...LEARNING STYLES ACTIVITY We all learn in different ways. The more we understand about our own learning styles and those of our colleagues the better equipped we will be to provide a rich and multi-sensory learning experience for the users of museums, archives and libraries. This self-perception questionnaire is based on Howard Gardner’s theory of Multiple Intelligences. It will help you assess the balance of your learning styles, as you perceive them at this point in time. These preferences are not fixed. Your response will vary according to your mood and the learning context, and you are likely to have 3 or 4 preferences. It is important to remember that the more that we learn to use the full range of intelligences the more effective we become as learners. Please complete the questionnaire following the instructions. On the following pages transfer your scores to the multiple intelligences listing and then total these to find out your preferred learning style. CHECK OUT YOUR OWN LEARNING STYLE PREFERENCES BASED ON GARDNER’S MULTIPLE INTELLIGENCES MODEL Score between 0 and 3 for each of these statements 0 = This does not represent me at all 3 = This statement strongly represents me 1. I am able to explain topics which are difficult and make them clear 2. I have a good sense of direction 3. Charts, diagrams, visual displays are important for my learning 4. I always do things one step at a time 5. I am sensitive to...
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...5.3LEARNING OUTCOME In PADINI AUTHENTIC, I was assigned as a part-time sales assistant within 2 months.Before working at there,I thought that the job of a sales assistant is very simple.However, just I know this was not a easy job and I learned many things that out of the text book and lecture time after working at there.There are still got many things that I never learnt.During working,I ever feel tension and sometimes will make mistake.”No pain ,no gain.”After learning from the work within this 2 month ,I gain many experience,lessons,knowledge,skills,and have a good impact on my mind ,attitudes and behavior. Through this program, I learnt how to be brave and confident to talk to someone.I was demanded by the Person in Charge to introduce our clothing lines and promotions available to every customer.You just can't be shy and gotta be brave to open you mouth to talk to the customers.Confidence is essential,especially when you are facing with the Singaporean customers.They are really demanding and aren't afraid to complain whenever they find something unsatisfactory about the shop.It's not easy to satisfy these customers, but the hard work really pay off when the customers smile back and say thank you to you. I found that my self-confidence is getting growing up after I work as a sales assistant. I am the entrepreneurship and business student, self-confidence is very important to me for presentation, promote the product to my customers, communicate with my partner or group...
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...Q.) Choose at least one of the three associated performance indicators and develop corresponding learning statement(s). Demonstrate the ability to assist in the creation and execution of an effective project plan. Performance Indicator * Describe experiences with project life cycle issues * Discuss the importance of management planning * Elaborate on issues relating to risk analysis, task scheduling, and resource scheduling Learning Statements * By the end of the project it is expected that all the prior known issues and any arising issues that may be critical to the project will be dealt with and viable solutions given so that eventual project results will be as expected and of quality. * For the success of the project to be accomplished then a very effective plan must be laid out and drawn from various experts who may give credible advice to spearhead the planning and analysis, in addition the project management is tasked with ensuring that the instructions and guides are followed keenly. The goal is to develop a very effective and efficient plan that will provide results matching proven standards. * The deciding factors will need to be coupled with a brief and comprehensive study on the risks which will highlight enough details to avert a major crisis in the execution of the project, it is also of equal importance that the tasks be set up in a well-organized schedule that will be fair in assigning resources and time. Finally the important and scarce...
