Mar 7, 2005 09:30
19 yrs ago
English term
WorkMat
Non-PRO
English to Dutch
Other
Business/Commerce (general)
This term appears in a questionnaire where emplyees are asked whether they have taken part in: workmat sessions, learning cafe or training sessions.
Proposed translations
(Dutch)
| 2 | hier een beschrijving van dit "spelletje" |
hirselina
|
| 3 | gesimuleerde praktijksituaties |
Marijke Mayer
|
| 2 | hier een beschrijving van dit "spelletje" |
hirselina
|
Proposed translations
14 mins
Selected
hier een beschrijving van dit "spelletje"
http://www.kyit.edu.tw/kyitpage/paper/922/91-136.PDF
There are more and more employers looking for tailored or customised programs to train their employees. Those programs can tackle organizational or department problems
more precisely, reinforce the company’s culture, and be evaluated easily (Littlefield, 1994). WorkMat program is one of the examples, which is used to lead employees to know about the organization’s values, strategies, and their own roles within the big
umbrella of NatWest.
The basic and essential element within an organization is its employees, and how they interact with customers determines customers’ loyalty. Based on this understanding,the introduction and execution of the WorkMat programs are designed to educate employees about company’s strategy, values, market conditions, and various issues in
order to provide them knowledge and skills to meet customers’ demand, and to achieve the company’s goal – be the world’s best retail bank.
Being 100cm × 70cm in size, the WorkMat contains five programs, and WorkMat
1&2 focus on enhancing employees’ understanding of strategy, values, and goals, and WorkMat 3 to 5 are aimed to tell them the competitive position of NatWest. Those five programs are: " What does success look like? ", " The power of you ", " What are we up
against? ", " In the eyes of the customer ", and " Living the promise."
9 WorkMat offers a new approach to communicate and to learn. It allows people to think and discuss their ideas about NatWest’s image, customers, competition, ambition,and so on. Furthermore, it encourages participants to talk. For instance, through the
combination of assignments and subjects, people need to discuss with each other in order to finish those tasks. Even the layout of orkMat “forces” people to talk, since words are printed in two opposite directions (unless you can read upside down.) It is also different from traditional approaches that normally require people to sit down and listen
to speeches for the whole time (see figure 1 for the difference between traditional approaches and WorkMat). That is, through creating a fun, relaxing, and interactive
learning/communicating environment, people learn and understand about NatWest’s business strategies, values and drives spontaneously.
To run through different WorkMats, people are divided into groups. A mixture of
age, experience, gender, grade, and personality within one group helps to stimulate
discussions, and different views can be shared. That is, the WorkMat program is a
process of involvement and participation. Through exchanging ideas and learning from
each other, employees have the opportunity to say what they think about the organization,
and try to achieve some consensus with their colleagues.
Ik vond als vertaling "WerkMat-overleg"
Met gelijkgerichte organisaties wordt er via het WerkMat-overleg gesproken
over de beschikbare materialen ( lectuur, muziek, films) en te hanteren ...
www.ngk.nl/lv2004/31.1.doc
There are more and more employers looking for tailored or customised programs to train their employees. Those programs can tackle organizational or department problems
more precisely, reinforce the company’s culture, and be evaluated easily (Littlefield, 1994). WorkMat program is one of the examples, which is used to lead employees to know about the organization’s values, strategies, and their own roles within the big
umbrella of NatWest.
The basic and essential element within an organization is its employees, and how they interact with customers determines customers’ loyalty. Based on this understanding,the introduction and execution of the WorkMat programs are designed to educate employees about company’s strategy, values, market conditions, and various issues in
order to provide them knowledge and skills to meet customers’ demand, and to achieve the company’s goal – be the world’s best retail bank.
Being 100cm × 70cm in size, the WorkMat contains five programs, and WorkMat
1&2 focus on enhancing employees’ understanding of strategy, values, and goals, and WorkMat 3 to 5 are aimed to tell them the competitive position of NatWest. Those five programs are: " What does success look like? ", " The power of you ", " What are we up
against? ", " In the eyes of the customer ", and " Living the promise."
9 WorkMat offers a new approach to communicate and to learn. It allows people to think and discuss their ideas about NatWest’s image, customers, competition, ambition,and so on. Furthermore, it encourages participants to talk. For instance, through the
combination of assignments and subjects, people need to discuss with each other in order to finish those tasks. Even the layout of orkMat “forces” people to talk, since words are printed in two opposite directions (unless you can read upside down.) It is also different from traditional approaches that normally require people to sit down and listen
to speeches for the whole time (see figure 1 for the difference between traditional approaches and WorkMat). That is, through creating a fun, relaxing, and interactive
learning/communicating environment, people learn and understand about NatWest’s business strategies, values and drives spontaneously.
To run through different WorkMats, people are divided into groups. A mixture of
age, experience, gender, grade, and personality within one group helps to stimulate
discussions, and different views can be shared. That is, the WorkMat program is a
process of involvement and participation. Through exchanging ideas and learning from
each other, employees have the opportunity to say what they think about the organization,
and try to achieve some consensus with their colleagues.
