Managing diverse workforce Essay Example for Free

Managing diverse workforce Essay Workforce diversity includes the obvious differences we see when we look around: race, gender, national origin, sexual orientation, age, religion and ethnicity. But it’s also the less obvious traits, the subtle differences that often register with us unconsciously, such as socioeconomic status, marital status, educational background, language, accent and appearance. We all have something that makes us unique, some special talent or ability that we bring to the table that differentiates us from our colleagues. That’s diversity at its best. Sourcing and managing people from a diverse background have become a critical part of an employment and management strategy. Workers who vary in age, gender, ability, sexual orientation, socioeconomic background or culture, ethnicity and language, make a positive contribution to an organization’s workforce — they’re an asset to organization culture and the bottom line as companies and managers are realizing every day that passes. There is a common belief that a diverse workforce brings innovative and creative solutions to an organization from ‘outside the box’. An effective corporate diversity program is a powerful way to gain a competitive advantage and stand apart from competition. It can’t be overstated that diverse workforce brings real bottom-line value to any organization. Diverse workforce allows organizations to break barriers, attract new customers and build customer-base and help form strategic alliances with partners across the globe by having better knowledge of the target markets and establishing better communication capabilities and having ability to communicate in a variety of languages including understanding of cultural differences. Just over half of the employers polled in Canada said they anticipate a shortage of quali? ed workers in the next ? ve years and approximately 67% believe they currently have a more diverse workforce than 5 years ago. These forward-thinking companies are not only placing an emphasis on making a positive contribution to their workforce – but on their bottom line. Source:Randstad Despite Workforce diversity is becoming common phenomenon across Canada, managers of today are increasingly facing the challenges of handling a diverse workforce and being sensitive to this diversity (Tjosvold, 1985). The rationale behind this research is to understand challenges organizations are facing as a result of managing diverse workforce. Additionally the research would try to look into various ways managers can overcome these challenges and make managing diverse workforce a real success. The concept of managing diversity originated in America following the growing need to manage cross-cultural and individual differences in an increasingly diverse demographic workforce (Cox Blake, 1991). In Canada, immigration and large numbers of women entering the workforce promoted diversity management efforts since the 1990s, although the workplace composition differs from that in the USA (Miller A. Rowney, 1999). Experts (Fernandez, 1993; Rice, 1994; Carnevale and Stone, 1994) indicate that business owners and managers who hope to create and manage an effective, harmonious multicultural workforce should remember the importance of the following: Setting a good example: This basic tool can be particularly valuable for small business owners who hope to establish a healthy environment for people of different cultural backgrounds. This is because they are generally able to wield significant control over the business basic outlook and atmosphere. The leaders must exhibit strong commitment to addressing issues like myths, stereotypes, and real cultural differences, as well as organizational barriers that interfere with the full contribution of all employees. Communicate in Writing: Organization policies that explicitly forbid prejudice and discriminatory behavior should be included in employee manual, mission statement and other written communications. Diversity should be a super-ordinate goal instead of a goal assigned to individual group. Training Programs: Awareness and skill building training programs provides information on cultural norms of different groups and how they may affect work behavior. New employee orientation programs are ideal for introducing workers to organization’s expectation regarding treatment of fellow workers irrespective of their cultural or ethnic background. Recognize individual differences: There are number of dimensions around human relationships. These include but not limited to: acceptance of power equality, desire for orderliness and structure; the need to belong to a wider group etc. Difference should not be assumed to be cultural. Other sources are personality, aptitude or competence ( Goffee, 1997). Actively seek input from Minority workers: Seeking opinions of minority groups and their involvement on important matters is beneficial not only because of the contributions they can make but also as it sends a message that they are valued by the organization. Revamp reward system: An organizations performance appraisal and reward system should encourage and reinforce effective diversity management. Flexible Work environment: Cox (1994) indicated that flexible work environment could be highly beneficial for and to people of non-traditional cultural background because their approaches to problems are more likely to be different from past norms. Continuous Monitoring: Experts recommend that business owners and managers establish and maintain systems and routines that can continually monitor the organization’s policies and practices to ensure that it continues to be a good environment for all employees. Periodic