Workplace Literacy: Its Role in High Performance Organizations
During the past decade a number of issues have been raised about the goals and purposes of workplace literacy; chief among these has been the debate surrounding the conceptualization of workplace literacy as a functional context program with its focus on analyzing the gaps between a workplace's literacy requirements and the abilities of its work force. Critics have felt that, too often, the job context approach was interpreted too narrowly and failed to involve workers. Frequently, the result was a curriculum designed to "fill in the gaps," usually through a top-down process with decisions made primarily by company management, human resources development specialists, and higher-level
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Sometimes called an organizational approach, it recognizes that "workplace literacy and basic skills upgrading programs, alone, will not ensure that both worker and organizational goals around basic skills and communication are met" (Waugh 1992, p. 2). This approach supports the goals of HPWOs in which workers are expected to be involved in decision making related to their jobs. Part of this decision making involves management, workers, the union (if appropriate), and educators in a participatory process for planning, implementing, and evaluating workplace literacy programs (Jurmo 1994b; Stein and Sperazi 1991; Waugh …show more content…
Young's (1994) study of workplace skill development among New York State's civil service employees supported the assumption that the move toward participatory management required more sophisticated literacy and interpersonal skills. According to Young, if the focus was only "on the specific skills embedded in these jobs we would be focusing on peripheral job requirements: filling out burdensome reports, studying cleaning directions, or time cards" (p. 41). However, the changes toward more participatory management "created some interesting new needs" (ibid.), including more sophisticated reading and writing skills, and skills to resolve conflicts resulting from participatory, team
Since the dawn of time for a society to work it needs to have a level of structure that applies to everyone and is understood by everyone. Australian legal system is broad and complex. It is the nature of the encompassing laws and regulations which reflect how people, organisations and governments behave on the many different levels of operation and these are created to make sure that everyone understands their rights and obligations. There are two sources of Law in Australia: Statute Law regulated by Parliament and comprise of legislations and acts; and Judge-made Law or Common Law where decisions made by judges are based on previous cases.
No matter how great a society is it can still fall, if the society falls victim to corrupt/bad leaders, greed and unfair rights for citizens then it will. Societies fall because of many reasons. Societies fall when they discriminate against their people, have greed and have bad/corrupt leaders. Examples of these very cases come from Rome, Syria, Germany and even America. Even the largest societies can fall due to these reasons. Learning from societies who have fallen in the past is important to improve for the future.
The Australian legal system is the foundation of our society. They are many sections that are part of the legal system. A main part of the Australian legal system is the Australian court system, the court system is hierarchical. the court systems are split into two sections federal and state and territory. the highest court in the federal system is the high court of Australia, the federal court of Australia and family court of Australia is on the same level. in the state system the highest court is the superior court, then the intermediate court and the corners court, lower court and children's court are on the same level. the names in the state and territory courts vary depending on the state. in the passing and making of bills the Australian
There are literally hundreds of desirable traits in the workplace. Of these, one of the arguably most important is to be well-rounded in the workplace. Many skills can assist an individual in being a well-rounded employee. Oral communication skills, written communication skills, teamwork, technical skills, leadership skills, adaptation skills, computer skills, interpersonal skills and analytic abilities are some of the key factors to a well-rounded employee. While these skills all seem to be of equal ability to the well-rounded employee, the scope of this paper will only delve into a few of the skills preceding. Technical skills, oral communication skills and leadership skills will all be detailed in this review in an attempt to help you (the reader) become a well-rounded employee.
...or the umbilical cord blood may lead to more explanations why. The most common effects of air pollution are low term birth weight, preterm birth, and small for gestational age, though some effects can get as severe as stillborn births and cancer. The common theme in studies is that air pollution is largely contributed to vehicle emissions. Women that live in suburban or urban areas are at the most risk. Household emissions and improper ventilation are another concern that women in some countries face. Though not a lot of research has been done on this topic, it is becoming a more pressing issue with the population increasing without land increasing. As more problem arise from things such as particulate matter and nitrogen oxide in the air more research will need to be done to see how they work once in the mothers’ body, and how it transfers into affecting the fetus.
Furthermore, I learned that creating an environment where employee can development is crucial to the long-term success of any organization. Moreover, this project taught me that employees must supported by the leadership of the organization and provided the necessary resources to develop their abilities. Leah Richards (Chron) stated: “Employee development involves providing employees with the information, tools, training, resources and support needed to learn and grow on the job. Effective employee development benefits the employee, the department, the manager and, ultimately, the company as a whole”.
