The TWI Job Safety (JS) Poster describes the four steps of Job Safety based on the tried and tested Training Within Industry (TWI) methodology. The TWI JS program creates a simple and logical framework by which supervisors can prevent accidents from happening--by learning how to analyze the causes of accidents and eliminating them before they happen.
The poster comes in two themes: color and monochrome. Formatted in PDF and in editable PPTX, the poster can be easily printed on an A3 or A4-sized paper from an office copier machine and displayed on employee workstations, or distributed together with your workshop handouts.
The TWI JS Poster complements the 'TWI Program: Job Safety (JS) Training' presentation materials and the TWI JS Pocket Cards. It serves as a takeaway and summary of your occupational health and safety presentation.
Contents in the TWI JS poster include:
1. What Is The TWI Job Safety Program
2. The Four Steps of Job Safety
3. How To Spot & Avoid Safety Hazards
4. Supervisor's Major Safety Responsibilities
This document provides a summary of an Innermetrix ADVanced Insights Profile for an individual named Jules Cranshaw.
The profile combines three assessments: 1) The Attribute Index measures decision-making style, 2) The Values Index measures motivational drivers, and 3) The DISC Index measures preferred behavioral style. Together, these assessments provide insight into a person's natural talents (what), motivations (why), and preferred behaviors (how).
The goal of this in-depth self-awareness is to help individuals align what they do best with how they do it and why, in order to achieve peak performance in their roles and endeavors.
This graphic design portfolio contains a redesign of the identity for Americade, the world's largest touring motorcycle rally. The redesign includes a primary logo, advertisement series, poster, website, and postcard series. The documents showcase examples of the new visual identity system created for Americade's 26th annual event in 2008.
Zero Waste programs in San Francisco can dramatically reduce greenhouse gas emissions by decreasing upstream waste and diverting food and other compostable materials from landfills. San Francisco has adopted a goal of zero waste by 2020 and has policies and programs like pay-as-you-throw pricing and mandatory recycling and composting to support this. These programs have already helped reduce San Francisco's landfill disposal to its lowest levels in 40 years while increasing composting collection.
The document summarizes a moderator meeting for the GL Battlefield Community. It discusses the vision to make gaming a real pursuit in Thailand and the mission to advance Thai gamers. It outlines partnerships with esports organizations and the community leadership structure. The meeting addressed the current mission to lead the Battlefield Bad Company 2 community in Thailand through knowledge resources, pre-orders, and servers. Moderation guidelines were also covered, including rules, punishments, and procedures for pinning, moving, locking, and deleting topics.
This document discusses how OPEC and the G-77 coalition have undermined progress in international climate negotiations. Specifically:
1) OPEC seeks to maintain high oil prices and avoid emissions reductions that could lower prices, so it obstructs climate negotiations. However, high oil prices and climate change both hurt developing countries.
2) The G-77 sometimes tacitly supports OPEC's obstruction, despite having members with diverging interests, due to desires for unity and weaker negotiation capacity compared to OPEC.
3) OPEC's influence within the G-77 stems from its strong negotiation capabilities and shared interests with some G-77 members in maintaining oil revenues and prices. This comprom
The TWI Job Safety (JS) Poster describes the four steps of Job Safety based on the tried and tested Training Within Industry (TWI) methodology. The TWI JS program creates a simple and logical framework by which supervisors can prevent accidents from happening--by learning how to analyze the causes of accidents and eliminating them before they happen.
The poster comes in two themes: color and monochrome. Formatted in PDF and in editable PPTX, the poster can be easily printed on an A3 or A4-sized paper from an office copier machine and displayed on employee workstations, or distributed together with your workshop handouts.
The TWI JS Poster complements the 'TWI Program: Job Safety (JS) Training' presentation materials and the TWI JS Pocket Cards. It serves as a takeaway and summary of your occupational health and safety presentation.
