhibited increased heterosexual privilege awareness and support for same-sex marriage, as well as less prejudice against lesbians and gay men, during the last week of the semester compared to pretest levels† (Case and Stewart). The results showed that these particip ating students were more accepting and understanding of those who identify as homosexual. Because of the nature of their class, they were able to become educated on the topic of homosexuality. This proves that if everyone in the world were informed about people that are different than them, the world could be a lot more peaceful place. Not only does our education towards the topic of homosexuality influence our opinions towards the idea of same-sex marriage, so does our government. Sharon Horne, Sharon Rostosky and Ellen Riggle show the correlation with government influence towards American citizens in their article, â€Å"Impact of Marriage Restriction Amendments onShow MoreRelatedThe Issue Of Legalizing Same Sex Marriage1347 Words   |  6 PagesIt’s 1916 in Australia. The beckoning shores of Gallipoli await the thousands of soldiers that are yet to die amongst the bloodshed. These same shores, are yet to provide the battle of the century, that will go down in history as â€Å"The Great War.† Meanwhile, Australian’s take to the polls, with the Labour government asking the people whether or not they support the proposal to conscript young Australian men overseas for service. This national debate marked Australia’s first non-binding plebisciteRead MoreGay Marriage Essay1744 Words   |   7 Pages 02/02/2012 Legalizing same-sex marriage has been a debate going on for quite some time. The recognition of such marriages is a civil rights, political, social, moral, and religious issue in many nations. Since 2001, ten countries have begun allowing same-sex couples to marry nationwide. In the United States the federal government does not recognize same-sex marriage, but such marriages are recognized by some individual states. Proposition 8 in NovemberRead MoreSame-Sex Marriage Issues Controversies Essay example1180 Words   |  5 Pagesnamed gay marriage â€Å"one of the key struggles of our time†. According to the website â€Å"ProCon.org† as of January 6th 2014, 17 states have taken the plunge and legalized same-sex marriage. Marriage is â€Å"one of the basic civil rights of man†. Yet, we are still waiting on 66% of our nation to do the right thing and legalize gay marriage. The ban on gay marriage has deprived gay, lesbian, and bisexuals of many benefits that come with being married. Also, it has been proved that banning gay marriage createdRead MoreCalvin Christian High School s Advanced Placement1667 Words   |  7 Pagesin Walker, Michigan to better understand the citizens’ political views. The government class’s twelve students collaborated over the course approximately two weeks to create an unbiased poll with concise demographic questions and current political issues. The twelve students broke down into groups of four to formulate questions. After researching current topics and forming the questions, the class carefully critiqued each question to prevent bias, incoherency, or redundancy. After going through theRead MoreMarriage : A Right Or Privilege?1210 Words   |  5 PagesMarriage: A Right or Privilege? Marriage is a well known social norm that is practiced in most societies. In many societies, marriage is recognized as the legal bond between one man and one woman, especially in the United States. However, beginning popularity in the 21st century, the debate on same-sex marriage has grown exponentially. Many people argue that by denying same-sex couples the right to marry they are taking away their fundamental rights as citizens. There are also some arguments thatRead MoreEssay about Lets Legalize Gay Marriage872 Words   |  4 PagesLegalize Gay Marriage Gay marriage is a right. Heterosexual couples are allowed to enjoy all the marriage benefits, so why shouldn’t same-sex couples be able to? Why should other people be able to choose who marries who? If a man and a woman get married, no one seems to care. Gay marriage should be legal because it’s an issue of equal rights, it would save society money, and it will increase the chances for foster children to be adopted into loving families. Same-sex marriage is an issue of equalRead MoreLegalization Of Same Sex Marriage1594 Words   |  7 PagesWhy The Nationwide Legalization Of Same Sex Marriage Will Greatly Benefit The Economy Same-sex marriage has been a long debated issue in the United States. Since the nationwide legalization of same-sex marriage in countries such as Holland, Belgium, and Canada American gay couples have been pushing harder for equal marriage rights under the law. Opponents claim that allowing same-sex unions would not only lead to less stable marriages and higher divorce rates for heterosexual couples, but also precipitateRead MoreAnalysis of Koppelmans Arguement in Support of Same Sex Marriage948 Words   |  4 Pagesfew decades, the question of allowing for same-sex marriage is a recurring topic of controversy. In the houses of same-sex couples, the need for equal rights is of great importance. Currently, many states ban the marriage of same-sex couples and do not view a marriage between same-sex couples as an official marriage. These states quote the Constitutional definition of marriage