Hitler s Leadership Improved The German Economy - 1209 Words

â€Å"I don’t see why man can’t be just as cruel as nature† (Gavin 14). This is the mentality of the heartless founder/leader of National Socialism and Germany. Adolf Hitler is mainly known for the unforgivable deeds he committed throughout his dictatorship during World War Two in which he caused many great sufferings and deaths; ironically, his leadership improved the German economy. He was once a decorated war veteran of World War One but now is the most hated dictator of the twentieth century and arguable throughout human history. Hitler had a harsh childhood due to the large amount of deaths of his siblings and mother, which greatly affected him later in life. In the year of 1889, Hitler was born in Braunau, Austria on April twentieth. He was born into a large family of six children to the marriage of Alois Hitler at the age of fifty-one and Klara Polzl at the age of twenty-eight. Being the fourth, he looked up to his two brothers and sister; Alois, Edmund, a nd Paula. At six years old, Hitler’s father retired from his career as a customs official and relocated the family to Linz, Austria where he spent most of his childhood (UXL Bio). When his brother, Edmund died in 1990 Hitler became detached and introverted. His loss of interest in many activities caused him to become an insouciant student and eventually dropped out of high school at age sixteen. Being an educated businessman, his short-tempered father was full of rage when he heard his son threw away his education toShow MoreRelatedAdolf Hitler As A Leader Of Nazi Germany1677 Words   |  7 PagesAdolf Hitler once said â€Å"It is more difficult to fight against faith than against knowledge† (â€Å"30 Eye Catching Hitler Quotes.). In a dictatorship there is one ruler who is in charge of everything in the nation in which he/she rules. Adolf Hitler was born on April 20, 1889 in Braunau am Inn. Hitler also known as Fà ¼hrer; he was chancellor of Germany from 1933 to 1 945, and served as dictator from 1934 to 1945. Adolf Hitler was the leader of Nazi Germany, he was one of the initial causes which triggeredRead MoreThe Effect Of The Volksgemeinschaft Policy On The Rising Of German Anti Semitism1701 Words   |  7 PagesPlan of Investigation: The motive of this investigation is to analyze the extent of which the Volksgemeinschaft policy affected the rising of German anti-Semitism. The policy arose from the yearning of a society in which there would be less to no differences in class and more unification within the people. The Volkgemeinschaft itself can be defined as a â€Å"people’s community.† One of the aspects to consider when analyzing the importance of the Volksgemeinschaft is the terrific and grand impact it hadRead MoreThe Great Depression Provided A Political Opportunity For Hitler s Leadership And Racially Motivated Ideology2723 Words   |  11 Pagesit was fun to form the nazis Under Hitler s leadership and racially motivated ideology, the Nazi regime was responsible for the genocide of at least 5.5 million Jews hitler shot himself and his fam,ily as britain marched on berlin After World War I, Hitler returned to Munich.[72] With no formal education or career prospects t the time of Hitler s rele ase from prison, politics in Germany had become less combative and the economy had improved, limiting Hitler s opportunities for political agitationRead MoreThe Treaty Of Versailles During World War I2668 Words   |  11 PagesThere is no question that the German people showed a high level of discontent with the Allies after World War 1, especially since the unveiling of the terms from the Treaty of Versailles. Possibly the most humiliating clause implemented in the Treaty of Versailles was Article 231, also known as ‘War Guilt.’ This was a term, which forced Germany to accept all responsibility for initiating the First World War along with paying a detrimental bill of  £6.6 billion for war reparations , strongly demandedRead MoreThe World Of The Second World War1794 Words   |  8 Pages The Second World War lasted from 1939 to 1945, which involved most of the world s nations, organized into two opposing military alliances: The Allies and the Axis. It is considere d the most extensive war, with more than 100 million armed forces assembled. The Allied forces placed their entire economic, industrial, and scientific capabilities at the service of the war effort, destroying the difference between civilian and military resources. It was the deadliest conflict in human history (Reference)Read MoreThe United Nations7583 Words   |  31 Pagesof the Security Council. Adolf Hitler (20 April 1889 – 30 April 1945) was an Austrian-born German politician who was the leader of theNazi Party (German: Nationalsozialistische Deutsche Arbeiterpartei (NSDAP); National Socialist German Workers Party). He was Chancellor of Germany from 1933 to 1945 and Fà ¼hrer (leader) of Nazi Germany from 1934 to 1945. As effective dictator of Nazi Germany, Hitler was at the centre of World War II in Europe and the Holocaust. Hitler was a decorated veteran of WorldRead MoreHistory Term 2 Paper1825 Words   |  8 Pagesand opened up the roads again in May 1949. Einsatzgruppen The Einsatzgruppen were squads composed of German SS and police. Hitler decided to attack the Soviet Union under the code name Operation Barbarossa. This was a massive surprise invasion. â€Å"As