Dual language is a form of education in which students are taught to read and write in two languages. The majority of dual language programs in the United States teach in English and Spanish, although there are emerging programs that teach in Mandarin, Japanese and Hindi. The programs start of mostly in kindergarten sand 1st grade and continue throughout primary education, in addition some dual language programs depending on the grade continue through middle and high school. Even Hayward’s own Burbank elementary and Winton middle school are offering dual language programs. Each level of teaching uses a different language ratio in which class is instructed the classes start off with a 90:10 ration and later as years pass the ration becomes a steady 50:50 (Lindholm-Leary, Kathryn J,2001). The goals of dual language immersion programs are to get children to become both bi-literate and bilingual, in other words, they will be able to speak and write fluently in two different languages. Dual language programs are becoming more and more common most of them are in public school but there are some beginning to become present private and charter schools. Dual language education should be introduced in all elementary schools beginning in the Kindergarten to boost achievement for English language learners, benefits it will bring to the community, outstanding brain benefits and lastly cost efficiency in education across the United States.
Societies fell apart for many reasons, but most societies only fall apart due to three main reasons. Those main reason are People not having good shelter and education, these causes make people die and cause a bad society. Secondly, losing wars causes the country to not only lose millions of people, but also causing their country to go into debt. Finally societies fall apart due to corrupt leaders like North Korea, Ukraine and ancient Rome. All these examples have occurred and we still occurring today. The only way of keeping a society strong is not repeating history of how societies fell.
High-performance organizations recognize that their achievement depends on how proficient their people are. Furthermore, they recognize that proper education does not essentially
As the Seniors and Baby Boomers exit the workplace, companies are seeing a void with applied skilled labor. Some of the new generation of employees are lacking basic knowledge skills such as writing and grammar, but even more are lacking skills, such as professionalism, teamwork, punctuality and common courtesy. Multiple generations working together with abundant competencies and experiences produces an opportunity for a company to grow and sustain business growth. Increasing the knowledge, skills and abilities (KSA) of its human talent will help the organization succeed in the 21st century.
Reed, S. M., & Bogardus, A. M. (2012). PHR/SPHR: Professional in human resources certification study guide (4th ed.). Indianapolis, IN: Wiley Publishing, Inc. ISBN-13: 9781118289174
By monitoring employees our company can keeps track of an employee’s performance and evaluate that their outputs are in line with the company’s objectives and goals. Performance is measured within our business through questionnaires, on the job observations, assessments, and peer evaluations. The process used in measuring and improving employee’s performance is 360-degree feedback. This is measured by collecting information and ratings from supervisors, peers, and customers. Rewards and performance appraisals are used to incentivize. Providing timely recognition reinforces employees learning and acknowledges accomplishments. The outcomes of high performance of an individual should contribute to higher performance for the organization as a whole (Noe, R.A,2011, p.497). In order to have high performance organization employees must know the company 's goals and what they must do to achieve
The difference between the skills needed on the job and those possessed by applicants, sometimes called the skills-gap, is of real concern to human resource managers and business owners looking to hire competent employees. While employers would prefer to hire people who are trained and ready to go to work, they are usually willing to provide the specialized, job-specific training necessary for those lacking such skills. Most discussions concerning today’s workforce eventually turn to employability skills. Finding workers who have employability or job readiness skills that help them fit into and remain in the work environment is a real problem. Employers need reliable, responsible workers who can solve problems and who have the social skills and attitudes to work together with other workers. Creativity, once a trait avoided by employers who used a cookie cutter system, is now prized among employers who are trying to create the empowered, high performance workforce needed for competitiveness in today’s marketplace. Employees with these skills are in demand and are considered valuable human capital assets to companies. Employability skills are those basic skills necessary for getting, keeping, and doing well on a job. These are the skills, attitudes and actions that enable workers to get along with their fellow workers and supervisors and to make sound, critical decisions. Unlike occupational or technical skills, employability skills are generic in nature rather than job specific and cut across all industry types, business sizes, and job levels from the entry-level worker to the senior-most position. Job readiness skills are clustered into three skill sets: basic academic skills, higher order thinking skills, personal qualities Employability skills are those basic skills necessary for getting, keeping, and doing well on a job. Employability skills are teachable skills.
Job performance is a set of interactions that depends on the work situation. For an organization to achieve its own objectives, employees should do their work efficiently. The nature of job performance depends on job requirements, objectives, commissions and thoughts within an organization (Befort & Hattrup, 2003). Job performance is the quantity and quality of work performance. Job performance is the extent that employees’ behaviors cause to organization effectiveness (Phillips, 1998). It is defined as individual effectiveness in achieving organizational goals (Motowidlo, 2003). Job performance is the output of human behaviors and motivation and requirements are effective in people performance (Forss & Foy, 2001).
Presently, organizations have become a complex phenomenon, which requires numerous functions and strategies to manage the human resources. In today’s world there is a great need for organizational change and learning from time to time because of increasing globalization and technological advances. Proper plans and policies should be framed for implementing organizational change (Allen & Kilman, 2001). Organization learning and change manage the performance of the employees in the organization.