Australia Day Essays - Australia Day, Australian Patriotism

Australia Day Australia Day Australia Day is a day set aside to commemorate the arrival of Captain Arthur Phillip and the First Fleet at Sydney Cove on the 26 January 1788. On the day of his arrival, Captain Arthur Phillip declared the area that became the colony of New South Wales to be a British possession. This landing started the first permanent European settlement on this island continent. Australia Day, January 26, is celebrated with a public holiday and celebrations in every State. The choice of the 26 January as the day of celebration for all Australians has been queried and argued by many people. That the day might symbolize invasion, dispossession and death to many Aboriginal people was a notion 'unfamiliar to the average Australian until the later half of this century.' The Editorial in The Sunday Age of the 23 January 1999, arguing for a change of date, stated that January 26 'can never be a truly national day for it symbolises to many Aborigines the date they were conquered and their lands occupied.' Involvement of the Indigenous community on Australia Day has taken many forms - forced participation in re-enactments and mourning for Invasion Day, as well as peaceful protests through the city streets. Personally, Australia Day does not mean a lot to me. As I was not born in Australia and only received my Australian citizenship in 1995, I have never really seen the significance of the public holiday; however one thing I do believe in, is that the date should be changed. The government must find a day on which everyone can feel included, in which everyone can participate equally, and can celebrate with pride our Australian identity. I believe acknowledgement of the past is the first step towards reconciliation. That includes recognition that since white settlement (or invasion, as indigenous people experienced it) the Aborigines were dispossessed of their land and the life that was lived on it. The consequences of these experiences, I believe are felt in every aspect of life. It is surely quite obvious that we can predict terrible social consequences if a group of people have not been thought of, or treated as human; if their families and communities have been torn apart and if they have been dispossessed of their lands and cultural traditions. Surely this is clear in the profile of Australia's indigenous population. And while the historical aspects of the 26 January will always be acknowledged, there must be a greater awareness of the need to celebrate modern Australia - a land of diverse ethnic makeup and a land working towards reconciliation with its indigenous people. A change of date for Australia Day, would give it a greater significance to myself, as well as the wider community.

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Return on Expectation v Return on investment in Management Development Dissertation

Return on Expectation v Return on investment in Management Development Training - Dissertation Example The approach to address the demands of repeatability, rigor and uniqueness has two important features (McLinden & Trochim, 1998, p.1). Firstly it requires obtaining a preponderance of such evidences which demonstrates that expectations for the program impact originally leading towards the investments were met. Secondly it must also provide evidence with substantial methodological vigour for withstanding the scrutiny. In pursuing this approach, the evaluation paradigm is shifted to a ‘legal’ framework. Under the framework, if the conclusion arrived at is such that training adds value then the evidence used is required to be persuasive (McLinden & Trochim, 1998, p.1). This evidentiary standard is considered enough to reach a clear and reasonable conclusion regarding value of the program (McLinden & Trochim, 1998, p.1). ... ows that the program has achieved the three Cs, Correspondence Consistency Consensus (Wildermuth & Gray, 2005, p.66) Assessment of the value begins with the assessment of the outcomes that are expected from the program. Expectations might arise from the stakeholders who have different beliefs about the impacts of the programs (Wildermuth & Gray, 2005, p.66). The executives might be concerned about the strategic issues like the effectiveness of the programs during changes in market conditions, while those building the training modules would be concerned with the tactical details like whether group activities would be most effective in conveying the content (Wildermuth & Gray, 2005, p.66). The need for realising the expectations and measuring them was realised when trainers were unable to define the outcomes that stakeholders expected in measurable terms (Kirkpatrick, 2009, p.184). Given the multiple views which exists and differ from each other, defining values necessarily means popul ating the expectations of impacts with multiple perspectives. For the development of the training programs the multiple perspectives includes project managers, content experts, instructional designers and other stakeholders. Successful measurement of value includes integrating the diverse expectations into a single consensus about which the program seeks to achieve (McLinden & Trochim, 1998, p.2). On the other hand the Return on Investment (ROI) on training is considered to be primary tool for the forecasting and evaluation of the benefits of training programs and for conducting of the ROI analysis. The topic has emerged as the most popular concept in HRD conferences and other conventional agenda in organisations (Phillips, 2003, p.9). Pressure from the senior managers and clients has