A Brief Note On Companies And The Largest Ever Consumer...

Case Study #2: Maxxed Out: TJX Companies and the Largest-Ever Consumer Data Breach There are five components to the operations security process that companies use to analyze. These five modules provide a company a full analysis of the risks, vulnerabilities, and threats of their data and how to mitigate them. This process identifies all the critical information the company or organization have such a credit card information like TJX had on their main server. Identifying this information is crucial so the business knows what valuable assets, or data is being stored. If a company does not recognize this material, the material is unprotected. Once the information has been identified, the organization or enterprise will complete an analysis†¦show more content†¦Also, TJX did not apply counter measures in place of those defined vulnerabilities or threats which costed the company huge losses. If the company implemented the WPA security protocol, the risks could have been small. There are multiple methods to improve the security at TJX to prevent future breaches. The network wireless system should be upgraded to Wi-Fi Protected Access 2, WPA2, from WEP. WPA2 provides the most secure protocol that is available on a wireless network. WPA2 uses Advanced Encryption Standard to encrypt all the data when the data is in motion. AES encryption takes a hacker months, even years to break. If the company wants customers to have free Wi-Fi then have two separate networks in which one is has a network password and other just requires a login with terms and conditions. For the wired/wireless connections, TJX can institute a virtual private network, or VPN, to connect with the servers that have sensitive information. This allows the connection between the servers and device to be secure but the data is not. VPN does have limitation such as devices, but is an alternative to WPA2 and better than WEP. VPN is ideal for documents such as sales reports, inventory, and strategies. TJX must implement these standards on all of the retail locations to safeguard all the data being processed throughout the business day.

The Prevalence Of Ischemic Heart Disease - 2172 Words

The prevalence of ischemic heart disease is increasing in the United States, and around the world. Sudden cardiac arrest, the primary cause of death related to ischemic heart disease, is now the leading cause of death worldwide (Weng Sun, 2012). Of the more than 300,000 patients who suffer sudden cardiac arrest in the United States each year, only 7.9% survive to hospital discharge (Weng Sun, 2012). Lilja, et al. (2015) report that despite recent improvements in methods of cardiac resuscitation, severe and often permanent brain injury remains the leading cause of death in hospitalized patients post-resuscitation. Recent research has sought to preserve neurologic function and improve outcomes post-resuscitation through the implementation of therapeutic hypothermia. Neumar, et al. (2015) provide a 2015 update to The American Heart Association’s Guidelines for Cardiopulmonary Resuscitation and Emergency Cardiovascular Care recommending that Targeted Temperature Management (TTM) between 32 °C and 36 °C be initiated and maintained for at least 24 hours in all comatose adult patients following restoration of spontaneous circulation (ROSC) after cardiac arrest (p. S343). CINHAL, PubMed and the Cochrane Database of Systematic Reviews were searched between October and November 2016, to identify studies involving the implementation of therapeutic hypothermia following ROSC after cardiac arrest. Search terms for CINHAL included therapeutic hypothermia AND cardiac arrest ANDShow MoreRelatedRisk Factors for Stroke in Young Adults1635 Words   |  7 Pagesmillion Americans over the age of 20 and representing 3% of the population (Rogers et al. e68). Current estimates suggest close to 800,000 Americans will experience a stroke each year; however, symptoms related to strokes often go undiagnosed. The prevalence of undiagnosed strokes is estimated to be 17.8% of the population over the age of 45, but some minorities and those with low incomes make up a disproporti onate percentage of this number. Ethnicity also influences the risk of a stroke for all adultsRead MoreHypertension Is The Leading Risk Factor For Cardiovascular Disease In Germany1096 Words   |  5 Pageswesternized diet. Hypertension, in conjunction with other risk factors, is the leading risk factor for cardiovascular disease in Germany. It is estimated that 33% of the total population is affected by high blood pressure (RKI, 2015). The healthcare infrastructure and access to basic needs also contribute to the health