the German army moved into the Soviet union in June of 1941, there were 4 SS units called the Einsatzgruppen†¦. They would follow behind the German groups on the front lines† (lecture, 1/8/16). Their jobs were to eliminate any captured communists, andRead MoreGrade 10 History Notes3557 Words   |  15 PagesAfrica over colonies. Joseph Chamberlain, Britain’s minister of colonies, told Laurier to send troops to help. †¢ English-Canadian Imperialists: Felt that it was their duty to help Great Britain in the war. Argued that war would be beneficial to economy, and help Canada get on good terms with Britain, who would help them in the Alaska Boundary Dispute. †¢ French-Canadian Nationalists: Did not wish to support the British war. Did not agree with Chamberlain’s goal of conquering South Africa. Felt CanadaRead MoreHistory Grade 10 Exam Review6476 Words   |  26 PagesWoodsworth (Winnipeg MP): 1921–1925, 1925- 1942 * Created CCF * Creation old age pension plans * Hitler * 1933 ïÆ'   Leader of fascist Nazi Party * Chancellor of Germany * Benito Mussolini * 1922 ïÆ'   took power in Italy * First fascist dictatorship in Europe * Neville Chamberlain: 1937- 1940 * British PM * Warned Hitler England was ready to go to war to prevent Germany from getting more European territory * Winston Churchill: 1940-Read MoreWilliam Shakespeare s The Merchant Of Venice3446 Words   |  14 PagesOver four hundred years after The Merchant of Venice was first written, the debate rages on about Shakespeare s intentions regarding the character of Shylock, whether the play is anti-Semitic or a criticism of the Christian anti-Semitism of Shakespeare s time, and even whether the play should be taught in schools. Anti-Semitism, often called ï ¿ ¼ the longest hatred, ï ¿ ¼ is both an age-old problem and a current challenge. For centuries Jews have been accused of treacherous acts, including the murder of

The Effect Of Two Multicomponent Lifestyle Interventions...

The objective of the PREMIER research was to study the effect of two multicomponent lifestyle interventions on estimated coronary heart disease (CHD) risk compared to advice alone intervention.1 The study also evaluated whether the differences can be detected in the effects of the lifestyle interventions among subgroups defined by baseline variables.1 The results from the study can help future researches to focus on the intervention that has proven to be effective in reducing the heart disease risk. The PREMIER study was a National Heart, Lung, and Blood Institute (NHLBI) sponsored, multicenter, 3-group, parallel-arm randomized trial conducted in the United States.1 For the study, a total of 810, of which 62% were women and 34% were black, healthy adults with untreated prehypertension or stage 1 hypertension who met the Joint National Committee on Detection, Evaluation, and Treatment of High Blood Pressure criteria for a 6-month trial of nonpharmacological BP treatment, were recruited.1 The participants were randomized to 1 of 3 intervention groups: An â€Å"advice-only† group, an â€Å"established† group (EST) that used established lifestyle recommendations for blood pressure control (reduced sodium intake, weight loss, and increased physical activity), or an â€Å"established-plus-DASH† group (EST+DASH) that combined established lifestyle changes with the DASH (Dietary Approaches to Stop Hypertension) diet.1 The mean age of the participants were 50 years, the mean systolic/diastolic

Alcohol Advertising and Youth †Paper Free Essays

Alcohol Advertising and Youth Jessica SOC1001: Introduction to Sociology December 18, 2011 Alcohol Advertising and Youth Researchers are investigating alcohol advertisement and youth in today’s society because advertising is leading to positive beliefs about alcohol causing drinking to increase. This is a problem that needs serious attention and needs to be dealt with. National as well as state-level longitudinal studies in the United States have found that exposure to alcohol advertising in various venues – including broadcast, print, outdoor, point-ofpurchase and sporting events – can predict onset of drinking and heavier drinking among young people (Jernigan, Ostroff and Ross, 2005) Camy’s (2005) analyses rely on statistical sources and measurement concepts standard to the advertising media planning and research field, but to our knowledge rarely accessed by public health researchers. We will write a custom essay sample on Alcohol Advertising and Youth – Paper or any similar topic only for you Order Now They are based on the merging of two sets of commercially available databases: occurrence tracking (for brand advertising) and audience estimates (for various demographic groups). (Jernigan, 2005) The data are calculated at the local market and national levels and are reported using the advertising industry standard measures of audience composition, gross impressions, and gross rating points. (Jernigan, 2005) In the journal, it states two compositions: Audience and magazines. Audience composition refers to the percentage of the audience that meets different demographic criteria. For instance, young people ages 12-20 are approximately 15% of US population aged 12 and above. (Jernigan, 2005) A magazine audience composition of more than 15% 1220-year-olds will be likely to create the situation where youth are more likely per capita to see the magazine than adults over 21 