The Principles Of Relationship Building Children And Young People Essay

The Principles Of Relationship Building Children And Young People Essay Effective communication plays vital role in developing positive with children, young people and adults. To build a positive relationship with children, young people and adults. As a TA you have to model the positive and effective communication skills between you and your other peers. You can do this by approaching and responding in positive communication, making the children feel comfortable in your presence or while you are supporting them. The effective communication is important for developing positive relationship with a child can often take sometimes. In my practice we reinforce this by greeting the children with smile, good morning and asking how are you? We also use Makaton signs while greeting. We also give chance to children to tell anything they want share with us. Its good that while you are talking with children get down to their level and give the positive response while communicating to children. If you are communicating with reception children, use short sentences and easy words. Build a relationship with by children by asking their favourite this, make an eye contact as this will boost the confidence of the child. As when the child or young people feel relaxed they will the child education and development. Explain the principles of relationship building with children, young and adults. (1.2) In my view all good relationships are built on warmth, caring, mutual respect and a willingness to listen to and accept one another. Relationships with children are especially tender and deserve extra attention and care as children are developing their concepts of the world and their place in it. Children look to the relationships with caring adults in their lives to answer many questions. They want to know, Do I belong? Am I doing all right? Do you see who I am? and Am I safe with you? They may not ask these questions with words, but they are looking to their relationships for the answers. Its important that you communicate how much you enjoy having the child or young adult you want to build a relationship with in your life. You can do this simply by giving the priority to the child or young person and leave everything else for a moment and giving them your full attention and a warm look. Show the child or young person or adult that you are pleased and fully attentive to whatever the child or young person presents. Youll be amazed where things go when we make time for them to unfold. In my practice we implement by giving the child the priority for example if I am writing the observation or busy in any activity and child comes to me . Then give the importance to child putting that activity aside for while and responding them positively. Explain how different social, professional and cultural contexts may affect relationships and the way people communicate. (1.3) Different social, professional and cultural contexts may affect relationships and the way people communicate because of a lack of understanding of one anothers background and or/culture. There are several behaviours that may be perceived differently by people. When communicating with others we need to consider the context in which we are working, we need to adapt the way we communicate in different situations. We should also remember that different cultures will have their own norms of behaviour which may extend to gestures, body language and eye contact. Explain the skills needed to communicate with children, young person and adult. (2.1) As a TA You have to demonstrate many skills while communicating with the children , young person and adult. It is really important that you give the opportunities to the children , young person or adult to talk about their views or any concerns .for example in my practice we done an activity regarding the expression or how you are feeling today ? after finishing the activity we gave the chance to every child if he/ she wants to discuss how is he feeling today and why? . You have show the respect to their views by active listening and valuing their views. While you were listening them make sure to have an eye contact and if communicating with child show your interest by saying different expressive work like thats sound amazing or praising them if they are telling about their good act .you have to get down to their level while communicating with the children. Get involved with children while communicating for example if the child is talking about a story book ask different question like what is your favourite character , did your like the story ? , Which part you find interesting in the book? Explain how to adapt communication with children and young people for: the age of child or young person , the context of communication and communication differences.(2.2) We have to adapt different way of communication with children and young people . As children of different ages will have various levels of attention and requirements than that of an older child, younger children who are starting school will require lots of support and reassurance in order for them to adjust to a school environment and develop their independence. As a TA You can do with this by praising and encouraging the child to build up good relationship and friendships with other children or children they may not usually associate with. When communicating with younger children it is really very important that we make an eye contact with the child and use simple instructions broken down into manageable steps. With some children with educational needs you may have to use alternative forms of communication like in our practice we use hands gestures, pictures or symbols. With an older child they still require lots of encouragement, praise and approval in order to improve their social skills. We also need to give older children opportunity to talk and express their views and opinions and it is vital that you make them feel that you are interested in listening to them. An older child still needs to understand boundaries and behaviour