profile in Germany. Health care insurance remains a universal system that features a multi-payer system combining statutory health insurance (SHI) that account for 85% of the populationRead MoreThe Continuing Dilemma Of Angina Pectoris1657 Words   |  7 PagesCollege of Physicians in London his brilliant paper titled â€Å"Some Account of the Disorder of the Breast† (1) and the subsequent theory of â€Å"the important of the coronary arteries† proposed by Edward Jenner, the link between obstructive coronary artery disease and angina has been widely accepted (2). This concept, that associated angina with obstructive coronary artery stenosis caused by atherosclerosis remained in force for a long time and was supported by the exponential growth of coronary angiographyRead MoreCause Slower Heart Rates On Diabetes1306 Words   |  6 Pagescause slower heart rates [95]. We cannot rely so lely on reduced heart rates only to diagnose CAN because with advanced nerve dysfunction, heart rates can be normal [95] but it persists in higher rates than patients without any diseases [96]. As a result, heart rate cannot be a reliable factor to determine CAN; however, decreased heart rate is the primary manifestation of CAN [95]. CAN is considered as a common chronic complication of diabetes mellitus that threatens life of patients with diabetesRead MoreSymptoms And Symptoms Of A Ischemic Attack1033 Words   |  5 PagesINTRODUCTION A transient ischemic attack or TIA is like a stroke for it produce similar symptoms, but this only last a few hours and don’t cause permanent damage over the patient. This event was often called a mini stroke, and transient ischemic attack could be a warning to all of us. According to a study of statistic, in every 3 people who are experiencing a transient ischemic attack 1 patient would eventually experience a stroke, with about half occurring within a year after the patient had experiencedRead MoreThe Prevalence Of Sub Clinical Hypothyroidism Essay1930 Words   |  8 PagesAbstract Background and aim: The prevalence of sub clinical hypothyroidism (SCHT) is relatively high and ranges from 4% to 20% in the adult population with more common in elderly. Elderly with SCHT had higher risk of incident heart failure. Few studies reported the prevalence of thyroid dysfunction in elderly Egyptians especially ischemic group. The aim of our study was to estimate the prevalence of Subclinical hypothyroidism in elderly cardiac patients and to assess the relation between cardiovascularRead MoreRisk Factors Of Cerebrovascular Stroke And Its Recurrence Essay1350 Words   |  6 Pagesand Gender:: Stroke risk increases with age, doubling each decade after 55 years of age. Two third strokes occur in individual older than sixty-five years, but stroke, recurrent can occur at any age. Advanced of age increase liability to chronic disease, and respectively higher rate of stroke progression or its recurrence (Linton, 2015 and Grotta, et al. 2016). Regarding gender, strokes are more common in men for occurrence and recurrence, due to increase liability for stressors either physiologicalRead MoreThe Effects Of Physical Activity On Cardiovascular Disease Essay1358 Words   |  6 PagesThe benefits and pitfalls of physical activity in the fight against cardiovascular disease – Evaluate the role of physical activity in preventing cardiovascular disease What is CVD? Cardiovascular disease (CVD) is disease of the heart and blood vessels. There are many forms of disease that are classified as CVD, with atherosclerosis underpinning many of the disease an individual may experience. This is due to the increase in plaque lining the vessels, causing arterial stiffness. This is primarilyRead MoreA Brief Note On Atherosclerosis And Its Effects On The Heart Essay1347 Words   |  6 Pagessudden cardiac death, transient ischemic attacks, cerebrovascular disease and more. The most common cause of myocardial infarctions (MI) is ischemic heart disease, and in turn, MIs are one of the leading causes of heart failure because they directly alter the structure and function of the heart. Heart failure can be described as the inability of the heart to adequately fill or contract in order to meet the body’s metabolic demands. MIs affect the ability of the heart to properly fill and eject bloodRead MoreThe Effect Of Perfusion On The Body As Well As The Multip le Body Systems That Are Effected From Poor Perfusion1764 Words   |  8 Pages â€Æ' Various disease states related to profusion and the multitude of systems effected by perfusion insufficiency. Jason M. Carter El Centro Collage Author note Jason M. Carter, Department of Nursing, El Centro College Jason Carter is studying for his degree in Nursing Science at El Centro College Jason Carter Department of Nursing El Centro College, Dallas Texas 75202 Contact Jasonmcarter@yahoo.com â€Æ' Abstract This paper will discuss the effects perfusion has on the body as well as the multiple

