Grade 12 Work Immersion/Career Advocacy Midterms PDF

**CATHOLIC SCHOOLS IN IFUGAO** **WORK IMMERSION/ CAREER ADVOCACY/RESEARCH/ CULMINATING ACTIVITY** **GRADE 12** **Midterms 2^nd^ Semester -- A.Y. 2024-2025** **INTRODUCTION:** **This subject is a fusion of the Work Immersion, Career Advocacy, Research and Culminating Activity required in Grade 1...

**CATHOLIC SCHOOLS IN IFUGAO** **WORK IMMERSION/ CAREER ADVOCACY/RESEARCH/ CULMINATING ACTIVITY** **GRADE 12** **Midterms 2^nd^ Semester -- A.Y. 2024-2025** **INTRODUCTION:** **This subject is a fusion of the Work Immersion, Career Advocacy, Research and Culminating Activity required in Grade 12 HUMSS, ABM and STEM.** **It aims "to prepare Grade 12 students to meet the needs and challenges of employment or higher education after graduation" (Dep Ed Work Immersion CG, Course Description). Specifically, it intends to guide students to (1) develop good work habits, attitudes, appreciation and respect for work; (2) enhance their technical knowledge and skills; (3) make appropriate career choices; and (4)** integrate their learning in the different areas of their respective academic strands. **MIDTERMS** **PART I DEVELOPING GOOD WORK BEHAVIOR** **[WEEK 1]** **A**. **WORK ETHICS** **Work Ethic Skills: Top 8 Values to Develop** **(https://www.indeed.com/career-advice/career-development/work-ethic-skills)** Work ethic is a valuable attribute that employers look for in every industry. Showing the values associated with a good work ethic can increase your employability and help you position yourself for better job opportunities. Employees with excellent work ethic are often considered by employers for opportunities for special projects because they're reliable, dedicated and disciplined. This list will help you identify ways that you can highlight your work ethic in any job. **What is work ethic?** Work ethic is an attitude of determination and dedication toward one's job. Those with a strong work ethic place a high value on their professional success. They exhibit moral principles that make them outstanding employees in any position. If you have a strong work ethic, you believe in the importance of your job and typically feel that hard work is essential to maintaining a strong character. **Examples of work ethic skills** Employees with a strong work ethic exhibit a particular set of values and behaviors. These characteristics make them stand out as highly coveted team members and praise-worthy employees. **1. Reliability -**Employees with a strong work ethic are very reliable. You can expect these individuals to be on time for shifts and meetings. They meet their deadlines and offer quality work. A reliable coworker makes an excellent teammate because they contribute fairly to projects. **2. Dedication -**Part of a good work ethic is commitment and dedication to the job. They know how to focus on tasks without being distracted. These employees usually work until they finish their duties. They stay with one company for long periods of time. **3. Discipline -**Discipline is an essential part of showing a good work ethic. Highly disciplined employees show determination and commitment to the job. They strive to meet or exceed expectations and seek opportunities to learn new skills and improve their performance. **4. Productivity -**A strong work ethic translates to outstanding productivity. Productive employees often have a higher output than their counterparts. They complete projects early and do more than the minimum requirements. **5. Cooperation -**A good work ethic is something that employees often spread to those around them by cooperating willingly on projects. They show good teamwork and readily assist others when needed. **6. Integrity -**Professional integrity means holding oneself to high moral principles. Those with a strong work ethic also have outstanding integrity. They're honest, polite and fair to others. **7. Responsibility -**Demonstrating strong work ethic requires a keen sense of responsibility. Those who are ethical and responsible hold themselves accountable for their actions. They will accept the blame for errors they've contributed to and proactively work to fix these issues. **8. Professionalism -**Employees with a good work ethic almost always maintain their professionalism. They exhibit a professional attitude clear in the way they dress, speak and carry themselves. They're respectful, focused, organized and neat. **How to improve work ethic skills?** You can exhibit notable work ethic skills by acting professionally and dedicating yourself to the job. Try these tips to demonstrate your work ethic: **1. Act as an ambassador of the company** Maintain a positive attitude toward the company in both professional and personal interactions. Seek ways to further the business even if they're outside the scope of your job. For example, a finance professional may pass a potential lead along to a sales representative. **2. Prioritize your professional responsibilities** Maintain good attendance, return promptly from lunch and arrive for meetings early. Strive to make personal appointments that don't interfere with your work schedule and only take personal calls on your cell phone when you're at lunch. **3. Seek professional development** Independently seek ways to improve your work performance, such as taking night classes, attending weekend seminars or reading industry publications. **4. Review your work** Submit thorough work that you have double-checked for quality and consistency. Manage your time properly so you can deliver projects early and give each task the time and attention it requires. **5. Show respect to others** Speak politely to and about others in the workplace. Keep your interactions professional to show your respect for others.  **B. WORKPLACE SAFETY** **8 WORKPLACE SAFETY TIPS EVERY EMPLOYEE SHOULD KNOW** **(https://www.esafety.com/8-workplace-safety-tips-employees-should-know/)** Here are 8 workplace safety tips every employee should know to ensure all employees are engaged in developing a safety program that encourages the shared responsibility of everyone in the workplace: **1. BE AWARE OF YOUR SURROUNDINGS** Every job site has inherent dangers, whether that's large, heavy machinery, conveyor belts, or even tripping over items in the office. The best way to keep yourself safe is to be aware of your surroundings. The more familiar you are with your tasks and workplace, the more aware you'll be of the potential hazards. Knowing your surroundings and being aware of potential hazards will help you and your co-workers avoid unnecessary or dangerous situations. **2. KEEP CORRECT POSTURE** We've all heard that age old saying, "lift with your legs---not your back," but keeping correct posture refers to more than just employees who lift things regularly. If you work at a desk, you also need to make sure you have good posture to avoid back problems, neck pain, and even carpal tunnel. Of course, if you do have to lift things at work, be sure to keep your back straight and lift with your legs. And if you ever need to lift something you think might be too heavy, take a few extra seconds to find the mechanical aid that can help you, or lift with a partner. Whether it's a forklift or a wheelbarrow, your back is worth those extra few seconds. **3. TAKE REGULAR BREAKS** It's important that employees always take their regular breaks. Tired workers are the most prone to an incident. The more tired you are, the less aware you are of your surroundings, and the more at risk you are for an injury. Take the breaks you're given on a regular schedule to keep yourself fresh, and try to schedule your more difficult tasks for the beginning of your shift when you're most alert. **4. NEVER TAKE SHORTCUTS ON PROCEDURES** Workplace procedures exist to keep employees safe, especially those that go along with heavy machinery. It's important to always use every tool and machine you're working with according to instruction. Shortcuts lead to injury and aren't worth the small amount of time they might save you. Be sure you're always using the right tool for the job, and using it correctly. **5. BE AWARE OF NEW SAFETY PROCEDURES** When your company purchases a new machine, or even updates training, it's important to make sure you're aware of the new safety procedures that go along with those changes. While your employer is responsible for providing the proper training, and your supervisor will make sure you're assigned to a training time, it's your responsibility to ensure you understand the new safety procedures and implement them properly before you use any new machines. Be sure to ask questions if you don't understand a safety procedure. **6. KEEP EMERGENCY EXITS CLEAR** Never place anything in front of an emergency exit door, even if it's only for a few minutes. While this might sound like a no-brainer, it's surprising how many ladders, trolley carts, and even forklifts get set in front of emergency exits. What's more, ensure pathways to equipment emergency shutoffs are clear in case something needs to be powered down immediately. **7. REPORT UNSAFE CONDITIONS** The only way to stop unsafe conditions from happening is to report them to supervisors as soon as you notice them and help be part of the solution. Your supervisor is legally obligated to provide all employees with a safe working environment, and will take care of any unsafe conditions, but they have to be aware of those conditions to do so. It's important to always report any hazardous situation or unsafe condition as soon as possible, to keep yourself and other employees safe. Work together to find a solution to prevent the unsafe condition from occurring again in the future. **8. ALWAYS WEAR PERSONAL PROTECTIVE EQUIPMENT** Finally, make sure you're always wearing the personal protective equipment (PPE) provided to you by your employer. Whether it's something as small as earplugs, or something as large as a chemical suit, this PPE exists for a reason. Wearing the correct PPE for the job you're performing is just another way to keep you safe from injury. While all employees should do their best to understand and implement workplace safety best practices, it's up to managers and business owners to ensure their employees have the training they need to reduce risk.  **[WEEK 2]** **C. WORKPLACE RIGHTS AND RESPONSIBILITIES** **C.1. THE WORKERS BASIC RIGHTS** **(**Written by Bureau of Working Conditions, [[H**ttp://www.bwc.dole.gov.ph/index.php/forms?layout=edit&id=85**]](Http://www.bwc.dole.gov.ph/index.php/forms?layout=edit&id=85)**)** ** 1. Equal Work Opportunities for All** The State shall protect labor, promote full employment, provide equal work opportunity regardless of gender, race, or creed; and regulate employee-employer relations. Male and female employees are entitled to equal compensation for work of equal value and to equal access to promotion and training opportunities. Discrimination against female employees is unlawful. It is also unlawful for an employer to require a condition of employment that a woman employee shall not get married, or to stipulate expressly or tacitly that a woman employee shall be deemed dismissed upon marriage. The minimum age of employment is 18 years for hazardous jobs, and 15 years for non-hazardous jobs. But a child below 15 maybe employed by parents or guardians in a non-hazardous job if the employment does not interfere with the child\'s schooling. ** 2. Security of Tenure**      Every employee shall be assured security of tenure. No employee can be dismissed from work except for a just or authorized cause, and only after due process.      