Employment Opportunities for Indian Migrants in the Accounting Industry within Australia - Research Proposal Example

EMPLOYMENT OPPORTUNITIES FOR INDIAN MIGRANTS IN THE ACCOUNTING NDUSTRY WITHIN AUSTRALIA Name Institution Professor Course Date Employment Opportunities for Indian Migrants in the Accounting Industry within Australia Chapter 1: Introduction Australia has been one of the stable economies in the global context offering substantial opportunities for international and national investment. The nation has been attracting global pool of skilled migrants under the influence of the formalized migrant program approach. The purpose of the formalized migrant program is to resolve the estimated skills shortage in diverse industries within the nation. The laws that regulate the immigrant population in India have also contributed to shortage in skills considering that the skilled Indian immigrants are important to Australian economy. According to Australian Bureau Statistics (2011), the number of applications from Indian migrants has been on the decline following the financial crisis of 2008-2009, thus the rapid shift of percent from 48 percent in 2008 to 24 percent in 2011. This is an indication that there is still a large population of Indian professionals internationally mobile. The Indian migrants are particularly vulnerable to counterproductive workplace behaviours and traits in relation to immigration and recruitment as well as screening policies, which tend to focus on qualifications, job experience, and English language ability, gender, networking skills, age, and mentoring support needed (Graen & Graen 2005). In most cases, employers tend to deem high age as an indicator of sufficient amount of experience for the employees. In addition, gender prejudice and stereotype are still eminent in the Australian society, hence limiting diverse employment opportunities for the Indian migrants in different industries. Non-natives tend to face critical challenges in attempts to tie up social networks to facilitate a positive drive to their career development (Almeida et al, 2012). Some of the major challenges or obstacles in this context include English language issues and communication problems. Moreover, Indian migrants require substantial mentoring support to facilitate their adjustment in accordance with the Australian culture and context. These issues within the employment industry make it valuable to organise and execute an extensive research to identify and evaluate barriers affecting acquisition of employment opportunities for Indian migrants in relation to accounting industry in Australia (Almeida et al, 2012). Other than convergent interviewing and survey, the study will also consider exploiting the valuable pool of knowledge as well as past studies in understanding challenges facing Indian migrants in Australia. The existing information and resources will be ideal in evaluating the current situation of the Australian accounting industry. In addition, the approach will be critical in facilitating effective and efficient correlation of the findings of literature review with the practical data and evidence while utilising qualitative research design and survey. One of the relevant implications of executing this research would be massive impact on the growth and development of the Indian youth. The findings of the study on potential barriers and obstacles will be vital in enabling such group to make practical decisions in their career. The Indian immigrants will have the opportunity to ponder whether to locate in Australia as well as enter the accounting industry within the nation or not with reference to advancing their career. The research question for this study is: What are the factors affecting career development for Indian immigrants in the accounting industry within Australia? Chapter 2: Review of Literature The main objective of this review is to provide information of the exiting literature concerning the role of the government in providing career development platforms for Indian population. This is aimed at the hypothesis that the government of Australia has a major role in improving the wellbeing of immigrants in terms of their career standards. It is possible to explain the essence of ‘skills mismatch’ as a multidimensional issue from diverse angles (Hongxia Shan, 2012). From a general perspective ‘skills mismatch’ relates to situations in which employees’ skills exceed or lag behind those sought by employers. There are diverse reasons for the occurrence of skills mismatch inclusive of the types of skills valued in the marketplace (Hongxia Shan, 2012). The changes or transformations of the skills valued in the marketplace might contribute to emergence of a gap between the available skill and the needed skills as a technique of identifying areas for career development. Previous studies demonstrate that among the individual competencies, English language proficiency proves to be more crucial for the effective and efficient integration of immigrants in the host nation (Hongxia Shan, 2012). Differences in job satisfaction as well as outputs in relation to the essence of English language fluency across immigrant entities demonstrate the influence or importance of English for labour market success. For instance, the low level of English language skills in relation to immigrants contributes towards their low chances of procuring employment opportunities as well as underutilization of skills. From this perspective, the improvement of English language skills would facilitate an enormous increase in the job satisfaction and employment performance of immigrants within the case of Australia. In