Perinatal Deaths in Bacchus Marsh Hospital-Samples for Students

Question: Write a report on Perinatal Deaths in Bacchus Marsh Hospital. Answer: Introduction: The case of perinatal baby deaths Bacchus Marsh hospital has been highlighted recently for its absurd number of still born baby deaths over the span of ten years. Proper assessment of the reports provided by Djerriwarrh Health Service, has showed that the death cases could have been avoided with medical assessment. The report aims to address the lack of clinical governance and safety standards regarding this case (Renfrew et al., 2014). . Clinical Governance: It is defined as the structural and systematic standard practices applied to create a custom, which will govern clinical activities. Clinical accountability and responsibility, is a sub-set of clinical governance, involving the supervision and omission of clinical activities, including regulation, auditing, assurance and compliance by boards of directors, governments and professional bodies et cetra. There are five domains which constitute effective clinical governance: Culture and leadership Consumer relationship Workforce Management of Risk Clinical practice A number of articles suggested that out of 96 cases that were referred to AHPRA about the scandal, together with those relating to 13 doctors, 23 midwives and nurses and four other medical staff suggested that two of the five domains were breached. The respondent practitioners and other staffs failed to manage risk suggesting inefficient workforce and erroneous clinical practice. Workforce: Organizations need to ensure that employees should have basic knowledge and appropriate skills to fulfill their duties and perform their respective responsibility within an organization. Processes should be prepared to bear recruitment, training accountability and maintenance of standard clinical trials. The strategies undertaken to ensure maintenance of workforce include: Appropriate qualifications should be a part of health workforce. Planning and scheduling of quality development should be implemented. Staff communication is important to maintain clinical standards. According to a report provided by the perinatal baby deaths in the Bacchus Marsh hospital was a result of misinterpretation of a cardiotocography observation, which is an instrument for observing fetal heartbeat and uterine contraction in a pregnant woman. Investigation lead by the Australian Health Practitioner Regulation Authority revealed that five practitioners were failed to provide proper medical assessment and immediate action was taken against them. Clinical Practice: The clinical practice principles contain statements that include standard regulations, strategies, or instructions that assists health practitioners and nurses make decisions about appropriate health service for specific clinical circumstances (Brennan, 2013). The report provided Department of Health and Human Services reflects that practitioners and other medical staff of Bacchus Marsh campus failed to meet standards of National Safety and Quality Health Care. The hospital staff failed to record the incident and provide the report which would draw attention from higher authority. Failure to assess clinical symptoms shows inefficiency of the staff as well as practitioner (Devers et al., 2013).. The time span of increase in number of perinatal death reflects the indifference of the hospital staff. Safety and Quality Guidelines: Management of Health service organizations implement governance systems to consign, check and develop the performance of the organization and correspond to the importance of the patient understanding and quality management for all members of the workforce. Health practitioners and staff members of the workforce contribute to the governance systems(Bismark, 2013). According to a report provided by Dr. Euan Wallace was recruited by the Australian Department of Health and Human Services to examine the situation, and found that several of the perinatal deaths could have been avoided if safety and quality guidelines were followed. His report had several clauses that would breach the safety and quality guidelines. The patients in labor were not treated with precaution and misinterpretation of analytical equipments show that the patient handling staff did not follow the given patient handling standards of the Victorian government. Strategies to avoid Risk Management: The following strategies could have been undertaken to avoid