Essay on Tattoos in the Workplace - 1404 Words

Tattoos have been around for quite some time now, and they have always been a symbol of belonging, cultural expression or for religion. These days, individuals choose to tattoo themselves because it is part of their lifestyle or personal image. While continuing to grow in popularity and becoming a lifestyle, people are facing issues with having visible tattoos in the workforce. Although it is a form of free expression, employers have a right to enforce certain rules about tattoos in their company because they have a public image to uphold. How you present yourself to the public is solely important, which is why tattoos should not be allowed to be seen in the workplace, since it may appear offensive or unconservative. Even though†¦show more content†¦People must accept the fact that employees represent the public face of a company, so it is important that they follow the employer’s guidelines to respect their company image. Your tattoos may or may not be an issue to th e employer but it all depends on the location and size. With visible body piercings, they can ask you to remove them when you’re at work. Although tattoos cannot be removed like piercings, your employer can request that visible tattoos be covered at work (Whickson). If the tattoo can be hidden, then it shouldn’t be burdensome for the employee to simply cover it up to comply with the guidelines. In a 2001 study done by Vault.com, a research and employment information services company that profiles U.S. companies, almost 60 percent of employers said they would be less likely to hire someone with visible tattoos or piercings (Dellavega). Consider yourself lucky if your tattoos can be covered, because having a job is better than being rejected due to visible body art. Some may feel that people with tattoos are treated differently, but the employer is avoiding discrimination by giving you a chance to conceal them, which is a way for them to accommodate tattooed employees. Employers want their employees to look a certain way to create the appropriate atmosphere, especially when they are directly working and interacting with the population. Employees mustShow MoreRelatedTattoos in the Workplace Essay916 Words   |  4 PagesTattoos in the Workplace Christina Responsive-Final Draft April 4, 2013 There is always a lot of controversy when it comes to tattoos. Most people instantly have an opinion of them; they are either for or against tattoos. What is not realized is the fact that there is a ton of time and effort put into the sketching and placement of a tattoo. People tattoo themselves as a way of self-expression and liberation. Unfortunately, in the business world, most executives do not believe there is suchRead MoreTattoos and Piercings in the Workplace2015 Words   |  9 PagesWilson 27 January 2011 English 102 Multiple Positions rough draft Prohibition of Tattoos and Piercings in the Workplace A large number of businesses do not allow tattoos that are visible. Many also prohibit piercings, other than single earrings on women. Some industries even take their policies to the extreme of not allowing any tattoos that take up more than 25% of a body part, and if a pre-existing tattoo is too large or obscene, it must be removed (Powers). This even applies if a uniformRead MoreAre Tattoos At The Workplace A Distraction?834 Words   |  4 PagesDear Springfield Police Department, Are tattoos in the workplace a distraction? Some people agree and some disagree. Are tattoos just something that people get for attention? Sally Pearman once said, â€Å"I think that there is a different perception of people with alternative looks in the workplace.† There seems to be more behind tattoos that people do not see. Some specific jobs do not allow visible body art while doing business because it can affect their company in a negative way. Specifically,Read MoreTattoos Piercings in the Workplace Essay878 Words   |  4 PagesTattoos amp; Piercings in the Workplace PHI221 Shelley Hipps College America Abstract This paper focuses on the subject of whether or not tattoos and piercings should be allowed in the workplace. There are a lot of resources arguing that they should not be allowed, but this research maintains the point that they should be more accepted in the workplace these days. This paper concludes by discussing how tattoos and piercings are much more of an artistic expression rather than a form of rebellionRead MoreEssay about Tattoo Acceptance in the Workplace840 Words   |  4 PagesTattoo Acceptance in the Workplace Specific Purpose Statement: To persuade my audience that Tattoos should be widely accepted in the workplace. Thesis Statement: The number of people with tattoos is continually growing, but employers are still reluctant to hire those with visible tattoos. Introduction: Is there anyone here that does not like tattoos or likes them, but would never think of getting one? Today, tattoos are a growing in popularity when before tattoos were only seen on peopleRead MoreTattoos Should Be Allowed in the Workplace Essay1507 Words   |  7 Pageshaving a tattoo could ruin every hope one has of getting the job. One may ask, â€Å"why does having a tattoo ruin ones chance of getting a job?