years, the legal drinking age in the United States. In analyzing magazine advertising alcoholic beverages in 2003, Camy found that young people aged 12-20 were exposed per capita to 48% more beer ads, 20% more distilled spirits ads, 92% more ads for â€Å"alcopops† and alcoholic lemonades such as Bacardi Silver and Smirnoff Ice, and 66% fewer wine ads than adults 21 and above (most likely because wine markets tend to appeal more to older adults) (Jernigan, 2005) Magazine advertisement was analyzed by gender. This analysis revealed that girls were far more overexposed compared to women of legal drinking age than boys were when compared to men of legal drinking age. Jernigan, 2005) Girls saw 68% more beer ads and 95% more ads for alcopops per capita than women, while boys saw 29% more beer ads and 37% more alcopops ads than men (Jernigan, 2005) Television – particularly national broadcast – offers advertisers less precision with which to reach their desired audiences than either magazines or radio. (Jernigan, 2005) Between 2001 and 2003, alcohol companies broadcast 761,347 product ads on US national and local broadcast and national cable television. Jernigan, 2005) On the internet, traffic to 55 alcohol company websites was tracked for CAMY. Many of these sites feature content such as video games, free music downloads or music videos, alcohol-themed sexy screensavers, and viral marketing. (Jernigan, 2005) In the last six months of 2003, the season of heaviest alcohol advertising (Jernigan, 2005). It is hard to think of a good solution because the advertising in going to be revealed and I believe that teens will view them because it is something â€Å"interesting†. A lot of youth view it as being a cool thing to see and advertising is going to be out there for all to see, read or hear. There could be a lot of solutions to try, but would any stick? That is the question. Personally, advertising is a terrible issue that really needs to be looked into deeply and taking very seriously because it is causing more harm every day. References Jernigan, David H. , Joshua Ostroff, and Craig Ross. â€Å"Alcohol Advertising and Youth. † Journal of Public Health Policy 23. 3 (2005): 312-25. Web. 19 Dec. 2011. How to cite Alcohol Advertising and Youth – Paper, Papers

Literature Review Challenges Faced by Young People Entering in to the

Question: Literature review: Challenges Faced by Young People Entering in to the Job Market. Answer: Executive summary Various research indicates that young peoples expectations when entering the workforce and their degree of knowledge are not usually the same for all of them. This research investigates the challenges and issues that young people face when entering in to the job markets. In doing so, this research will analyse these factors while suggesting some of the areas that can be employed by both potential employers and educators in order to prepare young people for the job market. This is because there is still little knowledge of the labour market opportunities among young people since most of them rely on primary sources of knowledge like friends and family. This research insist of the need for more awareness of skills needed for them to be able to obtain employment. Introduction Professionalism and youth employment has been widely discussed in most parts of the world, however due to the fact that there is a lack of organisation to support young employment is hindering a nationwide debate on the same(Macguire et al., 2013). Since there is the absence of there, there is a great hindrance in the policy which defines young employment and debate continues to be led by youth workers, academicians and practitioners(Didier, 2014). There is little research done for the discussion on the challenges faced by young people seeking work, it is however clear that there seem to be a strong feeling that the pressure is likely to move forward to professionalization of the self-serving and willingness to shift youth focus and have young people guiding them(Nunn et al., 2014). It is thus important that young people need to be articulated on who they are professionally and what they are looking for when seeking employment(Baur et al., 2013). This is because there is a high level of little awareness among the youth when it comes to expectations of employers. AlsoAdrian (2007), recounts views of employers on the fact that most young people are always not aware of areas that they exhibit weakness before they enter the job market especially in relation to their lack of soft skills. This kind of research findings will also go together with studies of young people who have in one way or another experienced paid work and who also have appeared highly aware on the skills and abilities employers seek for and who are able to seek and foster such traits(Cameron, 2004). For example, Baur, et al. (2013), concluded that modern young student workers are able to gain learning experiences with regard to their professional life so as to make them ready to take on their future careers. The authors also added that young people intention for schooling would normally look at constructing the capacity that will enable them to be more reflexive and view themselves and professionals that employers might find value in and consider them as equal employees in various professionals(Baur et al., 2013). This paper this discusses some of the issues