Quality Mindset over Barriers to Success, Inequity among Inmates, the Hierarchical Effect - Assignment Example

Task 1 In this world success comes with effort. Efforts need not be individual. It requires collective effort. For this, people have to work together. Even companies which have succeeded have been because of the efforts of all the departments. For this all departments work together. To do so it is important to understand the behaviour. This helps to react in a proper way. The group which was working on a task was successful as “they are able to retain information”. (Mcmillan & Weyers, 2006) Even the understanding was better. Since, “different groups like formal, informal and study groups were formed so helped to change with the environment”. (Mcmillan & Weyers, 2006) These steps helped the group to enhance their working environment and direct their efforts towards a common goal. Another reason which contributed towards the success of the team was the use o interpersonal communication and team work. This is supported by a research which states that “group work helps to improve interpersonal and team work skills and when helps to deal come with different plans to deal with the real life situations”. (Hick & Andrew, 1995) This helped the group to ensure focus towards work and ensure that they were able to contribute towards the goal. Despite the team being successful there were certain areas which requires more efforts and work to ensure that the results are better. Working on this area will help the team accomplish the work quicker and will further act as a boost for the group. The areas that needs to be worked upon are as follows Firstly, “the ability to deal with conflicts better”. (Kope, 2009) There were situations when group members didn’t agree. They were having different opinion. To come to a single decision was tough. This hampered the progress of the team as some valuable time was wasted. The team needs to recognize this area and take steps to improve it so that the performance is delivered in a better way. Secondly “the ability to deal with members who were dominating” (Kole, 2009) There were some members who were aggressive. They wanted everyone to listen to them. They believed that they do everything correctly. This was a situation when group dynamics were required and members needed to coordinate among themselves to be able to come to a conclusion fast and ensure that the dominating member was not using his influential powers to influence decisions. Working on this area could help the team as it would ensure that the team worked in tandem with equal responsibility among all. Thirdly, “identifying leaders for different situations” (Kope, 2009) Working together will require someone to control the proceedings. This will make someone a leader. The team required to identify leaders for all the different situations and appreciate their work. Since, there were different people who used to come up with different solutions and help the team whenever they were caught somewhere. This made it important to identify their efforts and appreciate those as it will motivate them to deliver similar results in the future. This can help to develop the team and help to build a team which is more organized. References Kope M, “Working in group”, University of Guelph Library, Guelph, Ontario, 2009 Hicks R & Andrew J, “developing teamwork skills inside and outside the classroom”, Social science monograph, Volume 1, Smartsearch, 1995 Task 2 JOB DESCRIPTION Job Title: Class Representative Location: Middlesex University Context: The job is for the class at Middlesex University Supervised by the class teacher and needs to report the daily working to the class teacher Job purpose: Responsible for maintaining decorum in the class. The role will incorporate different areas like ensuring proper conducive environment for learning, ensuring cleanliness and having the arrangement for all equipments and materials that will be used while imparting education. Job tasks: Responsible for promoting effective communication between the teacher and the students. Key tasks include: ensuring decorum in the class keeping enthusiasm among students to learn responding to the queries of the teachers acting as a liaison between the teachers and students having arrangements of all electronic and other equipments used in teaching passing all relevant information to the students bringing forward towards the teacher the problems encountered by students Performance standards: Maintaining peace and decorum in the class room which gives a push to better learning and ensuring that the queries of the students get resolved Advancement opportunities: There provides an opportunity for the class representative to advance in carrier and hold position of school representative thereby representing the whole school in different meetings and forums Working conditions: Classroom where the representative has to deal with the class students and teachers Working hours: is during the school hours This is self employment as it helps to develop the skills and during the school hours helps to enhance the skills PERSON SPECIFICATION Job Title: Class Representative Location: Middlesex University Selection Criteria: Essential Desirable Measured by: Enthusiastic √ Ability to monitor the class √ Ability to take decision √ Having a good rapport with the class √ Ability to represent the class √ Have the desire to maintain decorum √ Ability to handle pressure √ Passion for being a leader √ Knowledge about different equipments √ Having a good relation with the teacher √ An outgoing personality with the ability to communicate teachers and staff √ Clear communication skills √ Ability to understand and cope under different situations √ Previous experience of a class representative √ Commitment towards class √ JOB ADVERTISEMENT Middlesex University Class Representative Location: Middlesex University Responsible for maintain decorum and enthusiasm in the class which improves the manner in which learning is imparted. Must be able to handle the additional pressure, represent the class, act as a liaison between the class and the teacher, an outgoing personality, having good communication skill and being able to lead the class. An experience as a class representative in the previous year will be preferred. The student applying should be able to understand the importance and the benefit this will accrue to them in the future. Application material may be obtained from www.middlesexuniversity.edu/jobs/class_represntative Submit an electronic copy of CV and application form to Justin Push at (justinpush@middlesex.edu.uk) Closing date: 21st January 2011 References SISMA, “SISMA Executive job description”, School of Information Management, Dalhousie University, 2009 Task 3 There are different methods through which the class representative can be selected. While selecting a class representative the interviewer or the committee selecting the personnel has to pay attention to the qualities that will help to fulfil the role. The class representative can be selected through a process of interview. Before moving to the process of interview it is important that the bio data of the interested candidate is verified. The interviewer at this stage should reject the candidates who don’t match the criteria. This will help to improve focus and ensure that the remaining candidates are interviewed properly by asking questions in varied areas to gauge the strength of the candidate. The following questionnaire will help the interviewer to gauge the relative strength help to select the candidate for the job of the class representative. Questionnaire 1. Name? 2. Sex? 3. Tell us something about your experience in the university? 4. What are your strengths? 5. What are your weaknesses? 6. Why do you want to be selected as a class representative? 7. What do you think you will enjoy the most as the class representative? 8. How will you cope with the additional pressure the post brings along? 9. What would you do if the class went noisy before the class and what steps would you take to maintain decorum? 10. Suppose you have a time frame to complete certain work as a class representative how will you manage it when you have your exams approaching? 11. Sometimes there will be a situation where you have to do multiple tasks like completing your assignment, getting things in order before the class begins and ensuring enthusiasm in the class. How would you maintain all this at the same time? 12. What are qualities do you think differentiates from the others? These are some of the questions that can be used in the questionnaire while interviewing but the list is not exhaustive. The role of the class representative will be hindered due to the following Firstly, the inability to control the class as the class doesn’t consider the class representative to be the face of the class. (Miles, 2002) This will make it difficult for the class representative to bring everyone together thereby making it difficult to bring people together. Secondly, the problem caused by certain section of the class as they want to create problems so that the class representative gets replaced Thirdly the inability of the class representative to handle pressure (Webb, 2006) this will hinder the daily work of the person and will make it difficult to carry out the work as a class representative. The problems can be overcome by bringing about a change in which the responsibility will be carried through the following Firstly, having a mind set to handle the additional pressure and keeping cool in the toughest situation will help to fulfil the role as a class representative. (Kevin, 1991) This will reduce the additional pressure and act as a boost to manage the role. Secondly, having a proper plan which ensures time management will help to fulfil the role as a class representative. This will help to ensure that plans are ready to deal with the toughest of situations. References Kevin L, “Quality mind set over barriers to success”, Healthcare financial management, The Gale Group, 1991 Miles S, “Overcoming resource barriers: the challenge of implementing inclusive education in rural areas”, Enabling education network, 2002 Webb M, “Eight barriers to effective listening”, times group, 2006 Task 4 Induction programme benefits both the organization and the new comer as it helps both to get acquaint to each other. Induction program is a way to introduce and familiarize the new recruit with the surrounding environment of the company. (Goyal, 2007) This benefits the organization and the recruit immensely as it creates a platform and brings forward actual environment. This thereby helps to retain the employee and motivates him for the future. The induction program also helps to ensure that the training program which is conducted towards the period bears fruit as it eases the tension and the pressure the newly recruit has. This has a bearing on the performance and helps the organization to ensure that they are able to develop strategies for the long term relationship between the two. One important aspect that will be looked into to ensure that both the