Strategic Communication MIT Sloan Management

Question: Discuss about the Strategic Communication MIT Sloan Management. Answer: Introduction: The importance of strategic communication in the day-to-day operation of business activities cannot be overemphasized. It should be remembered that it is strategic communication alone that helps the employees comprehend the goals and strategies of the organization, and work towards accomplishing the same. However, in order to assess and critically analyze the importance of strategic communication in business, a number of peer-reviewed journal articles have been considered and evaluated here (Thomas Stephens, 2015). Importance of Strategic Communication from the Perspective of the Organization: In the article named, The Strategic Communication Imperative, the authors point out the importance of strategic communication by claiming it as the most effective method of ensuring organizational success (Argenti et al., 2015). While a change in organizational structure or a new target is to be introduced, the CEO or other senior managers must introduce the change by communicating the long-term goals of the company and aligning the short-term benefits of the employees with the same. Thus, if a company wants to increase its share of profitability in the next six months, through strategic communication, it will communicate the goal of the company while also announce financial incentives, like bonuses and salary hike for employees achieving the same. The author states: Strategic communication means functional integration, and this clearly suggests how strategic communication helps an organization achieve its goals in an effective way, while as it largely helps in aligning the goals of the company with the personal benefits and interests of each individual employee. This in turn ensures greater chances of success. Importance of Strategic Communication from the Perspective of the Employees: Unlike the first article, the article named Towards Responsible Dialogue: Searching for the Missing Piece of Strategic Employee Communication, the authors claim that strategic communication is needed not only to ensure that the business message is being communicated from the top layer of management to the grassroots level, but it also helps in motivating the employees (Juholin et al., 2015). As and when an organization communicates its strategies to the employees, the employees start feeling motivated and empowered. It gives them the freedom to question the managerial decision or even offer personal recommendation that in turn facilitates the constructive criticism. The author states: It allows raising questions, to challenge and to disagree but also disallows not to share information and observations, nor to keep quiet when issues should be brought up. It allows to constructive criticism, i.e., suggesting solutions which not only benefits the organization but also motivates the empl oyees. As a result of strategic communication, the employees feel motivated as it enables them to be actively involved in managerial decisions, and this helps in developing employee-employer relation as well. Importance of Strategic Communication during Organizational Crisis: In the article The Value of Communication during a Crisis: Insights from Strategic Communication Research, the authors claim that strategic communication also plays a highly important role during times of crisis. In case of financial or legal crisis, the strategic communication helps an organization communicate with its external and internal stakeholders, and this helps in loyalty and trust of the employees or shareholders towards the company- Adjusting information includes efforts to help stakeholders cope psychologically with a crisis (Coombs, 2015). Conclusion: As it is evident from the above discussion, strategic communication does help a company achieve organizational goals by improving relationship with the shareholders, empowering the employees and allowing a free flow of communication. However, a systematically organized method of communication should be followed at regular periodical intervals, so as to ensure organizational success of the respective company. Reference List: Argenti, P. A., Howell, R. A., Beck, K. A. (2005). The strategic communication imperative.MIT Sloan management review,46(3), 83. Coombs, W. T. (2015). The value of communication during a crisis: Insights from strategic communication research.Business Horizons,58(2), 141-148. Juholin, E., berg, L., Aula, P. (2015). Towards responsible dialogue: Searching for the missing piece of strategic employee communication.Communication ethics in a connected world. Brussels: Peter Lang. Thomas, G. F., Stephens, K. J. (2015). An introduction to strategic communication.

