Tag-arkiv: Paid Agriculture Internship

agri LIDA brings young adults together from all over the world to share and learn ideas, beliefs, and agricultural practices through international paid agriculture exchange programs in Denmark. Agriculture internships are an important step towards finding a job after your graduation.

You got fired. What’s next?

 Don’t panic.

Your heart is pounding. You’re freaking out. You don’t know what to do. It’s okay. Oprah’s been fired… Vogue editor Anna Wintour has been fired… Steve Jobs was fired from the company he co-created… Know that you are not a failure. You are simply facing a setback.

 

Take a step back and reevaluate.

  • As cliché as it sounds, everything happens for a reason. This is the time to assess the situation at hand.  Understand why you have been fired. Figure out your strengths and weaknesses and take accountability for what you may have done wrong. Blaming others won’t help.  Ask yourself questions such as
  • Was it the right place for you?
    Is this career you really want?
    Were there outside factors contributing to your setbacks or were you simply unmotivated?
  • We advises students to speak with their advisors after the termination.
  • If they were terminated mid-internship, we would encourage them to first talk to their advisor. It is always good to self-reflect on what went wrong and how to avoid making the same mistakes with the next internship. The advisor will help with this process and also help the student understand (from an employer perspective) why they were terminated. The advisor should be able to help the student find an internship that speaks to the student’s strength and gives the person the best chance to be successful.
  • Whatever the answer to whatever question, it is good to figure it all out before applying to your next internship. In addition, this would be a good time to relax and get your head together. This can be emotionally straining.

Redo your resume and cover letter.

  • After taking time to reflect and move forward, it would be best to edit your resume and cover letter. If you truly understand what went wrong at your last internship and how you learned and improved, be prepared to talk about being fired. Depending on the circumstances though, it may not be best to put yourself in a situation where your former experience can jeopardize a new one. Removing that experience from your resume may be necessary. However, honesty is the best policy.
  • Keep in mind though, if the employer finds out you lied on an application then it could be grounds for termination since the application would have been falsified…Recruiters are mini investigators and will press about gaps in employment and can also find information on LinkedIn and other social media.

Move forward.

  • That’s it. It’s over. It happened. You learned your lesson. Be sure to take the lesson with you into your next professional endeavor. Focus on your strengths and work on your weaknesses.
  • Employers want to know that you learned from the experience and how you would have/will do things different. They also know that whatever you did to get fired, you own and won’t do again.
  • The moral of the story is learning from your mistakes. It is okay to pick yourself up, and move forward. Before seeking an internship, find out if that company or organization is a place you feel fits. Professionalism is key. If you decide that you won’t let your mistakes hinder you from success, then you will be just fine.

Things Not to Say or Do If You’re Fired

  • Don’t impulsively disparage your supervisor or blame co-workers or subordinates for your performance problems. This is a hard one if you think they helped cost you your job, but future employers will conduct thorough background checks and seek input from former colleagues at all levels. Any enemies that you’ve made with your departing comments will be more likely to share damaging information. Parting impressions can be lasting and might influence staff to view you as a negative person
  • Don’t be afraid toask for a recommendationas part of your separation agreement, or at least clarify how your employer will field inquiries about your tenure. If you have supportive colleagues, ask if they might furnish a positive recommendation while you are still in close contact.
  • Don’t broadcast your firing to networking contacts and friends immediately. Before you tell the world you’ve lost your job, take the time to think through your message and how you’d like to be perceived by colleagues and other professional contacts. Frame your story around a theme such as the job not being the right fit for you. But don’t be overly critical of your employer or the company in general. Save your venting of emotions for a limited group of trusted friends or family members.
  • Most importantly, don’t lose faith in yourself. A firing can be demoralizing but remember it is only one employer’s decision, and there will be other, more suitable options for you. Take the time to regroup and find a job that is a better fit for you and your interests. It may be that this wasn’t the right job for you and a push to find a new one is just what you needed to move along your career.

Internship Cancelled

“On Thursday I talked to someone in HR who said that there is a strong possibility that there will no longer be an internship position for the summer. She said she will tell me for certain on Wednesday. What can I do to save this internship?

Don’t focus on figuring out how to save the internship… if they need to cancel it they will and trying to save a sinking ship will prove nothing more than futile. Instead focus on looking for new opportunities. Contact people within firms that don’t have structure recruiting. It’s going to be a lot of work but that’s what it takes sometimes.

Supervisory visit

 Supervisory visit.

The social partners (the association of agricultural employers, the trade union of 3F and Agriculture & Food Council) are obliged by the Danish authorities to visit a number of interns of the Danish agricultural/horticultural internship program.

 

 

“You and your intern host have been randomly selected for such a visit.

