Self Evaluation Influences Leadership Development

Self-Evaluation influences Leadership Development Across the years, humans have kept their baby photos, their yearbooks, the letter from a friend, and their first checkbook safely. Usually, they do this because it gives a timeline of where a person has been and where they are now. For some, this method of self-assessing can be rewarding, yet for others, this process may be daunting if they are not at the level they had hoped. According to Dye (2010), values-driven leaders are self-assessors. In essence, leaders understand that their actions are being observed; therefore, they need to know themselves with the dual intention of personal development and professional achievement (Dye, 2010). In fact, outstanding leaders have an exceptionally†¦show more content†¦However, the results of a self-evaluation process can allow a leader to commence a personal development plan that is goal oriented and focused on exceptional leadership skills (Zenger Folkman, 2013). In fact, per Kozak (2014), the process of self-evaluation and self-as sessment, helps a leader become a better leader because it brings forth guidance and knowledge about traits, strengths, and most importantly, weaknesses that can be developed into strengths. Conquering the ability of self-evaluating may lead to increased confidence, â€Å"trust and credibility by others and an improvement of emotional, social intelligence and self†esteem† (Kozak, 2014). Self-Evaluation correlates with Self Esteem. Speaking of self-esteem, one of the true values in self-evaluation is the value of oneself as a person (Kozak, 2014). In essence, being cognizant of the own strengths will improve self†esteem and confidence (Kozak, 2014). A self-confident leader can lead in meaningful ways. According to Brown, Dutton, and Cook (2001), high self-esteem people use a variety of strategies to protect and rebuild feelings of self-worth. On the other hand, self-assessment can also lead to identifying significant gaps that can then lower self-esteem. Therefore, it is important to understand that self†esteem does not correlate automatically to better performance of oneself (Kozak, 2014). Personally, the self-evaluation processShow MoreRelatedThe Planning Phase Of A Annual Expectation818 Words   |  4 Pageseveryone year around (Responsible Conduct in Research Mentoring, n.d.). Plan and organize leadership groups to continue their ongoing leadership developments; this activity allows leaders to listen to the other leaders thinking and ideas. The meeting will discuss the experiences that we as leaders have encountered since maybe the last session, expressing the rewards and non-rewards from the experience. Peer leadership groups would have a timeline of once a month or every two-week gathering (Research MentoringRead MoreOrganizational Leadership and the Role of Self-Evaluation and Assessment1144 Words   |  5 Pagesï » ¿Organizational Leadership and the Role of Self-Evaluation and Assessment Introduction The ability to manage and lead a diverse organization is predicated on how effectively a leader understands their innate strengths and weaknesses, in addition to gaining insights into how effectively they communicate. The role of self-evaluations and self-assessments in providing leaders with insights into how they can make the most of their strengths and define strategies for addressing their weaknessesRead Moreself assessement Essay1227 Words   |  5 Pagesleaders 1.5 Leadership self-evaluation/self-assessment 1.6 The benefits of self- assessment/self-evaluation to leaders today. 1.1 INTRODUCTION Organisations are made up of people and people are a huge asset to any organization. To be more successful in achieving their goal and objectives; organisations needs to have an understanding about their human assets, their behavior, tendencies, best practice etc..† Leadership is the ability of one person to influence a groupRead MoreImportance of Self-Assessment in Leadership Roles1078 Words   |  4 PagesLeadership is based on a complex interaction between the leader and the existing social and circumstantial environment, i.e. the current team and project characteristics. With continuous changes in team and project structure, the leader is expected to modify his/her efforts accordingly in order to ensure efficiency and success. Therefore, leaders find themselves in a never-ending learning experience during which adjustments in leadership style will not only be required, but will have to be soughtRead MoreInterpersonal Skills : Interpersonal And Social Skills1682 Words   |   7 Pagesmust have the ability to relate well with followers. Effective leaders have self-awareness, as well as the awareness of those around them. The leader needs to be socially perceptive. A leader requires interpersonal skills to show emotional intelligence. It assists a person in understanding emotions and applying this understanding to daily tasks. A leader must also learn ways