found among young when seeking employment and provides ways in which such issues can be avoided. Challenges faced by young people when entering the Job Market Even though young people may at times report to be aware of the importance of professional skills or they may feel as if they got them, several literature indicates that they still feel as if they are vulnerable, lacking or unprepared to start working(Cascio Wynn, 2004). It is evident that young people often report finding the early days of their first job as being very intimidating, anxiety provoking and daunting and would often feel that employers hold a very impracticalprospects of their skills and abilities with regard to their lack of experience. According to Lim, et al., (2016), some young people report difficulties especially when it comes to adjusting their professional life especially with regard to long hours and levels of responsibility that is involved in their job. Different literature advocate that educators should be able to provide a lot of guidance for young people who are looking for a professional carriers so that they are able to understand and deal with the anxiety which they may experience when they enter work(Macguire et al., 2013). This should also be translated to employers who need to make an effort to socialize young people when they enter workstations for the first time. Ways of improving young people readiness The engagement of young people with workplaces before they can transition to educationafter employment can take another type of part-time work which is combined with study, employer involvement and work experience which should be part of their education system(H.Zhao Seibert, 2006). According to Arruada (2004), engagement of young people in the workplaces before they transition to the post study employment will provide them with a range of benefits. Graffin, et al. (2011), also demonstrates that the soft skills which are called upon to relate to employers will be best developed when someone is on the job. It is also a common practice for employers to seek employees who have some form of work experiences in the chosen field(Gandolf, 2008). When a young person is able to have some form of placement of work before will make them to be able to develop proper skills for employment and confidence which will also identify with the advantages associated with employment; they will in turn be in a position to avoid culture shock which often come during the time they begin work. Lim, et al. (2016), affirms that prior engagement is important for them since it improves their post study job prospects which is found though post study job prospects, the designing of their curriculum vitae and also assist them to refine their career decisions and pathways. Other studies in Australia also found that structured engagement which is done through school based placements are of more value to the young people since through this they are able to enhance employability that the part time work which usually provides them with short term experience(Deng et al., 2003). When this is compared with studies in the united kingdom of young people it reveals that the majority of young people who felt that experience at work is one of the most valuable means through which they can build employability before they begin work. In another report by Evans, et al. (2015), one looks at the range of mechanisms that school students among other unemployed young people can undertake work experie nce.Adrian (2007), in his research on corporate truths also identified views from young people on the deficiencies of such programs(Cooper et al., 2006). This is important as it lease to the employer and advocacy bodies in the country to develop guides which set out how work knowledge should be recast to be more meaningful for the people involved. Cascio Wynn (2004) also adds that such bodies have also began promoting great links between companies and scholastic institutions by also suggesting ways in which employers can be able to engage with young people in Australia and a more local level. Cooper, et al. (2006), also profiles some of the employment programs and initiatives that are run by labour markets intermediaries who are found to improve the work readiness of young people. Professionalism Issues In his paper on job interviews, Baur, et al. (2013) wrote that the young work market today is at the crossroads. One needs to ask themselves which factors make employment for the young very unique and effective as ones that will be sacrificed if professionalised. It is also important to note that historically youth workers have always faced professionalism with a lot of suspicion for various reasons. Some of them come in to work with no formal qualifications and are afraid that professionalism is going to reduce their opportunities to do their job of which they are drawn in to(Chen Lau, 2000)(Chun et al., 2003). Because there is a lot of unavoidable desire with regards to values and practice, there is always a great misunderstanding on the fact that the young people who have gone through professional training may not allow for the unconventional working styles with other people. The main reason this happens is because young employees have a tendency of resisting organisation as they value autonomy and innovation. Graffin, et al. (2011) also added that the main issue for young people