...Compare and contrast the four differences in learning styles. Propose ways a trainer can help each type of learner. The initial learning style is sensing vs. intuitive learning style. Sensing learners like learning details and solving problems by well-known approach. Different from intuitive learners, sensor learners show antipathy towards testing on information that has not been obviously covered in training (Blanchard/Thacker, 2010). Intuitive learners ever so often favor discovering new relationships and can be pioneering in their line of attack to problem solving. They dislike recurrence and are enhanced at grasping ideas than sensor learners. Different from sensors, intuitive learners don’t like lessons that include a lot of memorization and routine intentions. In order to receive the best out of training, sensor learner’s requirements to be intuitive learners at times and at times intuitive learners must be sensor learners. The trainer can aid the sensor learner by combining the training by using a problematic initial approach. Intuitions can be further complicated to train mainly if the training includes a lot of memorization. The trainer can assist these individuals by developing incentives such as a game with awards for memorizing certain crucial points of the training. Next there is the visual versus verbal learner. Visual learners remember best what they see, pictures, and diagrams, flowcharts and demonstrations. Verbal learners get more out of words;...
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...(for use in the classroom only) ISSUES RELATING TO ADULT LEARNING Learning is the basic objective of all the training and development activities. If people have not learnt what they were suppose to learn from a HRD program; then the program should be called as a failure. It is, therefore, very important for HRD professionals to understand the major concepts and research findings related to learning. Learning may be defined as the process of acquiring, assimilating, and internalizing inputs for their effective and varied use when required, leading to an enhanced capability for further self monitored learning. It is any relatively permanent change in behaviour that occurs as a result of experience. The change often is an increased capability for some type of performance. Basic learning styles of the participants Every individual has a unique way of gathering, absorbing, processing and internalizing inputs for learning purpose. This constitutes an individual’s learning style. It must, however, be remembered that the learning style of an individual is neither always explicit nor enduring. An individual modifies it in light of the situations and experiences. Even in a training program, a participant may change the learning style, depending on the opportunities available for learning. It may be noted that a participant's learning style is not necessarily a measure of his/her intellect and learning abilities. It only suggests a preference for the manner in which...
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...and as a manager it is required to have both types of skills to achieve personal goals and professional goals. From this assignment it is identifying the company strategic goals and the required personal and professional skills to achieve those strategic goals. Same time it is mentions the learning styles of those skills and evaluates the skills. It is mentioned personal development plan including budget reports, resources and time framework. It is important to evaluate the developments and the progress of the skills and it is able to use several methods to evaluate. There are several impacts from the self learning and it is affected for the strategic goals achieving. Therefore it is discussing all these areas based on the McDonalds case study and it is significant to get a clear idea about the skills of the individuals. Task 2 2.1. Personal skills audit evaluating strategic skills needed to meet current and future leadership requirements According to Boselie et al. (2005:4) there are different types of skills which should have with an individual and it is supports to perform in the business. Therefore it is required to have personal skills as well as professional skills to perform in the job. As a manager it is significant to have leadership skills with him and it supports to direct the team members towards the goals. According to Baertlein (2009:50) when it considers the McDonalds it is a team structured organisation and managers required to achieve the team targets by motivating...
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...particular focus is going to be paid at learning activities for students. This report is going to consist of a number of different sections, which are interrelated with each other. First part of this report is based on the presentation, which was aimed at evaluating various learning styles from one-person perspective, and compared to another individual in order to see the differences. Later on as a student development manager it is going to be necessary to examine different training needs for different students in LSBM and state advantages and disadvantages of training methods, used in this institution. Also this report is going to focus on planning and development of training event for students in order to increase the learning abilities and provide benefits for the studies in general. The final part of the report is going to look at the government’s influence on training, development and lifelong learning in the UK, it is influences on private and public sector and on the level of various organizations. Task1 The focus of the presentation was on assessment of various learning styles and the possible contributions for a person in the workplace. Most of individuals have various learning styles which are attributed to them, however they also share common attributes amongst each other. As a definition learning style means an incorporation of variety of learning methods and involves different educational methods. Another important aspect of learning style is an actual type of personality...
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... Learning Styles, Motivation, and On the Job Training Compare and contrast the four differences in learning styles. Propose ways a trainer can help each type of learners. People perceive, analyze, reflect upon, visualize, internalize, and transform information in various ways. Individual differences exist in the way that people learn. There are many different learning styles and different dimensions of learner preferences. The four different dimensions of learner styles that we focus on come from the Felder-Silverman model that describes how different trainee learning styles can influence the effectiveness of the training. Felder and Silverman (Felder, 1993; Felder and Silverman, 1988) propose four dimensions of student learning styles, each of which relates to trainer’s preferred modes for receiving information, including 1) the type of information they receive (sensory or intuitive), 2) the modality in which they receive it (visual or verbal), 3) the process by which they receive it (actively or reflectively), and 4) the order in which they receive it (sequentially or globally). These dimensions are useful in considering the diversity of learning styles and how teaching strategies do or do not regularly provide access to learning for these different types of trainees. There are a few common similarities and differences that each learning style possesses. Visual and verbal learning Visual” information clearly includes pictures...
