Life as an international student is more than just classes and school work. To help you fully experience Japanese life and culture, and make your stay here more fulfilling, you have the opportunity to participate in the Cultural Interaction Programs that are organized by Kansai Gaidai. Through the programs you will be able to interact with local students and their families, and get an introduction to Japanese culture.
For more information about these projects, and guidelines on how to apply, please visit their respective pages below.
Abstract Advances in technology have resulted in increasing opportunities for interactions between firms and customers, between customers, and between firms. The effective management of interactions and the interfaces where these interactions occur is increasingly being recognized as a source of lasting competitive advantage for firms. Firms that develop the capabilities needed for the successful management of interactions would be termed 'interaction oriented'. ^ First, we identify and discuss the four components of interaction orientation: (1) customer concept, (2) interaction response capacity, (3) customer empowerment, and (4) customer value management. ^ Second, we relate interaction orientation to performance measures. We posit the following: (1) An interaction orientation leads to superior customer-level relational performance; (2) An interaction orientation leads to superior customer-level profit performance; (3) Superior customer-level relational performance is associated with superior customer-level profit performance.
^ Third, we identify the antecedents of interaction orientation as: (1) A firm's dependence on trademarks and patents; (2) The institutional pressures that a firm faces to adopt interactive technologies; (3) The outsourcing expertise of a firm; (4) The extent to which a firm's employee rewards system is based on customer-centric measures of performance; (5) Whether a firm operates in the business-to-business industry or not. ^ Fourth, we examine the moderating effects of customer initiated contacts and competitive intensity on the interaction orientation-performance linkage. ^ The results based on a survey of top marketing managers in a hundred and seven firms, obtained using a structural equation modeling approach, provide evidence that the proposed relationships between interaction orientation, its consequences, and its antecedents are by and large supported. The commonly held view that customer-level relational performance is related to customer-level profit performance is not supported. However, both customer-level relational performance and customer-level profit performance affect aggregate level business performance positively. Also, contrary to expectations, the results indicate that interaction orientation is a phenomenon observed equally among business-to-business firms and business-to-consumer firms.
The extent of customer initiated contacts moderates the interaction orientation performance relationship whereas competitive intensity does not.
Covering Basics Employee orientation benefits the organization by providing an opportunity to introduce employees to the fundamentals of the company and their jobs from an administrative standpoint. Employees benefit from learning the important rules and details of the job and position. During orientation employers will verify any licenses or certifications required for the job-driver's license, teaching credential, broker's license.
Orientation Program For New Students
Employees will complete necessary paperwork, receive and review the employee handbook, learn about and sign up for benefits and learn about some very fundamental elements of the new position-parking arrangements, where the cafeteria and restrooms are.
The result is often a confused new employee who is not as productive as he could be. He is also more likely to leave the organization within a year. This is costly to both the employer and the employee. Multiply this by the number of employees that you hire each year and. With an ongoing labor crunch, developing an effective employee orientation experience continues to be crucial.
It is critical that new hire programs are carefully planned to educate the employee about the organization's and history and about who is who in the organization. A well thought out orientation program, whether it lasts one day or six months, will help not only in the but also in the increases in employee productivity. Organizations that have good orientation programs get new people up to speed faster, have better alignment between what the employees do and what the organization needs them to do, and. To Reduce Anxiety: Any employee, when put into a new, strange situation, will experience anxiety that can impede his or her ability to learn to do the job. Proper orientation helps to reduce anxiety that results from entering into an unknown situation and helps provide guidelines for behavior and conduct, so the employee doesn't have to experience the stress of guessing.
Orientation Program Outline
To Reduce Employee Turnover: increases as employees feel they are not valued or are put in positions where they can't possibly do their jobs. Orientation shows that the organization values the employee, and helps provide the tools necessary for succeeding in the job.
To Save Time for the Supervisor: Simply put, the better the initial orientation, the less likely that supervisors and coworkers will have to spend time. You can effectively and efficiently cover all of the things about the company, the departments, the during orientation. The manager and coworkers will then need to only reinforce these concepts. . To Develop Realistic Job Expectations, Positive Attitudes and Job Satisfaction: It is important that employees learn as soon as possible what is expected of them, and what to expect from others, in addition to learning about the values and attitudes of the organization. While people can learn from experience, they will make many mistakes that are unnecessary and potentially damaging.
