Biography of Jack Kilby, Inventor of the Microchip

Electrical engineer Jack Kilby invented the integrated circuit, also known as the microchip. A microchip  is a set of interconnected electronic components such as transistors and resistors that are etched or imprinted onto a tiny chip of a semiconducting material, such as silicon or germanium. The microchip shrunk the size and cost of making electronics and impacted the future designs of all computers and other electronics. The first successful demonstration of the microchip was on September 12, 1958. The Life of Jack Kilby Jack Kilby was born on November 8 1923 in Jefferson City, Missouri.  Kilby was raised in Great Bend, Kansas. He earned a B.S. degree in electrical engineering from the University of Illinois and a M.S. degree in electrical engineering from the University of Wisconsin. In 1947, he began working for Globe Union of Milwaukee, where he designed ceramic silk-screen circuits for electronic devices. In 1958, Jack Kilby began working for Texas Instruments of Dallas, where he invented the microchip. Kilby died on June 20, 2005 in Dallas, Texas. Jack Kilbys Honors and Positions From 1978 to 1984, Jack Kilby was a Distinguished Professor of Electrical Engineering at Texas AM University. In 1970, Kilby received the National Medal of Science. In 1982, Jack Kilby was inducted into the National Inventors Hall of Fame. The Kilby Awards Foundation, which annually honors individuals for achievements in science, technology, and education, was established by Jack Kilby. Most notably, Jack Kilby was awarded the 2000 Nobel Prize for Physics for his work on the integrated circuit. Jack Kilbys Other Inventions Jack Kilby has been awarded more than sixty patents for his inventions. Using the microchip, Jack Kilby designed and co-invented the first pocket-sized calculator called the Pocketronic. He also invented the thermal printer that was used in portable data terminals. For many years Kilby was involved in the invention of solar powered devices.

Human Resource Management, Wages and Salaries - 3036 Words

Introduction Human Resource Management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques. Extensive training and culture management programs, individualized reward management systems, as well as a range of employee involvement mechanisms, all operate towards achieving enhanced employee contribution. It is a whole range of notions on management theory, style and practice. Perhaps most usefully considered as a generic term that covers the entirety of work organization, working terms and conditions and representational systems, HRM can be depicted†¦show more content†¦This concept of the relationship between an employee and the organization has been accepted and noted in many different forums, including academic journals; practitioner journals; and management textbooks (De Meuse Marks 2003). While an employees formal employment contract always is based on a written document, the types of promises contained in an employees psychological contract typically are communicated in ways that do not involve written documentation. For example, an employees understanding of the psychological contract may be influenced by oral discussions with managers, recruiters, or other organizational representatives and construed from specific organizational practices and procedures. Because of the pervasive norms of reciprocity that are part of any exchange agreement between an individual and his or her organization, an individual often expects, seeks out, and creates a psychological contract as a means for understanding and representing the employment relationship with the employer (De Meuse Marks 2003). Organizations can respond to an employees psychological contract to varying degrees, including going beyond the conditions of the contract, thereby honoring the intent rather than the letter of the contract; complying with the contractShow MoreRelatedThe Human Resource Management ( Hrm ) Position Specific Education1595 Words   |  7 Pageson a human resource management (HRM) position specific education and requirements need to be meet. A bachelor’s degree is the education needed to obtain a job for this occupation. Most bachelor programs for human resource management take four years to complete (Human Resources Management Degree, 2003). With a bachelor’s degree it will give the tools that are expected to enter a variety of business settings (7 Essential Questions, 2015). A bachelor of arts or a bachelor of science in human resourceRead MoreEqual Wage Essay1046 Words   |  5 Pagesand women’s wages are equalized. 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Manager Free Essays

Gilson Christelle 13, Avenue Walckiers, 1160 Auderghem, Belgium Tel: +32496120463 e-mail : gilsonchristelle@hotmail. com Born Sept 02nd 1974, Single Summary: – European Market Development Manager. – European Technical and Development Manager for 4 plants producing 60000 tons of Polyethylen stretch film. We will write a custom essay sample on Manager or any similar topic only for you Order Now – Second year International Executive Master Business Administration. – Team player with strong motivational skills, smiling. Professional Experience 02/2000 ( now Illinois Tool Works Inc. ITW Mima Packaging System, part of the multinational company Illinois Tool Works Inc. is a world leader in Stretch oriented packaging technology and innovation. The company manufactures both stretch wrapping machinery and stretch film.The group has 4 European plants producing and converting stretch film. The headquarter is located in Strassen in Luxemburg. Web site: http://www. itwmima. eu 06/2010 – now ITW Mima headquarter, European Market Development Manager. Main responsibilities: ? Investigation of new markets, new applications in collaboration with the sales teams and raw material suppliers to develop new applications in the packaging system selling approach (film machine). Discover hidden customer needs via Blueprinting program: customer interviews. – Develop and maintain an in-depth knowledge of key markets and competitors via market and competitors research. – Investigation on new raw material. – Responsible for the packaging optimisation center in Virton (Belgium). 