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Indigenous Culture Case Study Assignment

Indigenous Culture
Indigenous Culture

Indigenous Culture Case Study

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SAMPLE ANSWER

Case Study: Indigenous Culture

Russell Nelly spent his childhood in Gwonangerup and Marribank mission centers. Discrimination is the most conspicuous social injustice in Nelly’s scenario. The scenario depicts a situation in which government policies were hurting rather than promoting the well-being of the Aboriginal people.

Disrespect to human rights was immense in Nelly’s life. Societal rejection was also a severe challenge for Nelly. Both social and healthcare wellness matters were a concern. Social complications such as injustices and rejection would only be corrected by engaging the community in reforms (Cacioppo & Cacioppo, 2014, Pg. 52).

Nelly encountered health complications such as cancer and diabetes. His use of herbs to manage cancer implies that he had limited access to conventional and standard healthcare services. According to researchers, some herbs could be effective in the management of cancer but others could be detrimental, more so because they are unstandardized (Orang-Ojong, Munyangaju, Wei, Lin, Wei, Foukunang, & Zhu, 2013, Pg. 610). Active participation of communities in policy making would have worked well in Nelly’s case.

Nelly changed the perception of his identity as he grew up. Nelly’s experiences in babyhood such as poor parentage imparted an identity of self-worthless. As a little boy, Nelly could not identify himself in the society. He knew he was of a minority group and that he was not privileged to enjoy fundamental health and social services as the majority would do. In his youth, Nelly got empowered by his interaction with the law, culture, and environment and developed an identity of self-worthiness. His adulthood was marked with an identity of being a resourceful to the rest of the community. In his adulthood, Nelly could analyse problems and offer solutions that did not apply to himself only, but also to other people.

Having been taken to mission homes by the government and the experiences of being regarded as the Stolen Generation had significant impact on Nelly’s health. The experience subjected him to diminished self-esteem, mental stress, and depression. Nelly’s experiences at Marribank contributed the most to shaping his present as he acknowledged. It is imperative that his culture and experiences of poverty, discrimination, and social injustices were crucial determinants in shaping his life. Scholars have suggested that people’s ability to uphold their culture amid challenges improve their wellness state. (Eckermann, Dowd, Chong, Nixon, Grey, & Johnson, 2010, Pg. 98). Nelly’s ability to uphold his culture was important in determining his present position in the society.

Worksheet Two

Emotional stress, unhealthy practices, and acquisition of disease were significant events in Nelly’s life. He had a scanty encounter with his parents, engaged in unsafe practices such as sexual immorality, and he was later diagnosed with diabetes. Poor livelihood such as taking unhealthy diets also contributed to his poor health. Current policies require the society to protect children and minimize their exposure to health complications (Australian Human Rights Commission [AHRC], 2007). This was not the case at the time of Nelly’s childhood. Not only did the society fail to safeguard him from drug use, but it also gave him emotional discouragement as noted at his encounter with doctors. Advocates of ethics put it that it is the role of healthcare practitioners to encourage rather than discourage their clients (Raja, Hasnain, Vadakumchery, Hamad, Shah, Hoersch, 2015). The reasons offered concerning Nelly’s possible death were not appropriate. Societal distrust to the minority was evident when doctors gave a negative prognosis without necessarily establishing its basis. The occurrence depicted both professional and cultural incompetence from the healthcare providers. Health professionals are answerable to relevant codes of conduct. Ethical practice is among the prioritised sectors in healthcare provision. Medicines Australia insisted that clinicians should practice in a manner that places patients at the center of care (Medicines Australia, 2015). Failure to observe such codes amounts to professional ineptitude. The health care system did not offer the best to Nelly. He did not only lack access to medical care, but also experienced unfair treatment in hospitals.

Nelly’s story was plausible, and it could apply to other people in the Aboriginal population. However, Nelly applied strong beliefs and confidence in the methods he applied in managing his health condition. It is most likely that the methods would only work in people who express a certain threshold of trust in such interventions. Usually, patients’ perception and beliefs influence the efficiency of the medications they use to treat diseases (Street, & Haidet, 2011, Pg. 21).

Empowerment entails giving people a chance to make informed decisions (Eckermann et al., 2010, Pg. 196). For patients, empowerment involves allowing the sick to decide how they would like to manage their health status (World Health Organisation, 2009). Elements that empower healthcare students include an approach to promote self-management and health literacy in decision-making (Bravo, Edwards, Barr, Scholl,  Elwyn, McAllister, & the Cochrane Healthcare Quality Research Group, Cardiff University, 2015, Pg. 252). Nelly achieved empowerment in his adulthood.

Russell Nelly’s case study reflects important information in healthcare. It covers a range of issues that present in most healthcare and social setups. Researchers outlined issues that present in healthcare such as the influence of the society, culture, environment, and the political setup on people’s health (Pampel, Krueger, & Denney, 2010, Pg. 349). The stolen generation underwent multiple hardships in search of social and medical health (Eckermann et al., 2010, Pg. 98). From a personal perspective, the learner noted not to have encountered similar instances as Nelly. The institution of corrective policies is one of the reasons that guaranteed the learner a better experience than Nelly. The policies were to eliminate discrimination and promote equality (National Congress of Australias First Peoples, 2011). Nelly’s most important thing is to enjoy equal treatment in both social and healthcare setups. It is also important for him to advocate for the Aboriginal community and help them develop a sense of worth and capability. For the learner, it would be important to utilise the insight gained from the scenario to develop cultural competent skills in the provision of care. The learner can apply the information provided in Nelly’s case to practice by ensuring that people are not subjected to situations that hurt their health.

References

Australian Human Rights Commission (AHRC). (2007). Social Justice Report 2007 – Chapter 3: The Northern Territory ‘Emergency Response’ intervention. Retrieved from https://www.humanrights.gov.au/publications/social-justice-report-2007-chapter-3-northern-territory-emergency-response-intervention

Bravo, P., Edwards, A., Barr, P. J., Scholl, I., Elwyn, G., McAllister, M., & the Cochrane Healthcare Quality Research Group, Cardiff University. (2015). Conceptualising patient empowerment: a mixed methods study. BMC Health Services Research, 15, 252. doi:10.1186/s12913-015-0907-z

Cacioppo, J. T., & Cacioppo, S. (2014). Social Relationships and Health: The Toxic Effects of Perceived Social Isolation. Social and Personality Psychology Compass, 8(2), 58–72. doi:10.1111/spc3.12087

Eckermann, A., Dowd, T., Chong, E., Nixon, L., Grey, R., & Johnson, S. M, (2010). Binan Goonj: Bridging cultures in Aboriginal health. 3rd ed. Elsevier Health Sciences. Australia.

