...of motivational interviewing, why it was used, and whether or not it was successful. What was done well in this interview, and why? What would you have done differently, and why? Of the theories we have learned in this unit, which theory stands out in this interview? Where and how? “A client-centered and empathetic counseling style is one fundamental and defining characteristic of motivational interviewing. We regard the therapeutic skill of reflective listening or accurate empathy ... to be the foundation on which skillfulness in motivational interviewing is built ... Through skillful reflective listening, the counselor seeks to understand the client’s feelings and perspectives without judging, criticizing, or blaming ... The crucial attitude is a respectful listening to the person with a desire to understand his or her perspective” (Miller & Rollnick, 2002, p. 37) In this case, the Motivational interviewing refers to an interpersonal counseling or communication style rather than a specific therapy or set of techniques (Rollnick & Miller, 1995). This style is evident in the process of MET (Motivational Enhancement Therapy). The focus of this particular interview was on helping the client to overcome reluctance or ambivalence on his own, while allowing him to make positive changes in his approach to anger management. The therapy did not assume that the client wanted to change, but lead the client to own their need for change. The motivational interviewing assumed that ambivalence...
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...Research Methodology – Open Doors – Extending Hospitality to Travellers with Disability 1. How did ODO operationalise the definition of an adult with a disability? What arguments could you make that the definition was too inclusive or too narrow? Disability was defined by ODO as “having blindness, deafness or a condition that substantially limits one or more basic physical activities such as walking, climbing stairs, reaching, lifting or carrying”. Respondents were screened based on these criteria using a variation of the 2000 Census question. Fifteen percent of the general adult population (or more than 31 million adults aged 18 and older) defines themselves as having one or more of these characteristics. In terms of sampling, ODO narrowed its definition of an adult with a disability. “We wanted the disability to be permanent, and we wanted to cover the full range of physically limiting disabilities,” shares Turk. “But we didn’t want to include those with mental or emotional disorders.” Harris Interactive identified an ‘adult with a disability’ participant by using a variation of the 2000 U.S. Census questions. In the U.S. Census, a disability was defined as ‘blindness, deafness, or a condition that substantially limits one or more basic physical activities such as walking, climbing stairs, reaching, lifting, or carrying.’ For purposes of the study conducted by Harris Interactive and Open Door Organization, the definition is sufficient. However, the inclusiveness...
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...Multiple Choice Quizzez 10,12, 13, and 14 Multiple Choice Quiz (See related pages) Results Reporter | | Out of 10 questions, you answered 9 correctly with a final grade of 90% | | | | | | 9 correct (90%) | | | | 1 incorrect (10%) | | | | 0 unanswered (0%) | | | Your Results: | The correct answer for each question is indicated by a . | ------------------------------------------------- Top of Form | 1 CORRECT | | Mike is responding to a survey about his experience using a pizza delivery service. One set of questions on the survey asks questions such as "How satisfied are you with your overall experience?" The survey response options provided are Strongly Agree to Strongly Disagree. Which of the following sources of error in communication research is present in this example? | | | A) | measurement questions | | | B) | observers | | | C) | interviewers | | | D) | participants | | | E) | all of the above | | | | | | | | 2 CORRECT | | Which of the following can create interviewer error? | | | A) | an unwillingness to participate | | | B) | participant faulty recall | | | C) | the falsification of answers | | | D) | social desirability responding | | | E) | all of the above | | | | | | | | 3 CORRECT | | Individuals are more motivated to respond to surveys when _____. | | | A) | the topic is salient | | | B) | incentives are offered | | | C) | respondents...
