...inclined to exhibit “social competence” traits—such sharing, cooperating, or helping others—may be more likely to attain higher education and well-paying jobs. In contrast, students who exhibit weaker social competency skills may be more likely to drop out of high school, abuse drugs and alcohol, and need government assistance. This brief provides an overview and major findings from this study and implications for further action. Social competence also known as psychosocial competency (M. Bloom, 2009) has something to do in the development of an individual. One of the outcomes that...
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...A lot to learn: Competence in Social Work In order to be effective at any type of human services work, it is important to appreciate the importance of cultural competence and strive to be culturally competent. As the diversity of society grows, so does the requirements for understanding that diversity. New terminology and greater knowledge of the needs of various groups is learned each day, and it is crucial for the social work field to continue to advance and grow with the information available. The National Association of Social Workers put it well when they said, “People in parallel cultures may not share norms, and caution is advised because the word “normal” could become a trap for judging others” (National Association of Social Workers,...
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...Professional Standards, Learning & Development General (no restriction on distribution) Content Security: Unclassified Australian Computer Society | ACS Code of Ethics Case Studies & Related Clauses to the Code of Conduct | July 2012 Page 2 ACS CODE OF ETHICS CASE STUDIES & RELATED CLAUSES TO THE CODE OF CONDUCT This document provides a range of case studies with references to relevant clauses of the ACS Code of Ethics. These Codes consists of a series of clauses which gradually expand on aspects of ethical behaviour relevant to professional people in the ICT industry. Clause 2.0 describes the Code of Ethics, summarised as six values: The Primacy of the Public Interest; The Enhancement of the Quality of Life; Honesty; Competence; Professional Development; and Professionalism. Clauses 2.1 through to 2.7 cover the ACS Code of Conduct, which provide a series of non-exhaustive standards explaining how the Codes apply to a member’s professional work, related to each of the six Values. Case No. 1: Jean The Programmer [1] Summary of case Jean, a statistical database programmer, is trying to write a large statistical program needed by her company. Programmers in this company are encouraged to write about their...
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...| | | | | | | | |Europass | Insert photograph. Remove heading if not relevant (see instructions) | |Curriculum Vitae | | | | | |Personal information | | |First name(s) / Surname(s) |First name(s) Surname(s) (remove if not relevant, see instructions) | |Address(es) |House number, street name, postcode, city, country (remove if not relevant, see instructions) | |Telephone(s) |(remove if not relevant, see |Mobile: |(remove if not relevant, see | | ...
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...Maria Eriksson - 890131-4701 – group 19 Leax Group – Strategy and technology 1. Analyze Leax environment and identify 3-5 key trends. To describe the macro environment for companies and countries, the PESTEL-theory can be applied. This is a standard environmental analysis, and the elements influence the possible success or failure in a strategy. This framework contains the pieces of political, economic, social, technological, environmental and legal elements. (Fundamentals of strategy: p25 & p218) In the first period of Leax group’s existence, the company had a strong economic growth. Compared to competitors Leax was growing both in size and stability. Even in the economic crisis, Leax had better results than most competitors. Leax is one of the strongest companies in the industry. They are focusing on having a wide customer range and they have many various costumers that differ in both size and stability. They have also expanded into more industries and countries than was initially planned, which makes their social element strong and broad. One of the reasons why Leax is successful is because of the big focus on being up to date with technology, IT and knowledge. They are focusing on quality, which benefits in efficiency and reliability. This is also beneficial when accessing new industries in order to be able to compete with existing companies. Leax group is dependent on good personnel and highly values the well being of their staff. They are doing...
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...establish and maintain a safe, healthy learning environment 1. Safe 2. Healthy Student provides a safe environment to prevent and reduce injuries. Student promotes good health and nutrition and provides an environment that contributes to the prevention of illness. 3. Learning Environment II. To advance physical and intellectual competence 4. Physical 5. Cognitive 6. Communication Student uses space, relationships, materials and routines as resources for constructing an interesting, secure, and enjoyable environment that encourages play, exploration, and learning. Student provides a variety of equipment, activities and opport unities to promote physical development of children. Student provides activities and opportunities that encourage curiosity, exploration and problem solving appropriate to the development levels and learning styles of children. Student actively communicates with children and provides opportunities and support for student to understand, acquire and use verbal and nonverbal means of communicating thoughts and feelings. 7. Creative III. To support social and emotional development and provide positive guidance 8. Self 9. Social Students provides opportunities that stimulate children to play with sound, rhythm, language, materials, space and ideas in individual ways and to express their creative abilities. Student provides physical and emotional security for each child and helps each child to know, accept and take pride in him/herself and to express their...