Medicines Australia. (2015). Code. Retrieved from https://medicinesaustralia.com.au/code-of-conduct/

National Congress of Australias First Peoples. (2011). Statement to the Australian Government on the Northern Territory Intervention. Retrieved from http://nationalcongress.com.au/wp-content/uploads/2011/10/CongressStatementNTER.pdf

Orang-Ojong, B. B., Munyangaju, J. E., Wei, M. S., Lin, M., Wei, F. G., Foukunang, C., & Zhu, Y. (2013). Impact of natural resources and research on cancer treatment and prevention. Molecular and Clinical Oncology, 1(4), 610–620. doi:10.3892/mco.2013.132

Pampel, F. C., Krueger, P. M., & Denney, J. T. (2010). Socioeconomic disparities in health behaviors. Annual Review of Sociology, 36, 349–370. doi:10.1146/annurev.soc.012809.102529

Raja, S., Hasnain, M., Vadakumchery, T., Hamad, J., Shah, R., & Hoersch, M. (2015) Identifying Elements of Patient-Centered Care in Underserved Populations: A Qualitative Study of Patient Perspectives. PLoS ONE 10(5): e0126708. doi:10.1371/journal.pone.0126708

Street, R. L., & Haidet, P. (2011). How well do doctors know their patients? factors affecting physician understanding of patients’ health beliefs. Journal of General Internal Medicine, 26(1), 21–27. doi:10.1007/s11606-010-1453-3

World Health Organisation. (2009). WHO guidelines on hand hygiene in health care: first global patient safety challenge clean care is safer care. Retrieved from http://www.ncbi.nlm.nih.gov/books/NBK144022/

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Selection and recruitment Essay Paper

Selection and recruitment
                      Selection and recruitment

Selection and recruitment

Order Instructions:

Selection and recruitment
Recruitment and selection have an important role within the process of leading, managing and developing people. Bratton and Gold (2012, p.239) separate recruitment and selection, at the same time creating a bridge between them in the following statement: Recruitment is the process of generating a pool of capable people to apply for employment to an organisation. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements.

To prepare for this essay:

•Consider your organisations’ approach (or that of an organisation with which you are familiar) to managing diversity – whether it is a preventative approach designed to avoid litigation or a positive and inclusive approach.

•Reflect upon best-practice examples of selection and recruitment.

SAMPLE ANSWER

  1. COLL. W3: Selection and Recruitment

Introduction

Selection and recruitment play a key role in the functioning of an organization. Recruitment and selection allows entities to generate a pool of potential candidates to execute specific tasks as well as choose the most competent ones to be part of the organization. Organizations as well adapt to various approaches to managing diversity for varied purpose, hence, the focus of this discussion.

The approach that my organization has taken to manage diversity is a positive and inclusive approach. This approach is part of the organization policies and initiatives to ensure that all people work as a team to ensure achievement of the organizational goals and vision (Equality and Human Rights Commission, 2010, p. 3). The organization embraces and respects human rights principles of equality, respect, fairness, autonomy, and dignity. These are values espoused in the organization across its functions.

The work place culture is welcoming as everybody is treated with dignity and respect and this makes all people to feel valued (Holloway & Carnes, 2011, p. 79). All employees in various departments are important despite having different skills and level of competency because they contribute to the success and achievement of the organization goals (Ekstrom, 2008). The organization has put in place policies on human rights and equality, dignity at work, working conditions, fair recruitment, employee welfare, and procurement practices. Employees and other members of the organization as well understand the values in the organization and therefore, participate in the decision-making as well as in development of policies. The participation of employees in such issues makes them to have sense of belonging hence, improves their morale and productivity.

Part of the workforce is made up of underrepresented groups and local communities. The customers as well come from the local community (Equality and Human Rights Commission, 2010, p. 4). Furthermore, the organization encourages all its employees in various job groups to consider advancing in their careers. Sponsorship opportunities are availed to all the employees that show interest regardless of their group levels. There is no segregation and unnecessary hierarchies in the organization as well. Senior staffs and management are in the forefront in promoting inclusive strategies and ensuring that they are supported fully.

The reason for adapting to this approach is because, the organization acknowledges the potential of working with people from various cultures, background, and races. These people have different experiences that if utilized well can benefit the organization; creativity and innovation in the organization is deemed to improve (Ekstrom, 2008). Other benefits for embracing this positive and inclusive approach are to help the organization attract new talent, maximize productivity, and increase employee commitment through utilization of potential of different individuals. It also has helped to promote the brand reputation of the organization in the public eye.

Organizations need to embrace best practice in their selection and recruitment process. This is achieved by considering job related factors when recruiting and selecting candidates to fill up the vacancies. They also need to consider merit and other employment principles during this process. Example of best practices is to have a plan. Planning before recruiting and selection will allow the organization to understand the skills required (Piedmont & Weinstein, 1994, p. 255). Through job analysis, the organization is able to determine the best criteria of selection and recruitment. Potential candidates should be given an opportunity to apply for various job openings. Marketing is also important hence, the organization should use appropriate communication channels to reach wide and potential candidates. Candidates should be shortlisted, then invited for an interview to select those that meets the threshold. The process should be fair to all candidates. For example, candidates that merit should be considered regardless of their races, ethnicity, color of skin or their place of origin provided they handle their duties well to achieve the organizational goals. It is also best practice to provide feedback to unsuccessful candidates and a person should be assigned by the interview board to advise them on what they should do next.

In conclusion, with globalization, organizations have to embrace diversity. Adopting a positive and inclusive approach is beneficial to an organization as it foster increased productivity. Using best practices in selection and recruitment such as providing equal chances to applicants is also important to promote the success of an organization.

Reference list

Ellis, C, & Sonnenfeld, J 1994, ‘Diverse Approaches to Managing Diversity’, Human Resource             Management, 33, 1, pp. 79-109, Business Source Complete, EBSCOhost, viewed 27 August 2015.

Ekstrom, G. (2008).  An inclusive approach: A strategy for diversity in the central government       sector. Retrieved from: http://www.arbetsgivarverket.se/upload/Avtal-Skrifter/Skrifter/An%20inclusive%20approach.pdf

Equality and Human Rights Commission. (2010). Creating an inclusive workplace. Retrieved  from:             http://www.equalityhumanrights.com/sites/default/files/documents/publications/an_employer_s_guide_to_creating_an_inclusive_workplace.pdf

Holloway, M, & Carnes, W 2011, ‘Using the new approach to diversity in assessing the     effectiveness of achieving managing workforce diversity course objectives’, Review Of Management Innovation & Creativity, 4, 9, pp. 79-91, Business Source Complete, EBSCOhost, viewed 27 August 2015.

Piedmont, R, & Weinstein, H 1994, ‘Predicting supervisor ratings of job performance using the    NEO Personality Inventory’, Journal of Psychology: Interdisciplinary and Applied. Vol 128 no. 3, pp. 255-265

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Diversity Management Essay Assignment

Diversity Management
                    Diversity Management

Diversity Management

Order Instructions:

Consider the merits and pitfalls of different approaches to managing diversity in organisations. Increased geographical mobility and the prevalence of teleworking are just two of the factors that have led to the ability of employees to work in organisations and contexts that would have been unthinkable even as recently as 20 years ago. This, alongside shortages in key skills, has led to an opening up of workplaces that requires new approaches to managing workforce diversity and the need to question assumptions about what makes an ideal employee.