the occurrence of the incidents in Bacchus Marsh hospitals. Credentialing: Itis the process undertaken which establishes the qualifications of licensed medical practioners and staffs and assesses their background and legitimacy (Freud, et al., 2015). The authority of the Bacchus Marsh hospital failed to recruit quality staff, which is evident from Dr. Wallaces report and several other investigative porcediures. Reporting and acting upon near misses and incidents: Health firms have preconceived plan of action when it comes to near miss reporting. Many such incidents occur that might surpass a narrow escape from fatality. Reports of the baby deaths, provided by the Bacchus Marsh hospital coroner show that all the baby deaths were avoidable and not all the cases were completely fatal (Renfrew et al., 2014). The respondent practitioners and nursing staffs failed to react in time. Accreditation and benchmarking: The accreditation of a hospital is measured by the number of successful patient cases. In the case of Bacchus Marsh hospital, the Melton Regional Hospital falls under the same governance of the Djerriwarrh Health Services, but the latter showed improved patient care and quality assurance than Bacchus Marsh Hopsital (Gallagher Mazor 2015). Auditing: It is the procedure that an organization undertakes which conducts inspecting the issues, to implement improvement in any aspect of the organization (Goldacre Heneghan, 2014).. Several investigations and reports provided by the Australian Department of Health and Human Services, show that the hospital authority failed to document any record of the perinatal deaths and tried to contemplate a plan of action. The number of perinatal deaths would not have increased so much if the staff and practitioners reported to the health service providers. Monitoring and responding to complaints: The health departments have enforced several misconducts on the Bacchus Marsh hospital authority. One of those allegations were done because, inspite of the attempts to draw attention of the authority regarding the perinatal deaths, the authorities failed to achknowledge the issue. It was revealed that dozens of families have pursued legal action against Djerriwarrh Health Service, suggesting a multimillion-dollar settlement with the government's insurer is in the works. Conclusion: The perinatal death incidents in Bacchus Marsh hospital is a tragic example of lack of clinical governance and safety and quality standards. The investigative reports showed a number breach of hospital management modules including clinical malpractice, safety and quality issues, inefficiency of leadership and management authority and distressed organizational structure (Hoang, Le Terry (2014). References: Bismark, M. M., Spittal, M. J., Gurrin, L. C., Ward, M., Studdert, D. M. (2013). Identification of doctors at risk of recurrent complaints: a national study of healthcare complaints in Australia.BMJ quality safety, https://dx.doi.org/10.1136/bmjqs-2012-001691 bmjqs-2012. Brennan, N., Flynn, M. (2013). Differentiating clinical governance, clinical management and clinical practice.Clinical Governance: An International Journal. https://dx.doi.org/10.1108/14777271311317909, 18(2), 114-131. Devers, P. L., Cronister, A., Ormond, K. E., Facio, F., Brasington, C. K., Flodman, P. (2013). Noninvasive prenatal testing/noninvasive prenatal diagnosis: the position of the National Society of Genetic Counselors.Journal of genetic counseling, DOI 10.1007/s10897-012-9564-022(3), 291-295. Freud, L. R., Escobar-Diaz, M. C., Kalish, B. T., Komarlu, R., Puchalski, M. D., Jaeggi, E. T., Michelfelder, E. C. (2015). Outcomes and Predictors of Perinatal Mortality in Fetuses With Ebstein Anomaly or Tricuspid Valve Dysplasia in the Current EraCLINICAL PERSPECTIVE: A Multicenter Study.Circulation,doi.org/10.1161/CIRCULATIONAHA.115.015839 132(6), 481-489. Gallagher, T., Mazor, K. (2015). Taking complaints seriously: using the patient safety lens.BMJ Quality Safety,352-355. https://dx.doi.org/10.1136/bmjqs-2015-004337 24(6), 352-355. Goldacre, B., Heneghan, C. (2014). Improving, and auditing, access to clinical trial results.BMJ (Clinical research ed),10.4236/jssm.2015.86086 348, g213. Hoang, H., Le, Q., Terry, D. (2014). Women's access needs in maternity care in rural Tasmania, Australia: A mixed methods study.Women and Birth,https://dx.doi.org/10.1016/j.wombi.2013.02.001 27(1), 9-14., Renfrew, M. J., McFadden, A., Bastos, M. H., Campbell, J., Channon, A. A., Cheung, N. F., Wick, L. (2014). Midwifery and quality care: findings from a new evidence-informed framework for maternal and newborn care.The Lancet,https://dx.doi.org/10.1016/ S0140-6736(14)60789-3 384(9948), 1129-1145.