Contents in the TWI JS poster include:
1. What Is The TWI Job Safety Program
2. The Four Steps of Job Safety
3. How To Spot & Avoid Safety Hazards
4. Supervisor's Major Safety Responsibilities
This document provides a summary of an Innermetrix ADVanced Insights Profile for an individual named Jules Cranshaw.
The profile combines three assessments: 1) The Attribute Index measures decision-making style, 2) The Values Index measures motivational drivers, and 3) The DISC Index measures preferred behavioral style. Together, these assessments provide insight into a person's natural talents (what), motivations (why), and preferred behaviors (how).
The goal of this in-depth self-awareness is to help individuals align what they do best with how they do it and why, in order to achieve peak performance in their roles and endeavors.
This graphic design portfolio contains a redesign of the identity for Americade, the world's largest touring motorcycle rally. The redesign includes a primary logo, advertisement series, poster, website, and postcard series. The documents showcase examples of the new visual identity system created for Americade's 26th annual event in 2008.
Zero Waste programs in San Francisco can dramatically reduce greenhouse gas emissions by decreasing upstream waste and diverting food and other compostable materials from landfills. San Francisco has adopted a goal of zero waste by 2020 and has policies and programs like pay-as-you-throw pricing and mandatory recycling and composting to support this. These programs have already helped reduce San Francisco's landfill disposal to its lowest levels in 40 years while increasing composting collection.
The document summarizes a moderator meeting for the GL Battlefield Community. It discusses the vision to make gaming a real pursuit in Thailand and the mission to advance Thai gamers. It outlines partnerships with esports organizations and the community leadership structure. The meeting addressed the current mission to lead the Battlefield Bad Company 2 community in Thailand through knowledge resources, pre-orders, and servers. Moderation guidelines were also covered, including rules, punishments, and procedures for pinning, moving, locking, and deleting topics.
This document discusses how OPEC and the G-77 coalition have undermined progress in international climate negotiations. Specifically:
1) OPEC seeks to maintain high oil prices and avoid emissions reductions that could lower prices, so it obstructs climate negotiations. However, high oil prices and climate change both hurt developing countries.
2) The G-77 sometimes tacitly supports OPEC's obstruction, despite having members with diverging interests, due to desires for unity and weaker negotiation capacity compared to OPEC.
3) OPEC's influence within the G-77 stems from its strong negotiation capabilities and shared interests with some G-77 members in maintaining oil revenues and prices. This comprom
The document presents an overview of the issues with waste incineration by Ann Leonard at the Zero Waste Conference in Beirut in July 2010. It argues that incinerators waste resources, emit toxic pollution, depend on continued landfill use, encourage more waste production, undermine real solutions like zero waste, drain funds from the local economy, create few jobs, waste energy, are politically unpopular, contradict UN conventions, and are outdated compared to zero waste alternatives.
Utrecht University is a leading research university located in the Netherlands. It has over 29,000 students enrolled across its 7 faculties and 6 graduate schools. It has a strong focus on interdisciplinary research and collaboration. Utrecht University is known for its high-quality teaching and research. It offers a variety of English-taught bachelor's, master's, and summer school programs.
The document summarizes compatibility testing of a website redesign across different browsers and operating systems. The testing showed the redesign worked best in Safari 4 and IE7, displaying nearly the same as expected, while IE8 and FF3 had issues displaying the main menu and header logo correctly. Overall, 79% of browser/OS combinations tested had unacceptable results and only 21% had acceptable results matching or nearly matching the expected display.
The entrepreneurial ecosystem in Spain by felix lopezFelix Lopez Capel
The Spanish entrepreneurial ecosystem in one slide. Have a look at the main actors, supporters at the ecosystem, public and private organizations. From foundations to universities. Events and competitions.
Spain is becoming very active in the global startup ecosystem with good exits in the last two years. We have good talent and better startups with amazing teams.
Madrid and Barcelona are the top cities to run a startup with Valencia very closed.