of ensuring temperance with their emotions as self-regulating ensures good leaders appear professional to their subordinatesRead MoreThe Key Components Of Emotional Intelligence1609 Words   |  7 PagesEmotional Intelligence and Leadership in Nursing To better understand the applications of emotional intelligence in nursing and leadership, it is important to identify the key components of emotional intelligence (EI). By examining Daniel Goleman’s book Working with Emotional Intelligence, this paper will examine EI’s function in nursing as it applies to various roles in leadership. Lastly, it will discuss ways in which EI can be used for personal and professional development. History of Emotional IntelligenceRead MoreEssay on Building an Effective School1252 Words   |  6 Pagesaddresses standards and procedures on ensuring quality service as leaders. These standards and guidelines aligned to leadership standards from the National Association of Elementary School Principal (NAESP) (www.naesp.org) an ILIAD partner. The unstructured interview analysis will describe leadership styles and roles, curriculum development, and evaluation methods. Leadership Styles The strength of the school is shown through the school capacity, achievements, and instructional values. InstructionalRead MoreEffective Instructional Leadership For High Performing Schools1319 Words   |  6 Pagesstudents, it s pretty hard for them to construct what s going on in the classroom, so that students see it in their self-interest to be self-engaged. With that being said, as an instructional leader, my vision for improving student achievement is to help create an environment where high standards for all students and staff members are valued daily. High quality professional development is offered and implemented throughout the school year. All learning environments are safe and disciplined for allRead MoreA Competency Model Of Leadership1366 Words   |  6 PagesLeadership Competency Model A competency model of leadership is a simple concept, â€Å"it describes the behaviors and skill managers need to exhibit if an organization is to be successful† (Hughes, Ginnett Curohy, 2015, p. 251). Within organizations there is an importance for the development of leaders in today’s society to meet the needs for their organization. While the leader needs to display unique leadership for their organizations, there are certain attributes and quality which are needed forRead MoreEssay about Early Childhood Education Field1117 Words   |  5 Pagesincreasingly turned to the development of effective professional practice among early childhood educators (ECEs) as the predominant approach in securing better outcomes for children. ECEs have thus found themselves under increased pressure to develop professional practices through professional development which has been demonstrated to have a profound impact on children’s holistic development and their performance p rospects in society. This essay will focus on the development of effective professional

Government Surveillance vs Personal Privacy Essay

Today, individuals are sacrificing privacy in order to feel safe. These sacrifices have made a significant impact on the current meaning of privacy, but may have greater consequences in the future. According to Debbie Kasper in her journal, â€Å"The Evolution (Or Devolution) of Privacy,† privacy is a struggling dilemma in America. Kasper asks, â€Å"If it is gone, when did it disappear, and why?†(Kasper 69). Our past generation has experienced the baby boom, and the world today is witnessing a technological boom. Technology is growing at an exponential rate, thus making information easier to access and share than ever before. The rapid diminishing of privacy is leaving Americans desperate for change. Privacy allows an individual the†¦show more content†¦Privacy has expanded to more complex forms including people’s information displayed throughout technology (Kasper 71). Technology has become very effective for a thriving generation, but it also possesse s a handful of flaws that counter the benefits. Technologies help people post and deliver a message in a matter of seconds in order to get a message spread quickly. It also gives individuals the power to be the person they want to be by only showing one side of themselves. But sometimes information that had intentions of remaining protected gets out. That information is now open for all human eyes to see. This information, quite frankly, becomes everybody’s information and can be bought and sold without the individual being aware of it at all. However, this is no accident. Americans in the post 9/11 era have grown accustomed to being monitored. Government entities such as the NSA and laws such as the Patriot Act have received power to do so in order to protect security of Americans. However, the founding fathers wrote the fourth amendment to protect against violations of individual’s privacy without reason. In a rapidly growing technological