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The artifacts in the portfolio and how they demonstrate skills,

 

Prepare a scholarly reflection paper describing the artifacts in the portfolio and how they demonstrate skills, knowledge, real-world application, and mastery of the program objectives.
Explain professional growth attained during the master’s program or explain your professional skills to a potential employer.
Prompt

Write a reflection paper that:

Reflects on your professional growth during the master’s program–
What were your strengths at the beginning of the program and how did you leverage them to succeed? (List at least 3)
What were your weaknesses when you started the program (List at least 3)
How did you address them?
Are they still weaknesses?
What additional professional development can you do to continue growing in these areas?
Describes each of your artifacts presented in your profile, the associated skills demonstrated, and how those skills would be beneficial to the employer.

Sample Solution

public policies supporting work-life balance has been developed. Many government organisations such as State Government of Queensland have developed detailed policies in achieving work-life balance (Department of Justice and Attorney General, 2010)

Legislative reforms such as the International Labour Organisation (ILO) Convention 156, Workers with Family Responsibilities 1981, antidiscrimination and affirmative action legislation and industrial relations changes have also lifted the profile of issues related to work/life balance (Tully, 2005).

In Australia, as a result of these reforms following rules are now in place. (Ministerial Task Force on Work and Family, 2002)

  • Mandatory reporting of policies by organisations with more than 100 employees
  • Expansion of legal protections to include explicitly those with family responsibilities
  • By agreement with the employer, part-time work up to a child’s second birthday

The Australian and New Zealand governments also encourage employers to provide childcare support for staff with families. Provided the contract of employment is not broken, employees in public and private sectors in both Australia and New Zealand are entitled to 12 months’ unpaid maternity leave. After this time, they are entitled to return to the position held before the leave, or to a position of comparable status and salary. Unlike New Zealand, where employed women are entitled to 13 weeks’ government-funded paid maternity leave, Australia has no statutory paid maternity leave.20

The New Zealand Government also supports and partly funds the Equal Employment Opportunities Trust which, among other things, initiates annual Work and Life awards; tracks progress on work and family initiatives within organisations; and promotes the issue through conference speeches and press releases.