  • The letter you get will inform you about the purpose of the visit, what papers you need to bring to the interview and the length of the interview. The date and time of the interview is listed in the letter for your host.
  • The selection of those selected for supervision is based on a random principle, but according to the agreement must comprise between 5 and 10% of the approvals given during the year.

The purpose of the visit is to ensure that:

  • the conditions of your stay is in accordance with the aims of the internship program
  • your wage- and working hours are according to the collective agreements
  • the aims and tasks of your daily work as an intern are in accordance with that of the vocation training program in Denmark
  • your stay in Denmark is taking place in relation to a relevant study or training in your home country
  • accommodation during your stay is of appropriate standard

What official papers are required?

We ask you and your host to have all appropriate paper available for the interview:

  • your contract
  • documentation for your wage and tax (paycheck)
  • work permit

How will the interview take place?

The interview is carried out in an informal situation. The interview will for some part include your host, but can also for some aspects take place without your host if desired. You are welcome to come forward with additional questions or aspects related to your stay.

Where will the interview take place?

The interview and visit will take place at the address of your workplace and we expect that the interview will last about 45 minutes. If your host has more than one intern that has been selected for a supervisory visit, the interview will include this/these person(s).

Tilsynsbesøg af udenlandsk praktikant

Praktikvirksomhed med udenlandske praktikanter

Tilsyn med udenlandske praktikanter   

 Jordbrugets Uddannelser har indgået aftale med Styrelsen for International Rekruttering og Integration (SIRI) om, at Jordbrugets Uddannelser stikprøvevis foretager tilsynsbesøg på praktikvirksomheder, der har udenlandske praktikanter beskæftiget.

Udvælgelsen af de, der udtages til et tilsyn sker efter et tilfældighedsprincip, men skal i henhold til aftalen omfatte mellem 5 til 10 % af de godkendelser der gives i løbet af året.

Tilsynet omfatter:

En konstatering af, at ansættelsen følger de forudsætninger som arbejds- og opholdstilladelsen er givet på, hvilket vil sige løn og ansættelsesvilkår i henhold til ansøgningen og at der udføres arbejde, der er relevant i forhold til den uddannelse praktikanten er i gang med i sit hjemland.

Den udenlandske praktikant skal fremvise følgende dokumenter ved besøget: Opholdstilladelse, ansættelseskontrakt, seneste lønseddel og sygesikringsbevis.

Tilsynsrapport og evt. opfølgning

De tilsynsførende udarbejder i forbindelse med tilsynet en tilsynsrapport med oplysninger om løn- og ansættelsesforhold, praktikantens arbejdsområder og uddannelsesforløb samt resultatet af tilsynet m.m.

Såfremt resultatet af tilsynet giver anledning til anmærkninger i tilsynsrapporten vil praktikvirksomheden skriftligt modtage oplysninger om, hvilke anmærkningerne de tilsynsførende har anført i tilsynsrapporten. Hvis tilsynet ikke giver anledning til bemærkninger vil der ikke blive fremsendt yderligere. 

Tilsynsrapporter med anmærkninger videregives til SIRI, evt. andre myndigheder eller det faglige udvalg for erhvervsuddannelsen. Jordbrugets Uddannelser er nedsat af repræsentanter fra Landbrug & Fødevarer, Fagligt Fælles Forbund og Gartneri-, Land- og Skovbrugets Arbejdsgivere.

Unpaid and Paid Internships

When looking at internship options, you’ll quickly notice a huge difference between them – some internships are paid and some are not. It might seem like an easy choice at first. Of course, you want a paid internship. It isn’t always easily cut and dry though. 

 

 

 

  • Educational Opportunities: You should take an internship that really lets you sink your teeth into the job. Not getting paid is easy to overlook if you’re allowed to take on responsibilities and learn a lot about your field. That’s better than being a paid coffee boy/girl.
  • Flexibility: Going to school full-time and doing an internship can be draining. If you find an option with flexible hours and people who want to work with your schedule, that might be a better option than a demanding paid internship.
  • Interest: Internships come in all shapes and sizes. Don’t take a job you aren’t going to like just for the money. College is the time to experiment with fun career choices, even if you aren’t getting paid. Take an internship you want, not one that will be soul-sucking just to fill your wallet.

Ny ferielov

Den 1. september 2020 træder en ny, dansk ferielov i kraft.

ferieMed den nye ferielov har du samme ret til ferie, som du har i dag. Der vil fortsat være to former for feriebetaling, nemlig ferie med løn og ferietillæg eller ferie med feriegodtgørelse.

Hvor din ferie tidligere blev optjent fra 1. januar til 31. december, bliver ferien nu optjent løbende i ferieåret fra den 1. september til den 31. august året efter (12 måneder). Med den nye ferieordning vil du – som i dag – optjene 2,08 feriedage om måneden.

