Business Environment Essay Example | Topics and Well Written Essays - 5000 words

Business Environment - Essay Example Despite the fact that the association is very much promoted and appreciates a worldwide nearness, its notoriety has continually been in question following a few fines identified with natural contamination and lacking support of hardware and offices. The organization has likewise been blamed for positioning inadequately as far as maintaining human rights as per a few quarters. Taking into account the company’s business condition, it likely could be presumed that the organization has a brilliant future in spite of the fact that it needs to make certain acclimations to keep accomplishing galactic development. The examination and discoveries of this report depend on data drawn from a scope of respectable auxiliary sources including the company’s site. BP Oil Limited, once in the past known as British Petroleum Incorporates, is a private restricted organization whose nation of beginning is the United Kingdom (British Petroleum, n.d). Fuse on twentieth December, 1947, the organization has been in presence for near 63 years and has accomplished huge development monetarily and as far as worldwide nearness. With its central command situated in St James’s, London, BP Oil Ltd positions among the biggest exclusive vitality companies all around. Truth be told, the organization is among the six â€Å"supermajors† as it bargains in flammable gas, oil investigation, and showcasing of oil based commodities. The worldwide association is as of now recorded on the London Stock Exchange and highlights among the 100 most exceptionally promoted organizations in the United Kingdom (FTSE 100) (British Petroleum, n.d). Its capitalization was approximated at 119,039 million Euros as of October, 2009. Because of the merger between BP Plc and Amaco in 1998, the organization has kept on selling Amoco brands in the United States to-date. This is basically because of the way that Amoco fuel brands have been evaluated by buyers as among the best in the market for near 16

Critical analysis of Last Night(Page 537) and The Flea (Page 504) in Essay

Basic examination of Last Night(Page 537) and The Flea (Page 504) in The Norton Introduction to Literature, Eleventh Edition - Essay Example By portraying the circumstance each is gone up against with, the speakers figure out how to delineate the importance of affection and closeness with their particular darlings and the bits of knowledge they have of these topics in the animating language of enthusiasm, loaded up with topical images and pictures. At the beginning of â€Å"The Flea†, the enthusiastic man who seems as if he were savoring the condition of forceful youth communicates â€Å"Mark yet this insect, and imprint in this,/How little that which thou deniest me is;/It sucked me first, and now sucks thee,/And in this bug our two bloods blended be†. ‘Flea’ assumes a basic job from the start as he utilizes it to fill in the void among him and the lady he had always wanted only close by for the nibble of the bug, being irresistible as it might appear essentially, serves to open up an indication of association. Since the bug plunges from one blood onto the following, it accompanies simplicity to envision how life might be upon another however this is too unobtrusive a case thus, as the man is trapped in urgently attempting to persuade his affection to concur on tolerating him into a close bond. He might be felt with an expending level of want in the way he expresses the expressions ‘sucked meà ¢â‚¬â„¢ and ‘sucks thee’ so the peruser is tickled into a lively idea of affection making. The male speaker continues to explain in the subsequent refrain: â€Å"Oh remain, three lives in a single bug save,/Where we nearly, nay more than wedded are. /This bug is you and I, and this/Our marriage bed, and marriage sanctuary is†. In this part, the insect is made to represent an exemplification that holds them as one and out of such minuscule animal, the man builds an inconceivably bigger world, connoting the bug in a representation with ‘marriage bed’ and ‘marriage temple’. Clearly, by deciding on the word ‘marriage’ to be a typical modifier on bed and sanctuary, he suggests that he isn't simply playing with the lady for whom he feels profoundly and frantically at the

American Dream Essay

While living in America, I include saw numerous changes inside society because of the legislature and open strategy. I don't concur that nearly anybody can accomplish the â€Å"American Dream†, as societal position, race and sex can affect the achievement. My view of the meaning of the â€Å"America Dream† is that individuals are given equivalent chances to pick up progress in spite of their disparities. The â€Å"American Dream† is likewise a fantasy that propose that life ought to be reasonable and ample for all residents. Tragically, economic wellbeing has become an obstruction for accomplishment. There are not similar open doors for the lower social gatherings contrasted with the center and high society. Inside the article â€Å"All Americans are Victims of Katrina in the midst of framework failures† by Walter Mosley there were clear models gave to show the imbalance of the rich and poor people. Because of the effectively ruined express, the administration disregarded the calls and cries of the residents of New Orleans after such a heartbreaking typhoon. Since there was an absence of reaction and insignificant assets after the disaster, it was extremely difficult for the individuals to advance yet alone make any accomplishments towards progress. Race is a touchy subject for most as it very well may be hostile and dubious. In the ongoing news, there have been various brutal situations where apparently people were focused on as a result of their race. I am against the individuals who accept that since President Obama is dark, it makes it simpler for other African Americans to arrive at their most noteworthy potential. Thinking back on the article, it noticed that the administration neglected to protect, revamp and reclaim in light of the fact that the lion's share race inside the zone was African American. This absence of salvage and moderate reconstructing will postpone a great many people from accomplishing the American dream. It likewise conflicts with the standards of the American dream that all men are made equivalent and ought to be treated all things considered. In the event that there are steady street blockages among the races, an individual might have the option to raise himself to an essential way of life not satisfying the â€Å"American Dream. † In spite of the fact that there has been a staggering increment in the achievement pace of ladies, there is a lot of work that should be finished. Victimizing individuals in light of sexual orientation can prompt numerous issues. Ladies have been wrongly disregarded all together not to get higher places that they qualified for. Thusly, this has abbreviated the odds of arriving at a definitive objective of the â€Å"American Dream†. Inside the article it was an update that the two sexual orientations endured and should have been spared yet the absence of help inside the legislature was a definitive test. When there are such a large number of antagonistic powers against individuals, it is difficult to arrive at the most significant levels of accomplishment. Without government backing to all residents similarly, quite possibly not all will accomplish the â€Å"American Dream†. There will be some who won't have any issues exceeding expectations yet there will be numerous who essentially can't excel. Also, I am extremely pleased with each one of the individuals who have endured the battle and restriction and who keep on facing the conflict of disparity of social class, race, and sexual orientation.

