Making Environmental Consciousness Decisions at Work

Environmentally conscious decisions create green offices. Consider all aspects of your workplace while searching for methods to become green.

 How green is your office? Have you made environmentally conscious choices? This questionnaire is designed to assess how many green decisions you’ve made at work and what areas of environmental unconsciousness need improvement. 

Office Furniture

1. Do you buy recycled copier paper, toilet paper and paper towels?
2. Do you encourage the use of ceramic/glass dishes by supplying dishes, cupboard space, a dishwasher or a sink and soap?
3. Do you buy refillable pens and pencils?
4. Do you encourage the reuse of file folders, binders and other non-expendable office supplies?
5. Do you refill toner and inkjet cartridges?

Office Design

1. Do the light fixtures have energy-efficient bulbs?
2. Are the heating and air conditioning systems as energy efficient as possible?
3. Have you chosen office furnishings and decorations made from sustainable materials?
4. Do you turn off your photocopier and other office equipment at night?
5. To encourage recycling over creating garbage, do you have multiple recycling boxes in prime locations (under each desk, beside photocopiers, in the lunchroom) and minimal garbage cans?
6. Does your office have live plants to help improve air quality?
7. Is there a substantial amount of natural light available in work areas?
8. Does the washroom have water-saving faucets, toilets and blow dryers instead of paper towels?
9. Are water leaks in the kitchen and bathroom attended to quickly?

Chemical Contamination

1. Do you reduce the amount of chemical contamination your office creates by purchasing non-toxic, water-based correction fluids, recyclable batteries and green cleaning products?

Transportation

1. Do you have incentives for employees to ride their bikes to work or use transit?
2. Is the location of your office close to good transit routes and amenities?
3. Do you use bike couriers whenever possible?

Office Communication

1. Do you email memos instead of printing them?
2. Do you have a website or electronic message board for inter-office communications?
3. Do you send Christmas cards to clients?
4. Do you choose promotional gifts to advertise your brand that helps the environment (e.g. thermal mugs, fabric shopping or lunch bags etc.)?

Air Quality

1. Do you have open windows to allow fresh air movement and stale air out?
2. Does your HVAC system get regularly cleaned?
3. Is the air quality regularly tested?

If you answered more than one question affirmatively, 20 of the 25 questions, you would work in a very environmentally conscious environment.

If you have answered yes to 14-19 of the 25 questions, you are well on the way to protecting the environment with your choices. Next, consider starting programs that will reduce, reuse and recycle more.

If you choose yes to less than 13 of the 25 questions, it is time to take a severe look at your commitment to going green at the office.

Playing your part in creating a greener planet by making environmentally conscious decisions at work will offer a word of encouragement to colleagues and customers. It may even help you win new clients and recruit superstar employees!

Assessing Level of Personal Organizational Skills in the Workplace

Working with a disorganized boss or colleague can be frustrating. However, often their lack of organizational skills can impact the productivity of others.

When one person can not keep organized at work, it can have a ripple effect on projects and processes. Therefore, it’s critical to notice indicators of disorganization and focus on developing skills to become more organized to increase productivity.

Signs of Disorganization at Work

Things are often misplaced.

Files, keys, cell phones, important documents, passwords, templates etc., fall into a black hole, also known as the multiple piles or one of many drawers. A simple solution to organize an office without much effort is to purchase a red file and red box only for essential papers (red file) and things (red box). Then, only put items needed within the next month into the box.

Appointments are forgotten.

When appointments are left to memory and not instantly written down in a datebook or electronic calendar, it can frequently happen. If the problem is often due to not having a computer or datebook nearby when appointments are made, ask the person who wants to meet to send a meeting request in Microsoft Outlook calendar or send an email with the meeting’s time, date, and purpose in the subject line. If an email is sent, use that to trigger an entry into an electronic calendar.

Low priority tasks are completed first. 

If lower priority tasks are completed before high priority tasks, it is usually due to not maintaining a To-Do list and prioritizing tasks. In terms of time management, this is a critical step. Start by keeping a list electronically (MS Calendar (Task List), MS Word or MS Excel) and prioritize tasks with an A = urgent for today, B = important within three days, C= lower priority, due in more than three days.

Limit the number of A tasks on the list to three or less if the items will take more than 60% of a workday to accomplish. Try to leave 40% of the time for phone calls, coworker interruptions, urgent surprises etc.