07/2004 – 06/2010 ITW Mima headquarter, European Technical and Development Manager. Main responsibilities: ? Management of the RD department for 4 plants located in Europe : Waterford ( Ireland), Gorey ( Ireland), Whiel (Germany), Virton ( Belgium) : – RD budget plan management, long range plan management.Development and implementation of new formulations. – Implementation of the same production standard (product), quality control system in the 4 plants. – Support of all technical activities with manufacturing managers to optimise the production: increase material efficiency, uptime, decrease quality complaints, returns. – Coaching of 5 subordinates: lab technicians, engineer. ? Product management: item list – Kan Ban – Product line simplification (PLS). 07/2001 – 06/2004 Mima Films, Belgium, Technical and Development Manager. Main responsibilities: Development of new generation of stretch film: oriented thin film (7 µ). ? Management of projects from elaboration to implementation. ? Technical assistance to customers. ? Responsible for the lab quality in Ireland Germany: coach 2 subordinates, supervision of the test results, processing of the results, establish customer specifications for all new products. ? Develop and maintain an in-depth knowledge of key markets and competitors. ? Responsible for quality: complaints, ISO9001 version 2000, internal auditor. Responsible for all environmental aspects of the company: ISO14000. 2/2000 – 07/2001 Mima Films, Belgium, Quality and Development engineer. Main responsibilities: ? Developments of new formulations for high performance cast and blown film. Test and evaluation of all new resins on the market (metallocen, octen, hexen,†¦). ?Responsible for the lab quality: coach 2 subordinates, supervision of the test results, processing of the results, establish customer specifications for all new products. ? Control quality problems and install corrective actions in the plant to decrease the percentage of return. Follow the tracability of a complaint. Responsible for the ISO 9001certification for the plants of Belgium and Ireland. Ensure all procedures are up dated and followed: internal audits. Prepare the site for the new standard version 2000. 10/1998(02/2000 Test-Achats, Belgium. Test-Achats, subsidiary company of Conseur, European group for the consumer defence. Web site: http://www. test-achats. be 10/1998-02/2000 Test-Achats, Belgium, Project officer, energy sector. Main responsibilities: ? Responsible for the test relating to the energy sector (isolation, heating systems, electricity cost,†¦).Set up the test scheme, look for appropriated laboratories, process the lab results and evaluation of the results. 07/1997(09/1998 Fina Research, Belgium. European research center of the worldwide petroleum company TotalFinaElf. Web site: http://www. totalfinaelf. com 07/1997-06/1998 Fina Research,Feluy, industrial engineer, elastomer department. Main responsibilities: ? Research and develop new stabilisations (antioxidant) for a SBS grade: test of different stabilisations on the roll mill, on spectrometer.Analyses of mechanical properties: dart impact, Brabender test, elongation, tear resistance. ? Study of dynamic properties for SBS grades. ? Chemical analyses. 06/1998-09/1998 Fina Research,Feluy, industrial engineer, asphalt department. Main responsibilities: ? Rheological study: development new procedure for the viscosity measurement of road asphalt (bitumen). Use of Universal Dynamic Spectrometer (UDS). Education 1992 (1997 Industrial engineer (industrial chemistry  : orientation polymers); Institut superieur industriel de Bruxelles (ISIB). Degree  : distinction. 009 ( 2011 International Executive MBA Louvain School of Management Belgium Languages/Computing Languages ? French: Native language ? English: Fluent ? Dutch: medium knowledge ? German: basic knowledge Computing ? Microsoft office Interests ? Sports: tennis, dance. ? Travels. ? Study trips: – 10/2009 â€Å"Management information system† Corvinus University Budapest Hungary – 05/2010 â€Å"Cross Cultural Management† Jiatong University Shanghai China. – 10/2010 â€Å"Doing Business in Brazil† USP University Sao Paulo Brazil How to cite Manager, Papers Manager Free Essays string(37) " staff call to receive good results\." â€Å"All managers should be leaders, but not all leaders should be managers. † Do you agree or disagree with this statement? Support your position. Yes, I agree about that. We will write a custom essay sample on Manager or any similar topic only for you Order Now Let’s talk about what is manager and what is leader first? Manager is someone who coordinates and oversees the work of other people so that organization goals can be accomplished. Leader is someone who can influence others and who has managerial authority. There is difference between leaders and managers. Managing