Cultural Diversity in an Organisation

Question: This assessment task requires that you synthesise your understanding of organisational culture and leadership with your theoretical and practical knowledge of OB in Australian organisations. The focus of this activity is to determine how the practice of OB must be redesigned and realigned in multiethnic/multicultural contexts to ensure cultural appropriateness and to achieve organisational effectiveness. Answer: Introduction Australia has the population of about twenty-three million. It is known for its one of most linguistically and culturally diversified workforce. Although, the maximum Australian population is its native since birth, according to census 2011, seventy-five percent of Australians were found with an ancestry other than Australian (Allen-Meares, 2007). When there is a difference of race, language, ethnicity, religion, sexual, orientation, and nationality within a community, it is said to be cultural diversity. When people from different culture join an organisation, along with their talent and skills they also bring their values, and beliefs with them. With such a diverse cultural population the organisational cultural diversity is also very high in Australia. It is the duty of the leader to manage the diversity of cultures and beliefs in an organisation. Cultural diversity has multiple dimensions which play more or less important role in different operations and relationship of a business. These multiple dimensions are gender, culture, sexual orientation, language, family status, geographic location, communication style, ethics, and physical and mental abilities. In this essay, the identification and critical evaluation of a leaders role will be done in the case of challenges of communication, ethical issues, and the leadership style which will be required to handle the cultural diversity in an organisation (Argyropoulos, Polikreti, Simon, Charalambous, 2011). How leader handles the cultural diversity in an organisation? Communication Barriers The mindset of culturally different people are different even their language, symbols, and signs are also different which makes communication difficult. Every culture has different meaning for behaviour, gestures, and words, and it also gives rise to ethnocentrism, prejudices, opinions, and manners. In an organisation people of the different culture has to work together. As Australia has such a diversified culture the organisational leaders face a lot of issues in communication with the employees and also with the people they work outside the organisation (Ayoko Hrtel, 2006). The factors that can act as barriers to communication are:- Language Barrier- people who speak the same language, it is so common to have a misunderstanding in between them, so people from different cultures and linguistic backgrounds facing communication issues doesnt come as a surprise. Mispronunciation, or same word but different meaning in two different languages, lack of specificity can create misunderstanding between two people. In an organisation it is very necessary for the employee to clearly understand the instructions given to them or they will not be fulfilling their work as per the requirements (Boulden, 2006). Behaviour- the use of body language and other behavioural gestures can also cause miscommunication. For example in some cultures making an eye contact is taken as disrespect, whereas in some cultures if an eye contact is not made than the person speaking will take the listener uninterested or distracted. Like a given example there are many gestures and behavioural signs that can create a hindrance for an effective communication. These includes the use of nod of the head for indicating agreement or understanding, facial expressions, and the space given to an individual while having a conversation (Bowden Doughney, 2009). Stereotypes- there are people who prefer to have prior assumptions about the characteristics of people belonging to a particular community or culture. There negative and hostile thinking act as a barrier for effective communication in a workplace. There are cultures that share some common set of characteristics, but that cannot be assumed to be the case in every culture. Stereotyping can take place due to many things like race, religion, nationality, gender, age, ethnicity, etc. Ethnocentrism- the tendency to judge people according to values and standards set by ones own group is known as Ethnocentrism. These views can act as a communication barrier and also affect an employees morale and productivity. For example, in some culture coming directly to the point of work is acceptable and taken as efficiency, whereas in some culture it may be taken as a rude behaviour. Ethnocentrism encourages hostility and affects the understanding of message (Coleman, 2012). Cultural Barriers- different cultures have diversified set of values, behaviour, decorum, facial expression, business ethics, and gesture. If these various difference are not taken into consideration than it may act as a communication barrier. It is necessary for the leaders to pay genuine respect to others cultures and beliefs while communicating. Presentation Style- every culture prefers to receive information