† A tattoo would ruin one’s chances at getting a job simply because it is wrongly viewed as unprofessional. Starting off as juices and markings, tattoos were nothing more than ways of identification and personalization. Rubbing juices extracted from plants onto your face and arms is the most notable to people. Also using bone needles and pigments to tattoo in aRead MoreEssay about Are Tattoos Appropriate in the Workplace954 Words   |  4 Pages Title: Are Tattoos Appropriate in the Workplace? AIU ENG106 October 25, 2014 Abstract Topic: Can having tattoos stop you from getting the job you want? Intervention Strategy: I used brainstorming for my essay. I came up with ideas to explain about tattoos in the workplace. Tattoos can stop you from getting the job you want. I feel that having a tattoo does not stop you from performing the job you are supposed to do. Does having a tattoo prevent you from doing your work? Why are some employersRead MoreTattoos And Piercings : Work Environments1417 Words   |  6 Pages Tattoos and Piercings in Work Environments â€Å"According to a 2010 Pew Research report, about 23% of adults born between 1981 and 1991 have piercings other than their earlobe† (Pfeifer, Web). Also, in 2012, 2 in 10 adults in the United States reported to have at least one tattoo. That number has increased to 3 in 10 adults just last year in 2015 (Shannon-Missal, Web). The prevalence of tattoos and piercings have increased dramatically over the past few decades, especially in teens and young adultsRead MoreTattoos Have Been Popular Throughout Time All Over The World Essay1425 Words   |  6 PagesTattoos have been popular throughout time all over the world. Yet, rumors have it that tattoos are a modern day trend that originated in prison. Tattooing actually dates back to five thousand years ago. They have not just become some new pop culture fad. Prehistoric clans, ancient Egyptians, Native Americans, sailors, circus people, royalty, celebrities, and plenty of young adults today have all participated in some form o f body art. Tattooing has played a significant role in mythologies and customs

Hunger Is A Serious Problem - 910 Words

World Hunger Hunger is an everyday battle in America and all over the world. Hunger is a feeling of discomfort, or weakness caused by lack of food. Another definition for hunger is having a strong desire or craving for food. I’m sure everyone has heard once before in their lives from their friends,parents or other family members that you are not truly hungry even though you say otherwise. Every time I would say, â€Å"I don’t like that,† and I was talking about some type of food my parents would always tell me that ,â€Å"People in Africa and Mexico don’t get to have warm meals at least 3 times a day, like we do.† In Africa, Germany, Mexico, and other countries, even in America ,and all around the world hunger is still a very serious problem. Maybe in a world where ISIS doesn’t exist and people don’t get murdered could hunger be extinct. In fact, hunger exists in virtually every community in the United States and 1 in 7 Americans strug gle to get enough to eat. In 2014 ,46.7 million people were in poverty. Poverty is the state of being extremely poor. In the same year, 15.5 million children under the age of 18 were in poverty, 4.6 million seniors ,65 and older were also in poverty. The overall national poverty rate according to the Supplemental Poverty Measure is 15.3 percent, compared with the official poverty rate of 14.8 percent. Food insecurity is also very harmful to all people, but it is particularly devastating to children. Proper nutrition is critical to a child’sShow MoreRelatedWorld Hunger Is A Serious Problem2186 Words   |  9 Pageshealthy and lead an active life. Hunger and malnutrition are, in fact, the number one health risk in the world. It is greater than AIDS, malaria, and tuberculosis combined (Ackerman, 2002). World hunger is a serious problem battering our nation and surrounding nations. The USDA and United Nations are confronted with this issue. Kids are crying out in pain, as there is never enough food to feed them. Someone needed to stop this hunger and find a way to solve this problem. Earl Butz, the secretaryRead MoreWorld Hunger Is A Serious Problem2235 Words   |  9 Pageshealthy and lead an active life. Hunger and malnutrition are in fact the number one health risk in the world. It is greater than AIDS, Malaria, and Tuberculosis combined (Ackerman, 2002). World hunger is a serious problem battering the nation and surrounding nations. The USDA and United Nations are confronted with this issue. Kids are crying out in pain, as there is not enough food to be fed. Someone had to stop this hunger and find a way to solve this problem. Earl Butz, the secretary of agricultureRead MoreHunger in Haiti1435 Words   |  6 PagesAbstract Haiti is a small Caribbean country