Although the initial question in this exercise focuses on gender stereotypes in leadership, think about how this is replicated in other job roles and for other sections of society.

To prepare for this essay:

Reflect on the question on page 235 of the Bratton and Gold chapter in this week’s Learning Resources:
A personality questionnaire contains the item ‘I think I would make a good leader’. This question was answered ‘true’ by twice as many men as women, implying that men are twice as likely to become good leaders. What do you think of such an item and its implication?

In your analysis, use your knowledge of leadership, as this question concerns selection strategies, decisions and diversity management in recruitment and selection.

In an approximately 550 word response, address the following issues/questions:

Critically analyse diversity management based on this week’s Learning Resources.

In formulating your essay, consider the following questions:

What are the two approaches to managing diversity?

How does diversity management begin at the recruitment and selection stage?

Diversity Management

Diversity infers to the visible and non-visible variables that exist between individuals of different genders, cultures, race, sexual orientation, religion, marital status, disability, political affiliations, values, family structures, ethnicity and marital status. In managing all this elements, it is therefore essential that an approach to harnessing these differences with the aim of creating a productive environment within the workplace where every individual feel valued and talents are utilized to meet the goals of an organization is initiated (Casanova, p. 84. 2012). It is therefore essential to note that the essence of diversity within a work environment can never be underestimated since it enables a company to use creative and fresh thinking and several perspectives in responding and managing the needs of company’s customers.

According to the learning resources provided this week, diversity and equality management systems within an organization have the capacity to impact the performance of an organization beyond the typical effects of the traditional performance work systems since the former includes the training and monitoring of the processes of recruitment, promotion across the minor groups including the disadvantaged and pay (Casanova, p. 84. 2012). It is essential to note that due to the shortages in talents, organizations need to utilize the full capabilities of all its human resources.

There is also the need to embrace the fact that organizations need to incorporate diverse employees who are like its customers including the need to communicate and understand in reflecting their concerns, a factor that would produce better outcomes (Reichel, Brandl, & Mayrhofer, pp. 332-352. 2010). It is therefore of essence to emphasize on facilitating diversity and encouraging the element of equality considering the fact that if these are properly implemented and embraced, then diversity and equality management can improve the performance of an organization.

Two Approaches to Managing Diversity

It is imperative to consider the fact that managers need to be fully aware of the fact that managing diversity requires a different approach. To effectively manage diversity, it is essential to note that;

  1. An organization needs to brand its image with the sole aim of painting a picture of a company as one that values diversity of its employees. Through this, the company remains in a position of getting recognition of its diversity programs.
  2. Organizations also need to create a culture of acceptance that determines that the organization values and appreciates its diverse workforce.

How Diversity Management Begins At the Recruitment and Selection Stage

In the contemporary market, organizations have resorted to other approaches to recruiting and selecting its employees based on the traditional methods that focus on the supply and demand in the labor market (Reichel, et.al).  However, these approaches are now changing, considering the fact that the HR practice is now challenged to consider the element of diversity in employee branding, attraction of talents, and in developing a clear organizational value that would attract the existing and potential employees.

Bratton and Gold state that making the right decision during the recruitment and selection stage requires a collection of relevant information. Considering the element of a diverse labor market, organizations are therefore needed to incorporate this in their recruitment and selection process (Rose, & Leuschner, pp. 265-274. 2012). At the selection stage, it is essential to make decisions based on the issues of diversity and equal opportunity that can either be implemented through the compliance perspective that requires the process of recruitment to adhere to the laws that govern the work environment.

Secondly, this can be incorporated into the strategic perspective that clearly centers its approach on the benefits of employing a diverse labor force (Singh, & Point, pp. 363-379. 2006). Through the management of diversity, an organization remains in place to increase its staff retention and motivation, a factor that would improve its performance in customer relations.

References

Casanova, M 2012, ‘Diversity Charters in Europe’, Profiles In Diversity Journal, 14, 4, p. 84, Business Source Complete, EBSCOhost, viewed 27 August 2015.

Reichel, A, Brandl, J, & Mayrhofer, W 2010, ‘The Strongest Link: Legitimacy of Top Management Diversity, Sex Stereotypes and the Rise of Women in Human Resource Management 1995-2004’,Management Revue, 21, 3, pp. 332-352, Business Source Complete, EBSCOhost, viewed 27 August 2015.

Rose, L, & Leuschner, C 2012, ‘The diversity–productivity relationship in a permanent temperate grassland: negative diversity effect, dominant influence of management regime’, Plant Ecology & Diversity, 5, 3, pp. 265-274, Academic Search Premier, EBSCOhost, viewed 27 August 2015.

Singh, V., & Point, S. 2006, (Re) Presentations of Gender and Ethnicity in Diversity Statements on European Company Websites. Journal of Business Ethics, 68(4), 363-379.

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Definition of cross-cultural competence

Definition of cross-cultural competence
Definition of cross-cultural competence

Definition of cross-cultural competence

Order Instructions:

For this assignment you will need to read the following article:
Goodman, N. (2012) ‘Training for cultural competence’, Industrial and Commercial Training, 44 (1), pp.47 – 50.

After you have read the article, complete the following:

Identify the definition of cross-cultural competence. Evaluate and identify the challenges that can occur when attempting to instill cultural intelligence into the workforce.

SAMPLE ANSWER

Definition of cross-cultural competence

Introduction

Cross cultural competence, in essence, determines the variables that have been set to contribute to the intercultural effectiveness. Through a cultural competence, an organization therefore has the capacity to acquire the cultural awareness of others through a recognized ethnocentric understanding of the consequences of a cultural assumption, thus creating an avenue through which an effective work relation can be initiated (Goodman, pp.47 – 50. 2012). Through this, an organization is in a position to determine its style of engaging in business globally, the impact of virtual communication, cultural differences in communication styles on intercultural understanding. This paper, therefore, seeks to determine the approaches through which organizations can instill the elements of cultural intelligence within a work environment.

Definition of the Cross-Cultural Competence

The cross-cultural competence infers to the knowledge, effect, and skills that can enable a person to adapt efficiently within an intercultural environment. Many international ventures have over time failed in their market entry approaches for the lack of cross-cultural competence on the business practitioners (Goodman, pp.47 – 50. 2012). It is vital to note that this can be defined as an individual’s ability in contributing to the intercultural effectiveness irrespective of the intersecting cultures. It is essential to note that in as much as the elements of behavior and cognition may be relevant within a particular region; a set of competencies may enable the adaptation of individuals in any culture.