Samtidighedsferie

Er du ny på arbejdsmarkedet, kan du med den nye ferieordning holde ferie tidligere (samtidighedsferie) end nu, hvor der i visse tilfælde kan gå op til 1,5 år, før du har ret til ferie med løn.

Den nye ferieordning betyder, at du kan afholde din optjente ferie fra den 1. september til den 31. december året efter (16 måneder). Du kan altså holde ferie løbende i 16 måneder, og det betyder, at du kan planlægge din ferie mere fleksibelt.

Overgangsordning

Ferieloven træder i kraft 1. september 2020. I perioden fra 1. september 2019 til og med 31. august 2020 vil der dog være en overgangsordning, hvor ferie der optjenes i den periode vil blive indbetalt til en fond (indefrysning af ferie).

Det betyder, at 2019 er et forkortet ferieår. Den betalte ferie eller den feriegodtgørelse som du optjener fra 1. januar 2019 til 31. august 2019, kan du bruge til at holde sommerferie i perioden 1. maj 2020 til 30. september 2020.

Du kan også overføre (noget af) den betalte ferie eller den feriegodtgørelse, som du optjener fra den 1. januar 2019 til 31. august 2019, til afholdelse efter den nye ferielov, som træder i kraft 1. september 2020.

Ferie i 2019

Som udgangspunkt skal du holde ferie, som du plejer, i 2019.

Glem myten om, at medarbejderne går på grund af chefen

motiverDet passer ikke, når det siges, at dygtige medarbejdere typisk forlader deres gode job, fordi de ikke kan med chefen.

Og nej, de færreste forlader jobbet på grund af chefen. De rejser fordi deres job ikke længere, og måske aldrig, har været meningsfuldt. Fordi de ikke mener, deres talent bliver udnyttet godt nok. Og fordi de ikke kan se en karriere i virksomheden for sig.

Vi understreger derfor vigtigheden af, at ledere – for at motivere og fastholde de dygtige medarbejdere – har fokus på, hvad deres medarbejdere nyder at arbejde med og på at knytte medarbejdere med supplerende kompetencer sammen. Så der også ad den vej skabes mere meningsfulde samarbejder.

Kloge ledere skaber mulighed for, at mennesker kan udnytte deres evner,  Så start med at interviewe medarbejderne om det, de gerne vil arbejde med – frem for at vente med at spørge, hvad der gik galt, den dag de står med benene halvt ude ad døren.

Sluk for den indre stemme og vær til stede

Alt for mange ledere er ikke mentalt til stede i samtaler med andre, men lader sindet gå på vandring og deres egen indre stemme overdøve det, der bliver sagt. Derfor er ledere – hvis de virkelig vil engagere og motivere andre – nødt til at dæmpe den indre stemme og al dens “jeg ved, hvad du vil sige, allerede før du har sagt det.”

VEJEN TIL EN GOD FØRSTE DAG

VEJEN TIL EN GOD FØRSTE DAG…

Der findes utallige historier om nye medarbejdere, der er mødt op til en mildt sagt uheldig første arbejdsdag. Negative oplevelser på første dag har konsekvenser. Hvis ikke medarbejderen ligefrem bliver væk dagen efter, giver det i hvert fald et ordentligt hug til trygheden og glæden ved jobbet.

En dårlig første dag kan også forlænge tiden, indtil vores nye medarbejder er helt oppe i gear. Og risikoen for, at ansættelsesforholdet bliver kort, stiger.
Vejen til en god første dag går gennem planlægning. Vi skal være parate til den nye.
Indsatsen skal naturligvis stå mål med virksomhedens størrelse, hvor mange resurser
vi har osv. I det følgende vises en række ideer, der kan benyttes efter behov.

Kontaktperson i virksomheden

Der skal være en person klar til at tage i mod. Der opstår ofte hastesager, og chefen kan blive tvunget ud på opgaver, der virker mere presserende, end at en ny ansat starter. Men hvis det kan ske så sørg for, at der er en backup-person. Det er en kæmpe ærgrelse for en ny medarbejder at tilbringe de første timer alene.

Morgenmad med kollegerne

En gammel klassiker er at have morgenbrød med og bruge en times tid på at
spise og tale om løst og fast. Og fx tage en ”bordet rundt”, så alle får præsenteret
sig selv. Hos dem der brugte tricket fra side 16 med at sende et lille spørgeskema
til den nye ansatte før første dag, er snakken allerede i gang.

