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Code of ethics

COMENSA (Incorporated association not for gain) - Code of Ethics COMENSA (Incorporated association not for gain) Code of Ethics
1. Purpose
COMENSA serves to set the ethical standards for South Africa in the fields of coaching and mentoring. It is likely that this Code of Ethics will change and evolve over the years as coaching and mentoring gain 2. Mission
To set and uphold an appropriate code of ethics to serve the coaching/mentoring professions of South Africa which defines the ethical behaviour that supports and sustains this expanding profession. We will outline values, standards and fundamental principles to which members of COMENSA agree to abide by, and by which they may be measured and/or supervised and against which they willingly agree to be 3. Definitions
The term ‘coach’ or ‘mentor’ is used to describe all types of coaching/mentoring that may be taking place, both inside and outside the work environment. COMENSA recognises that there are many types of coaching/mentoring taking place and these will need to be defined as more detailed standards are The term ‘client’ denotes anyone using the services of a coach/mentor. We believe the term ‘client’ is interchangeable with any other term that the parties to the coaching/mentoring relationship may be more comfortable with, such as ‘colleague’, ‘learner’, ‘partner’, ‘coachee’, protégé or ‘mentee’. It is recognised that there are circumstances where the coach/mentor may have two ‘clients’, the individual being coached or mentored and the organisation who may have commissioned the coaching/mentoring. In this Code we have used the term ‘sponsor’ to differentiate the latter. The term ‘supervision’ describes the process by which the work of the coach/mentor is overseen and advice/guidance is sought. The process may differ in significant ways from that undertaken in other professions, such as psychotherapy and counselling. 4.
COMENSA Code of Ethics
COMENSA (Incorporated association not for gain) - Code of Ethics 4.1 Fundamental
Inclusivity: The coach/mentor will conduct themselves in a way that demonstrates an understanding and respect for the dignity and diversity of all people. The coach/mentor is committed to the transformation of South Africa and the promotion of equal opportunities for all. Dignity: It is the primary responsibility of the coach/mentor to provide the best possible service to the client and to act in such a way as to cause no harm to any client or sponsor. Integrity: The coach/mentor is committed to functioning from a position of integrity, professionalism and personal responsibility. As a fundamental principle of ethics, the coach/mentor is accountable 4.2 Competence
(a) Maintain high standards of competence and exercise care in determining how best to serve the needs of the client in the coach/mentor relationship. (b) Ensure that they are adequately educated and skilled in the coaching and mentoring technology that they use to deliver their services. (c) Develop and enhance their level of competence by participating in relevant training and continuing opportunities for professional development. (d) The coach/mentor will establish a relationship with a suitably qualified supervisor, who will regularly assess their competence and support their development. The supervisor will be bound by the requirements of confidentiality referred to in this Code of Ethics. 4.3 Context
(a) Understand and ensure that the coach/mentor relationship reflects the dynamic context within which the coaching/mentoring is taking place. (b) Ensure that the expectations of the client and the sponsor are understood and that they themselves understand how those expectations are to be met. Embrace cultural considerations and broad-based issues of empowerment. 4.4 Boundary
Management
(a) Maintain professional integrity irrespective of the demands of the sponsor or client. (b) Honour the confidentially agreement in the coaching/mentoring relationship. (c) At all times operate within the limits of their own competence, recognise where that competence has the potential to be exceeded and where necessary refer the client either to a more experienced coach/mentor, or support the client in seeking the help of another professional, such as a counsellor, psychotherapist, consultant or business/financial advisor. (d) Be aware of the potential for conflicts of interest of either a commercial or emotional nature to arise through the coach/mentoring relationship and deal with them quickly and effectively to ensure there is no detriment to the client or sponsor. COMENSA (Incorporated association not for gain) - Code of Ethics (e) To maintain transparency of communication with other members of the coaching and mentoring professions within the confines of existing