Cultural Diversity and Inclusive Leadership in Australia

Question: Describe about the Cultural Diversity and Inclusive Leadership in Australia. Answer: Leadership in business acts as a catalyst which makes all the elements of business to work together; without effective leadership all the available resources of the business lie dormant. (Ingram, D, 2016). The business leaders in order to tune with the issues and needs of their subordinates should keep updated information for new development in leadership theory and ways to maximize the effectiveness. Cultural diversity means the differences in the composition of members in terms of race, nationality, colour, creed, gender, age and religion. Organizational behaviour means the interaction nature among various groups and people in an organization. Regardless of the differences of background and origin of the members and employees, cultural diversity will bring a positive influence amongst them if it is understood properly (Merchant, P, 2016). We will discuss the cultural diversity and role of leadership in maintaining such changes in an organization. According to the Australian Human Rights Commission (2016) it is essential to improve the representation of Australian leadership and Cultural diversity taking place in Australia. It shows how an organization can change its leadership to cope up with the needs and behaviour of multicultural society and the global economy. In Australia its multi-culture is self evident. About 28 percent of Australia was born overseas, and 20 percent having parents who were born overseas. 32 percent of population of Australia have a background of Non-Anglo-Celtic and such cultural diversity is not appropriate to represent the senior leadership in the organization. In the Australian business, politics and civil society the cultural default of leadership is Anglo-Celtic. It was found that the Australian society is not making the appropriate change that is required due to diverse backgrounds and t alents in the country. Leading change means helping and directing towards bringing the change. To bring a change in the culture and process in an organization it will require an effective and efficient management, the involvement and empowerment of workforce that will ultimately enhance the performance of the business (Burgehugheswalsh.co.uk, 2016). Generally changes are made to facilitate customers so that they can be served better to keeps a positive impact towards the business. While bringing the change the team members in the company should give greater involvement in improving process and adopting behaviours and changes caused to cultural diversity. Managers facing the problem of cultural diversity should be better communicators, facilitators and leaders. The benefits of leading change in Australian business are that it will be helpful in identifying roadblocks, resistance of employees and; discontent and fear. An organization should permit people to feel the change and express their opinions and views on such change. The companies in Australia should develop good managers who can handle change and deal with it positively so that the ways to future success are opened. Leading change will therefore increase the productivity of each and every person concerned with the business (Neill, M, 2016). Its time to change the leadership to embrace the competency of a team. Every organization in Australia, every new team of leadership and new administration can gain advantage from increase in productivity, increase in production capacity and save more money. It is correct to describe Australia a country a multicultural success story. But when it is discussed about the positions of business leadership, higher education and government in Australia the wealthy diversity is absent strangely (Ahri.com.au, 2016). Australia should learn the importance of cultural diversity in business leadership and thus also look at the barriers the society is facing to reach the full potential. In the corporate of Australia the senior leadership remains dominated by the Anglo-Celtic and the background of Europe. It was further rectified this issue and the report outlined the areas that requires action. The following three areas need the change- Leadership, Systems and Culture. Top management are responsible of bringing change. The leaders should set an example for the rest. Leaders should make commitments to show the moral imperative and to make the business more competitive in the present world. All the leaders such as CEOs and the managers having knowledge about the cultural diversity and change should develop an action plan to implement policies for bringing change. Gathering data and then reporting the same is crucial for any change that takes place. Future strategies should be planned to provide a baseline and framework of the change. The systems should be developed so as to maintain the ethical code of conduct of the business. Cultural diversity needs a corporation goal and performance according to the given report (Bolza, M, 2016). It is the leaders who are actually accountable for the progress that occurs in an organization. Again to eliminate discrimination it is vital to identify and take remedies. Unconscious biasness should be kept aside while promoting various cultural values so that all the staffs can gain a support to promote their cultural values and thoughts. The report clearly states that the Australian society is not successful in making the most out of its cultural diversity (Wotherspoon, G, 2016). There are some biasness and discrimination that takes place in the corporate in this country. The research is still continuing to get an idea about what is the reason behind the negative attitude of the people towards such cultural changes. According to the International research it is said that the white work environments, those leaders who make decision based on peoples colour is a disadvantage as they are not considered as legitimate. Some of them may have views that cultural diversity in leadership does not holds any problem but this is not true. There were arguments relating to the appointment and promotion issues. So it should be suggested that principle of merit should be the ideal way to guide decision on this regard. It may be correct to say that decisions should be adopting merit system will surely open all the talents to form an ideal career. This process should be accepted and recognized as soon as possible. There should be gender equality in the workplace to increase the confidence and motivate the female workers in an organization. The idea of leadership is also bound with elusive notions related to the authority and charisma that is the reason for biasness in firms. (Humanrights.gov.au, 2016). Such biasness is concerned with the physical attributes. In the research it was considered that leadership plays a very important role in assigning tasks to the staffs and involve them in decision making process. A cultural change should be accepted positively by allowing the subordinates to participate so that they feel moti vates and a feeling of enthusiasm are generated in all the people who are associated with the business. It is totally a wrong concept of awarding those employees who are generally loud and who shouts, it is not necessary that one who owes