What Are the Four Main Islands of Japan

Japans  mainland consists of four primary islands: Hokkaido, Honshu, Kyushu, and Shikoku. In total, the country of Japan includes 6,852  islands, many of which are very small and uninhabited. When trying to remember where the major islands are located, you can think of the archipelago of  Japan as a  lowercase letter j.   Hokkaido is the js dot.Honshu is the long body of the j.Shikoku and Kyushu make up the js sweeping curve. The Island of Honshu Honshu is the largest island and the core of Japan. It is also the seventh largest island in the world. On the island of Honshu, you will find the majority of the Japanese population and most of  its major cities,  including the capital of  Tokyo.  Because it is the center of Japan, Honshu is connected to the other primary islands via undersea tunnels and bridges.   Roughly the size of the state of Minnesota, Honshu is a mountainous island and home to many of the countrys active volcanoes. Its most famous peak is Mt. Fuji. Major cities: Tokyo, Hiroshima, Osaka-Kyoto, Nagoya, Sendai, Yokohama, NiigataKey mountains:  Mount Fuji (Japans highest point at 12,388 feet [3,776 m]), Mount Kita, Mount Hotaka, Hilda Mountains, Ou Mountains, Chugoku RangeOther key geographic features:  Lake Biwa (Japans largest lake),  Mutsu Bay, Inawashiro Lake, Tokyo Bay The Island of Hokkaido Hokkaido is the northernmost and second largest of the main Japanese islands. It is separated from Honshu by the Tsugaru Strait. Sapporo is the largest city on Hokkaido and also serves as the islands capital. The climate of Hokkaido is distinctly northern. It is known for its mountainous landscape, a number of volcanoes,  and natural beauty. It is a popular destination for skiers and outdoor adventure enthusiasts and is home to many national parks, including Shiretoko National Park. During the winter, drift ice from the Okhotsk Sea creeps toward the northern coast, which  is a sight to behold in late January. The island is also known for its many festivals, including the popular Winter Festival. Major cities: Sapporo, Hakodate, Obihiro, Asahikawa, Obihiro, Kitami, Shari, Abashiri, WakkanaiKey mountains: Mount Asahi  (highest point on the island at  7,516 feet [2,291 m]), Mount Hakuun, Mount Akadake, Mount Tokachi  (active volcano), Daisetsu-zan MountainsOther key geographic features: Sounkyo Gorge, Lake Kussharo, Lake Shikotsu The Island of Kyushu The third largest of Japans big islands, Kyushu is to the southwest of Honshu. This island is known for its semitropical climate, hot springs, and volcanoes, and the largest city on the island is Fukuoka. Kyushu is known as the Land of Fire because of its chain of active volcanoes, which include Mount Kuju and Mount Aso. Major cities:  Fukuoka, Nagasaki, KagoshimaKey mountains: Mount Aso (active volcano), Mount Kuju, Mount Tsurumi, Mount Kirishima, Sakura-jima, IbusukiOther key geographic features:  Kumagawa River (largest on Kyushu), Ebino Plateau, multiple small islands The Island of Shikoku Shikoku is the smallest of the four islands and is located to the east of Kyushu and southeast of Honshu. It is a picturesque and cultural island, boasting many Buddhist temples and the homes of famous haiku poets. Also a mountainous island, Shikokus mountains are small in comparison to others in  Japan, as none of the islands peaks is higher than 6,000 feet (1,828 m). There are no volcanoes on Shikoku. Shikoku is home to a Buddhist pilgrimage that is known worldwide. Visitors can walk around the island visiting each of the 88 temples along the way. It is one of the oldest pilgrimages in the world. Major cities:  Matsuyama, KochiKey mountains:  Mount Sasagamine, Mount Higashi-Akaishi, Mount Miune, Mount TsurugiOther key geographic features:  Inland Sea, Hiuchi-nada Sea, Bingonada Sea, Iyo-nada Sea

Understand Professional Supervision Essay - 2318 Words

| |[pic] | |Candidate Performance Evidence Record | | NVQ Title and Level: QCF Diploma Level 5 |ASSESSMENT REPORT | | | |Unit 532: Understanding professional supervision practice†¦show more content†¦When they | |reach the final stage they have obtained the knowledge and experience to become a supervisor themselves and take responsibility for their own future | |growth. | | | |Intergrated Models rely on more than one theory and technique and were designed to be employed with multiple therapeutic orientations. Two intergrated| |models of supervision are Bernards Discrinimation model and Holloways Systems approach. | | | |Bernards Discrimination Model has three supervisory roles Teacher, councillor, and consultant and has three areas of focus for skill building, | |process, conceptualisation and personalisation. The supervisor is in one role and one focus at a time and can therefore respond in one of nine ways. | |Supervisors all have personal habits which lean towards some of the roles or focuss must choose the interaction required for the supervisees learning|Show MoreRelatedChallenges Faced By Ethnic Minority Supervisors1216 Words   |  5 PagesMinority Supervisors in Clinical Supervision Personal Preparation My specialization paper will focus on the challenges faced by ethnic minority supervisors in clinical supervision. My paper is guided by the courses I took in the doctoral program, my personal experience as a supervisor and the gaps in literature review that motivated me to pursue this area of research. 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Differences In Working Culture Of Australia-Myassignmenthelp.Com