is about efficiency. Leading is about effectiveness. Managing is about how. Leading is about what and why. Management is about systems, controls, procedures, policies, and structure. Leadership is about trust — about people. Leadership is about innovating and initiating. Management is about copying, about managing the status quo. Leadership is creative, adaptive, and agile. Leadership looks at the horizon, not just the bottom line. How to become a leader, not just a manager? This requires managers to make the appropriate changes and adjustments in the role. This shift consists of three (3) levels: From strategists to â€Å"vision† From the conductor to the storyteller Change from a system builder From strategists to â€Å"vision† From this level of the strategy have already seen that a considerable number of managers have their work on how to construct an enterprise system, what kind of way to achieve corporate goals, so they stressed that the strategy and tactics. But today, more emphasis on a vision, it is more important than strategy. Because the strategy itself has a lot of uncertainty, if you try the strategy to attract some followers, often may not be able to achieve their goals. People how to do things for the leader was not interested, but if the leader to subordinates show a vision is a grand blueprint, this time, people are willing to follow the leader to share this glory. So a good vision, you should have four (4) conditions. ? Ideality A good vision should be consistent with an expectation for the future, has a good incentive. It could create a proud, self-esteem, vitality and a sense of accomplishment. ? Measurable A good vision should have a standard of excellence reflects the height of the ideal. ? Unity Vision to meet the company’s history, culture and values agree. Attract An exciting vision can cause widespread concern. In order to facilitate memory, the corporate vision can be expressed in simple language. For example, Sony’s vision is to experience the joy of a progress, and the use of the most beneficial technology to the public; Wal-Mart to let ordinary people have the opportunity to buy the same thing with the rich; there we are familiar with Disneyland, their vision is four words: to bring people laughter. Besides this, a good leader must have passion, integrity, trust, curiosity, daring. From the conductor to the storyteller In fact, the role of adjustment with the first relationship, a strategic leader in the layout of the tasks is ordered. Vision type of leader is not the same; he in fact is induced in a source of inspiration to achieve their goals. The leader said that the vision of style, way of communicating instead of command. Of course, this also requires some skill. Tell a story of leadership often heartwarming story to inspire the morale of the staff, even under the embrace of vision, but in turn if the story you speak do not have anything interesting you would be very difficult to encourage a group of people to achieve the target. In fact, the best story is about some of the problems of your own, including some of your personal problems, including some of the issues in your organization, including your own experience, that is, from the nature of the problem. For example, who you are today in what the status, the future of enterprise is what kind of goals to be reached. These problems can be a reflection of the leader’s way of thinking and values; it is to face reality and a vision of the future vision. But the storyteller has it must pay attention, that is to do practice what they preach. Change from a system builder This shift is related in front of the two elements. If the leader is the spread of ideas is well known, we are already familiar with, that does not require you to do. In this sense, one of the important responsibilities of a leader lies in change and innovation. To play a creating and destroying the role, undermine the purpose is to create better. ————————————————- Panasonic – A success story in developing leaders Konosuke Matsushita Panasonic electrical products in the world market have long been famous at home and abroad the business community as the â€Å"god of management† company founder Konosuke Matsushita. Now, Matsushita Electric Corporation has been included in the ranking among the world’s 50 largest companies, we can see that its strength is strong, the huge business empire. Panasonic  has been able to  today,  is  inseparable from  and  Matsushita well managed and well run. He is a visionary leadership’s leader. Matsushita Electric Corporation, with about the same time, founded by the U. S. General Motors Corporation, telegraph and telephone companies are to compare, you will find these companies due to lack of vitality and fall on the Panasonic can be said that an important factor in the success of Matsushita Electric Corporation â€Å"spiritual values† at work. The Matsushita’s provisions of the company’s activities are: â€Å"a clear understanding of the responsibility of the industrialist, to encourage progress and promote the welfare of society as a whole, is committed to the prosperity and development of world culture. At the same time, Matsushita Electric Corporation using the Reward Power means the power to give positive benefits or reward to the employee/ staff. The proposal bonus system is very unique company not only positive and encouraging employees to the company at any time suggestions, and election by the workers set up a committee to promote the provision of construction, wide staff call to receive