Recruitment And Selection Policy In Todays World Business Essay - Free Essay Example

In todays world, recruitment and selection policy plays an important role in the workplace around the globe where it is the key success factors in any business. Recruitment is the process of seeking and attracting a pool of qualified applicants from which candidates for job vacancies can be selected. However, selection is the process that choosing from a group of applicants the best qualified candidates. (Stone 2005, pp.187) Both the recruitment and selection are different management functions, but they can lead the employers to identify the right person for the right job. Thus, it also can help in increase effectiveness of organization. The relationship between employers and employees can seek a big different if compared to past decades. Existing of industrial relations and labor laws has created a protectionism and healthy environment for both parties in the workplace. However, there are still some issues existing in the society nowadays, especially unfair discrimination issue occur in some industries. In fact, those unlawful, unfair treatments or discrimination to the employees may increase the costs and turnover rate in the organization and thus lower the workforces morale. Without recruitment and selection policy, organization may simply hire workers to fit the vacancy spaces even candidates are lack of knowledge, ability, experience, or skill. Besides, numbers of foreign labors is increased from year to year whereby help company to save costs by employed labors in low salary. But, this caused unemployment rate increased and thus uncertainty is possible at the same time by increased in such activities like crime, strike, fighting, and so on. With no expertise workers, there is no doubt that organization will carry out low performance and unsatisfied services or products to the users. The inefficiency and ineffectiveness of the organization might affect its overall performance and reputation indirectly. In order to change the situation and increase the profit, organization may need to make some improvement like give the employees some jobs training and this will increase the costs indirectly. Therefore, it is needed for every organization to ensure that the jobs are suited to offer to workers with abilities by applying recruitment and selection policy to avoid unnecessary expenses. This research study can help everyone to understand the important of recruitment and selection policy toward the organizations in all industries. The information might able to achieve future goals by clearly define the influential of the p olicy within the organization. Besides that, organizations can also find this information as for their human resource management improvement. Furthermore, the general objective of doing this research study is to identify the recruitment and selection policy can help good relations by ensuring that workers are engaged for jobs suited to their abilities and workers can get satisfaction in their jobs. Secondly, this research study can lead to understand how the policy help organization performs in more effective ways in order to make a right choice. Employer need to choose the most suitable employee to help increase performance of organization. Thirdly, it is important to understand how policy creates a healthy workplace by providing fair treatment to everyone for gaining win-win situation in both employers and employees. That mean organization performance can get improvement and employees can get fully satisfaction in their jobs. Lastly, it is needed to study whether the recruitmen t and selection policy can make changes in human lifestyle such as better or worse, high educated, skillful, knowledgeable, and so on. 2.0 Literature Review Recruitment and selection are the two important processes under Human Resource department in an organization. Good recruitment and selection policies will ensure a good industrial relation between employees and employers in an organization and also ensured workers are engaged for jobs suited to their abilities. A study made by Hsu Y.R, et al., 2000, found that it is important to have Human Resource managers on the board participating in the development of corporate strategy and that it is important to integrate Human Resource Management policy fully with corporate strategy. However, there are issues pertaining to recruitment and selection policies in industrial relation between employers and employees. In Anastasi, 1988, p-144; Bible, 1990, Cascio, 1987, p. 132; Hutfcut, 1990; Seymour, 1988; Thornton, in press) studies as cited in Smither J.W., et al (n.d) studies, it says that applicant perceived selection procedures as lacking in validity, or otherwise regarded as offensive or intrusive, are more likely to be viewed as unfair, unethical, or immoral issues resulting in more complaints and court challenges. By perceiving unlawful and unfair treatments by employers, workers motivation level to perform well will be lowered down and in turn will increase the costs and turnover rate in the organization. Besides that, Smither J.W. et al, (n.d), also mention that those workers who does not like an organizations policies, practices, or style is likely to go job shopping somewhere else. Changes in workforce demographics may also increase the difficulty to attract and recruit enough qualified workers. The types of benefits can be influence by the demographic factors as well. For example, medical coverage, life insurance, and retirement benefits will be more likely for older workforce. On the other hand, workers under 30 tend to be more interested in flexibility, technology, and training. Therefore, the policies provide for employees should not a one size fits al l approach; organizations can provide employees options for customizing a benefits package to match their individual needs (John C.R., 2009).The research made by Hsu Y.R., et al., (2000) on recruitment and selection policies in Taiwan found that the internal recruitment method are commonly used by the responding firm in Taiwan and may not only motivate workers to perform better and increase their commitment towards