as a union between a man and a woman. Therefore, with this definition, the marriage of a man an d a man or a woman and a womanRead MoreThe Legalization Of Gay Marriage1411 Words   |  6 Pagesgay marriages is one of the most controversial issues throughout particularly in modern life. This paper, based on secondary research, arguing for legalizing same-sex marriage through specific analysis of its positive influences. In particular, there are two main benefits regarding society as well as economy. The finds of the research indicate that gays or lesbians are completely an important part of society. Therefore, they must have the rights to live and marry legally as other opposite-sex couplesRead More Should gay marriages be legalized? Essay1504 Words   |  7 Pages Should same sex marriages be legal? nbsp;nbsp;nbsp;nbsp;nbsp;Same-sex marriages have been very controversial since becoming an issue in Canada regarding the Canadian Charter of Rights and Freedoms. Several people state that same-sex marriages should be legal, while others disagree, saying it should not be permitted. There have been many debates and inquiries about this issue for several years; the MP’s and Parliament will finally settle the problem within the next year or so. Many are in favour

Critical Reflection On Self And, And Challenging External...

Self-directedness or self-affirmation, and challenging external power structures begins with challenging our own assumptions and developing moral courage to bring to supervision and peers. We can begin identifying assumptions that oppose our interests that potentially harm service users (Bloom, 2006). Through critical reflection we have a better understanding of power relationships, which makes us mindful of not perpetuating people’s experiences of oppression in our working relationships with them. Deconstruction highlighted how implicit construction of power is disenabling and easily subscribed to as the dominant discourse. Critical reflection allows social workers to silently asking oneself as observing oneself in practice questions such as: What is my part of this feeling of tension or conflict. What can I own, how have I added to it? This helps social workers examine situations of tensions rather than blame other workers and or service users, creating a possibility and space for building more positive working relationships in solidarity. This in turn increases personal agency to create social change. We can get stuck in modernist thinking in scripts of ways of thinking and or doing things. Postmodernism and reconstructive processes through critical reflection, allow s new alternative ways to think about the doing in our practice. To celebrate diversity and recognize pain and suffering is also diverse. (Bloom, 2006). Conclusion This paper concludes that socialShow MoreRelatedEthical Dilemmas Facing Social Work1619 Words   |  7 PagesIntroduction Reflection is a process of learning through and from self-analysis, self-evaluation, self-dialogue and self-observation towards gaining new possibilities for self-enhancement. In social work, this learning process is an integral part of applying theory to practice. With the growing influence of postmodernism, social workers also need to be prepared to recognise the eurocentric discourse that grounds and governs their disciplinary knowledge. It is against this background that I will reflectRead MoreMicro And Macro Analysis Of Social Theory Of Herbert Marcuse Essay2012 Words   |  9 Pagesliberated from one-dimensional thought. Both micro- and macro-social analysis is used by Marcuse, without an attempt to create a meta-theory. Providing a Marxist critique of society, Marcuse argues for human choice and compliance within existing social structures. Through the discussion of ‘socialisation’, ‘repressive desublimation’ and ‘surplus repression’ this essay will demonstrate how Marcuse’s theoretical approach was influenced by classical theorists Marx and Freud, as well as consideration of theRead MoreThe Theoretical Themes Of Herbert Marcuse s Eros And Civilisation Essay1976 Words   |  8 Pagesliberated from one-dimensional thought. Both micro- and macro-social analysis is used by Marcuse, without attempting to create a meta-theory. Providing a Marxist critique of society, Marcuse argues for human choice and compliance within existing social structures. Through the discussion of ‘socialisation’, ‘repressive desublimation’ and ‘surplus repression’ this essay will demonstrate how Marcuse’s theoretical approach was influenced by classical theorists Marx and Freud, as well as consideration of theRead MoreMy Personal Journey On Social Work8705 Words   |  35 Pageseducation at Saint Mary’s University. Although my Criminology and Sociology degree included human behaviour and social issues, I found that the approaches to these topics did not necessarily explore the â€Å"why†. Dalhousie has enhanced my capacity of critical thinking, which has helped me to appreciate human relationships, society, and all that they encompass. 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In this kind of work the attention is refocused on praxis, on context-dependent judgement, on situational ethics and on reï ¬â€šexivity which enables social actors to see how power actually functions in context. Ó 2006 Elsevier Ltd and IPMA. All rights reserved. Keywords: Actuality; Practice; Rationality; Project management 1. 