world, civil liberties are increasingly being violated by privacy wiretapping from government entities such as the NSA, Patriot Act and the reduction of the Fourth Amendment. The NSA, National Security Agency, is the largest manager of United States intelligence in theShow MoreRelatedThe Great Debate : Privacy Vs National Security1055 Words   |  5 PagesIII Honors 18 April 2016 The Great Debate: Privacy vs National Security In the digital age, the citizens of the United States are torn between which they value more: privacy or national security. On one hand, the people need to be safe from cyber attacks and terrorism, while on the other, the government should be aware of the privacy of the people it governs. The government should not go so far in protecting the country that it interferes with the personal lives of the citizens. There needs to beRead MoreThe Importance Of Personal Information And How People Feel About It1613 Words   |  7 PagesImportance of personal information and how people feel about it Undoubtedly, personal informations are critical to all of everyone. People want their personal datas to be protected so that others won’t have access to them without permission. Otherwise, leak and misuse of personal informations can lead to serious consequences. Individuals and organizations can use other people’s personal informations without their allowances, which can be harmful to the livelihoods of these people. For example,Read MorePublic Security Vs. Privacy1288 Words   |  6 Pageswith Surveillance state, Big Brother, doublespeak and thoughtcrimes. Today, many people believe that the book Nineteen Eighty-Four has already become a prophecy in the United States because they are being surrounded by numerous cameras. Although January Mughal in her article â€Å"National Security Vs. Privacy In The Modern Age†(2016), insisted that surveillance is necessary to maintain the security of United States, but it is doubtful based on many research because the uses of government surveillanceRead MorePersonal Data Privacy . Frame Analysis And Advocacy Field1686 Words   |  7 PagesPersonal Data Privacy Frame Analysis and Advocacy Field Guide This framing analysis includes 10 recent print news articles that address personal data privacy. The 5 dominant frames identified include: unauthorized data collection and misuse, commercial application of personal data, civil liberties (personal data in the legal system), data protection, and innovation. There were Pro and Con arguments present for each frame with the exception of the last, no Con arguments were present for the innovationRead MoreEssay about Privacy and the American Government1435 Words   |  6 Pagestrapped by the government. They believe that the government is spying on them just to do so and that there is absolutely no reason for it. However this is wrong because the government has several reasons to spy on us Americans. Even though this may seem outrageous, it is needed and there are ways the United States’ citizens have privacy. With all of these false accusations it is simple to see why people would be supportive of our right to privacy. On the other hand, the government eavesdropping onRead MoreGovernment Surveillance : A Controversial Issue On Terrorism853 Words   |  4 Pagesevents of September 11th, government surveillance has skyrocketed to some of the most advanced programs seen today; the government has the ability to intercept almost anybody’s internet activities, personal messages, and phone calls. 9/11 brought about the implementation of the Patriot Act, new NSA programs, and a new found â€Å"war on terrorism.† This has become a controversial issue on whether these programs violate Americans’ civil rights. Future government surveillance can be predicted to only becomeRead MorePrivacy Is A Vulnerable Condition At The Present Time Essay1248 Words   |  5 PagesThere is no doubt that out of all history, privacy is at its most vulnerable condition at the present time. Ironically, to secure the whole, individual safety is becoming harmed. The government and businesses are infringing individual priv acy in order to protect their society. In effect, balancing between privacy and security has continuously been one of twenty-first century’s biggest controversial issues and everyone has their own views about where to value more. Throughout the essay, using variousRead MoreWhat Violates The Fourth Amendment?1194 Words   |  5 Pagespolice action. The case of United States vs. Jacobsen states that â€Å"A seizure of property occurs when the government meaningfully interferes with a person’s possessory interest.† With this great debate in effect, a theory was introduced called the â€Å"mosaic theory†. This theory states that searches can be evaluated as a common sequence of steps rather than as individual searches. Police actions are evaluated over time as a collective mosaic of surveillance. This can count as a common Fourth AmendmentRead MoreAn Agent Of A Foreign Power1750 Words   |  7 PagesSection 702 protects US persons privacy vs foreigner privacy threatens the process of globalization and jeopardizes the benefits that come with it – such as more international trade. 