good results. You read "Manager" in category "Essay examples" The Matsushita Basic Business Philosophy consists of three elements. Basic Management Objective – expresses the corporate goals of the company: â€Å"Recognizing our responsibilities as industrialist, we will devote ourselves to the progress and development of society and the well being of people through our business activities, thereby enhancing the quality of life throughout the world. † Company Creed – expresses the basic attitude of employees to their daily work: â€Å"Progress and development can only be realized through the combined efforts and cooperation of each employee of our company. United in spirit, we pledge to perform our corporate duties with dedication, diligence and integrity. † The Seven Principles – set the standard for the employees’ proper mental attitude for their daily work: Contribution to society; Fairness and Honesty; Cooperation and Team Spirit; Untiring Effort for Improvement; Courtesy and Humility; Adaptability; Gratitude. – Outstanding leadership to wake up the others inherent life. – From life in order to generate an endless supply of creativity and economic outcomes. ————————————————- Intel’s Leadership Intel’s president and chief executive Andy Kleen, inevitably he excels in the management of often saying: â€Å"we have to do is to let employees have a negative emotional and sabotage state. Indeed, as an outstanding leader is not a simple matter, following consolidate the excellent leadership of the 10 from all walks of life, to experience their â€Å"authority of the secret†. Facing a tough challenge As the term of the new leadership took office, will certainly face a variety of challenges, â€Å"A new broom sweeps clean†, this fire burning up is not an easy thing. Not familiar with the original system under the mismatch, but also deal in all kinds of relationships which, without a certain courage of your convictions is difficult to withstand such pressure, according to the analysis of these experienced leaders to do The first thing is to get rid of this fear of hardship, see the situation as soon as possible to control their own location, and clearly understand what is the first thing to do, then, face the facts, take the initiative! Purification team As a leader, to let subordinate their own produce the psychology of a trust. Is the first to establish a style. Central figure should have a strong sense of responsibility can guarantee that the team is a problem when the courage to take responsibility. Often subordinate to the higher level of psychological feelings are built on the basis of mutual trust and rely on. Establish their own authority, began to ensure that their rights must be subordinate to an affirmation. Malicious â€Å"dissidents† is to eliminate certain from the team which you cannot leave remnants, Mathias both, reward and punishment. Actively communicate Have always believed, did not solve the problem. But the ways and means of communication cannot be ignored. Outstanding leadership has never been good at using the medium of e-mail and the like, they were convinced that face-to-face communication is the most reliable and effective. Location usually in the coffee shop, or relaxing cafes. Remember that the exchange is not alone the speech, mutual communication is the key. Was not an easy topic in a relaxed environment with a relaxed tone, to explore, have the effect may be beyond the imagination! To maintain self- A lot of leadership in order to coordinate the whole team members’ views into the first. This way of thinking and ideas and there are no errors, however, should always be borne in mind, he is the soul of the whole team. Should always keep the self. Not because of other worries slowly losing principle. Abraham Lincoln is an immortal, the great leader of his political enemies all the time. However, no matter how those who oppose him, he is still convinced that the concept of the North-South reunification can not be changed. Most a firm and an excellent leader and mastermind, do not lose self is to ensure the realization of the fundamental self-worth! Most managers would like to evolve into leaders, but relatively few do. For managers to evolve into leaders, they must develop six essential attributes as enumerated by the motivational guru John Di Frances. These are creating and sharing a vision, setting high standards, living those high standards and mentoring those who follow, making hard choices where necessary, being visible and out front and instilling hope in those who follow. These attributes are not inherited, nor are people born with them; they are battle scars earned from experience and proven in the time of adversity. Managers who go through this trial by fire acquire these attributes and evolve into effective leaders who have a deep commitment to their cause and the best interests of others uppermost in their mind. Managers typically focus on getting things done and are evaluated on the results they produce on measurable lines. They are the movers amongst the organization and play the role of multipliers who help steer the company’s course. The unquantifiable element in a manager’s role is that of leadership- and this makes them most effective in producing results which are long term sustainable and repeatable. A good leader ensures the progress of the team and business interests before him. He places his focus on what needs to be done. His thinking is strategic and focused on objectives. And once he sets the course he motivates, mentors and empowers