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...A Framework for Assessing Learning Outcomes in Online Business Simulations Like the last entry, this entry is also derived from a paper I wrote for my master's work in the Technology, Innovation, and Education program at Harvard's Graduate School of Education. My advisor on this project was noted knowledge networks researcher Barry Fishman, visiting Harvard from the University of Michigan. Harvard Business School Publishing is about to launch the first two products in our new series of online business simulations and I wanted to investigate how we can ensure that this product line produces effective learning for our customers. This paper explores a framework for assessing effectiveness in online business simulations. Introduction Problem Statement and Paper Structure Harvard Business School Publishing (HBSP) has created a new product line of online business simulations. We know from faculty customer surveys that they are highly concerned themselves with how easy the simulations are to use, administer, and debrief, and that they are equally concerned that their demanding, and increasingly technically-literate, students rate the learning experience as engaging and dynamic. Hence these eLearning products are designed to be engaging, interactive, usable and teachable. We also know from faculty surveys that these types of learning tools are considered to be very effective. But what does the literature say about these kinds of claims? How can HBS Publishing know...
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...How do new technologies impact on workforce organisation? Rapid review of international evidence Report developed by The Evidence Centre for Skills for Health Contents Key Themes ............................................................................................................................................ 3 Scope .................................................................................................................................................................... 3 How are teams being organised?.......................................................................................................... 7 Substituting grades and roles ............................................................................................................................... 7 Reducing staff or team size .................................................................................................................................. 8 Empowering patients............................................................................................................................................. 9 Changing the place of care ................................................................................................................................. 10 Working across organisations ............................................................................................................................. 10 Working across regional areas .........................
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...of 1-10? 4) Are these things really permanent? 5) How likely do you think it is that they would actually happen? What Steps could you take to repair the damage or get things back on the upswing, even if temporarily? 1) How could you get things back under control? What are the outcomes or benefits, both temporary and permanent, of more probable scenarios? (need to reword) 1) Now that you have defined the nightmare, what are the positive outcomes, whether internal (confidence, self-esteem, etc.) or external? 2) What would the impact of these outcomes be on a scale of 1-10? 3) How likely is it that you could produce at least a moderately good outcome? 4) Have less intelligent people done this before and pulled it off? If you were fired from your job today, what would you do to get things under financial control? 1) Imagine this scenario and run through questions 1-3 above. 2) If you quit your job to test other options, how could you later get back on the same career track if you absolutely had to? What are you putting off out of fear? 1) What we most fear doing is what we most need to do, that phone call, that conversation, whatever the action might be- it is fear of unknown outcomes that prevents us from doing what we need to do. 2) Define the worst case, accept it, and do it! 3) This bears repeating: What we fear doing most is usually what we most need to do! What is it costing you- financially, emotionally, and physically- to postpone action? 1) Don’t only...
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...single most important change in the future must be the drawing of a clear line of accountability, from top to bottom, without doubt or ambiguity about who is responsible at every level for the well-being of vulnerable children.’ As a result, under the Children Act 2004, every local authority was required to enhance the arrangements for cooperation to safeguard children and young people and improve outcomes for them. This was to be achieved by integrating services around their needs. In creating Children’s Trusts, the aim was to improve the life chances of the most vulnerable children and young people by narrowing gaps in each of the five outcome areas identified in Every Child Matters. This was to be achieved by: focusing on prevention and early intervention through the early identification of additional need developing effective integrated working across agencies ensuring effective planning and joint commissioning of services. A Children’s Trust is not an entity in itself but comprises all the arrangements and partnerships between organisations that have a role in improving outcomes for children and young people. Organisations that are required to cooperate in the arrangements that are the ‘Children’s Trust’ are termed ‘statutory partners’ and include the services of the local authority, the primary care trust, the police, schools, further education and sixth-form colleges and Jobcentre Plus. Just as important are the non-statutory partners, for example, third sector organisations...
