I have to act in the person’s best interest but instead of encouraging them to avoid risks I have to support them and enable them to taking part in activities. I have to act in the individuals best interest, keep them safe, carry out risk assessments, promote informed choices but also respect their decision and right to live their life as they choose. If the risk seems great to me I would document it and discuss the matter with my manager. Another area where duty of care dilemmas may arise are confidentiality issues. When a confidential information is shared with me and it concerns safeguarding and there is a possibility of harm or someone’s wellbeing is threathened I might have to make a decision and disclose this information.
Also I may lack skills or knowledge to be aware of what else you should be doing or other ways in which I might work. Feedback may come from a variety of sources, including parent and colleagues as well as early year’s advisers. For this qualification, I may also be given feedback from my assessor Joy. Feedback works best if I trust the people it comes from and if they feel that they can give me an honest view. It is a skill in itself to be able to listen to feedback carefully without becoming defensive.
Also the last stage is to integrate a new perspective into your life pattern. That means to find something that will make new changes in your life or goals that will work. Next ask a friend to look it over and they can see a new perspective. Thy can make some new assumption into your pattern. My life has been full of experiences in which transitional learning took place.
It helps to keep one’s mind fresh and with new ideas on how to deal with issues which I face during my sessions with a client. Self-awareness develops over a period of time and with experience. With time one can learn strategies to help in the development of self awareness so that personal thoughts and experiences does not affect this. Knowledge that is gained through personal experience can sometimes be a barrier when working but if one is personally aware of this, it helps to remove any barrier. It also question one’s own personal values, awareness and beliefs.
They value the input they are able to give to the company, the advancement opportunities, and the availabilities of their management. This opportunity stems from a practice within Tanglewood that exemplifies that all employees are members of the core work force. The core workforce is viewed as essential for the organizational values and culture that Tanglewood seeks to develop and maintain. I also focused on the company’s emphasis of “straight talk”. The company believes that involving employees in on the import ants such as; their share price, overall profitability, along with other details about the company’s activities, this causes them to think like
As one reported that Lewis inspired dialogue, and participated in problem solving and decision making, to ensure that the team dug deeply into the caused of the problem. They came up with the strategy to maximize direct product profitability (DPP). According to Richard Gentry Executive Vice President in Merchandising, Staples Inc. Lewis was “able to influenced people and get respect because she has a great insight combined with a great natural personality” (Bromley 2004 p82). These traits that Gentry mentioned was listed on the beyond basic traits of a leader from leadership traits. These are the traits combined with her adaptation of situational leadership, help Lewis in her journey to motivate her followers at Staples and lead them in new directions towards meeting their goals.
Running head: ORGANIZATIONAL ARCHETYPES Organizational Archetypes Mafuta C. Sauni Grantham University Strategies For Change BA580 Dr. Danetra Quarterman April 10, 2012 Explain two organizational archetypes and discuss how organizational structure influences innovation. Your submission should be a minimum of 2-3 paragraphs, include at least one reference other than the textbook and use APA format for references. Adhocracy and Mission-Oriented are the two organizational archetypes I have selected to explain and discuss how they influence innovation. Adhocracy is “the form most commonly associated with innovative project teams” (Tidd & Bessant, 2009, pp. 110).
The veteran teachers where in pleasantly surprised when they recognized there was a possible new way to introduce content beyond his or her normal delivery. This is considered peer to peer coaching. The coaching sessions were relevant and had a positive impact for both teachers involved. An element contributed to the success of peer to peer coaching sessions powerful was because of the planning. The coaches came prepared to answer questions regarding their implementation, which is a form of
My strengths are that I am very compromising and I will collaborate with others when it comes to conflict. The weaknesses that I have developed over time are that I tend to avoid conflict or accommodate to others needs when it comes to situations with conflict. In different environments, such as in personal relationships and work relationships people develop different approaches to conflict. In personal relationships, where I feel the most comfortable, I show more strengths than weakness when it comes to conflict. The opposite for work or non-personal relationships, I show more weakness than strengths when it comes to matters with conflict.
The High Performance Work System (HPWS) that was put into place included valuable training opportunities, structured performance management and appraisals, compensation or benefits and career development. Gratterpalm also communicated it business goals to its staff annually, and worked to better align its culture and employees with overarching business goals. The HR initiatives implemented helped improve the internal line of communication for both employees and their managers, and allowed them the opportunity to better manage their career growth through structured training and development, career mapping, and appraisals. According to Gallup Consulting, “An effective communications plan requires cultural alignment between the employees and the company, paired with a strategic alignment between activities and company goals”.2 Through the new HR initiatives, issues that were highlighted in data from initial and subsequent surveys given were addressed. Therefore, allowing Gratterpalm the opportunity to maximize on its human capital by optimizing its talent, this is greatly valued in the creative industry.