This document discusses how waste and waste management practices like incineration contribute to climate change and greenhouse gas emissions. It provides statistics showing that incinerators emit more carbon dioxide per unit of energy than coal, oil, or natural gas. The document also notes that recycling, composting, and zero waste are more cost-effective approaches that produce fewer emissions than incineration or landfilling with gas capture. It provides examples of successful small-scale composting and recycling initiatives in various countries that are alternatives to waste incineration.
This document summarizes a celebrity ranking and analysis initiative called CelebTrack. It will conduct large-scale research to measure celebrity power in India across multiple factors beyond just popularity. Over 400 celebrities will be tracked over multiple waves annually across 10,800 respondents. Annual subscriptions cost 10.8 lakhs for advertisers and corporations to utilize the rankings and analysis for endorsement and promotional decisions. The research aims to bring more objectivity and data-driven insights to the celebrity endorsement industry in India.
Utrecht University is a leading research university located in the Netherlands. It has over 29,000 students enrolled across its 7 faculties and 6 graduate schools. It has a strong focus on excellence in both research and teaching. Utrecht University is ranked highly internationally and within Europe, and has produced 11 Nobel Laureates. It offers a variety of English-taught bachelor's, master's, and summer school programs across its academic disciplines.
Marketing low cost para lanzar tu startup at Tech HubFelix Lopez Capel
Este documento ofrece consejos para lanzar una startup de forma económica, incluyendo utilizar herramientas en la nube, crear una identidad digital en Google y redes sociales, grabar videos para YouTube, invertir en publicidad en Facebook, organizar eventos, buscar influencers, y participar en ferias y eventos de networking para promover la startup y encontrar clientes.
Charla de Felix Lopez Capel en el Salon Mi Empresa 2016.
Tips básicos para hacer networking como herramienta de marketing, ventas y comunicación.
El CRM que te recomiendo: https://www.sumacrm.com/entrada.php?cod=K5BW8NTR
Psychometric Test to understand Behaviorsavinder83
Psychometric tests measure individuals' personality traits and how they may approach tasks, communicate, deal with change and stress. When used in hiring, these tests can help match a person's skills to the job requirements so they learn faster, are more satisfied and stay longer. A person's performance depends on their behavior, which psychometric tests aim to assess. There is no pass or fail in these tests, just determining the best job fit for each individual based on their traits.
This document discusses behavioral health and safety for supervisors and managers. It defines behavior and personality traits, and how understanding personalities can help manage behavior. Behavior is influenced by activators (cues), the behaviors themselves, and their consequences. Positive consequences are most effective at influencing future safe behaviors. The document provides strategies for supervisors to develop a positive safety culture, including conducting employee health and safety tours to engage workers in identifying hazards and behaviors.
This document outlines an 8-step process for dealing with problem behaviors at work. The steps include establishing that a problem exists, meeting with the employee, listening to understand their perspective, empathizing and looking for alternative behaviors, focusing on new behaviors, agreeing on a change plan, supporting the desired behaviors, and documenting progress. The overall approach emphasizes understanding the root causes of issues, gaining cooperation from the employee, and helping them adopt new behaviors through communication, support and accountability.
The document discusses the five critical mistakes that safety professionals often make and how to avoid them. The first mistake is using negative language like "don't" instead of positive language with actions like "keep hands clear." The second mistake is taking a policing approach instead of gaining agreement on safety goals. The third mistake is failing to follow the same safety rules that are expected of others. The fourth mistake is asking the wrong questions that focus on blame instead of solutions. And the fifth mistake is relying only on rules and regulations instead of building relationships.
Six tips of characteristics to build your effective change leadershipAndre Vonk
This document outlines six key characteristics of effective change leaders:
1. Low levels of anxiety and emotional stability. Change leaders must feel secure and be in a positive mood to adapt well to change.
2. Action orientation and confidence. Change leaders are energized by action and believe in their ability to succeed despite risks of the unknown.
3. Openness and diversity of experiences. Change leaders are receptive to new ideas and maintain multiple perspectives to see opportunities.
