Working Effectively in the Aviation Industry with Aborigines

Working Effectively in the Aviation Industry with Aborigines Working Effectively in the Aviation Industry with Aborigines in Australia As the aviation industry in Australia is ever growing, its importance is also due to the fact that Australia is located on an island. This means that aviation, along with the shipping industry, provides the only means of connection to the rest of the world. Around 16 million passengers come to Australia yearly and 90% of them travel through air. The total number of licensed pilots in Australia now are about thirty thousand six hundred and seventy six with about one thousand seven hundred licensed helicopter pilots. The Australian Transport Safety Bureau (ATSB) is responsible for the safety of aircrafts and passengers and to overlook the entire aviation industry. All institutions are based on their professional cultures which are formed by different people who form the basis of that industry. The Australian aviation system is formed by people of different ethnicities and backgrounds. Like any other industry, its professional culture is heavily affected by Australias national culture. Starting from the native Australians to the modern-day immigrants, all form the basis of Australias aviation industry. While institutional racism is prevalent in Australia, this practice in the aviation industry is much less common. (Race and racism in Australia, 1988). Institutional racism refers to the way beliefs are incorporated in the social system that results in discrimination against a certain minority group. It also includes any activity; words or actions that may be derogatory to a certain group of people. (Its just how youve been brought up! An Aboriginal perspective on the relationship between the law, racism and mental health, 2001). Often times, institutional racism is covert or even unrecognized by the agents involved in it. Like every other workplace, institutional racism against aborigines in Australia is an important issue. At the same time, some writers may be biased about the role of aborigines in aviation industry, rendering them as formless, transitory, and today undefinable in character. (Local Group Composition Among the Australian Aborigines: A Critique of the Evidence From F ieldwork Conducted Since 1930, 1970). Another point that they raise is that aborigines are not fond of adapting to the new system. They would rather not work in an environment where they have to adapt. There is also a communication gap, which makes it difficult for the aborigines to adjust. Despite the popular trend and literary proofs, it has been observed that racism in Australia is within bounds. Aborigines along with other ethnic groups are given a fair chance to play effective roles at every organizational level. While there may be a communication gap, the importance of teamwork is recognized by all groups and applied at every level. It is well recognized and understood by all employees that the basis of their organization lies in the teamwork and mutual respect of every individual. The main job of the aviation industry is to facilitate their passengers and ensure their safety and to take them to their respective destinations despite their differences in class, caste and financial status. It is said that the safety and efficacy of the aviation industry is based on three cultures, its national, professional and organizational culture and all three shape how the aviation industry performs nationally and globally. (Helmreich, 1998.) For any organization to excel, it must overcome its cultural tendencies that are hindering its progress and strive to work effectively in a team-based environment. It is essential to recognize that everyone has their own designated roles in an organization. Like how a pyramid cannot stand without its base, an organization cannot stand without its employees. This is why the aviation industry in Australia is blooming. Because despite their differences they realize that they have a single goal. My experience in communicating and working with people from different ethnic backgrounds has always been positive. Since it has only been my first year as an aviation student, I have yet to have the opportunity to work alongside an Aboriginal person. However, the following is an example of how I think culture can affect communication effectiveness and the hazards that can happen as a result. During the stall-training lesson of my flight training, I was heading back towards Parafield Airport with my instructor, who is an Australian national without an Aboriginal background. I decided to use the Torrens Island Power Station as a reference point towards Parafield and fly into its direction. Shortly before passing over the power station, the instructor quickly instructed me to change my heading and diverted the aircraft south of the power station. After the flight, I was reprimanded for inducing the potential to damage the aircraft. It was at that point, I learnt that the exhaust of the power station had the potential to damage the aircrafts airframe, or even worse cause the aircraft to disintegrate mid-air. If that had occurred, the results would be disastrous with the debris of the plane falling down and causing great damage to Out er Harbor. Had I disregarded my instructors judgment, I may have caused massive damage to Outer Harbor with my aircraft. In the aviation industry, safety always comes first. If a pilot disregards safety in his or her judgment, disaster and casualties occur. This also shows the importance of communication and why effective communications is absolutely necessary in aviation industry. A small case of miscommunication may have hazardous impact, ranging from the bursting of the aircraft to causing damage to heavily crowded places, leading to loss of lives in both cases. This also creates hurdles for Thai people like myself who are not upfront about the problems and hesitate to talk to their seniors about problems. Thais generally like to be on top of their games and would rather not ask questions and lose face in front of their seniors. This may cause a huge communication gap, like in the example above. Had I not talked to my senior about the problem, we may have caused huge damage to the harbor. So far, I havent worked with anyone from aboriginal background. But I would love to experience working with them. Although we may experience some communication gaps, we share a similar goal: excelling in the service we provide to passengers and ensuring safety for the aircraft, passengers and crew that are aboard. With this in mind, we can work and learn from each other. Safety has been IATAs number one priority and they encourage aviation the industry to take all steps to ensure safety of all people involved in the aviation industry. A study done in New Zealand shows that pilots regard luck as an important factor in the safety of the aircraft (Gill, 2004). I however think that effective communication skills and following SOP guidelines is more important than just good luck. Another study has been done to measure safety in high reliability organizations (HROs) using the traditional measures of incident and accident reporting during periods of deliberate organizational change (Lofquist, 2010). This also encourages the promotion of healthy environment and importance of team work, and how effective teamwork can overcome all sorts of hurdles, may it be language barriers or communication gaps. References: Birdsell, J.B., 1970. Local group composition among the Australian Aborigines: a critique of the evidence from fieldwork conducted since 1930. Current Anthropology, 11(2), pp.115-142. McConnachie K, Hollingsworth D, Pettman J. 1988.ÂÂ   Race and racism in Australia. Bolt RJ. 2001. Its just how youve been brought up! An Aboriginal perspective on the relationship between the law, racism and mental health. Helmreich, Robert. 1998. Building Safety on the Three Cultures of Aviation. Gill, G.K. and Shergill, G.S., 2004. Perceptions of safety management and safety culture in the aviation industry in New Zealand. Journal of Air Transport Management, 10(4), pp.231-237. Lofquist, E.A., 2010. The art of measuring nothing: The paradox of measuring safety in a changing civil aviation industry using traditional safety metrics. Safety science, 48(10), pp.1520-1529.