Just Cause refers to any wrongdoing committed by an employee including: 1. serious misconduct 2. willful disobedience of employers\' lawful orders connected with work 3. gross and habitual neglect of duty 4. fraud or willful breach of trust 5. commission of crime or offense against the employer, employer\'s family member/s or representative 6. other analogous cases       Authorized Cause refers to an economic circumstance not due to the employee\'s fault, including: 1. the introduction of labor-saving devices 2. redundancy 3. retrenchment to prevent losses 4. closure or cessation of business      Due Process in cases of just cause involves: 1. notice to employee of intent to dismiss and grounds for dismissal 2. opportunity for employee to explain his or her side 3. notice of decision to dismiss       In authorized causes, due process means written notice of dismissal to the employee specifying the grounds, at least 30 days before the date of termination.      The inability of a probationary employee to meet the employer\'s prescribed standards of performance made known to him or her at the time of hiring is also a just cause for dismissal.  **3. Work Days and Work Hours  **      Work Day refers to any day during which an employee is regularly required to work. Hours of Work refer to all the time an employee renders actual work, or is required to be on duty or to be at a prescribed workplace. The normal hours of work in a day is 8 hours. This includes breaks or rest period of less than one hour, but excludes meal periods, which shall not be less than one hour.       An employee must be paid his or her wages for all hours worked. If all or any part of his or her regular work hours falls between 10:00 p.m. to 6:00 a.m., a covered employee shall be entitled to a night shift pay in addition to his or her pay for regular work hours. If he or she works for more than 8 hours in one day, he or she shall be entitled to overtime pay. ** 4. Weekly Rest Day**        A day-off of 24 consecutive hours after 6 days of work should be scheduled by the employer upon consultation with the workers. ** 5. Wage and Wage-Related Benefits**        Wage is the amount paid to an employee in exchange for a task, piece of work, or service rendered to an employer. This includes overtime, night differential, rest day, holiday and 13th month pay. It also includes the fair and reasonable value of board, lodging and other facilities customarily furnished by the employer.       Wage may be fixed for a given period, as when it is computed hourly, daily or monthly. It may also be fixed for a specified task or result. If wage is for a fixed period, the minimum wage for a regular 8-hour workday shall not be lower than the minimum daily wage applicable to the place of work as determined by the Regional Tripartite Wage and Productivity Board having jurisdiction over workplace.       If wage is paid by result, the worker shall receive at least the prescribed minimum wage for 8 hours of work. The amount may be increased or reduced proportionately if work is rendered for more or less than 8 hours a day.       An employer cannot make any deduction from an employee\'s wage except for insurance premiums with the consent of the employee, for union dues, or for withholding taxes, SSS premiums and other deductions expressly authorized by law.  ** 6. Payment of Wages**       Wages shall be paid in cash, legal tender at or near the place of work. Payment may be made through a bank upon written petition of majority of the workers in establishments with 25 or more employees and within one (1) kilometer radius to a bank. Payment shall be made directly to the employees.       Wages shall be given not less than once every two (2) weeks or twice within a month at intervals not exceeding 16 days.  7. **Employment of Wome**n        Night work prohibition unless allowed by the Rules: - in industrial undertakings from 10PM to 6AM - in commercial/non-industrial undertakings from 12MN to 6AM - in agricultural undertakings, at night time unless given not less than 9 consecutive hours of rest       Welfare facilities must be installed at the workplace such as seats, separate toilet rooms, lavatories, and dressing rooms.       Prohibition against discrimination with respect to pay (i.e. equal pay for work of equal value), promotion, training opportunities, study and scholarship grants.  8. **Employment of Children**        Minimum employable age is 15 years. A worker below 15 years of age should be directly under the sole responsibility of parents or guardians; work does not interfere with child\'s schooling/normal development.       No person below 18 years of age can be employed in a hazardous or deleterious undertaking.  9. **Safe Working Conditions**         Employers must provide workers with every kind of on-the-job protection against injury, sickness or death through safe and healthful working conditions.      Jobs may be hazardous or highly hazardous. Hazardous jobs are those which expose the employee to dangerous environment elements, including contaminants, radiation, fire, poisonous substances, biological agents and explosives, or dangerous processes or equipment including construction, mining, quarrying, blasting, stevedoring, mechanized farming and operating heavy equipment.  10. **Right to Self-Organization and Collective Bargaining  **      The right to self-organization is the right of every worker, free of any interference from the employer or from government, to form or join any legitimate worker\'s organization, association or union of his or her own choice. Except those classified as managerial or confidential employees, all employees may form or join unions for purposes of collective bargaining and other legitimate concerted activities. An employee is eligible for membership in an appropriate union on the first day of his or her employment.       **C.2. RESPONSIBILITIES OF THE EMPLOYER AND THE WORKER** ([[https://www.deped.gov.ph/wp-content/uploads/2020/04/FM-Module-6-Rights-Responsibilities-1.pdf]](https://www.deped.gov.ph/wp-content/uploads/2020/04/FM-Module-6-Rights-Responsibilities-1.pdf)) **Responsibilities of the Employer** To make a work agreement with the employee, agreeing on conditions, time and place; To follow up with the employee on the agreed terms; To supervise and provide suitable conditions of work so workers have security, health and dignity; To honor terms of payment; To safeguard standards, staff and environment; To register and pay into social security for the employee; To take care of the well‐being of staff and qualified dependents (e.g. wife/husband, children); To agree on a performance contract. **Responsibilities of the Worker** To personally perform the work in the time, place and conditions as agreed upon; To follow the instructions of the worker's boss; To avoid any issues or problems at the workplace that will endanger the worker or his/her colleagues; To follow the rules at work. **FORMATIVE ASSESSEMT 2: Case Analysis on Workplace Rights and Responsibilities (25 points )** Instruction: Study the situation below and answer the following questions: 1\. A medical doctor manages a private hospital. The hospital hired a new radiologist and medical technician to accommodate more patients in need of these services. What do you think are the rights of the employees they need to receive from their employer (the hospital)? And what are the responsibilities of the employees they need to tend to the hospital or to their employer? Give 3 Rights and responsibilities of the employees and explain each (3 points each =15 pts ) 2\. Mr. Romeo Cornejo Sr. is a member of a certain cooperative and he deposited an amount of 100,000.00 in the name of his son Romeo Cornejo Jr. to be withdrawn only after 1 year since it is a time deposit. On the maturity of the time deposit he desired to withdraw the money however the teller did not allow the request of Cornejo Sr. to withdraw said deposit without an authorization signed by his son as he is following the company's policy. The father then presented his request to the manager and asked permission for the withdrawal of the money without an authorization, the manager granted the request and instructed the teller to allow the withdrawal of the money but the teller did not give in. Questions: ( 10 points ) 1. What are the conflicts you can identify in the situation? 2 pts. 2. Who is responsible for the said conflict? 2pts. 3. Are there responsibilities not observed or violated? Explain. 2 pts 4. Give 1 resolution to solve the conflict. 4 points **[WEEK 3]** **D. CONFIDENTIALITY IN THE WORKPLACE** **(**https://www.skillsyouneed.com/lead/workplace-confidentiality.html) Confidentiality, or not disclosing certain information, is important in a wide range of jobs. Confidentiality matters for legal and reputational reasons, and it also matters because your future employment may depend on it. Some information is protected by law in several countries, including personally identifiable information and also 'trade secrets'. It is therefore important to understand the nature of confidentiality, and how to ensure that you comply with legal or ethical guidelines. **What is Confidentiality?** Confidentiality means the state of keeping secret or not disclosing information. It comes from confide, meaning to trust someone or tell secrets to them. Confidential information, therefore, is information that should be kept private or secret. Confidentiality is simply the act of keeping that information private. **Types of Confidential Information** *1. Employee Information* In the course of the job, you will hear information about individuals within your organization. Some of this will be unsubstantiated gossip, and some will be information that you have come across in the course of your work, especially if you are a line manager or you work in human resources. **Handling Gossip:** It goes without saying that you should not spread gossip, especially if you do not know if it is true. Even just asking someone else whether they know if it is true that x did y can have huge consequences for x's reputation. As a general rule, if you would not ask the person concerned, or mention it to their face, don't mention it behind their back. **Get a reputation for integrity**, rather than one for gossiping. *2. Managerial Information* Managerial information includes both information about individuals, such as disciplinary action, and also about broad management actions such as planned redundancies or employee relations issues. Some types of managerial information will become public in due course---such as planned redundancies---and other information may remain confidential for much longer. *3. Organizational Information* Organizational information is also known as business information or 'trade secrets'. The definition covers anything not in the public domain that helps the organization do its work better or more efficiently. It would therefore include, for example, information about industrial processes, budgets, costs, forecasts, and even customer contact information. **WARNING!** Sometimes organizational information is covered by confidentiality agreements or contracts of employment. If you are tempted to disclose any information of this nature, you should check your contract first and, if necessary, get legal advice. 