4. Risk tolerance through risk management. Change leaders take calculated risks while mitigating dangers through careful planning and analysis.
Hiring for these traits and cultivating them in a team's culture allows organizations to identify new opportunities and adapt quickly to
The document presents an overview of the issues with waste incineration by Ann Leonard at the Zero Waste Conference in Beirut in July 2010. It argues that incinerators waste resources, emit toxic pollution, depend on continued landfill use, encourage more waste production, undermine real solutions like zero waste, drain funds from the local economy, create few jobs, waste energy, are politically unpopular, contradict UN conventions, and are outdated compared to zero waste alternatives.
Utrecht University is a leading research university located in the Netherlands. It has over 29,000 students enrolled across its 7 faculties and 6 graduate schools. It has a strong focus on interdisciplinary research and collaboration. Utrecht University is known for its high-quality teaching and research. It offers a variety of English-taught bachelor's, master's, and summer school programs.
The document summarizes compatibility testing of a website redesign across different browsers and operating systems. The testing showed the redesign worked best in Safari 4 and IE7, displaying nearly the same as expected, while IE8 and FF3 had issues displaying the main menu and header logo correctly. Overall, 79% of browser/OS combinations tested had unacceptable results and only 21% had acceptable results matching or nearly matching the expected display.
The entrepreneurial ecosystem in Spain by felix lopezFelix Lopez Capel
The Spanish entrepreneurial ecosystem in one slide. Have a look at the main actors, supporters at the ecosystem, public and private organizations. From foundations to universities. Events and competitions.
Spain is becoming very active in the global startup ecosystem with good exits in the last two years. We have good talent and better startups with amazing teams.
Madrid and Barcelona are the top cities to run a startup with Valencia very closed.
This document discusses how waste and waste management practices like incineration contribute to climate change and greenhouse gas emissions. It provides statistics showing that incinerators emit more carbon dioxide per unit of energy than coal, oil, or natural gas. The document also notes that recycling, composting, and zero waste are more cost-effective approaches that produce fewer emissions than incineration or landfilling with gas capture. It provides examples of successful small-scale composting and recycling initiatives in various countries that are alternatives to waste incineration.
This document summarizes a celebrity ranking and analysis initiative called CelebTrack. It will conduct large-scale research to measure celebrity power in India across multiple factors beyond just popularity. Over 400 celebrities will be tracked over multiple waves annually across 10,800 respondents. Annual subscriptions cost 10.8 lakhs for advertisers and corporations to utilize the rankings and analysis for endorsement and promotional decisions. The research aims to bring more objectivity and data-driven insights to the celebrity endorsement industry in India.
Utrecht University is a leading research university located in the Netherlands. It has over 29,000 students enrolled across its 7 faculties and 6 graduate schools. It has a strong focus on excellence in both research and teaching. Utrecht University is ranked highly internationally and within Europe, and has produced 11 Nobel Laureates. It offers a variety of English-taught bachelor's, master's, and summer school programs across its academic disciplines.
Marketing low cost para lanzar tu startup at Tech HubFelix Lopez Capel
Este documento ofrece consejos para lanzar una startup de forma económica, incluyendo utilizar herramientas en la nube, crear una identidad digital en Google y redes sociales, grabar videos para YouTube, invertir en publicidad en Facebook, organizar eventos, buscar influencers, y participar en ferias y eventos de networking para promover la startup y encontrar clientes.
Charla de Felix Lopez Capel en el Salon Mi Empresa 2016.
Tips básicos para hacer networking como herramienta de marketing, ventas y comunicación.
El CRM que te recomiendo: https://www.sumacrm.com/entrada.php?cod=K5BW8NTR
Psychometric Test to understand Behaviorsavinder83
Psychometric tests measure individuals' personality traits and how they may approach tasks, communicate, deal with change and stress. When used in hiring, these tests can help match a person's skills to the job requirements so they learn faster, are more satisfied and stay longer. A person's performance depends on their behavior, which psychometric tests aim to assess. There is no pass or fail in these tests, just determining the best job fit for each individual based on their traits.