Free Euthanasia and Doctor-Assisted Suicide Essay - Assisted Suicide :: Euthanasia Physician Assisted Suicide

Euthanasia The purpose of this essay is to inform readers clearly and coherently enoughof the terms and issues in the euthanasia debate that they can make sense of the euthanasia question. Descriptions are in relatively simple, non-technical language to facilitate learning. The definition of euthanasia is simple: "Easy, painless death." But the concept of euthanasia proposed by adherents of the euthanasia movement is complex and has profound consequences for all. Because the subject involves the discipline of medicine (diagnosis, treatment, prognosis, medical ethics and so on) as well as the discipline of law, the general public will have difficulty understanding it without some knowledge of these matters. We begin with the definition of terms: * Euthanasia: traditionally, an easy, painless death. Now used to mean "mercy killing," "assisted suicide," or "involuntary euthanasia." * Voluntary euthanasia: death administered to one who asks for it. In practice, truly voluntary euthanasia requests may be very rare, since the patient rarely gives informed consent because the alleged consent is influenced by depression, improperly treated pain or other factors that are not controlled but could be controlled. * Involuntary euthanasia: death administered without the recipient's consent, commonly known as "mercy killing," as in the case of children or incompetent adults. * Active, direct or positive euthanasia: direct killing of the patient by administering lethal drugs or other direct means of ending life, or by withholding or withdrawing ordinary means of sustaining life such as food and water, protection from exposure and so on. * Passive, indirect or negative euthanasia: ambiguous. Can be the decision by patient, parent or guardian and physician to withhold or withdraw extraordinary means of sustaining or prolonging life, such as deciding against high-risk surgery for a patient dying of cancer or kidney failure. When the intent is not to cause death but rather to reject extraordinary treatment, this results in the acceptance of death or continued life, whichever occurs, but it is not true euthanasia. The terms "passive," "indirect" or "negative euthanasia" should not be used since they play into the hands of euthanasia advocates by confusing legitimate actions with euthanasia, thereby desensitizing people to the fact that euthanasia is killing. More importantly, passive euthanasia is sometimes defined by others as the withholding of lifesaving treatment with the intention and result of causing the patient's death. This is the equivalent to active, direct euthanasia.