2. Outline: - I am going to expand on the analysis of possible socio-economic consequences of section 702 that the paper, â€Å"Liberty and Security,† briefly mentions. - Next, in a few paragraphs, I am going to comment on the double standards that is used to justify surveillance of US-persons vs Non-US persons (showing ofRead MorePrivacy Is The Freedom From Interference1106 Words   |  5 PagesPrivacy and Technology Introduction Privacy is the freedom from interference. It is a state of being free from public attention, and being watched or disturbed by other individuals. Every individual deserves to have the right to privacy, but the question is to what extent and at what state is considered an invasion of privacy. Information privacy is the right to control over one’s personal information, how it is collected and used. Many believe that people have to relinquish their privacy for safety

New York Life †Marketing Management Case Analysis Free Essays

BAB25 – Case analysis 2: New York Life and Immediate Annuities Unlike the old days where a retiree could rest assured that they could live out the rest of their life on their pension and social security checks, the retirees of today receive their pensions paid out in a lump sum that takes the place of the pension check, but encompasses the total amount a retiree has to live on until they pass away. This creates uncertainty in the amount a retiree can spend per month, and if the total amount is sufficient to last them until they pass away. Immediate annuities help to create certainty in the financial situation of retirees. We will write a custom essay sample on New York Life – Marketing Management Case Analysis or any similar topic only for you Order Now While retirees can be certain that they will receive a social security check each month, the amount of income they are able to receive from their pensions can vary depending on their contribution plan. Immediate annuities are a one-time purchase that guarantees a monthly payment for the remainder of the purchaser’s life. They solve the problem well as they take away the uncertainty of where a retiree can receive their income from, they are the â€Å"ideal vehicle to guarantee retirees a lifetime income† (Rotemberg Gourville, 2010, p. ). Generally speaking, neither the buyers (the retirees) nor the sellers (agents/advisors) of immediate annuities are very enthusiastic about them. Consumers have several interrelated reasons for not buying immediate annuities. Firstly people are often not familiar with immediate annuities, which evidently causes fewer buyers. Then, buying immediate annuities means spending a large sum of money as usually immediate annuities cost at least $100. 000 or more. This large sum of money has to be paid at once, while the purchase is irrevocable which causes doubts, most importantly because the retiree does not know if they will live long enough to make the purchase profitable. If not, more money will be put in the purchase than they will get out of it, meaning it is quite a gamble to buy immediate annuities (Rotemberg Gourville, 2010). The agents and advisors that are supposed to sell immediate annuities, on the other hand, also have their doubts. Investment advisors actively manage their clients’ money. Immediate annuities do not allow for this as it is a one-time investment. This also means that the advisor/agent gets a one-time commission, which is less profitable compared to collecting multiple fees from one client over time for revocable investments (Rotemberg Gourville, 2010). Additionally, advisors/agents often also do not have enough knowledge of the product, making it very hard to sell. Agents/advisors that do have knowledge of the product often state that immediate annuities are a bad retirement product. Only 9% of financial advisors (strongly) prefer the product, against 64% having a (very) weak preference for it (Morgan Stanley Research, 2007, as used in Rotemberg Gourville, 2010). New York Life (NYL) has set its mind on growing the Guaranteed Lifetime Income (GLI) business in the future, but faces several possible paths in order to reach this goal. To be as cost-efficient as possible, we think that the company should select its pool of end-customers wisely. The focus on retirees should be maintained and even enforced, as many still do not know the products proposed by NYL. Furthermore, the focus should be broadened to a larger target group, to include the â€Å"typical† customers of the companies, families with children. As noted by Rotemberg and Gourville (2010), NYL tends to build long term relations with its clients, as agents follow them over time and sell multiple contracts to them. We can think that an ageing family would present a â€Å"risk management mindset†, as their