This document summarizes research that was conducted to understand the experiences of immigrant workers adapting to the Canadian workplace. The research investigated relationships, communication, support, equity, structure, values, and challenges faced. It found that most immigrant workers positively adapted within 1-3 years by building relationships, asking questions, and being open to learning the culture. It provides recommendations to improve the situation such as cultural awareness training, language assistance, and networking opportunities.
The Advent of Mobile Learning Technology offers enormous possibilities that can be leveraged for learning. Mobile Learning Technology is in user’s pockets. Leverage it now.
A presentation sharing some of the key things to keep in mind when searching for a job. This is by no means a complete list. These points are just the ones that helped me get through things. Alexander Zagoumenov presented at "Networking for Success" event by CCIS in Calgary.
Education at a Glance 2015 - Global LaunchEduSkills OECD
Education at a Glance: OECD Indicators is the authoritative source for information on the state of education around the world. It provides data on the structure, finances and performance of education systems in the 34 OECD countries and a number of partner countries.
With more than 100 charts, 150 tables and links to another 150 tables on line, Education at a Glance 2015 provides key information on the output of educational institutions; the impact of learning across countries; the financial and human resources invested in education; access, participation and progression in education;and the learning environment and organisation of schools.
This document provides guidance for teens on creating an effective resume. It explains that a resume is important for applying to jobs and highlights relevant skills and experiences to include, such as education, work history, extracurricular activities, honors, and "good worker" skills. The document then walks through constructing each section of a resume, including contact information, skills summary, work experience, education, and honors. It offers tips for tailoring a resume when work or extracurricular experience is limited and advises proofreading for accuracy.
This document discusses discipline and classroom management. It addresses several causes of disciplinary problems such as overcrowded classrooms, poor lighting and ventilation, and inappropriate seating arrangements. Preventative measures are suggested, including cooperative learning strategies and ensuring the teacher is sensitive to possible issues. Tips for being a good disciplinarian are provided, such as knowing your students, showing concern for their welfare, and being calm and consistent. Both acceptable and unacceptable ways of dealing with disciplinary problems are outlined. The importance of establishing routines is discussed as it helps accomplish plans and guides student behavior.
labour market succes for ethnic minority and immigrant youthvdcruyan
This document discusses recommendations for improving education and employment outcomes for ethnic minority and immigrant youth. It finds that these youth often have poorer education results like higher dropout rates and achievement gaps due to socioeconomic factors and language barriers. It recommends partnership approaches between governments, businesses, NGOs, and communities to target policies while avoiding stigmatization. A variety of public and private funding measures should be used innovatively to define, monitor, and evaluate success. The document concludes all youth are important assets who can strengthen local economies if policies prevent lost potential and mobilize their skills.
A cover letter has three main purposes: to introduce the applicant, highlight relevant experience and qualifications from their resume, and help facilitate an interview. When writing a cover letter, the applicant should ensure it is clear, concise, well-organized, emphasizes contributions and relevant experience for the employer, has been spell-checked and grammar-checked, and is signed in blue or black ink. A cover letter should always accompany a resume when applying for a position.
The Advent of Mobile Learning Technology offers enormous possibilities that can be leveraged for learning. Mobile Learning Technology is in user’s pockets. Leverage it now.
A presentation sharing some of the key things to keep in mind when searching for a job. This is by no means a complete list. These points are just the ones that helped me get through things. Alexander Zagoumenov presented at "Networking for Success" event by CCIS in Calgary.
Education at a Glance 2015 - Global LaunchEduSkills OECD
Education at a Glance: OECD Indicators is the authoritative source for information on the state of education around the world. It provides data on the structure, finances and performance of education systems in the 34 OECD countries and a number of partner countries.
With more than 100 charts, 150 tables and links to another 150 tables on line, Education at a Glance 2015 provides key information on the output of educational institutions; the impact of learning across countries; the financial and human resources invested in education; access, participation and progression in education;and the learning environment and organisation of schools.
This document provides guidance for teens on creating an effective resume. It explains that a resume is important for applying to jobs and highlights relevant skills and experiences to include, such as education, work history, extracurricular activities, honors, and "good worker" skills. The document then walks through constructing each section of a resume, including contact information, skills summary, work experience, education, and honors. It offers tips for tailoring a resume when work or extracurricular experience is limited and advises proofreading for accuracy.