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...|European | |curriculum vitae | |format | | | |[pic] | |Personal information | |Name | |[ Surname, other name(s) ] | |Address | |[ House number, street name, postcode, city, country ] | |Telephone | | | |Fax | | | |E-mail | | | |Nationality | | | |Date of birth | |[ Day, month, year ] | |Work experience | |• Dates (from – to) ...
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...Healthcare, one of the largest European pharmaceuticals based in Germany in charge of global compensations and tasked with reviewing existing policies and practices, and making recommendations for a global pay system. Wolfgang was provided six folders that contained the following: • Healthcare Group • Personnel Structure • Leadership Competence • Corporate Human Resource • Global Performance • Overview of Corporate and HRM Strategy Using current knowledge and best practices from other companies each of these folders can be resolved and still maintain the upward profit margin for the company. It would require some compromising from employees to move forward. Questions or challenges that Wolfgang is facing are communication to other executives on maintaining management competencies set by headquarters? Is a competency-based pay system more flexible or standardization already established? Healthcare’s goal was to have the same compensation system globally, however compensation is extremely complex. Pay systems must conform to local laws for employee compensation while also fitting into global Healthcare’s policies. Leadership Competence of the Healthcare Group Competency has been defined demonstrable characteristics of the employee including knowledge, skills, and behaviors (Jahja & Kleiner, 1997). Competencies outlined for Healthcare are as follows: • Business related competencies include achievement orientation, innovation, and change, and decision making. • People-related...
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...Individual Self-Development Plan Based on the Results of the Emotional and Social Competence Inventory-University Edition Self-Assessment Questionnaire This paper should be considered a Individual Self- Development plan based on personal results from the “Emotional and Social Competence Inventory-University Edition Self-Assessment Questionnaire.” Having completed the inventory very carefully, giving honest and thoughtful answers I believe that I have and will continue to greatly benefit from this exercise. This assignment has given me reason to look thoroughly at many of my personal challenges that if not improved upon could affect the level of my future successes personally, academically, and professionally. • Working with, understanding, and influencing others • Stress management and self control After completing the questionnaire and reviewing the workbook, I noted that in all except three of my competencies I scored higher than twenty. It is interesting that according to the self assessment profile it could be concluded that I overcompensate in some areas to offset the challenges I have in other competency areas. On the other hand these competencies may not be applicable for the role that I currently hold as an independent Branch Manager. I have considered that with regard to Relationship Management: Inspirational Leadership I scored 24. Yet Influence and Teamwork were two of my lowest scores. I know that it good leaders...
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...Talent Management Terry Meyer November 2005 ALL RIGHTS RESERVED COPYRIGHT Disclaimer Publication or other use of this document by any unauthorised person is strictly prohibited. The views expressed in this document are, unless otherwise stated, those of the author and not those of Fasset. THE CONTEXT OF TALENT MANAGEMENT As South Africa embarks on it’s journey into the second decade of democracy, few can argue that tremendous strides have been made on the political, economic, social and legislative fronts. Much of our legislation and policy directions are amongst the most progressive in the world. However, many challenges remain. One of these is the shortage of professional and managerial skills and the imbalances in terms of race and gender at these levels. Another, is the need to build a robust and entrepreneurial SMME sector which will create the jobs needed to absorb the unemployed in the economy. “Staffing is the new speed limit to growth. It is not the access to capital or technology that will constrain the growth of enterprises or the South African economy, but rather the lack of adequate skills to support organizational growth plans. The traditional channels of education and training are no longer providing skills in sufficient numbers nor are they necessarily aligned to organizational needs. Organizations must participate in the development of relevant skills if they are to survive.” (Italia Boninelli, HR Director: Netcare Group1) In a knowledge and service...