loud voice is always giving best outcomes. So reward policies should be according to the work performed (Ceda.com.au, 2016). Performance should be measured without any discrimination and biasness. In present Australia is not focusing on the importance of cultural diversity and later on it might bring a serious issue when the country has to compete with other countries that are performing outstandingly in the global world of business. In globalized and multicultural organizations the leaders should create the value out of diversity. It is the necessity of the business to bring change in the organization due to the cultural diversity. Cultural diversity facilitates mutual respect among employees. Whether the employees are working in group or as an individual they have their varied work styles. The values of each and every individual should be considered in the workplace. Conflict takes place in the work environment because everybody has different ideas and suggestions to discuss and it is impossible to consider everyones idea resulting into a conflict. Therefore cultural diversity will help in resolving such issues. Understanding cultural diversity will help the company to build reputation among employees and the customers as well. Diversity in workplace is essential to build great reputation (Mayhew, R, 2016). An organization should be known for its outstanding ways to maintain ethics and respect others value. The re should be fair employment practices and the better talent should be duly appreciated. Other advantages of understanding cultural diversity and change in leadership includes loyalty form their customers who makes the decision of working only with those companies having good ethical values and who are socially responsible. Australian companies should start practicing theses socially implemented policies. Understanding cultural diversity will help the Australian firms to make a good position in the global market (Jamrozik, A, Boland, C Urquhart, R, 1995). It will be very helpful in taking their business expansion to the foreign countries. This appeal to the global market will therefore create two types of opportunities for the employees that are the opportunities for employee development and promotion (Deresky, H Christopher, E, 2011). The employees will be exposed to the market where people use different languages and have multicultural understanding in order to build centres for global profits. Cultural diversity acceptance will help the organization to face new challenges and gain career opportunities. The leaders of Australian companies can support the cultural diversity in the following ways. By knowing the diversity vision, goal of the firm and its relation with overall business objectives, commitment should be made to understand how cultural diversity impacts the role and functions and how the role of a leader can bring success of diversity initiative. Leaders should participate in surveys and in an open and honest manner (Parvis, L, 2013). Find an internal person who can be trustful, to express concerns and ideas. Leaders should become culturally competent (Moran, R, Harris, P Moran, S, 2011). It is allowed to take some time to learn about various cultures, religions, races and backgrounds that is represented by the colleagues and employees in your organization. The Australian should become familiar with the cultural diversity of the country and if they make any errors fell free to apologize and ask for suggestions and help. The Australian leaders should treat their employees in the way they want to be treated and not in the way that the leaders want to treat them. Engage in such social activities that everyone is familiar with and are ready to participate and does not harm the values of other people. Make people from another culture and background comfortable. It is restricted to makes jokes that alienate those who come from different background. A leader should make positive change in the organization. The head should be a spokesperson for solve diversity issues (Handlechner, M, 2008). Nobody in the organization will refuse to what the leaders decide so leaders are the one who can start the change. Cultural diversity is not just an issue for senior leadership, its promotion and support should be an issue for the whole of Australians and they should consider it to be their responsibility too to help the country to make changes that promote cultural values and practices of all. We can conclude by saying that history of Australia reflects a multicultural journey. Although there are many issues related to the multicultural policies, as this policy was created by the government in the context of political contest and for electoral advantage. By now the people of Australia and the Australian Government have understood these policies and are helping in achieving the desired goals of bringing positive impact form such change. References Ingram, D. (2016). The Importance of Leadership in Business. Retrieved 6 October 2015 from https://smallbusiness.chron.com/importance-leadership-business-3117.html Merchant, P. (2016). The Positive Influence of Cultural Diversity in Organizational Behaviour. Retrieved 6 October 2016 from https://smallbusiness.chron.com/positive-influence-cultural-diversity-organizational-behavior-14460.html Burgehugheswalsh.co.uk. (2016). Leading change benefits. Retrieved 6 October 2016 from https://www.burgehugheswalsh.co.uk/leading-change/benefits.aspx Neill, M. (2016). Three Benefits of Developing a Leading Change Competency. Retrieved 6 October 2016 from https://martinoneill.net/three-benefits-of-developing-a-leading-change-competency Ahri.com.au. (2016). Cultural Diversity and Inclusive Leadership In Multicultural Australia. Retrieved 6 October 2016 from https://www.ahri.com.au/national-convention/program/main-program-friday/d1 Bolza, M. (2016). Cultural diversity: How does Aussie leadership stand? Retrieved 6 October 2016 from https://www.hcamag.com/hr-news/cultural-diversity-how-does-aussie-leadership-stand-220556.aspx Humanrights.gov.au. (2016). Cultural diversity in leadership. Retrieved 6 October 2016 from https://www.humanrights.gov.au/news/speeches/cultural-diversity-leadership Ceda.com.au. (2016). Five steps towards cultural diversity in leadership. Retrieved 6 October 2016 from https://www.ceda.com.au/2016/09/Dr-Tim-Soutphommasane Mayhew, R. (2016). Why is Diversity in the workplace Important to Employees? Retrieved 6 October 2016 from https://smallbusiness.chron.com/diversity-workplace-important-employees-10812.html Parvis, L. (2013). Understanding Cultural Diversity in Todays Complex World. Lulu.com. Kopka, D., Gross, J., Krueger, B. (2009). Embracing Cultural Diversity: A Cross-Cirricular Lesson Plan. Lorenz Educational Press. Jamrozik, A., Boland C., Urquhart, R. (1995). Social Change and Cultural Transformation in Australia. CUP Archive. Wotherspoon, G. (2016). Gay Sydney: A History. NewSouth. Deresky, H., Christopher, E. (2011). International Management: Managing Cultural Diversity. Pearson Higher Education AU. Moran, R., Harris, P., Moran, S. (2011). Managing Cultural Differences: Global Leadership Strategies for Cross-Cultural Business Success. Routledge. Handlechner, M. (2008). Managing cultural diversity and how to manage it within an organization. GRIN Verlag.