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...Even after investing over 10 lakhs in an MBA degree from one of highly advertised business school, Rajesh is still looking for an entry level job which can fetch him atleast 20-25,000 rupees per month so that he can start repayment of the loan his farmer father had taken from village landlord to finance his MBA. Rajesh completed his engineering from a private engineering college with a hope that he will be able to get a regular job which will minimize the uncertainty attached with the earnings from agriculture. He has seen his father losing sleep every year, when the rain gods played mischief. He has felt the anxiety at home till the time the payment for each crop was realised and all the small borrowings taken during the season for the crop were repaid. His father tried to fulfil all his financial needs so that he can be what he wants to be. Rajesh studied hard during his engineering course but he could not get any job during campus placements. After futile job search for over one year, few friends advised Rajesh to get an MBA degree. They said that MBA is a sure shot way to get a highly paid and high ranked job in a large MNC. He was lured by big advertisements of business schools which promised the students an ultra-modern campus and dream jobs. But even after attending over 25-30 job interviews, the best job he was offered was of sales executive with a “CTC” of rupees 2.5 lakh per annum but having fixed salary component of less than 10,000 rupees a month. Most of us reading...
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...disappointed with myself or others. I have acknowledged that, and it is something I am working on by trying not to over analyze everything and let life unfold the way it is going to unfold. My strengths are my ability to analyze problems, compassion, free will, and experience. When I do something, whether it is meeting new people, taking a new class, starting a job, or taking a hike, I always plan for the occasion and prepare myself for several outcomes and strive to obtain the outcome I desire. I find that taking the time to prepare myself I stay motivated and determined to succeed. My weaknesses are that I don’t always take the time to reflect on situations and don’t always ensure that my heart and head agree with the decisions I make. Going forward, I will take more time to reflect prior to coming to a decision and not put so much pressure on myself to control the outcome that I plan for. I have taken a great deal of knowledge from the assignment. It has made me reflect inward, and I understand that I set to high of standards for certain outcomes. In conclusion, I will continue to handle every situation in my life with integrity, respect, a positive attitude, trust, confidence, and...
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...Ethics is a study of moral principles that determine whether the actions of individuals are right or wrong and outcomes are good or bad (McShane and Glinow, 2008); as Drucker (2000) mentioned, “Ethics deals with right actions of individual”. For a company, ethics of employees are important, for example, to avoid for employing wrong employees who will embezzling company’s fund or who are commercial espionage. Thus, module of ethics indeed enhance student’s employability as student will learn about the expected behaviour and attitude of conducts, i.e. honesty and loyalty, represent one’s trustworthiness on work. Ethics relate with how one make decisions on own set of rules of what to do or not to do, it may also affecting the company’s image. For example, the dishonesty action of an employee might causes public feel distrust on the whole company. Hence, the employees with concept of ethics will enhance their reliable and trustable for the company to assign work, and then, enhance their employability. However, one of the critiques is the conflict which may arise in different situations, for example, ethics may tell student to be hardworking; yet, hardworking may not applicable on current working environment as it does not always equals to effective and efficient work. Because, what the company wants from employees nowadays is to work smart, to achieve good outcome with effectiveness and efficiency. Drucker, P. F. (2000) The Ecological Vision: Reflections on the American...
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...Name of the Assessor Sundeep Mishra Learning Outcomes Assessment Criteria (AC) LO 1 TASK 1 Understand the importance of creative and innovative management in organizations 1.1 evaluate current creative and innovative management processes in an organization 1.2 explain how to lead others to positively embrace innovation and change LO 2 Be able to support creative and innovative management processes for an organisation 2.1 assess the influence of vision and mission on generation of creative and innovative management processes in an organization 2.2 use analytical tools to identify potential creative and innovative management ideas 2.3 assess risks and benefits of creative and innovative management ideas 2.4 use change models to support the implementation of creative and innovative management ideas LO 3 TASK 2 Be able to influence others to effect change in an organization 3.1 produce an appropriate rationale to persuade stakeholders of an organization of the benefits of a creative and innovative management idea 3.2 communicate a creative and innovative management idea to stakeholders of an organization 3.3 establish key goals and priorities for implementation of a creative and innovative management idea using feedback from stakeholders LO 4 Be able to plan to overcome barriers to implementation of creative and innovative management ideas in an organization 4.1 assess the barriers to the implementation of a creative and ...