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...Aaron Kosai Caff 321 Professor Ostlund 9/15/15 Peter Drucker Writing assignment Peter Drucker’s four C’s of management are competence, character, compassion, and community. Competence is the ability to do something successfully and have a well understanding of the situation. In ones life requires a lot of competence to co existing with family and get along with others in a social setting. You definitely need to be competent when it comes to school and work. You have assignments and duties that require you to complete them efficiently and successfully. The next C is Character. Character is described as someone’s moral qualities. When it comes to family, character is big representation of you and the ones who raised you. As an older brother showing good character and setting a good example so the younger siblings have a role model to emulate. In a social setting, that’s when your true character is tested. Its not always easy doing the right thing but it shows your true colors taking a hard stance on what you believe is right. In school and at work showing you have good morals can help me gain the trust of others and hopefully climb the ladder to more successful opportunities. Compassion is Drucker’s next C of management. Having compassion is something that can be expressed through how we treat people. Whether it’s our family or the friends we hang out with. Treat everyone how you would want to be treated and realize no one is perfect. The final principal...
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...questions Overview competences Personal development plan Introduction Here is the rapport of the Personal Effectiveness i360. In this report your data and the data of other the respondents is processed. Strength/weakness analysis First you find a strength/weaknesses analysis. In this part is indicated which competences are rated relatively high and low by you and your respondents. You can also see whether you and your respondents agree or differ on the ratings of the various competences. You can use this information for your personal development plan. Results The results section starts with the answers to the open questions. After that you will find the graphical presentation of the results. This presentation starts with a summary of all the competences and is followed by a detail view per competence in which all results of the individual behavioral indicators per are shown. Personal development plan Eventually you can create a personal development plan by indicating the competences or aspects from competences you want to improve. Using this you can direct your own personal growth. Page 2 of 20 Respondents The following persons are registered as respondents for this 360 degree feedback survey. The status of each respondents is shown as well : Self Others Test Candidate Test Respondent1 Test Respondent2 Completed Completed Completed Explanation of the used numbers In this report, numbers are used to indicate the degree of presence for a competence. The numbers...
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...------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ZAMBIA CENTRE FOR ACCOUNTANCY STUDIES ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- PROGRAMME: BA BUSINESS PROCUREMENT AND SUPPLY CHAIN. . MANAGEMENT ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- COURSE: BUSI 1482 – MANAGING STRATEGY ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- lectureR: mS. MALANIYA CHANAKIRA ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- GROUP MEMBERS: HUMPHREY NSAMA (BAPSM) ------------------------------------------------- OSCAR HAMANGABA (BAPSM) ------------------------------------------------- LWIZYA M. MWENGWE (BAPSM) ------------------------------------------------- STANLEY NGANGULA (BAPSM) ------------------------------------------------- ...
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...Notes for using the Job Analysis template Job analysis is an in-depth study of a job (not the person in the job). It provides information for job descriptions. In doing the analysis, you will need to gather information about the job, eg by interviewing employees, observing performance of certain tasks, asking employees to fill out questionnaires and worksheets, and collecting information about a job from other sources such as related units of competency. Whatever sources you use to get basic information on what the job entails, the analysis should end up with written results that can be reviewed by the incumbent, or other employees who know the job. During the review, duties, competencies, knowledge, skills, abilities, and other characteristics of the job can be added, deleted or modified. Job analysis is designed to provide a reliable method of quickly and effectively identifying critical competencies (ie knowledge, skills and abilities) and establishing the qualifications for a job or role. The step-by-step process below will assist you to complete a job analysis using the template provided. |Process |Explanation | |Step 1. Understand the job |Start by developing a complete understanding of the position. This is the foundation on which training (and | |including duties and tasks |other human resources processes) is based. The basis...
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...USAWC course paper key competencies for 21st century strategic leaders by LTC JP Moore Strategic Leadership 24 October 2012 U.S. Army War College Carlisle Barracks, Pennsylvania 17013 It became clear to me [as the Chief of Staff of the Army]…I would have to learn new tricks that were not taught in the military manuals or on the battlefield. In this position [as a strategic leader] I am a political soldier and will have to put my training in rapping-out orders and making snap decisions on the back burner; and have to learn the arts of persuasion and guile. I must become an expert in a whole new set of skills. George C. Marshall After a review of the aforementioned George C. Marshall quote and the research conducted for this piece, the author draws the conclusion that the success – or failure – of a strategic leader depends on his or her abilities as an intellectual, culturally aware team builder, influencer, and a communicator above the tactical and operational levels of leadership. With this judgment, the following piece will answer two questions. What key competencies should a strategic leader possess in order to align their organizations to a constantly changing and complex – VUCA and JIIM – environment? How do these competencies facilitate his or her strategic organization’s alignment to the constantly changing and complex – VUCA and JIIM – environment? Strategic leader competencies generally consist of the “knowledge, skills, attributes, and...
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