It helps them recognize the causes for their suffering and shows them the path away from suffering.

Suffering exists because of our attachments (desires & cravings), aversions and ignorance.

Now it should be explained that the Pali word the Buddha used is Dukkha. As in all translations some words can't be translated one-to-one from one language to another. Dukka in Pali suggests a basic un-satisfactoriness with life, due to the fact that our lives are impermanent and constantly changing. So it means unease, disquiet, stress, not really suffering, but suffering sort of captures the overall meaning the Buddha was trying to describe in English.

The Buddha explained that our suffering doesn't come from without, but from within. That our desire to be taller, shorter, richer, cooler, drive a better car, live in a different place, etc. (Desires) drives us to be unhappy. Also the fact that we think life should be pain free, without fear and want (aversions) makes us unhappy. Finally not realizing how the world actually is and how it really works (ignorance) makes us unhappy. All these things are controlled within our mind.

Workplace diversity have an effect on the expansion of interpersonal rapports, how supervisors and managers work together with employees and how workforce communicate to each other. It also affects human resources functions for instance training, recruiting and requirements for HR staff knowledge. In numerous ways, workplace diversity enlarges HR responsibilities and embraces the department responsible for functions directive by regulation. In order to be competent to supply to escalating the cultural diversity and multiculturalism in a company, the HRM professionals must go through a change in the direction of diversity as well. They necessitate implementing a new approach of thinking, predicting upcoming changes and trying something innovative. As the multicultural perceptions of things such as qualifications, capability and ambition differ from many national ones; new perception must be taken into thoughtfulness when evaluating performance, goals and in recompensing, to make possible reasonable treatment for everyone. Since the HRM employees place the standards for recruitment and evaluate the qualifications and satisfactoriness of the applicants, there is a immense responsibility in the recruitment process with reference to the implementation of impartiality and diversity in the company. They must plan the job advertisements to act in response the rarity of the objective group and ensure that these advertisements are reliable with the image, values and management culture of the company. The recruitment process is over and over again seen as responsible for mounting the diversity and multiculturalism, but the results on the extended run are depending on the activities and management style of the superiors, as the undertakes of the job advertisements should turn out to be truth. In spite of of the recruitment strategy elected, its implementations should be logical and translucent with the whole HRM strategy.

verb decisive