addition to the essence of English proficiency, immigrants must also focus on the adoption and integration of effective and efficient communication skill, which is another essential determinant of employment success in the Australian accounting industry. It is essential to note that communication skills such as formal English test score is a vital requirement for the skilled immigrants seeking to ply their trade in Australia (Greg, 2011). Nevertheless, this does not translate to ensuring the requisite English skills critical in the course of securing the expected employment opportunity within the accounting industry in Australia. According to Almeida (20100, employers do not consider the English test score to be essential or adequate in the assessment of the communication skills of the immigrant professionals to facilitate quality and effective interaction at different workplaces. On the other hand, employers tend to evaluate additional facets of communication skills with reference to tact, modesty, interaction skills, interpretation elements, fluency, confidence, and exploitation of face-to-face communication mechanisms while handling the needs and preferences of the consumers at the end of the fiscal period (Kramar, 2012). It is also critical to note that formal education and work experience play critical roles as important facets of immigrants’ securing employment opportunities as well as their integration into relevant industries in the case of Australia. Formal education and work experience have massive influence of the participation of the labour force as well as economic independence of the immigrants in pursuit of employment opportunities in Australia (Lisa et al, 2011). Diversities in relation to education and work experience that an immigrant acquire in the source nation and the requirements of the relevant attributes in Australia tend to have substantial implications on the employment outcome of immigrants. Lack of contextual skills as well as work experience tends to indicate that a significantly higher proportion of the skilled and qualified immigrants remain jobless in Australia following their arrival in pursuit of such employment opportunities. According to Ho (2004), highly educated Chinese immigrants keen on re-building their careers in Australia tend to experience substantial shock upon finding that potential employers in diverse industries devalue their experiences and qualifications. Employers tend to assess immigrants’ educational qualifications differently in comparison to their local qualified counterparts. In spite of having pre-migration qualifications accreditation, employers seem reluctant to hire immigrants who do not possess work experience of the host nation. The essential recognition of international qualifications by Australian employer relates to the lower pay-off for the immigrants in pursuit of employment opportunities. In Australia, employers tend to evaluate personal attributes as well as the ability of the immigrants to fit into organizational and role requirements prior to recruiting such potential employees into diverse industries (Amanda, 2004; Benoit, 2010). Culture also plays a critical role in the procurement of employment opportunities by immigrants in the case of Australia. Employers tend to value societal and workplace culture as well as the nation of birth, which are ideal in understanding personal attributes. From this perspective, employers focus on utilization of cultural background of immigrants in determining their integration into a new working environment. According to Pires et al. (2006), differences between the host’s mainstream culture and the new arrival’s home culture determine the level of challenges of acculturation in the course of integrating immigrant employees in Australia. In the modern context, Australia tends to attract and retain immigrants from diverse cultural backgrounds (Jelena et al, 2010). This makes it essential for the employers to focus on the ability to demonstrate social cohesion as well as inclusion as important factor for improving the competitiveness of the nation in diverse industrial operations and transactions. Moreover, cultural competence is valuable in the pursuit of national multicultural policy within the case of Australia. Cultural competence enables immigrants to have quality immigration and settlement processes, thus enhancing their chances of acquiring employment opportunities within the accounting industry in Australia. For immigrants to increase their chances of obtaining such employment opportunities in Australia, they need to make the critical and vital cross-cultural adjustments in relation to organizations of interests. These attributes will be ideal in the achievement of employment satisfaction in accordance with the demands of the Australian organizations and relevant employers (Mahmud, 2014). The process of immigration from nation of birth to the host nation relates to diverse issues such as emotions, cognition, and behaviour. Similarly, workplaces tend to offer complex contexts and contested spaces for the immigrants because of factors such as new working environment, language difficulties, communication challenges, cultural diversities, and discrimination from employers and officials within the host nation. Vulnerability of the immigrants to such stressors proves to hinder their chances of acquiring employment opportunities within the accounting industry in the case of Australia (Almeida et al, 2014). Furthermore, such stressor might also limit their potential to succeed in diverse employment opportunities. Australian employers tend to have cultural ethnic and religious biases inclusive of fewer