expected from them. The context of the communication; We have to change the verbal communication according to the situation we find ourselves in when with children or young people. If we are working in a more social location in school . For example in my practice when are in the playground or outside area then we use to communicate the children in very friendly way involve in what they are playing by giving different ideas of games they can play. It will gives us the opportunity to build relationships with the children. In a situation such as a learning activity or if I am working with target groups then it is important that the children are focused and can work without any distractions in order to complete the activity. At that time my way communicating with children will be forma, firm and proficient as I am working are in class and in an educational environment When working with children or young people with communication difficulties it is vital that we ensure patience and understanding as they will need to take more time . If a child has a speech difficulties such as stammer then they could feel anxious or nervous when trying to say something so it is important that we try not to speak for them or guess what they are trying to say as this may add to their anxiety. In my practice we use the resources such as PECS (picture exchange communication system) which is a form of alternative communication which uses pictures instead of words. And also use Makaton; a simple form of sign language which uses signs and picture symbols as well as speech. Explain the main differences between the communication with children and young people. (2.3) When communicating with the children, the language used should be appropriate to their age and understanding. Children need simpler terms than young person and also need to think of concentration levels and attention spans. Make sue that you never interrupt children and never dismiss anything they are saying; this will only lower their self esteem. Never laugh or hurry them when they are speaking. Active listening, taking note of their views and opinions. Showing smile and being polite to them. Provide the opportunities to young children to develop the communications skills, taking their ages in your mind. Use of non verbal communication, written communication like grammar and handwriting We can also communicate with them in formal or informal language, they are more self conscious when speaking in front of others. If Young person who have difficulty in social skills, adults communicate with using good manners may help building up social skills. Explain how to adapt communication to meet different communication needs of adults.(2.4) Communication with the adults, use the respectable language , When we are communicating with adults it is important to address them by their preferred title this in turn is showing respect. It is important for them to feel comfortable with you, especially since you are going to be working closely with them in the classroom, In my practice we reinforce that by showing respect their views and ideas. We also encourage the courteous and polite way of communication in my practice. As a TA I provide all support they might need in the classroom or around school. This will make it easier to work in a team and therefore less likely to cause friction in the setting, this will also make you a good role model for children as well as the adults. Explain how to manage the disagreements with children , young people and adults. (2.5) Everyday kinds of conflict that happen all the time in schools . However to deal with these disagreement you should follow the school policy and procedures, You should not to deny them help if they want it, but to give them as much opportunity to sort out their problems for themselves without taking over and doing it for them. In most circumstances the schools use procedure guide line that could be listen calmly to the both sides, You Should encourage them to reflect I can see you are very upset. I can understand why you are annoyed. As a TA you should give the child opportunity to resolve the problem for him/herself Is this something you can sort out for yourself or do you need my help? . Listens carefully to both sides, while insisting that each side respects the others opportunity to speak. If you are working with nursery children and they squabbling over something suppose a Push chair, you should first wait and see if they can resolve or sort it by themselves often children do. However if they are unable to sort it then you can step in and ask both children and then putting their ages into your mind you can explain them: 1. If there are two prams so they can both play with prams or 2. If there is only one pram so I will explain they have a choice, they can either play (and share) together and one push, whilst the other holds on, on one side and then swap over or 3. They must decide who is going to play with it on their own for a few minutes often the older/more able child is able to understand that they will have a turn very soon. Explain that you will make a note of the time if they choose this option. This is a good time to explain that it is much more fun to share because they have a friend to play with, very rarely have I found that a child wants to play alone unless of course they are very young and are not at the stage where they are looking to form relationships Another example in my practice I recently come up with a disagreement between two children. They are arguing on the scarf claiming that it belongs to both of them, then they come to me by saying that this scarf belongs to me and child b is also saying this scarf belongs to me. I said to them I have to speak them one by one and listened to them then we decided to go the coat pegs to make sure if they had a same scarf , by going their and having conversation with both children we come up with one thing that one child has a name on his scarf. After that we checked on the peg and found another scarf with the name , and they both got their scarf and disagreement is resolved. Summarise the main points of legislation and procedures covering confidentiality, data protection and the disclosure of information.