as according to their cultures and beliefs. A leader should take note of this and deal with his employees accordingly. Employees will be more productive and morally boost up if instructed in their own preferential style (Comber, 2013). Religion- religious views of people influence their thinking about others. This creates the difference in opinion which acts as a communication barrier. Religion also disrupts communication as ethnocentrism and stereotyping, as it creates an image about people those who follow other religions. Encoding- Encoding means the production of the message need to deliver to a receiver. While creating the encoded message the sender need to understand the comprehensibility of the receiver. The encoded message uses verbal and non-verbal symbols which have to be according to the understanding of the receiver. If not encoded properly then the purpose of the message may get distorted, and the receiver may take the meaning of it otherwise and the whole communication process may fail (Davies, 2005). Decoding- the interpretation and understanding of the message received by the receiver are known as decoding. The communication process is only successful if the message received is decoded and interpreted in the intended way. But, there is always a possibility that the message get decoded in a completely different way as the receiver are generally influenced by their cultures and beliefs and their interpretation of the verbal, and no-verbal codes may be different from what the sender want to send. It acts as a communication barrier as the process of the communication fails when the message doesnt get decoded as intended (Edwards, Othman, Burn, 2015). In Australia, there are a number of cultures living and working together in the present times, but this was not the scenario before. People in Australia are very particular about following their own cultures and beliefs which make it difficult for a manager to take in consideration cultures and beliefs of every employee and then work out his instructions. A leader faces many challenges while communicating with his employees. An effective leader has the quality to approach each of his employees in a way that the message transferred to the employee, is received by him in the same way as intended by the leader. This will result in higher productivity and the moral boost of the employee. To make an effective communication it is necessary for the leader of an organisation to eliminate the causes of cultural communication barriers as much as possible. The understanding of cross culture must be increased as it helps in decreasing the communication barriers which may be caused by cultural di fferences in an organisation (Engstrm Stehn, 2016). Ethical Issues Now-a-days almost all the organisations in Australia are embracing cultural diversity initiatives with an aim creating a broad workplace environment. Most surveyors and analysts agree on the aspiration worthiness of the diversified workforce in an organisation. However, the workforce cultural diversity can lead to ethical issues which can prove to be a challenging issue for managers and employees to handle. Few ethical issues faced by the leaders of an organisation due to culturally diversified workforce are as follows:- Religious Difference- culturally diversified individuals working in an organisation along with their talent and skills bring their religious beliefs also. At times, the religious beliefs of an employee may clash with the diversity policies of an organisation. For example, an organisation with diversified policies welcomes employees, customers, and vendors of different sexual orientation. However, this diversified policy may pose an ethical dilemma for an employee whose religious beliefs only accept heterosexuality as sexual orientation. An efficient leader is always prepared for these kinds of issues, and he should act on it and clarify that, different people have different personal beliefs, but when it comes to a workplace, they should learn to respect others beliefs also (Forrest Dunn, 2013). Gender Issues- Australian government is working hard to reduce gender issues that are in the cultural beliefs of many communities, residing in Australia. Due to the cultural belief of people that women are subordinate to men, giving same opportunities of promotion to women can turn into an ethical issue in an organisation. Male and female belonging to such community may find it difficult to work in an environment where women handle a top executive position and men has to report to a woman regarding their job. In some communities social interaction between men and women is also taken as the offense and not accepted according to their cultural beliefs. It is really difficult for a management to handle these cultural sensitivities as it may hurt peoples personal beliefs. It is necessary to handle these cultural sensitivities by the management without mishandling any anti-discrimination laws, or it may affect the effectiveness of diversity initiative of an organisation (Grobler, 2006). Hiring decisions- to fulfil the diversity initiative it is important for the organisation to hire a culturally diversified pool of workforce. For this mangers need to generate an