Jam. Module 2doc

8/7/2019 Jam. Module 2doc

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JOB ACTIVE METHODSPilot Project

JobActiveMeth

ods.LeonardoDaVinciPr

ogramme


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JobActiveMeth


ogramme

MODULE 1 MODULE 2 MODULE 3 MODULE 4

STABILIZATION.ORIENTATION TO NEW JOB

OPPORTUNITIESPC BASICS. SELF PRESENTATION.

CONTENT 1

How to find personal resources. How to find new ideas How to use de PC with fun. Communication with use of new technologies.

METHODS

-Feedback.

-The clock.

-Two boxes.

-Hot ball.

-I criticise, I applaud, I suggest.

-6, 9 y 12. Who moved my cheese?

-Nought and crosses.

-Alphabet.

-Slide projector, greetings cards.

-My presentation in CD o Diskette.

-Webmail.

-To enrol and to enter in employment pages.

CONTENT 2

Social Competence. How to select new ideas? How to use the personal computer. How to create an application document.

METHODS

-Scale.

-The field.

-Questionnaire.

-Business needs.

-Fish backbone.


-Puzzle.

-A Group asks and another Group

answers

-Mural of witty ideas.

-Curriculum Vitae.

-Presentation letter.

-Advertisement.

CONTENT 3

Elimination of social and

economic prejudices.

How to proof new ideas? Learning to use internet. Application as sales conversation

METHODS

-Discussion.

-Two Scene.

-The ostrich complex.

-Positive chair.

-Anonymous letter.


-Internet pamphlet.

-Search for information on the internet.

-Mail and Job web pages

-Secrets.

-C.N.V. =Non-Verbal Communication.

-Effective techniques of sales conversation.

CONTENT 4

Motivation. How to make decisions? How to integrate the PC in my life. Presentation of the own person.

METHODS

-Weather forecast.

-Cooking Recipe.

-Test your motivation

-Prioritisation of decisions.

-Rational decisions.

-6, 9 y 12.

Who moved my cheese?

-Three questions.

-Brainstorming.

-Cards with suggestions.

-My price.

-Exploration of oneself.

-My objective.


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JobActiveMeth


ogramme

MODULE

ORIENTATION TO NEW JOBOPPORTUNITIES


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JobActiveMethods.LeonardoDaVinciP

rogramme

HOW TO FIND NEW IDEAS

HOW TO SELECT NEW IDEAS

HOW TO PROOD NEW IDEAS

HOW TO MAKE DECISIONS


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JobActiveMethods.LeonardoDaVinciProgramme

HOT BALL

I CRITICISE, I APPLAUD AND I SUGGEST

6, 9 AND 12. HOW MOVED MY CHEESE?

HOW TO FIND NEW

IDEAS


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Common reporting-mode

1. 2. 3. 4. 5.Reasons 5.Reasons 6. 7. 8.

Primary

targetContent Method

Purpose if

this

method

5.1 Common

reason of

development

methods

5.2 Specific

reasons why

this method

has been

developed

for older

unemployed

people

Methods

details,

description

of the

method

Description/

Instruction

Short

Test

Report

Orientation

towards new

job

opportunities

How to

find new

ideas

Hot

ball To know the

basis of

employment

sources

To show the

new

employment

sources for

the future.

To be aware

that each

employment

source results

in many jobs

in the future,

which means

new job

opportunities

for all of

them.

See overleaf See overleafSee over

leaf

HOW TO FIND NEW IDEAS HOT BALL


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6.1

Origin of

themethod

6.2

method

context

6.2

Method

context

6.3

Timing

6.3

Timing

6.3

Timing

6.3

Timing

6.4

Costs

6.5

materials

6.6

external

report

6.2.1

personal

6.2.2

national

6.3.1

method

preparation

6.3.2

participant

preparation

6.3.3

implementing

6.3.4

presentation

Own

initiative

for the job

active

method

project

For people

willing to

know the

new

employme

nt sources.

No

The organiser

explains that

the person

receiving theball must

offer new

ideas about

new job

opportunities.