surveys should be conducted by management to understand employee’s needs (Jorgensen, 1993). Impact of Diversity on Organizational Culture: Hill and Jones defined organizational culture as those set of norms, values, and attitude that defined the way the employees of an organization behaved and interacted with each other and with others outside their organization (Hill and Jones, 2001). Organizational culture has been seen as instrumental in impacting individual employees in an organization. A positive organizational culture promotes diversity by taking advantage of diverse talent pool as well as intellectual capital whereas a negative organizational culture will stifle and discriminate against diversity and thus affect the work environment and consequently the employee productivity (Chatman and Spataro, 2005). Thomas identified that organizational culture is responsible for the systematic and planned way in which a diverse workforce is managed in an organization and their skill sets are put to use for the benefit of the business (Thomas, 1992). With dramatic adoption of diversity as a value-add across number of organizations, it’s become important to make sure organizational culture promotes workplace diversity. It means extensively analyzing a organizations current culture and changing those parts that limit cultural diversity. Also, it means recruiting new employees for the skills they can bring to the organization rather than their cultural homogeneity. Lastly, it means working with a management team to help them understand that cultural diversity is a business issue, and their own careers will benefit from enabling their employees to reach their full potential (Managing Diversity, 1999). Diversity management contains three (3) components: 1. Equal Employment Opportunity/Affirmative Action programs direct attention to laws that guide recruitment and promotion. 2. Valuing differences centers on interpersonal qualities that shape managements relationships with their employees. 3. Managing diversity focuses on the diverse quality of employees work-life needs such as childcare, family leave, and flexible holiday schedules. It requires setting policies and procedures that empowers managers to meet employees needs (Galagan, 1999; Jenner, 1994; Wilkinson, 1999). Managing diversity is managing human resource needs, says Ben Harrison. ( Jenner, 1994). Human resource personnel alone cant do the work of managing diversity. All levels of managers should implement programs designed to heighten awareness of cultural differences, foster appreciation for these differences, and identify the commonalties among the various ethnic groups. Managing diversity is an effort that will involve all members of the organization In order to reap the fruits of diversity. The process should start by including managing diversity into the overall strategy, this will promote cultural synergy and effectively integrating the better elements associated with multiple cultures. This tactic will help in aiding of identifying and implementing of new practices in companies with diverse units. Steps to be taken to begin managing diversity are: 1. Assess your organizations needs by conducting an organizational audit to determine which diversity problems exist. The audit should consist of surveys, interviews, focus groups, or a combination of these. 2. One should learn all s(he) can by exposing him/herself to different types of people, for this can reduce Stereotyping. 3. Strengthen top managements  commitment level. White males control the resources and feel most of the fear; therefore, they should be informed of the importance of their involvement, for this can reduce if not eliminate their fear. 4. Develop new selection criteria that include personality characteristics. Promote cultural synergy by effectively integrating the better elements associated with multiple cultures. 5. Invest in communication training to reduce prejudice and develop 6. Choose soluti ons that balance strategy to achieve the organizations goals. 7. Build diversity into your leadership team: You must plan for the development and promotion of your employees. 8. Look for ways to adjust your organization to your workers. This means the organizations culture should be employee oriented. Instituting flexible management systems to accommodate diverse workers can do this. This includes job sharing, flextime, and separate reward and benefit systems. (Managing Diversity, 1999,Galagan, 1999;Nelton, 2000) Conclusion At the end of the day appreciating diversity in people means recognizing, accepting, and supporting their differences. In addition, properly managing diversity means creating an environment that takes advantage of the different characteristics of everyone, which is in the best interest of the organization and the employee. The concept of managing diversity was developed as a result of the changing demographics of workforces, imperfections of Affirmative Action programs, and discrimination laws. Managing diversity involves consumption of all program and resources to building systems and a culture that unite different people in a common pursuit without undermining their diversity. It differs from solely using from Affirmative Action programs or other of its kind, because it creates an environment where all individuals can contribute to their maximum potential. Attaining support from top management is the most important implementing step in the process, which is necessary to ensure success. Additionally, it reduces the fears of the dominant group. Through the use of all valuing diversity, managing diversity and affirmative action companies create a qualified, diverse work force that appropriately reflects the demographics of its communities.