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...given their two-week notice or quit. Many of these employees have been with Magic Grafix for less than six months. Although this is a successful organization right now, they will not stay on top without replacing this employee with new employees who can do the job. Once the right employees are selected the positions, the organization must offer their employees compensation so they can keep them. This paper will cover how Magic Grafix evaluates and manages their employees. Appropriate Interviewing Techniques Thirty percent of the newly hired employees quit before their six month mark due to lack of compensation. For example, the compensation package was not enough to keep the employee interest and the performance management skill were not up to par. Although these examples played a part in the employees leaving, they were not the main reason. The selection of the employees and placement in their position played the most important part in the employees leaving. Magic Grafix interviewing techniques were not appropriate for the type of hiring that they were doing so many of the new employees were placed in a position that did not fit them. The organization used external and internal recruitment strategies to hire and place employees. The internal processes consist of promoting current employees based on their knowledge, skills, and abilities. The external recruitment strategies recruited new candidates through newspaper advertisement,...
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...Case Application 1 : Maersk and Human Resource management Challenges in China 1. Why does human resource management represent one of the major challenges faced by foreign companies entering the Chinese market ? Answer : Human resource management represent one of the major challenges faced by foreign companies entering the Chinese market because the problem which are most important is a qualified manager to lead the operation. In Chinese market, it is the question that whether must use the expat manager from foreign country or use a local talent manager. This comes on the top of other common problems related to human resource management in China, which all western companies have the experienced in one way or another. This issues had been known for a long time, since the beginning of the Deng’s Open Door policy which in 1979 opened China to foreign companies direct investment. 2. What are the main issues expat managers generally face ? Answer: Main issues that expat managers generally face are culture conflict and language skill in complicated Chinese business environment. Chinese is one of the hardest language to learn. Even organizing a banquent can be daunting experience for someone not aquainted with the local culture. Besides that, expat manager who have a solid experience of the country and speak Mandarin is the such high demand that they are normally very expensive. Why don’t foreign companies simply...
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...about a change in a person life, as well as our own, there is a process that is being used today know as motivational interviewing. What is motivational interviewing? Motivational interviewing has been defined as a ‘client centered, directive method for enhancing intrinsic motivation to change by exploring and resolving ambivalence’ (Miller and Rollnick 2002; p 25). In motivational interviewing, “client-centered” simple means that this stage of the process would concentrate on the needs, hopes and aspirations of the client. Miller and Rollnick describe MI as “directive,” but McNamara decided to uses the term “guided” to express the element of Motivational Interviewing. While motivational interviewing is directive, in the sense that it...
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...Ethical Issue and Management XMGT/216 Managers are generally responsible for staffing employees, ensuring that the employees get proper training and providing leadership to those employees as well. Managers are faced with ethical issues on a daily basis, whether it is with employees or the decisions they have to make. In my experience as a manager I have had to make tough decisions regarding attendance, and disciplinary action. As a manager, I have to base my decisions on what is right. Often there are employees that come to work late, or may not perform as they should. It is my job to document these things as well as take corrective action. Although there are times when circumstances prevent employees from coming to work on time, I have to do what is right and document every occurrence. I stay away from making exceptions because if you do it for one employee then you should do it for every employee. As a manager I have an ethical responsibility when it comes to interviewing and hiring to fill business needs. It is important that every potential employee is given the same opportunity, and that decisions are not made based on race, religion, or sex. This is an extremely difficult aspect of management, because it requires you to be careful. There has been several times where I have interviewed two candidates with equal qualifications but of different races. Instead of making the decision alone, I generally get a peer’s opinion so that I don’t seem like I am favoring...
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...Nike: Hiring Gets Off on the Right Foot What do you think are the prime advantages and disadvantages of Nike’s computer based interviewing system? Advantages of computer assisted Interviewing system: a) Weeds out undesirable applications: In computer based interview system the applicants whom management thinks are eligible for the job according to qualification, work experience and achievement of an applicant in his/her career is called upon for the interview. This helps the company screen out un- important applicants and in turn save their time in interviewing only required applicants. b) Saves company’s administrative costs: Company during their interview season sees an increase in their administrative expenses which includes mainly the travel reimbursement that all candidates gets during their journey to interview location. Nike being one of the largest manufacturing & retail oriented company; it needs recruitment process almost the whole year. If they spend. Therefore company’s expenses would be very high and at the same time, may not be productive as out of huge number of candidates who have applied, only few would be matching the job profile. c) Time efficient: it saves time for both management involved in recruitment process & candidates who may have to undergo long interview process. Management can utilize that time for its productivity & handling its other important issues. d) No routing errors. If the system is correctly programmed, routing errors,...