interest amongst the diverse groups by posting advertisements of open positions with the network of employee diversity or in a non-traditional publication. While hiring management must make sure that hiring is done by persons qualifications, experiences, capabilities, and skills, regardless of his or her gender, race, national origin, or age. Following diversity values while making hiring decisions can create tension between equal employment opportunity guidelines and an organisations goal of diversity (Ilkilic Paul, 2008). Business Practices- insisting employees in following the ethical business practices may create cultural conflicts in an organisation. To expedite approval of requests like variance and permit application, government agents of some cultures may expect organisations to provide an incentive payment. However, this payment can be viewed as bribes by the government officials, which are prohibited and restricted by federal anticorruption laws. Criminal culpability and civil fines can be triggered if these laws get violated. Anti-bribery training should be provided to the employees by the organisation to clarify the handling of such contribution requests so that all the employees of different cultures may understand which behaviour is acceptable and unacceptable under the law (Leveson, Joiner, Bakalis, 2009). An example showing the failure of ethical leadership is the 7-Eleven Australian franchised stores. They were found systematically rooting wages and exploiting their employees. An investigation was conducted, and it uncovered the facts that the staff at 7-eleven was forced to work long-hours and were underpaid. Employees who were maximum students were threatened by the management regarding breaking their visa rules and were stopped from complaining to Fair Work Australia. Evidence proves that this unethical practice was going on from about last six years. The lesson to be learned by all the leaders by this example is that such system operations are not ethical which cannot run profitably by following the laws. Whatever a management tries to hide its hideous work but they cannot hide it from their failure of ethics (Lim Zhong, 2006). Optimal mix of Leadership Styles Being a culturally diversified country the workforce of the organisations is also culturally diversified. Diversity is a double-edged sword for an organisation because it is certainly beneficial for an organisation if properly managed, whereas if not managed properly it may prove to be harmful for the organisation as it may cause employee dissatisfaction, increased turnovers, ethical issues, and communication barriers. Hence, it is important for management to follow a leadership style that will help in encouraging a culturally diversified team of employees. Leadership style can be individual oriented, autocratic, directive, top-down, democratic, or authoritarian. Keeping in mind the cultural diversification of Australian workforce the leadership style selected for the organisation should have an optimal mix of various important factors of leadership style that suit best to the organisations operations and should be flexible enough to able to handle the cultural diversity of the work force (Markus, 2014). The various types of leadership styles are as follows: - Transformational Theory A process of leadership where leaders and their employees help each other in raising each others level of morality and motivation is known as transformational leadership. A leader who is a model of integrity and fairness has a clear set of goals, expect high from his employees, encourages others, provides recognition and support, make people look beyond themselves, and make people reach for the improbable is known to be following transformational leadership style (McLean, 2011). For being a transformational leader has to follow few steps and they are as follows:- Create an inspiring vision- it is necessary for the leaders to have a clear vision of future as his team is going to follow his instructions and for communicating the instructions effectively, leaders should also be clear with their vision of goals and objectives. Motivate employees to buy into and deliver the vision a leader should be able to sell his vision to his employees so that they follow his lead effectively. This could be done by inspiring employees with their own values to deliver their best to achieve the organisations goal (McLean, 2011). Manage Delivery of the Vision- a vision is of no use if it does not turned into a reality. There are many leaders who have a vision but they fail to deliver it in reality. For delivering the vision, it is necessary for the leader to have an effective communication with its employees and make them understand their roles and responsibilities which they are supposed to fulfil to achieve the goals. The building of strong, trust-based relationship with employees- leadership a long-term process, it is necessary for the leaders to build trust and stronger relationship this will help the employees to understand their leaders better, and leaders can help their employees to grow as an individual. The leader has to work as a coach for his employees it will not only help in gaining the organisations goal but also gain the