acceptances to Muslims and Asian immigrants. These attributes and perceptions contribute to adverse effects in relation to the adjustments of the immigrants in their relevant workplaces. Employers tend to concentrate on the ability and expertise of the overseas-trained professionals to fit into the standards of the workplace culture within the case of Australia. Previous literature tends to confirm diversities in job satisfaction between English speaking background and Non-English speaking background immigrants. The Non-English speaking background immigrants tend to obtain or secure low status jobs, minimal wage benefits, and low increments from the possession of overseas qualifications. From this perspective, very few NESB immigrants reaching Australia obtain quality employment opportunities. Nevertheless, the majority have very limited access to employment opportunities in their field of profession because of issues such as English deficit, ethnicity, and country of origin. These issues are essential in the generation of greater integration hurdles in the Australian labour market for the NESB immigrants in comparison to their ESB immigrants (Mahmud, 2014). It is also essential to note that lack of Australian English tends to limit the access of most immigrants in pursuit of employment opportunities within the context of accounting industry in Australia. Nevertheless, it is ideal to note that not all immigrants tend to face these attributes thus lag behind in pursuit of employment opportunities in Australia. In certain cases, such immigrants tend to outdo, and not just match their Australian counterparts in diverse employment opportunities. Conclusively, the previous literature identifies key factors such as English proficiency; experience, cultural diversity, and age play a critical role in the acquisition of employment opportunities in Australia. Figure 1.0 Key areas for career development to ensure workplace integration of skilled immigrants Chapter 3: Methodology The purpose of this research is to investigate the effects and implications of social networking support, age, gender, mentoring, and English language skills on career satisfaction of Indian migrants in accounting industry in the case of Australia, this is aimed at answering the research question: What are the factors affecting career development for Indian immigrants in the accounting industry within Australia? In this case, the dependent variable will be job satisfaction. On the other hand, independent variables in the study will include gender, age, English language skills, mentoring support, and social networking support and employment. In order to determine the relationship between the dependent variable and the independent variables, the research will focus on adopting and integrating qualitative research method and design. In the first instance, the study will focus on incorporating secondary data collection and analysis techniques. For instance, the study will review and evaluate authentic academic international databases. This is through locating quality research papers and articles from databases such as EBSCO, Emerald, and Google Scholarly books and articles. In addition, the study will focus on exploiting primary data collection and analysis technique with reference to integrating RMMRI (Ragins & McFarling Mentor Role Instrument). This primary data collection technique will be essential in the execution of a structured qualitative survey with the intention of evaluating and assessing the career as well as psychological functions of the migrants in relation to their level of job satisfaction. The study will focus on utilising convergent interviewing technique with the objective of ensuring inclusion of the relevant questions from the selected scale in the course of collecting substantial data in accordance with the research scope and questions. As a structured qualitative survey, convergent interviewing technique will concentrate on 200 students because of the feasibility of the collection and analysis of data in accordance with the research population and sample. Moreover, the study will consider integrating informed consents to address confidentiality of the research participants thus protection of personal information of the students taking part in this study. Limitations of the Study One of the potential limitations of this research will be its focus on career development as well as psychological factors affecting job satisfaction of the Indian migrants in the case of accounting industry in Australia. In addition, it is ideal to note that international expatriate issues in this research will be factors in relation to job satisfaction such as networking, English language skills, gender, mentoring, and age. From this perspective, the study will not focus on the processes as well as procedures of enrolment and recruitment such as selecting, hiring, firing, rewarding, and so on. This will provide the perfect platform for organisation and execution of future research on such enrolment and recruitment factors in relation to human resource management. Chapter 4: Results This study had the objective of confirming the hypothesis that the government of Australia plays an important role in the development of Immigrant Indians in terms of career development. According to the initial review in relation to the scope and research question, there is potentiality of experience mixed relationship between independent and dependent variables. In the first instance, age is likely to play a critical role in the job satisfaction of the Indian migrants in the case of accounting industry in Australia. For example, employees might consider age