(3.1) Every Adult who is working with the children or young people should have the knowledge of the legislations and how they are using in their practice. As a TA my responsibility is to keep the information confidential and record it wherever needed. In our practice we reinforce it by using the data protection act 1998 as a guide for our school procedures. All staff use this and follow that guideline. In my practice if a parent come to me and discuss any medical condition regarding the child I always record in our class book and make a copy for sence as well. I pass on that information to the teacher or Senco, depending on child educational needs. We are not allowed to discuss any school records with the parents or any other member of staff. In school we can gather some information about the child which is related to needs in the school such as dietary needs or any allergies child may have, any educational needs, medical information like if a child have to take any medication during the school time or any medical condition which can effect the child education . As a Ta you cannot disclose any information as this is the breach of confidentiality .You can only do this when it is need to know situation like a child has some medical needs which have to cover in the school by doing the parent consent. Explain the importance of reassuring children, young people and adults of the confidentiality of shared information and the limits of this. (3.2) Children, young people and adults need to know confidentiality will be honoured unless their, or others safety and well-being is threatened, a crime has or is likely to be committed, and a professionals knowledge of and access to the child, young person or adults information will not be abused, in the same way that it is important for professionals to understand how important shared information is, where and how its stored, transported and disclosed to other appropriate professionals. The school has a Confidentiality Policy, which all staff needs to be aware of, this sets out the schools aims and objectives relating confidentiality and gives guidelines on how to handle confidential information. The Data Protection Act 1998 states that any organisation holding confidential information should be registered with the Data Protection Commission. The Act gives eight principles of practice that govern the use of personal information. Such information must be processed fairly and lawfully, we can only use it for the purpose for which was gathered. It should be adequate, relevant and not excessive, also very accurate and kept no longer than necessary. The information should be processed in line with the individuals rights and kept it in secure place and discard it when it is not necessary. Justify the kinds of situation when confidentiality protocols must be breached. (3.3) As a TA when you work with children and young people will come to know most of the personal information like date of birth, address and contact details and also sensitive information like behavioural issues, some medical information, family background, whether parents are divorcing and so on. It is the responsibility of the adult to keep this information confidential. You must protect the identity of the child they work with and that of their families and carers. You must do everything in their power to protect the privacy of every child and adult. This can be done by keeping their personal information safe and secure. You can pass it on those who have authorised and legitimate reason to have the information only after they have permission from their parents and carers. This involves parents signing a consent form. If parents refuse permission then the school would not able to pass on the information even if it involves a behavioural specialist working with a child who has special needs.

Material Science Essay

Abstract In this assignment I will be defining the 3 essential properties of every material and describing those. I would also be describing how silicon-based semiconductors revolutionized computing. I will also define what microchips are and how they relate to integrate circuits. Since the pressing questions about the increasing ability of computers to quickly process large amounts of information is whether a computer can be built that is considered â€Å"alive† or â€Å"conscious.† I will also be defining artificial intelligence and telling the difference between the human brain and the central processing unit of a computer. Material Science There are three essential properties of every material that scientists use as a foundation for most every study. First it is the kind of atoms that is made up from the material. There are the neutral elements and the compound elements. The neutral elements would have the identical amount of protons and electrons; this would essentially terminate one another, which would leave the protons and electrons neutral. The compound element is when there is a combination of more than one element. The atoms are second in the way that they are arranged. A great way to explain this is by relating atoms of liquid and atoms of solids. For example the atoms of liquids move around allowing the atoms of solids which are packed together. The way that atoms are attached together is number three. These are the key properties when understanding the study of materials. The strong point of the material, this is the capability to endure forces being useful to it without breaking, this is first. The materials elasticity is second, which is the capability to flex while returning to its original form. Number three is the materials plasticity; this is the ability to change its shape forever. Thanks to the starter of semiconductors, computers have developed over a billion times faster than one of the first built in 1946 (ENIAC). Describe how silicon-based semiconductors revolutionized computing. Since silicone semiconductors are capable to move easily through the solid component it is more