CHAPTER I GUIDANCE: NATURE‚ MEANING‚ AND SCOPE Aim: This chapter consisting of four (4) lessons will familiarize you with the nature and definition of guidance and other related terms‚ trace the evolution of guidance‚ situate the place of guidance in the total educational set-up‚ and identify the need for guidance as bases for guidance work. Learning Objectives: Upon completion of chapter I and its corresponding four (4) lessons‚ you are expected to be able to: 1. Define guidance and
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DISCIPLINE and GUIDANCE Discipline is by no means punishment. It should be viewed as a learning/and or teaching experience. Understanding that all children learn at different developmental stages is detrimental in determining whether this is mistaken behavior or challenging behavior. Remembering that physical force and negative verbal feedback should not be used in the discipline process and could to lead harsher consequences for you. In understanding the use of proper
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Shaniece Walker Child Guidance I believe it is very important for parents and teachers to practice child guidance because they are the people that children look up to‚ while they are growing up. Especially parents‚ they are the first interaction that a child comes in contact with‚ so they are looking and observing every little thing that is being done and said. They are the ones that are a reflection of how a child will turn out when they get older. If a teacher is not fit to dealing with
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are usually short-lived and typically improve with guidance and age. There are some children‚ however‚ whose challenging behaviours may increase and result in injury to self or others‚ cause damage to property‚ interfere with acquiring new skills and/or social isolation. This report investigates the possible causes for challenging behaviors (focusing primarily on tantrums and biting) in infants‚ toddlers and young children and positive child guidance strategies that are important as the basis for intervention
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Supporting Good Practice in Managing Employee Relations The Start of the Employment Relationship Building successful employment relationships is important. It also makes good business sense: Organisations with good employment relationships tend to be more successful. Establishing and maintaining good faith relationships is the foundation to a successful business. Good faith generally involves using practical common sense and treating others in the way you would like to be treated
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COMPLAINT HANDLING Complaints 1. What causes people to complain? Why they don’t complain? Why do complaints occur? Complaints occur due to: - ← Delay ← Bad product ← Bad service ← Wrong/Incomplete Information ← A promise that is not kept 2. Why complaints need to be handled? ← Increase brand loyalty ← Improve on quality ← To gain an edge over the competitor ← To retain customers ← To stop unsatisfied customer from spreading bad word of mouth ← To strengthen the buyer-seller
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Code of Ethics and Standards of Professional Conduct CHARTERED INSTITUTE OF STOCKBROKERS Chartered By Act 105 of 1992 May 13‚ 2010 Code of Ethics and Standards of Professional Conduct for Stockbrokers These CIS Code of Ethics and Standards of Professional Conduct for Stockbrokers have been prepared by the Chartered Institute of Stockbrokers (CIS). CIS Code of Ethics and Standards of Professional Conduct shall apply‚ in its entirety‚ to all members except where a member is practising outside Nigeria
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writing on behalf of my client‚ who recently visited your practice and was extremely distressed and uncomfortable throughout her appointment. I would like to say that my service user has been using your practice for over ten years and our company have a very strong trusting relationship with your team. We expected your staff and service to be polite‚ welcoming and a comfortable experience throughout. Firstly when we entered your practice we were not seated and we were left standing for twenty minutes
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Complaint Speech (pet peeve or everyday nuisances) Time Limit: 2-4 minutes Outline: Standard format as described in lecture and text. Sample outline included below. Why we are doing this: This is a bridge from narrative to informative speaking where we use the entire speech preparation process but without the need for external research. In narrative speeches we simply relate a personal incident in the natural order of events as they occurred. We now move to another form of personal expression (complaining
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I‚ Sergeant D. M. Nguyen‚ employee number 129985‚ am currently assigned to the East Patrol Command‚ Northeast Division‚ Shift I. This correspondence is to address a complaint that will be filed on Officer T. Fletcher‚ employee number 130808‚ by the complainant‚ Mr. Joshua A. Berkery. The details are as follows: On June 21‚ 2015 at approximately 0550 hours‚ I was notified by Sgt. C. L. Watson who is assigned as the roll call sergeant‚ that an off duty Houston Police Officer (HPD) working and extra
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