Recommendation Management and Staff Directory Essay Example

Recommendation: Management and Staff Directory Essay Recommendation Since, the problem at Sundale Club has begun when Ellis hired her close friend Chuck Johnson. Ellis action was bias when Havens reported about Johnson misbehavior, then after Haven was fired. Afterward the whole organization was in turmoil. Therefore the director of Sundale Clube should do something unless the organization will fall. There is several ways which would recover Sundale Club. 1). Restructure of staff directory. Look closely to Sundale Club staff directory, it is look very centralization which help Ellis, who has authority in important decision making on her department. Moreover Watts has lost his fire to run the Sundale Club. Nevertheless as the director Watts should done something to prevent the organization before he retire. Watts should changes the staff directory to, Board of director President VP Athletic VP Marketing VP Finance Manager Marketing Manager Finance Asst. Athletic Since Sundale Club is the largest athletic/social in the city. Centralization structure is not suitable for such large organization. Therefore Watts should change to decentralization; from this structure he can balance the power or authority among the top managers. Even though decentralization structure takes longer time on decision making, but it ensures that the organization will not go to the wrong path or fall into big problem as it was. 2). Hire new mangers or management’s team. As Sundale Club has changed its structure, next step, Sundale Club should recruit new management’s team. Watts might promote Carol and Ellis to the board director and he himself could take the president position as well. As social activities is the main income for the organization. We will write a custom essay sample on Recommendation: Management and Staff Directory specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Recommendation: Management and Staff Directory specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Recommendation: Management and Staff Directory specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Therefore social department Sundale can place it under marketing department. Sundale have to hire financial and marketing management teams. At athletic department, Sundale may put Pat in the VP athletic, since she has worked here for nine years, and Mercer may take the Haven position. Sundale should fire Johnson; because since he gets in the organization he makes his colleagues feel uncomfortable and most important is a lot of customers withdraw from being Sundale membership. 3). Rebuild the organization culture and gaining customers trust back. Sound difficult if Sundale have to rebuild its culture, but since Sundale has hire new management team, it’s become easier because new employees or managers do not know the Sundale culture yet. There for it is a good time to rebuild its culture. Moreover Sundale has to gain back its customers trust. Since there was a rumor about Johnson’s homosexual behavior in the organization and it will flow to the city too.

