...ANECDOTE WHITEPAPER Three journeys: A narrative approach to successful organisational change INTRODUCTION Early on in Anecdote, we did a trainingneeds assessment for part of the Australian Defence Force. Our discovery phase involved two teams; one team adopted a structured interview technique and the other used anecdote circles to collect stories. After our first day in the field we met with the structured interview guys to compare notes. “On first blush,” they said, “it seems like most things are in order. They are adhering to OH&S processes. Sure, there are some areas for improvement but generally things are OK.” As they were providing this assessment, those of us on the anecdotes team just looked at each other in astonishment and replied, “So, you didn’t hear about the soldiers who are showering in their own urine because their recycling system is broken or hear about the workshop where everyone wears protective footwear because some poor fellow lost his toes in an accident but no one wears protective eyewear because they have never had an eye accident?”. We had heard story upon story of major transgressions that weren’t picked up in the structured interview approach. This experience confirmed our assessment that a narrative approach is great for yielding new, and otherwise hidden, insights. A number of years and many clients later, we have seen that there is something even more important narrative techniques provide: a resolve among people to do something about the situation...
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...Existential counselling is a philosophical form of counselling which addresses the situation of a person's life and situates the person firmly within the predictable challenges of the human condition. Existential counselling considers human living to take place within four dimensions: physical, social, psychological and spiritual. It shows each of these dimensions to be constituted like a force field, within which predictable paradoxes, tensions and dilemmas play out. Human beings can learn to deal with these tensions and conflicts more effectively by facing up to the negatives as well as the positives of their lives, including the tensions of life and death, love and hate, strength and weakness and meaning and absurdity. Best known authors on existential counselling are Irvin Yalom in the USA through his book Existential Psychotherapy (1981) New York: Basic Books and Emmy van Deurzen, who created the British School and who published her bookExistential Counselling and Psychotherapy in 1988 (London: Sage Publications; second edition 2002, third edition 2011). Existential therapy essentially helps deal with the problems of everyday living, such as relationship difficulties (both with Individuals & in Couple Therapy), anxiety/fear, food/body-image issues, addictions, mood disorders, social anxiety, panic, trauma, low self-esteem, unresolved childhood issues, sexual issues and others. It is a clear, direct and honest approach helping clients work on their particular, unique...
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...HIRING AN ASSISTANT MANAGER Gloria Howell OMM618Human Resource Management Professor Lora Reed February 17, 2014 Hiring an Assistant Manager; An HR perspective on hiring and job analysis Individuals think that hiring is an easy thing, until the opportunity to do so is presented as a Senior Manager for Vision Adult Day Center; the center needed an Assistant Manager. Those who work in the field of human resources know firsthand the challenges in creating a job description, recruiting, interviewing, testing, hiring, training and developing employees. It seems the HR process is never fully complete and it is through a job experience as a Senior Manager and through research of human resource theories and topics that fully examine the challenges in doing so. This paper is a theory of what would happen when hiring a replacement for a management position and will outline a job description, recruitment and selection strategy as well as testing and interviewing for the position. This paper will also discuss job performance, evaluations, salary and training and development. The first step in finding a replacement for the position would be to create a job description. According to Dessler (2011), a job description is a written analysis of what the jobholder actually does, how the responsibilities are performed and under what conditions. The knowledge, skills, responsibilities and stipulations are then written down to use a basis for assortment. This was a very challenging aspect of this...
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...performance appraisal process Identify the major steps we can take to avoid problems with the appraisal process Briefly discuss the differences between evaluative performance reviews and developmental performance reviews Define the following terms: Performance management Performance appraisal Motivation Traits Behaviors Results Critical incidents method Management by Objectives (MBO) method Narrative method or form Graphic rating scale form Behaviorally Anchored Rating Scale (BARS) form Ranking method 360° evaluation Bias Stereotyping Electronic Performance Monitoring (EPM) Chapter 8 Outline Performance Management Systems Performance Management Versus Performance Appraisal The Performance Appraisal Process Accurate Performance Measures Why Do We Conduct Performance Appraisals? Communicating Decision Making (Evaluating) Motivating (Developing) Evaluating and Motivating (Development) What Do We Assess? Trait Appraisals Behavioral Appraisals Results/Outcomes Appraisals Which Option Is Best? How Do We Use Appraisal Methods and Forms? Critical Incidents Method Management by Objectives (MBO) Method Narrative Method or Form Graphic Rating Scale Form...
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...Unit 4 and 5 Evaluate the purpose of different types of career guidance interviews Evaluate methodologies to explore the career guidance and development needs of clients Corney and Watts (1998) define information and advice as; ‘providing an immediate response to the needs of clients who present an enquiry or reveal a need that requires more than a straightforward information response. Advice is usually limited to helping with the interpretation of information and with meeting needs already clearly understood by the client…’ Advice and information is therefore concerned with meeting client’s presenting issues relating to information. The OECD (2004:10) definition of guidance is; ‘Career guidance refers to services and activities intended to assist individuals of any age, and at any point of their lives, to make educational, training and occupational choices and to manage their careers’. This reflects the variety of activities that may take place in supporting clients to move forward. Guidance is about helping clients to understand their own needs, set and review career goals, understand any barriers and to produce action plans. Hambly (2008; 16) refers to the iceberg analogy to explain the process of guidance. The top of the iceberg represents the clarifying and meeting of presented needs which is advice and information and the bottom of the iceberg is about exploring additional needs which is guidance. The guidance element may be about exploring high leverage...