Cultural competency is an aspect that requires more than knowledge of diverse cultures including the skills required in cultural interactions. However, an essential element in this is the awareness of an individual’s worldview (De Vita, pp. 221-231. 2002). To achieve this, it is therefore critical to have the ability to adapt to an individual global mindset that creates an awareness of the approaches needed to integrate cultures in business even in aspect where communication styles vary, and the assumptions of these styles can negatively impact a venture.

Cross-cultural competence is also known as a tendency within a cultural setting that initiates the decision making and communication approaches that have the potential to resolve the misunderstandings and mistrusts that may occur within a work environment (De Vita, pp. 221-231. 2002). In essence, a cross-cultural difference mainly enables individuals to determine the differences between their cultures including of other people as well as enlightening individuals of cultural consciousness.

Challenges Occurring When Instilling Cultural Intelligence in a Workforce

In order to initiate an international team, there are several factors that need to be considered to integrate the success of a well articulated and integrated intercultural competence within a team since each team member has a different view of the company based on their cultural understanding. The challenges that are therefore bound to be encountered include;

Communication Style;

The variables in communication styles as determined and measured in light of the levels of criticisms that can be obtained and endured within each cultural dimension may result in issues in an event where an organization tries to instill the element of cultural competence (Easterby-Smith, & Malina, pp. 76-86. 2009). This, therefore, requires that this process is weighed carefully within an organization with the aim of minimizing the elements of misunderstanding.

Variances in Perception and Decision-Making;

It is essential to note that some cultures are profit oriented while others are mainly developed for the purposes of social relations and friendship. Some other cultures remain low in uncertainty and avoidance, a factor that apparently determines the fact that a blend of this cultural orientations and perceptions may be a difficult element to achieve especially in the decision process.

The Differences in Negotiation Approaches;

The variances in negotiation styles and approaches in the installation of cultural competence within an organization may turn out to be a difficult element to achieve due to the differences in cultural orientations of different individuals.

It is, therefore, essential to note that there are also issues that follow the cross-cultural competence such as leadership, roles, management styles, and the reaching of agreements in instilling cultural competency within an organization (Furnham, Petrides, Tsaousis, Pappas, & Garrod, pp. 5-32. 2005). Implementing these elements within an organization may be a tricky part and should be critically incorporated. It is therefore essential for the management team of an organization to determine appropriate approaches and solutions to these issues in order to reduce the adverse impacts and effects that may occur in instilling cultural competency within the goals of an organization.

Conclusion

Cultural competence can, therefore, be determined with an approach that enables an organization to understand the diverse cultures of its workforce including the differences with the aim of mitigating the differences and challenges that may arise between workmates (Huang, Rayner, & Zhuang, pp. 277-288. 2003). Cultural competency is an aspect that requires more than knowledge of diverse cultures including the skills required in cultural interactions.

Cultural competence enables an organization to have the capacity to acquire the cultural awareness of others through a recognized ethnocentric understanding of the consequences of a cultural assumption, thus creating an avenue through which an adequate work relation can be initiated. It is, however, essential to determine that initiating the proponents of cultural competency may not be an easy task to achieve. Organizations, therefore, need to develop decisive approaches of initiating competence within the confines of culture with the aim of increasing its productivity levels.

References

De Vita, G 2002, ‘Cultural Equivalence in the Assessment of Home and International Business Management Students: a UK exploratory study’, Studies In Higher Education, 27, 2, pp. 221-231, Academic Search Premier, EBSCOhost, viewed 27 August 2015.

Easterby-Smith, M, & Malina, D 2009, ‘Cross-Cultural Collaborative Research: Toward Reflexivity’, Academy Of Management Journal, 42, 1, Pp. 76-86, Business Source Complete, Ebscohost, Viewed 27 August 2015.

Furnham, A, Petrides, K, Tsaousis, I, Pappas, K, & Garrod, D 2005, ‘A Cross-Cultural Investigation Into the Relationships Between Personality Traits and Work Values’, Journal Of Psychology, 139, 1, pp. 5-32, Academic Search Premier, EBSCOhost, viewed 27 August 2015.

Goodman, N. 2012 ‘Training for cultural competence’, Industrial and Commercial Training, 44 (1), pp.47 – 50.

Huang, Y, Rayner, C, & Zhuang, L 2003, ‘Does intercultural competence matter in intercultural business relationship development?’, International Journal Of Logistics: Research & Applications, 6, 4, pp. 277-288, Business Source Complete, EBSCOhost, viewed 27 August 2015.

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Competency Frameworks in the Arabian aviation industry

Competency Frameworks in the Arabian aviation industry 
Competency Frameworks in the Arabian aviation industry

Competency Frameworks in the Arabian aviation industry

Order Instructions:

What do you see as a major problem in constructing a competency framework? Do you find these frameworks used regularly in your industry or culture?

Note: My industry is aviation.
Note: My culture is Arab culture.

SAMPLE ANSWER

Competency Frameworks in the Arabian aviation industry

Introduction

A competency framework is a structure that entails setting and defining each competency required by individuals executing their responsibilities while working in a firm. These competencies range from problem-solving capabilities as well people management skills. Most industries in the Arab culture have distinct competency frameworks to enable them place themselves at a significant point in the realization of the set objectives. Alzeban (2015, p.58) argues that a competency framework is indispensable in assisting an organization to have effective management and efficient decision -making process in respect to promotions, hiring, and selection (Elragig & Townley 2012, p.132). The aviation industry in the Arabian countries, to be exact, has a distinct competency framework towards its employees. However, the process of formulating a competency framework in those states becomes a problem to the formulators. Therefore, the following discussion indulges in discussing major problem addressing the major problem experienced when producing competency framework in the Arab culture. In addition, the paper looks into whether the formulated structures are regularly used in the aviation industry in the Arabian countries.

Discussion

The Arabian aviation industry faces problems when formulating competency frameworks. The competency model in the Arabian aviation industry comprises of management skills, occupation-particular prerequisites, industry-wide technical competencies, and industry-sector technical requirements. In addition, the Arabian aviation industry also demands competencies that comprise of workplace competencies such as teamwork, planning and organizing, business fundamentals, and working with tools and technology (Elragig & Townley 2012, p.134). Furthermore, the industry requires academic qualifications ranging from science, engineering, basic computer skills, mathematics, reading, and writing. The above competencies are not limited to personal effectiveness competencies comprising reliability, initiative, professionalism, and interpersonal skills. However, formulating a competency framework with the stated competencies above is addressed with issues. One of the critical problems in constructing competency framework in the Arabian aviation industry is to illustrate a perfect set of behaviors and traits for any particular role. Li, Weiss, Mueller, Townley & Belmont (2012, p. 394) argues that one of the distinctive values of the Arabian culture is teamwork. Therefore, the individual role is not emphasized in this particular society than group work. This situation poses a problem when formulating a competency framework since the Arabian aviation industry uses a pre-list of common standard competencies. This condition makes it hard for the industry to customize the competencies to individual roles in the place work.