This document discusses discipline and classroom management. It addresses several causes of disciplinary problems such as overcrowded classrooms, poor lighting and ventilation, and inappropriate seating arrangements. Preventative measures are suggested, including cooperative learning strategies and ensuring the teacher is sensitive to possible issues. Tips for being a good disciplinarian are provided, such as knowing your students, showing concern for their welfare, and being calm and consistent. Both acceptable and unacceptable ways of dealing with disciplinary problems are outlined. The importance of establishing routines is discussed as it helps accomplish plans and guides student behavior.
labour market succes for ethnic minority and immigrant youthvdcruyan
This document discusses recommendations for improving education and employment outcomes for ethnic minority and immigrant youth. It finds that these youth often have poorer education results like higher dropout rates and achievement gaps due to socioeconomic factors and language barriers. It recommends partnership approaches between governments, businesses, NGOs, and communities to target policies while avoiding stigmatization. A variety of public and private funding measures should be used innovatively to define, monitor, and evaluate success. The document concludes all youth are important assets who can strengthen local economies if policies prevent lost potential and mobilize their skills.
A cover letter has three main purposes: to introduce the applicant, highlight relevant experience and qualifications from their resume, and help facilitate an interview. When writing a cover letter, the applicant should ensure it is clear, concise, well-organized, emphasizes contributions and relevant experience for the employer, has been spell-checked and grammar-checked, and is signed in blue or black ink. A cover letter should always accompany a resume when applying for a position.
This document provides tips for job seekers who are not receiving responses from applications. It recommends using online marketing strategies to stand out, such as creating a digital resume, YouTube channel, Google AdWords campaign, and active social media profiles. The tips are organized into 7 steps: get online, get video, get advertising, get social, get active, get custom, and follow up. The overall message is that a creative online presence can help job seekers get their applications noticed by decision makers.
The document summarizes a class on finding jobs online. It outlines things to remember when job searching like being flexible and persistent. It discusses strategies like self-assessment and networking. Internet resources for jobs are reviewed including employer sites, Monster, Indeed, CareerBuilder and LinkedIn. The class included an activity searching for the same job on different sites to compare results. It introduced JOBView, a tool for searching Texas and national job listings that can print, email or text job descriptions.
This document summarizes a report by the Northwest Queens Financial Education Network (NQFEN) on barriers to financial empowerment for immigrants in Northwest Queens, New York.
Key findings from surveys of immigrant consumers include: 1) Immigrants regularly save money but face barriers using banks due to lack of language access and hidden fees; 2) While many have bank accounts, almost half have closed accounts due to fees; 3) Community-based organizations are best positioned to provide culturally-appropriate financial services.
The report recommends that policymakers and banks: 1) Increase funding for community organizations' financial services; 2) Reduce bank fees and improve language access; 3) Leverage laws like the Community Reinvestment Act and
The document provides guidance on writing effective CVs and cover letters for summer job applications in Finland. It emphasizes showing concrete skills and achievements from work and study experiences, highlighting how these match the job requirements. CVs should include education history, work experience describing responsibilities and impacts, languages and IT skills, and hobbies. Cover letters should introduce the applicant, specifically match their qualifications to the job, and provide details about their work style and availability. Examples are given throughout.
This document discusses transportation and its role in logistics. It covers various transportation modes like rail, highway, water, pipeline and air. It examines factors that influence transportation costs like product characteristics and market conditions. It also discusses transportation carriers, regulations, and the relationship between transportation and other logistics functions.
Job-seekers have been treated like dirt by employers and recruiters for way too long. Human Workplace CEO and Founder Liz Ryan explains how to take control of your job search to get a job that deserves you -- not just the first job that comes along!
Classroom management involves establishing effective discipline, being prepared, motivating students, and providing a safe learning environment. It is important for classroom control and student engagement. Principles include minimizing disruptions and off-task behaviors while teaching students to manage themselves. Techniques include focusing attention on the entire class, moving around to monitor students, using non-verbal cues, and overplanning lessons to maximize learning time. Withitness refers to a teacher's awareness of the classroom. Establishing clear rules, communicating expectations, and creating a businesslike atmosphere from the start help set the stage for an orderly classroom.
The document provides examples of job interview questions and answers about one's occupation. It includes responses for different types of jobs such as a sales consultant, freight forwarder, and warehouse worker. It also addresses questions about one's employer, department, responsibilities, hours, and type of work.
Job search is a process that requires appropriate strategies and tools. It involves knowing your strengths and what the market needs, planning, keeping records of your efforts, and following up on opportunities. Looking for work takes time and commitment similar to having a job. Maintaining balance, relaxing activities, and perseverance are important for success in the job search.