5 minutes

The trainer

will explain

that new

employment

sources mean

and imply.

5 minutes

All

participants,

sitting or

standing up,

are put in a

circle in a

spacious

room with no

obstacles.

5 minutes

Simultaneously

, participants

throw the ball

from one to

another and

express an idea

about the

employment

sources. The

coordinator

writes down on

the blackboard

theparticipants

opinions.

40 minutes

All the written

ideas are

reach aloud,

making

comments if

necessary.

Everyone will

clarify the

idea he/she

expressed

while

throwing theball.

5 minutes

2

Euros

Ball

Chalk

Board

Method - details



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I. Preparation

The trainer must look for a spacious room (with no obstacles inside).

The trainer will give a ball to the participants. The trainer will explain to them

what is known as "new employment sources" and what they mean (see handout).

Participants must form a circle (sitting or standing up). 5 minutes.

The trainer will explain the method.5 minutes

II. Implementing-

"how to make..."

The questions on which opinions will arise are written down on two cards or on

the blackboard:

What are the new employment sources?

What are the three basic pillars in the new employment sources?

Each participant expresses an opinion and throws the ball simultaneously. 40

minutes.

The trainer writes down on the blackboard or on the cards the opinions stated by

the participants.

Ill .PresentationAll the written opinions are read aloud, being able to make comments.5 minutes.

When necessary, participants will clarify the opinion they expressed while

throwing the ball. 15 minutes.

Description / Instruction

HOT BALLHOW TO FIND NEW IDEAS


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SELF

ASSESSMENT

Does this method help participants to be more aware of the

sources generating new employment?

Express opinions and ideas about sectors to which no attention had

been paid in the past.

Make the participants aware that new employment is being created

thanks to new social needs.



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The new employment sources are related to new social needs, such as

Use and dimension of free time.

Increase in life expectancy.

Higher rate of female workers.

The sources that are generating more employment are the following:

1. Home service.

2. Care for children and the elderly.

3. Help for those with problems (drugs, alcohol, compulsive gambling, anorexia, bulimia...)4. Labour insertion

5. Housing improvement, maintenance and renewal.

6. Safety of public places and houses.

7. Audio-visual sector.

8. Local collective transports.

9. Increase in value of urban public spaces.

10. Proximity trade.

1 1. New ways of tourism and adventure.

12. Disposal of the waste products and recycling systems.

13. Pollution prevention and control.14. Water management.

15. Protection and conservation of natural spaces.

16. New communication and information technologies.

17. Cultural heritage.

18. Cultural and local development.



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1. 2. 3. 4. 5.reasons 5.reasons 6. 7. 8.

Primary


Purpose if

this method

5.1

common

reason of

developme

nt methods

5.2 specific

reasons why

this method

has been

developed

for older

unemployedpeople

Methods

details,

description

of the

method

Description/

instruction

Short

test

report

Orientation

towards new

jobopportunities

How to

find newideas

Icriticise,

Iapplaud

andI

suggest

Suggest new

ideas on jobopportunities

Analyse the

different

aspects on

which

participants

agree or

disagreeregarding

the new

employment

niches and

suggest

ideas.

Show the

participants

that they still

have

emplymentchances if

they have

initiative.

See overleaf See overleaf

See over

leaf

HOW TO FIND NEW IDEAS I CRITICISE, I APPLAUDAND I SUGGEST


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6.1

Origin of the

method

6.2

Method

context

6.2

Method

context

6.3

Timing

6.3

Timing

6.3

Timing

6.3

Timing

6.4

Costs

6.5

materials

6.6

external

report

6.2.1

personal

6.2.2

national

6.3.1

Method

preparation

6.3.2

participant

preparation

6.3.3

implementing

6.3.4

presentation

Psychological

literature

For people

willing to

know the

socio-

professiona

l reality

that they

live it.

No

The board isdivided into

three columns

of equal size .

on the firts

column we

write down the

phrases:

I CRITICISE; on

the second

column:

I APPLAUD; and

the third

column:

I SUGGEST.