The unclear customization of group roles to individual functions makes the Arabian aviation industry static. This obscures the respective industry towards future expectations. This major problem also causes an obstructed identification of a range of competencies (Li, Weiss, Mueller, Townley & Belmont 2012, p.398). Furthermore, the Arabian industry being static implies that it provides greater insight into current behaviors that are rewarded by the management rather than focusing on what effective performance should look like in the future. The social context of the Arab culture incomprehensibly influences the construction of competency framework. Individual performance in the Arabian aviation industry is gauged against social context (Townley & Ezard 2013, p. 1237). For instance, teamwork association defines an individual productivity. The more the group performs, the more individual is said to become more productive. Thus, it can be said that constructing a competency framework in the Arabian aviation industry will continue experiencing problems because of its overreliance on the societal factors (Alzeban 2015, p. 59). The competency framework in the Arabian aviation industry can only improve if the industry stops over relying on societal factors when formulating competencies frameworks. Once the industry deviates from over relying on social contexts, it will be able to focus on the workforce’s qualities.

The competency frameworks are regularly used in the aviation industry and Arab culture. When the focus is placed on the airline sector, the competency framework is used mostly during selection, hiring, and promotion (Elragig & Townley 2012, p. 138). When the industry is interviewing applicants to fill positions in the Aviation industry, most of the competencies tested are mostly social ones. Once a candidate demonstrates the tested societal competencies, the candidates are hired and assigned the respective job that meets his or her specifications. The industry’s environment approves teamwork than individual work (Rebarber, Tenhumberg & Townley 2012, p. 82). Thus, even after employment, an employee’s performance is measured against how the respective employee relates with his or her colleagues. For instance, the industry gives members of a group mandate to investigate the competencies of one of them about executing roles. Hence, competence framework is used in the Arabian aviation industry to evaluate how the staff is situating their skills towards the development of the industry (Li, Weiss, Mueller, Townley & Belmont 2012, p. 401). In the Arabian culture, competence framework emphasizes the importance of work experience towards industry’s progression. In this culture, the age of person does not matter: what matters are the competencies of the individual employee and his or her competence experience.

Conclusion

Constructing competency framework entails addressing many challenging issues. In the Arabian aviation industry, the cultural society is pertinent in formulating competency frameworks. The issue of age does not make sense in the Arabian industry than in the American aviation industry where competencies are attributed to advanced years.

Reference list

Alzeban, A 2015, ‘The Impact of Culture on the Quality of Internal Audit: An Empirical Study,’             Journal of Accounting, 30, 1, pp57-77, retrieved on 26 August 2015 from Database: Business Source Complete

Elragig A, & Townley S 2012, ‘A new necessary condition for Turing instabilities,’ Math Biosci, 239, 1, pages 131-138, retrieved on 26 August 2015 from Database: Business Source Complete

Li, G, Weiss, G, Mueller, M, Townley, S, & Belmont, M 2012, ‘Wave energy converter control by wave prediction and dynamic programming,’Renewable Energy, 48, pages 392-403, retrieved on 26 August 2015 from Database: Business Source Complete

Rebarber, R, Tenhumberg B, & Townley, S 2012, ‘Global asymptotic stability of density dependent integral population projection models,’ Theor Popul Biol, 81, 1, pages. 81-87, retrieved on 26 August 2015 from Database: Business Source Complete

Townley, S,& Ezard, T 2013, ‘A G matrix analogue to capture the cumulative effects of  nongenetic inheritance,’ J Evol Biol, 26, no. 6, pp.1234-1243, retrieved on 26 August 2015 from Database: Business Source Complete.

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Interpretation of the Genesis 1 account

Interpretation of the Genesis 1 account
            Interpretation of the Genesis 1 account

Religion and Theology;interpretation of the Genesis 1 account

Order Instructions:

Read the assigned article by C. Marvin Pate, “Genesis 1–3: Creation and Adam in Context,” Criswell Theological Review 10 (2013): 3–25 (available thru the ATLA database). After you have read the article, answer the following 3 questions:

1. Explain your interpretation of the creation account in Genesis 1. Do you read this as an account of a literal six-day creation or do you hold to another interpretation? What specific details or evidences most influence your understanding of this text and your belief that the text should be read literally or figuratively? (300–400 words)

2. What is your view on the age of the universe, and do you believe that the data in Genesis 1–11 can be reconciled with an old Earth view? Why or why not? (200 word minimum)

3. What evidence shapes your view on the issue of the historicity of Adam and Eve? Explain your understanding of the theological significance and importance of this issue. (200 word minimum)

Interact with specific details and issues raised in the assigned article as you answer each of these questions. You are also free to interact with other sources. Cite sources that you reference or quote, and your answers must be your own work. Be sure that your reply engages specific issues, questions, or passages related to the thread.

SAMPLE ANSWER

Religion and Theology

My interpretation of the Genesis 1 account

The Genesis chapter 1 account discusses creation as an activity that took place in six days with God resting on the seventh. For one I believe that it is accurate in its representation of how things came into existence through the hand of God, in an orderly manner that works well to this day. The Account in Genesis tells a story of God somehow building the world from the ground-up starting with the building blocks for life both in the context of humans, animals and plant-life. I however feel that the six days that God took to create the world is something that needs not to be taken literally. As complex as man is, it is important to note that God remains the creator and this means that the plane in which God exists is much different from that one where humanity exists. As such it will not make sense to count the days as six days literally. The naming of six days must have been done to express the narrative in a format that humanity will easily fathom. Furthermore if it is to be taken as six literal days, humans should consequently have the power to supernaturally command things into existence and make other humans out of mud then breathe life into them like God did when he was creating Adam. The impossibility of these things in human terms conversely implies that the six literal days is not possible but rather figurative. While scientific approaches to creation tend to appear to be on a collision course with the Biblical account, I believe they have a lot in common and tell the same story but from alternate perspectives. On one hand the creationist perspective tends to be over-simplified by its proponents to the point of almost lowering the power or position of God. On the other hand, scientific approaches such as the Big Bang theory point to an immensely powerful force that suddenly came about leading to a chain of events that brought the world forth. This process is believed to have taken billions of years. I am inclined to believe that the six days God took if taken literally would be in the region of billions of actual days. Last but not least, I believe the inability of both old world theorists and new world theorists to tell the actual age of the world is testament to God’s power (Marvin, 2013).

Old Earth View and the account of Genesis 1: 1-11

I am inclined to believe in the Old Earth school of thought which proposes that the Universe is much older than the estimated 6000 years generally agreed upon in the New Earth theory. The reason for this is the ambiguity of the Bible and also the use of language. The narrative first begins with the existence of God’s spirit moving around a ‘formless and desolate plane.’ This formless and desolate plane cannot be said to be the earth but rather the medium in which the earth would be created in. Conventional wisdom dictates that night and day are caused by the rotation of the earth around the sun with alternating sides being exposed to light while the other side is exposed to darkness. Before this, God created the light, highly likely to have been the sun.  The earth’s creation therefore comes about at the point when there is day and night due to the phenomenon of rotation. My belief in the earth’s being billions of years old is based on the scientific theories that estimate the period of time these things would have taken place from a human point of reference with the units familiar to us. The human system of counting day and night could only have come about on the sixth day, but it should be noted that the first six days take place from the perspective of the creator and humans have not yet occupied the earth. Psalm Chapter 90 verse 4 better explains the fact that God’s system of counting days is much different from the way they are manifested for humanity (Beggren, 2014).