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...CONTENTS EXECUTIVE SUMMARY INTRODUCTION - Definition of coaching - Definition of mentoring - Application Part A) Identify the process steps need to be taken to assess the learning needs of the organisation * Step 1: Perform needs analysis * Needs Assessments * 1) Organisation Analysis * 2) Task Analysis * 3) Individual Analysis * Step 2: Identify priorities and important * Step 3: Design Phase of training and development * Step 4: Implementation * Summary Part B) Identify and compare the costs and benefits that introducing a coaching system would involve * Cost * Benefits * Benefit 1: Recruitment and retention * Benefit 2: Continue Learning * Benefit 3: Several Skill Acquisition Part C) Identify KPIs that they should expect to achieve through the implementation process Part D) Identify the key stakeholders that will need to be involved in the process and how their support can be built. Part E) Case Study Example – ASDA Recommendations and conclusion EXECUTIVE SUMMARY High performance and contemporary company need to acquire a much broader set of skills if they are to survive in the world of modern business. The pace of change is unpredictable fast, partly driven by the advances in information technology and the pervading influence of globalisation – has become relentless. The complexity of work has increased while career paths have become less obvious due to the flattening...
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...An example of an autobiographical essay/personal narrative [Written by a student in the Labour Studies program, used with permission] My name is Carlo, and I was born in June, 1958, in Italy. Our family, made up of my mother, father, and a brother, emigrated to Noranda, Quebec, when I was five years old. I encountered my first, but not last, taste of racism when kids in the neighbourhood laughed at my poor command of English. As fast as I could I learned not only English, but French as well. I became trilingual, speaking fluent French and English, as well as Italian. In the process, I made new friends from a lot of different cultural backgrounds. We then moved to Toronto, Ontario, where my Dad got work in a rubber factory. From my earliest days, I knew our family had to struggle for every penny. My Mom baked pizza which my brother sold by the slice, door to door. I caddied at the local golf courses and brought home all the money that I made. I hated it when other kids made fun of working people, like garbage collectors, who cleaned up trash for a living. When I was in grade six, I was ill in hospital for two months with a kidney infection, and it changed my whole life. I seriously took up playing guitar. I began to do photography, and joined the audiovisual club. I discovered I was artistic with an interest in graphic art, although I didn’t always agree with the kind of art assignments the teacher gave us. However, I had no idea what to do after high school graduation...
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...An example of an autobiographical essay/personal narrative [Written by a student in the Labour Studies program, used with permission] My name is Carlo, and I was born in June, 1958, in Italy. Our family, made up of my mother, father, and a brother, emigrated to Noranda, Quebec, when I was five years old. I encountered my first, but not last, taste of racism when kids in the neighbourhood laughed at my poor command of English. As fast as I could I learned not only English, but French as well. I became trilingual, speaking fluent French and English, as well as Italian. In the process, I made new friends from a lot of different cultural backgrounds. We then moved to Toronto, Ontario, where my Dad got work in a rubber factory. From my earliest days, I knew our family had to struggle for every penny. My Mom baked pizza which my brother sold by the slice, door to door. I caddied at the local golf courses and brought home all the money that I made. I hated it when other kids made fun of working people, like garbage collectors, who cleaned up trash for a living. When I was in grade six, I was ill in hospital for two months with a kidney infection, and it changed my whole life. I seriously took up playing guitar. I began to do photography, and joined the audiovisual club. I discovered I was artistic with an interest in graphic art, although I didn’t always agree with the kind of art assignments the teacher gave us. However, I had no idea what to do after high school graduation...
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...employees”. This approach is a very effective way in building team from existing structures which at the time may be dysfunctional. There was a tolerance of mediocrity and underperformance was being rewarded, this needed to change. “Fred’s Pub” was a significant development in the implementation of the leadership style, leading to new culture development in an informal setting where all grade could mix and talk while developing a sense of pride in each of the workers. The approach develops harmony and develops emotional and personal bonds within the working environment. It also helps to motivate worker’s where company performance is poor by improving communications, developing empathy, emotional intelligence and taking a “People First” approach. (Harvard Business Review April 2000 P80 -83 Leadership that gets results) The leadership style with in JC Penney with the appointment of Myron E Ullman is a Coaching style, which develops & values people for the future. Ullman’s approach was to develop others as well as empathy and self awareness. Looking at each individual strengths and enhancing each of them. Ullman credits his winning strategy to both the improved quality of JC Penney's merchandise and the improved interactions between sales employees and customers. “To be successful in business, you have to motivate people and get them to work together in teams,” he says. “The more you care about their welfare, the better they will do and the better the company will do.” (Business...