his team to walk ahead bringing out their best while he walks behind in support of their efforts. Conclusion A good leader must have passion, integrity, trust, curiosity, daring. The Matsushita Basic Business Philosophy. Recently, I watched a movie a about The Pursuit of Happiness. This movie is a few years old ago. However it is as awesome as ever! Based on the true story of Chris Gardener who goes through a series of soul-sickening failures and defeats, missed opportunities and screw ups to not let anything stop him†¦ to not complain and let any considerations get in his way†¦ in the end he succeeds†¦ wow, very inspiring. The Pursuit of Happiness  is a part of Leadership Movies, a series of films with leadership themes. In that movie, I learn 2 things that are: – . Persistence is key Although Chris faced many setbacks in the movie, he never stopped trying. His persistence gave him success eventually. 2. Have hunger for success Chris had extreme hunger for success in his life, and it contributed to his persistence. He had lost everything in his life, and it was his hunger to get out of the rut that brought him to his eventual success. Total Word: 2177words References LEADERSHIP LESSONS Charlie’s Blog 2011 http://web. me. com/calter/Site/Blog/Entries/2011/12/26_Leadership_Lessons. html 3 pieces of advice or traits Charlie Alter 2011 http://www. focus. com/questions/what-are-3-pieces-advice-traits-help-manager-become-leader/ The Difference: Leader or Manager? Anonymous 2009 http://pattyinglishms. hubpages. com/hub/Manager-Leader Are You a Manager, a Leader, or Both? Jill Geisler 2011 http://www. poynter. org/how-tos/leadership-management/what-great-bosses-know/21563/are-you-a-manager-a-leader-or-both/ Leadership Anonymous unknown http://en. wikipedia. org/wiki/Leadership From Manager to  Leader Leslie L. Kossoff unknown http://management. about. com/od/leadership/a/FromMgr2Ldr05. tm Leadership vs. Management Anonymous 2012 http://changingminds. org/disciplines/leadership/articles/manager_leader. htm Leader  vs  Manage Anonymous unknown http://www. futurevisions. org/ldr_mgr. htm Leadership Movies Anonymous 2011 http://www. leadership-with-you. com/leadership-movies-pursuit-of-happyness. html Matsushita Leadership John P. Kotter 2011 http://www. 1000ventures. com/business_guide/cs_biz_lead ers_matsushita. html Panasonic – A success story in developing leaders Nurul Jameela  unknown http://www. curtin. edu. my/cya/view. php? id=30 How to cite Manager, Essay examples

Transformational and Charismatic Leadership †Free Samples

Question: Discuss about the Transformational and Charismatic Leadership. Answer: Introduction In 2012-2013, the Australian Aboriginal and Torres Strait Islander Health Survey pointed out some health issues faced by Australias indigenous community(ABS, 2013). The data collected by the Australian Health Survey (AHS) revealed unusual health issues among the Aborigines who are Australias indigenous communities. The research compared Aborigines in remote and those in non-remote areas. With a population of 9,300, the survey made conclusive remarks about their blood, urine, nutritional and chronic health tests. Its key findings identified a health trend of chronic illnesses in the group and well as unhealthy behavioral patterns. Its outcome also highlighted poor health caused by poor nutrition, and lifestyles diseases like diabetes and addictions. The group detailed findings for different age groups including adults, teenagers and children. It made a record of health related conditions, disabilities, alcohol and drug abuse, social and emotional wellbeing, cultural identification, wo mens health and family stressors among others. Linked to demographic measures of age, diet, blood pressure, substance use, health status, food security among others, the findings confirmed researchers fears of general health effects, long-term conditions, and health risk factors on Aborigines(Lorina, 2016). The results showed that 67.4% had long tern health effects, 35.7% had disabilities and 30.1% of adults had psychological depression. 18.0% engaged in alcohol and risky behavior while family stressors affected 73.4%. Research highlights the importance of nature and nurture in the complete development of the Aboriginal community in Australia(Taylor Kukutai, 2016). In 1950-1960, the Maralinga Nuclear Testing by the British adversely affected the indigenous people in Australia(SBS, 2014). Dreaming trucks sent to Maralinga a dwelling place for the Aborigines had radioactive material Plutonium used for nuclear tests. This has dangerous reactors that blinded animals living in the environment. Its components, the actinide is harmful to people living in overpopulated areas, it causes body defects, health complications, cancers, and it lowers the immune system. The deliberate exposure of the Aborigine to an environment with nuclear matter was like using them as guinea pigs in a nuclear test. Exposing them to radiation led to contamination of their natural environment. The discovery of the situation led to their evacuations and attempts to clean them up by scrubbing their fingernails while not explaining the actions. Although the people received compensation in $13.5 million dollars, to date there are claims that this race is more prone to health complications. The health alienations increased their mortality rate because of poor nutrition, psychological problems, addictions and abnormal blood pressure. This was a vulnerable community leaving in a hardship area with limited access