proficient than copper based conductors. Silicone based conductor’s makes holes which produces and fills a space constantly. This means electrons jump from one atom to another. This will also change the silicon through a process called doping by adding either phosphorus or aluminum the desired effect is achieved. When adding phosphorus to silicon it develops n-type which is negative-semiconductor. When adding aluminum to silicone it develops p-type semiconductors. These are both essential parts functions efficient electrical devices microchips, which are used in computers. Microchips are positive and negative type semiconductors. Microchips do a detailed function. A microchip is individual diodes and transistors will play a big part of the essential function in modern electronics, although these strategies have been mainly replaced by much more complex arrays of P- and N- kind semiconductors, known as microchips. Microchips may join hundreds or thousands of transistors in one integrated circuit, particularly intended to do a specific role. They are related to integrated circuits this is why. Combined circuits (microchips) are the main component in devices such as microwave calculators, and other devices. An integrated circuit microprocessor lies on modern technology. Modern technology is occupied with electrical integrated circuits. Such as, Televisions, MP3 players and computers all contain integrated circuit which allows them to perform specific functions. Also known as microchips or microprocessors, these circuits keep track of all the information being transferred within the device, in essence giving it life. Jack Kilby and Robert Noyce are both who take credit with inventing the integrated circuit, both coming up with the idea within a year of each other while working for separate companies. Artificial Intelligence is a division of science which deals with helping machines and finds explanations to complex problems in a more human like manner. This normally contains borrowing features from human intelligence, and applying them as procedures in a computer friendly way. A more or less well-organized approach can be taken depending on the necessities recognized, which impacts how artificial the intelligent performance seems. (http://ai-depot.com/Intro.html) The 2 essential differences between human brains and the central processing unit of a computer is the brain-computer metaphor has served intellectual psychology well, research in intellectual neuroscience has revealed many significant changes between brains and computers. Escalating these differences may be crucial to understanding the mechanisms of neural information processing, and eventually for the creation of artificial intelligence. (http://scienceblogs.com/developingintelligence/2007/03/27/why-the-brain-is-not-like-a-co/) One difference is that brains are analogue and computers are digital. For instance one of the primary devices of information communication appears to be the amount at which neurons fire a fundamentally unbroken variable. Likewise, networks of neurons can fire in relative synchrony or in relative confusion; the coherence affects the strength of the signals received by downstream neurons. Lastly, inside each and every neuron is a leaky integrator circuit, composed of a diversity of ion channels and endlessly changing membrane potentials. (http://scienceblogs.com/developingintelligence/2007/03/27/why-the-brain-is-not-like-a-co/) Another difference is short-term memory is not like RAM. While the superficial similarities between RAM and short-term memory encouraged many early intellectual psychologists, a closer examination reveals strikingly important differences. Although RAM and short-term memory both seem to required power, short-term seems to hold only to long-term memory however. RAM holds data that is Isomorphic which is having similar appearance but different ancestry. Not like RAM, the capacity limit of short-term memory is not fixed, the capacity of short-term memory seems to vary with differences in processing speed as well as with expertise and understanding. (http://scienceblogs.com/developingintelligence/2007/03/27/why-the-brain-is-not-like-a-co/)

People’ Attitude Towards Work Essay

People’s attitude to work varies a lot i.e. in relation to the individuals’ personal experience and their overall perception of others (employers, colleagues) and how they are actually perceived by other people. As emphasized by various key theorists (e.g. Frederick Taylor, Maslow, Douglas McGregor etc.) discussed in Behaviour At Work element 11.1, we (people) make assumption about other people based on our own experience in that, it is a way of making sense of relating to others. We each set ourselves certain standards and expect other people to adhere to them, even though they may not share our views and have different standards for themselves. Motivation is both individual and complex and there is a difference between what motivates people to perform above average and what leads to below average performance. Douglas McGregor emphasized that managers make either theory X or Y assumptions about the way others behave. Theory X assumption includes; * an average human being inherently dislikes work and will avoid it if possible hence, these types of people must be coerced, controlled, directed or even threatened with punishment to get them to put in adequate effort at work. * an average person prefers to be directed, wishes to avoid responsibility, has relatively little ambition and wants security above any other thing. Theory Y assumptions on the other hand stresses that; * people do not inherently dislike work and that the conditions of work reflects peoples satisfaction * people will generally exercise self direction and self control in pursuit of the objective to which they are committed * people mostly learn under proper conditions, not only to accept but to seek responsibility * people are not being used by organisations to their full potential * in order to obtain commitment from employees rewards should fulfill an individuals self actualization