with serious hunger problem for many years. Even in 1980s, Haiti had advanced agriculture and hunger problem was far from this country. However, the local wars and conflicts happened in 1990s changed this. Agriculture was disturbed and hunger problem became more and more serious. It has been the key problem of Haitian development so Haitian government and international society have taken lots of measures to improve this situation. The major internationalRead MoreThe Problem Of World Hunger1258 Words   |  6 Pagespervasive threat of death have been streaming on various media. World Hunger is one of the main problems that a large portion of the global population faces today. Hunger varies with severity but in this case it is the want of food in a third world country. World hunger is a problem that has existed for much of our known history; it has faded away from central concerns because it is barely brought up in everyday conversations. World hunge r has many aggravating factors and principal causes, such as insufficientRead MoreGenetically Food And World Hunger Problem1202 Words   |  5 PagesGenetically modified food And World Hunger Problem As Lehrer writes in the article â€Å" We, Robots†, compared to expectation on each other, people are extremely eager to take sides on technology (Lehrer, n.d.). In the 21st century, Technology has an extremely significant effect on the lives of individuals. Technology shows people a more efficient way to do things; Medical discoveries occur at an increasingly fast rate and agricultural processes that once required a plenty of human workers can now beRead MoreHunger Is Not An Issue Of Charity1625 Words   |  7 Pagesâ€Å"Hunger is not an issue of charity. It is an issue of justice† (10 Ways to Stop World Hunger†). Every year, millions of people die all over the world due to disease, war, and old age, but hunger is commonly overlooked. Diseases like cancer are constantly being studied in order to find a cure, but for hunger, there is one cure: food. While charity is essential to fighting hunger in Africa, it only meets short-term needs. It feeds people, clothes them, and gives them shelter, but it does not solveRead MoreHunger, Poverty And Economic Development929 Words   |  4 PagesHunger and Poverty â€Å"We think sometimes that poverty is only being hungry, naked and homeless. The poverty of being unwanted, unloved and uncared for is the greatest poverty. We must start in our own homes to remedy this kind of poverty†--Mother Teresa. This quote speaks deeply to those who are suffering from hunger due to the fact of the country being in poverty. What actually causes hunger? Most of us assume that it would be the countries poverty level, well most of us would be right, but thenRead MoreThe Poverty Of The Hunger Rebellion1671 Words   |  7 PagesThe Hunger Rebellion â€Å"The United States ranks near the bottom of the pack of wealthy nations on a measure of child poverty, according to a new report from UNICEF. Nearly one third of U.S. children live in households with an income below 60 percent of the national median income in 2008 - about $31,000 annually. In the richest nation in the world, one in three kids live in poverty.† according to Cristopher Ingraham, a political writer who previously worked at the Brookings Institution and the Pew ResearchRead MoreHunger in Africa905 Words   |  4 PagesRich Summative Task HUNGER IN AFRICA Christine Mande HEOR-02 Mr.Dragan January 18th 2013 Hunger is one of the most common problems in the world. It is such a dangerous thing. It kills more people in a year than AIDS, malaria and tuberculosis combined. Many countries struggle with famine and they don’t have much help either. Countries like Somalia, Ethiopia, Mozambique and Sudan are some of the countries that suffer from hunger more than others do. In Africa there are 60% of peopleRead MoreThe Population And Over Consumption1388 Words   |  6 Pages Is it over-consumption or over-population? Over-population or as well known as ‘’Human Over-population’’ appears when the total of population exceeds the capacityThere are some root causes why the over-population becomes the serious problem, may be more serious than it seems to be. First, The high rate of population growth. In some countries, the rise in birth rate (lack of birth control limiting programs) and the decline in death rate. In the other words, the rate of population growth

Implementing Coaching And Mentoring - Solution is Just a Click Away