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... 2006). With a competitive mobile workforce it is crucial for businesses to figure out what turnover is actually costing them. It is also important for businesses to have a plan in place to improve retention. By doing this they can maximize their profits and retain the talent they have worked so diligently to recruit. In this paper I will discuss how much employee turnover really cost businesses in detail and are businesses really acknowledging this as an issue. There have been several studies done to estimate the actual cost of losing an employee. In one study I found it showed that employee turnover cost are different based on the position held, for example the cost to replace an entry level worker is much different than a management position. However, when we look at the overall cost it is staggering how much it really is. In an article I found there were three categories in which it broke down the actual cost to replace an employee and I listed them below (Blake, 2006). [pic] 1. Entry level employees cost 30-50% of their annual salary. 2. Middle level employees cost 150% of their annual salary. 3. High level executive or specialized employees cost 400% of their annual salary. To better understand...
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...MEMORANDUM TO: Human Resources FROM: Patricia Coleman RE: Staffing System Management DATE: June 9, 2013 Staffing System Management Defined The staffing system management of an organization is the capability to employ, increase, and keep employees which is the key factors that determines an organization staffing system success in the following years. Organizations must develop a staffing system to manage and support the employees’ needs. Developing a crucial staffing system will improve the superiority of the employees at different levels of the organization, which will become a strategic main concern for the business. Senior management will be the lead for the accomplishment of a highly profile staffing system and hold every employee responsible for the outcome. A staffing system is simply a well thought-out staffing strategy that outlines the procedures in recruiting, screening, interviewing, and hiring new staff members. The new system must be accurately designed and executed for the hiring process to go smoothly and ensuring the system will provide guidance for the employees to follow through with the phases from start to finish. The efficient of the staffing system will consist of five steps for the organization to be successful: • 1- Describing the ideal candidate • 2- Developing a list of qualified candidates • 3- Screening the applicants • 4- Interviewing the applicants and checking their references • 5- Deciding on the qualified applicant or candidate...
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...Reflection Essay: Humberto Candelario Cindy Small Business Management and Entrepreneurship SBE 310 DeVry University Professor: Sherry Chao-Hrenek Table of contents: Introduction……………………………………………………………………….3 First Business Failures………………………………………………………….....3 Starting Computer Systems Institute………………………………………...……3 Failure or Success: tapping into new markets………………………………….…4 Business Growth……………………………………………………………….....5 Success…………………………………………………………………………….5 Conclusion………………………………………………………………………..6 References...………………………………………………………………………7 Reflection Essay: Humberto Candelario Humberto Candelario, owner and co-founder of CME Enterprises Inc., is a successful entrepreneur that began with a dream of being successful; he now owns shares of agricultural companies across Southern California. Being a Mexican immigrant, he had to endure many battles to get to where he is today; however, his determination, hard work, and vision helped him reach such a high level of success. Humberto migrated to California in 1970, leaving his family behind in Jalisco Mexico he came in pursuit of a better life. Humberto states that he got here with only twenty dollars in his pocket and with many hopes and dreams of living the...