This document discusses behavioral health and safety for supervisors and managers. It defines behavior and personality traits, and how understanding personalities can help manage behavior. Behavior is influenced by activators (cues), the behaviors themselves, and their consequences. Positive consequences are most effective at influencing future safe behaviors. The document provides strategies for supervisors to develop a positive safety culture, including conducting employee health and safety tours to engage workers in identifying hazards and behaviors.
This document outlines an 8-step process for dealing with problem behaviors at work. The steps include establishing that a problem exists, meeting with the employee, listening to understand their perspective, empathizing and looking for alternative behaviors, focusing on new behaviors, agreeing on a change plan, supporting the desired behaviors, and documenting progress. The overall approach emphasizes understanding the root causes of issues, gaining cooperation from the employee, and helping them adopt new behaviors through communication, support and accountability.
The document discusses the five critical mistakes that safety professionals often make and how to avoid them. The first mistake is using negative language like "don't" instead of positive language with actions like "keep hands clear." The second mistake is taking a policing approach instead of gaining agreement on safety goals. The third mistake is failing to follow the same safety rules that are expected of others. The fourth mistake is asking the wrong questions that focus on blame instead of solutions. And the fifth mistake is relying only on rules and regulations instead of building relationships.
Six tips of characteristics to build your effective change leadershipAndre Vonk
This document outlines six key characteristics of effective change leaders:
1. Low levels of anxiety and emotional stability. Change leaders must feel secure and be in a positive mood to adapt well to change.
2. Action orientation and confidence. Change leaders are energized by action and believe in their ability to succeed despite risks of the unknown.
3. Openness and diversity of experiences. Change leaders are receptive to new ideas and maintain multiple perspectives to see opportunities.
4. Risk tolerance through risk management. Change leaders take calculated risks while mitigating dangers through careful planning and analysis.
Hiring for these traits and cultivating them in a team's culture allows organizations to identify new opportunities and adapt quickly to
The document discusses various aspects of employee disciplinary management. It defines key terms like discipline, misconduct, and punishment. It explains the importance of discipline in organizations and different approaches to discipline like preventive, corrective, positive, and negative approaches. The document also discusses concepts like progressive discipline, counseling approach, and the hot stove principle. It provides examples of different types of misconduct related to attendance, behavior, dishonesty, etc. and factors to consider before initiating disciplinary action.
The document discusses employee discipline and managing employee behavior. It notes that discipline refers to actions imposed on employees for failing to follow rules or policies. Poor employee selection, undefined expectations, and improperly trained supervisors can lead to indiscipline. Indiscipline results in misbehavior, inefficiency, higher costs and unsafe work. Organizations should create environments where discipline is not needed through proper hiring, training, and grievance systems. Disciplinary actions should be fair, protect employee rights, and be proportional to the misconduct. A progressive discipline process with clear communication of expectations helps ensure discipline is handled appropriately.
This document discusses effective safety supervision. It begins by outlining four goals: 1) describing why enforcing policies is a supervisor's job, 2) defining "adequate supervision" and how supervisors can meet this requirement, 3) describing supervisor responsibilities for holding employees accountable, and 4) discussing tools for employee motivation. It then discusses what leadership is and is not, defining leadership and different leadership styles. It emphasizes the importance of communication, consistency, and building trust between supervisors and employees. Finally, it discusses supervisor responsibilities including providing training, resources, and discipline when needed to ensure a safe work environment and secure compliance with safety rules.
This document outlines strategies for establishing a strong safety culture in the workplace. It discusses the importance of leadership by example, clear communication of policies and expectations, education of employees, accountability, and continuous improvement. Supervisors are encouraged to actively monitor work, provide feedback, enforce rules consistently, acknowledge safe behaviors, and address unsafe acts promptly. The goal is to develop a "can-do" attitude where all staff prioritize safety in their work.