the organization, but may also improve their job security through upward or lateral career opportunities. In Sparrow, P. et al., (1994) study (as cited in Hsu Y.R., et al., (2000) mentioned that by using internal personnel sources effectively, it may also allow management to observe and assess the abilities of employees accurately given the accrued knowledge gathered over the employment relationship. This may avoid management from recruiting and selecting workers that are lack of knowledge, ability and experience to fit into the vacancy spaces besides helping the manageme nt to maintain good industrial relations with workers. There is still having some organization discrimination about the union. In the organizational for Economic Co-operation and Development there is declining in union density (Visser,2006; Peetz, 1998). Some of the companies have specific selection criteria to make sure they get staff that are culturally fit with what the companies culture and wish to avoid employees that have strongly unionized, preferring those from non-union (Rae Cooper, et al.,2009). This show that, in the early stage which is selection, organization already tend to choose those not union and those who are unions no chance to get the job. In addition, some companies recruitment policy have stated that they not to employ union members. At the recruitment meeting, human resource consultants and customer service managers have come out a question that whether the workers worked at company that was heavily unionized company can make a good team fit (Rae Cooper, e t al., 2009). Joining the non-union organization, workers are not protected under union and it will relate to more issues like unsatisfied on their working condition, payment, bonus, and others. Furthermore, this will lead to the unfair/unhappiness or workers. So, it cant maintain a good industrial relation between management and workers. There are suggestion that the varied and multilayered de-unionization tactics were not mutually exclusive, as the soft and informal human resources policies only hidden away the more clear and proper plan by employers to break collective representation at the workplace level ( Rae Cooper, et al., 2009). Multinational enterprise (MNE) has facing the problem that in different countries the Human resource procedures are different. Multinational enterprise facing difficulty to transmit their employee relations practices between contrary units operating in different countries. MNEs are important agents in transmitting industrial relations and other e mployment relations practices across national and cultural borders argued by Sparrow et al, 1994. The improvement in working conditions introduced by the collective agreement since 1989, lower the labor turnover. Organization should not be underestimated the importance of recruiting suitable individuals into an organization (Tony Royle, 1999). Recruit suitable employees into an organization can help increase the performance of organizations and lower down the turnover in the organizations. However, an organization is able to take benefit of employees who share common traits, kicking out those who may question managerial right, have notions of worker solidarity and an interest in trade union representation (Royle, 1998). 3.0 Content analysis Recruitment and selections policy plays vital important role in ensuring that the organization recruiting the qualified workers for job which are commensurate with their abilities. Recruitment and selection is usually central workforce development issues and challenges for the growing and smaller organization nowadays. The employers or human resources should always define the qualifications and experience that needed for the vacant job clearly by ensuring that the applicants skills or abilities that employed are fit with the job. There are always two primary issues that should be concerned by the recruiter or employer which are discrimination that due to the use of informal methods of recruitment and possibility that selection process being skewed by the initial recruitment phrase. Sometimes, discrimination is happen indirectly and unconsciously throughout the procedure. When discrimination occurs, the employer may miss the opportunity of getting the appropriate applicants that sui ted with the job. Thus, fair and equity recruitment and selection procedures need to be emphasized to ensure that all applicants have equal employment opportunity so that the company can employ the most suitable applicants for the job that match with their ability. In additional, there are three steps should be taken by the organization which are develop an up to date job description, develop effective recruitment strategy that concern the recruitment sources and recruiter and evaluate the recruitment strategy. Recruitment process and methods also need to check regularly and evaluate now and then. In order to ensure that the candidate engage to the job that suited with their abilities, the employer may explain term and conditions of employment to applicant before they are engaged for the job. By explaining the employment condition to the applicants, they will know more about the job scope and determine whether they are engage for the right job. At the same time, it helps to decre ase the tendency of industry relation problems occur at anytime. Besides, selection techniques also plays crucial role in getting right person for the job. The employers must always make sure that the selection is based on suitability for the job and ensure that the recruitment processes are carried out by the competent recruiters that are experience and knowledgeable in human resources field. Once the applicants are proceeding to selection phrase, the individual or panel interview, test, role play activity or reference check will be carried out. Job knowledge test helps to measure the understanding of applicants regard to the job (Compton, 1996). The organizations are encouraged to follow competencies model in recruiting and selecting the applicants as it seeks to identify abilities needed to perform job well rather than focusing on applicant personal characteristics. Moreover, the employers