to health care. Some of the hindrances include long distance from amenities(Australia, 2015). Historical injustices further indicate violations and destruction of a generation during colonial periods(Ahmed, 2001). By 1910-1970, the aborigine children faced separation with their families. Close to 100,000 in their early childhood were culturally alienated. The giving of children to white families by police kept a generation away from their families. With no records to help them trace back their roots, they lost the privilege of learning their culture, language and values. Such alienation has physical, emotional and social effects. As a result, most of them grew up without a sense of belonging. This destroyed their self-esteem giving them a sense of loneliness, unworthiness and insecure. It was common to find most of them depressed and some committed suicide. Those who could not bear the pressure turned to crime, and addictions. Mass murders, economic oppression and slavery describe Contemporary Concerns An Aljazeera report about the injutices faced by Aboriginal Australians indicate a gap between the inidgineous and non indigeneous Australians (2014). Some of the inequalities include reduced life expectancies, alienation from social rights such as education, sources of income, professional development and opportunities in life. Lack of employment contributes to the already existing social issues of poverty, and lack of quality health care. These challenges reduce life expectancy and contribute to desperation. Poor diet due to lack of food also leads to poor maternal health, childhood mortality and common diseases. When young children and infants fail to get the necessary benefits of health they face health challenges such as chronic illness and are prone to infections. The unsafe environment is a health risk because of poisons, and respiratory illnesses. There are challenges of culturally unsafe healthcare represented by the white system. The lack of government support for this mino rity group has come under criticism. The community covers a small percentage of the population at just 2% of the countrys population. However, these 23million alienated Australians continue to face inequalities in the work place(Aljazeera, 2014). There are more reports about high suicide rates, homelessness and poor health. Reports about the incarceration of the indigenous continues to cause deaths. Humanitarian activists also point out that there are indications of police brutality and welfare violations. The inhumane treatment of the aborigines brings back memories of historical maltreatment of the group. Evidently, the long-term challenges of historical injustices have trickled down to the population. Discrimination keeps widening the social gap and it is evident in the young generation in schools system. This raises questions about the coexistence of the two races in future. Some suggest that the stakeholders must come to an acceptance of the violations in the past and in the present(Georgatos, 2014). The news report expresses unrest over the fact that Australia is among the developed countries yet its own indigenous people suffer from problems faced by third world populations. However, one can argue that racial issues continue to remain unresolved in other parts of the world too(Clifford, 2013) Researchers in humanitarian organizations point out that this case study is complex and involves long-term violations across many years and by different governments(Aljazeera, 2014). Suggestions made include the involvement of bipartisan strategies that include both the government and the indigenous people. From history, community groups have faced various violations. In an effort to find solutions and healing for the minority groups, it is important to dig deeper into history beyond colonialism. Ecological factors are important in dealing with population controls, and inequalities(Clifford, 2013, p. 43). Since this is a multifaceted problem, a multilevel approach involving government and non-government partners is necessary. There is a need to give health solutions, policy, material and psychological support. The participation of the community in the solution process is important(Cohen, 2013). The Aborigine traditional system of leadership and its cultural practices and important. In this case, boundary gives this indigenous group meaning. It helps to construct the past, present and their locality. The Aborigines have a right to protect their community and culture according to the UN and Australian laws(AG, 2017). Their participation could be in various forms. Partners could offer training of health workers from the community to enable them to promote health services to Aborigines. The experiences have discouraged the indigenous community from seeking medical care. Racism also has a role in the inequalities(Thompson Durey, 2012). Considering the high poverty levels among the Aborigines, one way to encourage participation is to give support. Offering transportation to health facilities in rural settings encourages the community to access health care services. The government has a responsibility to ensure common good(Wallis, 2013). A functional government needs to show commitment to the welfare. Accessible health care centers within the communitys reach is necessary. Community elders, individuals, and groups should be part of the service provision. The involvement of political, health and economic institution gives the indigenous community a reason to become part of the society. When the minority