children’s future is not secured yet. We can hence position the product by presenting it as a safe solution adapted to one’s own needs. Differentiating the product from those of NYL’s competitors is important; potential clients of GLI annuities should understand the superior benefits of the product. Building on the company’s reputation, GLI annuities should be promoted as a long term investment from a responsible company, concerned with its customers and providing long term relations between agents and customers. In order to reach a greater public and change customers’ mindsets, we need to strengthen the core components of the company. For this, we believe that the focus should be put on NYL’s agents rather than collaboration with investors that would force NYL to compromise on its values and products. While the pool of agents is already significant, only 4000 of them sold GLI annuities, as only 40% of the 11,500 agents had received the training specific to the product (Rotemberg Gourville, 2010, p. 12). Therefore we believe that the GLI business would grow if all agents are trained to improve their knowledge of the products and hence their services to customers. We believe that the pool of agents should be increased gradually as number of customers grows in order to sustain the aforementioned values of NYL while the price of GLI annuities should not be changed, considering the customized services NYL provides. Instead, they need to focus on convincing customers that they’re worth their price as their product is unique. i. e. NYL needs to emphasize the novel aspects of its product to differentiate from competitors’, while promotion should be built on NYL’s values. How to cite New York Life – Marketing Management Case Analysis, Essays

Fair Work Ombudsman for Commonwealth Parliament - myassignmenthelp

Question: Discuss about theFair Work Ombudsman for Commonwealth Parliament. Answer: In Australia the workplace relation system is as per the Fair Work Act 2009 and various other laws and legislation. This covers almost entire of private sector employers and employees throughout the nation. The workplace relation legislations are enacted in the country by the Commonwealth Parliament (Australia.gov.au, 2018). Fair Work Ombudsman and Fair Work Commission oversee the practical application related to Fair Work Act within all the present workplaces. Fair Work Ombudsman (FWO) helps all the employers, employees, wider communities and the communities to clearly understand its workplace responsibilities and rights. It also enforces compliance with regards to Australias workplace laws. Fair Work Ombudsmans office is an independent and statutory agency that is developed under Fair Work Act (FW Act). The head of the agency and Fair Work Ombudsman is Natalie James. The FWO is appointed to maintain harmonious and smooth relations in the workplace to protect the workers right. FWO is a statutory office holder appointed to enforce the right of employers and workers under Commonwealth workplace Laws. They highly contribute to create a better working environment in Australia. The FWO is generally supported by highly skilled and proficient staffs. They assist by performing advisory and compliance functions that is set out within the Fair Work Act (Vosko, Grundy Thomas, 2016). FWO has its offices established all over the Australian region. It is situated in almost all the regional areas of various states and territories besides the capital cities. The major role of Fair Work Ombudsman is to promote productive, cooperative and harmonious workplace relations. FWO investigates, monitors, inquiries into and enforces compliance law in the workplaces of Australia (Fairwork.gov.au, 2018). FWO free services include educating and creating awareness among the individuals about fair work obligations, rights and workplace in the country. FWO consists of a single point of contact to obtain timely and reliable information related to Australias workplace relation system. Moreover, assessing suspected breaches or complaints of the workplace awards, laws, few Fair Work Commission orders and registered agreements is the free services provided by FWOs. Litigating in few scenarios by enforcing workplace laws to save people from doing wrong within the community is another of its vital role (Webster, 2017). FWO also helps in building effective and strong relationships with unions, industry and major stakeholders. Fair Work Ombudsman performs various important functions that include promoting compliance related with the FW Act and proper work instruments. FWO commences court proceedings or make application to Fair Work Commission (FWC) to enforce the FW Act. FWO represent such employees, who may become or are party to the proceedings in court or party to a matter before the Fair Work Commission. They also refer the significant matters to the relevant authorities. As per Sutherland (2015) FWO has high jurisdiction that extends to most parts of the FW