This document discusses maintaining good health and the importance of cleansing the body. It notes that while 95% of people want to be healthy, only 5% take real actions to support their health. It explains that health depends on the 12 body systems and overall cellular health. Modern people face many health threats like stress, inactivity, and unhealthy diets. Cleansing the body of waste and toxins through products like Artlife is important to support the immune system and cellular functions. The document promotes Artlife cleansing programs and supplements to maintain overall health and wellness.
Creative Career Hacking 2015: The not-so-well-known ways to find and apply fo...Red Bamboo Marketing
The document provides unconventional tips and strategies for finding and applying for jobs online. It discusses using Reddit to get anonymous resume critiques, searching Twitter for job postings without much competition, using specific search operators on Google to find targeted job listings, setting up Google Alerts to receive notifications of new relevant job postings, and using the Job Hero tool to organize contacts and track job search progress. It also recommends highly engaged tactics like optimizing one's online presence to get noticed by potential employers and putting significant effort into applications to stand out from other candidates.
The document provides an overview of online job searching strategies and resources. It discusses developing keywords, using tools like occupational guides and company websites to find relevant openings. Five job searching methods are outlined: using job sites, searching company websites directly, direct searches on Google, looking at online newspaper listings, and attending career fairs. Examples are given for developing targeted searches within each method. Resources like library databases and an online class website are also recommended.
Edujobscanada is a niche Canadian job board specialized in academic and research job posting for colleges, universities, research centres, and institutions looking to hire candidates with advanced education and qualifications.
Finding a Job in the IT Industry Seminar - OpeningSvetlin Nakov
Seminar "Finding a Job in the IT Industry Seminar" - Opening. Sofiq, 12th January 2012. Seminar topics:
How to Search for a Job in the IT Industry?
How to Write a Resume (CV)?
How to Write a Cover Letter?
How to Pass an Interview?
China's Mobile Worker, Children And Futureronaldma
China has a large mobile worker population of 220 million people who move from rural areas to cities for work. Their children left behind number 35 million who face difficulties growing up without parental support and guidance. How these children fare and their future prospects will impact China for years to come.
Caeer Development In A Rapid Changing Societyronaldma
This document discusses career planning and development in rapidly changing societies, using the experience of SUCCESS in Canada as an example. It introduces the S.U.C.C.E.S.S. H-I Model of Employment Services, which takes a holistic and integrated approach. The model involves collaboration between government, businesses, employers, community organizations, schools, and others. It provides settlement services, employment and skills training, health services, and more. The document also discusses current employment issues in British Columbia, such as labor shortages, credential recognition challenges, and the shift to employer-focused services. It outlines strategies to enhance immigrants' economic contributions, like employer support networks and pre-landing services.
The Job Mentoring Program aims to establish collaborations and bridge the gap between internationally-trained and locally established professionals through 12-week mentoring relationships. The program connects skilled immigrants with local professionals in their field who volunteer as mentors to provide guidance to help immigrants develop networks and enhance their employability. Mentors must have local qualifications and experience, while mentees are educated or worked abroad and currently unemployed or underemployed in Canada.
Strategic Connections With Diverse Communitiesronaldma
S.U.C.C.E.S.S. is a multicultural, multi-service agency formed in 1973 to assist immigrants in all stages of their Canadian experience. It has 26 offices across BC and 400 multilingual staff. S.U.C.C.E.S.S. takes a holistic, integrated approach to service delivery and partners with over 100 organizations to better serve clients and maximize resources. Partnerships can be at various levels and types, from service delivery to expertise sharing to resources, with the goal of creating mutually beneficial relationships that ultimately help clients. Challenges include maintaining sustainable long-term partnerships despite changes.
Assisting The Career Development Of Diverse Populationsronaldma
S.U.C.C.E.S.S. Employment Services provides assistance to diverse populations including immigrants, refugees, and other groups. It was founded in 1974 as a non-profit to help immigrants integrate into the Canadian community. The organization has multiple locations across Vancouver to serve clients from over 40 countries of origin. Staff members themselves come from diverse backgrounds. S.U.C.C.E.S.S. takes a holistic approach to employment assistance through services like language training, skills development, and helping clients overcome barriers to employment such as lack of local experience or credential recognition. It also trains employment practitioners to better serve diverse client needs.