Question: Discuss about the Implementing coaching and mentorin. Answer: Coaching Coaching is a multifaceted process which is directed by the goal. It emphasize on the enhancement of individuals, their life and work, it is continuously realizing rapid growth if taken as an industry. In traditional way, coaching is considered as a significant learning program. Usually there is an outsider who offers the means or a way towards a neutral approach and he is recognized as a coach. Although in present time in-house coaching or coaching within the organization is more common and successful(Law, 2013). Mentoring Mentoring is a practice or process where effective support and guidance is provided to the developing initiators by the individuals who serve as the role models as they are much more experienced in that particular field. These experienced mentors also sponsor the career progress of the individuals. Mentoring is an act of self-actualization and happiness which is acknowledged by viewing the individual and professional development of the beginners (Law, 2013). Similarities between coaching and mentoring In following few of the situations mentoring and coaching share some familiar aspects such as: Both mentoring and coaching provide a source for action, reflection and analysis which eventually let the individuals to progress in one more region of their work or life. Mentoring and coaching both are associated with the initiatives of organizational change for helping and supporting the employees to accept as well as adapt the changes in a way in which their personal goals and values remain consistent. Both of them empower the individuals to get solutions for themselves for the issues by the means of two-way discussion and questioning. With this aim in mind, mentoring as well as coaching aims to develop a non-directive approach for the individuals development instead of instructing them that in what way they should improve their performance. Mentoring and coaching helps in building self-awareness in the individuals which turns into effectual decision making (Garvey, Stokes and Megginson, 2014). Differences between coaching and mentoring Following are few of the elements on the basis of which mentoring and coaching has some sort of differences: Purpose Mentoring helps the employees in understanding the cultural degree in any company or organization, develop expertise in a particular field, provide ideas and enhance motivation related to career course and make the employees friendly with the management stages and various segments of the organizations business. For the organization, it is recognized as knowledge management. Coaching helps the individuals or the employees in building skills and competencies, gaining self-awareness, helps in adjusting their management style or behavior and particularly for attainment of the business objectives. Individuals Mentoring is usually for the individuals who are high achievers in any organization Coaching is generally for the low performers or the general candidates. Time frame Mentoring is generally a process of six months or for a year which consist of scheduled meetings. And there can be a continuous course for years if its the informal mentoring association. Coaching is generally for a period of six or nine months in which there held regular and continuous scheduled meetings (Garvey, Stokes and Megginson, 2014). Purpose of Coaching The main and the chief purpose of coaching are as follows: To help the employees to achieve personal and professional development Development of the individuals by understanding, transferring of knowledge and learning from the experience of others. To enhance and improve the development, learning and performance of the individuals (Connor and Pokora, 2012). Purpose of Mentoring The main and the chief purpose of mentoring are as follows: Motivation Mentoring motivates and inspires the employees to get involved and have a better engagement with the employees and the organization and also work as an efficient and beneficial resource for the organization. Mentoring offer number of opportunities to the employees so that they can share their viewpoints as mentors and it also offers them the responsibilities so that they can be motivated and work effectively. Improved consideration for the organization By enhancing effective communication and network in the organization mentoring facilitate the mentees and the mentors to have an improved understanding of the organization (Connor and Pokora, 2012). Key benefits of coaching for stakeholders Following are some of the key benefits of coaching for the stakeholders: Understanding of individual weaknesses and strengths Better self-awareness Understanding the effect of individuals behavior on others which comprises of the positive impact over the individual management skills and their association with those more senior and more junior. Provides a greater clarity of the roles which the stakeholders require to play in the organization. Helps in improving the skills and competencies to deal with complicated circumstances and in leading change in vague times, comprising of others engagement in the transition. Helps in developing particular skills such as workload prioritization, goal setting, long-term planning and developing strategy. Build confidence in their individual capability to manage upward (Tong and Kram, 2013). Key benefits of mentoring for stakeholders Following are some of the key benefits of mentoring for the stakeholders. The stakeholders involve the employees and the customers: Enhancement in the sales performance and increase in the income