Question: Discuss About The Differences In Working Culture Of Australia? Answer: Introducation: The Globe project mainly helps in developing ideas about how different cultural values are related with different forms of organizational practices, conception do leadership, different forms of economic competiveness of the societies as well as different human conditioned of the members (Mollmann et al. 2015). They help by providing nine important dimensions which are used as parameters in measuring the working styles and cultures of different organizations in different cultures. They also help to point out the different cultural differences that occur in workplace of two nations and help multinational companies to develop strategic plans to manage employees of both the culture effectively (Venaik and Brewer 2013). Developing information on each of the nine parameters will help the leaders of the multinational companies to develop a plan for effectively managing diverse workforce effectively and how new innovations ac help to overcome the negative aspect of each of the nations workpl aces. In the present study, Globe theory is used extensively in comprising the nations of Australia and India so that the cultural differences in the organizations can be studied and thereby acted upon for betterment. The first point that needs to be discussed is the power distance parameter between the two nations of Australia and India. Power distance can be defined as the degree to which the less powerful members of the institution or the organizations within a particular nation expect as well as accept the fact that the power in their organization is distributed unequally (Ponnuswami and Harris 2017). It mainly reflects the fact that the inequality of the society is endorsed by the employees as well as the team members. The working culture of Australia has a very low score in the power distance variable. This is mainly because within the organization of the nation, the hierarchy of power is mainly developed and established in a way where superiors are always accessible. Here the managers are mainly found to develop very good bong with employees overcoming the status of their position and rely on the employees individually and both as a team for their expertise. In such a working atmosphere, it is found that managers and employees consult their working, strategies, intentions and others and share information frequently (Shah and Baker 2017). Moreover, the style of communication is mainly kept informal with a more direct and participative approach. On the other hand, India score very high in the power distance where the working members themselves appreciate hierarchy as well as a top down structure not only in organization but also society. Here the employees are mainly found to be dependent on the boss or other power holders for their directions and are seen to accept unequal rights that may exist between the power position holding people and that with the other employees who are lower in ranking systems in the hierarchy. The accessibility to the people holding higher position is only limited to the immediate power holder but this capability gradually decreases of the people who are higher in the line. They are mainly follower of paternalistic leaders who provides them re wards for maintaining their loyalty towards them (Zealand 2013). Employees themselves expect to be directed clearly form the upper authorities. Control over the employees is accepted and to even on the level of psychological security. The employed develop every formal attitude towards the employees and communication is mainly followed to be top down and directive. It is also seen that the employees never provide negative feedback to any persons that are up the ladder of hierarchy. The second point according to globe theory is uncertainty avoidance. It can be defined as the degree to which the different members of the organization of a particular culture feel threatened due to any unambiguous as well as unknown situations. It also describes the created beliefs and institutions of the members by which they try to avoid the uncertainty. In simple words, it can be stated that this dimension mainly looks over the ways by which a society or the organization deals with the fact that future is unpredictable and whether they should control the future or let the future take its own score (Hallam 2013). Australia scores an intermediate position while handling uncertainty avoidance of 5. This states that the Australian culture is tolerant of the uncertainty. In such a situation, people do not show any aggression as well as emotions in different ambiguous situations. Moreover the laws found in Australia to manage these situations are not very precise. Very few rules which include religious as well as legal are present to keep out of uncertainties. On the other hand India score 40 and thereby shows a medium low preferences for avoiding uncertainty in the organizations. The Indian firms develop an idea that nothing is perfect and therefore things might not go as planned which shows their acceptance of imperfection (Warmer 2014). Researchers have stated that India can be described as the patient country where the tolerance for the acceptance is high. People in this type of working area do not feel driven or compelled to take different actions initiatives and thereby settle in to their own established riles. They are always ready to adjust which may mean either turning a deaf ear to rule being flouted to developing a solution to insurmountable problem. This aspect may either lead them to misery or make them an empowering aspect of the organization. It is traditional proverb