of organization are most likely applying internal recruitment method which is filling th e vacancy by transfer or promotions before recruit from outside. These can be supported by the example of recruitment and selection in Australia. In Australia, recruitment from within method is commonly practice by the organization (Nankervis et al., 2002).Filling the job vacancy through transfer or promotions will helps the organization to save up some additional recruiting, selecting and training cost as current employee knows the organization well. Advertising and recruitment agencies are also widely used by organization in Australian as these recruitment methods help to reach large audience of applicants (Gill, 2000). Furthermore, existences of recruitment agencies help the organization to match the applicants abilities with the job vacancy. During the selection phrase, the organization in Australia will emphasize on interview, tests and reference check. Interview is important step in selection (Compton, 1996) and common selection tools for many companies ( Huffcult Arthur, 199 4). In China, recruitment methods such as advertisement, job fairs, and corporate co-ordination are being practice by organization while for the selection techniques, Interview, tests and behavioral events are exercised by the organization. For example, increasing use of interactive role play during selection phrase helps to ensure that the applicants are engaged for the job that matched with their abilities. Selection phrase is important as it is process of choosing from group of applicants that individual best suited for particular position (Mondy Noe, 1993). Thus, the effectiveness of recruitment will definitely has impact on the efficiency of selection process. Jakob Bjurgert and Johan Karlsson from University of Gothenburg conducted a case study to get insight of hotel industry in Gothenburg, and examine whether internal recruitment could be a key success factor and if it solely could motivate employees. They investigate whether internal recruitment strategy sufficiency to be an incentive compensation system, and find out any difference of view on incentive system in the hotel industry, between the employees and the managements. They found that there are two different types of employees existing, where the first category employees were young and eager climbing the carrier ladder. For them, internal recruitment solely works as an incentive compensation plus motivation to stay in the company. Regarding to the second group, they were those mainly care about a stabile income and job security. Those employees simply less concern about promotion, but would rather appreciate a higher salary. Results from their evaluation also shown discrepancy between the managements and the employees view of the incentive system. An incentive compensation system existed in hotel did not works as motivational factors which from employees viewpoint, it was rather as a guideline to behave well service-minded manner. Merchant and Van d.S. (2007) described an incentive compensation system in terms of monetary and non-monetary rewards. Non-monetary rewards often consist of promotion, personal independence, rising in rank or position, autonomy, and recognition. Incentive compensation system aims to tie rewards to performance valuations. The system informs and reminds workers about what results are important, and motivates them to achieve these results. Incentive compensation systems are important for a firm in order to drive employees put more effort into their job. It is also personnel-related in terms of attracting the right person for the working place. Internal recruitment is one of the most popular incentive systems and become an old tradition in the hotel industry, as one of the non-monetary rewards. It is important for hotel industry in the service sector to have served minded employees. The industry is strongly dependent on their staff because they who are the frontline serve the customers and were important marketing tools. Motivation is needed as a force to push up performance. Through incentive compensation systems the hotel managers can design individual programs to motivate, retain and help attracting employees. (Karthik N.,Li M.,Zhaob X.,2006). However, increase the rewards can be devastating because the employees will then concerning more about the bonuses than to serve best quality to the customer.(Bjurgert J. Karlsson J.,2010) The work in a hotel is characterized by low status or low salaries, having intensive tasks and few chances to get promoted. Thus, motivation is one important tool to affect the behavior of the employees. To achieve motivated employees in the hotel industry, factors such as good salary a safe workplace, possibilities to get promoted and a good working atmosphere need to be fulfilled.(Simon T.Enz C.,1995). Zeithaml, V.A and Bitner, M.J. (2003) stated that before company recruiting a new employee, it is vital to analyze to see whether the potential employee is motivated to work in a s ervice minded way. The hotel industry has a high labor turnover, due to long business hour, and minimum wages offered. New recruitments and learning processes cost time plus money, and company also loose competence and productivity. Nevertheless high turnover help s companies to lower down cost by offering employee the minimum salary when they first enter the company. Thus it is interesting to examine whether it is possible to stimulate and motivate employees solely through internal recruitment. Employees have to be motivated for the right thing, which is connected to the companys goals and visions. Increase workers salary and increase their responsibility and recognition when worker being internally recruited. The management needs to know how to motivate their employees with rewards. It is also important that the employees know how they are judged and how they should effort to reach these rewards. HRdictionary.com defined internal recruitment as the process of filling vaca ncies by recruiting staff from insideÂÂ  the company . According to Dessler G. (2010), the advantage of internal recruitment is getting more commitment from current to the company. Morale may also rise if employees see promotions as rewards for loyalty and competence. Moreover, inside candidates require less orientation and training than outsiders. At Gothenburg, internal recruitment in the hotel industry is frequently practiced by large hotel chains, where the supply of workers is large, and most positions are standardized.