My Last Duchess Essays (724 words) - My Last Duchess, Free Essays

My Last Duchess Essays (724 words) - My Last Duchess, Free Essays My Last Duchess The Haunting Aristocrat In his dramatic monologue, Robert Browning uses irony, diction, and imagery to achieve a haunting effect. Robert Browning frequently wrote dramatic monologues to enhance the dark and avaricious qualities in his works. Brownings use of this particular style is to evoke the unconstrained reaction of a person in a particular situation or crisis (Napierkowski 170). A poem may say one thing, but when mixed with dramatic monologue, it may present a meaning at odds with the speakers intention(Napierkowski 170). This change may show the reader more insight into the poem without directly stating the underlying facts. The reader is allowed to isolate a single moment in which the character reveals himself more starkly (Napierkowski 171). Brownings use of dramatic monologue disposes the reader to suspend moral judgement (Napierkowski 171) causing a haughtiness to hover over many of his works. Browning uses irony in conjunction with dramatic monologue to produce a sinister and domineering effect. Irony, much like dramatic monologue, can make the reader question the true underlying meaning of the passage. This brief confusion causes an eeriness to be brought about in the work. In My Last Duchess, verbal irony is demonstrated when the Duke says to his guests, even had you skill in speech . . . which I have not(35-36). Throughout the poem the Duke proves that he is quite a polished speaker(Markley 172). The Duke is not a modest man, but him making this seemingly humble statement in the midst of all his power stricken remarks establishes situational irony. Dramatic monologue can make an unforseen ironic statement have an ominous surrounding that totally encompasses the readers attention. An individual may initially become very disturbed if an unannounced late night visitor knocked on their door, just as the Dukes unanticipated remark brought a weary feeling to the reader. Throughout My Last Duchess, Browning uses diction to further increase the haunting effect of his dramatic monologue. His precise and scattered word choice is meant to make the reader recognize the underlying haughtiness in his speech to the Counts emissary. The Duke refers to his former wifes portraits depth and passion in order to place a cloudiness over the realism of the painting. This, along with the faint and half-flush appearance that dies along her throat, brings about an overcast appearance to the poem. The Dukes trifling lack of countenance is evident in his jealousy of the Duchesss kindness toward others. Her benevolence disgusts the Duke, and causes him to stoop down to spouting off commands in her direction. The Dukes abrasive word choice intensifies the dominating effect in the poem My Last Duchess. Brownings use of imagery escalates the haunting effect in My Last Duchess. Throughout the poem the Duke proves to be the type of man that has to be in control. His need for control is displayed when he tells his guest that no one may draw the curtain . . . but I(10). A portrait of his previous wife is covered by this curtain. The Duke paints his own image of her through this dialogue. Everything the reader hears about the lady is filtered through the mind and voice of the Duke(Charles 278). He is obsessed with being in control. He didnt have full control over his previous wife, and that is why he refers to her as looking as if she were alive(2) in the portrait. The dominating image the Duke paints of himself by describing his last wife creates an eerie effect. The poem My last Duchess concludes with one distinct domineering image. The Duke draws his guests attention to a statue of Neptune taming a seahorse in order to show that he will demand complete obedience from his future wife. The Duke sees himself as a God(Charles 279), who will not yield to a subordinate for any reason. The image of the powerful god, taking control of the seahorse demonstrates the Dukes desired relationship between him and any woman. Also, the Duke is showing the emissary that he will rule his kingdom . . . with an iron fist(Charles 279) just like Neptune. The Dukes overbearing statements prove that he will put fear into his wife through his haunting tactics. Robert Browning presents a creepy feeling through his dramatic monologues. In My Last Duchess, he shows the reader the Dukes overbearing need for control and power through imagery, and he causes a weariness to overcome the reader through irony. Brownings use of precise diction also contributes to the eerie developments throughout the poem. By combining dramatic monologue, irony, precise diction, and

Psychological effect of Leishmaniasis Assignment

Psychological effect of Leishmaniasis - Assignment Example Due to lack of knowledge and literacy, the people in these areas find it better to keep away from such patients in order to avoid being affected by it themselves. These patients face a discouraging behave from everyone, and everywhere they go. In their report, Kassi et al. have mentioned the case of a poor girl suffering from Leishmaniasis, who was deprived of her basic education just because she was a victim of this disease. In addition, nobody was ready to marry her, due to this problem. [2] An important factor of these psychological effects is the involvement of the exposed parts of the body, like the facial lesions affecting nose and ears and sometimes leading to severe disfiguring of face; thus further increasing the social isolation of the patient. We prepared our report on the basis of the interviews conducted with the affected persons. There were ten male and ten female patients interviewed. Out of the ten male patients, five were between thirty to forty years of age, while the other five were above fifty years of age. Moreover, all of them had Leishmaniasis affecting their arms or legs. The questions conducted in our report comprised of questions covering the psychological effects of Leishmaniasis. This questioner is about asking the effects of this disease on patient’s personal life, family life, spouse relationships, disturbance at job place, psychological effects like embarrassment ant depression, outcome of this disease, social communication and also about any ways adopted by the patient to get rid of this lesion. The results of this short survey show different facts for the male and female patients. Among the male patients, it is seen that the psychological as well as social effects of Leishmaniasis were associated basically with the patients between the age group thirty to forty, while those above fifty, seemed to be less affected by such affects. While for the female patients, almost all of them suffered with