where it is said that nothing is impossible India if one knows how to adjust. The next criteria which would be compared between the two nations of Australia and India are the humane orientations. It can be deified as the degree by which organizations involve in encouragement as well as providing rewards to the individuals of the organization (Popli and Rizvi 2015). This would be based on the criteria being fair, altruistic, caring, and being kind and also generous. For Australia, Human orientation score is towards the higher side and has a scale of 6 out of 7.. Here it is seen that organizations in the nation provide importance to the interest of the others and people are motivated primarily by a need for belonging as well as affiliations. Here members are encouraged to promote well being of others in the society and organization. Leaders are seen to implement strategic changes is they face cultural conflicts. They try to spend resources for betterment of the relationship between members, to provide them reacts and feedbacks and many others. They encourage peo ple to talk about the positive sides of their coworkers and admire them (Gribble and McRae 2017). They try to develop the organization as a close knit family influencing a reflect balance of formal and informal atmosphere. In case of India, the same score is found to be medium which is about 4 out of 7. Here, mainly due to the high power distance, bond formation among the employees and the higher authorities are not strong. A more formal environment is found here where individuals are expected to meet their targets and perform their work responsibly (Murray 2015). However, collectives only intervene in case of these employees who fail to meet their targets and have poor performance. They selectively intervene when required unlike Australia who mainly depends of sitting unity within the teams. Collectivism (Institutional) may be defined as the extent to which different organizational and societal practices encourage and also reward collective distribution of resources and also promote collective actions. Collectivism in groups can be defined as the degree to which individuals within the organizations express loyalty, pride and cohesiveness in the workplace as families. In this context, individualism may be defined as the extent to which a persons provides importance to his own value and interest while meeting up the objectives of the organizations where his own interest prevails over the interests of the groups (Matthew, Hicks and Bahr 2013). In the individualism score level, Australia is seen to have a very high score in of 90 in the dimension. This states that Australia has highly individualist culture. Researchers have stated that society in Australia is loosely knit where the people mainly have expectation that they would look upon themselves along with their immediate families. The people in their nation have expectation that every individual should be self reliant as well as display initiatives (Earnest et al. 2015). Here people stand up for themselves and for their immediate families. They need to choose their own affiliations. The ties between people in such society are loose. Here the culture is more based on rewards and bonuses which are linked to the different individual performance as well as they also promote the fact that task are important over personal relationship. On the other hand, India mainly has the intermediate score of 48 which states that they are neither totally collectivist nor totally individualist. On the collectivist background, it is seen that there is a high performance of the Indians for their belonging to a larger social frame work where the individuals are expected to act in accordance to the greater good of one s defined in-groups (Haski-Leventhal et al. 2016). The actions of every individual are influenced by a la rge number of concepts which include opinion of the family, extended family, neighbors, work group and other such wider social networks. The employer employee relationship is based on expectations where loyalty and productivity is expected by the employers form employees and familial protection from employers expected by employee (Almeida and Fernanado 2017). They are integrated in cohesive group right form their birth and protect their groups through their lifetime. Here the interest of the group members acts more importantly over the individualistic interest. The next criteria according to the Globe theory would be the gender egalitarianism. It can be described as the degree to which an organization can reduce or minimize gender equality. Australia has reached far in establishing the gender equality in organization (Saaya et al. 2016). According to the government, women are now accounting for about 46.2 % of the local workforce where a major part is formed of part time workers and then followed by one third portion of full time employees. Moreover, the researchers are of the opinion that women in Australia are over represented in lower lying part time jobs and underrepresented in executive positions. Moreover they also face harassments and discrimination at workplace. However the condition had been developing over the years with stricter rules and policies of organization and great initiatives taken by the government to ensure women job placement (Moorhead et al. 2014). Indi is very poor in consideration of gender equality in workplace. I t has been found that women belonging the age of 30 earned 23.07% less than men while woken living in the age group of 30 to 40 years earn 30.245 of less than women. The old age culture and