looking for work for the first time is on the idea that they take pleasure in their role as campaigners of other youth when it comes to institutionalism which is often taken with a lot of suspicion. It is however important to note as adrian (2007) said, even though are always campaigning for the interest of other young people,, they may also be sseen as using the same position to improve on the own status which can be at the expense of the customer. It is also important to understand that people who push for employment among youth need to be formalised and standardised, professionalised and must contine to report incidents and other wyas which cannot reflect in the best practice which at times can be seen as being very unethical with regard to their practices. In addition, young employees are also seen as being marginalised while discussing other areas of work since they do not have enough experience. In another research Bryant Kazan (2012), examined strategies which engaginginstitutes can use to provide support for novice workers and how this is put together. Among the areas that the study targeted included conducting a robust inductions process, supervisory support and managerial support, mentoring and buddying schemes and other strategies for socialisation of young workers in the workplace culture. Also research indicates that there is a disjointedness between the needs of young people who enter work and the procedures of orientation by providers. The process of induction was also found to be generic in nature meaning that it is not custom-made to address various problems of young people which are described when the person begins work(Macguire et al., 2013). Due to this, it caused in young workers sensinguncorroborated in the workstation. However, an ongoing support from the workplace friends, counsellors and intimate member was also found to be useful to fresh people starting work. Another research by Arruada (2004), also indicates that experiences and skills of employers and supervisors who deal with young workers also makes a significant change to the achievement of the youth to move in to post study work. In addition, simple socialisation strategies will also help in building the confidence of a novice worker and make them feel more at ease in the workplace. In general, the nature of the day to day communications among young people and their colleagues and administrators in the context of work place is the most vital factors in helping reduce the transition of the young person to work. Code of Ethics With respect to most professional associations a young person may have challenges understanding various code of ethics that are there to provide direction to members of the same profession. With regard to other professions, when an employee breaches the code of ethics the they are bound to face some form of penalty which can include the invoking of ones license to practice. the inclusion and development of employee code of ethics has attracted a lot of attention when it comes to new employees who are not able to understand the code of ethics and those who do may not be in a position to understand how to maintain it. Anika (2009), says that the advantages of having an organisation code of ethics is that it helps in articulating the core values, professional boundaries and acceptable practice. It also provides the employees with strategies in circumstances of conflict, helps identify and prevent forms of unethical practices, sets out the caring duty which is useful in preventing the ab use of power over a young person at work and helps them to secure and restore some form of confidence from their employers. This is because the internal regulatory process is usually seen being in place to educate young workers on the issue of good practice by providing a basis for denouncing and determining different forms of unethical conduct. However Chun, et al. (2003), adds that some form of codes of ethical may not be desired since they will impose moral requirements which young employees may not be able to meet. Some of these standards automatically may remove new employees entitlements to exercise their personal professional judgement even though new to the job; this is at times difficult to construct in a way that will reflect the values of the pluralist and diverseculture that may not prevent unprincipledbehaviour by new employees. Accreditation Cameron, (2004), defines accreditation as being the proof that and training institution or educational seminar has met a particular standard of quality. It is an official authorisation that requires aexpertreminder to judge whether or not a program that a student has undergone prepared him or her for the profession. Various discussion in favour of accreditation argue that it helps in producing graduates who have professional competence to practice, it also gives the new employee with higher status to work programmes which in the end makes them less vulnerable and place them to right jobs. Accreditation as improves the quality of teaching for professionals since it provides a particular form of standardisation of educational curriculum which is used by academicians; it ensures that what is taught is very relevant to the field. However,Baliga (2009), argues that accreditation can also be unfair to young people starting work when it tends to regulate the area by a specific group whom their