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...final ratings are provided by the appraiser for the quantifiable and measurable achievements of the employee being appraised. The entire process of review seeks an active participation of both the employee and the appraiser for analyzing the causes of loopholes in the performance and how it can be overcome. Outcome: In the process employee acquires awareness from the appraiser about the areas of improvements and also information on whether the employee is contributing the expected levels of performance or not. The employee receives an open and a very transparent feedback and along with this the training and development needs of the employee is also identified. The appraiser adopts all the possible steps to ensure that the employee meets the expected outcomes for an organization through effective personal counselling and guidance, mentoring and representing the employee in training programmes which develop the competencies and improve the overall productivity. 2. Rewarding good performance: This is a very vital component as it will determine the work motivation of an employee. During this stage, an employee is publicly recognized for good performance and is rewarded. OUTCOME: This stage is very sensitive for an employee as this may have a direct influence on the self esteem and achievement orientation. Any contributions duly recognized by an organization helps an employee in coping up with the failures successfully and satisfies the need for...
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...Group work can seem like a daunting task, particularly in an asynchronous environment in which communication occurs primarily online or, at a distance. Even if you are enrolled in a course that meets weekly, conflicting schedules can make it difficult to arrange outside meetings with your group members. However, with proper planning and clear communications, teams can work effectively and efficiently with little or no face-to-face contact. Achieving good outcomes requires that individuals with different strengths, weaknesses, and perspectives come together to arrive at consensus. Several tools have been created to help your group get started, get organized, and stay on task. With these tools and tips, you will find that working as a team of educated professionals is not only more efficient but more rewarding as well. This professional collaboration is after all, the nature of nursing. Nurses work with others to help others. Working in teams produces the best outcome for patients and the nursing profession. de: What the outcome or final product should look like? What the objective is and what method should be used to achieve it? Who should be responsible for doing what tasks, given their experience and talents? What approach should a way of approaching a task, taking into consideration the unique needs of each group member and their contributions to the group work. Group think involves challenging one another to think critically, to be accountable to one’s own opinions and...
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...set goals for the next upcoming week. In this situation you are affecting the client because you are billing for time that has not been used and you have nothing to back that time up because during this time you were not working with the patient. The client is receiving "free services" today so you would not only be affecting the company, but you yourself have lied about time that you have not done and you are billing the patient for their "free service." The conflicted values and areas of agreement are being broken because you have a commitment to the company that the time that you bill for is time that you have actually been working or doing actual therapy with the patient. As far as the outcomes for this situation, you are going to get paid for the time that you bill but the negative outcome is that you have not been honest and you are at risk at being audited. Also if someone were to find out then they could file a complaint on you and you could risk your license to practice. The patient is being billed for "free services" so they are being negatively impacted. If this were to happen to me I would talk with whoever is over me to see if possible to see another patient before Thursday and if not then I would just be honest about the situation and work harder the next work week! I would definitely not take a chance at losing my license to practice therapy over 1 unit when I could just be honest and know that going forward I am going to have to try and work as much as possible for...
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...Activity 4 Also known as an impact and risk analysis an impact assessment is the developmental tool to assist in defining the structure and content of the contingency plan. By performing an impact assessment it aids in providing accurate diagnosis relating to the definition of risk as outlined by the operation plan, what may occur. The impact of the risk on the operational plan and its projected outcomes, what is the rating of the risk, how will it manifest itself and how damaging will it be to the plan if it eventuates. Coupled with a series of alternatives, recognitions and formulated responses to the risks the information is fed back into the process and forms the contingency plan. This information can be collated in the form of a matrix; the information can then be measured for weight, possibility of outcome, severity of impact and presented with formulated recommendations for risk minimisation or alternatives. IMPACT MATRIX |Header |Description | |Change Impact |Summary of impact | |Description |Short description of impact | |Stakeholder |Include stakeholder groups and/or role (if required) ...
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