* Asking for any relevant information to be sent to them in advance. They must ensure that: * Their preparation for the meeting is sufficient in order for them to participate effectively. * They consult with the people they are representing to allow them to present their views effectively. * Their contributions are clear and concise and relevant. * Their contributions help to clarify problems and identify and assess possible situations.
To find the concerns that begin the program planning process, it is a prerequisite to do a needs or problems assessment. The assessments give human service workers good direction to what areas need the most focus and what kind of help the people need most. (2003). While planning a program, it is good to brainstorm all the possible avenues and outcomes of all situations. Human service workers need to be prepared for all situations, and have feedback on how well their programs are working.
Case Study 2 Civ) a range of approaches to help indivual make informed choices can be creating flash cards and other communication aids to help a person to understand the questions t is all about furnishing them with all the facts so they can make an informed choice. Cv) Different ways to help an indivual challenge decisions made by others such as medical practitioners, social workers and family members is to knowing key working skills, ensuring the service user understands letters or appointments accompanying them to appointments where you have gained permission to do so.Also to stand your ground for those less assertive due to age/learning disability or infirmity. Always make things clear as you go along to make sure you don’t confuse or mislead anyone and always respect their wishes in their best interest. Cvi) Possible consequences if the person views of others such as medical practitioners, social workers and family members are allowed to influence the choices
Samantha Mcintyre NVQ 3 Unit 2 – 1.1, 1.2, 2.1, 2.2, 2.3, 3.1, 3.2 Task 1.2 Mentor Meeting It is important for a carer to obtain feedback as this will let them know where they are doing their job well and also to be aware of any improvement that can be made in order to meet the needs of the service users. Improvements could include attending training courses or changing their attitude in some way, or simply remembering the dress code for work. Everyone reacts differently to receiving constructive feedback. Some may listen to all that is being said and take it all in and understand the reasoning for this, they will then make any changes they need to improve themselves. Others can become defensive as they may feel that they are doing everything right and that there are no changes that need to be made.
Assessment strategy 2 Written/Oral questions; You are provided to answer the following questions either orally or written as agreed with your lecturer. Please write your answers very clearly. If you do not understand any of the questions please ask your lecturer for defined explanation 1. It is not only an organisation’s internal circumstances that need to be taken into account when conducting workforce planning. Organisations also need to research and review current and predicted external labour supply data, demographic data and economic data.
An inquiry of the audience can be made through direct observation, making an inference from the observation or data collection. The speaker must first consider the audience that will be addressed and take their every requirement into account (Lewis 1989:125). By taking into account the factors of the audiences situation, whether they want to attend or not, and their interests and knowledge on the presentation will allow the speaker to identify the audience’s predisposition to listen to the information and ensures that the
6. Performance – how responder feels about group performance, leader’s performance as well as his/her own. As a group we felt if every team member is able to take the survey and respond truthfully, the tallied results will help the team to make certain that everyone is on the same page and open a good team discussion should the team get off track. Survey 1. do you understand the vision of the team? (1= very little understanding to 5 = very strong understanding) 2. do you have a clear understanding of what your role on the team is?
Group discussion is particularly appropriate when the interviewer has a series of open ended questions and wishes to encourage research participants to explore the issues of importance to them, in their own vocabulary, generating their own questions and pursuing their own priorities. When group dynamics work well the participants work alongside the researcher, taking the research in new and often unexpected directions. Group work also helps researchers tap
Skills-based teambuilding 4. Problem solving-based teambuilding Personality-based Teambuilding In personality-based teambuilding, members of the team fill out a personality questionnaire and then learn about their own personalities and the personalities of their fellow team members. The team then uses the results as a basis for discussion, developing action steps, and participating in various development experiences. The underlying rationale for this approach is that if team members better understand each other (such as differences in how team members perceive, make decisions, and react to events), they can then learn how to better communicate and deal with each other, thus enhancing team effectiveness. Activity-based Teambuilding In activity-based teambuilding, teams carry out challenging tasks, usually in outdoor settings (e.g., an experiential "ropes" course, or an outdoor adventure, such as white water rafting, mountain climbing, a survival course, or boot camp).
Everyone wants to be that ‘’Beautiful or Handsome looking person that just stands out. Psychologist Maria Agthe found that attractive applicants for a graduate scholarship received more favorable ratings from opposite-sex raters, but not from same-sex raters. Men were unimpressed by a male applicant's handsomeness, and women actually penalized female applicants for beauty. In a second study, Agthe found that the effect of an applicant's attractiveness on their ratings also depended on the beauty of the beholder. Good-looking raters didn't seem to care one way or the other how handsome or beautiful an applicant was, but average-looking raters did - they penalized better-looking same-sex applicants.