Note: Sample below may appear distorted but all corresponding word document files contain proper formattingExcerpt from Term Paper:
For Ken, this means he will be competing against a larger number of candidates than he normally would. While he is protected somewhat by the anti-discrimination statutes, Ken will find that his lack of recent work experience and lack of higher education will limit his job prospects. There remain, however, some careers that can help Ken. EmployRI has a networking center and Ken will need to become accustomed to working with that in order to find opportunities for himself.
Ken will be responsible for the bulk of the work in his job search. He will receive guidance from this department with regards to supervision and guidance. Within two weeks, a case worker will be assigned to monitor Ken's progress. Within four weeks, we would like Ken to have a short list of potential employers and have completed the different assessments of his skills. Within two months, we would like Ken to have received training with respect to job interviews, online job searching and resume writing. It is hoped that shortly thereafter Ken can begin the process of informational interviews, and begin his job search in earnest after the three-month mark. There should be regular progress reports, perhaps weekly, as Ken will need fairly strict monitoring to ensure that he is handling the process well. However, he will need to do most of the work himself, since it is this independence that we are trying to foster in Ken.
Ken is in a difficult situation, being faced with a challenging employment market, few marketable skills and multiple mental disorders. Although Ken is moderately functional in his everyday life, he has become so based on routine. A job search will disrupt this routine. Ken has little family support and few friends, so he will need a high level of support from the community for his job search. Ken also has little knowledge of how to acquire a job, having not had to do so for over twenty years. It is believed, however, there are a number of potential positions for Ken, and he has expressed an interest in returning to working with food.
Ken's situation is one of the more difficult that we have encountered, but he has been good to work with, which bodes well for his situation. The process of putting together a plan for somebody with so much uncertainty and so many obstacles has been difficult. The approach taken was that Ken was essentially entering the workforce for the first time, since his past experiences have little bearing on his future employment. This is why, for example, the CareerScope test was selected, because it reflects the process of narrowing down options for those whose career is current an open book. The plan that is in place will help Ken to gain the basic skills that he needs in order to compete in today's difficult job market. It will also help Ken to guide his search by narrowing his focus at the outset of the process. Lastly, the plan set in place will see that Ken is aware of the support resources available, and to provide assistance to Ken in the form of regular support meetings. As a result, Ken will be better prepared to handle the rigors of the job search. In addition, there will be support to ensure that he is able to meet his day-to-day requirements over the course of his search and subsequent employment. After ten years, this step is necessary because it will help to ensure that Ken is ready to take this step in his life.
This is also a learning opportunity for us. Ken is a challenge, but the process of finding work is not that much different than for anybody else. The most important thing is that Ken has the support he needs throughout this process. It will be disorienting and there may be setbacks in the timeline, but ultimately we believe that Ken can rejoin the workforce. His medication has him stabilized, and he has retained the strong work ethic he had before his illness became too much. The approach taken therefore reflects that we believe Ken is capable of rejoining the workforce as an independent individual. With additional counseling and support in order to ensure that the challenges of job-hunting do not discourage him, we are encouraged by the prospect of finding Ken a new permanent position, even in this difficult economy.
Mast, M. & Callahan, M. (no date). The vocational profile and the profile meeting: A process not a form. Rural Institute. Retrieved February 17, 2011 from http://ruralinstitute.umt.edu/transition/vocationalprofile.asp[continue]
"Vocational Profile Person-Centered Planning Meets" (2011, February 17) Retrieved December 6, 2016, from http://www.paperdue.com/essay/vocational-profile-person-centered-planning-4754
"Vocational Profile Person-Centered Planning Meets" 17 February 2011. Web.6 December. 2016. <http://www.paperdue.com/essay/vocational-profile-person-centered-planning-4754>
"Vocational Profile Person-Centered Planning Meets", 17 February 2011, Accessed.6 December. 2016, http://www.paperdue.com/essay/vocational-profile-person-centered-planning-4754
It helps business people to be able to separate business activities from their emotions. This is what is referred to as emotional intelligence. Some of the characteristics of emotional intelligence are confidence, emotional awareness, collaboration and empathy. There is also political awareness and adaptability Bodenhorn, 2003() The business person also needs to be able to read the emotions of other in order to know the right time to push for
Adults With Learning Disabilities It has been estimated (Adult with Learning Disabilities) 1 that 50-80% of the students in Adult Basic Education and literacy programs are affected by learning disabilities (LD). Unfortunately, there has been little research on adults who have learning disabilities, leaving literacy practitioners with limited information on the unique manifestations of learning disabilities in adults. One of the major goals of the (Adult with Learning Disabilities) 1 National Adult Literacy
Nature of the ProblemPurpose of the ProjectBackground and Significance of the Problem Brain Development Specific Activities to engage students Data-Driven Instruction Community Component of Education Research QuestionsDefinition of TermsMethodology and Procedures Discussion & ImplicationsConclusions & Application ntroduction The goal of present-day educational reformers is to produce students with "higher-order skills" who are able to think independently about the unfamiliar problems they will encounter in the information age, who have become "problem solvers" and have "learned how to learn,
As emotionally intelligent employees are reportedly more content, conscientious and committed in the workplace, businesses and organizations are repeatedly advised to recruit and retain these individuals. Abraham (2006), nevertheless, reports that the strongest findings emerging from her study was.".. The effect of job control on emotional intelligence." She contends that emotionally intelligent employees will not just naturally thrive in their workplace; that the work environment needs to provide independence in
Pedagogic Model to the Teaching of Technology to Special Education Students Almost thirty years ago, the American federal government passed an act mandating the availability of a free and appropriate public education for all handicapped children. In 1990, this act was updated and reformed as the Individuals with Disabilities Education Act, which itself was reformed in 1997. At each step, the goal was to make education more equitable and more
Moseley, chair of the Coalition advisory board and president and CEO of the Academy for Educational Development. "It is not a luxury that can be addressed at some point in the future, but rather it provides people with the tools to survive and improve their lives" (Basic Education Coalition 2004). There is no one magical, quick fix solution to Bermuda's dropout problem. The problem is complex and requires a
Economic Incentives for Employers on Employment Rates for People with Disabilities in Atlanta Factors considered when improving the employment of persons with disabilities in the firm Firm's values and climate Employment Who may benefit from the result? Definition of Disability Statistics for Individuals with Disabilities Economic Incentives for Employers Hiring People with Disabilities Factors Affecting the Effectiveness of Economic Incentives for Employer Lack of Information and Knowledge Regarding Economic Incentives Misconception about Individuals with Disabilities Inaccessible Hiring Strategies Conflicts with Existing