Dagsplan og ugeplan

Der bør være en klar plan for, hvad der skal ske i løbet af den første uge. Måske
har du allerede tilsendt den, før den nye ansatte startede. Hvis ikke, så hav den
klar på skrivebordet eller hvad der nu vil være den nye medarbejders faste base.
Brug tid på at tale den igennem med den nye ansatte.

Hav konkrete opgaver klar

Et job kan være så indviklet, at det kræver en stor mængde oplæring at komme
rigtigt i gang. Men kan vi have konkrete opgaver klar til dag ét, vil det skabe stor
motivation hos den nye. Det gælder, uanset om det er en journalist, tømrer, frisør
eller praktikant… Opgaven skal selvfølgelig planlægges, så den ikke gør skade på
kundeforhold og andre relationer.

Rundvisning

Hvis der er tale om et større sted, så vis rundt og hils på folk i andre afdelinger og
forklar, hvad der sker. Det behøver ikke være chefen, der gør det. En kollega – fx
en buddy – kan gøre det ligeså godt. Det er i øvrigt også et fint ansvar at give
sine andre ansatte.

How to Prepare Yourself Before the Start of an Internship

Knowing where to find inside information about a potential employer can mean the difference between getting a job from a great company and heading down the wrong path.

It’s tempting to jump on the first job offer you get, but the last thing you want to do is find yourself working for a company that doesn’t align with your goals or values. But it’s difficult to get a full picture of a company’s culture and working environment in a few short interviews and one tour of the office building.

Take Time to Review the Company’s Website

Before starting your research, take some time to think about what you want and need — both from and beyond the job — to be successful and truly engaged at work.

Take time to review and learn about the company, its products and services, and the employees who currently work there. Check out current employees LinkedIn Profiles so that when you begin your internship, you’ll feel that you already know your supervisors and co-workers. Be prepared on your first day to go around and meet people and introduce yourself. Taking the initiative to meet your co-workers will help set a good tone for your ability to establish personal and professional relationships.

 

 

 

How to Work with Someone You Hate

god morningWorking with someone you hate can be distracting and draining. Pompous jerk, annoying nudge, or incessant complainer, an insufferable colleague can negatively affect your attitude and performance. Instead of focusing on the work you have to do together, you may end up wasting time and energy trying to keep your emotions in check and attempting to manage the person’s behavior. Fortunately, with the right tactics, you can still have a productive working relationship with someone you can’t stand.

If you work with someone you don’t like, you’re not alone… The detested co-worker is a familiar archetype, this is part of the human condition… There are always other people — be they relatives, fellow commuters, neighbors, or coworkers — who we are at risk of tangling with. Avoiding people you don’t like is generally a successful tactic but it’s not always possible in a workplace. Some people are there, like it or not. Next time you find yourself shooting daggers at the person in the cubicle next to you, consider the following advice.

Manage your reaction

Your response to your dreaded co-worker may range from slight discomfort to outright hostility. The first step is to manage it. If there is someone who is annoying or abrasive, don’t think about how the person acts, think about how you react. It’s far more productive to focus on your own behavior because you can control it. This will enhance your ability to handle stress, which means the annoying person isn’t that annoying anymore.

Keep your distaste to yourself

While working through your displeasure, avoid the temptation to gripe with other coworkers. Because emotions are so contagious, you can bring everyone down. Besides, complaining about someone in your work can reflect negatively on you. You may garner a reputation as unprofessional or be labeled as the difficult one. If you find you have to vent, choose your support network carefully. Ideally, choose people outside the work.

Consider whether it’s you, not them 

Once you have your reactions in check, think about what it is you don’t like about the person. Is there something specific that sets you off? Is it that she’s just different than you? Does he remind you of your father? Do you wish you had her job? Jealousy and other negative emotions can cause us to wrongly assess and mistreat others. When someone is doing better than us, we tend to scorn them… Differences can make us biased. Our favorite person in the world is ourselves. The more different someone is from us, the more likely we are to have a negative reaction to them. Focus on the behaviors, not the traits, that irk you; this will help you discern stereotypes from true dislike. Start with the hypothesis that the person is doing things you don’t like but is a good person. By better understanding what is bothering you, you may also be able to see your role in it. It’s reasonable to assume you’re part of the problem… Be honest with yourself about your share of the issue. And be on the lookout for patterns. If everywhere you go there’s someone you hate, it’s a bad sign.

Principles to Remember

Do:

  • Manage your own reaction to the behavior first
  • Practice emotional detachment so the person’s behaviors don’t bother you
  • Spend time trying to get to know the person and better understand what motivates him

Don’t:

  • Assume that it is all about the other person — you likely play some part
  • Commiserate with others who could be unfairly influenced by your negativity or may judge you for your complaints
  • Give feedback unless you can focus on work issues and can avoid a personal conflict