Charge nurses presentation- How to be a great leaderRachel Provau
This document provides an overview of the role and responsibilities of a charge nurse. It begins by defining leadership and the key qualities of a good leader, such as vision, integrity, accountability, and fairness. It then discusses the specific roles and responsibilities of a charge nurse, which include being a unit leader and clinical expert, facilitating communication, managing patient care coordination and staffing, and ensuring quality improvement. The document emphasizes the importance of effective communication, conflict resolution, team building and a focus on patient safety in the charge nurse role.
This document provides guidance on conducting risk assessments through a 5-step process: 1) identify hazards, 2) identify those affected, 3) evaluate risks and controls, 4) record findings, and 5) review regularly. It outlines how to recognize hazards, consider who may be harmed and how, determine existing and needed controls, and document the process. Key steps include walking work areas to find hazards, asking employees for input, and comparing controls to good practices. The goal of risk assessment is to prevent harm through reasonable precautions.
This document discusses six components of work-life balance: self-management, time management, stress management, change management, technology management, and leisure management. It also discusses discipline in the workplace, including examples of misconduct that could result in discipline, factors considered in determining just cause for discipline, and an overview of the investigation and discipline process. The key points are maintaining balance across work and personal life, effectively managing oneself and resources, and conducting fair investigations before issuing discipline.
6semper fidelis!a recipe for leading othersAubrey Da.docxalinainglis
6
semper fidelis!
a recipe for leading others
Aubrey Daniels, Ph.D.
The Army infantr y used theslogan “Follow me!” during
World War II, but history shows
us that some soldiers didn’t heed
the call. On several occasions, the
officer leading a charge was shot
in the back, and not while running
from the enemy. Apparently, the
a c t o f f o l l o w i n g c o m m a n d s
leadership, and leadership is never
b e s t o w e d b y s i m p l y g i v i n g
someone a fancy title.
The U. S. Marine Corps did and
c o n t i n u e s t o d o t h i n g s a b i t
differently. The Corps’ signature
m o t t o i s “ S e m p e r F i d e l i s , ”
meaning always faithful. The
phrase seems appropriate because
faith of the followers plays a great
role in leadership. The people I
know who have retired from the
Corps still live by its standards
and continue to identify strongly
w i t h i t s v a l u e s , a n d m o s t
e v e n t u a l l y h a v e h a d t h e i r
r e l a t i o n s h i p w i t h t h e C o r p s
c o m m e m o r a t e d o n t h e i r
gravestones.
This enduring loyalty was not
b o r n e f r o m s o m e m y s t e r i o u s
cosmic interaction. The Corps
knows how to systematically create
this type of loyalty. How? First, it
strips recruits of almost ever y
positively reinforcing aspect of
their lives and then makes them
earn those reinforcers back one at
a time, all the while recognizing
progress with subtle approval and
camaraderie. By the time those
recruits graduate from Marine
basic training, they’re ready to take
on the world.
Am I suggesting this is the way
to treat employees? No, but the
Marines’ approach illustrates the
p o w e r f u l i m p a c t o f p o s i t i v e
reinforcement on behavior and its
proven effect on the elusive entity
we call loyalty. Of course, the
Corps’ method is not practical for
application in the workplace, but
neither is the bulk of existing
literature regarding leadership.
That’s because many people don’t
u n d e r s t a n d t h e w o r l d s - a p a r t
difference between a manager and
a leader – and I’m not just talking
a b o u t t h o s e a t t h e t o p o f a n
organization.
M a n a g e m e n t i s r e a l l y t h e
authority granted to someone by an
organization to use consequences.
A manager has the authority to
dish out discipline, give a raise,
promote, demote and terminate.
C o m p a n i e s m a y g r a n t t h a t
authority to everyone from team
leaders to supervisors to managers
to executives. Leadership, on the
other hand, is the authority granted
by the followers for someone to use
consequences. Organizations can
make someone a manager, but
l e a d e r s h i p m u s t b e e a r n e d .