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The main reasons orientation programs fail: The program was not planned; the employee was unaware of the job requirements; the employee does not feel welcome. Employee orientation is important—orientation provides a lot of benefits, and you can use feedback from participating employees to make your orientations even better. All new employees should complete a that is designed to assist them in adjusting to their jobs and work environment and to instill a positive work attitude and motivation at the onset. A thoughtful new employee orientation program can reduce turnover and save an organization thousands of dollars. One reason people change jobs is because they never feel welcome or part of the organization they join. What Do You Need to Include in Your New Employee Orientation Process?
The most important principle to convey during an orientation is your commitment to continuous improvement and continual learning. That way, new employees become comfortable with asking questions to obtain the information that they need to learn,. A well-thought-out orientation process takes energy, time and commitment, however, it usually pays off for the individual employee, the department, and the organization. One such example is Mecklenburg County's (North Carolina) success in revamping its. The employer wanted to live up to its credo of. In 1996, as part of a larger initiative to redesign services to meet customer needs, the Mecklenburg County Human Resources Department staff made a smart decision.
They viewed new employees as part of their customer base and asked their customers what they wanted. Employees were asked what they. They were also asked what they liked and didn't like about orientation. New employees were asked what they wanted to know about the organization.
Additionally, the organization's senior managers were asked what they believed was important for employees to learn when joining the county payroll. Using feedback collected from employees, Mecklenburg's HR training staff first realized that meeting employees' needs required more than a half day training session. The trainers crafted a one-day orientation that gave employees what they said they wanted and what senior management believed employees needed to know. Essentially, the orientation mix now includes the less exciting topics such as W-2s and, but it also includes details that let the employee know something about the organization. Need more on how to plan an employee orientation that's beneficial and fun? Key New Employee Orientation Planning Questions Human Resource professionals and line managers first need to consider key new employee orientation planning questions before implementing or revamping a current program.
These are the key questions to ask. What things do new employees need to know about this work environment that would make them more comfortable?. What impression and impact do you want to have on a new employee's first day?.
What key policies and procedures must employees be aware of on the first day to avoid mistakes on the second day? Concentrate on vital issues. What special things (desk, work area, equipment, special instructions) can you provide to make new employees feel comfortable, welcome and secure?. What positive experience can you provide for the new employee that she could discuss with her family at the end of the first day of work? The experience should be something to make the new employee feel valued by the organization. How can you help the new employee's supervisor be available to the new employee on the first day to provide personal attention and to convey a clear message that the new employee is an important addition to the work team? How to Put Your Best Foot Forward for a New Employee Since first impressions are crucial, here are some tips for putting your best foot forward.
Begin the process before the new person starts work. Send an to the new associate with the offer letter so that the employee knows what to expect. Stay in touch after he or she has accepted the position to answer questions.
Make sure the new person's work area is ready for the first day of work. Make sure that key coworkers know the employee is starting and encourage them to come to say 'hello' before orientation begins. A allows coworkers to stay in touch with the new employee and her schedule. Assign, to show the new person around, make introductions, and start training.
Let the mentor have sufficient notice so that they can make preparations. The for 90 days and may continue much longer if the pair makes a great connection. Many relationships go on for years and may even. Start with the basics.
People become productive sooner if they are firmly grounded in the basic knowledge they need to understand their job. Focus on the why, when, where, and how of the position before expecting them to handle assignments or big projects. Don't overwhelm them with too much information.
Provide samples about how to complete forms and the person's job description with the orientation packet. Have some fun. Concentrate only on the very important topics of the handbook. Play some games—this can help people learn. Games include Photo Match: after the tour.
Each employee is provided photos of other employees and a list of names. The object is to match the name with the face. Signature Hunt: While employees are touring the facility, provide them with a piece of paper with the names of several associates they will be meeting.
They are then asked to obtain the signatures of the people they meet. The employee who obtains the most signatures from a variety of new coworkers gets a prize. Other games that pertain to what the employee learned during orientation are also effective assurances that orientation is successful.