employee who is old to the job and has no experience and on who is experienced but a newly hired should be treated at par with all the employees. To ensure that they are motivated it is important that equity prevails in the organization. According to Lively, Powell, Claudia & Carr “when there is inequity among inmates it gets reflected in the family environment as productivity gets hampered”. (Lively, Powell, Claudia & Carr, 2008) The study finds that when as employee does not perceive equity it gets reflected elsewhere also. When the inmates don’t perceive equity performance gets affected. This decreases productivity. As a result even family environment gets affected. A more through details says that this theory also can be applied to family life. Thus it is important that the induction programs for those are designed in a manner which helps to motivate the employees and bring equity. Another important aspect that will be looked during the induction program of both the employees is peer review. As both the employees have different qualities so it becomes important to have peer reviews so that the better candidates get more chances to advance in his career. The expectancy model also works very effectively in case of peer evaluation. Today, people have to work in groups to accomplish a task. Some people put in more efforts and some less. So, the organisation can ask the peers to evaluate each one and on the basis of that evaluation the incentives can be decided so that it is fair. Having a similar strategy for peer evaluation will benefit and help the induction program to be successful. To ensure that the employees remain loyal and work together i tandem it is important that apart from the monetary benefits they are motivated in different ways. It is important for organisations to realise the fact that all the human needs cannot be satisfied through money. Employees need to be motivated through measures other than monetary like respect, recognition for the work done and social status. (Lowery, 1998) This is an aspect which will be looked during the induction program and will help to ensure both the employees are motivated and remain loyal towards the organization. References Goyal A, “Purpose of Induction”, ezine articles, 2007 Lively J, Powell B, Claudia G & Carr L, “Inequity among inmates: applying equity theory to family”, Volume 25, page 87-115, Emerald Group Publishing Limited, 2008 Lowery, “The hierarchical effect: Maslow Hierarchy”, Belmont, Thomson Learning, 1998 Task 5 Absenteeism is a part and parcel of human life and students continuously remain absent from the university class due to varied reasons. The university needs to evaluate the reason and then determine whether the absenteeism was fair. For this the ALIEDIM model to absenteeism will help to evaluate the impact of it. The University for these Needs to evaluate the reason for being absent and if the reasons are correct due to local or global condition prevailing in the country then the absenteeism can be judged fair. (Charles & Harrison, 2009) Using the model the university can judge the impact of absenteeism as being fair by giving certain leverage to the students. As it is impossible to evaluate all the factors while considering absenteeism so it becomes essential that university allows a certain percentage and any absenteeism beyond this has to be compensated through either grades loss or marks or similar compensation which makes students attend class on a regular basis. (Charles & Harrison, 2009) The university here can use the same ALIEDIM model and evaluate the rate of absenteeism as S x S x D where S = number of spells of absence in 52 weeks taken by an individual, and D = number of days of absence in 52 weeks taken by that individual. This will help the university to come to a certain percentage which is fair. For example using the above model if a student’s remains absent from class for 10 days for once then the absenteeism stands at 10 X 1 X 1 = 10. This will help the university to fix a certain percentage which is allowed and the students are not compensated for it. While evaluating those factors need to be considered to make it fair. In situations when students remain absent over and above the prescribed rate the university using the ALIEDIM model to evaluate the reasons and if found appropriate the students should be allowed the leverage else the students need to be fined by reduction in grades or marks. This will help as a check and ensure fairness for both the students and the university. This will also ensure that students turn up for class and will help to improve the learning process in the university. The ALIEDIM model will work here as evaluating the reasons for being absent and then prioritizing will help the university treat all students at par. It will also help the university to design a mechanism through which a check is put on absenteeism by ensuring a program which brings a check on unnecessary absenteeism. The university by using this model can draw various monitoring program to evaluate the reasons for being absent and then determine whether the reason was appropriate. Having a certain leverage for the students and at the same time ensuring that absenteeism is checked through different measures which make the system fair for both the students and the university and will help equity prevail throughout. References Charles H & Harrison D, “Investigation of absenteeism: using event history model to study the absence-taking process”, Journal of applied Psychology, American Psychological Association, 2009 Read More