It focuses on the difference between right and wrong, good and bad. Some principles that all employees of Add Hope should apply: • Be trustworthy: customers want to do business with a trustworthy organization. If the organization can prove that it is worthy of the customer’s trust, in return the customer will give the organization their loyalty. • Meet Obligations: honour al commitments and obligations.
Motivation is the force that pushes us to do things: It is a result of everyone needs being satisfied so that employees have the inspiration and ability to complete the respective task given. So will employees be motivated and perform to their capability by giving them good welfares, benefits and money? Money makes the world go round, it can be considered as an engine to push human’s limits but peers motivation and intrinsic desire to a good job are the real motivators in today’s workplace. Intrinsic and extrinsic motivation There are two types of motivation, intrinsic or extrinsic.
Teaching is changing quickly, so we must change with it. We need to learn how the students learn and teach in that way. We need to work with the different programs and embed technology as much as possible. We need to try new things, accept that not all will work, but at least be willing to try. My favorite quality of a good teacher is the love.
The PsyCap assessment has helped me realize my strengths and weaknesses as an employee and how I can improve my less strong assets. It is a proactive approach to reflect on my weaker sides by generating on some personal strategies to improve productivity and to face work difficulties with agility and more optimistic outlook. It is a simple evaluative measure and yet it has outstanding effects on bringing hope for any employee (whether skillful, talented or not). It focuses on certain attributes that justifiably bring meaningful assessment factors. Furthermore, employers, managers and human resource officers can use the PsyCap in assigning compatible tasks and conduct training seminars to improve the level of PsyCap of their employees.
Stewart’s penchant for inviting feedback from her employees highlights her understanding and utilization of the Performance Improvement Cycle (Kreitner & Kinicki, 2013). An organization’s culture often dictates if employees have a voice in matters pertaining to their jobs. Employees who have a voice feel empowered. Perceived powerlessness reduces effort and creativity and increases job dissatisfaction. Working in an environment where employees do not fear being fired for making a mistake, but know that they have the space and the resources to learn from those mistakes to improve themselves is a recipe for a committed and productive workforce (Wilson, 2008).
As Hamilton (n.d.) states, leadership and employees must appreciate each other and learn to interact positively with each other (para.12). This all starts with hiring persons who have good character and exercise those positive traits every day. Leaders should strive for strong morals in their
This will create a better workforce for our society as a whole. If our entire society is working in jobs that suit their personality best, people will be happier and healthier than some currently who are in jobs that assign them to uncomfortable tasks. They must take note of the strengths and weaknesses and understand a person fully, rather than just seeing if they can complete a job well enough. While it is a strong belief that everyone ends up where they are supposed to be, certain people do not like where they are in life because the people that put them there did not understand their personality
Professionalism in the Work Place What is professionalism in the workplace? Professionalism in the workplace means that an individual shows consideration and respect towards others and demonstrates a commitment to the profession. Professionalism also means a person keeps his or her word, demonstrates their loyalty, and honesty toward people they work with.
Some people may switch off their emotional antennae to avoid being swamped by the feelings of others. Secondly, Coleman talks about developing others - developing others means acting on their needs and concerns, and helping them to develop to their full potential. People with skills is this area usually reward and praise people for their strengths and accomplishments, and provide constructive feedback designed to focus on how to improve, provide mentoring and coaching to help others to develop to their full potential. They also provide stretching assignments that will help their teams to develop. Thirdly, Goleman looks at having a service orientation, primarily aimed at work situations, having a service orientation means putting the needs of customers first and looking for ways to improve their satisfaction and loyalty.
This is true when it comes to technicians they know how to diagnose and fix a problem. Imagine if they only knew how to fix one problem nobody would hire them. Understanding others in not easy we all know that, especially when we are the ones arguing with someone else. This is something we can become better at and help us grow. The reason why counslers, and couples counslers get paid so well is because they know how to fix problems by seeing both sides and having multiple solutions to different problems.
Other success factors of blended learning include employees ' motivation, technological skills and time. To motivate employees to participate in blended learning, employees need to know that the content delivered by blended learning is both relevant and useful to their jobs. Pull and push strategies can be used, too (Moshinskie, 2001).Moshinskie (2001) describes push as requiring the completion of a course and monitoring progress. Pull strategies are an attempt to inspire the employees to utilize the training content and skills by providing interesting information prior to the training and keeping the training interactive and interesting. ("Blended Learning for Employee Training: Influencing Factors and Important
Campus Professionalism on campus for the next eight months is truly important to me. The understanding I am going to be on campus a couple times week of my junior and senior semesters. I see this first semester as good practice for the rest of my career. Every morning I get out of my car with a smile on my face and walk with confidence to the classroom. If I am greeted by an instructor in the elevator or passing in the hallway I will say hello, Sir or Ma’am, obviously depending on gender.
I feel I meet the criteria for the Margaret Martell Farrell and Elizabeth Mackasey bursaries due to my financial situation (see explanation below), my commitment to professionalism in teaching, my dedication to self improvement practices, my exemplary course work, and my devotion to my students learning and well being. Professionalism is absolutely key when teaching. I always dress in business attire when teaching, however professionalism is about much more than looking the part. In my current placement I am teaching grade seven students and I recognize that I am a role model for them. I am not only teaching them social studies, I am also showing them how to interact with society as they make their transition from childhood to adulthood.