confidentiality agreements. Not engage in any sexual contact with existing coaching or mentoring clients, and ensure a period of one year from the conclusion of the coach/mentor relationship before engaging in such contact. (g) Acknowledge that the coach/mentor is in a powerful relationship with the client and therefore sexual relations are unethical and unprofessional. (h) Disclose information only where explicitly agreed with the client and sponsor (where one exists), unless the coach/mentor believes that there is convincing evidence of serious danger to the client or others if the information is withheld. Act within applicable law and not encourage, assist or collude with others engaged in conduct which is dishonest, unlawful, unprofessional or discriminatory. 4.5 Integrity
(a) Act with integrity and conduct the coaching/mentoring relationship in a truthful, honest and clear (b) Act to the benefit and in the interest of the client in the coaching/mentoring relationship. (c) Approach the coach/mentoring relationship with personal commitment and respect for all other (d) Ensure that they are both mentally and physically fit to deliver coaching and mentoring services at (e) Assume ownership for self learning and self growth. Never represent the work and views of others as their own. (g) Act responsibly with regards to the assessment of the need for coaching or mentoring as a means (h) Ensure that any claim of professional competence, qualifications or accreditation is clearly and accurately explained to potential clients and that no false or misleading claims are made or implied 4.6 Professionalism
(a) Consciously create a coaching/mentoring environment that supports the independence of the client within the coach/mentoring relationship. (b) Maintain professionalism and faithfully pursue obligations and agreements made in the Be focused primarily on maximising the effectiveness of the client in their life and/or work context. (d) Not exploit or manipulate the client in any manner including, but not limited to, financial, sexual or those matters within the professional relationship. (e) Ensure that the coach/mentoring contract is appropriate and proportional to the objectives of the coaching/mentoring relationship (e.g. fees, coaching/mentoring objectives, duration). (f) Understand that professional responsibilities continue beyond the termination of any coach/ mentoring relationship. These include the following: Maintenance of agreed confidentiality of all information relating to clients and sponsors. COMENSA (Incorporated association not for gain) - Code of Ethics Avoidance of any exploitation of the former relationship. (iii) Provision of any follow-up which has been agreed to. (iv) Safe and secure maintenance of all related records and data. (g) Demonstrate respect for the variety of different approaches to coaching/mentoring and other (h) Not bring any other coach or mentor’s reputation into disrepute through their actions or commun- Breaches of the Code
The following principles apply to breaches of this Code of Ethics: (a) COMENSA members will at all times represent coaching and mentoring in a way which reflects (b) COMENSA members will confront a colleague when they have reasonable cause to believe they are acting in an unethical manner, and failing resolution, will report that colleague to COMENSA. (c) Where a client or sponsor believes that a member of COMENSA has acted in a way which is in breach of this Code of Ethics, they should first raise the matter and seek resolution with the member concerned. Either party can ask COMENSA to assist in the process of achieving (d) If the client or sponsor remains unsatisfied they are entitled to make a formal complaint to the (e) In the event that a complaint should be made against a COMENSA member, that member must co-operate in resolving such a complaint. The coach or mentor will bring to the attention of the Ethics Committee of COMENSA knowledge of coaches or mentors who are conducting themselves in grossly unethical acts. 5. Ethics
Committee
5.1 Ethics
Committee
• Chair Johannesburg Ethics Committee: Jill Hamlyn (); Anuschka Boden Chair Cape Town Ethics Committee: Marc Kahn () Chair Durban Ethics Committee: Lauron Buys (lauron@cbiz.co.za) 5.2 COMENSA
COMENSA (Coaches and Mentors of South Africa) COMENSA (Incorporated association not for gain) - Code of Ethics Johannesburg Ethics Committee
Anuschka Boden (anuschka@pathfinderscc.co.za) Helena Dolny (helena.dolny@standardbank.co.za) Cape Town Ethics Committee
Marc Kahn (marc@encounterconsulting.co.za) Sunny Stout Rostron (express@iafrica.com) Paddy Pampallis Paisley (ppampall@iafrica.com) Durban Ethics Committee

Source: http://www.comensa.co.za/dotnetnuke/Portals/0/downloads/COMENSA_Code_Ethics_final_060210.pdf

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