Support Clients to Make Use of the Advice and Guidance...

AG2 Support Clients to make use of the advice and guidance service When conducting an IAG interview it is vital as an advisor that I am able to clarify the client’s requirements and circumstances in order to agree with them the best course of action to help them achieve their goals or to be able to signpost them to other external organisations and charities. Most clients I give advice and guidance to are jobseekers aged between 18 and 60 or those who are at risk of redundancy. All of my clients have a variety of different situations and aspirations and need to be treated as individuals. The room in which IAG is conducted in is private, spacious and clutter free in order to allow the client to feel secure and allow them to feel relaxed†¦show more content†¦As my clients come to see me to help them to find work through either training or employability skills it is important that I have had information on the local labour market, job roles and training courses for them to browse. I also have information, that from my experiences within the employment and welfare to work sectors I have found to be useful to clients when exploring the reasons that they are currently unemployed. Such information is on benefits, local authorities, counselling services, childcare provision, support groups and volunteering resources. I also have established links with a large number of third sector and employability agencies that I am able to refer and signpost clients to. When conducting advice and guidance interviews, it is essential that the client has fully understood a service or a particular course of action so that they can agree that it will be helping them towards their goals and fit in with their individual circumstances. If any such service does not fulfil the requirements and needs of the client then another option must be suggested, or a solution so that the client can use the service. One of the most common examples of clients not being able to attend training sessions is due to the cost of childcare, or having nobody to look after the children. I have agreed with Job Centre Plus that childcare provision can be arranged and paid for by them on behalf of theShow MoreRelatedHealth And Social Of Health1357 Words   |  6 Pagesqualitative service to the individual. This essay will consider the ways in which health and safety requirements have an impact on the customer and the work of practitioners in the health and social care sector. 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Employee Attitude as a Function of Job Satisfaction Free Essays

EMPLOYEE ATTITUDE AS A FUNCTION OF JOB SATISFACTION Introduction There is confusion and debate among practitioners on the topic of employee attitudes and job satisfaction even at a time when employees are increasingly important for organizational success and competitiveness. â€Å"Happy employees are productive employees. †Ã¢â‚¬Å"Happy employees are not productive employees. We will write a custom essay sample on Employee Attitude as a Function of Job Satisfaction or any similar topic only for you Order Now † We hear these conflicting statements made by HR professionals and managers in organizations. This research aims at establishing job satisfaction as a basis for employee attitude; whether good or bad and we will do this by answering three questions: â€Å"What are the causes of employee attitudes? †, â€Å"What are the results of positive and negative job reaction? †and â€Å"How can we measure and influence employee attitudes? † Before we begin a description of what we mean by employee attitudes and job satisfaction will suffice. What is job satisfaction? Job satisfaction is how content an individual is with his/her job. In other words, a contentment (or lack of it arising out of interplay of the employees positive or negative feelings towards his/her job. However, there is a distinction between affective job satisfaction and cognitive job satisfaction. Affective job satisfaction is the extent of pleasurable emotional feelings an individual has about his job overall while the cognitive job satisfaction has to do with the extent to which the individual is satisfied with particular facets o his job. The most-used research definition of job satisfaction is by Locke (1976), who defined it as â€Å". . a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences† (p. 1304). Implicit in Locke’s definition is the importance of both affect, or feeling, and cognition, or thinking. When we think, we have feelings about what we think. Conversely, when we have feelings, we think about what we feel. Cognition and affect are thus inextricably linked, i n our psychology and even in our biology. Thus, when evaluating our jobs, as when we assess most anything important to us, both thinking and feeling are involved. What is employee attitude? In other to have a panoramic understanding of this terminology, a conceptual clarification would suffice. What is an attitude? An attitude can be described as an expression of favor or disfavor towards a person, place, thing or event which is as a result of either a negative or positive evaluation of the object of affect. Employees have viewpoints about many aspect of their job, career, Organization. The above explanation gives us the idea that attitude can either be positive or negative. Thus employee attitude can be described as an employee’s expression either positive or negative towards his/her job, career or organization. How then do we make a distinction between positive and negative employee attitudes? Generally, It is in their promotion of organizational goals. Therefore, positive employee attitudes can be said to be in agreement with organizational goals thereby promoting it while negative employees can be said to be against organizational goals thereby suppressing organizational goals. This explains why employee attitude is easily cited as the number one performance related issue of companies. From the perspective of research and practice, the most focal employee attitude is job satisfaction. Thus, we often refer to employee attitudes broadly in this article, although much of our specific focus will concern job satisfaction. In the midst of all this, one little question crosses the mind; what are the causes of employee attitudes? What are the causes of employee attitudes? In general, HR Practitioners understand the importance of work situation as a cause of work attitude and it is an area that HR can help influence through organizational programs and management practices. However, in the past decades there has been gainful research in understanding dispositional and cultural influences on job satisfaction which is not yet well understood by HR practitioners. In addition, the work itself is also an area that influences job satisfaction and this is often overlooked by HR practitioners when addressing job satisfaction. Dispositional influences Several innovative studies have shown the influence of a person’s disposition on job satisfaction. Disposition can be described as a tendency to act in a specified way. There are some factors that affect our disposition and they are called dispositional variables. These variables are often viewed as part of the individual’s makeup, character or personality. Personality is defined as a combination of characteristic patterns of thought, feelings and behaviors peculiar to a person. It is said to be both physiological and psychological. On the other hand, character is a combination of mental and ethical traits marking a person. Dispositional variables are relatively stable across time and difficult to change. They are often used to explain consistency in individual behaviors across time and situations. The theory of dispositional influences is a very general theory that innate dispositions cause people to have tendencies towards a certain level of satisfaction regardless of the job. In 1997, Timothy A. Judge, Edwin A. locke and Cathy C. Durham argued that there are four core self-evaluations that determines ones disposition towards job satisfaction; self esteem, general self efficacy, locus of control and neuroticism. How to cite Employee Attitude as a Function of Job Satisfaction, Essay examples

Success on the Seas The Journey of the CSS Alabama free essay sample

An examination of lifestyle aboard the Confederate Raider. This paper is an examination of the Confederate Raider CSS Alabama. There is a short background history of the Confederate Navy. The paper purports to illustrate life aboard the cruiser by describing the ships mission; the daily activities of the ships men, including their diets and leisure activities, the ports visited and the naval record. At the outbreak of the Civil War, the Confederate States of America was virtually without a navy. As the southern states seceded, many of the southern naval officers announced their allegiance to the Rebel cause. Unfortunately, the new Confederate government had no naval vessels for these commanders to take charge of. Some of the states captured ships that belonged to the United States and delivered them to the new Secretary of the Navy, Stephen R. Mallory. There were, in all, fifteen guns outfitted on these ten ships. We will write a custom essay sample on Success on the Seas: The Journey of the CSS Alabama or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The Department of the Navy recruited men from the army to serve on the new Confederate vessels. However, there were never a large number of men in the navy.