have no access to basic services including education, it limits their capacity to become part of the governing team. In the Australian case. Cross-cultural leadership would be strategic and transformation(Kark Shamir, 2013). An inclusive form of leadership gives the community confidence and a sense of security. This is appropriate in a system rocked by mistrust and mistreatment of the minority. The government has tried to offer assimilation but the dilapidating nature of the group keeps showing attempts to destroy the Aborigines culture and histo ry(Georgatos, 2014). Non-government partners include global donors and agencies in health care, culture, and civic interest groups. These should encourage a safe working environment for all partners. Part of their wok is to provide monetary resources for facilitating the transformation and psychological support services like counselling. However, the agencies need to provide accountability for the sustainability of the programs. There are community-based organizations, civil society groups, business community and volunteer groups among others. Among these, there should be groups for vulnerable groups like women and children. Their role is to ensure that the decision making process follows legitimacy and effective implementation. The first step in the negotiation is to identifying culturally safe and appropriate strategies. Accountability on the part of the NGO and government service providers includes acceptance of any injustices committed and making the necessary steps towards reconciliation. The compensation of the Aborigines by the colonialists is one-step(Australia, 2015). The governments policy of assimilation also paved the way for reconciliation(AIATSIS, 1961). However, its success is yet to show a trickledown effect on the marginalized community. The attempt to enjoin them into the white community should not have taken children forcefully from their families(findandconect, 2017). Creating awareness about the historical issues such as the Aboriginal and Torres Strait Islander and colonial hurts brings all stakeholders to the reality on the underlying issues. Making history and culture part of the negotiation gives guidance on History has a way of giving valuable lessons through personal reflection of injustices.(Wheeler, et al., 2013). The control of emotions during negotiation is critical because all partners need to apply rationality and objectivity. The use of research findings is proof that there is a health problem, which needs medical and psychological solutions. This is part of the healing process because it gives the government a chance for making things right. The fact that there is discrimination in schools calls for the involvement of the whole society in order to prevent future recurrence of the same problems(Wang Eccle, 2012). Among the issues to address, include discrimination and bias in different parts of life. Australias Aborigine law acknowl edges the existence of Aborigines and natives thereby giving recognition for traditional and English laws. However, many Australians oppose the customary laws(Wood, 2016). Health care is a basic human necessity. Taking it for granted is unethical. Workers charged with health consultation need an effective and respectful communication. The consultation and negotiation procedures with the afflicted community may take time, resources and progressive development. Aborigines should also become part of the Australian Health care in order to get rid of the lack of trust for white government. It is important to address communication barriers such as lack of education. The lack of knowledge is one of the reasons for behavioral risk factors in the health research(Lorina, 2016). Nurses should serve the community without discriminating or showing any signs of disregard(Hayes, et al., 2012). Conclusion In conclusion, the Australian Aboriginal and Torres Strait Islander case is a complex one that requires multiple partners to solve it. A problem stems from historical issues takes longer to resolve because it affects generations. People can reflect on cultural coexistence in social places, workplace and professional relationships. Working in partnership with the Torres Strait Islander people and communities service providers includes strong cultural issues, which allows them to own the process. The quest for self-determination comes from the desire for Australian minorities to have their own states. An independent state determines its own destiny without external influences. In such a case, the Aborigines would not have to give up their children in an attempt to become part of assimilation. Having respect for a nation encourages nationhood defined by cultural identity and a history. This would encourage the Aborigines to participate in services for a desired outcome. However, the lim itation of lack of proper education and structural systems to facilitate a form of government is futile. Australias Aborigine law accepts the legal existence of the indigenous. However, the majority group still oppose it because many do not understand its context. Bibliography ABS, 2013. Austalian Aboriginal and Torres Staraight Islander Health Survey: First Results, Australia, 2012-13. Australian Bureau Statistics, 4727.055.001(1). AG, 2017. International human rights system. [Online] Available at: https://www.ag.gov.au/RightsAndProtections/HumanRights/Pages/International-Human-Rights-System.aspx [Accessed 26 Augut 2017]. Ahmed, N. M., 2001. 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