Farewell

 

Although some of us live miles apart, in different states, different time zones, different career choices, and we all approach learning different it appears our goals are basically the same if not the same; helping one child at a time to become successful.  Thank you to all my colleagues for allowing me the opportunity to learn from you with your personal experiences or your personal approaches.  As we move on towards the goal of graduation I take with me part of each and everyone of you along this educational journey and I am so grateful for this opportunity,  Many good wishes in all of your future education endeavors.

Roslyn

Never say Goodbye!

I believe the group that was hardest for me to leave was the PTA (Parent/Teacher/Association) group.  I just felt in my heart that our efforts would not be carried out and that eventually those who wanted the previous president back in to serve would vote her in. 
Because of personal issues this term I have not had a great deal of engaging with colleagues.  However, I do remember a lot of colleagues from previous classes and I know I will miss them a great deal once this class is over but I will anxiously await for the next to start to see how many are continuing this journey along with me. 
One of the hardest things for me to do is move on to the next project and but through this week's lesson I have learned "adjourning" is an essential stage of teamwork.  In the adjourning stage, we know everything is coming to an end and everyone now takes back in a different direction what they have learned from this whole process (Abudi, 2010). 
It is with hope those who have lightened the load along this journey I have been on for some quite some time will not only see this as an ending but will see this as a beginning of something great!  See you all soon!
References
Abudi, G. (2010). The five stages of team development: A case study. Retrieved from http://www.projectsmart.co.uk/the-five-stages-of-team-development-a-case-study.html

Struggle to give raises

Struggle to give raises

One of the most conflicts or disagreements I recently experienced at work with my staff was the famous “Who’s job is it?”  You would think as adults you wouldn’t have to go through the facility putting up reminders or step by step process of how the operations of the business should be ran but in my facility there are constant reminders and processes.  Michigan recently passed the minimum wage law increasing minimum wage from $7.40 to $8.15 an hour.  This was definitely a battle for me when really some of the employees on staff barely do $4.00 an hour worth of work.  As long as they didn’t inquire about the wage increase I didn’t bring it up either.  However, once the information became a topic at our staff meeting I also presented a sheet that states what their job responsibilities include and what the consequences would be if they are not completed.  I don’t think everyone agrees with the new job responsibility sheet just as I don’t agree with the new wage increase. 

Two strategies I will use in order to bring some type of resolution to this issue will be regardless of how I feel their performance is I will be respectful (3 R’s) with my decisions.  The second strategy is to be honest with staff and tell them if their job performance is not up to par.  Everything should be kept nonviolent and by using the Nonviolent Model Tool this can be made possible (www.cnvc.org).

Referemces

http://www.cnvc.org/Training/the-nvc-model

Surprised By How Others Perceive?

The one thing that surprised me the most when I think about the similarities and differences between how I evaluated myself as a communicator and how others evaluated me was that I think how productive of an individual I am as a communicator.   People don't have to be nice but both evaluators were in the same proximity as I was and this to me is strange.    The assessments give me goals I can set in order to improve the way I communicate.    It also gives me the opportunity to open up and see myself as the person I am. I was surprised at how close the scores were from three different people evaluating one person.   When perceiving others we often try to explain why they say something or act in a certain way, especially if their behavior does not exactly fit our existing schema (O'Hair & Wiemann, 2012).

O'Hair, D., & Wiemann, M. (2012). Real communication. New York: Bedford/St. Martin's.