traditional beliefs of good household comprising of a skilled housewife is the main reason for withdrawal of professional after women are married. Moreover, the society is highly patriarchal where most families do not encourage women empowerment (Rivera 2016). In 2014, total patriarchal of women in labor force was pegged at 24.2% with a decrease of 23% decline in the female labor force over 25 years. Moreover discrimination, assaults and others are also a common scenario of India workforce. Assertiveness, according to the Globe theory can be defined as the extent where the individuals are assertive, confrontational as well as aggressive in their relationship with the different members of the organization. In the Australian workplace, there is high degree of assertiveness as people believe directness to be of better benefit and an effective way of communication (Candler 2014). However people do treat each other politely but within that they never fail to mentioned their point of view of provide positive or negative feedback accordingly. Orders are often placed as requests in soft forms. It is common for the employees to address their boss in the same way s their colleague. Mostly first names are the most common forms of address. Fewer formalities are followed in the workplace and people like to be more assertive which is also respected by leaders. Meetings may start with casual humor which in most cases is dry and anti-authoritarian. Providing both positive as well as ne gative feedback in a polite way makes an individual respectful to the leaders as they think him to be participative in the discussions. On the other hand, India score low in assertiveness in communication procedures. Indians are found to be more submissive in their communication and a greatest reason is the power influence of the hierarchical system in India (Grijalva and Newman 2015). Very few scopes are received by the workers where they and voice out their concern or can suggest something to the higher authority which would b beneficial for the authority. Neither they are approached for suggestion, nor do they provide feedback. Negative feelings when developed by employees against higher authorities are often kept suppressed which results in job stress and lead him to resign but open communication is not preferred (Bell and Anscombe 2013). Moreover, women are found to be the one showing more submissive behaviour than men. Although most of the culture of Indian workforce provides people with less scope for being assertive, but gradually new leaders are on the fields who are trying to include young minds together where employees are given the scope for confronting the ideas of the leaders and employers helping them to establish more successful organization. The next criteria according to the Globe theory is the degree to which individuals engage in different future oriented behaviors for betterment f the organizations like planning and investing for future and others. Long term orientation is a dimension which mainly helps the society to adopt ways by which it can maintain link with its own past while dealing with different challenges both of the present and that of the future normative societies who score less on this criteria mainly like to maintain time honored traditions as well as norms where they develop view towards the changes in society with suspicion (Singh and Gatina 2015). However, those cultures which score high on the criteria mainly believe in encouraging different thrifts as well as efforts in the modern education so that they can be well prepared for the future. Australia, very surprisingly is found to have low scores in this criteria for about only 21. They are mainly found to fall into the categories of normative soci eties where employees remain mainly concerned with establishing the absolute truth. They are mainly normative in their thinking and exhibits great respects for the traditions. They have relatively lower propensity to save the future and do not work with strategies which would help in handling threats in the futures (Geerlings, Thompson and Lunderberg 2014). They mainly focus on the achieving of the quick results rather than deciding and planning for future about how to handle any threats if they arrive. However, India on the other hand has an intermediate score of 51. India mainly believes in the work of karma which mainly dominates through a greater part of religion and philosophical thoughts. India have a great tolerance for religious views and for them Hinduism besides being a religion is also a philosophy. It has provided the weaker with an amalgamation of ideas, views, practices and others they accept the fact that there are many truths which often depends upon the seeker (Kulk arni 2014). Societies which have a high score on pragmatism do not pay importance to lack of punctuality and develop changing game plan with changing reality as well as general comfort for discovering fated path as one foes along unlike playing of exact plan like the Australians. The next criterion according to the Globe theory is called the Performance orientation. In this case, it can be defined as the extent to which a collective encourages as well as provides rewards the group members for improvement in their performance and also for excellence. It is seen that Australia usually experiences a higher score in performance orientation (Kirmayer et al. 2013). This is mainly because the leaders or budding entrepreneurs in this nation of Australia are always encouraged to develop determination among the workers where they themselves will feel like providing