5 minutes

-Participantsmust think on

the new job

opportunities

they can have

in the future.

5 minutes

-Each

participant

suggests an

idea for eachcolumn and

will write it in

the

corresponding

column.

20 minutes

Below each

column we

write the

activities, facts

and

opportunities

that we like or

dislike and

suggest ideas

that can be

helpful or

useful as job

opportunities.

45 minutes

All the

members of

the group

discuss the

third column.

15 minutes

1

euro

Materials

Chalk

Board

No

Method - details



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I. Preparation

The trainer divides the blackboard into three columns. On the first one he writes the phrase I

CRITICISE, on the second the phrase I APPLAUD and on the third the phrase I SUGGEST. 5 minutes.

The trainer will explain that the method consists of intervention by taking turns on the topic: New

job opportunities.

Participants will complete the different columns according to their thoughts. 5 minutes.

II. Implementing-

"how to make..."

Taking turns each participant sets out an idea related to

eachcolumn while the trainer takes notes. 20 minutes.

The activities, facts, jobs and chances that participants like,

dislike or suggest are written below each column.

The ideas that have been written will be used for

supporting new employment

perspectives.

Ill .PresentationAll the members of the group will discuss the third column, which corresponds to the ideas

suggested by participants regarding new employment opportunities, in about 15 minutes.




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Short test report

Has to be done by national test-partners

1. 2. 3. 4.

Method evaluation

Necessary changes at,

level for implementing the

method

Kind of difficulties, which

could arise in using the

method

How can results be used



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I CRITICISE I APPLAUD I SUGGEST



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1. 2. 3. 4. 5.Reasons 5.Reasons 6. 7. 8.

Primary


Purpose if

this method

5.1 common

reason of

developmen

t methods

5.2 specific

reasons

why this

method has

been

developed

for older

unemployed people

Methods

details,

description

of the

method

Description/

Instruction

Short

Test

Report

Development

of new jobopportunities

and niches.

How to

find,

select,

prove

newideas

and

make

decisions

.

Whomovedmy

cheese?

Participants

will be able to

orientate

themselves

towards new

job

opportunities

by analysing a

story.

To apply a

story dealing

with the

adaptation to

change to the

development

of new job

opportunities

and niches.

With a

simple story,

adults must

think

thoroughly

on how to

find, select,

proved new

ideas and

how to make

decisions

about new

job

opportunities

and niches.

See overleaf See overleaf See overleaf

HOW TO FIND NEW IDEAS 6, 9 AND 12.HOW MOVED MY CHEESE?


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I. Preparation

The trainer must give out a blank sheet of paper to each participant. 5 minutes.In about 15 minutes the trainer must explain that this method consists of

reading a story and after that, participants must extract four aspects which are

essential to the orientation towards new job opportunities, such as:

.How to find new ideas

.How to select new ideas

.How to prove new ideas and

.How to make decisions.The trainer must give out the handout-story. 5 minutes.

The story is read aloud and participants comment. 40 minutes.

Give the participants the handout 5 minutes.

II. Implementing-

"how to make..."

In 30 minutes, each participant has to write on the handout how the story is

related to How to find new ideas, how to select new ideas, how to prove new

ideas and how to make decisions.

Ill .Presentation Set out in 30 minutes what participants have found regarding these 4 elements.


HOW TO FIND NEW IDEAS 6, 9 AND 12.HOW MOVED MY CHEESE?


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Short test report


1. 2. 3. 4.

Method evaluation

Necessary changes on a nat,


method



method


Can the cheese

theory be applied to

other aspects of

life, such as the

labour field?

6, 9 AND 12.

HOW MOVED MY CHEESE?



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SELF ASSESSMENT

To apply the theory of change to the four elements of this module

on orientation towards new job opportunities.

To analyse and find parts of the story that can be applied to real life.

To incite people to think and relate things so that they can make the

best of the search for new employment.

6, 9 AND 12.