(Bjurgert J. Karlsson J.,2010). Most of the job advertisements go through via internal and external portal, where both internal and external applicants have a chance to getting the job. Even though they also advertise externally, most positions are filled with internal candidates. This could be explained by the size of the company, and high supply of candidates. 4.0 Conclusion In this study we can conclude that a good recruitment and selection policies will ensure a good industrial relation between employees and employers in an organization and can also help to identify that job can suit with the skills and abilities of employee. A good recruitment and selection process can give employer and employee achieve win-win situation. Recruitment and selection processes are main factor can help organization get successful in their business. In order placing a right people in right job is very important. This is because when worker enjoy satisfaction with their job, while can improve performance of worker. Thus, it also will help to improve overall performance of organization. In the recruitment and selection process, employer needs to pay more attention and aware on the skills, abilities, knowledge, and experience of candidates. Employer should be aware those requirement of candidates, so that can fully apply in the organization and integrate in the organizat ion culture. Besides, those skills can effectively help in improve performance and profitability of organization. In additional, employee can also get fully satisfaction in their job because their skills can fully apply in job. In my opinion in the view point of employer, before start recruitment and selection process, employer must have clear idea about what kind of employee they want to seek and what kind of experience a potential employee to have had. It can help employer to raise success rate in the selection process by decreasing number of visibly under qualified or overqualified job applicants. Thus, employer also need to make sure what organization can offer will fix what job applicants desire such as salary, work hours, working conditions, working environment and so on. It can help in reduce the probability employee which recruited and will leave in the short period. Employer can provide recruitment agency or recruitment consultant to carry out company recruitment and selection process. Employer just needs to simple describe out what kind of employee they desire to get. After that, recruitment agency will help employer to make interview with all job applicants and then help them to find out the most suitable person. Next, in the view point of employee, before interview candidates should be ready to provide feedback of any kind of questions and prepare to answer different kind of questions during that interview. Before the interview, candidates need very clearly know about what kind of job they interested in. Furthermore, candidates can try to identify what kind of question may ask by employer and they need to how answer question to show their skills and abilities to get the job.

What Is Human Nature - 1735 Words

1. By observing and analyzing the context of previous time periods, anthropology was certainly not created by accident or mistake. At the end of the 18th century, the Enlightenment period was occurring. This produced two products during the time period. First, humans were able to possess a newfound understanding of general principals in which the world works. They wanted to know all about universal human nature, such as why all human beings are alike. Secondly, out of the Enlightenment, we have an intellectual ability to understand the world through science. Defined, science is an empirical methodology in which accurate descriptive data is logically analyzed, resulting in defensible, logical conclusions. The dilemma with answering the†¦show more content†¦2. According to Edward Burnett Tylor, anthropology is considered a â€Å"reformer science†. Tylor means to say this, since anthropology (a science) itself, is meant to benefit reformers. Defined, a reformer is an ind ividual who wants to improve conditions of human beings. Tylor himself suggests that the science of anthropology can provide a service to reformers. One specific problem that reformers face is constituting what actually is improvement to society. Tylor states that both subjective opinion and objective opinion are often confused. From class, we learned all about the Shakers during the early 19th century America. The Shakers planned to improve the quality of marriage by abolishing marriage completely. Meanwhile, the Perfectionists planned to improve marriage by expanding it to everyone (quite the opposite of the Shaker’s motives). All of the men would be married to all of the women. By viewing these two opposing standpoints, which will actually show improvement? According to Tylor, reformers need an objective mechanism to determine what improvement actually is. Tylor also goes onto say that the scientology of anthropology is used to determine human nature. Once human nature is physically discovered, we can use that as a scale to evaluate reform projects. During mid-19th century America, there was widespread segregation and slavery that evolved on the basis that race is a definitive

Outline Of Death Penalty - 1013 Words