4\. Customer or Contact Information Customer and contact information is partially covered by 'trade secrets'. If you think this may affect you or your company, you are advised to seek legal advice. *5. Professional Information* Some professionals --- including doctors, lawyers and accountants --- come across information about individuals or organizations through their professional position. For example: Doctors know about the details of their patients' conditions and treatments; Lawyers know about details of wills and court cases, some of which may be protected by law; and Accountants will know about their clients' tax and income. These professionals are often bound by professional codes of conduct as well as formal legal requirements. **Casual vs. Legal Confidentiality** There is a distinction to be drawn between casual expectations of confidentiality and legal requirements. There is information which you may be told, and asked to keep secret, but where the only obligation to do so is personal For example, a colleague tells you that she is pregnant, and explains that she has not yet told anyone else and would prefer it not to be public for the time being. She wanted to tell you because you are a friend/someone she trusts to cover for her if her morning sickness is bad/her line manager. There is no absolute or legal requirement on you not to tell anyone else. However, be aware that if you do so, you will have broken her trust. You would not expect her to be happy, and your reputation as someone to trust and rely on will be gone (and probably not just with her). There is information that legally cannot be shared with other organizations or individuals except under certain very specific circumstances. For example, you may want to share or sell a list of customer contact details to another organization. In many countries, you can only do so if you have obtained explicit consent from those customers. Most personal information (that is, any information which is personal to an individual, such as national insurance numbers, full name, address, email address or similar) cannot, by law, be disclosed without consent. You can also be sued if you share information that is individual to your employer with any of the company's competitors, or disclose it in a way that may damage the share price. This includes information about employees, processes, or products that is not already in the public domain. **Protecting Confidential Information** If you regularly handle confidential information, you should take steps to ensure that you protect it adequately. These should include, for example: Ensuring that confidential information is always locked away at night, and not left unattended during the day; Password-protecting sensitive computer files; **When to Break Confidentiality** There are a number of circumstances when you may and must break confidentiality. You may break confidentiality when: The information disclosed to you suggests that something may happen or have happened that is not in the organization's interests. There may be a balance to be struck between the needs of the individual and the organization. If something has happened which is against your professional code of conduct, or which you believe to be wrong. Many organizations have codes to protect 'whistleblowers' but this is still hard to do, and you should be aware that there may be fall-out in terms of your organizational reputation. **You must break confidentiality when:** There is a possibility that a criminal offence has been committed, because you are obliged to report it to the police. If there is suspected child abuse or abuse of another vulnerable person, even if this may fall short of criminal activity. Under these circumstances, you should be careful to explain to the child --- or the person who has told you --- what you intend to do and why, to make sure that they understand and will be protected during the process. **Common Sense and Professional Standards** Much about confidentiality is either common sense, or covered by professional standards. It follows that you need to protect information that is about an individual, and which they would not want disclosed more widely. What is changing, and rapidly, is the way the law regards wider disclosure. Tolerance is decreasing. If you regularly handle confidential information, it may be time to review what you do. (Read more at: https://www.skillsyouneed.com/lead/workplace-confidentiality.html) **E. TEAMWORK SKILLS** **10 Tips for Better Teamwork (**[[https://www.thebalancecareers.com/tips-for-better-teamwork-1919225]](https://www.thebalancecareers.com/tips-for-better-teamwork-1919225)) (by Susan M. Heath field, Updated March 20, 2020) Teams have basic needs that must be acknowledged and fulfilled if you expect your teams to experience their greatest success. No team will succeed if these basics do not exist. These ten tips describe the environment that must occur within the team for [successful teamwork to take place](https://www.thebalancecareers.com/team-culture-and-clear-expectations-1919255). Successful teamwork is the cornerstone for creating a functioning, contributing team. **1. The Team Is Clear About Its Mission and Goals** The team understands the goals and is [committed to attaining them](https://www.thebalancecareers.com/how-to-set-and-achieve-goals-1918137). This clear direction and agreement on [mission](https://www.thebalancecareers.com/mission-is-what-you-do-1918182) and [purpose](https://www.thebalancecareers.com/what-is-the-purpose-of-a-team-1919227) are essential for effective teamwork. Team members must have an overall mission that is agreed upon and that provides the umbrella for all that the team tries to do. This team clarity is reinforced when the organization has [clear expectations](https://www.thebalancecareers.com/what-s-the-big-deal-about-clear-performance-expectations-1919253) for the team\'s work, goals, accountability, and outcomes.