needs Choosing either Theory X or Y has an overall effect on people, be it positive or negative i.e. there will be a tendency within an organisation for people to respond to the way they are managed thus, if employees feel that they are not being trusted, this may result in them behaving in a less trustworthy way. PEOPLE’S ATTITUDE TOWARDS WORK (CONT.) Conclusion: Due to the fact that there is a range of reasons why people behave differently in work situations, hence, it is unrealistic to make generalized assumption about individuals attitude to work i.e. reasons for performing better or worse than average. Behaviour of each group is most likely to be unpredictable e.g. in the case of our Young business enterprise, GNVQ group A unlike group B spent a lot of time meeting despite the fact that there was conflict between individuals, thus we all had to put personal problems aside in order to achieve the same common goal which alternatively reflects on the successful trading carried out via high level of cooperation. Peoples attitude in a particular organisation can be measured by implementing techniques such as; * Preparation of questionnaires which is distributed to a certain number of selected individuals in a particular organisation. (Ref. example of questionnaire which may be used by organisations – appendix 1) * Face-to-face interviews – this refers to actually forming a one to one communication strategy which deals specifically with obtaining necessary information on employees general attitude towards their work and what motivates them to work harder and effectively. Face-to-face interviews are mainly used to obtain a direct response from the people affected by each policy thus, generating a more realistic subjective view of the employees involved as opposed to making an assumption. Some of the questions which can be included while carrying out an interview are as follows; (1) Can you describe any job you have held where you were faced with problems and pressures which tested your ability to cope? (2) Can you give me an example of a time when you had to conform to a policy with which you did not agree? (3) What stimulates you in your work and how does this motivate you? (4) Would you be willing to work in a position where you are expected to make decisions and how will you conduct yourself? (5) How do you feel about the way you are managed by your superior and what will contribute to you working even better? * Surveys – surveys takes different forms depending on the level of workers which are being examined. It can also be seen as a combination of the methods mentioned above i.e. in generating more response so as to obtain an overall result i.e. a more factual information regarding employees, which can obviously be relied on. (Ref. Example of a personnel performance indicator which can be used in highlighting peoples attitude to work – appendix 2) (Appendix 1) Questionnaire (1) Would you consider yourself satisfied with the level of responsibility your job involves? Yes[] No[] (2) What motivates you to work? Money[] Promotion[] Job security[] Other †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. (3) How would you describe you working condition? V. good[] Good[] Average[] Below average[] (4) Do you like working as a group[] ; individually[] ; or both [] (5) Would you like to be included in decision making or quality circle? Yes[] No[] Don’t know[] (6) What do you enjoy most in doing your job? †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. (7) Have you had any complaint in relation to your level of participation in your job? Yes[] No[] If yes, how do you view this †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. (8) How well do you deal with criticism? V. well[] Average [] Below average[] (9) Does criticism affect your overall performance? Yes[] No[] (10) Would you consider yourself Highly motivated[] Easily motivated[] Not easily motivated[] Don’t know[] FACTORS AFFECTING MOTIVATION People’s level of motivation is affected by certain issues, which may lead to an extensive breakdown in communication within an organisation due to lack of cooperation between employees and employees or employees and employers. These factors includes; * Hierarchy of needs – this inter relates to Maslow’s theory of human behaviour i.e. that individuals have five level of needs which they sought to satisfy. The human needs as established by Maslow states that the lowest of our needs include the basic physiological need for food, drink and shelter, once it is satisfied, individuals then needs to protect himself/herself against danger, threat and deprivation thereafter the levels of needs rise through social needs, need for self esteem and status to the need for self actualization. This affects motivation on an individual basis i.e. an individual may focus on each step before actually moving towards self actualization thus, if he/she is not completely satisfy on any of the stages the person tends to struggle a lot in working to his/her best ability – this may not be the case for lots of other people. Maslow’s Hierarchy of Needs Self actualization (the need to do the work we like) Esteem (the need to feel worthy and respected) Social needs (the need to be liked/loved and to be a member of a given group) Security (the need to feel safe and secure) Survival (the need to stay alive, to eat, to drink, sleep and reproduce) FACTORS AFFECTING MOTIVATION (CONT.) * Job Satisfaction – this affects the way in which people feel about their work in terms of achievement or recognition from others, the work involved, level of responsibility, opportunities for advancement, company policy and administration, supervisions, salary, interpersonal relations and working conditions. In the case where these are not dealt with in a constructive manner, it may give rise to a high level of dissatisfaction at work which may in turn lead to persistent lateness or absenteeism, below average performance and real or imagined illness on the part of workers i.e. due to a downfall in level of motivation. * Challenge – if the work involved is not challenging