Chinese Cutural Value And Their Influence On Chinese Learning And Teachingronaldma
This document provides an overview of Chinese cultural values and their influence on learning and teaching traditions. It discusses the Confucian emphasis on education and its role in societal development. Key Chinese values identified include abasement, respect for authority, continuity in relationships, and harmony. Traditionally, learning involved rote memorization, an examination focus, and an authoritarian teacher-student relationship. However, more recent discussions note that students can be reflective rather than passive and that relationships involve responsibility and morality beyond formality. The conclusion is that understanding involves both memorization and deeper reflection.
The document discusses the need for a paradigm shift in enhancing global career management for Chinese immigrants in British Columbia. It notes that many Chinese immigrants are mobile, either temporarily staying in Vancouver before relocating elsewhere or investing in skills in Canada to use abroad later. This diaspora brings benefits from human, investment, and financial capital as well as cultural diversity. However, policies are needed to attract, maintain, and utilize immigrant talents, and organizations play a key role in helping immigrants establish roots and integrate into the labor market and society.
This document provides tips for job seekers who are not receiving responses from applications. It recommends using online marketing strategies to stand out, such as creating a digital resume, YouTube channel, Google AdWords campaign, and active social media profiles. The tips are organized into 7 steps: get online, get video, get advertising, get social, get active, get custom, and follow up. The overall message is that a creative online presence can help job seekers get their applications noticed by decision makers.
The document summarizes a class on finding jobs online. It outlines things to remember when job searching like being flexible and persistent. It discusses strategies like self-assessment and networking. Internet resources for jobs are reviewed including employer sites, Monster, Indeed, CareerBuilder and LinkedIn. The class included an activity searching for the same job on different sites to compare results. It introduced JOBView, a tool for searching Texas and national job listings that can print, email or text job descriptions.
This document summarizes a report by the Northwest Queens Financial Education Network (NQFEN) on barriers to financial empowerment for immigrants in Northwest Queens, New York.
Key findings from surveys of immigrant consumers include: 1) Immigrants regularly save money but face barriers using banks due to lack of language access and hidden fees; 2) While many have bank accounts, almost half have closed accounts due to fees; 3) Community-based organizations are best positioned to provide culturally-appropriate financial services.
The report recommends that policymakers and banks: 1) Increase funding for community organizations' financial services; 2) Reduce bank fees and improve language access; 3) Leverage laws like the Community Reinvestment Act and
The document provides guidance on writing effective CVs and cover letters for summer job applications in Finland. It emphasizes showing concrete skills and achievements from work and study experiences, highlighting how these match the job requirements. CVs should include education history, work experience describing responsibilities and impacts, languages and IT skills, and hobbies. Cover letters should introduce the applicant, specifically match their qualifications to the job, and provide details about their work style and availability. Examples are given throughout.
This document discusses transportation and its role in logistics. It covers various transportation modes like rail, highway, water, pipeline and air. It examines factors that influence transportation costs like product characteristics and market conditions. It also discusses transportation carriers, regulations, and the relationship between transportation and other logistics functions.
Job-seekers have been treated like dirt by employers and recruiters for way too long. Human Workplace CEO and Founder Liz Ryan explains how to take control of your job search to get a job that deserves you -- not just the first job that comes along!
Classroom management involves establishing effective discipline, being prepared, motivating students, and providing a safe learning environment. It is important for classroom control and student engagement. Principles include minimizing disruptions and off-task behaviors while teaching students to manage themselves. Techniques include focusing attention on the entire class, moving around to monitor students, using non-verbal cues, and overplanning lessons to maximize learning time. Withitness refers to a teacher's awareness of the classroom. Establishing clear rules, communicating expectations, and creating a businesslike atmosphere from the start help set the stage for an orderly classroom.
The document provides examples of job interview questions and answers about one's occupation. It includes responses for different types of jobs such as a sales consultant, freight forwarder, and warehouse worker. It also addresses questions about one's employer, department, responsibilities, hours, and type of work.
Job search is a process that requires appropriate strategies and tools. It involves knowing your strengths and what the market needs, planning, keeping records of your efforts, and following up on opportunities. Looking for work takes time and commitment similar to having a job. Maintaining balance, relaxing activities, and perseverance are important for success in the job search.
This document discusses maintaining good health and the importance of cleansing the body. It notes that while 95% of people want to be healthy, only 5% take real actions to support their health. It explains that health depends on the 12 body systems and overall cellular health. Modern people face many health threats like stress, inactivity, and unhealthy diets. Cleansing the body of waste and toxins through products like Artlife is important to support the immune system and cellular functions. The document promotes Artlife cleansing programs and supplements to maintain overall health and wellness.