\ **2. The Team Environment Encourages Reasonable Risks** The team creates an environment in which people are comfortable taking reasonable risks in communicating, advocating positions, and taking action. Team members [trust each other](https://www.thebalancecareers.com/trust-rules-the-most-important-secret-about-trust-1919393). Team members are not punished for disagreeing; [disagreement is expected and appreciated](https://www.thebalancecareers.com/my-15-best-tips-for-successful-disagreement-1917874). **3. Respectful Communication Is the Norm** Communication is [open, honest, and respectful](https://www.thebalancecareers.com/gain-coworker-respect-4031799). People feel free to express their thoughts, opinions, and potential solutions to problems. People feel as if they are heard out and listened to by team members who are attempting to understand. Team members [ask questions for clarity](https://www.thebalancecareers.com/how-to-disagree-effectively-1917872) and spend [their thought time listening deeply](https://www.thebalancecareers.com/want-to-become-a-better-listener-1918650) rather than forming rebuttals while their co-worker is speaking. They do this by formulating questions that will lead them to more deeply understand their teammate\'s point of view. **4. Strong Sense of Group Commitment** Team members have a strong sense of belonging to the group**.** They experience a deep commitment to the group's decisions and actions. This sense of belonging is enhanced and reinforced when the team spends the time to develop [team norms](https://www.thebalancecareers.com/how-to-develop-group-norms-step-by-step-1919228) or relationship guidelines together. **5. Team Members Are Viewed As Unique People** Team members are viewed as [unique people with irreplaceable experiences](https://www.thebalancecareers.com/diversity-in-the-workplace-search-for-similarities-1917925), points of view, knowledge, and opinions to contribute. After all, the purpose of forming a team is to take advantage of the differences. Otherwise, why would any organization approach projects, products, or goals with a team? In fact, the more a team can [bring out divergent points of view](https://www.thebalancecareers.com/how-to-disagree-effectively-1917872) that are thoughtfully presented and supported with facts as well as opinions, the better. **6. Creativity and Innovation Are the Norms** Creativity, innovation, and different viewpoints are expected and encouraged. Comments such as, \"We already tried that and it didn\'t work\" and \"What a dumb idea\" are not allowed or supported. The team members recognize that [the strength in having a team](https://www.thebalancecareers.com/top-ideas-about-what-employees-want-from-work-1919064) is that every member brings diverseness to the effort to solve a problem, improve a process, reach a goal, or create something new and exciting. **7. Engages in Continuous Improvement** The team is able to constantly [examine itself and continuously improve](https://www.thebalancecareers.com/how-to-inspire-continuous-improvement-at-work-4582913) its processes, practices, and the interaction of team members. The team openly discusses [team norms](https://www.thebalancecareers.com/team-norms-sample-1919230) and what may be hindering its ability to move forward and progress in areas of effort, talent, and strategy. The team holds review meetings that assess the team\'s process and progress in approaching and accomplishing the team mission. The team has a clear understanding of the [five stages of team development](https://www.thebalancecareers.com/what-are-the-stages-of-team-development-1919224) and the members know what is required to move the team successfully through the stages. **8. Solves Teamwork Problems and Conflicts** The team has agreed-upon procedures for diagnosing, analyzing, and resolving teamwork problems and conflicts. The team does not [support member personality conflicts](https://www.thebalancecareers.com/dealing-with-everyday-people-at-work-1919405) and clashes nor do team members pick sides in a disagreement. Rather, members work towards the mutual resolution of problems and disagreements. **9. Practices Participative Leadership** Participative leadership is practiced in [leading meetings](https://www.thebalancecareers.com/meeting-leader-roles-and-responsibilities-1918732), assigning tasks, [recording decisions and commitments](https://www.thebalancecareers.com/what-are-meeting-minutes-and-who-records-them-1918733), assessing progress, holding team members accountable, and providing direction for the team. This means that every participant on the team [must actively contribute](https://www.thebalancecareers.com/employee-involvement-1918100) to leading the team to successful outcomes and contributions. **10. Makes High-Quality Decisions As a Team** Members of the team [make high-quality decisions together](https://www.thebalancecareers.com/failing-to-empower-employees-to-make-decisions-1918506) and have [the support and commitment of the group](https://www.thebalancecareers.com/consensus-decision-making-pros-and-cons-4178335) to carry out the decisions made. They also gain the support and commitment of the people they report to in order to accomplish and communicate the team\'s progress and success. They gain the support and commitment from senior leadership by demonstrating all of these ten teamwork necessities each and every day. The team lives high-quality interaction that is observable and an example for all other teams to emulate. **The Bottom Line** If a team can get these ten factors right, success and a rewarding sense of teamwork will follow. It\'s not always the task at hand that challenges teams in their progress, it\'s the relationships and the little things that happen day-to-day. If team members can rise above the trench, they can achieve greatness. Now, you know the secret [success ingredients for your teams](https://www.thebalancecareers.com/the-5-teams-that-every-organization-needs-1918507). Why not make them happen? **Some Teamwork Quotes for your Personal Reflection.** ([[https://www.dol.gov/sites/dolgov/files/odep/topics/youth/softskills/teamwork.pdf]](https://www.dol.gov/sites/dolgov/files/odep/topics/youth/softskills/teamwork.pdf)) *"Individual commitment to a group effort - that is what makes a team work, a company work, a* *society work, a civilization work." - Vince Lombardi (football coach)* *"Coming together is a beginning. Keeping together is progress. Working together is success."