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New Zealand’s Quality of Life for New Migrants

New Zealand’s Quality of Life for New Migrants 范文参考1

· 范文参考

Purpose:

To show your ability to answer a client-specific report brief by researching appropriate information from the library, organising content into a report structure, writing coherent sentences and paragraphs using clear vocabulary and grammar, and formatting your writing to tertiary-level academic standards.

Assignment question:

Choose the topic below for your report assignment. Include a minimum of five (5) academic sources to support your statements. Format your report using APA style publication standards.

Report briefs:

Topic: New Zealand’s Quality of Life for New Migrants An independent, immigration consultancy firm, NZ Migrants, has requested a report to better understand what new migrants are satisfied with in their current lives in New Zealand. Elizabeth Grove, Director of NZ Migrants, is also interested in whether there are any major differences in satisfaction between different ethnic, gender, or age groups. The company will use the findings from your report and other reports to send a larger document to NZ’s Minister of Immigration; therefore, your report should include feasible recommendations that may be implemented by the government for improving new migrant’s quality of life in the short- and long-term.

Checklist for your report assignment

􏰀 I have chosen the topic and have written a report that responds to the assignment brief.

􏰀 I have used content from trustworthy academic sources.􏰀

I have written a clear report structure with easily identifiable introduction, discussion, conclusion, and recommendation sections.

􏰀 My introduction includes information about the client, the aims of the report, and relevant background information.

􏰀 My discussion section includes relevant statements, facts, quotes, statistics, or other information from reliable sources.

􏰀 My conclusions section includes a summary of the main points outlined in my discussion section. It does not include new information not presented in the discussion section.

􏰀 My recommendations section includes specific and feasible suggestions that the client would find useful. The recommendations should logically link with and follow the statements in the preceding conclusions section.

􏰀 Each paragraph has a single and clear focus. I have used appropriate headings in my discussion section.

􏰀 I have written clear topic sentences and used appropriate transition words. 􏰀

I have used my own words and not copied the text from the original source.

􏰀 I have included my sources in the body of my essay (i.e., in-text references) and a reference list at the end of my assignment.

􏰀 I have proofread my writing to use more academic vocabulary and fix any grammar mistakes.

􏰀 I have checked my assignment for spelling, punctuation, and capitalisation mistakes. 􏰀

I have included a title page, table of contents, page numbers. 􏰀

I have double-spaced my paper and used an appropriate font style and size.

1. INTRODUCTION

This report was requested by the government of New Zealand with the purpose to examine the benefits of the implementation of Equal Employment Opportunities (EEO) policy in each government’s departments to the entire society. In this report, the public is categorized into three groups - the whole society in general, business organisations and the family unit. In addition, this report analyses numerous recommendations to develop a standard EEO policy which is applicable and is accepted throughout the region.

Today, New Zealand has substantial diversity in its population and it is evolving year by year. The country is already unique with multiracial people such as Maori, Pasifika and Caucasians living together in harmony. Nonetheless, they welcome more migrants from Asian countries like China, India and the Middle East into the country. Thus, a changing pattern to society as well as the labour force is generated due to this trend. New Zealanders have become more ethnically diverse. The New Zealand government responded to this situation by designing the Equal Employment Opportunities (EEO) policy to be implemented in all public service departments. The main objective of this policy is to facilitate those departments to deliver the government’s outcomes fairly and effectively to the diverse society. Also, this policy works based on a merit principle. As stated by the State Services Commission (1997), the first statement by the Government Employing Authorities on EEO was signed in 1984. The government decided to implement it in public service and it has been in effect since then. The State Services Commission (SSC) plays a role to promote, develop and monitor the policy within each government’s departments (State Services Commission, 1997).

The government realises employing a new guideline is always a challenge. Some controversial issues might occur, for instance, dissatisfaction amongst the local people. However, the authority needs to accept the fact and treat a diverse society fairly.

2. IMPLEMENTATION OF EQUAL EMPLOYMENT OPPORTUNITIES2.1 The Benefits to SocietyThe main focus of the New Zealand’s government in setting up the policy is because they are concerned about serving a diverse society effectively and efficiently. Another perspective is, as a small open economy, the country needs to encourage trade liberalisation. Thus, global interaction is inevitable.

2.1.1 To develop a non-discriminatory society

According to the report by the State Services Commission (1997), the changing workforce demography (being diverse) will remain in the future. The multicultural citizens deserve to have access to all employment opportunities in the region. Through the enforcement of this policy in the public service departments, the government can protect people’s rights. For example, any direct and indirect bias in job specifications will be eliminated. All New Zealanders from different ethnicities have the equal opportunity to seek a suitable job based on their ability and personality, and not because of their background culture. Furthermore, the government should foster social responsibility by responding to every social and economic demands without discrimination. The EEO policy can help them to fulfil this and develop fairness in society.

