The New England Aquarium faced a difficult dilemma. The organization wanted to become a representative entity of the city of Boston and characterize its ethnic, racial and economic diversity. However, since the late 1960s, the aquarium was considered inaccessible by minority communities. Its board of directors therefore wanted to change this image. In the early 1990s, they developed a plan to “attract and engage” previously underrepresented populations. At the same time, the Department of Education began implementing programs targeting minority youth. Despite good intentions, these efforts proved unsuccessful and jeopardized the cohesion of the department. The experiences of the Ministry of Education's youth programs demonstrate considerable flaws in the management of the structural framework and human resources. Issues that highlight structural flaws revolve around the aquarium's mission statement and goals, as well as structure layout and coordination. Human resources issues revolve around the relationships and conflicting needs of the aquarium and its residents, including minority youth. Perhaps the most visible and obvious structural problem concerns the aquarium's mission statement and goals. As noted in the case study, the original mission statement "to bring awareness to the world of water through education, research and exhibition" focuses on its goal of bringing marine life to the community. The new mission statement envisioned the aquarium as a “responsive community resource that attracts the widest possible audience and provides the highest quality experience” and as “a culturally diverse staff.” When the new mission statement was implemented, diversity initiatives were limited to the educational department. ..... middle of document ...... later, young people from minorities join the full-time staff, is a good practice for human resource management (Bolman p.146). This principle encourages people to perform well in hopes of promotion, creates loyalty, and allows younger employees to learn from older, more experienced members. The New England Aquarium's foray into diversity has been tumultuous, and administrators have learned the lessons the hard way. Despite early problems administrators faced with programs for minority youth, the needs of both parties were ultimately met. The aquarium reached previously undiscovered communities, while young people benefited from meaningful employment opportunities. Problems within the structural framework were present, but I am confident that the work Rosa Hunter did would eventually lead them to restructure, find easier ways to communicate and work as a group to achieve their mission..