You will have to order those antennas from a Shure dealer or direct from Shure. Both antennas are the same.
FPV - Precision Aerobatics Extra 260 with Diversity Receiver
Term Paper on How to Manage Diversity
Writing a term paper in management needs an extensive research as it involves many issues and is subject to changes every time. Here is an example of a custom term paper on workforce diversity
Managing diversity is nothing but changing the organizational culture or its standard operating procedures. The fostered culture should enable employees to closely examine their values and beliefs and question themselves as to why others look different for them. Diversity management must essentially create an environment that works naturally for the total diversity mixture.
There is, of course, a wide range of strategies for managing diversity. As a first step in the direction of diversity management, companies must first undertake a diversity audit to collect relevant information on employee attitudes, management practices and policies, and culture from suppliers, customers, etc. It is also necessary to determine areas required to be improved and establish teams to work on these gaps and monitor the progress. As a promotional drive for diversity in the system, firms can develop written materials that visually reflect the diversity that one wishes to attain; develop and display a diversity statement; publish articles on diversity in in-house magazines; reward the diversity efforts of each business unit/department; recruit staff from predominantly minority-attended colleges and universities; share your diversity recruitment and retention achievements with other organizations in the same line of business, etc.
Businesses must incorporate "diversity" into their mission statements. It is essential to initiate a mentoring program for employees who are interested in advancing in their careers. They must also conduct training for upper management to promote diversity and provide coaching to encourage and include people with diverse backgrounds. Develop cross-functional support groups that can strengthen management on decisions about marketing and sales, recruitment, etc., among their constituencies is the mantra.
There is a need for management at all levels to receive diversity training for, without it, they may not be in a position to give a fair evaluation of the performance of the diverse-pool hired. Even while nominating an interview panel for recruitment, firms must ensure that the panel is culturally diverse to minimize potential biases. It also makes sense to cultivate organizational partnerships with groups that cater to the needs and interests of minority candidates such as women, the disabled, etc. Once recruited, firms must create an organizational structure to support the company's commitment to diversity and make the senior management responsible for setting a climate that promotes diversity. Efforts must also be made to reduce gender, cast, etc., based differences in career progression.
Conclusion
"Life implies a constant interaction between organism and environment." In this context, Diversity among workforce becomes an asset business. It enables organizations enjoin choice. Diversity brings to organizations unique perspectives. Understanding the demographic differences among the workforce can help organizations capitalize on diversity and avoid negative stereotyping. If managed properly, diversity optimizes the willingness and ability of all employees to contribute to organizational success besides, encouraging each to draw fully on the talents, different points of view, skills, and practices that have been made available by "diverse" workforce. Diversity, if managed badly, can become a liability.
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