Bartleby and Berino Corene. The Employer’s problem Essay

Bartleby and Berino Corene. The Employer’s problem Introduction Bartleby is about a lawyer who is overwhelmed by workload at his office to the extent that he needs an extra hand with writings thus calling for the need to post an advertisement for a scrivener. Lucky for him, he lands the resolute Bartleby who undertakes his duties at the office diligently to the admiration of the lawyer who lauds his good work unlike his two other scriveners: Turkey and Nippers. These two are the lawyers first headache at the workplace, Turkey for one, cannot work during the afternoons due to his old age but is strongly against his boss laying him off the job in the afternoons thus prompting the lawyer to delegate to him less serious documents for copying in the afternoon. Nippers on the other hand though of young age, has a temper and a stomach problem. Additional to that, he can only perform his duties in the afternoon when he is calmer and relaxed CITATION Mel90 p 7 l 1033 (Melville 7). Upon arrival at the office, Bartleby proves the opposite of the two as he w orks from morning to evening a thing that impresses the lawyer who sees for sure he had actually struck gold with this new scrivener but little does he know trouble is brewing for him in the future. Bartleby is a sheep ion a wolf’s skin; all his good work suddenly turns to total non-performance one single day when the lawyer is overwhelmed with duties at his office and calls upon him to assist with copying some of the documents causing a backlog at the office but he declines. Irrespective of the lawyer’s need for a helping hand, he feels obliged to Bartleby’s request of, â€Å"I would prefer not to† as being utterly genuine and being said in a polite and respectful manner that he lets it pass for the first time CITATION Mel90 p 14 l 1033 (Melville 14). Little does he know he was laying the bed for more trouble to come in future tasks that Bartleby is called upon to undertake. â€Å"I prefer not to,† becomes Bartleby’s infamous mantra at the workplace when he is called upon to undertake any take called upon him by his employer and surprisingly enough the lawyer finds it very hard to reprimand this new weird behavior. In real sense, under any working setting, it is not the duty of the employee to decide on what tasks he/she should do and what they should not do; it is their duty to undertake all duties delegated to them assiduously. How politely and calmly Bartleby delivers his request for not undertaking any new tasks lea ves the lawyer perplexed on whether he really should be asking Bartleby to undertake a specified task. However, this becomes overbearing when Bartleby reports to him that he would not be doing any more writings. Bartleby’s actions prompts the lawyer to clear his wage balances and ask him to leave. Nonetheless, after clearance with his employer, Bartleby sticks around the workplace and makes it his home. It is problem to the lawyer for despite having terminated Bartleby’s contract, he sticks around at the workplace and to make matters worse transforms the workplace to his sleeping quarters. This comes to the lawyer’s attention one Sunday morning when he cannot fit his key into the door only for the door to be opened by Bartleby who politely asks him to return after a few minutes and he surprisingly finds himself abiding to the request. The lawyer believes that he is undertaking a noble cause by allowing Bartleby to stick around the office doing nothing but soon this behavior turns out to be a nuisance to the business and an eye sore to the coming and going customers thus prompting him to move his business to a new location considering the fact that Bartleby would ever leave irrespective of what actions are taken against him or how much he is coerced to do so CITAT ION Mel90 p 42 l 1033 (Melville 42). Contrary to his expectation that by moving out he would have solved the Bartleby menace, he is accosted by a new tenant of the old building and by the police who leave Bartleby under his care. Bartleby continues his stubborn and withdrawal behavior to the extent that he refuses an offer of staying with the lawyer and later is taken to prison on vagrantly charges. Irrespective of the lawyers constant concern of trying to keep an eye on him while in prison, Bartleby refuses to take food offered to him while in prison resorts to sleeping under a tree at the prison yard where he meets hi final demise. In reality, the lawyer had tried all in his power to help a depressed Bartleby and he hand turned down the helping hand, it left the lawyer wondering if Bartleby’s previous employer’s: the Dead Letters had anything to do with his withdrawn lifestyle. He is transfixed to the disturbing connection in the conclusion of his narration describes it as, â€Å"Dead letters! Doe it no t sound like dead men†¦. Sometimes from out the folder paper the pale clerk takes a ring—the finger it was meant for, perhaps, molders in the grave; a bank- note sent in swiftest charity—he whom it would relieve, nor eats nor hungers any more†¦on errands of life, these letters speed to death. Ah, Bartleby! Ah, humanity†¦CITATION Mel90 p 55 l 1033 (Melville 55)† Different handling of Bartleby’s case In reality, there is no better way how the lawyer could have handled Bartleby’s case for he just instantly transformed from being a hardworking individual to a lousy self-reserved introvert. Perhaps, one precaution that the lawyer should have undertaken before hiring Bartleby, would have been to perform a background check on his previous employment history or enquired directly form Bartleby himself his lifestyle/family background. There is no single place in the narration where we are told that the lawyer assessed the above competences from a recruit once he placed an advertisement out, he seemed too eager to sort out his firm issues that were at hand risking oblivion to other factors that affect the normal functioning of the business. Similarly, the same can be said about his lenient stance towards accommodating Bartleby’s ill behaviors even when they directly affected his business. It shall be argued that his morals came first when it came to handling issues purportin g to Bartleby, nut what he should really done is instilled the real ideology of responsibility onto his employee as opposed to trying to find a solution to all his problems. There is this one specific stance in the narration that puts o question the lawyers helping hand, he himself noticed Bartleby’s miserable stat of life and withdrawal symptoms, why not sign him into a mental facility to get professional assistance as opposed to turning him into a mooch and accommodating his ill mannerisms. References Melville, Herman. Bartleby and Benito Corene . New York : Doven Publications , 1990. Source document

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