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HANDOUT

This method tries to group four contents related to:

.How to find new ideas

.How to select new ideas

.How to prove new ideas and

.How to make decisions.

The reason for making only one method is so that the elderly analyse a brief story, detect

each content and consequently toapply the "cheese theory" to their working life considering new job opportunities.

STORY: WHO MOVED MY CHEESE?

http://www.youtube.com/watch?v=4C0M2CL9TJE

6, 9 AND 12.


http://www.youtube.com/watch?v=4C0M2CL9TJEhttp://www.youtube.com/watch?v=4C0M2CL9TJE


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HANDOUT FOR PARTICIPANT:

Write what relation exists between the story ofWHO MOVED MY CHEESE?and how to

find new ideas for being orientated towards new job opportunities.

6, 9 AND 12.




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Write what relation exists between the story ofWHO MOVED MY CHEESE?and how

to select new ideas for being orientated towards new job opportunities.

6, 9 AND 12.




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Write what relation exists between the story ofWHO MOVED MY CHEESE?and how to

prove new ideas for being orientated towards new job opportunities.

6, 9 AND 12.




27/66


Write what relation exists between the story ofWHO MO VED MY CHEESE?and how

to make decisions for being orientated towards new job opportunities.

6, 9 AND 12.




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JobActiveMet

hods.LeonardoDaVinciP

rogramme

BUSINESS NEEDS

FISH BACKBONE


HOW TO SELECT

NEW IDEAS


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1. 2. 3. 4. 5.Reasons 5.Reasons 6. 7. 8.

Primary


Purpose if

this method

5.1 Common

reason of

developmen

t methods

5.2 Specific

reasons

why this

method has

been

developed

for older

unemploye

d people

Methods

details,

description

of the

method

Description/

Instruction

Short

Test

Report

Orientation

towards newjob

opportunities.

How to

selectnew

ideas.

Businessneeds.

Participants

have to

identify the

expectationsthat

companies

have of their

employees.

Introduce the

concept ofpsychological

contract.

To contrast

peopleswith business

needs.


HOW TO SELECT NEW IDEAS BUSINESS NEEDS


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6.1

Origin of the

method

6.2

Method

context

6.2

Method

context

6.3

Timing

6.3

Timing

6.3

Timing

6.3

Timing

6.4

Costs

6.5

Materials

6.6

External

report

6.2.1

Personal

6.2.2

National

6.3.1

Method

preparation

6.3.2

Participant

preparation

6.3.3

Implementing

6.3.4

Presentation

Literature on

methodologies.

People

have to

know the

new

opportuni

ties for

which

they arequalified.

No

The trainer

makes a list

with the rest of

the group of all

the specific

expectations

(see handout)

that companies

have on their

employees.They are

written down

on the board.

Participantswrite on a

blank sheet

their

professional

qualification,

what they are

qualified to

do or what

other new jobopportunities

they are

qualified to

work on.

Draw a parallel

between the

individual/

personal and

what the

companies

offer/want,

and what we

offer them asemployees.

30 minutes

Exchange of

ideas on the

topics: how

to obtain

psychologica

l contracts or

commitment

s between

the companyand the

employee.

30 minutes

1

Board

Blank

sheets of

paper.

No

Method - details



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I. Preparation

The trainer explains that the method consists of selecting new ideas by comparing what the

companies offer and what we have, and thus be orientated towards new job opportunities

that may

arise. 5 minutes.

The handout is read aloud and written on the blackboard so that everybody is able to see it. 5

minutes.

The trainer gives out the participants blank sheets of paper. 5 minutes.

II. Implementing-

"how to make..."

The participants write on a blank sheet their professional qualifications and in what other job

opportunities they are qualified to work. (My professional qualification isbut I am alsoqualified to work in). This way a parallel is drawn between what each participant is or the

work he/she has been carrying out and what he/she is also qualified to work in. Then the

ideas that characterize the participant as a versatile person in view of the new opportunities

of the labour market will be

selected. 30 minutes.