Explication paper Essay Example | Topics and Well Written Essays - 1000 words

Explication paper - Essay Example If the two resemble each other in the world’s image, he makes us undeniably reminisce of John Wyndham. It is constantly tricky to evaluate an amalgamation of anything as compared to a solitary unit, but inside its sparingly defined surrounding The Fat Man possesses a superseding style that connects the tales together. (It is probable that what proposed the relation with Magritte to the editors). This tale option is the center on character associations as a macrocosm of the broader surrounding, as compared to associations as an ingredient to it. The expression macrocosm is perceived to be the precise depiction of the broader proceedings as reflections of the parameters than it is to depict or explain those parameters as reflection s of the novel communal and ecological landscape. In addition, since the attention on character is so close up, obtrusive, the peripheral world has gone out of attraction. Carla and Paul are not bulged to provide an affectionate concern to a plot centering on the likelihood of genetic modification, they are the consequence of that likelihood being an acknowledged section of the community. It is evident that Mort and Lily are not focusing on the menace of the ecological devastation, the consequence of lax quarantine decrees in the space travel period. Both parties could not care a little less and the actual harm of the narrative is the harm to their association and not the globe’s ecology. In multiple manners, Carey has a technique to narrate that is more evocative of Wyndham who was extensively explained by Aldiss Brian that he was the spreader of the â€Å"cosy catastrophe†. In Carey’s individual cosy upheaval, his personal domestic dreams, the situation of the novel world of the prospects is depicted in brief brushstrokes on the perimeter of the canvas. In this novel, Alexander Finch might internally bar against the novel political array. He and his associate housemates might fantasize on blasting down the statue of