enough for certain employees, it may lead to low staff morale that is, workers may not feel the need to give the job their absolute best. On the other hand, if the job is too broad compared to a relatively low number of employees, it may also have the same negative effect in motivating the workers. * Motivators such as: reward, training, promotion etc. If these motivators lacks in an organisation, workers tend to feel that their needs are not being catered for, hence, developing a negative attitude towards employers which alternatively affect the level of work which is put into the organisation i.e. workers in this situation will only work because they feel the need to work not because they want to work. However, in order to get employees fully involved, various kinds of motivators e.g. shared ownership, cash bonuses etc. should be introduced to commend hard working employees thus, serving as a source of motivation in that people actually perform better when they are willing to work so as to meet a certain target rather than employers forcing work on them because they have to. * Career Development – this proves vital in maintaining or improving the level of staff motivation in that, people like to think that their hard work will pay off well as opposed to go unrecognized thus, if there is an opportunity for career development, workers tend to perform well so as to develop their individual skills and at the same time climb up the management ladder. In a situation where it is the opposite, it may lead to a wide spread low morale amongst employees. * Level of Expectancy – this may have an overall effect on an individual’s attitude towards work i.e. in relation to the expectancy theory developed by Victor Vroom, for example, an individual may respond in a positive way to a high level of expectancy from employers while another employee of the same calibre breakdown under pressure thus, it all boils down to an individual’s desire for something in relation to the person’s estimation of how likely it can be achieved. MOTIVATORS APPROPRIATE FOR DIFFERENT TYPES OF INDIVIDUAL PERFORMANCE As established by Frederick Taylor (1947) â€Å"what the workforce want from their employers beyond anything else is high wages and what employers want from their workforce most of all is low labour costs† – the existence or absence of these two elements forms the basis for either a good or bad management. The major factors which makes people feel satisfied with their job and motivates individuals to work effectively includes; high level of achievement, recognition, opportunities for advancement and responsibility as well as the actual content of the work which is being carried out. On the other hand, factors which affects employees adversely and which lead to high level of dissatisfaction with their individual tasks include negative company policy, low level of salary and benefits, interpersonal relations and the overall working conditions (as described earlier). The following motivators are required so as to encourage individuals to work harder thus, enhancing the workers individual performance; * Autonomy – this refers to the amount of freedom and discretion an individual can exercise over a certain job, this gives the worker a higher level of responsibility providing that the person wants and can cope with the responsibility. This will boost an individual’s self-reliance thus, being able to meet target more effectively. Although some people prefer jobs with low level of responsibility, this is often common when people have a highly complex and demanding life outside work. However they are not likely to be high achievers. * Praise – workers generally feel the need to be praised for hard work hence, serving as a motivator in encouraging the particular worker to keep doing a specific task to his/her best ability. Praise actually has an overall effect on the quality and quantity of goods and services produced, so therefore it is vital for employers to recognize and commend a high quality work. MOTIVATORS APPROPRIATE FOR DIFFERENT TYPES OF INDIVIDUAL PERFORMANCE (CONT.) Delegating – this motivates people to work harder in that, it also involves giving workers more responsibility for the tasks they carry out. Delegating is used in a situation where by the particular job holds certain responsibilities, but additional responsibility is giving through delegation, this may help in providing more time for more important tasks, thus, helping in increasing an individuals’ job satisfaction. Reluctant or poor delegation can be worse than no delegation at all, hence, this is why most employers tend to delegate trustworthy employees to carry out certain tasks. Delegation also helps in meeting target, improving cooperation between staff and employer, and improving the quality and quantity of work carried out. * Shared Ownership – shared ownership schemes proves to be very successful in motivating workers in that, employees handle tasks more efficiently due to the fact that they also have a stake in the company hence, people tend to work very well if there is some kind of benefit to derive from their hard work on the long run. The introduction of shared ownership enhances general individual performance i.e. people tend to be self reliance thus, meeting targets, encouraging and maintaining good relationship with co-workers and employers which in turn helps in developing and delivering good quality of work (high standard) as well as improving the quantity of work achieved. * Quality Circle – the implementation of quality circle serves as a motivator because it makes employees feel more involved in all the aspects of product development. Quality circle is usually set up to tackle a particular project where quality improvement is necessary therefore, making it easy to recognize each team’s ability and alternatively rewarding individual teams for the level of work they put in improving the quality and the amount of goods actually produced. EFFECTS OF MOTIVATORS ON INDIVIDUAL PERFORMANCE In an event whereby employees’ needs are catered for promptly and effectively, organisations