Ill .Presentation

In 30 minutes, participants will discuss the ideas that they have noted on their sheets and

after this exchange of ideas, each individual shall be able to select those ideas thatcharacterise him /her as a versatile person in view of the new job opportunities. As a result,

they will be able to achieve a commitment between the company and the employee in the

future.




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Short test report


1. 2. 3. 4.

Method evaluation

Necessary changes,


method



method


Is this method

useful for drawing a

parallel between

the companies

needs and what

participants are

able to offer?



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SELF

ASSESSMENT

To overcome the distance existing between an unemployed adult

and the business needs.

To prepare participants psychologically for the new job

opportunities.

Self-assessment compared to what employers want.



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HANDOUT "BUSINESS NEEDS"

The trainer makes a list with the rest of the group of the specific expectations that companies have

regarding their employees, among which some of them can be:

Loyalty

Progress of employees.

Satisfaction.

Business co-responsibility.

Company self-identification.Creative ideas.

Status quo.

Co-operation.

The trainer will make use of this list to suggest helpful ideas for facing the

labour market in the future.

Companies look for:

Emotional stability, Self-control, Sociability, Autonomy, Initiative, Resistance to change,

Versatile training, Social skills, Communication and Good appearance



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1. 2. 3. 4. 5.Reasons 5.Reasons 6. 7. 8.

Primary


Purpose if

this method

5.1 Common

reason of

developmen

t methods

5.2 Specific

reasons

why this

method has

been

developedfor older

unemployed

people

Methods

details,

description

of themethod

Description/

Instruction

Short

Test

Report

Developmentof new job

opportunities

and niches.

How toselect

new

ideas.

Fishbackbone

Analyse the

competencelevel with

regard to new

job

opportunities.

Set the

feasibilitywith regard to

new job

opportunities.

To know the

causes,

consequencesand solutions

of a job idea

in adult

people.

See overleaf See overleafSee over

leaf

HOW TO SELECT NEW IDEAS FISH BACKBONE


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6.1

Origin of the

method

6.2

Method

context

6.2

Method

context

6.3

Timing

6.3

Timing

6.3

Timing

6.3

Timing

6.4

Costs

6.5

Materials

6.6

External

report

6.2.1

Personal

6.2.2

National

6.3.1

Method

preparation

6.3.2

Participant

preparation

6.3.3

Implementing

6.3.4

Presentation

Labour

psychology.

For adults

willing to

select

suitable

idea for

work.

No

Explain the

method.

5 minutes

Give out each

participant

several blank

sheets of

paper.

5 minutes

Eachparticipant

write an idea.

The causes

and

consequences

are written

vertically

above and

below the

idea

respectively.

40 minutes

The more

practical ideas

whit regard to

new job

opportunities

are set out. On

the right, a

possible

solution is

noted down.

10 mi.

All the

written ideas

are

commented

on in the

group.

15 minutes

1

Blank

sheets of

paper

Pen

No

Method - details



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I. Preparation

Explain that the method is designed for analysing any idea on new jobopportunities (employment, projects or actions).

Participants have to write down the idea to analyse and draw from it whether it

is feasible or not.

Give out each participant blank sheets of paper. 5 minutes.

Give out the handout of the "fish backbone" graph.

This handout will be applied to find solutions to the unemployment situation

and analyse new job opportunities.

II. Implementing-

"how to make..."

In 40 minutes, participants will write down some ideas on the blank sheets.

Their corresponding causes and consequences will be then noted down above

and below each idea. See handout.

In 10 minutes the more practical ideas for the integration into the labour market

will be set out. On the right, the most suitable solution will be also written

down.

Ill .Presentation

All the fish backbones are commented in group, discussing the most interesting

aspects that may orientate participants towards new job opportunities. 15

minutes.




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SELF ASSESSMENT

Make participants think about the causes and consequences of

new job opportunities.

To find a solution to a job project after analysing it graphically.

To find reasons in order to make an idea or project useful andfeasible.



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Handout

Participants will apply this graph to each idea or new job.