Historicity of Adam and Eve

With respect to the issue of Adam and Eve’s historicity, I tend to rely on Biblical evidence based on the fact that the lineages of various Bible Characters can be traced back to Adam and Eve. If they were mythical individuals used in a representative way, then this means that the names of people on the Biblical lineages are also fictitious and this brings to doubt almost the whole Bible since many of the stories told involve the lives and times of people who descended from Adam.

From a theological perspective it is important to accept Adam and Eve as real people as this validates the entire history of humans and also their relationship with God. While it is important to distinguish between real and figurative references used in the Bible, it is necessary to also take into consideration the implication that each direction has on the larger picture. The fall of man, the Exodus, God’s laws in the Old Testament, the New Testament and God’s salvation plan all have meaning based on the acceptance that Adam and Eve were living, breathing human beings. Given the fact that they had a personal relationship with God which was ruined at the fall of man, their susceptibility to sin and its consequences is a critical element in explaining and understanding this spiritual concept and its specificity to the lives of individuals (Marvin, 2013).

References

Berggren, William A., and John A. Van Couvering, eds. Catastrophes and earth history: the new uniformitarianism. Princeton University Press, 2014.

Marvin Pate, “Genesis 1–3: Creation and Adam in Context”, Criswell Theological Review 10 (2013): 3–25

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Idea generations Research Assignment Paper

Idea generations
                    Idea generations

Idea generations

Order Instructions:

just follow the instruction is ok

Guidelines

Use the checklist provided to ensure your work meets appropriate documentation standards.

Failing to meet documentation standards may result in your work returned “Non compliant”.

Checklist

q     Use Cover-sheet

q     Submit ONE PDF document (or equivalent) by the due date.

q     Format

o Appropriate business language.

o Arial Font 12. 1½ line spacing.

o Footer with name, ID, and page number.

o Headings and subheadings.

o All tables, charts and graphs to be clearly labelled.

q     Document has been checked and proofread beforehand submission.

o Spelling, punctuation, appropriate grammar and syntax.

q     All tables, diagrams, charts and graphs to be clearly labelled and explained.

q     Attach completed Peer review form.

Non Compliant Document

A ‘non compliant’ document is one that does not meet reasonable standards. It must be formatted, corrected and re-submitted to be assessed in Week 16. It is a 2nd attempt and

80% attendance policy applies.

Late Assessment

A late penalty applies for this assessment task submitted after the due date.

Refer to Student Handbook regarding special consideration, time extensions and deferred assessment policies. Assessment submitted later than 1 week after the due date is a 2nd attempt. It is to be submitted in week 16. Maximum mark for 2nd attempt is pass. 80% attendance policy applies.

Progress Meetings and individual contribution.

Individual contribution must be clearly demonstrated. Teams are required to show progress and provide evidence of individual contribution. If absent individuals must provide Medical certificate required.

Failure to show contribution may result in individuals resubmitting an alternative Assessment as a 2nd attempt in Week 16. Maximum mark for 2nd attempt is pass. 80% attendance policy applies.

Peer review form.

Complete Peer review form, save and attach with Assessment.

Feedback

Feedback and result will be provided for you. You will be notified.

Referencing & Plagiarism

o Refer Learning Commons and student guide for details.

http://www.holmesglen.edu.au/

gStructureOverview.pdf

data/assets/pdf_file/0019/110449/WRITING_ReportWritin

Assessment Task 1 –Opportunity Analysis

Collaborative – Groups of 3 (Max)

Refer sample marketing report (BillyGo). Scenario.

After the success of its HBC range, BillyGo has been approached by several associations and groups.

These include

  • Special needs children and children with disabilities.
  • Mobility devices and add-ons for wheelchairs, motorised scooters
  • Special terrain pedal powered recreational vehicles.

Your role as a marketing consultant is to collect, short-list and evaluate viable market based business opportunities (Australia) for BillyGo.

  1. Participate in a guided brainstorm session to generate possible ideas.
  2. Capture and document viable ideas generated.
  3. Refine, rate and short list ideas using an agreed selection criteria based on business merit.
  4. Select 2 ideas. Post 2 ideas on the discussion forum provided.

Note 1; All teams must be different.

Note 2; ideas that provide benefits for special need groups may be eligible for specia

Government grants and funding.

  1. Research market potential based on demographic, geographic, psychographic data.
  2. Document research findings using a segmentation table.
  3. Submit your findings in business report form. Opportunities must be explained, justified and supported.

Marking Guide (Rubric)

SAMPLE ANSWER

Idea generations

  1. Electrical gadgets for monitoring
  2. Digital wheelchair/special wheel chair
  3. Special cars
  4. Special motor bikes or bicycles

Evaluation

Electrical gadgets for monitoring health are commonly used by many and are assembled by different companies therefore they are already in the market. Special wheelchair or digital wheelchair, most disabled people use wheelchair and they apply force to move, adding or assembling digital start up or button for them to move, it will be very effective and efficient. It means that, the idea is vulnerable since the market has not been fully amortized by these wheelchairs. Special cars and motor bikes/bicycles also are highly demanded in different market segmentation. Due to increased standard of living, many disabled people want to drive and also have an easy and efficient way of alighting the car. In addition, most of them want to ride bikes, therefore coming up with simple special bikes for them; we can increase our market share.

Short listed ideas

Digital wheelchair; young population that are disabled and also the aging population that are also disable, may have little force to push the normal wheelchair for them to move. For this reason, proving or coming up with a digital wheelchair, where the disable people have to press to move, it will be efficient and effective for them to loco mote. This idea will ease their work performance, therefore many will demand for them and due to high demand, more will be supplied hence the company market share and competitive position will increase and finally the company will make a lot of profit, (CHOUINARD, HALL, & WILTON, 2010).

Special cars/bikes/ bicycles; many disabled people have different living standard and also the needs differ. For this reason, coming up with special cars, bikes and bicycles that are efficient for them to operate, they will make them feel recognized and well known in the society since they can enjoy same preferences with people with no disability. In return, they will purchase more of the cars, bikes, bicycles so as not to feel inferior and this will be of profit to the company, (KOHLBACHER, & HERSTATT, 2011).

References

KOHLBACHER, F., & HERSTATT, C. (2011). The silver market phenomenon marketing and innovation in the aging society. Heidelberg, Springer. http://site.ebrary.com/id/10427871

CHOUINARD, V., HALL, E., & WILTON, R. (2010). Towards enabling geographies “disabled” bodies and minds in society and space. Farnham, Surrey, Ashgate. http://site.ebrary.com/id/10376602.