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It focuses on the realization that your mental state of mind can affect the physical state of your body. In addition, Era III considers the influence of other humans through the use of prayer and the influence that can have on the bodyRead MoreThe Pressures Of Performativity And The Responses Of Leadership4815 Words   |  20 Pagesposition. Next, I will discuss how business-like practices have begun ‘creeping’ into educational practices influencing leadership decisions (O’Sullivan West-Burnham 2011). Moving forward, I will begin to understand the pressures leadership face from external inf luences and the responses leadership can take as a result. Sergiovanni (2001:41) states ‘it is hard to figure out just where the problem starts- with our understanding of leadership or with our understanding of change’ and I will explore bothRead MoreThe Social Workers Role And Responsibility2307 Words   |  10 Pagesenable children to maximise their lives and potential. 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Journal Of Technology Management Innovation -Myassignmenthelp.Com

Question: Discuss About The Journal Of Technology Management And Innovation? Answer: Introduction Human resource management has been evolving for the last few years forcing human resource managers to adopt new strategies for dealing with the workforce. The rise of globalization and the push for equality at work has led to the rise of diversity within the organization(Kramar, et al., 2014). This has forced many organization to consider diversity in the aspects of recruitment and selection of employees. This has been based on the pressure for organizations to adopt social inclusion strategies that seek to ensure organizations accommodate people from different social backgrounds. Although organizations are packaged in different sizes and shapes, human resource management can be the leading catalyst for achieving diversity within the organization(Allen, Dawson, Wheatly, White, 2004). This means that human resources can be the easiest measures of diversity within the organization. According to De-Cieri Kramar (2003) Australia is one of the diverse countries in the world since it has a population with different people where majority of the population are immigrants. This means that diversity has to be acknowledged and appreciated. CERA is nonprofit organization that work in civil construction in Sydney. The company offers real-time construction planning, design and documentation through an employee attitude that prides itself in meeting the needs of clients (Civil Engineering Research Associates, 2017). As an organization that works in different fields of construction, there is need to have a diverse team that can be useful in meeting the needs of the organization. This report analyses the business case of diversity in recruitment and selection in CERA. Workforce diversity is the use of different beliefs, values and ways to view the world. This has been cause by rapid internationalization and globalization that has led to a diverse workforce available for organizations. Calls for diversity have been pegged on the need to give everybody who qualifies an opportunity to work(Martin Woldring, 2001). The workplace has undergone tremendous changes and shifts in the 21st century due to the need to accommodate diversity. Diversity is defined as otherness or the use of human resource qualities that are different from form the group that one belongs to. This creates dimensions that are not limited to one aspect but include age, ethnicity, gender, psychology abilities, sexual orientation, race, marital states and geographical background. These dimensions vary from organization to organization and individual to individual. Patrick Kumar (2012) state that diversity differences exist in different situations depending on the nature of the indivi dual and the attitudes that they have towards the diversity. For example, some people may see women as inferior at work as compared to men while others may see some race as not fit for a certain job. In most cases diversity exists based on attitudes and beliefs that people have toward each other. According to the consultant approach, recruiting employees from a diverse workforce leads to a pool of talents needed by the organization. This creates opportunities for improving utilization of available employee workforce rather than narrowing down to specific group of employees. Researchers have carried out research to determine how the dimensions of diversity affect performance and motivation at work. Gonzales Denisi (2009) state that although many organizations are slowly embracing diversity within their workforce, some organizations have institutional barriers that reduce diversity through seclusion of people from certain diverse backgrounds. Such organizations lack strategies to control mosaic differences in the workforce and use them for strategic advantage. Many organizations struggle with managing diversity because they use it as an affirmative approach or a different human resource program that is not similar to what exists in the organization(Ozbilgin Tatli, 2008). This means that organizations need to understand the importance of productive diversity within the organization. Australian forms have been on the forefront