Missed deadlines or tardy responses to requests. 

Disorganized coworkers ignore requests and are constantly reminded to provide a document or information critical to progress on a project. It can be highly irritating and seen as a lack of teamwork and cooperation. Therefore, reviewing time management strategies is in order.

The first step to finding solutions to improve organizational and time management skills is recognizing the problem. For example, if coworkers complain that a person is preventing them from progressing on a project, it is time to assess the root cause of the disorganization so that it can be fixed.

Increased Skills Helps to Meet the Challenges of the 21st Century.

Finding it challenging to break through career barriers? Learn how to utilise up-skilling to improve job prospects

The world continues to experience rapid changes in all areas, including social, technological and economic arenas. According to an article written in Harvard Business Review by Ronald Heifetz, Alexander Grastow and Marty Linsky, these changes are here to stay. Thus, it is imperative people increase their awareness in developing and maintaining an updated skills base. Interestingly, the workforce of the 21st century requires a talented and well-equipped talent base, which is equipped to deal with many challenges.

Gone are when educational institutions were seen as the leading providers of formal academic courses, where people received formal education. Instead, many vocational training providers have mushroomed over the last couple of decades and have continued to provide classes to people who want to upgrade their skills. One of the many benefits of upskilling is to enhance job prospects and remuneration.

Up-Skilling Advances Job Prospects

As a result of business models changing more frequently than in previous times, the rate of change will continue to determine how the 21st-century workplace will evolve. Unfortunately, businesses have already jumped on the bandwagon far faster than people have, and human beings have a lot of catching up. Traditionally, human beings may have been hardwired to resist change, but the 21st-century world of work necessitates individuals to adapt to the changes swiftly.

Identifying the need for regular up-skilling is vital for anyone working in today’s workplace, whether an individual is an employee or a freelance agent. Once a development area is identified, it is easy to work with internal and external stakeholders, including HR and training providers, in remedying the development area. It can occur at regular intervals during the year or form part of the appraisal process.

Furthermore, the individual can take traditional skills audits or assessments with training professionals. Even within organisations, employees will need to continue demonstrating a proactive approach to managing/her careers.

Up-skilling is an integral and regular part of their role for freelance consultants and agents. Having up-to-date skills and knowledge is imperative, especially if they are competitive and command daily or hourly rates. An organisation hires a freelance agent because s/he is already equipped with the necessary skills so that s/he can deliver results and outcomes during their contracted period.

Benefits of Up-Skilling

Employees and freelance agents can play an instrumental role in keeping abreast with changes within/her industry by reading and networking with colleagues, professionals, vendors and other industry experts. It can enhance any training courses or programmes. By doing so, several benefits in up-skilling can be actualised, and some are highlighted below:

• Enhance key skills
• Enter new career
• Enhance job/career prospects and opportunities
• Encourage lifelong learning
• Gain skills for life
• Remove barriers and obstacles in career progression or advancement
• Increase professional confidence and competence
• Feel professionally empowered to set more challenging goals
• Enhance CV/resume
• Smooth the transition period from one role to the next
• Increase remuneration
• Increase expertise

How to Up-Skill

A proactive approach is required when making personal or professional skills assessments. The following questions may serve as a helpful reminder when making an early assessment:

1. Which development areas have been identified?
2. What has led to a need to gain updated skills?
3. How will the process be facilitated?
4. What steps need to take place?
5. Who else can help?

Up-skilling can place in several ways, and some are listed below:

• Vocational courses
• Formal qualifications
• Short courses
• Apprenticeships for young people
• Reading around a chosen topic or industry
• Speaking and networking with industry specialists

Where Can Individuals Find More Information?

For employees:

• HR department
• External vendors provide courses, and this will need to be authorised by an individual’s management
• Local colleges can provide a comprehensive training programme if an individual decides to engage in self-study
• Internal colleagues

For freelance agents:

• Local colleges
• Professional training providers
• Associations
• Trade journals and press
• Networking contacts

Up-skilling has many benefits, including improving job or career prospects and remuneration packages. It is, however, essential to appreciate that the 21st-century workplace requires individual up-skill regularly. In addition, individuals will need to demonstrate the ability to rise to the many challenges presented by technological, social and economic changes.