Creative Career Hacking 2015: The not-so-well-known ways to find and apply fo...Red Bamboo Marketing
The document provides unconventional tips and strategies for finding and applying for jobs online. It discusses using Reddit to get anonymous resume critiques, searching Twitter for job postings without much competition, using specific search operators on Google to find targeted job listings, setting up Google Alerts to receive notifications of new relevant job postings, and using the Job Hero tool to organize contacts and track job search progress. It also recommends highly engaged tactics like optimizing one's online presence to get noticed by potential employers and putting significant effort into applications to stand out from other candidates.
The document provides an overview of online job searching strategies and resources. It discusses developing keywords, using tools like occupational guides and company websites to find relevant openings. Five job searching methods are outlined: using job sites, searching company websites directly, direct searches on Google, looking at online newspaper listings, and attending career fairs. Examples are given for developing targeted searches within each method. Resources like library databases and an online class website are also recommended.
Edujobscanada is a niche Canadian job board specialized in academic and research job posting for colleges, universities, research centres, and institutions looking to hire candidates with advanced education and qualifications.
Finding a Job in the IT Industry Seminar - OpeningSvetlin Nakov
Seminar "Finding a Job in the IT Industry Seminar" - Opening. Sofiq, 12th January 2012. Seminar topics:
How to Search for a Job in the IT Industry?
How to Write a Resume (CV)?
How to Write a Cover Letter?
How to Pass an Interview?
China's Mobile Worker, Children And Futureronaldma
China has a large mobile worker population of 220 million people who move from rural areas to cities for work. Their children left behind number 35 million who face difficulties growing up without parental support and guidance. How these children fare and their future prospects will impact China for years to come.
Caeer Development In A Rapid Changing Societyronaldma
This document discusses career planning and development in rapidly changing societies, using the experience of SUCCESS in Canada as an example. It introduces the S.U.C.C.E.S.S. H-I Model of Employment Services, which takes a holistic and integrated approach. The model involves collaboration between government, businesses, employers, community organizations, schools, and others. It provides settlement services, employment and skills training, health services, and more. The document also discusses current employment issues in British Columbia, such as labor shortages, credential recognition challenges, and the shift to employer-focused services. It outlines strategies to enhance immigrants' economic contributions, like employer support networks and pre-landing services.
The Job Mentoring Program aims to establish collaborations and bridge the gap between internationally-trained and locally established professionals through 12-week mentoring relationships. The program connects skilled immigrants with local professionals in their field who volunteer as mentors to provide guidance to help immigrants develop networks and enhance their employability. Mentors must have local qualifications and experience, while mentees are educated or worked abroad and currently unemployed or underemployed in Canada.
Strategic Connections With Diverse Communitiesronaldma
S.U.C.C.E.S.S. is a multicultural, multi-service agency formed in 1973 to assist immigrants in all stages of their Canadian experience. It has 26 offices across BC and 400 multilingual staff. S.U.C.C.E.S.S. takes a holistic, integrated approach to service delivery and partners with over 100 organizations to better serve clients and maximize resources. Partnerships can be at various levels and types, from service delivery to expertise sharing to resources, with the goal of creating mutually beneficial relationships that ultimately help clients. Challenges include maintaining sustainable long-term partnerships despite changes.
Assisting The Career Development Of Diverse Populationsronaldma
S.U.C.C.E.S.S. Employment Services provides assistance to diverse populations including immigrants, refugees, and other groups. It was founded in 1974 as a non-profit to help immigrants integrate into the Canadian community. The organization has multiple locations across Vancouver to serve clients from over 40 countries of origin. Staff members themselves come from diverse backgrounds. S.U.C.C.E.S.S. takes a holistic approach to employment assistance through services like language training, skills development, and helping clients overcome barriers to employment such as lack of local experience or credential recognition. It also trains employment practitioners to better serve diverse client needs.
Chinese Cutural Value And Their Influence On Chinese Learning And Teachingronaldma
This document provides an overview of Chinese cultural values and their influence on learning and teaching traditions. It discusses the Confucian emphasis on education and its role in societal development. Key Chinese values identified include abasement, respect for authority, continuity in relationships, and harmony. Traditionally, learning involved rote memorization, an examination focus, and an authoritarian teacher-student relationship. However, more recent discussions note that students can be reflective rather than passive and that relationships involve responsibility and morality beyond formality. The conclusion is that understanding involves both memorization and deeper reflection.
