Person Centered Practice

Abstract

This study gives us a clear picture about the concept of job satisfaction derived by the employees. The study, furthermore, tries to explain all the concepts related to job satisfaction such as job involvement, motivation, employee benefits etc. Finally, the study helps to evaluate the total amount of job satisfaction derived by the male and female employees

Table of Content

Abstract2

Introduction4

Rogers and the Person-Centered Approach4

PSP Influence The Multicultural Organization In Increasing Job Satisfaction And Motivation In Employee5

Motivation Theory In PCP To Motivate The Team Members8

Theory X and Theory Y9

Concept of Job Satisfaction11

Techniques and Interventions12

Importance of Job Satisfaction13

PCP Practices And Dimensions Of Job Satisfaction14

Person-Centered Planning15

Standards And Principles Of Normal Life15

Individual Planning Approaches16

The Social Model Of Disability17

Social Inclusion17

PC Influenced PBS and School Wide Student Discipline17

The Impact of PCP (Person Centered Planning)19

Conclusion20

References22

Person Centered Practice

Introduction

“When people are accepted and valued, they tend to develop an attitude of greater attention to themselves. When people are listening empathetically, it becomes possible for them to pay to listen carefully to the flow of inner experience. However, as a person understands herself, the self becomes more congruent with the experience. The person thus becomes more authentic, more genuine. These trends are the equivalent of the attitudes of the therapist, allowing the individual to be effective promoter of its growth. There is greater freedom in being a real person, total.” (Wells, 2012)The managers have enthusiastic function in the productive designing and implementation of the principles and conclusions that in melody with the enterprise changes. They should proceed as strategic partners and be proactive in their function than meagre reactive, passive spectators. The managers should realize how far their conclusions assist to enterprise excess integrating human competency and presentation to the multi-national corporation. Strategic managers require a change in their expectation from glimpsing themselves as connection managers to strategic asset managers. A vital facet in relative to behvaior is the notions of fit and flexibility. The stage of fit works out the human asset system's integration with association strategy. It is the function of Managers to double-check this fit in between Human Resource System with the Multi-national Corporation Strategy (Wright, 2007).

The role for multi-national corporation s is therefore to determine which behaviours are appropriate for their strategy, and which PCP practices are effective in eliciting these behaviours. For instance, different types of rent sharing practices (multi-national corporation al, group, and individual-level) that correspond to different strategic focus can elicit fundamentally different employee behaviours. The resource-based perspective of the managers has certainly dominated PCP research in recent years as the main theoretical foundation that explains the linkage between PCP and firm performance (Stokes, 2011).

Two main assumptions underlying this view are that first, firms are heterogeneous with respect to the strategic resources (i.e., physical, multi-national corporation al, or human) that they control and second, that these resources are imperfectly mobile within factor markets (Russell, 1971).

Rogers and the Person-Centered Approach

Person-Centered Approach Institute (IACP) was founded by Carl Rogers and named after him. The system created by Rogers is not just a theory but is ...