Compare/Contrast Cinderella Essay -- Essays Compare Vietnam Essays

Compare/Contrast Cinderella Essay   Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã¢â€š ¬Ã…“The Walt Disney Company is a powerful economic and cultural phenomenon known throughout the United States and the world as a provider of family entertainment (Maltin, 1, 308). Its media and entertainment holdings establish it as a central communicator in contemporary life. As such, it provides many of the first narratives children use to learn about the worldà ¢Ã¢â€š ¬? (Ward, 1). Disney has always been family oriented making it one of the main attractions of reading something Disney. They always have an innocent feeling to their stories, which makes it more appealing for children. But in Vietnamese fairytales a family oriented story may be somewhat gory or violent. à ¢Ã¢â€š ¬Ã…“The stories from Vietnam tell us about their culture, their beliefs, and their determination throughout timeà ¢Ã¢â€š ¬? (Ly, 1). The 1950 version of à ¢Ã¢â€š ¬Ã…“Cinderellaà ¢Ã¢â€š ¬?, written by Walter Disney and adapted by Campbell Grant, has some differences and similarities to the Vietnamese à ¢Ã¢â€š ¬Ã…“Tam and Camà ¢Ã¢â€š ¬?, by Vo Van Thang and Jim Larsen. They differ in their violent content in their stories but similarly have a great deal of magic included and also both have prevalent characters to help them find their way. Being a Disney tale à ¢Ã¢â€š ¬Ã…“Cinderellaà ¢Ã¢â€š ¬? was not a very violent story. à ¢Ã¢â€š ¬Ã…“Our analysis of morality in entertainment is limited and stylized at present. Violence in the media is a major concern, and we research it relentlessly. But our treatments are typically moralistic and academically superficialà ¢Ã¢â€š ¬? (Christians, foreward). In Disney it is à ¢Ã¢â€š ¬Ã…“moralà ¢Ã¢â€š ¬? to not use violence and it is also what is culturally acceptable. In Vietnam it is culturally significant to present the violence how it is and it is told to children in this same way. à ¢Ã¢â€š ¬Ã…“The stories came about as a means of escaping their everyday lives and a way to live out their dream worldsà ¢Ã¢â€š ¬? (Ly, 1). Tam was the good sister and Cam was the evil stepsister who took orders from her evil stepmother. Tam finally had one last chance to get back at them both for the misery they put her through, and she took her chance. à ¢Ã¢â€š ¬Ã…“When Cam was in th e hole Tam ordered the servants to pour in the boiling water, and so her stepsister met her death. Tam had the body made into mam, a rich sauce, and sent it to her stepmother, saying that it was a present from her daughter. Each day the woman ate some of the mam with her meals, always c... ...ish bones in four jars later in the story the four jars become all the ingredients Tam needed to attend the Kingà ¢Ã¢â€š ¬Ã¢â€ž ¢s festival. The Buddha not only shows her the path to her destiny but also shows her how ordinary, not so beautiful things can become, à ¢Ã¢â€š ¬Ã…“reincarnateà ¢Ã¢â€š ¬? into extraordinary things.   Ã‚  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã¢â€š ¬Ã…“Cinderellaà ¢Ã¢â€š ¬? and à ¢Ã¢â€š ¬Ã…“Tam and Camà ¢Ã¢â€š ¬? are so much alike especially using the workings of magic throughout these tales and also differ in the way that these stories use violence to represent their cultures. Their hope comes from these characters that help them on their paths for Cinderella it was her fairy godmother who created magic and for Tam it was a Buddha who hinted her to create magic reincarnation.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Works Cited Disney, Walter E. Cinderella. Walt Disney's Cinderella. Comp. Campbell Grant. N.p.: n.p., 1950. 516-517 Ly, Hugh H. Vietnamese Children's Stories. 17 July 2003. Pacific University. 1 Apr. 2005 Van Thang, Vo. Jim Larson. Tam and Cam. Tam and Cam (Vietnam). N.p.: n.p., 1993. 228-233 Ward, Annalee R. Clifford G. Christians. Mouse Morality: The Rhetoric of Disney Animated Film. Austin, TX: University Of Texas P, 2002   Ã‚  Ã‚  Ã‚  Ã‚  

Addiction Studies Final Study Guide Essay

1. List and describe five (5) of the eleven (11) relapse warnings signs that were discuss in class. 1. Change in Attitude may occur and the recovering person may stop attending meetings or have lack of participation at their meetings. They may engage in addictive thinking (â€Å"stinkin thinking†). 2. Elevated Stress may happen if little things begin to build up over time, especially if they are not handles with healthy coping skills or are all together overlooked or ignored. This can also happen when a recovering person choose to over react to life changes. 3. Reactivation of Denial happens when stressors begin to take root ad get to the recovering person back into feeding their old ways of thinking. They could begin to think they need their substance(s)every once in a while or tell themselves they CAN’T stay sober all the time, or even lie to themselves and let themselves think a little won’t hurt, or one time won’t make a difference etc. (feed into denials). See more: Social process essay 4. Recurrence post-acute withdrawal symptoms might begin to surface again and a recovering person may experiences sleeplessness, increased anxiety, and even memory loss. Depression usually can continue long after abstaining from drugs/alcohol. 5. Behavior Changes such as slight changes in the routine or altering the already established method that had previously been working without real reason for making such changes. 