act and also to a certain part of the laws and regulations that regulates the independent contractors. Furthermore, the Fair Work Ombudsman acts to make sure the overseas workers are treated fairly while working in Australia. The FWO operates its functional activities in a very unique regulatory environment. In the Commonwealth workplace relation arena an inspector has always been present in one form or other since the year 1934. The major role of FWO is to provide education, ensure compliance related to provisions established in the Commonwealth workplace laws. As per Clibborn (2015) FWO is statutory agency of the highest professional and ethical standards that is accountable for its every decisions to public at large. Accountability is one of the major values of the Australian Public Services (APS) that helps to define their role as a major institution within the Australias democratic system. Being APS employees, every individual at FWO is accountable to the parliament and public for each of the decisions that have been made (Vosko, Grundy Thomas, 2016). The employees under FWO are also accountable for their performances and actions through frameworks and performance management systems. The FWO is responsible for undertaking various pro-activities related in the area of information, compliances and education that includes both the target campaigns and audits. FWO is capable to investigate or monitor such matters that relates to its own volition. In addition to this the FWO also receives several complaints from the general public regarding conditions of employment, wages and workplace rights. According to Forsyth (2016) within the FWO, the term complaint is defined as any such matter that is received by the Fair Work Ombudsman that involves allegation. It can be in verbal or written form and also includes expectation of redress that requires the FWO intervention. Generally, FWO refers to complaint parties as the complainant even if the matter is not raised directly from the aggrieved person. According to Barry and You, (2017) any such inquiry, investigation or complaint treatment into an alleged contravention of workplace laws should be undertaken efficiently and promptly. Employees of the FWO include Fair Work Inspectors showcases integrity, determination, honesty, responsiveness, proficiency and objectivity. They perform actions from their expertise and professional knowledge. FWO as an agency therefore continues to foster to maintain both international and national best practices. As per Clibborn (2015) the Fair Work Ombudsman functions as a statutory office holder is not only limited to determine the complaints for underpayment of wages. FWOs successful functions is therefore cannot be achieved just by adopting a mere restrictive focus. The employees working at FWO is highly proficient and committed to provide adequate advice to the individuals. The advices are relevant to be relied on and further help the employees and employers to resolve problems within the workplace. Fair Work Inspectors is appointed by FWO and are empowered to monitor as well as enforce compliance with the workplace laws and Industrial Instruments of Australia (Fairwork.gov.au, 2018). This includes various related provisions of the FW Act, like terms and conditions related to employment, pay-slip obligations and record-keeping. National Employment Standard is also covered within the laws and industrial instruments of workplace. According to Allen (2015) provision of the Independent Contractors Act 2006, which consists prohibited is investigated by the Fair Work Inspectors. Moreover, order of the Fair Work Commission is also monitored. Agreement- based transitional instruments and enterprise agreements are investigated. This covers Australian Workplace Agreements, Collective Agreements, Individual Transitional Employment Agreements and various others agreement that is made prior to 2009. Modern awards and award based transitional agreements for employment is also monitored by the FWO. This includes Notional Agreements Preserving State Awards, Federal Awards, Division 2B state awards and State Reference Transitional Awards (Australia.gov.au, 2018). The FWO provides all the employers and employees free advices and information on workplace rights, obligations, advice on pay and conditions. If any prospective employer is discriminating against an individual unlawfully then FWO comes to their assistance (Kellner et al., 2016). Fair Work Ombudsman has high responsibility for various novel initiatives so that the employers, employees and their related associations can avail benefits and get educated. This includes proper preparation and publication of the Fair Work Information Statements that the employers should provide to the new employees. Another major Fair Work Initiative includes publication for the best practice guides that recommends the best initiatives for medium and small businesses to be implemented. Moreover, Fair Work Ombudsman