Tag-arkiv: internships

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).

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.

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

 

Er du i tvivl om, hvad din chef må sige om dig?

Personalesager er per definition fortrolige.

Din chef må gerne udtale sig om for eksempel de generelle retningslinjer på arbejdspladsen, men hun eller han skal til hver en tid afholde sig fra at omtale konkrete personalesager.

Ifølge straffelovens § 152 er det strafbart for ansatte uberettiget at videregive fortrolige oplysninger.

Et godt råd til chefen

For at være på den sikre side, er et godt råd til landets mange ledere:

– Som chef skal du holde kaje om konkrete sager.

 Tommelfingerregel til lederne.

– Lad være med at sige noget om dine medarbejdere offentligt, som du ikke vil have, de skal sige om dig.

En chef bør aldrig udlevere ansatte, da det kan få resten af medarbejderstaben til at ryste på hovedet og gå udover de ansattes motivation og tillid til ledelsen.

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!

Rejected?

rejectedAgain this year, agri LIDA has received more applications than we have places available, for which reason we have had to reject some applicants. Should you have been rejected, you can read more about what you can do next…

 

 

If you have been rejected, it is probably because:

  • you do not meet the specific entry requirements for the particular internship programme.
  • there are more qualified applicants than available places.
  • you have not submitted adequate documentation.

WHAT NEXT?

It is frustrating to be rejected from what may be the programme of your dreams. If you have a plan B, it might help you to overcome the disappointment.

  • Apply to agri LIDA again next year: We recommend that you review your application and learn more about why you did not become admitted the first time and then assess your chances of becoming admitted next year. You are welcome to send us an email and ask why you were not admitted. However, in many cases it is difficult to give an exact answer, as your application is benchmarked against the other applications, and it is impossible to predict how the applications will look next year.

Please note, that we do not answer any questions about applications, answers and decisions via telephone or Facebook.

We wish you the best of luck!