6. Social breakdown is when the recovering person may start to feel uncomfortable around others. They may see or call their sponsor less to prevent anyone from noticing these changes. They may avoid family or friends who may try to intervene or just feel like the are unable to relate to people the same not that they have experienced so much. They may have fears of letting others in or telling too much and this can cause somewhat of social isolation with gives more opportunity for the recovering person to lie to themselves. 7. Loss of Structure is once the recovering person completely abandons the daily routine that they had developed during their early sobriety as ways to keep themselves sober and on the right track. This could also happen is some major event such as losing a job or having to move or loss of an apartment or current living situation. 8. Loss of Judgment is seen when the recovering person has trouble making decisions and has a difficult time managing feelings and emotions. 9. Loss of Control is when the individual makes irrational decisions choices an is unable to interrupt or alter the choices they are making. They may start to cut off people who were once positive persons or would be able to offer help and may think he/she can return to social drinking or minimal rug use recreationally. 10. Loss of Options is seen once the recovering person begins to limit their available options and stops attending meetings with counselor and support system. Addicted person may have feelings of loneliness, frustration, resentment and anger. 11. Relapse is when the individual actually attempts reusing/substituting use. The addict may think this is controlled â€Å"social† or â€Å"short term† alcohol/drug use but ultimately is still a relapse in recovery. Disappointment at the results follows almost immediately and the individual experiences shame and guilt and may even use these feelings as an excuse or reason to continue using if they do not seek out help. 2. Identify six (6) client engagement/counseling techniques discussed in class and discuss how they could potentially increase the client counselor relationship. 1. Establishing the relationship may be one of the initial barriers you may have to overcome. This can be done by having authentic conversations or using a sense of humor to help the client relax. Listening is the counselor’s main focus and primary role though. Listening to a client may be something they are not always use to. Many people probably tell them what they should be doing or how they are doing things wrong; but they might not often get the opportunity to think for themselves. When it is not the drug/alcohol controlling them, it is often others around them. Use the opportunity to ask your client what they think of things and asking them what they want or what is their perspective. Taking the time to invest in your client by considering their response gives them time to discover for themselves what are issues they may have or want to work on. Be careful to remember it is about them, not you. Once the client sees they can trust you they will begin to open up and this p otentially is the very beginning or real change and becoming accountable for their own story (if you listen without being judgmental). 2. Empowerment is felt by the client if the counselor helps find was or the client to take power over their own actions. Helping the client see they are not being forced to do anything, and they can ultimately decide what they want to do creates a feeling of being in control. Sometimes a client may be court ordered and if they don’t want to talk and don’t make them, let them sit there and they may begin to have a conversation out of bored. Letting them know they get to decide to do whatever it is that they want to and they can make the most out of it if you want to. One the client begins to see they are responsible for their own outcomes they become more accountable and more involved in their own recovery. The harder they work for it, the more motivated they will be to keep up with all their hard work because they earned it and it wasn’t given to them. 3. Helping the client discover their vulnerabilities (times they may feel most weak such as when they are hungry, angry, lonely, tired etc) and triggers allows the client to identity a time they may need to have a support plan for. One a problem area is discover the client can begin to make a plan as to what they can do to over time these times which will help them get better results. Each occasion they are prepared for will help them be more successful at overcoming and thus building up their own belief in themselves. 4. Helping the client gain positive support is curial for recovery. Just by investing time in your own client you become a part of this support system. Also helping them find other groups that appeal to them (not every meeting is right for everyone and being understanding when they have negative feed about one group, being sure not to punish their feelings but to encourage searching for another group etc) may give them the added support they need in between sessions and may also help with finding new friends who have similar goals at achieving sobriety is great reinforcement. 