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...Q1. (A) Explain how the art of giving and receiving feedback helps the process of Communication to become more effective. Feedback is the process of giving data to someone about the impact the person makes through his or her attitudes, actions, and words. If there is lots of honest, open feedback going on in an organization, up and down and sideways, that is a clear signal that the environment is in the Stretch Zone and that people are learning and changing. The “Art” of Giving and Receiving Feedback Most of us bristle at the prospect of criticism, so it is also important to reassure the other person that you’re not hassling them, but rather trying to help. In simple terms, this means taking the following approach: following approach: • Describe the behavior. Be specific—do not put someone down or be vague. State the facts as you see them. • Avoid loaded terms that produce emotional reactions and raise defenses. Be specific and use clear examples rather than vague generalizations. If you say to someone “You’re always late” they can avoid the central issue by arguing that “always” is not strictly true. • • Build on the other person’s strengths. You can help the other person keep the feedback in perspective by including positive comments about their overall behavior • Invite the other person to respond. Think of feedback as a way of helping people to explore their behavior and see for themselves what needs to be done...
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...opportunity to understand better the material being studied. What does the research say about peer tutoring? In reviews of peer tutoring programs, researchers found: * When students participated in the role of reading tutor, improvements in reading achievement occurred * When tutors were explicitly trained in the tutoring process, they were far more effective and the students they were tutoring experienced significant gains in achievement * Most of the students benefited from peer tutoring in some way, but same-age tutors were as effective as cross-age tutors (Burnish, Fuchs & Fuchs, 2005; Topping, 2008) Some benefits of peer tutoring for students include higher academic achievement, improved relationships with peers, improved personal and social development as well as increased motivation. In turn, the teacher benefits from this model of instruction by an increased opportunity to individualize instruction, increased facilitation of inclusion/mainstreaming, and opportunities to reduce inappropriate behaviors (Topping, 2008). There is an old saying: “To teach is to learn twice.” Peer tutoring is a beneficial way for students...
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...SAGE India website gets a makeover! Global Products Enhanced Succinct Intuitive THE Improved Interactive Smart Layout User-friendly Easy Eye-catching LEADING WORld’s LEADING Independent Professional Stay tuned in to upcoming Events and Conferences Search Navigation Feature-rich Get to know our Authors and Editors Why Publish with SAGE ? World’s LEADING Publisher and home and editors Societies authors Professional Academic LEADING Publisher Natural World’s Societies THE and LEADING Publisher Natural authors Societies Independent home editors THE Professional Natural Societies Independent authors Societies and Societies editors THE LEADING home editors Natural editors Professional Independent Academic and authors Academic Independent Publisher Academic Societies and authors Academic THE World’s THE editors Academic THE Natural LEADING THE Natural LEADING home Natural authors Natural editors authors home World’s authors THE editors authors LEADING Publisher World’s LEADING authors World’s Natural Academic editors World’s home Natural and Independent authors World’s Publisher authors World’s home Natural home LEADING Academic Academic LEADING editors Natural and Publisher editors World’s authors home Academic Professional authors Independent home LEADING Academic World’s and authors home and Academic Professionalauthors World’s editors THE LEADING Publisher authors Independent home editors Natural...
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...Race Discrimination Chapter Outline * Opening Scenarios * Statutory Basis * Surprised? * Background * General Considerations * Recognizing Race Discrimination * Racial Harassment * A Word about Color * The Reconstruction Civil Rights Acts * 42 U.S.C. Section 1981 * 42 U.S.C. Section 1983 * 42 U.S.C. Section 1985 * Management Tips * Summary * Chapter-End Questions Opening Scenarios SCENARIO 1 An employer has a “no-beard” policy, which applies across the board to all employees. A black employee tells the employer he cannot shave without getting severe facial bumps from ingrown hairs. The employer replies that the policy is without exception and the employee must comply. The employee refuses and is later terminated. The employee brings suit under Title VII on the basis of race discrimination. Does he win? Why? Why not? SCENARIO 2 Two truck driver employees are found to have stolen goods from the cargo they were carrying. The black employee is retained and reprimanded. The white employee is terminated. The white employee sues the employer for race discrimination under Title VII. Who wins and why? SCENARIO 3 A black female employee is terminated during a downsizing at her place of employment. The decision was made to terminate the two worst employees, and she was one of them. The employer had not told the employee of her poor performance nor given her any negative feedback during evaluations...
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...may affect its performance in the interview and that may create false impression of the candidate regarding its job performance. iii. Job understanding: The interviewers must be appointed who can be considered as subject matter experts and who are familiar about the requirements of the job, understand the duties and responsibilities and know about the human specifications required to perform the job activities. iv. Contrast Errors/Candidate Order Error: The interviewer should consider the overall performance of a candidate instead of under acting or over acting that person because of the specific order in which the candidate appears in front of the panel and by making comparison of the candidates with each other. v. Personal Characteristics Bias: The interviewer must consider the job related knowledge and other behavioral characteristics of individual instead of selecting or rejecting...
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