Death Penalty Introduction In America many people believed that death penalty was the constitutional ban against cruel and unusual punishment and the guarantees of due process of law and of equal protection under the law. Now, we believe that the state should not give itself the right to kill human beings – especially when it kills with happiness and with ceremony, in the name of the law or in the name of its people, and now we could vote if there could be death penalty. Capital punishment is really embarrassing thing for the family members of the bad person as for him/her too. The death penalty is uncivilized in theory and unfair and inequitable in practice. The percentage of death penalty is more than we think it strive to prevent†¦show more content†¦The reasoning is when people thought that he made the crime, he was killed. After 20 years from his death he was found that he was innocent. So many people died for nothing. In one of my sources I used was,â€Å" I am not in a favor of the death penalty. But I am in a favor locking those people away in maximum security units where they could never get out. They can never escape. They can never be paroled. Lack the bad ones away. But no Death penalty.† This source I picked because it goes with my believe. Body Paragraph Two For my believes, life is the most valuable thing what we have. Nobody has a right to take of other persons life. It is Gods creation so if he wants he will take it. The death penalty wont help the person to recognize their guilt. If the people will be killed many of them wont recognize their sin. If to put them in a closed prison where no windows no people and four walls. I am against all that stuff like death penalty. The use of food for those people, is many but it is better than death penalty. The prove was found that many of people who were killed by death penalty were innocent. The problem is that people that are doing the death penalty often make errors. The prisoners that could be in prison instead of death could be for their whole life in the prison. Yes it is not a big punishment, like death penalty, but it is saves life for the person even a really bad one. For me death penalty is a scary system, first if a bad person killsShow MoreRelatedDeath Penalty Essay Outline1443 Words   |  6 Pagesworld, however some are overlooked in todays society. One of these acts is the Death Penalty. The Death Penalty, or Capital punishment has been around for centuries first appearing in Hamarabis code. In modern society the death penalty is often overlooked because normally it is a criminal receiving the punishment and not your everyday good citizen. Which is where the main argument lies for most people. 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Letter of Advice for Jeffrey-Free-Samples for Students-Myassignmenthel

Questions: 1.Prepare a letter of advice, in plain English, for Jeffrey in relation to the Procedural, Accounting and Ethical requirements he would have to meet to Comply with the requirements under the Migration Act 1958 2.What are your Obligations as a registered Migration agent under the Code of Conduct? Answers: 1.To Jeffery Wood Engineering is hiring the migration agent; Jaffery Jacob who has completed the Graduate Certificate in Migration Law and Practice for became a migration agent. In the company the Human Resource Manager has asked to him about his fees ad disbursement. Jaffery Jacob is now provide the give the details of his fees and including $3,800.00 as professional fees including GST plus disbursements which will be pay to the Department of Immigration and Border Protection (DIBP). For complete the migration agent he need to fill the forms under Migration Act 1958, the Migration Agents Regulations 1998 and the Code of Conduct[1]. The Migration Act 1958 was formed for the implementation of the administration in the Migration Reform Act 1992 through the Minister for Immigration and Border Protection. The Australian Government has made the provision for the registration of the migration agent. The act has been proceeding for the misconduct of migration agent to work according to the code of conduct for the modification and development of the quality of services for migration[2]. The person who is registered under this act must have the ability to control and enquiry about all the issues regarding the migration of visa and help to regulate the rules. when someone complain about any issue regarding the migration of the visa process then, the migration agent solve the migration process according to the needed. The Migration Agents Registration Authority (MARA) has working on the self-regulation of the migration process. The board members works through the MIA boards and works on the registration, monitoring, investigations, imposing disciplinary sanctions on migration agents. Sometimes they involve the lawyers in the process. The persons who are completed the age of 18 years can register for the migration agent under the 286 of the Migration Act 1958. Only individual persons can apply for the position under the 293 of Migration Act 1958 for completed the 18 years and above[3]. The partnership, an association or unincorporated bodies are not allowed to register for the migration agent[4]. When one migration agent is not able to attain the client due to sickness, leave of absence or having ceased to practice the then another migration agent can take the authority to control the case[5]. The migration agent gets the registration by the registration under the Registration Applicants page from the MARA website which will only applicable in between 30 days of the register period. The sec- 288(3) of the Migration Act introduced the legislation where the registration must follow the MARA websites and sec- 288(5) of Migration Act 1958 provide the provision of giving fees of the registration under the through Migration Agents Registration Application Charge Regulations 1998 whereas, the sec- 294 of the Migration Act provide the legislation for the agent who should be the citizen of Australia who has the permanent resident of Australia or the New Zealand[6]. The MARA course must obtain and offered by the Australian National University (ACT), Griffith University (Qld), Victoria University (Vic) and Murdoch University (WA). Therefore they should pass the exam for applying for the registration. The migration agent must have the proficient in English and must score 6.5 in speaking, reading, listening and writing. The test will be taken through the IELTS test for getting the required 6.5 score in the English test. They are also require to be a fit, good character and integrity person and not have any past records of any