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Will You Add? - Choosing an Employer-Think About Your Welfare!
Your self confidence inevitably takes a knock when you lose your job – whatever the reason. What I’m going to describe is my version of what I believe you are going through, how it affects you, how it may affect your family or loved ones and what you can do about rebuilding your self-confidence.Job loss is increasingly common – what with cheaper labour in the developing world, new powerful economies such as China and the vagaries of management teams who reassure you all the way to the exit.If you lose your job through no fault of your own the stresses are almost as powerful as going through a divorce or going to jail. It is one of the most stressful things any person can go through, yet not everybody will feel the same things or react in the same way.When other people have n
Workplace issues
An employer who is genuinely interested in the welfare of employees (and consequently strengthen their productivity) should be concerned about creating a positive work environment where individuals recognise they are valued. The big ticket item here is providing a workplace free of bullying, harassment and discrimination. As an employee (or prospective employee) yo
The thank you letter for a second interview is a must for serious job seekers. If you’ve made it as far as a second interview, then you are right on the edge and are one of the serious candidates ready to be offered the position. When you’re in that position then it is worth your while to use all of the leverage you have, all of your knowledge of the company and all of your job search skills to close the deal and land yourself a job offer. This letter can be a deal closer.When engaged in a job search, even if it is not your profession, you are really serving as a salesman. The product you are selling is yourself, your skills, and the concept that you can help the company you are applying to. A professional salesman always tries to know his or her product well, and always does better
Who is the employer?
The employer is the organisation for whom you work, but in reality your manager or supervisor is the visible face of your employer. Have you been in a situation where your work group is full of tension and unhappiness whilst another group within the organisation seems to thrive on co-operation, good humour and great results? If staff from both groups were asked what they thought of the “employer” they would each give a very different account. It is hard not to be envious of a work group where they enjoy a positive and constructive work environment, if you are battling along feeling undervalued, criticised and/or ignored.
I was recently reading an article in a Human Resources forum where the author stated that “people don’t leave organisations, they leave managers.” This is largely true from my own observation and experiences. Sure, there are many reasons you might leave one employer other than being unhappy in the workplace, but it remains one of the big reasons for staff turnover. And if your employer (i.e. the organisation as a whole) does not have policies and procedures in place to address these kinds of difficulties your life can be made miserable.
"Employee friendly" workplaces
Employee welfare is a very broad area of interest. In the best environments employers will address employee welfare in the workplace itself and also consider employee welfare in terms of the pressures you will experience outside the workplace.
Workplace issues
An employer who is genuinely interested in the welfare of employees (and consequently strengthen their productivity) should be concerned about creating a positive work environment where individuals recognise they are valued. The big ticket item here is providing a workplace free of bullying, harassment and discrimination. As an employee (or prospective employee) you
"Happiness is the state of consciousness which proceeds from the achievement of one's values" - Ayn RandIt is often the case that people find themselves in the dilemma of either choosing to stay at a job because it is a guaranteed pay check or leaving to pursue their passion and lose their income - at least for a while - and worse, and uncertain amount of time.In my experience this is one of the most difficult decisions to make. You are unhappy in your work, you dread Monday mornings, you know you are better suited for something else and that the only way to really go after what you truly want is to let go of the job that demands all of your time and take that risk. But, as usual, easier said than done.We have all heard those stories of people who have risked everythi
I was recently reading an article in a Human Resources forum where the author stated that “people don’t leave organisations, they leave managers.” This is largely true from my own observation and experiences. Sure, there are many reasons you might leave one employer other than being unhappy in the workplace, but it remains one of the big reasons for staff turnover. And if your employer (i.e. the organisation as a whole) does not have policies and procedures in place to address these kinds of difficulties your life can be made miserable.
"Employee friendly" workplaces
Employee welfare is a very broad area of interest. In the best environments employers will address employee welfare in the workplace itself and also consider employee welfare in terms of the pressures you will experience outside the workplace.
