Unifying Principles for Family and Youth: Some Head Start Builders

Written by Etienne A. Gibbs, MSW, Management Consultant and Trainer

PERMISSION TO REPUBLISH: This article may be republished in newsletters and on web sites provided attribution is provided torepparttar author, and it appears withrepparttar 119483 included copyright, resource box and live web site link. Email notice of intent to publish is appreciated but not required. Mail to: eagibbs@ureach.com

Managers, supervisors, parents, teachers, see if these Head Start Seven Builders for Family and Youth apply to you as well.

Principle 1. Commit to Quality and Excellence in Thought and Action:

* Give quality service to all.

* Develop positive habits through daily practice.

* Develop and maintain a professional image.

* Providerepparttar 119484 finest working environment possible.

Principle 2. Be Caring of Others and Be Sensitive to Their Needs:

* Respectrepparttar 119485 individual.

* Listen and acknowledge.

*Be aware of what your actions say.

* Help others solve their own problems and realize their maximum potential.

* Eliminate cold prickles and dirty bricks.

* Provide warm fuzzes and golden bricks and with sincerity.

* Change leadership style as a person's competence and commitment grows.

Principle 3. Grow as a Total Person:

* Commit to self-development and improvement in all areas.

* Continually develop and maintain self-esteem and a sense of achievement.

* Set meaningful goals and evaluate your progress periodically.

* Believe in your ability to make significant contributions and make them!

* Promote training, education, self-sufficiency, and leadership for all children and adults.

Reducing the High Cost of Absenteeism

Written by Etienne A. Gibbs, MSW, Management Consultant and Trainer

Employers pay a high price for absenteeism, often more than they may realize, in terms of both financial and production losses and employee morale. Managers may viewrepparttar tasks of finding a substitute employee as a short-term inconvenience; however, absenteeism frequently has more serious long-term effects. Employers can, nevertheless, ensure that employees report in regularly and remain onrepparttar 119482 job.

Before employers can determinerepparttar 119483 best way to combat absenteeism, they must identifyrepparttar 119484 organizational and individual factors that contribute torepparttar 119485 problem. Amongrepparttar 119486 most common potential problem areas employers need to explore arerepparttar 119487 following:

* Job satisfaction: Employees who like their job are more likely to come to work than those who find work unstimulating.

* Work attitude: Some employees come to work no matter how sick they feel, while others call in sick no matter how well they feel.

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