undischarged bankrupts. In between 5 years the applicant never applies for cancellation of the registration certificate under sec- 292 of Migration Act[7]. They also require a character certificate from the Australian Federal Police[8]. The amount which must imposed for the allowance of the visa is included the general fees is $420, nomination fees must be $330 and for the main application the fees will be $1060. The other additional charges should be $700. The applicant who is applying for the migration agent position should have the professional indemnity insurance. According to the sec- 292B of the Migration Act 1958 and Regulation 6B of the Migration Agents Regulations 1998 define the legislation where the applicant of the migration agent must get the coverage of minimum $250,000 of the professional indemnity insurance. The insurance amount is only reusable when the migration agent applies for the repeat registration. The professional indemnity insurance only helps to the migration agents only when the insurance provider will provide the coverage to them[9]. The disbursement define the license conveyance which should be incurred by the solicitor or lawyer who can able to claim the amount out if the general convincing work. In every state the amount the disbursement is fixed for the charges of conveyancing work. It is proceed through the obtaining of the government certificates, registration of mortgage property, public authorities, and administrative documents like photocopying, mailing, pest inspection, attained settlement and strata reports under strata title. The out of pocket expenses defines the capital of amount which is paid by the individual through their own cash reserves[10]. The Class UC sub-class 457 Temporary Business Entry visa defines the visa opportunity where the workers who obtain their job in Australia for the temporary period. They should have a valid visa application under the Class UC sub-class 457 Temporary Business Entry visa. The important requirements are: The persons who are applying under the visa application must have the valid visa application which will be applicable for 4 years to take the resident n Australia along with their family members[11]. The subclass 457 visa holders have no limitation for travelling in and out of Australia. The workers who will apply for the Class UC sub-class 457 Temporary Business Entry visa must have an approval from the sponsored of Department of Immigration and Border Protection. The workers must have the minimum skills in the English language. They should have a tested health certificate for applicant under the visa process. The 457 visa holders only allowed for the up to 4 years of temporary resident in Australia but a part of them they can also get the permanent residential visa in Australia trough the application under the Class UC sub-class 457 Temporary Business Entry visa only when they are able to prove the appropriate reason to get their permanent resident in Australia. The worker who holds the Class UC sub-class 457 Temporary Business visa only work under the nominated occupation of the sponsor employer. Without the sponsorship it is not possible for the workers to get the visa and resident in Australia[12]. When the other workers are allowed to work under the Class UC sub-class 457 Temporary Business visa through a sponsor employee, the persons who are medical practitioners ad general managers have right to work under the associated entity trough the sponsor and in addition of the nominated occupations[13]. 2.The Code of Conduct for the Migration agent is recognized under the Migration Agents Regulations 1998 No. 53, Schedule 2, Regulation 8 and the Migration Act 1958Subsection 314(1) which also fulfill the requirement of the conduct of migration of the individuals who want to advice their clients. The recognized requirements for the migration agents are: The migration agents should communicate or interact with their clients for having every detail of information and their status. The migration agents must fix their fees for solving the issues of the clients regarding the visa processing. When they processed with the clients it is their duty to keep every details and tract the fees and expenses which they will get for their services. They also need to maintain the financial management records of the client for future transaction. When one agent is not able to work fpr the client then another agent can work behalf of him. When the new migration agent works for the client they also need to maintain the records of the fees and other details of the clients[14]. It is the duty of the migration agent that they will do their best behavior with the clients and act with proper honesty and diligence. The deals should be fair and good for them also. Under the code of the conduct of the migration agent also has the duty to establish of their best standard of the prudent system for the administration of the Australian government[15]. The migration agent must find the issues regarding the migration process of visa and solve the issues according to the need of the clients in the migration process. In the sub-class visa process there are two sectors where validity of visa has been described. In this case the problem has been occur when the applicant has stated that to the migration agent that she has been paid less for the visa application after four months of the lodging for the application. Therefore, according to the Migration Act the actual procedure should follow some Migration regulation where the terms and conditions should process accordingly. Here, according to case study, Josephine has stated to Jeffrey about her the non-payment for the applicant visa. Now for being a migration agent it is the duty of Jeffrey to solve the case according to the requirement of his client who is Josephine and proceed. Therefore, in this sector it can be stated that according to the code of conduct of Migration Act, an intension has been establish to solve the visa problems[16]. According to the Code of Conduct it has been also mentioned that the registered migration agent must follow the regulation and apply those as per the situation of the