recently struggling with appreciating the importance of diversity and how to ensure that they embrace diversity. Diversity within organizations has been argued in two general classes. The social and individual outcomes class focuses on importance of the workplace to reflect the nature of the populations that they operate in while the other case suggests that diversity can be used to effectiveness, performance and innovation within the organization. The business case for diversity The business case for diversity is based on the benefits that organizations realize from diversity within their workforce. Researchers and scholars in the field have argued that organizations can reap heavily on the abilities of individuals. This is based on the diverse perspectives and cultures that employees from different backgrounds bring to the organization. Kramar et al. (2014) suggests that differences in diversity among employees have been widely seen in work groups rather than individuals. In the past, most work groups in Australia had been predominantly male and white but mostly based on age, tenure and position in the organization. Cultural diversity brings different perspectives of employees. It has been argued that when individuals come from different cultural backgrounds, they come with different cultural characteristics like creative thinking and flexibility which may be in one cultural group and not the other(Williamson, Slay, Shapiro, Shivers-Blackwell, 2008). This means that every cultural group will have certain strengths that can yield better results if used ion the organization. A combination of these different cultural traits leads better workforces. For example, the approach of women and men towards tasks will be different and thus a combination of feminine and masculine ideas can yield better advantages to the organization. Diversity benefits for the organization relate to the competitive advantage that firms reap from a diverse workforce. Bedi, Lakra, Gupta (2010) suggest that diversity has bottom line returns that are based on the link between external environments of diversity and internal organizational systems. These bottom line areas include cost, resource acquisition, marketing, creativity and organizational flexibility. Research on diversity has reported that minority views are based on ideas that have never been exploited in organizations before. According to Wilson (2011) diverse groups that have minority employees have been reported as being more homogenous and having better solutions for the organization. When developing organization products, every employee offers their views with regard with what the organization can achieve. This allows for different views that can be used in developing strategies to meet the needs of the organization. Diverse employee backgrounds offer a variety of idea s and options that can be used in product development within the organization. Arguments for diversity have been looked to corporate social responsibility. One way that organizations can be seen to have the interests of the society through recruiting employees that represent the overall view of the society. This will include recognizing the views of all groups within the society. Despite the cultural characteristics that are used to categorize and label different groups in the society. Individual abilities are not cultural based but rather skill based. Organization that reflect the face of the society that they work in are accepted as compared to those that do not accounting the diverse differences of the community. However, sometimes diversity can lead to negative effects within the organization. For example, variations in work groups can have damaging effects on social integration of the workforce leading to poor communication patterns and conflict. This may have effects on workforce productivity since team work is hampered and tension increased(Kaiser, et al., 2013). Cultural differences like age, gender, race and educational backgrounds have been seen as barriers in interaction that may lead to bitter outcomes. Horwitz Horwitz (2007) research revealed that only task related diversity is connected to teams. It was reported that there are few reported effects of diveristy in teams and work groups. This means that group interactions are difficult when delaing with diverse groups of employees within the organization. How CERA can achieve diversity The key to diversity management in organizations is based on strategic thinking and people-centred policies that revolve around creating employee policies that work well to accommodate different employees within the organization. CERA can develop several strategies that can be used to achieve diversity within the organization. One way can be achieved through career planning to ensure that recruitment policies. When planning organizational policies within the organization to ensure that they reflect diversity. For example, when recruiting and selecting employees, gender balance can be achieved through balancing the gender of employees. Another way for achieving such is through balancing promotion of employees based on qualifications rather than employee status. Through providing equal opportunities CERA can ensure that recruitment and selection policies meet the needs of the organization. Employee appraisal strategies for assessing employees for promotion