The Pressure in the team

Procedure

Participants stand/sit in a circle with trainer. The trainer instructs participants and immediately shows an example of the movement (e.g., up-down, up-down). Then the coach starts the warm-up. If participants began to talk, the coach ends the workout (at this time, it is likely that many became entangled in the movements, as they were inattentive to the movements of its neighbor to the left). The coach asks questions to the group: “Who’s confused? What prevents to do the exercise? Who is not confused? What helps everything to run exactly?”

Then the coach continues to warm up, once again repeating that workout is performed silently. At the end of the workout, the trainer asks the participants: “Raise your hands those to whom the movement is returned unchanged. Raise your hands those who returned the motion, but with changes. Raise your hands those to whom the movement is not returned”.

The bridge to the lesson theme. “It was an exercise on the distribution of attention and prioritization. In the work we have to do several things at once. This may reduce its effectiveness. The efficiency of our team, we have just measured this exercise.

And we see that we have something to learn. If you prioritize exercise, what is the importance of the No. 11 Correctly, observe the movement of his left neighbor.

The importance of the No. 21 Correctly, to listen and to do the movement that saw the neighbor. Everything else is not important. Look at the other participants, to giving advice, to try to correct the mistakes of others – all this leads to loss of overall efficiency”.

Business game “the pressure in the collective social institutions”

Break into groups:

Task № 1. To determine the form of psychological and professional pressure of social workers to the head of the Department.

Task № 2. To determine the form of psychological and professional pressure head of the office for social workers.

Organization of staff training

The strategy of separation – differentiation:

– activities on the principle of “nobody does it better”;

– achieving superiority over others in several priority activities;

– tremendous opportunities to enhance the skills of their employees;

– frequent innovations;

intensive advertising and service activity;

– focus on close interaction and cohesion.

– high image and reputation;

– concentration of efforts on priority areas of service and sales of social services;

– achievement of the maximum quality of services;

– focus on the implementation of innovations.

Under the service’s management staff includes the head of the Department, who together with the head of departments and Deputy exploited the potential for training using both methods of training in the workplace and outside it.

The educational process is organized in such a way that he ceased to be limited only to transfer students with the necessary knowledge and skills, and aims to develop their ability and desire to learn new skills, acquire related specialties, enhances creative element in training.

At the moment in the Department need to be trained a few employees.

Problem statement:

– to determine objective evidence of training needs;

– to make a request for training;

– to propose the content of the training program;

– choose appropriate training methods. HOWTO.

The group is divided into the following subgroups:

– indications of training needs of social workers;

– signs of the training needs of heads of departments;

– signs of the training needs of the Deputy Director for personnel management;

– indications of training needs of the Director and his Deputy.

Each subgroup needs to solve problems, reflecting the process of determining training needs and take appropriate action on the first group:

group 1:

– to define the role of social workers in the modernization of the office’s activities, objective and subjective factors that cause the need to improve their skills;

– make an application for professional training along with directions and timing of training;

– set objectives pursued in the course of training.

group 2:

– to define the role of managers in the modernization of the division of objective and subjective factors that cause the need to improve their skills;

– make an application for professional training along with directions and timing of training;

– set objectives pursued in the course of training.

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