generation Increased output as the efficiency and motivation of the employees will increase through positive mentoring Cost saving as there will be lesser mistakes and the processes will be complete at a much faster rate Improvements in the quality of the service Minimization of the period of non-productive induction through acceleration of the transitions into executive roles. Increased retention rate of key individuals who might have switched over to another organization because of being demoralized. Reduction in the rate of sick absence during the organization change Initiatives through increased number of people (Tong and Kram, 2013). Three different types of coaching that can be implemented in organizations Workplace Coaching Workplace coaching is the act or course by which individuals get well equipped with the opportunities, knowledge and tools which they require to develop themselves to become efficient towards their commitment to their work, the organization and themselves. The work related performance is improved by the coach through his proficiency and experience (Jones, Woods and Guillaume, 2015). Career Coaching Career coaching is the process by which employees can get personal help in overcoming their obstacles, in creation and execution of plans, in making career decisions and in establishment of their professional goals. Career coaching helps the employees in the fulfillment of their future career goals by recognizing their abilities, knowledge and skills, long-term development requirements and identifying that in what way they can increase their effectiveness in the development of these (Cox, Bachkirova and Clutterbuck, 2014). Executive Coaching Executive coaching usually emphasize on the development of the senior management. It is a question or analysis based approach towards the professional and personal development of the individuals which focus on enhancing learning and growth, generating action and creating awareness. There are several benefits of executive coaching such as building of new skills, improved confidence and self-esteem, attracting talent, decreasing turnover, improved morale, increased productivity and enhanced performance (Stern, 2004). Three different types of mentoring that can be implemented in organizations Leadership Mentoring Leadership mentoring is a process which helps the individual or the leader to build their ability and skill to accomplish the long-term term and short-term organizational goals. Leadership mentoring is customized, individualized and generally conducted on one-on-one basis for a specific purpose and for a defined time period (Ladegard and Gjerde, 2014). Performance Mentoring Performance mentoring is a course in which the mentor helps in the development of the mentee so that effective changes can occur in the life of mentee. It helps in enhancing the workplace performance of the individual by identifying the road blockers and smoothing them, by maximizing their strength, by developing tools for their development, by understanding their emotions and inspiring them to work hard (Wilson, 2014). Personal Mentoring Personal mentoring is the association between the mentor and the mentee to provide support, guidance and structure related to the personal as well as professional development of the individual. The mentor understands the issues and current state of the individual on personal grounds and provides him with friendly perceptions so that the individual can achieve the personal and professional goals effectively. Evaluation of the role of line managers in mentoring and coaching Line mangers play a vital role in coaching and mentoring. The importance of the line managers roles can be understood by the following points: Induction activities: For the successful implementation of the induction programme for the employees, the line managers arrange for a buddy which can help the employees in guiding and advising them for the fresh start and also helps them in encouraging to work alongside as a staff member to handle work and meeting clients. Incorporate and implement job rotation so that there can be develop multi-tasking so the employees can contribute their significance in multiple sections of work of the organization, department or team. Line mangers plays a vital role in providing guidance and coaching to the individuals while working with them in any complex business issue for example handling a rigid customer or using any technology based device. It one of the key activity of line managers to provide support and coaching to the low performers. The line manager has significant role in recognition of the external training programs for enhancing employees skills and abilities. The focus of line managers is on the knowledge-sharing between the employees and the managers (Joo, Sushko and McLean, 2012). Five factors that need to be considered when implementing coaching and mentoring Following are the five major factors which are required to be in consideration at the time of implementing mentoring and coaching in an