should be objective rather th an subjective. Through having a broader recruitment and selection team, French can ensure that employees who are recruited in the organization reflect the workforce that exists in the country. Recruitment can be designed to appear inclusive and diverse to capture all cultural aspects that exist in the country. Managing diversity in an organization entails strategies that are put in place tom plan and implement organizational systems to manage people to reap the benefits of diversity. CERA can achieve diversity awareness among employees can be increased through adequate training of employees. Work place flexibility can be achieved only through adequate training of employees to accommodate diversity among employees. There is need to train employees to ensure that they understand the importance of working together with othe employees. Mazur (2010) argues that employees need to learn how working with different diverse groups can allow them to address significant issues. Training opens up employee attitudes towards each other and how they can benefit. Team building strategies can be used to increase effectiveness of employees as a way of ensuring that employees can easily interact with each other. Human resource managers need to understand the importance of diversity and put strategies in place to address them. French can ensure that CERA has a trained and an informed human resource system that recognises the benefits of diversity. Through understanding the elements of diversity, the human resource system can be tailored to recruit candidates that fit the best description of the society. This will entail recognising gender, race, age, education and geographical area among other attributes in recruitment. All employees should understand that hiring decisions are based on finding the best candidate and not by quotas(Triana Garcia, 2009). Making the recruiting process more transparent can help ease the minds of skeptical employees. Also, be sure managers fully understand the benefits of a diverse workplace. They will be implementing personnel policies so should be fully committed to supporting the practice. One way that CERA can achieve diversity in recruitment and selection can be through job attraction strategies. Attraction in organizations is based on how vacancies in an organization are presented to the public. Potential job applicants analyse how the job brand in the organization is advertised to determine whether it fits them or not. Some vacancies may be designed in such a way that they fit certain groups only. For example,, some job characteristics may fit men or women only while others may be specific for certain demographics. This means organizations can achieve diversity through job attraction to ensure that the applicants come from a dverse background. French can use jiob attraction to reach to a larger audience of the population by moving away from the traditional job attraction that is interested only in getting someone hired rather than hiring the right candidates. Such job advertisements need not only meets the required volumes but rather it reaches the minds of diverse groups like those disadvantaged even with access to information. Arguments on diversity have been based on poor leadership within many organizations. Research indicates that diversity becomes a problem in organizations since there are very few employees who fit leadership positions within organizations. April, Ephraim, Peters (2012) argue that business leadership can be used as a strategy for achieving workforce diversity. When employees are recruited at lower levels within the organization, they can be nurtured to work hard and acquire future leadership opportunities in the oragnization. This can include inclusive employee promotions and assignment of tasks. When organizations put proper strategies in place to meet the diverse needs of the organization, it becomes easy to achieve leadership diversity in future. It is widely acknowledged that lack of diversity disadvantages some groups within the society. In a capitalistic market system, some groups will always be disadvantaged and never access opportunities even if diversity is made a policy issue(Podsiadlowski, Groshke, Kogler, Springer, Zee, 2013). Small groups in the society like the Aboriginals of Australia have been widely marginalised making their access to opportunities limited. CERA can reach out to such groups by formin affinity groups that empower small groups that empower small groups of employees to brainstorm about improving products or expanding into different markets. Companies get new ideas and employees are reassured their differences are assets. This expands diversity options in the workplace to ensure that the organization can recruit diverse employees. Conclusion There is no perfect formula for generating the benefits of diversity within the organization. Every organization has different ways of embracing diversity and how to measure the effects. For example diverse managers understand the reasons when to include diversity and when not to(Jesse Martins, 2012). This means that diversity is not an all-round business component but rather a situation based component. In some cases, diversity is a better business option for utilising employees from different backgrounds while on the other hand, some business activities may call