Impact that might be on the programs ran at the youth centre if young people who attended have parents who were part of the stolen generations.
If Mandy allows young people whose parents are part of the stolen generation to attend the programs, then serious cases are likely to arise. Mandy is a new manager at the organization and has no idea about the culture of the people in the organization and even those around the organisation. The young people are likely to take advantage of the situation given that Mandy has no understanding of the cultural activities of the people in the organisation (Hawgood & Ponsen, 2012). The parents of the young people are claimed to have originated from the stolen communities.
As a result, the children are more likely to possess their behaviours which are not in line with the culture that is expected from the people within the organisation. Parents are the leaders and role model to their children when they are brought up (Lasater & Stiles, 2010, p. 33). The children would, therefore, assume all the cultural activities of their parents and exercise. This would happen when they get into their juvenile stage where they become independent. The young people would, therefore, encourage the involvement of people in Aboriginal practices and hence promote the activities of the organisation.
Relationship and communication issues that might be important to the young people
The young people who attend the programs come with the intention of mixing and interacting with other Indigenous Australian young people (Becker & Wortmann, 2009, p. 67). In the process of interacting, the young people build new relationships. They also learn a new language of communication. Also, the youth develop communication skills. Communication skills play a very crucial role in the lives of young people. In particular, the skills enable the young people to create and develop meaning relationships (Gilbert, 2012, p. 35-40). A good relationship would enable the young people to develop into responsible adults. They would hence be able to integrate and interact with the rest of the people in the society.
Why consultation with Aboriginal and/or Torres Strait Islander people is important when discussing and developing strategies for cultural safety
Consultation with the Aboriginal or Torres Strait Islander people is critical and essential. This is because Mandy is new in the managerial position. She has no understanding of the cultural issues of the people (Maurer, 2016, p. 23). It is, therefore, appropriate for her to consider working with the community regarding strategies to be applied in social safety. The people understand their culture better. They are therefore able to advise the manager accordingly regarding strategies that promote cultural safety (Hawgood & Ponsen, 2012, p. 51).
Why it is important for Mandy to evaluate the cultural safety of the programs run at the centre
As the manager of the organisation, it is his responsibility to ensure that the organisation is secure. She is the one that would be held responsible if there is any security lapse. Besides, she has not been in the organisation in the past and hence has no idea about the social safety of the programs that are organised in the organisation. The only way that she can determine the cultural safety of the programs is through practical evaluation (Lefevre, 2014, p. 121).
Case Study 2
Advice that I would give Jill in terms of improving the communication techniques used by staff in order for them to learn to show respect for the cultural differences of Aboriginal and/or Torres Strait Islander people
I would first remind Jill that we do communicate wherever we are hanging out with friends. We also communicate when in churches and even when at home (Mcintosh & Luecke, 2008, p. 45-47). However, we have never thought of coming up with effective ways that would improve our communication techniques in those place. We are only faced with this challenge when it comes to our workplace. It, therefore, means that there are some things that we do in other places but fail to do them at the places of work. One of the things that should be done to enhance communication is the embracing of direct communication (Mcintosh & Luecke, 2008, p. 44). The 21st century is an error of digital communication. It would, therefore, be appropriate to relay information via phone call, Facebook, and even a message to some people, instead of directly approaching them. Jill should also come up with initiatives/ or activities that would promote team building among the people working in the organisation. Finally, I would advise Jill to educate the people on the importance of understanding and respecting the cultural differences that exist in most workplaces (Craemer, 2011).
Work practice that may need to be reviewed to improve the respect show to Aboriginal and/or Torres Strait Islander people who attend the service.
One work practice that may need to be reviewed to show respect to the Aboriginal people is the abolishment of verbal orders. During this digital error, verbal communication should be replaced with written information. If this is done then, the people would no longer feel that disrespect is shown to them. Respect would develop, and the Aboriginal would interact and socialize freely with the people who attend the services (Gilbert, 2012, p. 87).
Three communication techniques Jill could use that would improve the respect is shown to people attending the housing service.