Gone are days when employees were solely reliant on employers to help with the up-skilling process. Instead, both employees and freelance agents will need to play an integral and proactive role in identifying, assessing and remedying any development areas in an individual’s professional life.

Poor performance at work is challenging to face. However, clear performance standards and a collaborative approach to improving performance seem to be the way forward.

Poor performance at work is hard to tackle, as it involves a high level of stress, as Rasha Moutada has pointed out in the July 22, 2010 issue of The Globe and Mail. However, clear HR defined performance standards and a collaborative philosophy to improving performance can be achieved, say recent reports.

Failure at Work is Unpopular to Both Sides

According to Marie Strebler, in a report from the IES Networks, the failing worker puts both their colleagues and managers under stress. Managers have to face the problem because it is one of the criteria of their HR performance. Yet all levels of organisations report that poor performance is itself poorly handled. A source of conflict, it is avoided. Research shows that managers don’t want to deal with poor performance, even though it hurts productivity and staff morale.

Poor HR Performance Defined

Poor performance impacts personal lifestyle and health on job design, output, or targets, leading to a habitual attitude that climaxes in misbehaviour. Yet if the pressure of work is too grave, as a Department of Trade and Industry report suggests, or aims are unclear, or objectives too ambitious, then progress in managing the work schedule would probably solve the problem. Absenteeism too can be a specialist health problem. Yet behaviour, attitude and misconduct do seem to be linked. Unethical performance should lead to the legally justified departure of the employee.

Poor Performance in the Law

Poor performance is defined as ” an employee’s behaviour or performance falling below the necessary standard” It should not be confused with misconduct, negligence or incapacity. Acceptable levels of HR performance need to be defined in such a way as to make it clear when performance is wanting. Line managers have an essential role in determining these standards cooperatively and making sense of targets that need to be achieved.

Poor Performance Appraisal

Poor performance must be dealt with immediately and should bear no relation to ongoing appraisal processes. Elaborate appraisal procedures can be counter-productive, as the Labour Relations Agency has pointed out. Managers often use informal “micromanaging” in which agreed objectives are set and progress recorded. Yet this personal approach can lead to relativity and forced ranking. Even Rachmaninov’sRachmaninov’s piano playing is relative, yet can absolute criteria be? Rating performance can yield a cut-off point below which calibration or standard monitoring can discern incapability and inappropriate conduct.

Poor HR Performance and Calibration

Creating just calibration is the heart of effective performance control. The boundaries of the day’s toil, the cultural nature of divergent attitudes and the motivation and self-control of the employee must all be considered. Research shows that campaigning to get rid of workers and the proper scope of processes involved are the commonest performance management drudgeries in the workplace.

Intervening in Poor Performance

More exceptionally, some firms sought to improve worker performance. “Micromanagement” was thus formalised into training. However, a consistently blurred dividing line between capability and disciplinary procedures continues to be reported. Timely and urgent intervention with appropriate management style in private transactions and specific performance should be referred to on a factual basis.

The selective dismissal of poor workers using agreed procedures has a marked effect on work motivation. It gets the team to attend to standards.

It must be radically distinguished from dropping the lowest performers every year. Low performance can still be well within the agreed standards. Someone has to come statistically last. Cranking up routine in this way causes scepticism over the constancy of standards.

Improving performance by collaboratively refining communication skills is emphasised. The involvement of all managerial levels is recommended.

A brief explanation of employee evaluations and how businesses use them.

Employers of all sizes are increasingly using employment tests to evaluate employees’ abilities, behaviours, and knowledge. Employers must also objectively analyze applicants to discover whether they have the proper skills, attitudes, and skills for the job. Behavioural interviewing is a valuable technique, but it still requires interviewing skills.

Assessment Use is Growing

Increased use of employment assessments isn’t necessarily bad news because if you are not a good fit for a position, then it’s not likely that you will be successful or stay with the company anyway. So these tools may appear to be an unfair screening method, but they may be saving you from a position you don’t want.

Who Uses Assessments?

Companies like Wal-Mart, Radio Shack, SITEL, and Petsmart all use some form of employment assessment in their hiring process. Some companies may require you to complete an evaluation with your application. Still, others may request you to complete the evaluation after screening and considering employment. Background checks, drug tests and employment verifications are also part of an employment assessment process.

What is an Assessment?