lays a sharper focus on using persuasive and educative techniques so that the workplace disputes are easily resolved. As per Kellner (2016) to the extent that FWO focuses on working with major parties so that productive, harmonious and cooperative relations is explicitly communicated to the existing community. This existing approach is most likely to be reciprocated by the parties to disputes, thereby increasing successful resolution chances. According to Charlesworth and Macdonald, (2014) transparency and integrity of the decision making process with regards to compliance activities and all its formal dispute resolution is important. This is vital to both the reputation and efficacy of the Fair Work Ombudsman. It is the duty of the FWO and senior executive to provide direction and control to Fair Work Inspectors. It is the duty of FWO employees to treat the public with courtesy and respect. The society expects high quality and prompts services from APS and it is the duty of FWO to maintain these standards by their positive contributions. Fair Work Inspectors facilitates in providing reasonable assistance to the interesting parties (Wilson Pender, 2017). They also help the public to clearly understand the individuals obligations and entitlements. The FWO also provides opportunity to the parties so that feedback is given to maintain smooth communication. Often feedback would also include certain grievance matters. The FWO also implements two states based campaigns each year minimum twice per state, according to the Portfolio Budget Statement. These campaigns should focus on a particular part of the state or should be state wise. In few cases, when some state faces similar issues, the FWO held joint campaign across states or territories. The programs related to state based campaign is evidence based; industry research is also taken into account. This also includes FEO complaint analysis and further endorsed by Director of Targeted Campaigns (Oliver Yu, 2017). Fair Work Ombudsman contributes a significant role to create a fair and better Australian Workplace. Natural justice is a broader concept and extends to such decisions, where public power is exercised. Therefore, it can be concluded that the core function of the FWO is to determine whether the overall requirements of Commonwealth workplace laws are adequately being observed or not. Henceforth, the Fair Work Inspectors actions can also affect the expectations of both employers and employees legitimately. This approach makes all the parties to act efficiently in accordance with the laws. FWO has a consistent and effective system to handle the entire request for reviews efficiently. They provide a mechanism for resolving grievances, obtaining clients feedback and also refining agency practices. References Allen, D. (2015). Wielding the big stick: lessons for enforcing anti-discrimination law from the Fair Work Ombudsman.Australian Journal of Human Rights,21(1), 119-142. Australia.gov.au. (2018).Fair Work Ombudsman | australia.gov.au.Australia.gov.au. Retrieved 22 March 2018, from https://www.australia.gov.au/directories/australia/fairwork Barry, M., You, K. (2017). Employer and employer association matters in Australia in 2016.Journal of Industrial Relations,59(3), 288-304. Charlesworth, S., Macdonald, F. (2014). Women, work and industrial relations in Australia in 2013.Journal of Industrial Relations,56(3), 381-396. Clibborn, S. (2015). Why undocumented immigrant workers should have workplace rights.The Economic and Labour Relations Review,26(3), 465-473. Fairwork.gov.au. (2018).Welcome to the Fair Work Ombudsman website.Fair Work Ombudsman. Retrieved 22 March 2018, from https://www.fairwork.gov.au/ Farbenblum, B., Berg, L. (2017). Migrant workers access to remedy for exploitation in Australia: the role of the national Fair Work Ombudsman.Australian Journal of Human Rights, 1-22. Forsyth, A. (2016). Industrial legislation in Australia in 2015.Journal of Industrial Relations,58(3), 372-387. Kellner, A., Peetz, D., Townsend, K., Wilkinson, A. (2016). We are very focused on the muffins: Regulation of and compliance with industrial relations in franchises.Journal of Industrial Relations,58(1), 25-45. Oliver, D., Yu, S. (2017). The Australian labour market in 2016.Journal of Industrial Relations,59(3), 254-270. Sutherland, C. (2015). Industrial legislation in Australia in 2014.Journal of Industrial Relations,57(3), 333-347. Vosko, L. F., Grundy, J., Thomas, M. P. (2016). Challenging new governance: Evaluating new approaches to employment standards enforcement in common law jurisdictions.Economic and Industrial Democracy,37(2), 373-398. Webster, J. (2017). More than underpayments and civil penaltiesTaking a strategic approach to regulatory workplace relations litigation.Journal of Industrial Relations,59(3), 354-373. Wilson, J., Pender, K. (2017). Employment law: Intern or employee?: A potentially expensive question.LSJ: Law Society of NSW Journal, (33), 84.