as one of the factors in the determination of job experience. In the case of high age, such migrants have the ability and potentiality of acquiring employment opportunities in Australia with reference to different accounting firms. On the other hand, junior employees and migrant youth might be at the negative end of the cycle since employers will possible be deeming them inexperienced for the employment opportunities. From this perspective, age might act as a barrier or opportunity depending on one’s age in pursuit of the employment opportunities in the case of accounting firms in Australia. In addition, English language skills might have critical influence in the potentiality of the Indian migrants in their course of seeking employment opportunities in the Australia accounting industry (Mahmud et al, 2014). English language is the mode of communication in Australia. In order to survive in the industry, migrant Indians have the obligation and responsibility to grasp the language concepts with the intention of understanding and communicating effectively and efficiently with their employers as well as clients (Almeida et al, 2014). Lack of substantial English language skills would limit the ability and potentiality of the Indian migrants to pursue their career goals in accounting firms within the case of Australia (Wollongong, 2014). Similarly, social network support, gender, and mentoring as some of the psychological factors affecting job satisfaction might play critical roles in affecting the acquisition of employment opportunities by Indian migrants in the accounting industry in Australia (Ying et al, 2013; Julian et al, 2002; Greg, 2011; Fang et al, 2013). From this perspective, there is need for the Australian industry to adopt and integrate diverse platforms to ensure that the Indian migrants have equal opportunities in acquiring employment in the accounting industry. Some of such platforms would include effective mentoring actions, implementation of favourable policies and regulations for recruitment and selection with the intention of limiting gender prejudice, and training activities (Quintini et al, 2011; Ray, 2005, Ying et al, 2011; Charmine, 2004). Chapter 5: Conclusions The purpose of this research is to evaluate the effects and implications of social networking support, age, gender, mentoring, and English language skills on job satisfaction of Indian migrants in accounting industry in the case of Australia. In order to achieve this purpose, the study will focus on integrating qualitative research design under the influence of converging interview techniques. In addition, the study will exploit authentic academic resources from ideal databases with the intention of understanding the gaps between executed researches and expected studies. These attributes are ideal in the collection and analysis of substantial data in accordance with the research scope as well as research questions. Theoretically, this study seeks to reveal the best way to motivate skilled Indian immigrants through career development in the accounting industry. The expectancy theory asserts that proper identification of areas of interest to employees increase their ability to work effectively. Practically, the study will also be useful to potential applicant’s interested in moving to Australia for potential employment opportunities. They will be able to understand the prevailing conditions in the accounting profession. References Almeida, S., Fernando, M. & Hannif, Z. (2014). Human Capital theory: explaining the underutilisation of skilled immigrants in Australia. In H. Hasan (Eds.), Being Practical with Theory: A Window into Business Research (pp. 124-125). Wollongong, Australia:THEORI. http://eurekaconnection.files.wordpress.com/2014/02/p- 124-125-human-capital-theory-theoriebook_finaljan2014-v3.pdf Amanda et al, (2004), “Preferences in recruitment and selection in a sample of Australian organisations.” International Journal of Organisational Behaviour, 9 (1), 581-593. 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Härtel (2013) Acculturation attitudes and affective workgroup commitment: evidence from professional Chinese immigrants in the Australian workplace, Asian Ethnicity, 14:2, 206-228, DOI: 10.1080/14631369.2012.722445 Appendix A: Method survey, Convergent interview Section A: Personal detail a. Name b. Nationality c. Age d. Visa status: e. Marital status f. Occupation Section B: Career development 1. Are you satisfied with your with your working environment? Give reasons 2. What do you consider as the five most important factors that define career development 3. What are the strategies that your employer has developed to ensure career development? 4. How do those strategies you have identified in (4) above related to your working environment in terms of career development? 5. Do you consider age as a factor to consider when identifying individuals to engage in career development initiatives? Why? 6. In a scale of 1-10 please gauge your English proficiency where 1 is less proficient and 10 is highly proficient 7. Does your employer engage you in mentoring initiatives? How does it contribute to career development? 8. What is the essence of social networking support in career development? 9. Does your employer engage immigrant population in social networking support? If Yes, How is it beneficial? If no, why? 10. What is the relationship between gender bias and career development? 11. How does your organization ensure gender balance? Appendix B: Variables The dependent variable Job satisfaction Independent variables Gender Age English language skills Mentoring support Social networking support Employment Read More