The document discusses the need for a paradigm shift in enhancing global career management for Chinese immigrants in British Columbia. It notes that many Chinese immigrants are mobile, either temporarily staying in Vancouver before relocating elsewhere or investing in skills in Canada to use abroad later. This diaspora brings benefits from human, investment, and financial capital as well as cultural diversity. However, policies are needed to attract, maintain, and utilize immigrant talents, and organizations play a key role in helping immigrants establish roots and integrate into the labor market and society.
The document outlines a presentation by Ronald Ma from S.U.C.C.E.S.S. on how to recruit and retain top talent. S.U.C.C.E.S.S. is a nonprofit that provides social and employment services and has over 350 staff serving over 9,000 clients annually. The presentation discusses attractors to employment like benefits, challenges to recruitment and retention, means to attract talent including training programs, and recommendations like using employment services from nonprofits and implementing mentorship programs.
This document summarizes a study on the impact of Chinese cultural values on job seeking and career planning behaviors. The authors conducted surveys and focus groups with career counselors who have experience working with Chinese immigrants. They investigated how cultural values like modesty, respect for authority, and harmony affect job search strategies. The study recommends tools and techniques for counselors, like assertiveness training and presenting transferable skills, to help Chinese immigrants overcome barriers from their cultural values.
Job Finding Apps Everything You Need to Know in 2024SnapJob
SnapJob is revolutionizing the way people connect with work opportunities and find talented professionals for their projects. Find your dream job with ease using the best job finding apps. Discover top-rated apps that connect you with employers, provide personalized job recommendations, and streamline the application process. Explore features, ratings, and reviews to find the app that suits your needs and helps you land your next opportunity.
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
5 Common Mistakes to Avoid During the Job Application Process.pdfAlliance Jobs
The journey toward landing your dream job can be both exhilarating and nerve-wracking. As you navigate through the intricate web of job applications, interviews, and follow-ups, it’s crucial to steer clear of common pitfalls that could hinder your chances. Let’s delve into some of the most frequent mistakes applicants make during the job application process and explore how you can sidestep them. Plus, we’ll highlight how Alliance Job Search can enhance your local job hunt.
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
Immigrant Workers Perception Of Canadian Workplace Culture
1.
2. Objective
1. To enhance career practitioners’ knowledge of the
barriers immigrant workers encountered at their
workplace and their adaptation strategies.
2. To develop practical skills in helping immigrant job
seekers.
3. To be more creative in designing effective
employment programs and training programs for
immigrant workers.
4. To enhance employers’ effectiveness in human
resources practices.
3. Areas of investigation:
1. Relationship
2. Communication
3. Support
4. Equity:
5. Structure
6. Value
7. difficulties Encountered
8. How long does it take to adapt?
9. How did they face the challenge?
10. their suggestion to improve the situation?
11. What is their understanding about CWC?
4. Methodology - a
target group
1. people with immigrant background
2. They had work experience in their country of
origin;
3. They are or have worked in Canada before.
The right candidate has to fulfill all 3 criteria.
5. Methodology - b
Time frame
Data collection period: from January
15, 2009 – Feb 15 2009
instrument
by questionnaire
b.
b. by focus groups
c.
6. respondent profile:
Country of Origin
Brunei ,China, Colombia, England, HK,
Italy, Korea, Mexico, Nicaragua, Peru,
Russia, Ukraine, Vietnam, Tanzania,
Kenya, Philippines, Indonesia, Ethiopia,
Hungary, Serbia, Yugoslavia, Venezuela,
Iran, Fijis, and West India
Total respondents: 87
7. country of origin
West India, 1
Fijis, 1
Iran, 1
Venezuela, 1
Brunei, 1
Yugoslavia, 3
china, 11
Serbia, 1
Colombia, 2
Hungary, 9
England, 1
Ethiopia, 1
Indonesia, 1
Philippines, 2 HK, 11
Kenya, 1
Tanzania, 4
Italy, 1
Korea, 1
Mexico, 1
Nicaragua, 1
Vietnam, 21 Peru, 1
Russia, 5
Ukraine, 1
8. Year of living in Canada
years of living in Canada
35
30
25
20
15
10
5
0
5 years and
6 to 10 years 11 to 15 years 16 to 20 years 21 and above No answer
under
33 9 13 21 9 2
Series1
9. year of work in Canada
years of working in Canada
45
40
35
30
25
20
15
10
5
0
5 years and 16 to 20
6 to 10 years 12-一月 21 and above No answer
under years
41 11 12 11 4 8
Series1
10. Industry
banking / business / commerce / sales /Building
Management /construction /Corporate trainer /consultant /
HR /Customer Service /Electrical /farmer/ laborer /
film/video / graphic design /web publishing design / fish /
food company /Health Care /IT /Lab Analysis /Logistics /
manufacture / Marketing / mechanic /nail care /printing
/real estate developer /Religious /retail /Security /sewing /
knitting /social service / employment service/ Veterinarian /
Warehouse
11. 5
6
25
5
5
25
banking / business / commerce / sales / marketing / Building Management / real estate / Customer
Service / retail / Corportate trainer /consultant / HR / logistics
film/video/graphic design/web/publishing design
fish / food / manufacturing / sewing / knitting company / construction / famer / labourer / warehouse /
security
Health Care / veterinarian / nail care
IT / lab analysis / electrical / mechanic
social / employment service/ religious
14. Relationship
With Boss: 80% Positive Majority: Positive
Friendly, fair & respect
Easy to fit in – In my country,
Less hierarchical with Country of
Big Boss. People just follow.