organization: Involvement of employees The first major factor is the involvement of the employees in the process of implementation of mentoring and coaching. This factor laid the highest impact over the outcomes of the process as if the most vital resource of the organization i.e. human resource or the employees are not involved in any change process or in any program then the success rate of that program is negligible. For successful implementation, the organization needs to involve its each and every employee in the change process and the coaching and mentoring program so that their present employee engagement with the organizations aim and objectives (Woodfield, 2013). Planned strategic approach For any successful implementation, another key factor to be considered about is the use of planned strategic approach. To implement any change the organization needs to first strategically plan for the objective as well as make available the adequate resources, methods, knowledge required for the implementation of the program. By adopting a planned strategic approach there are maximum chances of any program to accomplish success (Fletcher and Mullen, 2012). Raising Awareness Another vital element is raising awareness regarding the program. It comprises of various elements such as informing the employees about the program, making the employees aware of the need behind the change, communicating the benefits associated with the change program and the consequences associated with the failure of the implementation program. Supportive behavior The supportive hand from the higher authorities or the managers is one major factor for the successful implementation of any program. If the mangers will understand and answer the needs of the employees and their doubts related to the program then they will surely get a positive response from the employees side (Spence and Deci, 2016). Identifying reasons behind resistance towards change One major factor to get concern about is the reasons behind employees resistance towards any program. The organization needs to understand those reasons and must provide an effective solution to them so that employees can involve and engage in the program without any further issues (Phillips, 2013). Set of recommendations based on the assessment Coaching and mentoring have several benefits and positive impacts for the organization and the employees but following are few recommendations which can help mentoring and coaching to provide a much deeper impact: Recognition of the objectives and aims of the organization and the chief business drivers which aims for organizational growth and future sustainability. There are various tools for analysis which can help such as mathematical modeling, stakeholder analysis, scenario planning, PESTLE and SWOT analysis, skills audit etc. There is need to recognize the future development requirements of the organization in terms of attitudes, knowledge and skills needed for the enhancement of the competence of organization to face the forthcoming challenges. There is a need to undertake a complete evaluation and check of the organizations LD interventions for finding out the extent or point to which the organization is addressing the growth and development requirements. By using the various evaluation tools, a complete evaluation can be performed as well as understanding of expectations and ROI will aid in raising awareness related to the issue that whether mentoring and coaching are capable of matching LD interventions or they possess an increased impact. Once, it has been analyzed that both mentoring and coaching are significantly adding value then the organization is required to undertake a complete analysis of the stakeholder for identifying the resistors as well as the supporters towards the organizational change. A complete analysis of the culture and climate of the organization by evaluating the surveys of employee engagement and incorporation of methods and approaches which persuade the voice of the employees in open discussion will surely help the organization in analyzing whether its the right time to implement mentoring and coaching or not. Once the engagement and awareness is raised towards mentoring and coaching by the multi-directional consultation and communication, the organization then require to incorporate the essential LD or HR approaches in place which will enhance the motivation and development of mentees, mentors, coach and coaches. There is a further need to identify that in what way it will be evaluated and monitored on a continuous basis. At this stage, there is a need to formulate a key metrics in collaboration with main stakeholders. There will be an emphasis over the main business drivers which offers added value. By using media and various communication techniques the feedback of the chief stakeholders must be taken so that there can be multi-directional and two-way feedback. There is a vital requirement that a clear and identical selection criterion must be in place which offers transparency and equity in relation