Over the course you start to get more confident with yourself, and how you talk to your peers. JROTC helps you by preparing you for the future that is ahead of you. You learn leadership through discipline and instructions. It’s devoted to your growth, as a student and as a person. Being in this program does not mean that you have to join the Army.
Counselling is seen as a fairly isolated profession, this highlights the need to share research and to create an open book attitude for the practise of counselling. Counselling as a profession has come a long way in recent years and new theories and ways of working are always being developed. This continuous development of the profession requires the counsellor to maintain their commitment professional development. Cooper (2008) points out that research for counsellors may also be a good indicator of a starting point if they have no other information to fall back on. Sometimes clients come to therapy were the counsellor will know little or nothing about the condition the client has.
I would always reward myself for a successful week. Unlike before the lifestyle change, my reward was no longer food. An individual must have the motivation and desire to change in order for change to take place. The final major construct of my personal frame of reference in counseling is based in the ideas of Brief Therapy. In Student Affairs it can be difficult to have more than one opportunity to interact with a student, staff member or parent.
I believe these will have an effect on me personally because an increase in employees is an increase in stress on the managers. They will have to take over our tasks as well as manage other employees and their tasks. 2. Describe someone you know who is struggling with setting reasonable work/life boundaries at work and at home, in your opinion, to what extent is it a difficult or easy process. I believe
Just like the employees at Air Devils Inc needed interventions implemented to help with stress reduction, interventions are vital for organizations. The employees at Air Devils Inc can definitely benefit from training in effective conflict resolution techniques because the simulation outlined the way employees were struggling with effectively interacting with one another. They can also benefit from interventions that can help to modify the team structure. Implementing flexible work schedules can also decrease stress in the workplace and contribute to improving organizational performance. To help employees handle the conflict and stress of the work schedule many organizations have adopted guidelines that allow alternate shifts and schedules (Jex & Britt, 2008).
There is no one way to motivate employees; each individual employee has to make the choice to figure out what motivates him or her. To be a successful manager or supervisor, you have to understand that you can’t teach your employee’s to be motivated, but you have to create an environment that encourages and promotes employee motivation. Managers must use positive motivational techniques consistently and timely in order for them to be effective. The most effective employees are those that feel valued and supported, but also feel that they are progressing and developing through the completion of challenging tasks (www.careers-help.couk). WORKS CITED: Employee motivation.
Abstract Employers implement retention strategies to manage employee turnover and attract quality employees into the organization. Retention programs focus on the relationship between management and their workers. Competitive pay, benefits, employee recognition and employee assistance programs are all part of a company's attempt to maintain employee satisfaction. Human resources specialists utilize feedback they receive from exit interviews and focus groups to improve employee relations and reduce turnover. Transitional development issues plague corporate America daily with the ability to hire and retain quality people; costs associated with training new hires, and conversely seek avenues in improving employee dissatisfaction.
It is now a melting pot of different ages, cultures and races. Because of this companies must now balance different types of diversities in order to keep employees happy and the company functioning. Firstly, people are now staying in the workforce longer. This now means that people of different generations now have to work alongside one another which can cause conflict. Age is not the only diversity within the workplace, but now cultural differences such as race, religion and personal beliefs also play a bigger part.
Exchange and Reciprocity Exchange and reciprocity affect the workplace with it comes to generational differences. Generational differences among old and young generations respond exchange and reciprocity in different ways that affects the workplace significantly. Due to having different values, concerns, needs, ideas and expectations, these generations behave differently regarding gift exchanges and reciprocity that have a great impact on their performance and organizational productivity (Neff 2008). For example, boomers consider trust, relationship and actual user of their knowledge before transferring their knowledge to others, while younger generation are more interested to share it and also use the internet and social media to access and share their information easily. Therefore, old generation do not see reciprocity, while transferring knowledge that can generate a negative environment at workplace (Walker & Lewis, 2009).
Especially with the rapid development of tertiary industry, employees’ emotional reactions brought about the increasing influence, not only directly affecting the business efficiency, but also indirectly affecting the image, brands and customer loyalty of enterprises. Therefore, when customer-oriented idea takes priority in management environment nowadays, the expressions of emotions and moods become part of organizational members’ important work. The employees who pay the physical strength and intelligence at work are also requested to display their emotions (Ashkanasy, 2002). Main Theory In 1996, Howard M. Weiss and Russell Cropanzano jointly contributed a paper titled Affective events theory: A theoretical discussion of the structure, causes, and consequences of affective experiences at work in Research in Organizational Behavior. They proposed affective events theory (AET) in the paper which outlined “a new framework for studying emotions, moods and job satisfaction at work (Wegge, 2006, p. 238)”.