more to the organization. They can be either rewarding them financially or by making them more famous or acknowledging their achievements (Wu et al. 2015). The leaders seem to provide more importance in team building rather than on individual productivity as they believe that good teams with motivated individuals will automatically produce higher productivity. Such a culture is not much cared by the Indian w orking culture. They mainly fail to develop innovative strategies for motivation for the workers and therefore most of the employees of the organizations develop boredom (Bhattacharya and Cummings 2014). No means of encouragement exists in the organization as a result of that motivation is not built and this contributes to stress among the people. The next criteria that should be discussed are the indulgence versus restraints. Indulgence can be defined as the extent up to which people try to control the different desires as well as impulses basing upon which they were raised. Relatively strong control is called the restraints and relatively weaker control is called the indulgence. Australia has been seen to have a higher score of 71 in indulgence. It has been noted that people in the societies of the nation exhibits a willingness to realize various types of impulses as well as desires mainly in the matters of enjoying lives and having fun. They are mainly believer of optimism and develop a very positive attitude. However in addition to this, it is also seen that they are placing higher degree of importance on leisure time and thereby spends money as they wish and act as they feel like (Mollmann et al. 2015). On the other hand, India develops a core of 26 in this dimension in the indulgence thereby showing that they are mainly a follower of culture of restraint. Such societies and workplaces are found to be more inclined to a tendency to cynicism and also pessimism. Such restrained societies of India do not provide importance on leisure times and they learn to control the gratification of their desires. People who are followers of restrained societies also develop the perceptions that their actions are restrained by social norms and they feel that indulging themselves is not morally right (Chokkar et al. 2013). From the entire discussion above, one can easily understand that there is indeed a huge difference in the working culture as well as the working system of the two nations of Australia and India. According to the marks provided to each of the criteria of the Hofstede index, scores have been provided which helps in depicting the culture which is followed in both the nations. In case of power distance Australia is seen to develop a low score than India which is a good factor. This is because it shows that the Australians face less distance between the different ranks of people in the workforce and thereby the employers and employee can emerge easily with each other in discussions which bring positive outcomes. However in India the power distance is quite large showing less transparency between employers and employees. Secondly, Australian show higher score in individualism and Indians show lesser score. This is a negative aspect of the former as every workplace need to adapt to collecti vism as everyone should work as a team and provide help to each other which will in turn increase the productivity of the organization. This is because individualist approach which promotes ones own productivity whereas another employee is having poorer production is not ultimately helping the organization as a whole. Australian on the other hand scores well in uncertainty avoidance than Indians stating that they can be more adaptive in risky situations and can cope with their anxiety by minimizing uncertainty. India should try to be work on this dimension to become more proactive in their organization. Again another good aspect which is better in India but not so much good in Australia is the long term future orientations. Indians are more adapted to the mentality of changing the situations it demands and are more flexible to change with the situations for future. Australian tend to work according to fixed traditions which reflect a negative aspect as it may harm their productivity is certain threat appears in the future. Assertiveness and performance orientation are also two other comments of the Globe theory and the score are higher in Australians than Indians. It actually reflects that Australia has strong leaders in the organizations, who teach proper communication skills among the workers that create an environment of open-mindedness and transparency. They influence performance of the employees through motivation and proper feedback skill with correct tones and attitudes that make employees feel respected. India lacks such skilled leaders but with the modern generations, leaders are arriving in the cultures of India who are following a transformational leadership styles which will bring positive results. Both the organizational culture in both the nations is hard on women in gender egalitarianism although condition of Australia is much better than India. Therefore this information would be highly beneficial for a multinational company if they try to esta blish overseas branches as these will help the leaders to develop strategies of management properly. References: Almeida, S. and Fernando, M., 2017. Making the cut: occupation-specific factors influencing employers in their recruitment and selection of immigrant professionals in the information technology and accounting occupations in regional Australia.The International Journal