Three communication techniques that Jill could use are as follows;
Encouraging the employees at the organisation to avoid personalisation of criticisms should be directed towards actions and results. Whenever an individual is being criticised, it should not be based upon intent. All criticisms should be directed towards the intent. Motivations that drive someone towards an activity can never be known quickly (Lasater & Stiles, 2010, pp. 30-33). Only the outcome of the activity and the physical actions would be seen.
Management of individuals and not groups of people. Memo from the organisation's manager should be addressed to particular people. Group communication should only be embraced when there is general information that is to be passed to everyone in the organisation. However, such information should not be used to pass criticism of any nature to a member of the organisation. The manager should always learn to criticize people in private but shower them with praises when they are in public (Becker & Wortmann, 2009, p. 65).
The manager should always have face-to-face conversations with the subordinates. Written communication may at times be misinterpreted and hence may result in confusion or even conflict. There has never been any substitute that can replace face to face conversations whereby subordinates can see the facial reaction of the manager and hence adjust accordingly (Maurer, 2016, p. 26).
Case Study 3
Compliance with anti-discrimination laws and safety for Aboriginal people
Betty intends to put up a childcare centre in her community. However, she would like to involve the Aboriginal and/ or Torres Strait Islander people in the planning of the childcare centre and even in the delivery of services (Cross, 2004, p. 57). Since the culture of her community members is different from the culture of the Aboriginal people, disagreements and discrimination would emerge between the two groups of people. It was hence necessary to comply with anti-discrimination legislations.
The Disability Discrimination Act of 1992 and safety provision for Torres/ Aboriginal Strait children
The legislation act of 1992 defends people with disability from discrimination. The act would ensure that people with disability, among them children and families from the Aboriginal and /or Torres Strait Islander are not discriminated. Anyone who is found discriminating people with disability would be arrested and charged before a court of law. Many people in the society would, therefore, develop fear and abstain from any form discrimination against people who are living with disability (Australian Government, 2014, p. 23).
The Racial Discrimination 1975 Act and safety provision for Torres/ Aboriginal Strait children
The racial discrimination act would ensure that the people are not discriminated by their race. All the races would be treated the same. This act would promote friendship and coexistence between different groups of people. The people would correlate together and in the process get to understand the difference in the cultures, enhancing the cultural safety (Hawgood & Ponsen, 2012, p. 99).
Advising Betty on involving people with Aboriginal and Torres Straits in planning processes for childcare centre
I would advise Betty to include the people in the planning process. A large number of the group stay in the locality and hence as likely to have a better understanding of all the requirements for establishing a child care centre within the community (Cross, 2004, p. 71).
Advising Betty on promoting the importance of employing people with Aboriginal and Torres Straits in childcare centre
I would inform encourage Betty to go ahead with the initiative. However, I would encourage her to be cautious, not to employ the Aboriginal and/ or Torres Strait Island people not to forget about the other groups of people who also live within the community. I would further advise ensuring that the recruitment of the group of people is based on merit.
Australian Govenment, 2014. Disability Discrimination Act 1992. Federal Registra of Legislation.
Becker, E. F. & Wortmann, J., 2009. Mastering Communication at Work: How to Lead, Manage, and Influence. s.l.:McGraw Hill Professional.
Craemer, M., 2011. 10 tips to improve workplace communication. Settle p, pp. 35-34.
Cross, M., 2004. Children with Emotional and Behavioural Difficulties and Communication Problems: There is Always a Reason. s.l.:Jessica Kingsley Publishers.
Gareth Hawgood, A. P., 2012. Cambridge Checkpoints HSC Personal Development, Health and Physical Education. s.l.:Cambridge University Press.
Gilbert, M., 2012. Communication Miracles at Work: Effective Tools and Tips for Getting the Most from Your Work Relationships. s.l.:Conari Press, .
Lasater, I. & Stiles, J., 2010. Words That Work in Business: A Practical Guide to Effective Communication in the Workplace. s.l.:PuddleDancer Press.
Lefevre, M., 2014. Communicating with children and young people: Making a difference. s.l.:Policy Press.
Maurer, R., 2016. Feedback Toolkit: 16 Tools for Better Communication in the Workplace, Second Edition. s.l.:CRC Press.
MCINTOSH, P. & LUECKE, R. A., 2008. Interpersonal Communication Skills in the Workplace: EBook Edition. s.l.:AMACOM Div American Mgmt Assn,.