Consequences

Causes

Solution



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JobActiveMethods.LeonardoDaVinciP

rogramme

POSITIVE CHAIR

ANONYMOUS LETTER


HOW TO PROOD NEWIDEAS


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1. 2. 3. 4. 5.Reasons 5.Reasons 6. 7. 8.

Primary

target

Content Method Purpose if

this method

5.1 Common

reason of

developmen

t methods

5.2 Specific

reasons

why this

method has

been

developed

for older

unemployedpeople

Methods

details,

description

of the

method

Description/

Instruction

Short

Test

Report

Development

of new job

opportunities

and niches.

How to

prove

new

ideas

Positive

chair

Eliminate false

expectations

with regard to

each

participants

chances.

The members

of the group

reflect and

told to the

trainer, who

will orientate

them towards

newemployment.

Support and

strengthening

of approaches

towards new

job

opportunities.

See overleaf See overleaf See over

leaf

HOW TO PROOD NEW IDEAS POSITIVE CHAIR


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6.1Origin of the

method

6.2Method

context

6.2Method

context

6.3

Timing

6.3

Timing

6.3

Timing

6.3

Timing

6.4

Costs

6.5

Materials

6.6External

report

6.2.1

Personal

6.2.2

National

6.3.1

Method

preparation

6.3.2

Participant

preparation

6.3.3

Implementing

6.3.4

Presentation

Experience in

training

courses for

adult.

For

people

willing to

prove

newideas.

No

The trainer:

-Places a chair

in the middle

of a classroom.

5 minutes

-Give out blanksheets of

paper.

The trainer

explain that

all

participants

without

talking

between

them, must

write down

on the paper

the 6 personal

characteristicsto which they

give more

value an

which they

think their

new job

opportunities.

15 minutes

Each

participant

come to the

middle of the

classroom and

sitting down on

the chair reads

out whathe/she has

written.

5 minutes per

person.

The rest of

the group

adds the

characteristi

cs

They notice

in the

person that

this failed towrite. This

way, new

job ideas are

provided.

1

Chair

Blank

sheets

and paper

No

Method - details




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I. Preparation

The trainer places a chair in the middle of the classroom. 5 minutes.The trainer gives participants blank sheets of paper. 5 minutes.

The trainer must explain that the method consists of writing down personal

characteristics that afterwards will be commented with their partners. 5

minutes.

II. Implementing-

"how to make..."

The technique starts when all the members of the group, without talking,

write the 6 personal characteristics to which they give more value. 15minutes.

Taking turns, each person sits down on the chair placed in the middle of the

classroom and reads out his/her characteristics.

The rest of partners add or correct the said characteristics. 5 minutes per

participant.

Ill .Presentation Each and every member of the group read their characteristics and the restmake suggestions and corrections in order to prevent making false expectations

towards the job opportunities.





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Short test report


1. 2. 3. 4.

Method evaluation



method



method


Does this method

prevent creating

false expectations

towards new job

opportunities?




46/66

SELF ASSESSMENT

Help to orientate the adult unemployed.

Through reflection and discussion, partners orientate and value the

participant's situation and possibilities.

Experiment on talking to an audience.




47/66


1. 2. 3. 4. 5.Reasons 5.Reasons 6. 7. 8.

Primary

target


this method

5.1 Common

reason of

developmen

t methods

5.2 Specific

reasons

why this

method has

been

developed

for olderunemployed

people

Methods

details,

description

of the

method

Description/

Instruction

Short

Test

Report

Development

of new job

opportunities

and niches.

How to

prove

new

ideas

Anonymo

us

letter

Analysis of

external and

internal

conflicts in

relation to

employment.

Orientate the

unemployed

to find those

elements that

make their

access to the

labour market

more difficult.

Express

hidden

frustrations.


leaf

HOW TO PROOD NEW IDEAS ANONYMOUS LETTER



48/66

6.1

Origin of the

method

6.2

Method

context

6.2

Method

context

6.3

Timing

6.3

Timing

6.3

Timing

6.3

Timing

6.4

Costs

6.5

Materials

6.6

External

report

6.2.1

Personal

6.2.2

National

6.3.1

Method

preparation

6.3.2

Participant

preparation

6.3.3

Implementing

6.3.4

Presentation

-Previous

training

experience.