of Human Resource Management,28(6), pp.880-912. Bell, K. and Anscombe, A.W., 2013. International field experience in social work: Outcomes of a short-term study abroad programme to India.Social Work Education,32(8), pp.1032-1047. Bhattacharyya, A. and Cummings, L., 2014. Attitudes towards environmental responsibility within Australia and India: a comparative study.Journal of Environmental Planning and Management,57(5), pp.769-791. Candler, G.G., 2014. The study of public administration in India, the Philippines, Canada and Australia: the universal struggle against epistemic colonization, and toward critical assimilation.Revista de Administrao Pblica,48(5), pp.1073-1093. Chhokar, J.S., Brodbeck, F.C. and House, R.J. eds., 2013.Culture and leadership across the world: The GLOBE book of in-depth studies of 25 societies. Routledge. Earnest, J., Cameron, R., Strauss, P. and Farivar, F., 2015. Women Migrants in Western Australia: Case Studies of resilience, work, capacity building and empowerment. InWork and Learning in the Era of Globalisation. International Conference on Researching Work and Learning. Geerlings, L.R., Thompson, C.L. and Lundberg, A., 2014. Psychology and culture: exploring clinical psychology in Australia and the Malay Archipelago.Journal of Tropical Psychology,4. Gribble, C. and McRae, N., 2017. Creating a Climate for Global WIL: Barriers to Participation and Strategies for Enhancing International Students Involvement in WIL in Canada and Australia. InProfessional Learning in the Work Place for International Students(pp. 35-55). Springer International Publishing. Grijalva, E. and Newman, D.A., 2015. Narcissism and counterproductive work behavior (CWB): Meta?analysis and consideration of collectivist culture, Big Five personality, and narcissism's facet structure.Applied Psychology,64(1), pp.93-126. Hallam, E., 2013.Cultural encounters: Representing otherness. Routledge. Haski-Leventhal, D., Haski-Leventhal, D., Mehra, A. and Mehra, A., 2016. Impact measurement in social enterprises: Australia and India.Social Enterprise Journal,12(1), pp.78-103. Kirmayer, L., Guzder, J. and Rousseau, C. eds., 2013.Cultural consultation: Encountering the other in mental health care. Springer Science Business Media. Kirmayer, L., Guzder, J. and Rousseau, C. eds., 2013.Cultural consultation: Encountering the other in mental health care. Springer Science Business Media. Kulkarni, A., 2014. India and Australia in the Knowledge Economy.Indian Journal of Economics and Business,13(1). Mathew, T.C., Hicks, R.E. and Bahr, M., 2013. Work motivation, personality, and culture: Comparing Australia and India.Copyright 2013 International Association for Cross-Cultural Psychology ISBN: 978-0-9845627-3-2, p.204. Mllmann, C., Folke, C., Edwards, M. and Conversi, A., 2015. Marine regime shifts around the globe: theory, drivers and impacts. Moorhead, B., Boetto, H. and Bell, K., 2014. India and us: Student development of professional social work identity through a short-term study abroad program.Social Work Education,33(2), pp.175-189. Murray, K., 2015. Chapter ten Social sutra: a platform for ethical textiles in partnerships between Australia and India.Cultural Threads: Transnational Textiles Today, p.224. Ponnuswami, I. and Harris, N., 2017. Teaching research methods to social work students in India and Australia: reflections and recommendations.Social Work Education, pp.1-12. Popli, S. and Rizvi, I.A., 2015. Exploring the relationship between service orientation, employee engagement and perceived leadership style: a study of managers in the private service sector organizations in India.Journal of Services Marketing,29(1), pp.59-70. Rivera, C., 2016. Diasporic Anglo-Indians in Australia, Canada, New Zealand And The UK: A Review of The Scholarly Literature.International Journal of Anglo-Indian Studies,16(2). Sayaa, M., Zindagi, D., Laws, D., Sori, S., Dhawale, S., Happiness-Competition, F., Sawhney, F.H.N., Dash, F.H.A.S.S., Mahabal, F.H.A.K.B. and Campaign, C.C., 2016. Brazil and Argentina unite in protest against culture of sexual violence. Shah, D. and Barker, M., 2017. Cracking the cultural code: Indian IT expatriates intercultural communication challenges in Australia.International Journal of Cross Cultural Management, p.1470595817706383. Singh, S. and Gatina, L., 2015. Money flows two ways between transnational families in Australia and India.South Asian Diaspora,7(1), pp.33-47. Venaik, S. and Brewer, P., 2013. Critical issues in the Hofstede and GLOBE national culture models.International Marketing Review,30(5), pp.469-482. Warner, M., 2014.Culture and management in Asia. Routledge. Wu, C.H., Luksyte, A. and Parker, S.K., 2015. Overqualification and subjective well-being at work: The moderating role of job autonomy and culture.Social Indicators Research,121(3), pp.917-937. Zealand, S.N., 2013. Census QuickStats about culture and identity.Wellington: Statistics New

Law Reform free essay sample

