论大学生就业能力assignment [9]
论文作者:英语论文论文属性:作业 Assignment登出时间:2014-09-15编辑:zcm84984点击率:17533
论文字数:8865论文编号:org201409131118511874语种:英语 English地区:澳大利亚价格:免费论文
关键词:就业能力个人素质学术技能个人能力employ ability
摘要:本文是论大学生就业能力的留学生论文,就业能力理论可以很难被定义;有助于被雇用的因素有很多。Little在2001年表明,它是一个多维度的概念,相关的工作所需的因素和准备工作之间需要区分。
from a person's manner and behaviour. According to Goleman (1998, p. 68) people with self-confidence are able to present themselves with self-assurance and have “presence”. It has been suggested that self-confidence can be either a trait or something that is specific to certain situations. Norman and Hyland (2003) point out that if self-confidence is seen as a trait, which personality theorists suggest are relatively stable over time, then those who lack self-confidence would be unlikely to develop it through a learning activity. If, however, if it is viewed as a position specific concept, then it is possible for students to enhance their levels of self-confidence for any given situation. An increase in self-efficacy should be reflected by a boost in demonstrated self-confidence.
As a sub-set of employability skills, Meta skills can enable the student to expand and exploit the ranges of other skills they have developed. There is an understanding that reflection is a key graduate skill that can contribute to employability, the belief that the employability of students will be enhanced by their ability to reflect on their own learning. Knight and Yorke (2003b) describe employability as being a blend of self confidence and of meta-cognition, which includes students' ability to be reflective about their own progress.
Chapter 3
3 Discussion
3.1 Define Employability?
Personal attributes and attitudescan be connected to an individual's personality and educational background. According to Dench (1997) examples of attributes that are of great significance for employers are honesty, integrity, and reliability, generally fitting in, and playing the game. However, it is essential not to generalise since companies usually search for different attitudes and attributes. (Dench, 1997) Organisations generally put great effort into finding future employees with a personality profile that fit into the organisation, while others are more concerned with finding people with particular job experience skills. (Dench, 1995)
Due to the economic climate and the need for employers to recruit the ‘right' individuals for their organisations there has been a emphasis on personal attributes and skills. However, researchers have shown difficult to unifying a common vocabulary. Among the most common terms used are behavioural, generic, transferable, core and key skills. These skills give indications of an individual's behaviour and how the person could function in the workplace. However it is recognised that personal skills involve abilities regarding teamwork, problem solving, negotiation and communication. From the research literature it is argued whether or not that these attributes are taught or increased. There are arguments stating that skills are innate, while others claim it is a matter of training. Nevertheless, something that many researchers agree upon is that service is becoming increasingly important due to, for instance, customer demands, more knowledgeable customers, and increased quality check-ups. (Dench, 1997) Skills are perceived, analysed and measured differently by different people. Storey (2007) suggests “it is about individual attributes and capacities people have for performing certain activities”.
3.2 Who values transferable skills and qualities?
The review of the available literature has shown that graduate employers are look
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