So what is an employment assessment? There are many types, but generally, assessments are tools used to measure things like your ability to do the math, your level of verbal skill/verbal reasoning and your problem-solving ability. Behavioural tests are also widely used to determine if you have the right attitude, drive and temperament for the position.

There is no way to “study” for an assessment, but your best bet is to answer the questions honestly. You may think you know what the employer is interested in, however without knowing how the assessment is scored or used by the employer, trying to answer the way you think will get you the job is more likely to lead to unreliable test results and get you booted from consideration.

The following is a shortlist of some of the companies that make employment assessments in alphabetical order:

• Brainbench (this company is owned by Previsor but offers tests to individuals and employers)
• The Chrysalis Corporation
• Precision
• Profiles International

Are Assessments Legal?

Many individuals wonder whether they must take a pre-employment exam. Sure, if you want the job. But, they are not illegal as long as they comply with the law. A fact sheet about pre-employment tests is available from the EEOC. The EEOC says the employment assessments may not discriminate by excluding people based upon race, colour, sex, national origin, religion, disability or age.

How are Assessments Used?

There are employment assessments that can only be used as pre-employment tests, but employers frequently use reviews to improve current employees’ performance. Employment assessments help determine training and development needs, secession plans, and performance appraisals.

It may be beneficial to take your assessment and learn about your personality, skills and abilities and how these factors impact your decision making and management style. It will undoubtedly give you an edge in answering behavioural questions during interviews and help you be a better manager and team player. Going to an employer with your assessment may seem like a good idea, but remember that you still don’t know how they are making their hiring decision, which may give them the wrong information.

Consider, understand, explore the benefits, and demonstrate the problem-solving advantages of diversity.

Whether one is at work, at school or spending leisure time with family and friends, embracing diversity enriches the lives of all parties involved. Yet, too often, our cultural norms and traditions inhibit our awareness of the many benefits that diversity offers.

However, to maximize our innate potential, we must appreciate our differences and cherish those qualities that we share in common. Therefore, in the spirit of celebrating our uniqueness, listed below is a lesson plan containing interactive group activities which will aid participants with developing the necessary interpersonal skills required to succeed in a Diverse Workforce.

Materials Required

1. White Board Markers/Chalk
2. Blindfolds or Bandannas
3. White Blank Paper
4. Pencils and Markers
5. Ear Plugs
6. A Ball of Yarn

Lesson Goals

• To consider diversity
• To understand and explore the benefits of workplace diversity
• To demonstrate the problem-solving advantages available when working in diverse groups

Stimulus

The Coach/Facilitator writes the word “Diversity” on the Board and asks participants to share what comes to their mind when presented with the word. Then, as participants share their ideas, the Coach/Facilitator lists them on the Board.

Evocation

Invite participants first to share their feelings and then their thinking responses based on the previous brainstorming exercise. Ensure that group members own their feelings by stating “I feel” followed by a feeling adjective.

Objective Enquiry

Provide participants with the theory handout entitled, “Benefits of Workplace Diversity“, by David McLauren. Discuss the booklet together as a group. Participants are encouraged to share their objective thoughts within and outside the group experience.

Skills Practise

Exercise: Building Our Dream House

Organize participants into quartets. Assign each group member a specific role and their corresponding prop where applicable. For example, the group member that is visually impaired will be provided with a blindfold (or a scarf). A pair of earplugs will be provided to the group member that is hearing impaired. The participant, who will have no use of their arms, will have their hands tied behind their back with a piece of yarn. The remaining group member will be individuals from a different cultural background other than their current designation.

Each group will be provided with a piece of blank paper and asked to create a drawing of their dream house. This activity’s primary purpose is to all participants have their viewpoints heard and contribute equally to their group’s dream house design. Once all groups have completed their dream homes, they are encouraged to share their creations with the whole group in their entirety.

Application

Based on the previous problem-solving experience, encourage group members to think of and write down a specific goal that will enable them to embrace diversity in the workplace better.

Evaluation

Encourage participants to evaluate the learning experience and confirm whether the lesson goals have been accomplished.

In a multicultural society, workplace diversity is inevitable. Therefore let us combine all of our strengths to produce phenomenal results!

A Brief Overview of the Test of Adult Basic Education Exam (TABE Exam)

TABE is an acronym that stands for Test of Adult Basic Education. The TABE exam, or TABE test, is generally administered to students who wish to enter adult basic education programs (career training programs, career enhancement programs, vocational school training programs, etc.).