trust and self-confidence of employees (Morrison, 2007). The Path-Goal Theory of Leadership The theory of leadership developed to describe the leaders way to encourage and support their team with the aim of achieving goals set by the organisation by making the path clear and easy to achieve is known as path-goal theory of leadership. The works leaders do in the path-goal theory are as follows: - Making a clear path for subordinates to follow Help in removing roadblocks or hindrances form their way Giving rewards along the path Leaders approach can be limited or strong in this theory. While clarifying the path, a leader can give clear direction or may be vague hints. Roadblocks may be removed by the leaders or he or she may help the employees to remove them. Encouragement with help of rewards can be given to the employees. All these decision regarding the leaders approach depends on the circumstances and the capabilities and motivation of the team members. Also the difficulty of the task and other factors also matters (Message, 2005). Path-Goal Theory can be divided into four parts and they are:- Supportive leadership- under this leadership the leader help in increasing the team members self-esteem and making the task interesting. Directive Leadership- giving directions to the followers about what is needed to be done and giving guidance throughout the way to achieve success. Participative Leadership- taking under consideration the suggestion of team members to reach the objective aimed. Achievement-Oriented Leadership- leaders set challenging goals for team members to achieve and reward them for succeeding those (Mukherjee Pyne, 2016). Conclusion Australia is one of the worlds most culturally diversified countries. Running an organisation efficiently with such a diversified workforce is really very difficult for the management. There are a number of barriers that come along while making the team members of the company perform for the company. Language, cultural beliefs, religion, gender, and behaviour style are the factors that act as a communication barrier for the leader while managing the culturally diverse workforce. It is necessary for the management to effectively communicate the visions they have for the company (Park, 2014). There are ethical issues also that have to be dealt by the management while attaining its objective with the help of their employees. Management has to take effective steps to manage the ethical issues arising due to the culturally diversified workforce without hurting their beliefs. For all this a good leadership style is necessary for the management to follow so they can lead their employees effectively to attain the organisational goal (Sutter Kieser, 2015). References Allen-Meares, P. (2007). Cultural Competence: An Ethical Requirement.Journal Of Ethnic And Cultural Diversity In Social Work, Argyropoulos, V., Polikreti, K., Simon, S., Charalambous, D. (2011). Ethical issues in research and publication of illicit cultural property. Ayoko, O. Hrtel, C. (2006). Cultural diversity and leadership.Cross Cultural Management, Boulden, W. (2006). Youth Leadership, Racism, and Intergroup Dialogue.Journal Of Ethnic And Cultural Diversity In Social Work, Bowden, M. Doughney, J. (2009). Socio-economic status, cultural diversity and the aspirations of secondary students in the Western Suburbs of Melbourne, Australia.High Educ,59(1), 115-129. Comber, S. (2013). Managing Cultural Differences: Leadership Skills and Strategies for Working in a Global World 8th edition20131Robert T. Moran, Philip R. Harris and Sarah V. Moran. Managing Cultural Differences: Leadership Skills and Strategies for Working in a Global World 8th edition. Edwards, J., Othman, M., Burn, S. (2015). A review of policy drivers and barriers for the use of anaerobic digestion in Europe, the United States and Australia.Renewable And Sustainable Energy Reviews,52, 815-828. Engstrm, S. Stehn, L. (2016). Barriers to client-contractor communication: implementing process innovation in a building project in Sweden.IJPOM,8(2), 151. Forrest, J. Dunn, K. (2013). Grobler, B. (2006). Creating a School Environment for the Effective Management of Cultural Diversity.Educational Management Administration Leadership,34(4), 449-472. Ilkilic, I. Paul, N. (2008). Ethical aspects of genome diversity research: genome research into cultural diversity or cultural diversity in genome research?.Medicine, Health Care And Philosophy,12(1), 25-34. Leveson, L., Joiner, T., Bakalis, S. (2009). Managing cultural diversity and perceived organizational support. Lim, J. Zhong, Y. (2006). The Interaction and Effects of Perceived Cultural Diversity, Group Size, Leadership, and Collaborative Learning Systems.Information Resources Management Journal,19(4), 56-71. Markus, A. (2014). Attitudes to immigration and cultural diversity in Australia. McLean, A. (2011). Ethical frontiers of ICT and older users: cultural, pragmatic and ethical issues. Message, K. (2005). Representing cultural diversity in a global context: The Museum of New Zealand Te Papa Tongarewa and The National Museum of Australia. Mukherjee, S. Pyne, S. (2016). Park, E. (2014). Ethical Issues in Cyborg Technology: Diversity and Inclusion.Nanoethics,8(3), 303-306.