Diversity is a topic which has gained much momentum and currency in modern academic discourse partially because of globalisation and also partially because of the increased use of information technology in global transactions. The complex operations of multinational corporations across the globe require prudent and efficient management of employees from different backgrounds. Management of diversity means many things to many people. In this article, the authors delineate the importance, pros and cons of diversity management for firms, and also they deploy the analysis of some case study videos to bring to the fore the growing importance of the phenomenon of diversity. The authors used secondary data and qualitative analysis in their discourse. The authors reviewed literature from diverse sources to give a theoretical foundation to the article and at the same time they approached the topic in a multi-faceted manner to whet the appetite of both theoreticians and practitioners. The philosophical underpinning of their approach was based on Grounded Theory as it could be seen in the video case study narratives and in their own interpretative narrative of the subject.

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This paper is approached from a practical perspective with references given in relevant parts. The objective of this paper is to examine how unfavourable employee contracts in particular and other business contracts in general are renegotiated. The approach adopted here in the paper is both theoretical and practical because of the nature of the topic which is based on a short case study that requires a practical and common sense approach as well as providing an opportunity for probing and plumbing the depths of its theoretical underpinnings. The authors reflected on the theories linked to the topic of negotiation in order to provide deeper insights. Therefore this paper is a review paper that did not require the methodology of collecting primary data from field research. The methodology adopted was part narrative, and part analytical reflection of both praxis and theory pertaining to human resource practices. Therefore the Literature Review part was extended to cover wider field. The paper shares knowledge on re-negotiating employee contracts from the management rather than the legal point of view. The second objective of this paper is to share knowledge and excite readers for them to react by reflecting on their own experiences. The findings of this paper are to be gleaned from the numerous discussions, reviews, examples, and analysis provided from a multidisciplinary point of departure. The paper findings revealed that despite legal contracts being signed as non-negotiable legal instruments, practical imperatives of changing business fortunes and circumstances call for revisiting contracts in order to address any extenuating circumstances. The paper concluded that contracts are not cast in iron or stone and those employees and their representatives can go back to the negotiating table with their employers to re-engage over conditions of service to their mutual benefit in a win-win situation.

Human resource management is a multi-dimensional and complex phenomenon comprising a number of management themes. Without reputable, relevant, realistic, reliable and rigorous Human Resource Management strategic approaches and practices, companies can fail to effectively operate in a global market.  The world has become interconnected as companies operate in a competitive global market economy.  Even though Human Resource Management continuously gains scholarly attention yet there are still many gaps in it which need attention. There is no conclusive research on Human Resource Management strategies and approaches in the management of complex workplace issues. These complex issues faced today include convergence, divergence and cross-vergence of International Human Resource Management approaches, Cross-Cultural Management, Reward Strategy, Talent Management, and Control or Commitment Strategy. This paper provides a springboard for a better understanding of the Human Resource Management strategies, approaches and practices in the management of complex workplace issues.  Appropriate management of people endows companies with unique and indispensable capabilities and capacities needed for differentiating and survival in a global market economy.  The paramount goal of an organisation is to meet and satisfy customer needs and to be a market leader. Reputable, relevant, realistic, reliable and rigorous Human Resource Management strategies can help to fulfil the needs of customers, thereby increasing company profitability.

As concerns for employee well-being across all sectors increase, security guards in Southern Africa and the rest of Africa at large attract less attention in human resource management. Well-being is pivotal for positive psychological feeling of workers, and also conducive for economic growth.  Employee well-being has positive effects on company performance, profitability and growth.  Therefore, employee well-being is a cardinal factor across the globe. Security guards, like any other employees, deserve decent conditions of service, which promote their overall well-being. Youths who lack sufficient funds to pursue tertiary education in universities end up undertaking the most affordable short courses in order to see them through employment, as they are desperate for incomes to sustain themselves and families.  The commonest affordable short courses in Southern Africa include those found in jobs such as security guards, carpentry, tailoring, and cookery.  Amongst the most affordable short courses, youths prefer security guard training due to its high job market demand.  The health, safety, and quality of the physical environment, as well as the low subsistence wages for Security guards leave much to be desired.  The labour standards of security guards in Africa are unthinkable, unsatisfactory and atrocious.  This study aims at introducing essential recommendations in order to improve the well-being of security guards in southern Africa. The paper adopted a qualitative research approach by gathering information from security guards working in five different security firms in Zambia.