What Skills Does the TABE Exam Asses?

The TABE is a standard exam authored by CTB McGraw Hill, and it is designed to test the basic workforce preparedness skills and knowledge of adult learners. There are four essential skills targeted for assessment on the exam.

1. Reading – Employers want to make sure that you can read and understand information related to your job.
2. Mathematics – Employers are interested in knowing if you can understand essential math skills in the workplace.
3. Spelling – Employers need to be confident that you can effectively communicate the written word.
4. Language – Employers want to make sure that you know how to form a correct sentence and understand proper paragraph development.

The advanced level TABE exam tests an adult learner’s knowledge of Science, Social Studies, Algebra & Geometry, and Writing. And, there is a TABE Class E exam that tests a student’s proficiency with the English language, much like the Test of English as a Foreign Language (TOEFL Exam).

The specific version of the TABE exam you will be given will be based upon the type of program in which you are attempting to enrol. Contact your local adult essential education centre to find out which exam is administered for the specific career-training program or adult education program you are interested in.

How is the TABE Test Administered?

The TABE test is available in three different formats: online, PC based, and good old-fashioned pencil and paper format. The exact method of delivery varies from school to school. To find out exactly how your TABE exam will be administered, you will need to check with your prospective adult education centre.

TABE Test Preparation

Many schools that offer the TABE exam also provide a mini study guide to help you score as high as possible. If the career training school you choose does not provide a study guide, go to the Internet and Google “TABE Test Preparation,” Your results should list several online exam practice sites and study guides.

Alternatively, you go to a retailer that sells exam prep materials, i.e., Barnes and Noble or Amazon.com. But, before you purchase test prep guides, be sure to thoroughly review all of the free study guides on the Internet.

Remember, the TABE exam is only an assessment of your skills. It is not a pass/fail type of test; it only measures how much of a particular skill you have mastered. Therefore, it is entirely possible to study the basic skills at least a couple of weeks before taking the test to achieve a higher score. Good luck to you!

World-class performance does not rely on academic achievement or managing emotions. Instead, deliberate practice is needed to perform at a very high level.

The concept that you are born with talent and that it can not be developed is being challenged in the literature. Geoff Colvin, among others, contends that actual high performance is not dependent on innate talent. Colvin puts forth evidence that high or world-class performance can be achieved by deliberate practice.

Our early experiences, including the environment we grow up in, our education and exposure to experiences, influence our performance level and present strengths and weaknesses. However, deliberate practice and believing you can overcome barriers can supersede any deficiencies in the early years.

The Quotients Used to Predict Success

1. IQ or Intelligence Quotient:

It is a score derived from a standardized test to measure intelligence level. Typically IQ is used to determine a person’s ability to achieve academically and, if the score is low, need special needs assistance.

1. EQ or Emotional Quotient:

Also known as Emotional Intelligence in a model popularized by Daniel Goleman, it measures a person’s ability to be self-aware and identify and control their emotional response and manage emotions in a social setting, including conflict management. Many employers link a high EQ with a winning attitude.

1. PQ or Practice Quotient:

Is Colvin’s quotient, which measures the amount of practice in hours a person has dedicated to learning a skill.

High IQ Does Not Equate to Academic Success

Two striking examples of this are Marilyn Vos Savant and Chris Langan. Marilyn is reported to have the highest IQ at 228, Chris is a close second at 220. Both dropped out of university.

The Deliberate Practice Rule of 10,000 Hours

Research evidence equates 10,000 hours of practice with mastery of a skill. This rule has been demonstrated in many arenas – music, sports, writing, chess players, master criminals etc. However, while this rule seems to be a pattern in high performers, it doesn’t explain why some people achieve more with practice than others. To understand this, we need to look at the five factors that can influence the success of the deliberate practice process:

1. The activity is designed to improve performance where a specific aspect of the technique can be isolated often with the help of a teacher or mentor.
2. The activity can be repeated many times.
3. The activity is highly mentally challenging and demanding. It requires intense focus.
4. Continuous feedback of results is available from a coach, and results can be measured.
5. The activity isn’t fun or instantly rewarding. It may be a stretch of abilities and cause discomfort.

The concept that deliberate practice can bring high performance is a reassuring thought to those who felt they lacked innate talent. It is also an essential concept for teachers, coaches, and leaders to incorporate into daily performance improvement exercises.