2.1.2 To survive in an era of globalisation

A business will be driven out from the market if it could not compete successfully in this era of globalisation. Trade and communication are not limited within the region anymore, but interconnected with other countries around the world. In order to survive in this challenging liberal market, the implementation of Equal Employment Opportunities (EEO) helps the nation. For instance, it is predicted that the increasing proportion of migrants will be much higher in the next decade (Department of Labour, 2004). To have better communication with the global network, migrants will be a good source. They bring the needed language skills and cultural knowledge about

export markets. Thus, having them in the labour force is essential.

2.2 The Advantages to Business Organisations

Implementing the Equal Employment Opportunities policy also generates a positive impact on business organisations whether it is a big or small firm (Equal Employment Opportunities Trust, 2005). This policy is not a threat to the workers. It assesses them based on their work performances and recognises the importance of every member’s contribution to the organisation (Abu-Laban & Gabriel, 2002).

2.2.1 Alternative to hiring devoted workers

A diverse workforce does not mean to only have multicultural workers. Accepting the elderly, women, and disabled people to join organisations also enhances the diversity in the workplace. Occasionally, businesses might have difficulties in finding motivated and industrious employees (Department of Labour, 2004). If they apply the Equal Employment Opportunities policy, this might resolve the problem. This is because new migrants and long-term unemployed (most of them are women, older people and disabled people) will always appreciate the job opportunities given and perform a high quality work as preferred by the employers. Thus, employing diverse staff might influence the local or older workers to change their work practices and improve their work quality. They will have the incentive to be more competitive and productive (Department of Labour, 2004).

2.2.2 A positive environment in the workplace

Diversity also contributes to a stronger team in the workplace. The staff will appreciate each other specialties more as well as their weaknesses. For example, hiring an employee with tunnel vision will help the office to be more orderly (Department of Labour, 2004). This is because those employees learn to be tidier, keep their chair in the right place so that the visually impaired employee will not bump into it. Having disabled persons creates a stronger bond within the organisation team as they become each other’s supporter and pay more respect to others (Department of Labour, 2004).

2.3 The Positive Impact to the Family Unit

Female participation in the workforce has been steadily increasing for decades and probably will rise further. The proportion of New Zealand’s aging population has increased steadily (Department of Labour, 2004). This statistic displays the importance of adopting the Equal Employment Opportunity policy, as a response to the realities of the workplace.

2.3.1 Strengthen the family relationship

Working mothers means that women have chosen to take on both career and family responsibilities. They are not just taking care of their children or handle the house chores but play another role as an employee. Sometimes they need to take a long break to have children. This policy gives more opportunity to the female to generate their own income and support the family due to the increased standard of living. Equality in the workplace will lead to equality in the family (Carr-Ruffino, 2005). Since the husband and wife hold their own jobs, they will need to share the responsibilities of taking care of their kids as well as taking care of an older member of the family if they have one. In addition, women believe when they gain the freedom to work, they will also gain the balance of power in a family relationship. They will understand their rights in the marriage more and this will create harmony in the family relationship (Carr-Ruffino, 2005).

3. CONCLUSIONS

3.1 Through the implementation of the EEO policy, gradual acceptance of the policy from employees and employers will lead to more trust from the general public.

3.2 This policy will also lead to a more diverse workforce as people from different backgrounds learn how to understand their differences and respect each other more.

3.3 The New Zealand economy can become more competitive in the global market. This leads to a stable economy.

3.4 New Zealanders enjoy the freedom and rights gained from the implementation of EEO policy and this will lead to a fairer society.

4. RECOMMENDATIONS

4.1 The New Zealand government and the public service departments should be committed in their collaboration to the practice and the promotion of EEO policy.

4.2 Senior management levels in business organisations should provide more resources for EEO training and also pay attention to hire more women, other ethnic groups and disabled people to fill positions.

4.3 The government should hire more EEO training staff and add the resources of EEO in business organisations so that they can monitor the practice of EEO policy in each government’s department efficiently.

4.4 The government should create a realistic and standard policy for the entire public services department for application and assessment so that their reports will give the true picture of current EEO.

4.5 The government should enforce the implementation of the EEO policy which are under section 58 of the State Sector Act 1988 and section 6 of the same Act.

Abu-Laban, Y., & Gabriel, C. (2002). Selling diversity: Immigration,multiculturalism,employment equity, and globalisation. Sydney, Australia: Broadview Press.

Carr-Ruffino, N. (2005). Making diversity work. Australia: Pearson Education.Department of Labour. (2004). People Power: Successful diversity at work. Wellington,New Zealand:

Department of Labour.Equal Employment Opportunities Trust (2005). EEO Trust Diversity Survey Report 2005: Foreword and

executive summary. Auckland, New Zealand: Equal Employment Opportunities Trust.State Services Commission (1997). EE0 Policy to 2010: Future directions of EEO in the New Zealand Public

Service. Wellington, New Zealand: State Services Commission.

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