UNDERGRADUATE PROFESSIONAL INTERNSHIP

1. GEORGIA TECHTHE DIVISION OF PROFESSIONAL PRACTICEUNDERGRADUATE PROFESSIONAL INTERNSHIP ORIENTATION

2. UNDERGRADUATE PROFESSIONAL INTERNSHIP • WORK REQUIREMENTS • INTERNSHIP STAGES • MANAGING THE TRANSITION TO WORK • BUSINESS ETIQUETTE • BUSINESS ETHICS • MANAGING CONFLICT AT WORK

3. UPI Work Requirements • Adhere to DPP calendar • Complete Internship Assignment Record • Return a copy of the Student Performance Evaluation Form to the office of UPI • Complete an Internship Work Report

4. UNDERGRADUATE PROFESSIONAL INTERNSHIP • The Division of Professional Practice gratefully acknowledges the National Association of Colleges and Employers, The National Society of Experiential Education, and the University of California, San Diego for providing information contained in the the following presentation.

5. Internship Stages- Feelings, Concerns and Behaviors • Interns go through predictable stages of growth during the course of an internship • The length of time spent in each stage is affected by many factors • Length of internship • Previous internship experiences • Personal issues and level of support of interns • Supervisor Style • Nature of the work

6. Internship Stages- Feelings, Concerns and Behaviors • Stage One – Orientation • Moral is high • Positive expectations • Anxiety – “what if” concerns • Concerned about what they will learn and what it’s like to actually work in their field • How co-workers will perceive them • Unsure of the roles, functions and relationships with supervisors • Concern about the site itself – pace of work, organizational values, knowledge required to be successful

7. Internship Stages- Feelings, Concerns and Behaviors • Stage Two – Disillusionment • Marked by a drop in morale and task accomplishment • Feelings may include frustration, anger, disappointment and discouragement • Intern shifts from “what if” concern to “what’s wrong” • May feel a “good” intern wouldn’t feel this way • Reassessment of expectations, goals and skills

8. Internship Stages- Feelings, Concerns and Behaviors • Stage Three – Resolution • Issues identified in the Disillusionment stage are confronted and resolved • Moral and task accomplishment rise as issues are resolved • Interns achieve a sense of independence, confidence and effectiveness • May face some interpersonal problems with supervisor, co-workers or clients.

9. Internship Stages- Feelings, Concerns and Behaviors • Stage Four – Production • Moral is high • Clear sense of purpose • Lots of accomplishments • Interns are moving towards autonomy on the job

10. Internship Stages- Feelings, Concerns and Behaviors • Stage Five – Termination • Occurs as the internship approaches its ending date • Level of task accomplishment drops a little as interns deal with saying goodbye • Interns experience pride in what’s been achieved • Sadness over ending the experience • Evaluation and accomplishments reviewed at this time

11. Managing the Transition to Work • Much of the success of your internship will depend on the impressions you make on the people you work with and the perceptions they develop of you in the early weeks of the experience • The skills you learned in school to be successful and the behaviors for which you were rewarded are rarely the ones you’ll need to be successful at work • School: You are told what to do and how to do it • Work: You are expected to take the initiative with little direction • School: Taught to argue your point • Work: Try arguing with your boss and see how far you get!

12. Managing the Transition to Work • Adopt the right attitude • Employer’s number one complaint is the attitude interns and new grad bring to the workplace • Be ready to learn. If things are slow around the office study something, ask questions, take training seriously • Be ready to change. Organizations are constantly changing and you must be flexible • Have an open mind. The worst thing you can bring to the job are preconceived notions about what work is supposed to be like • Have a strong work ethic. Show up early, stay late and volunteer for projects • Have a positive attitude. Grin and bear it and don’t complain

13. Managing the Transition to Work • Build effective relationships • Understand the nature of working relationships. You don’t have to be best friends with everyone but be respectful to all • Develop good communication and relationship skills and work well with all types of people • Learn to work in teams. Just about everything you do will require you to team with others • Network! Network! Network It’s true, who you know is as important as what you know.

14. Business Etiquette • Interns are ambassadors of Georgia Tech and are expected to conduct themselves in a professional manner at all times • Social etiquette and business etiquette are not the same • Appropriate dress is expected

15. Business Etiquette • Respect your colleagues • The workplace is a gender neutral setting • Age, race and sex are immaterial in the professional world • Be sensitive to the cultural/moral values of your co-workers • No ethnic or dirty jokes – including e-mails • Watch your language – expressions and expletives

16. Business Etiquette • Communication etiquette • Comply with company phone usage policies • Keep personal calls short • E-mail correspondence • Do not type in capital letters • Check your spelling and punctuation • Identify the sender • Be aware of privacy issues • People are bound to overhear phone conversations, it’s impolite to make references to overheard conversations • Be aware that your conversations are not private • Don’t be drawn into office politics • Do not discuss salary or compensation issues

17. Business Ethics • As a representative of Georgia Tech you are expected to perform your work duties with the highest ethical standards • Business ethics are the morals and values that govern our work behavior • Unethical behavior • Misrepresenting yourself during an interview or on a resume • Using company resources for personal use • Vehicles • Credit cards/monies • Phone • Computer usage

18. Managing Conflict at Work • Conflict resolution is a positive process were individuals resolve issues in an informal or formal atmosphere or issues are resolved as part of the ongoing interaction between individuals • Conflict is a normal part of doing business • Organizational members have different and often opposing goals • These differing goals keep the organization vital by stimulating creativity, promoting innovation, and bringing about change

19. Managing Conflict at Work • Ideally, conflict resolution involves dealing with problems while they are manageable • Early recognition of conflict is critical since what can be dealt with effectively today may be much more difficult to mutually resolve tomorrow • Conflicts are inevitable • Anger, grudges, hurt and blame are not • Unmanaged conflicts, disagreements and out of control emotions can harm work • Effectively managed conflict can actually promote cooperation and build stronger relationships

20. Managing Conflict at Work • An effective conflict resolution process leads to unity by addressing concerns or issues rather than suppressing them • Don’t fight – solve the problem. Conflicts don’t have to be adversarial. Focus on the work, not on the anger.

21. Managing Conflict at Work • Conflict Resolution Skills • Initiate discussion – choose the issue you want to discuss and be specific • Communicate – choose language that is concise, avoiding vague/general terms • Effectively listen – develop active listening skills • Learn and use what you have learned • Seek out resources as necessary

22. Managing Conflict at Work • Problem Solving Guidelines • Attack the problem, not the person • Be clear about what you see, how you judge and react to people and situations • Verbalize your feelings appropriately • Understand and take charge of your own feelings and behaviors • Move from justification to resolution • Look forward, not backward to place blame

23. Managing Conflict at Work • Problem Solving Guidelines • Analyze the situation and attempt to view both sides • Identify the points where you can compromise, not demand • Be open and make every effort to respond in a positive manner. • Manage your emotions before you reach the boiling point • Your personality and attitude affect the outcome of a disagreement/conflict

24. References • Holton, Ed. (1999). Managing the Transition to Work. Journal of Career Planning and Employment 3. Retrieved March 23,2004, from www.naceweb.org • Sweitzer, Fredrick H. & King, Mary A. (1994) Stages of an Internship: An Organizing Framework. Human Service Education, 14(1), 25-38. • University of California, San Diego. (1993) Guide to Conflict Resolution. Retrieved March 23, 2004. From http://www-hr.ucsd/~employeerel/complete.html

25. Let’s See What You’ve Learned • Now that you’ve completed the Undergraduate Professional Internship Orientation, let’s see what you’ve learning by clicking on the following link: UPI Orientation Exam