5.Helping the client establish goals for themselves help gives short term objectives to not only keep them working the program (even when they’re not in the meeting or in sessions) but keeps their brain focusing on treatment. Helping and encouraging the client to make realistic and achievable goals that they are likely to be successful with is helpful in feeling empowered and builds self-esteem and self-worth along with adds to feelings that sobriety is possible (if you take one step at a time, one day at a time etc). 6. Assisting the client in further development with life skills such as stress or anger management help gives the client alternatives and healthier coping skills. Giving the client the ability to make good decisions by advancing their knowledge and education often increases the likeliness they will make positive decisions. This often acts as a coaching mechanism and teaches the client there are other options and reinforces they have choices are responsible for their actions. 3. Discuss the advantages of the ‘group’ modality of treatment? The advantages of group treatment is they often instill hope by hearing other success stories or even hearing others having similar struggles and knowing that they are not alone is helpful. They help individuals accept themselves for who they are or what life they have and give strength to one another in a group effort. The shared experiences add effectiveness and make the struggles seem more normal or manageable as you see everyone work on similar goals. The group meetings usually offer education and support and because there is no hierarchy or leader and they are self-governing; there are roles of group responsibility. Every person then becomes equally important and serves a purpose. Because most groups are free they are available to anyone and because they are offered just about everyone (including online) they are accessible to everyone regardless of income or having insurance or a vehicle. The group setting promises anonymity which opens the doors to being more honest without fear of reprimand or condemnation. This can help reduce level of shame in knowing there are others who have mad the same mistakes and are working toward resolving them and still have hope. 4. When is individual counseling a preferred modality of treatment? Individual counseling is available and is recommended as another element of therapy and recovery for each individual, but is not necessary or required in order to recover. Individual counseling is often a preferred modality of treatment for those whose demographic (are minorities: teens, women, bi, lesbian, gay, transsexual communities, particular religious groups/extremes etc) can have a profound impact upon the patient’s ability to confront underlying problems (social acceptance, past physical/emotion/sexual abuse, traumatic experiences etc) and establish a solid foundation for recovery. At times courts also offer individual counseling in order to determine if there are underlying issues (such as mental health/ developmental disabilities). Clinicians who work with specialty programs should have training in the issues pertaining specifically to that population and should be trained in different specialty programs that will have sensitivity to those issues that the majority and average clinicians may not have. 5. List five (5) mental health disorders that are commonly associated with addictive disorders? The most common mental health disorders that are commonly associated with addictive disorders are antisocial personality disorders, post-traumatic stress disorder (PTSD), bipolar disorder, schizophrenic disorder, and bulimia. 1.Anxiety Disorders (ADHD, generalize anxiety)2.Psychotic Disorders (schizophrenia)3.Mood Disorders (bipolar and major depression)4.Personality Disorders (borderline and antisocial) 6. Give five (5) reasons that persons with mental illnesses might stop taking their medications. There are many reasons why someone might stop taking their prescribed medication, but especially those with mental illnesses seem to struggle with regular medication maintenance for reasons such as simply forgetting to take their medications, the cost of their medications (especially if they have no health insurance or are in poverty), they may even have he distorted perception and the belief that they are cured or may simply miss the â€Å"positive† symptoms (such as the manic phases of bipolar) or sadly, may have gotten misguided advise from others in recovery that medication is not needed. 7. What are the family rules, identified by Claudia Black, that have been associated with families that have been impacted by addiction and the purpose they serve? Don’t talk, don’t trust, don’t feel, are common rules for children in families with addicts. These rules are often not written or verbalized (unspoken), but work almost like understood laws known by the family of those suffering from addiction. They know better than to talk about someone illness in their family, including talking to others within the family about the family problems. Silence is learned as demonstrated by these who serve role models in the family and the children learn to minimize, discount, rationalize, and pretend things are different than how they really are and often don’t learn how to express themselves. The reasons behind learning these unspoken rules serves as a way to hide shame, embarrassment, protection from being blamed for something they didn’t do, and almost serves as a way of loyalty to the family unit. These children often experience many disappointments that results in learning not to count on others or believe promises made anyone. Children are not given a way to express the feelings the stem from this environment and ultimately learn its better not to have feelings to talk about. Sadly, this is often a cycle and often times, these children, end up the addicts of the next generation. 