with the issues that on what basis individuals are selected or not selected for a specific position. The abilities, key skills and knowledge must be set in the selection criteria for ensuring that individuals are prepared for taking part in the mentoring or coaching contract. For helping the coaches and the mentors there should be implementation of a support mechanism so that they can seek regular feedback and support. For instance, every mentee or coaches must have their own mentor or coach so that they can freely discuss the issues and problems with them. Various interventions for example appreciative questioning and action learning sets can also contribute in the development of mentoring and coaching. There must be a continuous evaluation so that the impact can be indentified over return on expectations, return on investments, organizational performance and individuals. There are various tools which can be taken use for effective implementation of coaching and mentoring such as GROW model, SMART technique. All these above recommendations have taken place in various organizations and have given much positive outcomes. They add significance value towards the improvement of the employees, organizational outputs, customer satisfaction and individual development. Further development of coaching and mentoring in the organisation Similar to the mentees and coachees, both mentors and coaches possess requirements for development in terms of increasing their efficiency and by taking use of the ideas and thoughts of the fellow professionals for identifying that in what way they can further develop their techniques, skills and behaviours. In the process of managing and designing mentoring and coaching interventions and for their enhancement, the LD professionals and the senior managers play a vital strategic role. At the initial level, the first and the foremost major element for the effectiveness of mentoring and coaching is selection of the coach or the mentor who is best suitable and appropriate according to their competence. Though no single individual possess entire set of appropriate behaviours, knowledge and skills which can fulfil the organizations as well as individuals present and future needs. Moreover, it is expected by the individuals and the organizations to adapt the environmental changes and further develop themselves in such a way that they are able to face the challenge of these transformations. The outcome is the requirement for mentors and coaches to competent enough to work with the mentees and coachees in a flexible and pragmatic way. There are different ways which will develop them to face these challenges such as continuous supervision and an open discussion for sharing the solutions and ideas on adoption of reflective practice (Passmore, 2015). There should implement a support mechanism which clearly associated with both the desired results of mentoring and coaching interventions and objectives and aims of the organization. The mentors or the coaches who are completely conscious about the desired results can then begin with the formation of support needed to meet these. An open forum must be provided by the support mechanism to the mentors and the coaches so that there can be effective discussion of the issues and the principles of practices of mentoring and coaching. This will raise the insights regarding sharing of viewpoints on getting familiarized with it and organizational contact and mentoring or coaching within the framework. On the basis of various things the support mechanism will be developed such as the personal requirements of the coach or the mentor, the organizational or stakeholders requirements to face the desired results, the issues of concern such as problem related to interpersonal communication, learning style of coach or the mentor, the complete series of experimental learning and on the basis on finance, time and other constraints (Garvey, Stokes and Megginson, 2014). Mentoring and coaching supervision emphasis on the formal expert support which can incorporate in order to boost the effectiveness and efficiency of practice by the continuous evaluative and reflective practice and professional development of mentor and the coach. The support can be offered within the groups or in the one-on-one meeting. These interventions of development and support can help in the development of behaviours, attitudes, knowledge and skills; they also facilitate individuals to experiment, reflect and discuss; as well as they offer quality assurance. The mentors and the coaches can easily increase and improve their behaviours, skills and knowledge over a time period by taking use of various methods for example real-life experiences, social interaction, training, research and reading. This enhancement of behaviours, skills and knowledge will fulfil their individual requirements, grounded on their chosen learning styles or way of learning and the available resources (Connor and Pokora, 2012). References: Stern, L.R., 2004. Executive Coaching: A Working