Leadership status, then, is authority
e a r n e d a n d re f l e c t e d b y t h e
voluntary loyalties that leadership
behaviors inspire and can be found
at any level of the organization.
One might describe leadership as
the ability to motivate people to do
things in t.
The document discusses ways to encourage ethical courage in employees. It suggests that ethics practitioners should strive to (1) create positive associations with the ethics office so employees feel comfortable seeking advice, (2) roleplay ethical scenarios to prepare employees for real decisions, and (3) provide strategic reminders of ethics codes when risks are present to influence behavior. Doing these things can empower employees to overcome barriers to ethical decision-making and take ownership of integrity in their work.
The document summarizes key findings from research into organizations that achieved enduring greatness. It identifies six core elements common to these organizations: 1) Level 5 leadership, 2) First getting the right people on the team before deciding on strategy, 3) Confronting brutal facts, 4) Having a simple "Hedgehog concept", 5) A culture of discipline, and 6) Using technology to accelerate momentum, not create it. Each element is then described in more detail.
The document provides guidance for safety leaders on inspiring workplace safety. It recommends that safety leaders spend time on the workplace floor to understand the hazards employees face and ensure safety procedures are being followed. Safety leaders should find ways to communicate why safety is important on a personal level for employees and their families. They must "walk their talk" by following all safety rules themselves in order to inspire employees to prioritize safety.
This document discusses influences on risk perception and behavior. It defines hazards as inherent properties that can cause harm, while risk is the probability of harm from exposure to a hazard. Perception of risk may differ from the reality due to influences like habit and removing obstacles. The model of influences identifies four main influences - perception, habit, obstacles, and barriers. Responding involves training, reminders, identifying issues, and applying a hierarchy of controls to modify influences for long term safety results. Developing a questioning attitude, using curiosity, listening and questioning can help challenge assumptions and avoid complacency to better understand influences on risk.
After readingwatching the resources below, address the following re.docxmilissaccm
After reading/watching the resources below, address the following requests:
▪
For each example, identify the gender and approximate age of the employee and his or her supervisor who handled the disciplinary issue.
▪
Briefly describe the background of the disciplinary issue.
▪
Identify which steps of the disciplinary process that were followed, omitted, or done poorly.
▪
Identify the outcome of the situation—discipline issue was resolved and employee stayed employed at the organization, employee was discharged, etc.
Resources:
Teen Behavior Isn’t Just in High School; It’s Also at Work
Whining, tattling and tantrums are just a few of the ‘adolescent’ behaviors employees say they have seen from colleagues
By Dana Wilkie
8/25/2015
Whining. Pouting. Tattling. Throwing tantrums. Refusing to share. Making a face behind someone’s back. Sound like preschool?
It’s actually what CareerBuilder calls “adolescent” behaviors in the workplace, and according to the company’s recent survey, 3 in 4 workers report that they’ve witnessed such childishness among co- workers.
The survey, conducted by Harris Poll, canvassed 2,532 hiring and human resource managers and 3,039 employees between May 14 and June 3, 2015. It has a margin of error of plus or minus 1.95 percentage points for the managerial pool and plus or minus 1.78 percentage points for the employee pool.
“Some degree of what we may consider ‘adolescent’ conduct can be harmless, enabling employees to let off some steam and even promote a sense of camaraderie in the office,” said Rosemary Haefner, chief human resources officer at CareerBuilder. “But ... actions like spreading rumors, tattling and forming cliques to exclude others can be perceived as mean-spirited, bullying and even harassment.”
Top 10 Adolescent Behaviors in the Workplace
When asked which childlike behaviors they’ve seen colleagues display at work, respondents gave the following answers:
1.
Whining (55 percent say they have seen this).
2.
Pouting over something (46 percent).
3.
Tattling on a co-worker (44 percent)
4.
Playing a prank on a co-worker (36 percent).
5.
Making a face behind someone’s back (35 percent).
6.
Forming a clique (32 percent).
7.
Starting a rumor about a co-worker (30 percent).
8.
Storming out of the room (29 percent).