origin.
Generally good in formal work
Not that formal. You can call your
place; hard to establish
boss by name.
relationship after work (less
Give you a chance. Give
expectations in advance.
common ground, such as coffee,
alcohol, games).
With Co-worker:75% Positive
There is a saying, “when in
Friendly
Rome, do as the Romans”. Ask
Sharing workload
the “do” and “don’t” Don’t just
Competitive among immigrants
Don’t take it serious act as if you were at home.
Others:
Normal to have an adjustment
Formal. Distant & Suspicious.
period.
15. Communication
85% Positive. Open and Manager open – Come to me
honest anytime
Formal & Informal One-on-one meeting, Group,
team, Catch–up lunch,
Encourage open
Friday treat.
communication and voice
opinions. Most Immigrants still
consider language is an
Easier to access senior
issue – English, Canadian
management and make
English.
complaint.
“In Canada, you have to be
Encourage meetings (formal
honest, and don’t fear to
& informal)
ask, especially you don’t
Always invite feedback.
know.”
Mon to Thurs - Formal ; Fri:
“I am asking tons of
Informal/Casual
questions.”
16. Support
82% -respected by In Canada, majority
employer/supervisor 5% employer/supervisor like
- sometimes. to appreciate staff – in
public or email.
80% - achievement
recognized & rewarded; Staff feel being respect as
10% - achievement a person. Human.
recognized but no In some culture,
reward. supervisor doesn’t like or
70% encourage training never appreciate staff.
Encourage continuous
learning
17. Equity
Gender: 82% agreed Majority give a positive
answer
Age: 75% agreed
Still prefer to hire local
Ethnic: 70% agreed;
people.
25% Not really
(Hard to say, Won’t ask age, but age
discrimination, discrimination do exist.
depend on language “I can see immigrants
proficiency.) got laid off first!”
18. Structure
Majority has a good impression on this.
Clear structure
“Canada has rules.”
“I got my contract, with job descriptions, and
clear expectations.”
Safety is the priority. Every dangerous area
has a sign. There are strict rules and
procedures.
Resources, information available
19. Value
70%: predominant value - Individual
60%: value Team Work
80%: value work/life balance
More Accountable
Strong focus on health, safety, wellness
and professional standards.
20. Did you encounter any difficulties in
adapting to the Canadian Work Place?
70%: Encountered difficulties: 25%: Not a problem.
Language – slang, accent, different
Original country has similar
English. They do not quite
culture.
understand the Canadian idiom.
I’m prepared.
Workplace culture – social
networking.
Work experience with
Less common ground, common
foreign company and
interests.
international company.
Adapt the Canadian workplace
culture; adapt diverse workplace
culture.
Lack of confidence – afraid to speak
up!
Decision making & Problem solving
Emphasis on Team spirit. “If I don’t
join, I feel bad! I don’t want to be
single out!
21. How long does it take you to adapt into the
Canadian Work Place Culture?
Under 1 year: 55% This target group is already
in the workplace. The
1-3 years: 30% majority said they could fit
in. Canadian workplace is
Others: 10%
less stressful and
(including those who competitive.
said they are still
However, we cannot ignore
learning and still
those who are unemployed,
working.) and not yet entered into the
Canadian workforce
22. How did you face the challenges?
Be open and take initiative. Asian culture: Try hard!
Work hard! This is the way
Build positive relationship
they cope with the
with boss and co-worker.
challenges.