-Dynamic

psychologic.

For those

people

who need

to

orientate

themselve

s and

prove

ideas

towardsnew job

opportuni

ties.

No

Give out

participants

the sheets of

paper and to

pen so that

they can write

the letters.

5 MinutesPlay music

Listening to

music,

participants

think

individually

about their

professional

life: what ii

has been like

and what theywould like it

to be.

10 minutes

Each

participant

writes a letter

concerning

his/her

professional

life (see

handout)15 minutes

The trainercollects all

the letters,

mixes them

up and reads

them aloud

anonymousl

y.

At the end

participants

compare

their

impressions.

30 minutes

1

Sheets

and paper

Pen

No

Method - details




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I. Preparation

Play light music in order to make a relaxed environment as the method is put

into practice.

Explain the method. 5 minutes.Give out participants sheets of paper and pens. 5 minutes.

Participants will think about their professional life during 10 minutes as they

listen to music.

II. Implementing-

"how to make..."

Each participant writes a letter about his/her professional life following the

enclosed model (see handout) and

Highlighting the following aspects:What he/she has not been able to do in his/her professional life.

What he/she has not dared to do.

And what he/she has not wished to do up to now.

Participants will individually write the letter in complete silence without

indicating their names. Once finished, they will fold the paper. 15 minutes.

Ill .Presentation

The trainer collects all the letters, mixes them up and reads them aloud.All participants will compare their impressions according to what the trainer has

read in about 30 minutes.

Everyone will give his/her opinion on the most relevant aspects of new job

opportunities.




50/66



51/66

SELF

ASSESSMENT

Verbalize and express conflicts related to employment.

Prevent the participant being afraid of the new job opportunities.

Prove positive aspects that may contribute to improve the

participant's situation.




52/66

Handout

Dear Trainer:

Throughout my professional life, I have not been able to achieve:

I have not dared to do:

Up to the present time I have neither said nor done:



53/66

JobActiveMe

thods.LeonardoDaVinciProgramme

PRIORITISATION OF DECISIONS

RATIONAL DECISION



HOW TO MAKE DECISIONS PRIORITISATION OF


54/66


1. 2. 3. 4. 5.Reasons 5.Reasons 6. 7. 8.

Primary

target


this

method

5.1 common

reason of

developmen

t methods

5.2 specific

reasons

why this

method has

been

developed

for older

unemployed

people

Methods

details,

description

of the

method

Description/

Instruction

Short

Test

Report

Development

of new job

opportunities

and niches.

How to

make

decisions

Prioritisation

ofdecisions.

People have

to prioritise

situations

according to

their training

To provide

useful

information

to help and

orientate

people

towards new

job

opportunities.

Old people

have to apply

priorisation

premises in all

situations.


leaf

HOW TO MAKE DECISIONS PRIORITISATION OFDECISIONS


55/66



56/66

I. Preparation

The trainer explains the method according to the trainer handout. 5 minutes

The trainer reads the handout aloud in an understandable way so that all

participants take in the ideas. A person may take notes on the blackboard.5

minutes.

The trainer gives each person a handout for participants. 5 minutes.

In 10 minutes they have a look at the handout and think what aspects of their

lives can be included in each column.

II. Implementing-

"how to make..."

The method is applied to each person, bearing in mind what the trainer

explained and the notes on the blackboard.

Then participants write their past situations in the corresponding column on the

table and put them in order.30 minutes.

Ill .PresentationThe trainer sets out the problems found by participants and the results

achieved. 15 minutes.





57/66

Short test report


1. 2. 3. 4.

Method evaluation



method



method


It is possible to

apply this method

for prioritising

decisions other

than professional

ones?




58/66

SELF

ASSESSMENT

Learning to prioritise decisions by applying the handout.

Think before making decisions.