* *- Henry Ford (pioneer of the assembly-line production method)* *"There is no such thing as a self-made man. You will reach your goals only with the help of others."* *- George Shinn (former owner of Charlotte, now New Orleans, Hornets basketball team)* *"Teamwork divides the task and multiplies the success." - Author Unknown* *"Talent wins games, but teamwork and intelligence wins championships."* *- Michael Jordan (former American basketball player, businessman and majority owner of the Charlotte Bobcats)* *"Alone we can do so little; together we can do so much."* *"The strength of the team is each individual member\...the strength of each member is the team."* *- Phil Jackson (widely considered one of the greatest coaches in the history of the NBA)* *"Finding good players is easy. Getting them to play as a team is another story." - Casey Stengel* **CONFLICT RESOLUTION AT WORK** (by Mat Apocada, [[https://www.lifehack.org/846376/interpersonal-conflict]](https://www.lifehack.org/846376/interpersonal-conflict)) Interpersonal conflicts happen in all areas of our lives and work is no different. It's not necessarily a bad thing to have conflict. As a matter of fact, most people with expertise in communication between humans will tell you conflict can be a good thing. The key is to be able to deal with it in the right way. If you can't work through a conflict to resolution, it only serves to become a road block. Having the ability to work through conflict in a meaningful manner can have many positive results. The trick of course is having some rules and ways of working through it to conclusion. With that being said, we will look at the different types of personal conflict, their causes and 7 ground rules for dealing with interpersonal conflict at work in this article. In the broader sense, an interpersonal conflict is a disagreement in some manner between 2 or more people. The disagreement can be physical, mental, or emotional. Since we are talking about interpersonal conflict at work, it's a good idea to expand this a little bit. When interpersonal conflict happens in the workplace, it can reduce productivity and make a dent in morale. At work, it takes on the shape that one person, or a group of people, frustrates or hampers another person or groups efforts at achieving a goal. This isn't always done on purpose as we will see. Nonetheless, it can be very frustrating and cause a lot of inefficiencies. **What Causes Interpersonal Conflict?** 1\. Frustration and Stress 2. Misunderstandings 3. Lack of Planning 4. Bad Staff Selection 5. Poor Communication **[7 Ground Rules for Dealing with Interpersonal Conflict at Work]** **1. Acknowledge the Conflict -** The first step in solving any problem is acknowledging that there is a problem. The longer you bury your head in the sand and pretend there isn't conflict, the worse it will become. Once you've acknowledged the conflict, take a look at it objectively. Be open and honest with yourself about what part of the conflict you may have contributed to. Look at it from a variety of angles, not just yours. See what you can do to help resolve this conflict. **2. Open up the Lines of Communication -** Think of this as being the one to offer the olive branch. Once you've acknowledged that there is a conflict, be the one to open up the lines of communication. Reach out to the other person or people and set up a meeting to discuss the conflict. Approach the upcoming communication in the spirit of collaboration. You are all working towards the same goal, it's okay to differ on the road to take. Work to create the sense of team that everyone can get behind. **3. Focus on the Problem, Not the Other Person -** Try your best not to take things personally when addressing these conflicts. It's so easy to go down the path of thinking someone is doing something to you when in reality, that is rarely true. Keep your focus on the problem and not on the other person or people. Remember to concentrate on solving the actual issue and not changing another person. It's highly unlikely you will be able to change someone else. Look for ways to work together to come to a resolution that will work for everyone. **4. Stick to the Facts -** This is similar to focusing on the problem and not the person, but takes it a step deeper. When looking at why a certain conflict is happening, do your best to stick to the facts. It may very well involved another person but look at underlying reasons. **5. Meet Face to Face -** It's difficult to truly address a conflict virtually. An email here and there doesn't really seem to get to the heart of the matter most of the time. Nor is it very beneficial having a 10-minute meeting in someone's office when the phone is always ringing and their eyes keep skipping back to the non-stop flood of incoming emails. Figure out a time and location to meet in person away from distractions. This way, you can take the time and focus needed to really address the conflict. Not to mention that sitting across the table from someone goes a long way towards enhancing the relationship. **6. Pick Your Battles -** It's very easy to pick at just about every little thing, especially if you aren't the one doing it. In general, we all tend to think there's a right way of doing things, usually our own. There's always a wrong way of doing things, the way other people do the same thing. The point is there's only so much we can do. "I get frustrated by some of the inefficiencies of process in my job as well as some of the people that work in those departments. It doesn't make sense for me to consider each of these a conflict and set out to resolve it. There's a lot of things outside of my control and frankly aren't worth me spending too much time on." **7.Make a decision and act on it** -- Finally, once you've addressed the conflict with the other party, it's time to seal the deal. When you've come up to a decision about how to handle a conflict, make an action plan and ACT ON IT. **[WEEK 4]** **II. APPRECIATING THE IMPORTANCE OF CREDENTIALS** **Starting a Job** (http://ro5.dole.gov.ph/fndr/mis/files/employment\_guide.pdf) This section aids the jobseekers in pre-employment. It provides jobseekers with effective ways and means and/or basic knowledge on how to prepare for employment. **How do I prepare for employment?