8. List and describe the family ‘roles’ that have been associated with addiction and other high stress family dynamics. Addiction is a disease the effects the entire family, not just the addict themselves. Often times, those within the family take on certain roles if struggling with dysfunction or addiction; some of those role are: The â€Å"star†-who is the addict themselves and is often controlling the entire family, the enabler-who is often the spouse of the addicted person and act dependently with them, the hero-often times is the oldest or older child who tries to help the family by being perfect and over achieves to make up for the lack of others, the scapegoat-often acts as a person to blame for the problems in the family and may often cause trouble to draw attention away the bigger issues of the family, the forgotten child-often is the younger child who doesn’t get the attention that they need because of the bigger issues taking priority, and the cl own can be any person in the family who tries to make light within the stressful times as a way for everyone to cope. 9. Discuss why Harm Reduction as a concept that is somewhat controversial in the treatment /recovery profession. Harm reduction is the concept of no longer attempting to help the individual abstain from chemicals (after years or multiple failed intervention/recovery programs based on the assumption that it is possible to change behaviors over time) but immediately help reduce consequences of their continued substance abuse (until, hopefully, the individual accepts abstinence as a goal) meanwhile reducing the damage being done by their continued use of chemicals. Examples of such models are nicotine replacement therapy, needle exchange programs, and methadone maintenance programs. These programs are considered providing replacements chemicals in a controlled manner so that the individual is less likely to share or reuse dirty needles or engage in criminal behaviors and activities in order to obtain the substances to abuse which ultimately is thought to help reduced the spread of infectious diseases as well as reduce some cost to Medicare/Medicaid and other insurance premiums of users who destroy their health as well as abuse ER/hospitals as a way to get prescription etc. Harm reduction does have some obvious advantages, but likewise also had the potential to be an enabling way for users to continue use. Many 12 step programs teach about the important of consequences serving as motivation for change and believe harm reduction serves as a way to prolong the user’s efforts to get the help they need. Others argue that this serves the community more so than the addict, while helping the addict continue to kill/hurt themselves for the benefit of the community by hoping to decrease (unpreventable/uncontrollable) criminal behaviors. It is argued that addicts will still continue to use dirty needles, get additional drugs, and also participate still in illegal activity and that harm reduction just adds to the addiction.

The Environmental Policies Of Current Day Liberia

This paper explores the environmental policies of current-day Liberia. Emphasis is placed on post-civil war rule of law, personal waste disposal and infrastructure. In order to relay a sense of environmental policies in Liberia, this paper touches on the economy of Liberia as well as the basic demographics. An attempt is also made to touch on the disparity between conservation and a third-world population concerned chiefly with survival. Title of Paper Liberia, commonly known for diseases such as Ebola and cholera and also known as home to such notorious figures as General Butt Naked, a mass murderer and cannibal, is a nation recovering from two recent civil wars on the northwest shore of Africa. The total landmass, consisting of 111,369 square kilometers; is roughly the size of the state of Virginia. In addition to having a long stretch of coastline along the North Atlantic Ocean, about 13% of the landmass is aquatic. With this in mind, the population density based on June estimates is 4,092,310, per square kilometer of usable landmass, which equates to about 43 persons per square kilometer of usable landmass. Ecologically speaking, Liberia is home to a multitude of diverse species, including around 500 unique avian species. In addition to this, the land is rich in natural resources, both in the form of timber and minerals. Notably, there are large deposits of minerals, with rich deposits of diamond ore (Agency, 2013). Demographically speaking, Liberia is home to overShow MoreRelatedEnvironmental Policies Of Liberi A Socioeconomic Investigation2195 Words   |  9 Pages Environmental Policies of Liberia: Perspectives from a Socioeconomic Investigation Liberia, commonly known for diseases such as Ebola and cholera and also known as home to such notorious figures as Joshua Milton Blahyi, a mass murderer and cannibal, is a nation recovering from two recent civil wars on the northwest shore of Africa. 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