Tag-arkiv: international intership

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.”

EN GOD TONE SMITTER, MEN DET GØR EN DÅRLIG TONE OGSÅ

Om omgangstonen

tal ordentligtOmgangstonen handler om, hvordan vi kommunikerer med hinanden på arbejdspladsen, dvs. både kommunikationen medarbejderne imellem, men også din kommunikation over for medarbejderne. Generelt vidner en god omgangstone om, at der er et godt samarbejdsklima på arbejdspladsen, og at I respekterer hinanden. En god tone smitter, men det gør en dårlig tone også. Omgivelserne mærker hurtigt, hvis tonen er dårlig.

En dårlig omgangstone kan være udtryk for dårlig trivsel og en måde at håndtere stresssituationer på. Når vi er stressede eller ved at blive stressede, reagerer nogle ved at blive mere irritable og ”bider af” andre, nogle bliver pessimistiske og opgivende, og andre reagerer ved ikke at sige så meget. Under tidspres, eller hvis man har en dårlig dag, kan en hård tone være det, der får bægeret til at flyde over. Så selv om man hidtil har kunnet klare tonen, bliver det pludselig for meget og kan føre til konflikter på arbejdspladsen.
Derfor bør der gribes ind over for en dårlig omgangstone, og det bør drøftes, hvordan man taler til hinanden.

Hvad kan du gøre

For at få overblik over, hvad du kan gøre, så start med at finde ud af, hvad det er, der fortælles/opleves om omgangstonen hos jer, hvad problemet er, hvem der oplever det, og hvem eller hvad der er med til at skabe den dårlige omgangstone.
På en arbejdsplads, hvor omgangstonen har baggrund i virksomhedskultur og gamle vaner, kan det måske være vanskeligt selv at se, hvor skoen trykker. Her kan udsagn omkring omgangstonen fra nye medarbejdere eller medarbejdere, der siger op, være en indikator.
I forbindelse med medarbejderudviklingssamtalen (MUS), hvis I gennemfører sådanne, kan du tage omgangstonen op med den enkelte medarbejder og høre, hvad han/hun synes om den måde, man omgås hinanden på.

Samtale med enkeltpersoner

Bliver du opmærksom på, at det er enkelte medarbejdere, der er med til at skabe den dårlige omgangstone, bør du tage en snak med dem om deres adfærd. Undgå at virke anklagende, men vær bestemt i din holdning omkring, at I ikke accepterer en dårlig omgangstone på arbejdspladsen. Lyt også til den pågældende medarbejder, og find ud af, om der er noget, der ligger til grund for den omgangstone og adfærd, medarbejderen udviser.

Forebyg dårlig omgangstone

Tag en snak om omgangstonen på et personalemøde

I kan tage temaet ”Omgangstone” op på et personalemøde el.lign. og få en snak om, hvordan I omgås hinanden, og hvordan de forskellige medarbejdere opfatter omgangstonen. Tal også om, i hvilke situationer, at kommunikationen går skævt, og hvornår det er svært at ha’ en ordentlig omgangstone. Det er også vigtigt, at I ser fremad og får talt om, hvordan sproget og omgangsformen skal være, for at det er rart at være på arbejde, og hvad der kendetegner en god omgangstone for jer. På den måde får den enkelte medarbejder også mulighed for at tænke over den måde, han/hun selv kommunikerer på.

Giv konstruktivt kriktik

Med konstruktiv kritik har du fokus på sagen og ikke personen. Når du fx siger ”Du rydder aldrig op efter din vagt”, så virker det anklagende og kan starte en konflikt. I stedet gælder det om at blive på egen banehalvdel, dvs. at du har fokus på din egen oplevelse af situationen og dine egne behov, fx ”Kan vi ikke aftale, at vi rydder op efter hver vagt”.  Tænk på tid og sted, når du giver kritik – udtryk aldrig din kritik over for en person i andres påhør – hverken kolleger eller kunder.

Aftal spilleregler

I kan også aftale nogle spilleregler for, hvordan omgangstonen skal være. Her er det vigtigt, at alle er med til at finde de spilleregler, der skal gælde på jeres arbejdsplads.