can benefit a great deal. For instance, in order for quality circles to be successful, quality improvement programmes needs full commitment from employees. The motivators discussed earlier helps in; * enhancing employees commitment to a particular organisation thus, being more reliable in performing tasks individually as well as part of a team. * boost loyalty – the level of employees loyalty will be improved if they are being treated with respect they deserve e.g. if employees are offered shared ownership of an organisation as a reward for hard work, the employee will be willing to stay loyal for a long period in that, the employee will be obliged to support the particular organisations’ internal and external activities i.e. outside and within the organisation. On the whole, these motivators helps in providing opportunities for increased skills, flexible working and individual development. Motivators also provide social companionship and a sense of pride in the overall working relationship in regards to achievements derived from motivating workers in the correct manner. Further Analysis: GAINING EMPLOYEE COOPERATION THROUGH MOTIVATION It is essential that the reward strategy adopted by employers fulfills employees needs i.e. if motivation to work is to be maintained or increased, it is necessary that an individual is convinced that by putting in extra effort at work, his/her performance will be improved and that the reward he/she values will be forthcoming. In order to gain employee cooperation, employers’ focus on motivating employees in various ways depending on the organisation involved, some of the methods used in achieving this are as follows; * Job Security – by providing a secure job opportunity, workers will have the opportunity for career progression, therefore, they will feel motivated to work hard so as to get on. A major example of this relates to the Japanese economy that is, because employers often offer a job for life to potential individuals thus, they tend to expect a high degree of loyalty from their workers as well as commitment to work to the very best of their ability. * Merit Rating – this refers to recognizing an individuals’ performance and selecting personal qualities which an organisation believes to be important and assessing these qualities hence, giving the organisation an overall idea on how to reward individual performance effectively. (Ref. Merit rating form – appendix 3) * Appraisal – this is also used to pin point performance, appraisal is needed for assessing the performance of an individual in discharging specific responsibilities and/or the potential performance of the individual in other roles. Appraisal often involves assessing both job performance and personality characteristics relevant to the particular job. Performance appraisal is an extension and development of merit rating, it may or may not be used as a basis for increase in salary (performance related pay). GAINING EMPLOYEE COOPERATION THROUGH MOTIVATION (CONT.) An example of appraisal of an employee may take the form below; Job Knowledge and Technical Ability Comments Exceptional Good Satisfactory Marginal Inadequate Energy and Application Comments Exceptional Good Satisfactory Marginal Inadequate Organizing Ability Comments Exceptional Good Satisfactory Marginal Inadequate Overall Assessment 1. Reserved for employees whose distinguished performance is clearly obvious to all. 2. Seasoned employees whose performance is noticeable better than satisfactory. 3. Satisfactory 4. Performance close to being satisfactory but needs further development. 5. Performance clearly below the accountability level required for a certain task or set of tasks (this may include newcomers). 6. Totally unsatisfactory (Ref. Performance Appraisal by: T.L . Whisler and S.F . Harper, research and practice by: Holt, Rinehart and Winston) GAINING EMPLOYEE COOPERATION THROUGH MOTIVATION (CONT.) * Incentive Schemes – this may be used to gain cooperation due to the fact that it is a valuable motivator. Incentive schemes means the payment to employees of a regular bonus related to productivity, this is designed to encourage employees to cooperate with management in raising productivity and the overall performance of the organisation. This emphasizes the relationship between performance and payment, in that money remains a major motivator in enhancing growth in the level of work performed. * Management By Objectives – this focuses on increasing workers performance by agreeing individual objectives with managers and measuring progress by the degree of attainment of the objectives i.e. management by objectives involves setting specific organizational objectives for a future time period. This is a mutual setting of objectives between each position holder and his/her supervisor and the use of the objectives as standards for evaluating the employee’s performance. MBOs are used in gaining cooperation in regards to employee and employer relationship that is, employees will respond a lot better to discussions rather than orders/commands. POTENTIAL BENEFITS REGARDING GOOD COOPERATION As established by Frank Herzberg (1968), increased job satisfaction will not always result in increased performance but nevertheless increasing the level of job satisfaction within an organisation has lots of advantages i.e. in relation to the organisation, the managers and each individual employee. Potential benefits Potential benefits to employees to management * more interesting work Through better Through increased * scope for development working methods motivation * more autonomy * companionship and team pride * share in any benefits to employers * better quality * reduced absence * lower turnover * more flexibility * higher productivity Potential organizational benefits * high level of commitment to the organisation * improved industrial relations climate * organisation growth This table lays emphasis on – improving job design and work organisation to meet individual needs. (Ref. The effective manager, book 4, open university, 1990) POTENTIAL BENEFITS REGARDING GOOD COOPERATION (CONT.) Benefits which are derived from successful communication between employers and employees includes; Organizational Benefits: * In a situation whereby employees are satisfied with the work they perform as well as their working environment, employees tend to identify more closely with the actual organisation. * Employees who are committed to the organisation are likely to work harder towards organizational goals, seize opportunities, contribute new ideas and act as good public relations officers for their employer. * Effective communication within an organisation will also give rise to less chance of industrial disputes in that, employees will have little or no dissatisfaction and the organisation as a whole can therefore expect to survive competition and prosper. Management Benefits: * If workers are highly motivated, managers will be able to expect better quality performance. * The symptoms of dissatisfaction i.e. absenteeism and illness will be minimal or not present hence, the management will be able to discover that staff are willing and able to perform a range of tasks if their individual skills and abilities are fully developed. On the long run, this benefit will lead to improved productivity and better quality service. Individual Benefits: * If a person with certain skills and abilities finds his/her job suited to the qualities he/she possess, the work the individual participate in, will become more interesting and therefore less likely to produce stress or dissatisfaction. * A job which involves various source of motivation i.e. providing an individual with a scope for development, this will be encouraging to the individual, hence, the particular person will then be able to focus on opportunities for improvement and advancement. On the whole, the level of advantages of job satisfaction outweighs its disadvantages hence, in a situation whereby everybody works hand in hand with a view of a common interest i.e. putting aside personal differences, the organisation tend to survive on the long run – the young business enterprise group A is a perfect example to qualify this statement. CONCLUSION: Motivation in Regards to Group Development In order for people to get along well enough as a group so as to be able to benefit the business as a whole, motivators such as praise, autonomy, giving ideas, feedback and so on was implemented in that, for us to achieve each group development stage effectively before moving to the next important stage, it is vital for each group member to deal with the tasks given to the best of his/her ability. * Praise – this was used indirectly at regular intervals, so as to show an appreciation for a good level of effort put in by each group member. * Autonomy – enough opportunity was given to each group member to work on certain tasks as an individual thus, giving the person overall responsibility without too much questioning. * Giving Ideas – each group member was involved in the initial brainstorm for the product ideas as well as designs to be produced and each and every idea brought forward was welcomed and discussed in further depth hence, making each group member feel as part of the business which alternatively led to intense commitment. * Feedback – people need to know whether they are performing their jobs satisfactorily, they need praise for doing things well and they need help and advice if they are not performing up to standard, this is achieved through feedback during business meetings. This is used to the advantage of the business venture, in that, people who are not pulling their weight (contributing) were told directly by group members to do so, thus, giving rise to people actually performing much better in some cases and no apparent change in other cases. On the whole, the level of motivational skills applied to the business venture proves to be effective for the individuals within the group as well as in the general group development.

Hamlet, By William Shakespeare - 2116 Words

A standout amongst the The majority exceptional things over those assume village (with village playing those fundamental character) may be those lifestyle associations between those fundamental and lesseps characters have not changed from Shakespeare s time period over which he composed this assume of the present day dilemmas about today. The character village relates through independence from claiming self should others in the assume Also shakespeare employments this perplexity about self What s more way Therefore guaranteeing a number sorts from claiming book lovers who might identify with as much village characterization. Village portrays himself for every last bit as much mankind s flaws, in any case it is this humankind that makes†¦show more content†¦Stop for thought is in the sorts for clash that assume a major piece in the assume and the associations the middle of village and the two individuals who have been closest should him; constantly Ophelia and the ghost. Vill age can t offer as much solid emotions and feelings for as much mothball or as much girlfriend Also same time as much mothball will be truly resting with those enemy, Ophelia need decided the side of claudius due to her father tan Polonius. It will be particularly challenging for village to converse with Ophelia. The main different lady for as much life, Gertrude, need deceived as much adore for music, something she imparts to her father Toward marrying claudius. Village might a chance to be fixated on the ticket that constantly on ladies need aid evil, yet he by any means does cherish Ophelia on The point when he figures out Ophelia need passed on he cries out, i cherished Ophelia; forty thousand brothers Might not, for all their amount from claiming love, make up my entirety of cash. (Act V, scene 1) those ghost gives village for a situation. Previously, Shakespeare s assumes extraordinary characters are not constantly to make trusted (think of the three witches Previously, macint osh beth who need aid instrumental molding Previously, as much downfall). Village doesn t think if those ghost will be letting those truth or not. In