client. The regulation provides the rules and legislations about the behavior by the migration agent towards their client. They must proceed diligently and never violent the rules or make any violence with the clients also. Another issue has been found that the client has told to the migration agent about that she has been failed to pay the amount which must be payable to the company[17]. Now it is the duty of Jeffrey to investigate and enquiry about the issues which has been mentioned by Josephine of the less payment to the Wood Engineering[18]. He is the migration agent of Wood Engineering. Therefore it is his duty to make the conversation with the client regarding the visa issues and communicate with them. In addition he has also the duties towards the client where it should be process with proper diligent and honest y towards the client and they must asked for the charges for their services[19]. References Akbari, Ather H., and Martha MacDonald. "Immigration policy in Australia, Canada, New Zealand, and the United States: An overview of recent trends." International Migration Review 48.3 (2014): 801-822. Aleinikoff, T. Alexander, and Douglas Klusmeyer, eds. From migrants to citizens: Membership in a changing world. Brookings Institution Press, 2013. Boucher, Anna, and Lucie Cerna. "Current policy trends in skilled immigration policy." International Migration 52.3 (2014): 21-25. Breen, Fidelma. "Australian Immigration Policy in Practice: a case study of skill recognition and qualification transferability amongst Irish 457 visa holders." Australian Geographer 47.4 (2016): 491-509. Campbell, Iain, and Joo-Cheong Tham. "Labour market deregulation and temporary migrant labour schemes: An analysis of the 457 visa program." (2014). Fitzgerald, Jennifer, David Leblang, and Jessica C. Teets. "Defying the law of gravity: The political economy of international migration." World Politics 66.3 (2014): 406-445. Francis, Ronald D. Birthplace, migration and crime: the Australian experience. Springer, 2014. Groutsis, Dimitria, Di van den Broek, and Will S. Harvey. "Transformations in network governance: the case of migration intermediaries." Journal of Ethnic and Migration Studies 41.10 (2015): 1558-1576. Hersch, Anthony. "Disbursement funding: The benefits for SME law firms." Precedent (Sydney, NSW) 139 (2017): 46. Hollifield, James, Philip Martin, and Pia Orrenius. Controlling immigration: A global perspective. Stanford University Press, 2014. Humphrey, Michael. "Securitization of Migration: an Australian case study of global trends." Revista Latinoamericana de Estudios sobre Cuerpos, Emociones y Sociedad 6.15 (2014): 83. Jacobs, Keith. Experience and representation: Contemporary perspectives on migration in Australia. Routledge, 2016. Murphy, Kerry. "Breaking down the 457 visa changes." Eureka Street 27.7 (2017): 8. Rhode, Deborah L. "What We Know and Need to Know About the Delivery of Legal Services by Nonlawyers." SCL Rev. 67 (2015): 429. Wright, Chris F., and Andreea Constantin. "An analysis of employers use of temporary skilled visas in Australia." Submission to the Senate Education and Employment References Committee Inquiry into the Impact of Australias Temporary Work Visa Programs on the Australian Labour Market and on the Temporary Work Visa Holders (2015). Akbari, Ather H., and Martha MacDonald. "Immigration policy in Australia, Canada, New Zealand, and the United States: An overview of recent trends." International Migration Review 48.3 (2014): 801-822. Campbell, Iain, and Joo-Cheong Tham. "Labour market deregulation and temporary migrant labour schemes: An analysis of the 457 visa program." (2014). Akbari, Ather H., and Martha MacDonald. "Immigration policy in Australia, Canada, New Zealand, and the United States: An overview of recent trends." International Migration Review 48.3 (2014): 801-822. Campbell, Iain, and Joo-Cheong Tham. "Labour market deregulation and temporary migrant labour schemes: An analysis of the 457 visa program." (2014). Boucher, Anna, and Lucie Cerna. "Current policy trends in skilled immigration policy." International Migration 52.3 (2014): 21-25. Boucher, Anna, and Lucie Cerna. "Current policy trends in skilled immigration policy." International Migration 52.3 (2014): 21-25. Boucher, Anna, and Lucie Cerna. "Current policy trends in skilled immigration policy." International Migration 52.3 (2014): 21-25. Campbell, Iain, and Joo-Cheong Tham. "Labour market deregulation and temporary migrant labour schemes: An analysis of the 457 visa program." (2014). Akbari, Ather H., and Martha MacDonald. "Immigration policy in Australia, Canada, New Zealand, and the United States: An overview of recent trends." International Migration Review 48.3 (2014): 801-822. Boucher, Anna, and Lucie Cerna. "Current policy trends in skilled immigration policy." International Migration 52.3 (2014): 21-25. Akbari, Ather H., and Martha MacDonald. "Immigration policy in Australia, Canada, New Zealand, and the United States: An overview of recent trends." International Migration Review 48.3 (2014): 801-822. Breen, Fidelma. "Australian Immigration Policy in Practice: a case study of skill recognition and qualification transferability amongst Irish 457 visa holders." Australian Geographer 47.4 (2016): 491-509. Boucher, Anna, and Lucie Cerna. "Current policy trends in skilled immigration policy." International Migration 52.3 (2014): 21-25. Francis, Ronald D. Birthplace, migration and crime: the Australian experience. Springer, 2014. Francis, Ronald D. Birthplace, migration and crime: the Australian experience. Springer, 2014. Breen, Fidelma. "Australian Immigration Policy in Practice: a case study of skill recognition and qualification transferability amongst Irish 457 visa holders." Australian Geographer 47.4 (2016): 491-509. Francis, Ronald D. Birthplace, migration and crime: the Australian experience. Springer, 2014 Francis, Ronald D. Birthplace, migration and crime: the Australian experience. Springer, 2014. Breen, Fidelma. "Australian Immigration Policy in Practice: a case study of skill recognition and qualification transferability amongst Irish 457 visa holders." Australian Geographer 47.4 (2016): 491-509.