9.
Throwing a tantrum (27 percent).
10.
Refusing to share resources with others (23 percent).
Real-Life Examples
Respondents gave Harris Poll real-life examples of the childish behavior they had witnessed, including: • A company owner who threw tantrums, yelled and slammed doors when he didn't get his way.
·
An employee who hid to avoid work duties.
·
Workers who ate other employees’ food from the company refrigerator.
·
Someone who blocked parking spots to prevent other employees from parking closer to the front
door.
·
Someone who gossiped about all of his direct reports, then pretended to be their advocate.
·
A worker who continually pulled up inappropriate.
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
RPMS TEMPLATE FOR SCHOOL YEAR 2023-2024 FOR TEACHER 1 TO TEACHER 3
EpmAssignment2
1. The Rod of Correction Done by: Xie Pinjiao Shan Xiaoxu Soh Cheong Jun Nazru Noordin Wang Ruiting
2.
3.
4.
5.
6.
7.
8.
9.
10.
11.
12. Target: You discipline your people, not harm them, but to keep them from harm. Method: Give some advices to the member before the problem goes to worse. Give some guideline to member who is in danger
14. For example, if someone use the office resources to do his personal things, or is not following rules. How to correct the people who have done something wrong?
15.
16.
17.
18.
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Editor's Notes
In conclusion, taking care of subordinates will involve more than just giving them instructions; It requires proactive interference to mould your subordinates into a cohesive team, as well as providing protection to the team when they need it. Like how the book mentions it in the chapter regarding the three roles of the shepard's rod: 1. Protect A leader would do more than just order his subordinates around, doing little more than being seen. He is expected to mingle with his subordinates, and protect them when necessary. Running away from this responsibility will make him appear a coward, and have his subordinates lose respect of him. 2. Correct A leader is expected to correct the errors of his subordinates by means of discipline. And discipline does not always have to equal punishment. 3. Inspect A leader uses his authority to look for any problems with his subordinates. Because sometimes a subordinate will not readily talk about any problems that he might have, it is up to the leader find out about such problems before they pose a threat to the team, and correct them.
Chapter mentions the need to approach discipline as a teaching opportunity Discipline != Punishment Discipline == Corrective action to improve behavior. Discipline is a corrective action to get subordinate to meet standards. The objective of discipline is to correct behavior. Unit 5: Coaching and Mentoring Covers discipline
The Guidelines for effective discipline are Clearly communicate rules to everyone. Ensure that everyone understands the rules. Ensure that the discipline is fitting. Follow the rules. Rules will not seem important if a person of authority breaks them. Take consistant, impartial action when rules are broken. Do not show favoritism by punishing some people, and not others. Discipline immediatly, but get all the necessary facts first. The person you wish to discipline may have a valid reason for doing what he did. Discipline in private. This is to prevent alienating the person disciplined, and to prevent relations from being strained. Document discipline to take note that the person has been disciplined. Resume normal relations once discipline is over.
Progressive discipline is often practiced in the workplace. Commonly, the four levels of progressive discipline are as follows. Oral Warning. Discipline is given by word of mouth. Written Warning. Discipline is given in a document form, to show that it is more serious. Suspension. Discipline is given in a form where the errant employee is given time off from work to reflect on his behavior, usually without pay. Dismissal. Final step, where the employee is judged to be beyond redemtion, and removed from the workplace before he can harm the workplace with his continued misbehavior.
The Discipline model. A discipline can be done in the interview format, where the employer gives the discipline to his errant employee one to one, in private. Refer to past feedback. Refresh his memory on why he is being disciplined. Ask why undesired behavior was used. Give him an opportunity to explain himself. If he is a repeat offender, ask why his behavior has not changed. Give the discipline. Depending on circumstance and the severity of the misbehavior, the level of discipline may vary. Get a commitment to change, and develop a plan. Get him to promise to correct his behavior, and develop a plan to achieve this commitment, together. Summarise and state the follow-up ~ that will be taken against him.