Spillereglerne kunne fx være:

  • Vi taler med hinanden og ikke om hinanden
  • Vi forventer, at alle bidrager til at skabe en god omgangstone og gode relationer
  • Vi respekterer hinanden og behandler hinanden ligeværdigt
  • Vi accepterer ikke drilleri, dårlig omgangstone eller mobning
  • Vi må godt afreagere en gang imellem, men hvis det ofte handler om den samme kollega, bør vi tage diskussionen med den pågældende
  •  Hvis du er uenig med din kollega, så gå direkte til vedkommende – hold fokus på sagen, og tag udgangspunkt i det, du føler og dine behov, så du ikke virker bebrejdende
  • Hvis din kollega taler til dig om en 3. person, så spørg kollegaen, om han/hun har sagt det til vedkommende selv
  • Når vi er vidne til drilleri, dårlige omgangstone eller mobning, går vi til vores arbejdsmiljørepræsentant eller tillidsrepræsentant.

Stressful Life Events

new jobWe all experience stress in our life, but there are certain life events and even day-to-day situation that top the list when it comes to causing us stress. Here are one of life’s major stressors…

Starting a new job

  • Prepare to be stupid. OK, that might be a little harsh, but it’s my way of saying it’s OK not to know everything immediately.
  • It’s OK to ask questions and get help. People like to help. If you’re lucky, you’ll work at a place where people fall all over themselves to help you. Ask for advice. 
  • Don’t say anything you don’t want repeated. I was given this advice years ago by a very wise professor and I think it particularly applies to a new job. You’re the “newbie”—people are going to talk about you so don’t give them negative fodder for that discussion.
  • Be friendly to everyone. You don’t know who might be able to help you out in the future and being nice never hurts anyone. Particularly if you’re not only in a new job, but are in a new location, your work site might be the source for future best friends.
  • Do your best to remember faces and names. I’ve never been great at this, and I have managed to re-introduce myself to people I’ve already met. In fact, I introduced myself at a meeting to someone I had had lunch with a few weeks before…
  • It’s OK to be overwhelmed and homesick for awhile or wonder if you made the right choice. Everything is so new and you lose the traditional comforts you took for granted in your previous job, not to mention your friends and colleagues.

 

 

Multicultural Workplace

multiWorking as intern at agri LIDA internship program involves coming into contact with cultures other than your own. Regardless of whether you have a Danish background or any other cultural background, you will meet people who have a different background than you.

Agri LIDA has students on internships in Denmark from more than 25 countries. This means that having colleagues with a different cultural background than yourself is very common.

A Danish multi-cultural workplace can be vital and exciting.

Working in an environment with people of different backgrounds, races and nationalities can be a rewarding and fulfilling professional experience. You can expand your horizons by learning different communication skills and approaches while interacting with people from around the world. However, working in a multicultural workplace does require a certain amount of tact, diplomacy and a willingness to learn, adapt and compromise.

Patience and Understanding

Working with colleagues in a multicultural environment requires a certain level of patience. People from different backgrounds often have different ways of approaching tasks and human interactions. These are neither right nor wrong, only different. Having the patience to take the time to fully understand where colleagues are coming from in different workplace scenarios can help you all work together more efficiently and effectively.

Respectful Acceptance

Cultural differences range vast and wide, from religious beliefs to cultural norms. People from diverse backgrounds bring a number of different socially-acceptable professional and personal practices into the workplace. Whether or not you agree with your colleagues, it is important to respect their differences. This means restraining yourself from commenting on things you are unfamiliar with or don’t particularly agree with and accepting your colleagues’ cultural backgrounds for what they are.

Language Use

People who don’t speak your native language might inadvertently use words or phrases that you might find inappropriate for the workplace. Give colleagues with new language skills leeway in how they use their words. If you feel a colleague inadvertently offends customers due to inexperience with certain accepted customs and practices, discuss the issue privately with your human resources representative. This person is trained to deal with these types of situations in a professional and effective manner.

Willingness to Learn

Working with people from other backgrounds exposes you to customs, cultures and practices you might never have otherwise come in contact with. A willingness to get to know your colleagues on a personal level will create a sense of goodwill in the workplace that can translate to better professional collaboration. Most people, when asked in an appropriate way, are more than happy to talk about differences between cultures. This can give you greater insight into why people think, behave and act the way they do. Be open to discussing your own background and cultural beliefs, provided these conversations don’t tread into inappropriate workplace conversation. If you are unsure about what constitutes inappropriate workplace dialogue, consult your human resources representative.

We’d be happy to welcome you!