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Assessing Resources Paper Available

Assessing Resources
Assessing Resources

Assessing Resources

Assessing Resources

Order Instructions:

Assess Resources

Identify and assess all resources available to this population. Include the strengths and weaknesses of the resources.

Provide evidence to support your assessment and discussion points.
This is Prince Georges County. Please two pages with APA Format and college grammar and due in 5 days

SAMPLE ANSWER

Assessing Resources

Different states have different resources available to their people. These resources are important as they enhance the living standards of the residents. This paper deliberates on the resources available to the population of Prince George County. This is one of the counties of the Maryland state in the USA that borders Washington D.C. The county population estimate by the year 2010 was at 863, 420 people, making it second in terms of population density in the Maryland state (Prince George County, 2015).

Like any other county in the USA, Prince George County has an array of resources that support the people. These resources include,  hospitals, learning institutions, transportation infrastructure,  recreational facilities, highways,  child centers, worshiping places, shopping malls, industries, and companies that offer employment to  the people among many others.

The country has invested in education hence, has established enough learning institutions to provide learning services to its people. In the county, more than 86 percent of the people that are aged above 25 years have attained high school education or high level of education. More than 30 percent of the people above the age of 25 years are graduates holding either a bachelor or professional degree (Prince George County, 2015). This is therefore an indication of the value the country has placed on education. This is therefore, strength because when people are educated, the level of poverty reduces because they can easily gain employment or create new jobs.

The county as well is religious as it has a presence of more than 800 churches. It also has Buddhist and Hindu temples, synagogues, and mosques. These churches cover 14 square kilometers of land. This is a very important resource because it has helped to alleviate the morals of the people. Incidences of crime in the country are low compared to other counties hence, strength.

The county as well, has various organizations and business that contribute to the economic development. Businesses as well provide employment to the population hence, helping improve their living standards. Examples of major employers include organizations such as United Parcel Service, Verizon, Giant, and Marriott International among many others (Prince George County, 2015).

The county is also endowed with superb transportation services. The county has quite a number of major highways that facilitate transportation. The county as well has various bus services and heavy rail passenger service that service booth the county and outside the county. The strength of this resource is that it has also put into consideration people with disabilities such as handicapped. These people have a regional Metro Access para-transit system that caters for the handicapped people in the county.

The country has as well recreation and other youth services that population utilizes. The county has five star hotels and recreational locations that people visit to relax and take some rest from their daily hassles. Tourists’ sites are also available. Tourists use ferries for easier movement (Tuss, 2008). The county has as well various sports grounds that nurture youth’s talents. The county was ranked among the prospective counties in the basketball talent pool.

The county as well has hospitals that offer various health care services to the population. Health is a fundamental human right that people should not be denied. The county has made efforts to ensure that these health facilities are well resources and equipped to provide high quality services. The weaknesses in this sector is laxity and poor provision of child and women centered services in some of the facilities hence, affecting the health outcomes of  some people (Prince George County, 2015).

The county in nutshell has vast resources available to its population. The quality of life of people is good because of these resources. People have an opportunity to pursue their studies because of availability of adequate learning institutions; they have better transport services, health care and recreational services among others.

References

Prince George County. (2015). About us. Retrieved from: http://www.princegeorgeva.org/

Prince George County. (2015). Maryland Health Improvement Ppan 2000-2010. Retrieved form:             http://hsia.dhmh.maryland.gov/opca/docs/PrinceGeorges.pdf

Tuss, A. ( 2008). “Tourists Get Best of Both Worlds on New Ferry”. WTOP. Retrieved 28  August 2015

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Proposed Plan for a Teaching Project

Proposed Plan for a Teaching Project
Proposed Plan for a Teaching Project

Proposed Plan for a Teaching Project

Order Instructions:

Proposed Plan for a Teaching Project
Develop a teaching project that could be delivered to your community.
Identify your outcomes.
Outcomes must be SMART
• Specific
• Measurable
• Achievable
• Realistic
• Timely
Address the cultural competent care issues for the population.
Address any budget, cost or financial issue.
please use Prince Georges County for the paper

please use Prince Georges county for paper

SAMPLE ANSWER

Proposed Plan for a Teaching Project

Community requires information on various issues that affect them to take precautionary measures. This paper develops a teaching project that will be delivered to the people/community of Prince Georges County.

The teaching project aims to educate/teach the people of Prince Georges County about infant mortality and ways to avoid these deaths. The population of the county is estimated to be around 863, 420 people, and continues to increase (Prince George County, 2015). The county has people from different races including whites, Hispanics, African Americans, and others. The rate of infant mortality is high especially among African Americans hence, the need for this teaching project. Infant deaths are considered as an important indicator of the community health; hence, it is an issue that require urgent measure to adders it (Prince George County, 2015).

This teaching project is designed to achieve specific, measurable, achievable, realistic, and timely outcomes. The project intends to teach local communities, especially African Americans in Prince Georges County on health of infants (Prince George County, 2015). This training targets fathers and mothers in the community to inform them about health care of infants. The outcomes of the projects will be measured based on the number of infant deaths after training. It is expected that after training, the death rates should go down. If this does not go down, then it means that the training will not have attained the ultimate goal.

The training goals must also be achievable (Day & Tosey, 2011). This project is achievable because there are enough resources to facilitate the training. The training personnel will be recruited from the existing pool of health workers in the county. There is also enough transportation services for these personnels.

The teaching project is also realistic in the sense that it aims at filling a gap that has been researched. Studies have indicated that indeed the level of infant mortality in the county is higher hence, requiring urgent measures (Prince George County, 2015). This training project is therefore, realistic. Various women and men will be taught on infant health care in different centers in the county.

The project is also timely. It comes at the time that the cases of infant mortality are high in the county. This therefore, will make the project success, as it will trigger attention from the target audience. The teaching will take two months to educate the parents in the County.

This teaching plan has also put into consideration the cultural competent care issues of the target population (Lewisson, Hellgren & Johansson, 2013). Cultures do vary and it is important for training or teaching plan and methods to be receptive to the cultures of the people. The people target has more or less the same cultural orientation, and therefore, this teaching plan has factored this. The teachers must use the language that the population understands. They must also respect beliefs, values, and norms of the target population.

Budget is another important issue that this teaching plan has considered. The training will require financial resources to ensure that the goals and objectives set are met. The budget for teaching is estimated at US $ 50,000. This budget will cover for various expenses, including, recruiting trainers, paying the trainers, and operating expenses covering, transportation, food and accommodation of the trainers and other sundry expenses.

References

Day, T., & Tosey, P. (2011). Beyond SMART? A new framework for goal setting. Curriculum  Journal, 22(4), 515-534.