Workplace issues
An employer who is genuinely interested in the welfare of employees (and consequently strengthen their productivity) should be concerned about creating a positive work environment where individuals recognise they are valued. The big ticket item here is providing a workplace free of bullying, harassment and discrimination. As an employee (or prospective employee) yo
If your choice affects other people, there is a third question you should ask, “Does it work for others?” Through the years people have often made comments such as “My office is a mess, but I can find anything in it!” That may be – but what happens if they can’t come to work? I tell my clients, “If you are working for someone else, that information does not belong to you, it belongs to the client, and your professional responsibility is to organize it so that someone else could find it if you were not there and they needed it.”If you work for yourself, you may think it doesn’t matter. A highly successful business owner discovered it could make a tremendous difference. While jogging down the road he was hit by a drunk driver. Left for dead, he spent months regaining his ability to wo
I was recently reading an article in a Human Resources forum where the author stated that “people don’t leave organisations, they leave managers.” This is largely true from my own observation and experiences. Sure, there are many reasons you might leave one employer other than being unhappy in the workplace, but it remains one of the big reasons for staff turnover. And if your employer (i.e. the organisation as a whole) does not have policies and procedures in place to address these kinds of difficulties your life can be made miserable.
"Employee friendly" workplaces
Employee welfare is a very broad area of interest. In the best environments employers will address employee welfare in the workplace itself and also consider employee welfare in terms of the pressures you will experience outside the workplace.
Workplace issues
An employer who is genuinely interested in the welfare of employees (and consequently strengthen their productivity) should be concerned about creating a positive work environment where individuals recognise they are valued. The big ticket item here is providing a workplace free of bullying, harassment and discrimination. As an employee (or prospective employee) yo
What is a Set Designer?A Set Designer is someone in charge of creating an environment for a production to be staged in. “An environment can be composed of sound, light, clothing, performance, structure and space.” (2005, ScenographySchool SubjectsSet Design requires mainly subjects to do with the arts. Art is an essential starting point. Drama, as knowledge of how actors work and utilise the stage is essential. Construction subjects such as wood, plastic and metalwork should also be considered. Study of society and the environment and well as history helps to bolster the knowledge base required to do natural/historic set designs.Training RequiredIn the uber competitive world of set design, to gain employment you will need
"Employee friendly" workplaces
Employee welfare is a very broad area of interest. In the best environments employers will address employee welfare in the workplace itself and also consider employee welfare in terms of the pressures you will experience outside the workplace.
Workplace issues
An employer who is genuinely interested in the welfare of employees (and consequently strengthen their productivity) should be concerned about creating a positive work environment where individuals recognise they are valued. The big ticket item here is providing a workplace free of bullying, harassment and discrimination. As an employee (or prospective employee) yo
Joint ventures can turn your competition into your companion!What are they and are they profitable?You can benefit greatly from sharing the costs of your advertising and promotional campaigns, while doubling the size of your target market.How can that be so? It’s simple! just look at it like this, you are in the coffee business, you have identified your major competitor, he/she is currently servicing a good portion of the customers you wish to attract. This competitor has been servicing these clients for many years and has built up a strong following. Do you think it would be easy for you to “take these clients away” from their trusted provider? Of course not.What if you offered to give your competitor free access to your client base? Do you think he/she would like th
Workplace issues
An employer who is genuinely interested in the welfare of employees (and consequently strengthen their productivity) should be concerned about creating a positive work environment where individuals recognise they are valued. The big ticket item here is providing a workplace free of bullying, harassment and discrimination. As an employee (or prospective employee) you might look for;
* Clear policies and procedures relating to bullying, harassment and discrimination
* A commitment to Equal Opportunity regardless of gender, race, marital status, pregnancy, sexuality, disability or age
* Grievance procedures that are clear and actively implemented
* Ongoing training and development opportunities.
Issues outside the workplace
Ideally an employer will provide as much flexibility in working arrangements consistent with operating an effective and productive business or service. For example flexible leave provisions support employees in a number of ways to fulfil their obligations and aspirations outside the workplace. Does your employer (or prospective employer) make provision or provide support for:
* affordable and accessible child care
* flexible hours, where core working hours are defined with the freedom to start a little earlier or finish a little later in order to support family requirements, with the proviso that you work your paid hours over a period of time (e.g. 150 hours a month)
* working part time
* extended annual leave provisions. Some employers allow staff to purchase additional annual leave by earning slightly less during the year and having 2 - 4 weeks extra annual leave during the year. This can be great when you have school age children that need to be supervised during the holidays.
* paid and unpaid maternity leave. In many jurisdictions this provision is enshrined in legislation. Does the employer enact the requirements of the legislation with a good grace?
* carer’s leave? Many employers allow staff to utilise sick leave to care for dependents (children, elderly
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