interests is in their current members alone. Accreditation may also not be able to guarantee improvement in the professional sector and is often viewed as being a political process which provides advantages for well-thought of institutions to be able to take care of therelated costs. It is also not an objective process nor is it reasonable across various organisations leading to the weakening of poorpackages that result in to a lot of rigidness. Due to these most young people may not be able to react to variations and the needs of the place of work as changes in accreditation results to changes in curriculum over time which may not favour those who went through the older curriculum. Licensing and regulations This is the other main issues for young people starting work. Most of them may not have a license to practise which proves that they are authorised by anexpertorganisation meaning that a set of necessities have been encountered by the licence owner. The requirements will consider issues such as proof for professional qualification, years of experience, police checks and other forms of external examination. A Brief Methodology This paper aimed to understand challenges that are faced by young people starting work and to study different dimensions with regard to employee engagement with the help of scholarly journals. The essay thus was based upon review of related literature and secondary data which was collected from various journals articles(Cohen et al., 2007). The literature review has been useful in showing prior research work done in the same area and other related areas. Conclusion In conclusion, there is still a lot of challenges faced by youth who are looking forward to be employed in a company. There is a lot of research gap on factors that need to be considered and those that need to be done away with. A lot of literature is also missing with regard to strategic issues that employers look for while employing young people straight from the university. There is still a lot to be discussed on employer factors apart like experience requirements, coded of ethics and licence of practice. Some of the questions to be asked would be: What are some of the issues employers look for while recruiting young people for work? What do the young people need to do to prepare themselves for the modern job market? Is the years experience necessary while considering a young person for employment or should this not have to be a factor? References Adrian, H., 2007. Corporate truth: the limits to transparency. Sterling: VA: Earthscan. Arruada, B., 2004. Audit failure and the crisis of auditing.. European Business Organization Law Review, pp.635-43. Baliga, B., 2009. Advanced power rectifier concepts.. 2nd ed. New York: Springer. Baur, T. et al., 2013. A Job Interview Simulation: Social Cue-based Interaction with a Virtual Character. IEEE Computer Society, 1(1), pp.220-25. Bryant, A. Kazan, A.L., 2012. Self-Leadership: How to Become a More Successful, Efficient, and Effective Leader from the Inside Out. McGraw-Hill; 1 edition. Cameron, K.S., 2004. Strategies for successful organisational downsizing. Human Resource Management, 33(2), pp.189-211. Cascio, W. Wynn, P., 2004. Managing a downsizing process. Human Resource Management, 43(4), pp.425-36. Chen, X.H. Lau, C.M., 2000. Enterprise reform: Afocus on stateowned enterprises. In China Review 2000. Hong Kong: Chinese University Press. pp.191208. Chun, K.M., Organista, P.B. Marin, G., 2003. Acculturation: Advances in Theory, Measurement, and Applied Research (Decade of Behavior). 1st ed. American Psychological Association (APA). Cohen, L., Manion, L. Morrison, K., 2007. Research Methods in Education (6th Ed.). Abingdon: Routledge. Cooper, T.L., Bryer, T.A. Meek, J.W., 2006. Citizen-Centered Collaborative Public Management. Public Administration Review, pp.76-88. Cozby, P. Bates, S., 2011. Methods in Behavioral Research. 11th ed. McGraw-Hill Humanities/Social Sciences/Languages. Deng, J., Menguc, B. Benson, J., 2003. The impact of human resource management on export performance of Chinese manufacturing enterprises. Thunderbird International Business Review, 34(2), pp.40929. Didier, C., 2014. Between Youth Policy and Employment Policy: The Rise, Limits and Ambiguities of a Corporatist System of Youth Representation within the EU: Between youth policy and employment policy. JCMS: Journal of Common Market Studies, 52(3), pp.12-59. Evans, C., Minas, J. Lim, Y., 2015. Taxing personal capital gains in Australia: an alternative way forward. Australian Tax Forum, 30, pp.2-25. Gandolf, F., 2008. Learning from the past: Downsizing lessons for managers. Journal of Management Research, 8(11), pp.3-17. Graffin, S.D., Carpenter, M.A. Boivie, S., 2011. What's all that (strategic) noise? anticipatory impression management in CEO succession. Strategic Management Journal, 32(7), pp.748-70. H.Zhao Seibert, S.E., 2006. The big five personality dimensions and entrepreneurial personality dimensions and entrepreneurial. Journal of Applied Psychology, pp.91(2), 259-271. Macguire, S., Cokx, B. DolandoJ.Juan, 2013. Youth unemployment. Intereconomics, 48(4), pp.34-39. Nunn, C., McMichael, C. Gifford, M.S., 2014. 'I came to this country for a better life': factors mediating employment trajectories among young people who migrated to Australia as refugees during adolescence. Journal of Youth Studies, 17(9), pp.7-32.