Lewisson, N., Hellgren, L., & Johansson, J. (2013). Quality improvement in clinical teaching through student evaluations of rotations and feedback to departments. Medical Teacher, 35(10), 820-825.

Prince George County. (2015). About us. Retrieved from: http://www.princegeorgeva.org/

Prince George County. (2015). Maryland Health Improvement Ppan 2000-2010. Retrieved form:             http://hsia.dhmh.maryland.gov/opca/docs/PrinceGeorges.pdf

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Finance reporting Term Paper Available

Finance reporting
             Finance reporting

Finance reporting

Order Instructions:

detailed instructions are uploaded

SAMPLE ANSWER

Finance reporting

Table of Content

  1. Introduction………………………………………………………………………3
  2. Objective of General Purpose Financial Reporting……………………………….3
  3. Fundamental Qualitative Characteristics………………………………………….4
  4. Wesfarmers Latest Annual Report in Light of the Disclosure Requirements for PPE………………………………………………………………………………4
  5. The Extent at which Wesfarmers Satisfies the Fundamental Qualitative Characteristics……………………………………………………………………5
  6. References……………………………………………………………………….8

Introduction

Companies engage in business operations with the aim of doing business, generate profits and create shareholders value. Financial reporting is used by management to communicate information to the different stakeholders of the company and the general public. Such information is important for potential investors, creditors, lenders for making important decisions about providing scarce resources to the company.

Wesfarmers Limited is one of the largest corporations in Australia. The company’s headquarters is in Perth, Western Australia. Wesfarmers Limited engages in businesses in departmental stores, a supermarket, coal production and export, chemicals, energy and the provision of home improvement and office supplies and also safety products (Wesfarmers – About Wesfarmers, n.d.). The company is one of the largest private employers and creates satisfactory returns to its shareholders.

Objective of general purpose financial reporting

The primary goal of general purpose financial reporting is to give vital information to users about reporting entity that are useful for making and assess decision regarding the distribution of scarce resources. These users include potential investors, the lenders and other creditors. Financial reporting also provides a means by which the management exhibits their accountability to the different stakeholders. The prerequisite of information with accountability goals is an imperative goal of the general purpose financial reporting, especially in public sector entity. However, it is important to note that, accountability by reporting entities using general purpose reporting is part of the broader objective. That is providing useful information investors, lenders and creditors for making a decision about the allocation of scarce resources.

Qualitative characteristics of useful financial information

Financial information must possess both fundamental and enhancing qualitative characteristics for the financial statements to be useful to the stakeholders.

Fundamental Qualitative characteristics

Relevance: Financial information must be relevant and capable of influencing the decision of the users. Therefore, it is important that the metrics used in presenting financial information should provide all the necessary information needed by the users to enable them make the right decisions (Yao et al., 2015).

Faithfull Representation: The financial information provided must be complete, free from error and that it is not biased in any way. Therefore, it is important that the financial information provided depict the truth about the happenings in the company.

The enhancing qualitative characteristic includes comparability, timeliness, verifiability, and understandability.

Wesfarmers Latest Annual Report in Light of the Disclosure Requirements for PPE

The main purpose of IAS 16 is to lay down the accounting standards for property, plant, and Equipment (PPE). So as to make sure that the users of financial information can understand information regarding the company investment in its Property, plant, and equipment. It also encompasses any changes in the investment as mentioned earlier. Wesfarmers Limited present their property plant and equipment information in a consolidated balance sheet included in the annual report.

According to the 2015 annual report, the Wesfarmers property is worth $2,495 million. Plant and equipment are valued at $ 7730 Million. The company also disclosed the capital expenditure that amounted to $2,243. On the notes to the financial statement, the company’s gain on disposal of property, plant and equipment amounted to $54 million. The depreciation amounted to $934million. The expenses accrued because of impairment of plant, equipment and other assets amounted to $19 million.

From the Wesfarmers annual report, it is evident that the company has complied with the IAS 16 principles. The values of assets are recognized when they are acquired. The notes section gives detailed information about the assets acquired by the company. Therefore, Wesfarmers property, plant, and equipment (PPE) are calculated at its cost. The company uses the “Component” approach to recognition and measurement. The company identifies parts of an asset that may be reinstated or separated from the main asset. Therefore, the company accounts for different parts of its equipment differently.

Wesfarmers uses the revaluation model when determining the carrying value after the initial recognition. The company accounts for an Item of PP&E using its fair value less the accumulated depreciation and accumulated impaired losses (Yao et al., 2015). Wesfarmers always revalue its assets annually to ensure that the carrying value to the next financial year is not materially dissimilar from the final fair value present.

The extent at which Wesfarmers satisfies the fundamental qualitative characteristics

The main fundamental qualitative characteristics of financial information are relevance and faithful representation. Wesfarmers presents its financial information in the form of the annual report every year.

Wesfarmers Limited ensures that the information in the annual report can make a difference in the decision made by the users. The company provides its financial information in the form of four important documents. That is Result Shareholders quick guides, full year announcement, result presentation and supplementary information (Wesfarmers, 2015).

The company ensures that the information published in the annual report is relevant to all the users of financial information. The company provides the key financial metrics relevant for the users when making decisions regarding their investment. To ensure relevance, the company also makes sure that the financial information provided has both predictive and confirmatory value.

Faithfull representation is also an element that is considered by Wesfarmers when providing financial information. The company ensures that their financial information is reliable and that it faithfully represents the economic phenomena fully. The company financial information is complete encompassing all the required financial statement and other key financial ratios as stipulated by the accounting standards (Wesfarmers, 2015). The information is neutral as it represents the true and fair view of the company. The preparations of financial statements are done by qualified and experienced financial managers to ensure that the published financial information is free from any error whatsoever.

As such, Wesfarmers financial information can provide financial information about the reporting entity that is important for potential investors, suppliers and other creditors to enable them make decisions about endowing the company with resources. This implies that the company can meet the objective of general purpose financial reporting of providing important information required for to decide whether or not to provide scarce resources to the company.

References

2015 Full Year Briefing presentation. (2015, January). Retrieved August 23, 2015, from http://www.wesfarmers.com.au/component/docman/doc_download/1453-appendix-4e-preliminary-final-report-and-2015-full-year-results.html

Wesfarmers – About Wesfarmers. (n.d.). Retrieved August 23, 2015, from http://www.wesfarmers.com.au/about-us/about-wesfarmers.html

Wesfarmers – Results, presentations and reports. (n.d.). Retrieved August 23, 2015, from http://www.wesfarmers.com.au/investors/reports-results-presentations.html#results-presentations

Yao, D. F. T., Percy, M., & Hu, F. (2015). Fair value accounting for non-current assets and audit fees: Evidence from Australian companies. Journal of Contemporary Accounting & Economics, 11(1), 31-45.

Yao, D. F. T., Percy, M., & Hu, F. (2015). Journal of Contemporary Accounting & Economics. Journal of Contemporary Accounting & Economics, 11, 31-45.

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