** **A. Write a good application letter and impressive resumé** In writing a resumé: - Print in good quality paper consisting of two pages - Must first present most recent work experience, major accomplishments, education or training prior to personal information - May or may not include a photo in the resumé; if yes, applicant must be in presentable attire - Check grammar and spelling In writing an application letter or cover letter: Print in good quality paper, preferably a one-page, three paragraph application only Use simple English Avoid using general application letter You can find in career books or online sites tips and samples on how to make an application letter. Here is an example. **Other Documents Needed in Job hunting** a\. Barangay clearance is an important document one must have so they can process their business and other personal transactions and even when applying for a job in the Philippines. It's some kind of identification documents to certify that you are really living in that particular barangay and it is issued by the barangay hall. You will need to obtain a barangay clearance if you're applying for a job, if you want to open a bank account, if you open a business, and a lot more. ([[https://www.clearanceph.com/how-to-get-and-apply-for-barangay-clearance/]](https://www.clearanceph.com/how-to-get-and-apply-for-barangay-clearance/)) b\. Police Clearance serves as a solid proof that you have no previous criminal records. Once you get this, you will have more opportunities to grab jobs and other necessary documents. ([[https://www.clearanceph.com/how-to-get-and-apply-for-police-clearance/]](https://www.clearanceph.com/how-to-get-and-apply-for-police-clearance/)) c\. The Office of the Mayor issues Mayor's clearance to individuals residing in the municipality for local employment, firearms licensing and PNP/AFP requirements. (https://angono.gov.ph/?p=1113) d\. A medical certificate is a document completed by a medical professional attesting to the findings of a medical examination. It may be required by employers who need evidence of an employee's fitness for duty. ([[www.wisegeek.com/what]](http://www.wisegeek.com/what)-is-a-medical-certificate.com) **B. Job Interview** **What should I do before and during the job interview?** **Before** - Know the company. Find time to research about the company, the industry and the position being applied for. - Groom to impress the interviewer/s. Dress professionally and conservatively. Wear clean and neatly pressed clothes. - Sport a well-groomed hairstyle. Have clean and trimmed fingernails. - Wear clean and polished shoes. **During** - Be punctual. Come at least 15 minutes before the interview. - Be polite. Smile and politely greet all company personnel. - Carry extra copies of your resume. - Answer competently and professionally. Reply to questions should be KISS (Keep It Short and Simple). Avoid telling jokes, using street language, and deviating from the topic of conversation. It is all right to ask and clarify if you did not understand the question. - Avoid eating, chewing a gum and using cellular phones. - Prepare for salary negotiation, if given the option. If the salary is negotiable and you are asked for a desired salary or benefits, you may give your preference which may be based on your research. - Say "Thank You" after the interview. **Common Teen Interview Questions** (https://learnykids.com/worksheets/job-interview-for-teens) 1\. Why are you looking for a job? 2\. Why are you interested in working for our company? 3\. How has school prepared you for working at our company? 4\. Why should we hire you? 5\. What do you think it takes to be successful in this position? 6\. How would you describe your ability to work as a team member? 7\. What has been your most rewarding accomplishment? 8\. What are your salary expectations? 9\. Tell me about a major problem you recently handled. **Most Common Reasons Why People Are Not Hired** +-----------------------------------------------------------------------+ | Bad personal appearance | | | | Too aggressive | | | | Unable to express self clearly | | | | Poor interest and enthusiasm | | | | No career planning, no goals | | | | Overly nervous, under confident | | | | Too much emphasis on money | | | | Not willing to start at the bottom | | | | Discourteous | | | | Immature | | | | Speaks ill of former employers | | | | Cannot make eye contact with interviewer | | | | Messy application form | | | | Late arrival for interview | | | | Did not show appreciation for interviewer's time | | | | Asked no questions about the company | | | | Could not give direct answers when questioned | +-----------------------------------------------------------------------+ Formative Assessment 4: Draft of a Statement of Purpose: Make a draft of SOP following the instructions below. ( 15 points - Content 5, organization 5, grammar 5 ) Instructions: You are an applicant in a certain company, one of the requirements you need to present is SOP ( Statement of Purpose ).Guided by the question below construct a Statement of Purpose following the correct format --Introduction, Body and conclusion. The Statement of Purpose shall be encoded in an A4 of bond paper with 1inch margin in all sides. Font size would be 10.5/ and font style: Arial. 1. Why do you want to apply in the company? 2. What can you contribute to the company? 3. How will your attributes, skills, knowledge, experiences, and qualifications ensure success in your work?