for the need of specific cultural competencies. Every organization needs to determine the type of diversity that works well within the business area that they operate in. this is becasuediveristy alone does not lead to increased business benefits until organizations understand and develop the link between diversity and organizational performance(Kaiser, et al., 2013). This is seen in work place policies that embrace divers ity. CERA needs to recognise the role of diversity in the work place and determine the key diversity areas that need to be addressed. The organization needs to focus on productive management of diversity which can be seen developing strategies to enable diverse teams to easily communicate and work together. Success of diversity can be achieved in balance recruitment program where organizations define the needs in their workforce and recruit individuals from different background that lead to better innovative and creative ideas within the organization. The importance of diversity will thus be seen in the ability of employees to see and approach problems from a diverse point of view which leads to more benefits in the organization(Simons Rowland, 2011). Although different arguments have been labelled for and against diversity, it is evident that diversity offers more opportunities as compared to challenges. Organizations cannot run away from the issue of diversity since diversity is an issue that business today. Therefore CERA needs to put strategies in place to accommodate diversity and ensure that it reaps the benefits of a diverse work force. This will provide distinct advantages in an era when flexibility and creativity are keys to competitiveness. CERA needs to be flexible and adapt able to meet new customer needs. Heterogeneity promotes creativity and heterogeneous groups have been shown to produce better solutions to problems and a higher level of critical analysis. This can be a vital asset at a time when the campus is undergoing tremendous change and self-examination to find new and more effective ways to operate. References Allen, R., Dawson, G., Wheatly, K., White, C. (2004). Diversity practices: Learning responses for modern organizations. Development and Learning in Organizations,, 18(6), 13-15. April, K., Ephraim, N., Peters, K. (2012). Diversity management in South Africa: Inclusion, identity, intention, power and expectations. African Journal of Business Management Vol, 64(4), 1749-1759. Associates, C. E. (2017). About. Retrieved from Civil Engineering Research Associates: https://doms.csu.edu.au/csu/file/677decc2-6646-404b-8e59-8920a739d262/1/CERA%20.zip/CERA%20/about.html Bedi, P., Lakra, P., Gupta, K. (2010). Workforce Diversity Management: Biggest Challenge Or. Opportunity For 21st Century Organizations, 16(4), 102-107. De-Cieri, H., Kramar, R. (2003). uman Resource Management in Australia. Sydney: McGraw-Hill. Gonzales, J. A., Denisi, A. S. (2009). Crosl level effects of demography and diversity climate on organizational attachment and firm effectivenes. Journal of of Organizational Behavior, 30(1), 21-40. Horwitz, S. K., Horwitz, I. (2007). The effects of team diversity on team outcomes: A metaanalysis c review of team demog. Journal of Management, 33, 987-1015. Jesse, E. O., Martins, L. (2012). Understanding organizational diversity management programs: A theoretical framework and directions for future research. Journal of Organizational Behaviour, 33(8), 11681187 . Kaiser, C. R., Major, B., Jurcevic, I., Dover, T. L., Brady, L. M., Shapiro, J. R. (2013). Presumed Fair: Ironic Effects of Organizational Diversity Structures. Journal of Personality and Social Psychology, 104(3), 504-513. Kramar, R., Bartram, T., De Cieri, H., Noe, R., Hollenbeck, J., Gerhart, B., Wright, P. (2014). Human resource management in Australia Strategy, people, performance (5th ed.). North Ryde: McGraw-Hill. Martin, G., Woldring, K. (2001). Ready for the mantle? Australian human resource managers as stewards of ethics. nternational Journal of Human Resource Management, 12(2), 243-255. Mazur, B. (2010). Cultural Diversity in Organisational economics and Practice. Journal of Intercultural Management, 2(2), 5-15. Ozbilgin, M., Tatli, A. (2008). Global diversity management: An evidence-based approach. London: Palgrave. Patrick, H. A., Kumar, V. R. (2012). Managing Workplace Diversity: Issues and Challenges. Sage Journals, 1-15. Podsiadlowski, A., Groshke, D., Kogler, M., Springer, C., Zee, K. V. (2013). Managing a culturally diverse workforce: Diversity Perspectives in organizations. International Journal of Intercultural Relations, 37, 159-175. Simons, S. M., Rowland, K. N. (2011). Diversity and its Impact on Organizational Performance: The Influence of Diversity Constructions on Expectations and Outcomes. Journal of Technology Management and Innovation, 6(3). Triana, M. C., Garcia, M. F. (2009). Valuing diversity: A group-value approach to understanding the importance of organizational efforts to support diversity. Journal of Organizational Behavior, 30, 941962. Williamson, I. O., Slay, H. S., Shapiro, D. L., Shivers-Blackwell, S. L. (2008). The effect of explanations on prospective applicants reactions to firm diversity practices. Human Resource Management,, 47(2), 311-330. Wilson, T. D. (2011). Redirect: The surprising new science of psychological change. New York: Brown Company.