To do this the law must adapt to accommodate society’s changing needs and attitudes. This means that, over time, new laws must be introduced and old ones repealed or amended. The decriminalizing of homosexuality is one area in which law reform has been driven by changes in society’s values and the consequent advancement of society in recognizing equality and justice for its members, through recognition of non-traditional family structures. The effectiveness of law reform in achieving just outcomes for family members and society can be evaluated by examining issues such as the treatment of same-sex couples in adoption, recognition of same-sex marriage and same-sex couples having equal rights under the law, for example under inheritance laws, health and other insurances, superannuation entitlements and other aspects of social contract. In the case of Re J amp; M 2004, Ms. F and Ms. B were in a same-sex relationship. Ms. F gave birth to twins after IVF treatment. We will write a custom essay sample on Law Reform or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The couple separated and the Federal Magistrates Court granted them joint responsibility ‘in the best interests of the children’. This case demonstrates laws that look at â€Å"what is in the best interest of the child† rather then whether couples adopting are in a traditional relationship, two women are equally effective at achieving just outcomes for family members as a man and a woman. Therefore the two women were granted joint responsibility of the two children, even though they were a same-sex couple, as it was seen as beneficial to the children’s wellbeing. Another example, this one demonstrating equality of financial responsibility is the case of W v G 1994. W and G were in a female same sex relationship. W gave birth to two children and both W and G had joint parental responsibilities. When G left the relationship she claimed to have no financial responsibility and did not want to contribute to the support of the couple’s children. The NSW Supreme Court ordered G to pay $150, 000 to support these children. Laws introduced in Australia that ensure same-sex couples have equal financial responsibility for the families they create appear effective in this case as W and G’s same-sex relationship was recognized, thus G had to pay financial support to W, just as a heterosexual with financial capacity would have to provide child support. This creates a just outcome for the family members. Another example of law reform being effective was illustrated in a Sydney Morning Herald article, Body language said it all first same-sex couple to adopt in NSW are great dads (2010). Two men, O. V and O. W, were described as the first gay couple in NSW to be allowed to adopt children. Judge Palmer declared the men, â€Å"Unquestionably capable of parenting these two children. † This case highlights the effectiveness of law reform as it has resulted in two men being assessed only for their ability to be good parents, provide for an adopted child and create a proper home. The fact that they were a homosexual couple was not an issue. The result was just- they were treated in the same way as other couples that want to adopt would be. This also provided a just outcome for the two children and the same-sex couple as they are now legally recognized as their parents. The ABC News article Same-sex adoption bill passes NSW Parliament (2010) highlights that the law reform for same-sex adoption will be beneficial for children waiting to be adopted. The new Bill will provide children with the same stability, legal status and recognition as other children. From society’s viewpoint this change has provided not only equality for same-sex couples but has also provided more families into which children, especially those with special needs, can be placed as these children have previously not been able to find homes within traditional heterosexual couples therefore creating a just outcome for this very disadvantaged group. However, those in favor of the traditional family (a man and a woman) see this law reform as ineffective, this is evident in the ABC News article Anglicare flags withdrawal over gay adoption bill (2010). Traditional Christian religious groups see this type of law reform as a means of breaking down the fundamental values of traditional family structures and as a consequence breaking down the fabric of our society. Lack of consensus on law reform can create schisms within society that is ultimately very challenging for a cohesive approach to reform. A prominent issue is the right to marry for same-sex couples. The Marriage Act 1961 (Cwlth) and the Family Law Act 1975 (Cwlth) prohibits same-sex marriage in Australia. This legislation is ineffective at providing homosexuals the capacity of forming their own families and therefore can’t deliver just outcomes. Same-sex couples do not have the same rights as heterosexual couples. In 2004 the Howard government passed the Marriage Amendment Act 2004 (Cwlth) to specifically define marriage as â€Å"a union between a man and a women†. Family policy, such as the right to marry, if denied to same-sex couples can be seen as denying basic individuals a right within a democracy that essentially promotes equality. This can be argued to be a fundamental breach of human rights. As Justice Kirby argues in The Australian the issue of same-sex marriage is not only about property rights, it is about whether a â€Å"secular civilian status of marriage under law should be denied to other citizens whose sexual orientation is alternate† (11/9/06). This demonstrates the need for law reform to achieve just outcomes for family members and society as it is currently not recognizing same-sex marriage creating inequality under the law. In the case Corbett v. Corbett (1970) the Family Court ruled that a person remained the sex indicated on their birth certificate, irrespective of any sex change surgery. This meant that the couple could not remarry, as it wouldn’t be considered a valid marriage. The ruling on this case was ineffective for the couple because one partner’s new gender would not be legally recognized. However, 30 years later, in the case re Kevin (2001) the Court took a different position and ruled that a