It is easy to make decisions if this is done on a rational basis.




59/66

Handout for trainer

Prioritisation of situations:

1. Make a list:

note down all the pending subjects, worries or situations that

must be tackled.

2. Separate:

express specifically those subjects that have been expressed or

noted in a general, unclear way and that can give rise to

different interpretations. make a good definition of situations

and concerns.

3. Prioritise:

define which situation must be tackled in the first place.

by assessing:

the seriousness or importance.

urgency.

trend to become bigger or smaller.




60/66

Handout for Participants

SERIOUSNESS URGENCYTREND TOBECOME

BIGGER OR

SMALLER

ORDER


HOW TO MAKE DECISIONS RATIONAL DECISION


61/66


1. 2. 3. 4. 5.Reasons 5.Reasons 6. 7. 8.

Primary


Purpose if

this method

5.1 Common

reason of

developmen

t methods

5.2 Specific

reasons

why this

method has

been

developedfor older

unemployed

people

Methods

details,

description

of themethod

Description/

Instruction

Short

Test

Report

Development

of new jobopportunities

and niches.

How to

make

decisions

Rational

decisions

.Participants

have to make

a rational

decision by

considering

His/her

possibilities

To choose the

job possibility

that best

meets the

participants

objectives

and skills

To make

adults aware

of how they

have to make

decisions.





62/66

6.1

Origin of

the

method

6.2

Method

context

6.2

Method

context

6.3

Timing

6.3

Timing

6.3

Timing

6.3

Timing

6.4

Costs

6.5

Materials

6.6

External

report

6.2.1

Personal

6.2.2

National

6.3.1

Method

preparation

6.3.2

Participant

preparation

6.3.3

Implementing

6.3.4

Presentation

Invented by

me.

For people

willing to

know how to

make

decisions in

a rational

way and

with certain

risks.

No

Give out the

handout.

5 minutes

Read aloud

the handout

in a slow and

audible

manner.

Ask all the

doubts that

may arise.

Choose from

among several

the job

possibility that

best meets the

market

objectives and

on account of

acceptablerisks.

Evaluate the

selected

possibility in

the group,

the most

rational.

1 Handout No

Method - details




63/66

I. Preparation

The trainer should distribute the handout to the participants. 5 minutes.

The trainer should explain that the method consists on learning rules to decide

rationally, (to see handout) 15 minutes.

It should be read the handout aloud and all the doubts should be clarified that

arise. 10 minutes.

Ii. Implementing-

"how to make..."

During 30 minutes, each participant applies the rules read in the handout, forshe should mink it of several alternatives and to apply the 4 points. 30 minutes.

The trainer will help, if it is necessary, to the participants to distinguish among

wanted objectives and necessary.

The trainer should inform that all elected decision will bear a risks, and that

such risks should be aceptables.5 minutes.

Ill .Presentation In group, during 20 minutes, to evaluate yes the elected alternatives are themost rational decisions.





64/66

Short test report


1. 2. 3. 4.

Method evaluation



method



method


Does this method

successfully work

for people so that

they can make their

decisions in a

rational way?




65/66

SELF - ASSESSMENT

The aim is to make adult people aware of rational decision-making.

Help to choose a job from among several new job opportunities.

Make group decisions in a thorough way and with certain risks.




66/66

Handout

To decide is to choose the possibility (among several) that bestmeets the marked objectives with acceptable risks.

1. To announce the basic purpose or goal of the decision. Two

elements:

An action to take.

Object or subject.

2. To specify all the necessary objectives that the selected possibility must indispensably meet

as well as all the desired objectives that the selected possibility does not necessarily have to

meet. Necessary objectives have to be realistic and measurable and expressed as the results to

achieve.

3. To look for and evaluate the different possibilities that may meet the desired necessary

objectives. When a possibility does not meet the necessary objective, it is discarded.

4. All possibilities have risks. They will have to be analysed in order to get a better assessment

of each possibility before deciding. The assessment of risks will be done according to their

occurrence probability and seriousness in case they occur.


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