jam. module 2doc
TRANSCRIPT
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JOB ACTIVE METHODSPilot Project
JobActiveMeth
ods.LeonardoDaVinciPr
ogramme
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JobActiveMeth
ods.LeonardoDaVinciPr
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.
-6, 9 y 12. Who moved my cheese?
-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.
-6, 9 y 12. Who moved my cheese?
-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
ods.LeonardoDaVinciPr
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
HOW TO FIND NEW IDEAS HOT BALL
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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
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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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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
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
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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.
Description / Instruction
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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
HOW TO FIND NEW IDEAS I CRITICISE, I APPLAUDAND I SUGGEST
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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
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
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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.
Description / Instruction
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Short test report
Has to be done by national test-partners
1. 2. 3. 4.
Method evaluation
Necessary changes on a nat,
level for implementing the
method
Kind of difficulties, which
could arise in using the
method
How can results be used
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.
HOW MOVED MY CHEESE?
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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.
HOW MOVED MY CHEESE?
HOW TO FIND NEW IDEAS
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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.
HOW MOVED MY CHEESE?
HOW TO FIND NEW IDEAS
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HANDOUT FOR PARTICIPANT:
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.
HOW MOVED MY CHEESE?
HOW TO FIND NEW IDEAS
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HANDOUT FOR PARTICIPANT:
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.
HOW MOVED MY CHEESE?
HOW TO FIND NEW IDEAS
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HANDOUT FOR PARTICIPANT:
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.
HOW MOVED MY CHEESE?
HOW TO FIND NEW IDEAS
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JobActiveMet
hods.LeonardoDaVinciP
rogramme
BUSINESS NEEDS
FISH BACKBONE
6, 9 AND 12. HOW MOVED MY CHEESE?
HOW TO SELECT
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
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.
See overleaf See overleaf See overleaf
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.
Description / Instruction
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Short test report
Has to be done by national test-partners
1. 2. 3. 4.
Method evaluation
Necessary changes,
level for implementing the
method
Kind of difficulties, which
could arise in using the
method
How can results be used
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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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
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
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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.
Description / Instruction
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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
6, 9 AND 12. HOW MOVED MY CHEESE?
HOW TO PROOD NEWIDEAS
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Common reporting-mode
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
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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.
Description / Instruction
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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
Does this method
prevent creating
false expectations
towards new job
opportunities?
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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.
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Common reporting-mode
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 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.
See overleaf See overleaf See over
leaf
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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
-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.
Description / Instruction
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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.
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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:
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JobActiveMe
thods.LeonardoDaVinciProgramme
PRIORITISATION OF DECISIONS
RATIONAL DECISION
6, 9 AND 12. HOW MOVED MY CHEESE?
HOW TO MAKE DECISIONS
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Common reporting-mode
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
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.
See overleaf See overleaf See over
leaf
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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.
Description / Instruction
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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
It is possible to
apply this method
for prioritising
decisions other
than professional
ones?
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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.
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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.
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Handout for Participants
SERIOUSNESS URGENCYTREND TOBECOME
BIGGER OR
SMALLER
ORDER
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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
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.
See overleaf See overleaf See overleaf
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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
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
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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.
Description / Instruction
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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
Does this method
successfully work
for people so that
they can make their
decisions in a
rational way?
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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.
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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.
HOW TO MAKE DECISIONS