Ask for help and support!
Copy the way other worker
Able to ask, ask Boss and
make thing.
supervisor as needed.
Try to mingle with co-
Make more Canadian born
worker.
friends.
Assimilation.
Try to come out.
Immigrant workers need
Learn and adapt.
time to “learn the ropes”,
learn how things function.
23. What is your suggestions to improve
the situation?
Immigrant Worker: learn the language; ask for mentor (about
the job, Canadian workplace culture & the Canadian way.)
Ask, ask, ask.
Learn and develop common topics, interests, such as read the
24 Hours Daily News.
Government, Business and Immigrant Service Organizations
provide assistance and support to help integration. Such as
Canadian Workplace Culture workshops, Company organize
“Cultural Night”.
Networking. Do more volunteering.
Intern, Job Mentoring Program.
Talk to peers, co-workers, share something in common.
To avoid offending people or being offended, Mediator can
help! Ideally, effective management in most cases, can able to
resolve most situations.
24. What is your understanding about
Canadian Work Place Culture?
70 %: The majority said to Honest, open.
have some ideas about this.
Caring, humane and tolerant
18 % not sure or
Friendly and fair.
understand about what is
Freedom to express ideas.
“Canadian workplace
culture” (The White rule, Opportunity, equity.
hard to describe)
Work/Life balance.
If you ask 100 people, you
Diversity
may get 100 different
Respect
answers!
It can be interpreted in two Relax, Laid-back.
groups: White collar and
Global village in the 21st Century
blue collar).
Some said, “Not fair!”
25. Analysis & Interpretation
What is Canadian Work place In this survey, we can see the
Culture? different, yet complementary.
Canada is a nation of These difference vary for
immigrants, all with different different people, and the
educational and cultural way/time they adapt are
background different.
Cross culture competency: More outside, more to learn and
adapt.
Knowledge: Predominant Speaking English and
culture + different view+ communicating English is
Canadian way. different.
Attitude: Open Open and sharing have
Skills: increase confidence in beneficial impact on our global
social and career related village in the 21st century.
interaction skills Start from ME.
26. Recommendations
for Immigrant Workers
Workplace Communication:
Communication is a major barrier
Not talking about learning formal English
informal language: ask for clarification, common
topics & common interests, understand Canadian
jokes and idioms
Willingness to learn & adapt – If you are in Rome,
act like a Roman.
30. Recommendations
for Employers/Supervisors
Cultural Day:
Learn the culture of other colleagues
Mentor in the Workplace:
Matching a new employee with an existing
employee
Open Door Policy:
Employees came from countries with deeply
entrenched hierarchical structure
Come to me anytime
32. Recommendations
for Career Practitioners
Job Finding Club:
“White Collar” workplace more positive
comments
“Blue Collar” workplace more negative
comments
Longer Job Finding Club including Lifeskills
Workshops
35. Recommendations
for Policy Makers/Government/Service Providers
Pre Landing Services
Supports the settlement, adaptation and
integration of overseas skilled workers
Clients linked to specific workshops with
topics including labour market information,
foreign credential recognition, and
Canadian workplace culture to enhance the
new worker’s ability to integrate into our
workplace
36. Recommendations
for Policy Makers/Government/Service Providers
Training Incentives for Employers:
Provides training funds to employers to
encourage them to train immigrant
workers to adapt
Different components to choose from
37. Recommendations
for Policy Makers/Government/Service Providers
Job Mentoring Program/Internship
Program
Focus on job place adaptation
Conference/Forum:
Organize conference/forum to further
explore what is the Canadian Workplace
Culture
39. Conclusions
1. There is no one single Canadian
Workplace Culture (CWC).
However, the workers have indicated
a common wish of what the workplace
should be, we are in the process of
building up this CWC, a unique CWC
is achievable.
40. Conclusions
2, The need for further study in this area.
in-depth investigation, i.e. cross
tabulation, comparison of years in
Canada, work experience, industry,
position, ethnic background, more
information can be identified.
41. Conclusions
3. In general workers are very positive
about the Canadian workplace. This
confirms our belief that Canada is
good place to work. However, there
are comments of “not fair” from the
blue collars workers. Their voice
should be heard and attention should
be made to solve their difficulties and
discontents.
42. Conclusions
4. Current practice and focus is too
middle class value, and focus is more
on the professionals / white collars.
Programs, service delivery methods,
etc. should also be gear towards to
those working in factory, farms, i.e.
non-professional job.