Ik vond als vertaling "WerkMat-overleg"
Met gelijkgerichte organisaties wordt er via het WerkMat-overleg gesproken
over de beschikbare materialen ( lectuur, muziek, films) en te hanteren ...
www.ngk.nl/lv2004/31.1.doc
4 KudoZ points awarded for this answer.
8 mins
Marijke Mayer
Netherlands
Netherlands
Native in Dutch
Netherlands
Good value for quality and accuracy
Native in: Dutch
Works in: Dutch to English, English to Dutch, French to English, and 5 more.
Related KudoZ points
:
18
gesimuleerde praktijksituaties
Declined
Ik vond 1 hit: http://eriqa-project.com/2004posters_files/ISPOR2004.pdf
Als het woord door hen is uitgevonden zou ik het zo houden.
Maar anders is 'gesimuleerde praktijksituaties' heel sterk het gevoel wat ik erbij krijg.
Hogeschool van Amsterdam: Opleiding Human Resource Management ...
... In de methodiekprogramma's leert u op basis van uw praktijkervaring. In de projecten worden gesimuleerde situaties aangeboden. Projecten ...
www.hrm.hva.nl/deeltijd/onderwijs.htm - 23k - In cache -
10 mins
hier een beschrijving van dit "spelletje"
http://www.kyit.edu.tw/kyitpage/paper/922/91-136.PDF
There are more and more employers looking for tailored or customised programs to train their employees. Those programs can tackle organizational or department problems
more precisely, reinforce the company’s culture, and be evaluated easily (Littlefield, 1994). WorkMat program is one of the examples, which is used to lead employees to know about the organization’s values, strategies, and their own roles within the big
umbrella of NatWest.
The basic and essential element within an organization is its employees, and how they interact with customers determines customers’ loyalty. Based on this understanding,the introduction and execution of the WorkMat programs are designed to educate employees about company’s strategy, values, market conditions, and various issues in
order to provide them knowledge and skills to meet customers’ demand, and to achieve the company’s goal – be the world’s best retail bank.
Being 100cm × 70cm in size, the WorkMat contains five programs, and WorkMat
1&2 focus on enhancing employees’ understanding of strategy, values, and goals, and WorkMat 3 to 5 are aimed to tell them the competitive position of NatWest. Those five programs are: " What does success look like? ", " The power of you ", " What are we up
against? ", " In the eyes of the customer ", and " Living the promise."
9 WorkMat offers a new approach to communicate and to learn. It allows people to think and discuss their ideas about NatWest’s image, customers, competition, ambition,and so on. Furthermore, it encourages participants to talk. For instance, through the
combination of assignments and subjects, people need to discuss with each other in order to finish those tasks. Even the layout of orkMat “forces” people to talk, since words are printed in two opposite directions (unless you can read upside down.) It is also different from traditional approaches that normally require people to sit down and listen
to speeches for the whole time (see figure 1 for the difference between traditional approaches and WorkMat). That is, through creating a fun, relaxing, and interactive
learning/communicating environment, people learn and understand about NatWest’s business strategies, values and drives spontaneously.
To run through different WorkMats, people are divided into groups. A mixture of
age, experience, gender, grade, and personality within one group helps to stimulate
discussions, and different views can be shared. That is, the WorkMat program is a
process of involvement and participation. Through exchanging ideas and learning from
each other, employees have the opportunity to say what they think about the organization,
and try to achieve some consensus with their colleagues.
There are more and more employers looking for tailored or customised programs to train their employees. Those programs can tackle organizational or department problems
more precisely, reinforce the company’s culture, and be evaluated easily (Littlefield, 1994). WorkMat program is one of the examples, which is used to lead employees to know about the organization’s values, strategies, and their own roles within the big
umbrella of NatWest.
The basic and essential element within an organization is its employees, and how they interact with customers determines customers’ loyalty. Based on this understanding,the introduction and execution of the WorkMat programs are designed to educate employees about company’s strategy, values, market conditions, and various issues in
order to provide them knowledge and skills to meet customers’ demand, and to achieve the company’s goal – be the world’s best retail bank.
Being 100cm × 70cm in size, the WorkMat contains five programs, and WorkMat
1&2 focus on enhancing employees’ understanding of strategy, values, and goals, and WorkMat 3 to 5 are aimed to tell them the competitive position of NatWest. Those five programs are: " What does success look like? ", " The power of you ", " What are we up
against? ", " In the eyes of the customer ", and " Living the promise."
9 WorkMat offers a new approach to communicate and to learn. It allows people to think and discuss their ideas about NatWest’s image, customers, competition, ambition,and so on. Furthermore, it encourages participants to talk. For instance, through the
combination of assignments and subjects, people need to discuss with each other in order to finish those tasks. Even the layout of orkMat “forces” people to talk, since words are printed in two opposite directions (unless you can read upside down.) It is also different from traditional approaches that normally require people to sit down and listen
to speeches for the whole time (see figure 1 for the difference between traditional approaches and WorkMat). That is, through creating a fun, relaxing, and interactive
learning/communicating environment, people learn and understand about NatWest’s business strategies, values and drives spontaneously.
To run through different WorkMats, people are divided into groups. A mixture of
age, experience, gender, grade, and personality within one group helps to stimulate
discussions, and different views can be shared. That is, the WorkMat program is a
process of involvement and participation. Through exchanging ideas and learning from
each other, employees have the opportunity to say what they think about the organization,
and try to achieve some consensus with their colleagues.
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