When set an assessment task you will have to decide what the requirements are so that your work is successful. You need to make sure that you: * Analyse what is required * Check out the main task words that state what you are asked to do. For example, ‘analyse, evaluate’. * Checking out what the content word actually mean. For example, is the information you need to get required about all ages development or focusing on a particular age.
To be able to do this there needs to be clear objectives set which must be worked towards in order to reach the desired outcome. To be able to work with outcome based practice the desired outcome must be established first, this helps the team, service users and others know what the end product should be. Throughout this process there should be regular reviews to find out how outcomes are being met and find out the impact or changes that it had had on the service user. Where positive changes have been identified the programme should continue towards the goal, if however there appears to have had a negative impact on the service users then new strategies should be discussed. It follows a person centred approach to support, always keeping the needs and wishes of the service user in mind and looking to achieve the best possible outcome.
These stages must be followed in the proper order for the policy to be completed properly and successful. The stages have a direct impact on one another and are typically referred to as a cycle. When the policy is being evaluated, it may reveal issues within the policy that need to be addressed. Each of these stages will need to be repeated and reviewed. This will ensure that errors and mistakes are reduced or eliminated when implementing policy.
4.) Among the candidates, who (if any) would seem to be suitable for the position? What are the issues you should consider and tradeoffs you should make when selecting one of thses cadidates for the postion? Answers: 1. Based on the information provided in the case, the education, job experience, job skills and other competencies that we believe should be required for the new position is listed below.
Identification of key variables and operational definitions is the next step. Management must determine the analysis and remain a part of it in the beginning. Testing of the measurement system needs to have managements involvement in the beginning also. Use of the gaging system helps measure the product, and is a variable. Be careful about a statistical problems
|POW 9: Around the Horn |( |Teacher Assessment |Scaled Score | |Introduction: A good Introduction should restate the situation and specific task in your own | | / 4 | / 15 | |words. State any, and all, assumptions that you made in order to solve the problem. | | | | |Process: A good Process should describe in detail all methods that you tried. If a method was | | / 4 | / 35 | |unsuccessful, what did you learn from it and how did it shape your next approach to the problem? | | | | |This section of your paper should essentially be a narrative of your methods
We then analyzed the situation to its fullest by having each group member, using the reflective thinking process, focus on a key area of the problem (Communicating at Work, Pg.232-237) The key areas are the characteristics, stakeholders, history, policies and politics, and resources available. After careful collaboration on our findings, we were able to easily assign criteria and brainstorm possible solutions to the problem. Our Main Problem: How can we most effectively motivate our coworkers to maintain constructive attitudes and keep up with our production quota without any employee being fired? This open-ended question vital to keeping our group focused on inventing many different possible answers instead of focusing on a single end. This strategy invites a broader, more detailed range of responses (communicating at work, pg.
In this experimental report I will discuss the plan that I have set forth for myself to obtain my career goals, as well as possible obstacles and opportunities along the way to achieving them. 2 Running Head: PERSONAL DEVELOPMENT PLAN Personal Development Plan 3 A Personal Development Plan will be significant in each of our lives. A classic way to improve one’s capabilities in setting a path to reaching milestones throughout each of our career paths is to set goals. Composing a Personal Development Plan consists of setting milestones and striving to reach them. Among these milestones are Setting Your Vision, a SWOT analysis, and a PEST analysis.
Brian Griffin Becoming a Conflict Competent Leader 2/16/13 Chapter one, titled “The What and Why of Conflict Competent Leaders”, provides an overview of the term “conflict competent” and sets the scene for the need of conflict competent leaders in organizational settings. Runde and Flanagan use a specific definition of conflict to focus their book around. The definition, adapted from Capobianco, Davis and Kraus, describes conflict as “any situation in which people have incompatible interests, goals, principles, or feelings” (Runde & Flanagan, 2007, pp. 4). Therefore, a conflict competent leader understands the principles, strengths and weaknesses of conflict and models appropriate learned behavior to foster a healthy organizational environment (Runde & Flanagan, 2007).
Communication Skills: Planning and Giving a Group or Team Presentation Description Group or team presentations are logical assignments to accompany either a collaborative project or a large project that is more practically divided among a number of individuals. The group or team presentation is presented by several individuals, with each individual presentation contributing to one common goal. However, each member’s presentation should also be able to stand alone as an independent presentation. Learners The assignment is expedited if learners are familiar with methods of working in groups or teams. The Reflective Thinking Sequence is a process for group members to follow when planning a presentation.