Health Status Of Gypsy Travellers Social Work Essay

Health Status Of Gypsy Travellers Social Work Essay A policy proposal written for an international agency detailing ways to improve the health and well being of the residents of a real community. The purpose of this Policy Proposal is to highlight, and bring to public attention, the inequalities in health status between Gypsy Traveller populations and non-Gypsy Traveller populations and to propose ways in which these inequalities can be addressed, tackled and reduced. To produce a valid, constructive proposal I will consider the health service priorities and health improvement targets, as well as experiences, beliefs and attitudes towards health of Gypsy Travellers. I will be using the generic term Gypsy Traveller to encompass the four separate groups; English Gypsies, Welsh Gypsies, Scottish Gypsy Travellers and Irish Travellers. Although each of these groups has a separate ethnic identity, evident from the different languages spoken by each group, they also share many aspects of a common cultural identity as traditional Travellers or Romani people. For the purposes of this study I will not be including New Age Travellers, as they have opted to take on this alternative lifestyle and are not of the same culture. There have been a few studies that find Gypsy Travellers (who are described variously as Gypsies, Travellers and Romanies, as well as other terms throughout these relatively small investigations) have an inferior health status to non-Gypsy Traveller communities. However, there is very limited, dependable evidence and data that proves this. At the moment health policy is focussing on trying to reduce the inequalities in health, in particular aiming at groups that are socially excluded. The department of health published a policy document in 1999 titled; Reducing Health Inequalities: an Action Report, claiming that one of the key aims of the Governments health strategy for England is to improve the health of the worst off in society and to narrow the health gap (Department of Health. 1999: 2). However, this proposal did not include any mention of the health, or health needs of Gypsy Travellers. This could be seen as an example of the extent to which Gypsy travellers are socially excluded. Gypsy Travellers are a socially excluded, ethnic group and, according to the small scale research already undertaken, require specific health needs that have not been met, or even recognised by the Health department. An investigative study that was undertaken in 2004 by Parry G et al, titled The Health Status of Gypsies and Travellers in England: A report of Department of Health Inequalities in Health Research Initiative Project 121/7500. The findings from this study confirm the concerns stated by authors of the reports that focus on the health of Gypsy Travellers. Parry G et als project backs up the smaller scale reports findings, and shows that there is a requirement for concern and action in this field. The report indicates that the health problems seem to be more serious among the highly nomadic persons within the Gypsy Traveller community (Parry G et al. 2004) Their report informs us that the results found for the health of the Gypsy Travellers that were being studied (study population) is significantly poorer than the results that were obtained from people of the same age and sex but from different ethnicities and social groups (UK general population). We are informed that the study group were between twice, and five times worse off than the general UK population, which cannot just be put down to the correlations with age, education and smoking. There was also some evidence that the people that required the health service the most were the ones using it the least; this is an inverse relationship (Parry G et al. 2004). Other results and findings from this report included every respondent mentioning that accommodation was a major factor. Not only is it the actual living conditions that are crucial to well being, but the fact that the ability to decide the type of accommodation they have, and whether or not they wish to continue a traditional travelling way of life is incredibly important and crucial to their sense of independence. Many of the respondents spoke about their lack of choice and the intolerable conditions they are in; another exemplification of the negative view the non-Gypsy Traveller has. (Parry G et al. 2004) Parry et als report noted that Gypsy Travellers find it hard to access healthcare, something which Feder touches upon in the 1989 Traveller gypsies and primary care in the Journal of the Royal College of General Practitioner. Feder tells us that gypsy Travellers often have trouble registering with a GP because the GP practices often reject them (Feder. 1989). Even when the Gypsy Travellers are able to register with a GP there is often communication difficulties between the health worker and Gypsy Traveller with experiences of, and also defensive expectation of, racism and prejudice (Parry et al. 2004). If improvements are to be made in Gypsy Traveller health, there needs to be a clearer idea of who is responsible for their health, i.e. is it all down to the Gypsy Traveller themselves to sort out health care or should it be the health authorities making sure any Gypsy Travellers that live within their region are accounted for and supplied with full healthcare options. My belief as to why there are such clear healthcare issues within the Gypsy Traveller community is that the healthcare officials have very little guidance when it comes to treating Gypsy Travellers, as well as the priority of the health of Gypsy Travellers being relatively low. These issues all need to be looked in to and resolved. Having said that however, for these issues to be overcome the overall problem of the Gypsy Travellers invisibility needs to be addressed first. However, including a category for Gypsies and Travellers on ethnic monitoring forms is not something that can just be added on. It should be done in consultation with the Gypsy Traveller communities and requires careful staff training. From the studies that have been mentioned above we can see that the health needs of Gypsy Traveller communities are currently not being met. The plans and provisions that are in place at the moment are not effectively tackling the problem and need to be analysed and updated. Methods need to be put in place that would improve both access to healthcare by Gypsy Travellers, as well as the service the Gypsy Traveller receives. There are some options we can look at that will greatly aid the cause. The idea of setting up a partnership with the Gypsy Traveller communities in the delivery of healthcare has been looked at before. An example of a partnership model was developed in the form of a pilot primary health care project in 1994 in Ireland. Traveller women were given training to develop their skills in providing community based health services to their own community in partnership with public health nurse co-ordinators (Parry et al. 2004). Partnership models also imply that Gypsy Travellers be actively consulted and involved in local health planning and service development. There are examples of this working well in Cambridge, Newark and Leeds where Gypsy Travellers are working in community development and in close partnership with health workers. Another way in which the Gypsy Traveller voice will be heard is to periodically invite Gypsy Travellers to participate in any forums that exist for Black and other Ethnic Minorities. This would mean that their needs are constantly out for the public to be aware of and eventually this would decrease the negativity that is witnessed towards Gypsy Travellers, and reduce any barriers the Gypsy Travellers may have come across in accessing public healthcare. Improving the cultural awareness of healthcare staff is a priority but with the very little evidence to support the effectiveness of cultural awareness training that is currently provided, this change should be evaluated in terms of its effectiveness at changing the negative attitudes that are at the centre of a lot of the discrimination. The Traveller Health Strategy 2003-05 of the Republic of Ireland is an example of inter-departmental coordination in regards to the gypsy traveller health. A similar inter-departmental Task Force in England would command wide support. It was clear from my research that dedicated health visitors for Travellers were highly valued and played an important role in being able to supply access to other health services. Targeted service provision has long been a practice for a range of groups, and should be practice for Gypsy Traveller groups as well. A compelling point was made in one of my research articles; if all doctors and health staff were trained to respect people then there would be less need for dedicated services and some participants were quite emphatic that there should be no specialist provision that Gypsy Travellers should be treated with the same respect and care as others in the population.