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...Performance Management Plan Taylor HRM/531 May 19, 2014 Performance Management Plan Performance Management Plan Performance Management Plan For Commercial Construction Business Located in Detroit Michigan, relocating to Arizona Employees 650 but will increase by 20% Company revenue is 10,000,000 Commercial Construction is planning on opening a new location in Arizona, creating a performance management plan would be the best thing for the company to do since they are opening a new office in a new city. For this plan I will I will mention the success of the company and some of the key components that made the organization successful. The HR department will provides some of the keys parts for the managers to understand the business and policies and procedures that will be enforced with their help. The managers for the company will also be responsible for the performance feedback, employee aptitude levels and all other parts that involve the organization when dealing with the customers. With commercial construction the performance management plan will be used and a key reference that will be used as a key guideline for all of their system support and the success of the business. Commercial Construction will deliver the service that's the Arizona community has been missing. The company has a revenue of 10,000,000 with a turnover ratio of 20%, with these type of numbers the company has a good chance to survive in the market of Arizona. And bring some good jobs to...
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...13 | 5 | TASK 4 | 15 | 6 | CONCLUSION | 18 | 7 | REFERENCES | 19 | | | | | | | INTRODUCTION Human Resource management concerns the policy as well as practicing which influences the work system. The recruiting and selecting procedure helps in achieving the desiring candidate; deciding the correct candidate for the correct job. The persons who don’t have any problem and are leading in the organisation in any way; there is no need of selection process for them. Recruitment process is done for achieving the ideas and characteristics of the organisation. Leadership process is the qualities that an individual person holds inside them. It influences them in a way they lead in the organisation. Leadership is the influencing procedure for achieving the objectives of the organisation. Good leaders are those that create change in the organisation. They should include administration, interpersonal as well as concept objects. TASK 1 1A: IMPORTANT STEPS IN RECRUITMENT AND SELECTION The rapidly growing organization was leading to increase the necessity for the persons who will work in the management sections at the international level. Actually they are fulfilling the needs of the organizations as well as of themselves also. One of the important facts for HR members are to select & recruit qualifies people that fulfil the ideas of the companies...
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...How to answer 23 of the most common interview questions By Paul Michael Let’s face it; no one likes the interview process. Well, certainly not the people being interviewed anyway. You have to be on your best behavior, you only get one chance to get it right, and it’s like taking your driving test all over again. Over the years I’ve been to countless interviews. To get my first job out of college, I attended some 15-20 interviews a week. Whether it was in Britain or over here in the States, the questions never really seemed to change from job to job. Not only that, but the answers to them are usually the same, with your own personal interpretation of course. Here I present 23 questions you’re likely to be asked, and how I have learned to answer them. Why 23? Because I had more than 20 and less than 25. Remember, being interviewed is a skill, and if you do the preparation you should ace it every time. 1. So, tell me a little about yourself. I’d be very surprised if you haven’t been asked this one at every interview. It’s probably the most asked question because it sets the stage for the interview and it gets you talking. Be careful not to give the interviewer your life story here. You don’t need to explain everything from birth to present day. Relevant facts about education, your career and your current life situation are fine. 2. Why are you looking (or why did you leave you last job)? This should be a straightforward question to answer, but it can trip you up. Presumably...
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...Unit 3 Assignment The Hiring Process Jessica Berry Small Business Management AB209-01 July 22, 2014 Interviewing is a very big part in the selection process of employees, it gives the employer a chance to meet the job candidate, and get a general idea of who they are. The problem I find with interviews is that the job candidate can give you all the right answers, but are they deceiving you just so they will be hired. Are their answers to the interview questions honest, or just what they think I want to hear? Interviewing can be helpful in the selection process, but it should not be the only step (Longenecker,2014). GBC is a very small company at this point, so the owners (Scott, Wayne and Myself) would be the ones in charge of recruitment and hiring for the company. I would do most of the work, but would keep them involved in the process and the three of us would make the final selections. There would be 5 steps in GBC Cleanings’ hiring process. The first step we talked about last week, and that would be determining exactly what the company needs and then posting a job on an employment website. This would be something that I would handle for GBC. The second part of our process would be reviewing the applications and selecting the best candidates for the job. This would be handled by all three owners, because Scott and Wayne know more about what they are looking for in a custodian or equipment operator. I would definitely want their input during this process. The third...
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