person who has decided to change their sexual identity can still get married and live life as the gender of their choice. In this particular case law reform was effective in providing a just outcome for the couple and any future couples who are in the same situation. Same-sex couples may undergo a ‘commitment ceremony’ so that their union is publicly acknowledged, but this is not the same as a marriage ceremony. Lucinda Schmidt, writer of the Sydney Morning Herald article Portia DeGeneres and the fight for same-sex marriage (2010), points out that the majority of Australians support same-sex marriage. Yet both major political parties are firmly against it. Same-sex couples have financial equality but the law is yet to recognize same-sex relationships under the Marriage Act. The ABC News article Opposition blocks same sex marriage push (2011) confirms that law reform on the matter of same-sex marriage is an â€Å"uphill battle† and that the current government is continually opposed to any changes in legislation. The Greens have tried to negotiate a back door approach to achieving rights for same-sex marriage with the Federal Government by negotiating with the Labor Party for the Federal Government to water down its right of veto over legislation passed in the Territories. This would mean that the ACT Government, without fear of the Federal Government vetoing that legislation, could pass the legislation proposed to permit same-sex marriages. The terms of this negotiation is set out in The Australian article Greens’ gay marriage victory (2011). However, the political ramifications of this approach meant that by the next day the Government had retreated from this change indicating that law reform is not a sufficient means by itself of achieving just outcomes for family members and society. A shift in policy on the issue of same-sex marriage will require much discussion within society as well as negotiation between third parties particularly church groups. Sometimes law reform is achieved in progressive decisions of the courts. An example of this law reform is in the case of Hope and Brown v NIB Health Fund Ltd (1995) where the NSW Supreme Court held that a same-sex couple and their son was entitled to the lower family insurance rate denied by the insurance company. This was effective in achieving just outcomes for family members and society as it allowed a same-sex family the same lower insurance rate as heterosexual couples; it enforced anti-discrimination laws in a broad and equal manner. Through the Supreme Court’s ruling it was established that bona fide same-sex couples are eligible for the equivalent family rate. Law reform was also found effective in 1999 when the Property (Relationships) Legislation Amendment Act replaced the De Facto Relationships Act 1984 (NSW) in order to address the inequalities suffered by de facto partners of a same-sex relationship. Now both heterosexual and homosexual de facto relationships are recognized under the law. This allows same-sex de facto couples the same financial treatment as heterosexual de facto couples. For example, they can now receive spouse support. However, same-sex couples are discriminated against under superannuation law: Same-sex couples cannot salary sacrifice for their partner and their intentions to leave their superannuation benefits to their partner may be challenged. Another example of where law has not been reformed to provide a just outcome for all family members is in connection with wills and probates. A relative of a deceased, who was a partner in a same-sex relationship, can successfully seek to overturn their relative’s will to obtain some support thereby annulling the clear intention of the deceased to provide for this same-sex partner. For the same-sex partner not to be able to make some provision for their partner on death can lead to extreme financial hardship. The Sydney Morning Herald article Same sex superannuation changes coming (2010) confirms that despite various statutes banning discrimination, justice in this area of family law can still be patchy, there is a need for law reform to provide better outcomes for family members and society. In conclusion, the recognition of same-sex relationships through law reform can be evaluated by examining individual issues such as the treatment of same-sex couples in adoption, recognition of same-sex marriage and same-sex couples having equal rights under the law. The discussion above shows that law reform has taken place through both judicial extension of rights through the common law and also through very specific legislative changes that have been introduced by Parliament. This combination of methods has produced increasing fairness and equality in the treatment of same-sex couples in insurance, superannuation, adoption, child support and foster care. It has not, however, succeeded in creating true equality and recognition for same-sex couples in every aspect of Australian life. This is evident through the present discussion in the community as to whether same sex marriage should be introduced. Judicial determination is not enough to change this aspect of our society and it needs specific legislative reform to bring about just outcomes for all family members and society. Unfortunately, as seen above, changes to fundamental aspects of our society, like marriage, is a fluid process and cannot take place without discussion and negotiation between different interest groups within our society. Reform is therefore just one, though crucial, tool in society’s armory to bring about just outcomes for family members and society.