Definition. Consulting Psychology Journal: Practice and Research, 56(3), p.154. Law, H., 2013.The psychology of coaching, mentoring and learning. John Wiley Sons. Garvey, B., Stokes, P. and Megginson, D., 2014. Coaching and mentoring: Theory and practice. Sage. Connor, M. and Pokora, J., 2012. Coaching And Mentoring At Work: Developing Effective Practice: Developing Effective Practice. McGraw-Hill Education (UK). Tong, C. and Kram, K.E., 2013. The efficacy of mentoringThe benefits for mentees, mentors, and organizations. The Wiley-Blackwell handbook of the psychology of coaching and mentoring, pp.217-242. Jones, R.J., Woods, S.A. and Guillaume, Y.R., 2015. The Effectiveness of Workplace Coaching: A Meta-analysis of Learning and Performance Outcomes from Coaching.Journal of Occupational and Organizational Psychology. Cox, E., Bachkirova, T. and Clutterbuck, D.A. eds., 2014.The complete handbook of coaching. Sage. Ladegard, G. and Gjerde, S., 2014. Leadership coaching, leader role-efficacy, and trust in subordinates. A mixed methods study assessing leadership coaching as a leadership development tool. The Leadership Quarterly, 25(4), pp.631-646. Wilson, C., 2014.Performance Coaching: A Complete Guide to Best Practice Coaching and Training. Kogan Page Publishers. Connor, M. and Pokora, J., 2012. Coaching And Mentoring At Work: Developing Effective Practice: Developing Effective Practice. McGraw-Hill Education (UK). Joo, B.K.B., Sushko, J.S. and McLean, G.N., 2012. Multiple faces of coaching: Manager-as-coach, executive coaching, and formal mentoring. Organization Development Journal, 30(1), p.19. Woodfield, I., 2013, August. Coaching and mentoring. InProfessional Values and Practices for Teachers and Student: Meeting the QTS Standards(p. 174). Routledge. Fletcher, S. and Mullen, C.A. eds., 2012.Sage handbook of mentoring and coaching in education. Sage. Spence, G.B. and Deci, E.L., 2016. Self-determination Theory Within Coaching Contexts: Supporting Motives and Goals that Promote Optimal Functioning and Well-being.Beyond Goals: Effective Strategies for Coaching and Mentoring, p.85. Phillips, R., 2013. Coaching for higher performance.Employee Councelling Today. Passmore, J. ed., 2015. Excellence in coaching: The industry guide. Kogan Page Publishers.

‘Play †Its Nature and Value’ free essay sample

According to Article 31 of the UN convention on the rights of children, young people and children have the right to ‘play’ by law. So if you were thinking that it was some activity that happened after all school work and structured activities then think again. Play, is for young people and children alike, an innate impulse. So if you are wondering why is my child digging up worms in the back garden or why is my child play fighting with the children around them or why is my child playing all by themselves.Don’t worry this is typically normal behaviour because children play for many reasons. For many children it is their way of exploring and developing an understanding of their world. If the works of authoritarians Bob Hughes and Frank King are anything to go by ‘Play is freely chosen; personally directed, intrinsically motivated behaviour that actively engages the child. We will write a custom essay sample on ‘Play – Its Nature and Value’ or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page ’ What does all that mean? In simple terms the child chooses what they want to do, themselves. The child chooses how they do something; also the child chooses why they do something.If you are a parent just ask yourself, How many times have you gone to a child to ask them to come for dinner, and when you encounter their play they just stop? This is because in a child’s head there is no space, unless they are adopted as honorary children, for adults to play. Hughes and King go on to describe, Play can be fun or serious. Through play children explore social, material and imaginary worlds and their relationship with them, elaborating all the while a flexible range of responses to the challenges they encounter.By playing, children learn and develop as individuals, and as members of the community. If Play is facilitated correctly it also has a lot to give children. It can give freedom, exercise, grow confidence, help build friendships, improve social skills, develop life skills, develop risk assessment skills and most importantly it offers fun. In the book â€Å"The Playworkers handbook† by Teena Kamen she describes â€Å"play† as â€Å"the most essential part of a child’s development†, so why is there such a need for children to play?Ms Kamen goes on to explain that play helps children’s and young peoples development and learning by providing opportunities for self chosen and well motivated learning, challenging and interesting experiences, gaining confidence and independence, developing a wide range of physical skills, developing problem-solving skills and improving concentration. The list goes on and the benefits are endless. So it is official, children need play and children have the right to play†¦ it’s the law!!!