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...related to training and development generally allow companies as well as individual employees to benefit from increases in productivity, safety at the work place and well-being as a result of improved skills and enhanced knowledge. According to Armstrong (2001), training is defined as “planned and systematic modification of behaviour through learning events, programmes and instruction” that allows the individual achievement of skills, competencies and knowledge required for effective working. Within this definition, there are two aspects which might be seen as the most significant elements of training. At first, the fact that training is supposed to be planned and systematic needs to be highlighted. Moreover, the second aspect to be highlighted is related the objective of training, which is described as enhancement of specific work-related abilities. A simple but systematic model which captures the characteristics of training and development described above is the so called training cycle. It is characterised by displaying training not as a single and occasional event with a fixed starting and end point, but as a continuous process and an infinite circle. (Tayler, 1991) Since the 1970s and to the present the training cycle is the conventional model for organisational training and development. Originally and referring to Armstrong (2001), Donelly (1987) as well as Kenney & Reid (1986) the training cycle can be divided into four stages. As a first step in the cycle, training needs...
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...Employee Motivation and Career Development By Laura M. Davis Employee Motivation and Career Development Employee Motivation and Career Development is an essential concept of an organizations success. It is important to understand the effects of Employee Motivation and Career development and how it will utilize the success of an organization. Introduction The Career Development process can be used for many applications in an organization. It allows the employees to understand what skills they need to develop. The success of Career Development programs is to improve the competency of their employees and better utilize their KSA’s (knowledge, skills and abilities). It is important for employees to be trained in the skills essential for meeting the challenges an organization faces in achieving their goals and expectations. The purpose of this paper is to explain how Career Development plans are an essential part of enhancing the workplace environment and how an organization can develop their employees successfully. This paper will also explain how Employee Motivation can benefit an organization and what motivates employees to reach a higher potential in their work environment. It is important for employees to be motivated and encouraged to reach their full potential to prosper and grow in the organization. Employee Motivation Individuals have different reasons for working. Most individuals work because they need to obtain something they need from work. Whatever the employees obtain...
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...believe in their work. Once people believe in management decisions, there is an excitement within an organisation. Such as atmosphere makes an organisation prosper. Successful leader create this sort of environment both inside and outside the organisation Subir Chowdhury (2000). A simple definition of leadership is that leadership is the art of motivating a group of people to act towards achieving a common goal. Leadership is a matter of making difference. Leadership is inspiring and influencing other people, it is a relationship through which one person influences the behaviour of actions of other people. A leader, who innovates, develops, focuses on people, has an eye on the horizon and does the right thing. Leadership is related to motivation, good leadership help to develop team work and the integration of individual and group goals and involves the effective process of delegation and empowerment. Mulins L. J (2005). Leadership is a special form of power, and as such, is a way of commanding and focusing resources to achieve a particular vision, change or goal. On this basis, any leadership influence that allows people to achieve and to remobilised resources, whether exciting or concerning individuals, is still exercise of power, despite the fact it is felt as a positive and motivating. Having studied leadership theories, involved in team works, working in the organisation, personality tests and so on, I have been able to identify the strengths I have as a...
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...that Impact upon my Learning and Development In this assignment I will consider how different factors can impact on adult l1earning, including my own learning and development. INTRODUCTION Learning is a permanent change in behaviour or knowledge that comes from experience or training. What does this really mean? We all 'know things' and we can all perform a number of different behaviours. But where did all this come from? Some things are born with the individual. E.g the ability to eat or express basic emotions like happiness or sadness. Others must be acquired throughout life. Any knowledge or behaviour that we now possess but we were not born with, was somehow learned from the people and environment around us. Children are natural learners. They learn by from the way they are spoken to and generally, the way they are treated by the people around them. Imitation is one of the most important ways of acquisiton in childhood, later playing takes over and 'the learners' gather most of the information about the world around them through 'doing' and experiencing. Adult learning is different from childhood learning. With adult learning personal experience plays a big part in the learning process as new information is instinctively checked against the learners own experience. (This is probably one of the reasons why learning a foreign language as an adult is so different from learning it in childhood.) David Kolb produced his work on experimental learning in 1984. It is known...
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...Theories of Motivation Managers of all types of organizations, including small firms, need to motivate their employees to remain competitive. Since employees may find different factors to be motivating, it is crucial that managers take the time to determine what drives each individual. In the majority of cases, positive factors that appeal to an individual's internal needs tends to be more effective than using negative reinforcement, criticism and feedback only when performance falls short of expectations There are a number of different views as to what motivates workers. The most commonly held views or theories are discussed below and have been developed over the last 100 years or so. Unfortunately these theories do not all reach the same conclusions! Taylor Frederick Winslow Taylor (1856 – 1917) put forward the idea that workers are motivated mainly by pay. His Theory of Scientific Management argued the following: Workers do not naturally enjoy work and so need close supervision and control Therefore managers should break down production into a series of small tasks Workers should then be given appropriate training and tools so they can work as efficiently as possible on one set task. Workers are then paid according to the number of items they produce in a set period of time- piece-rate pay. As a result workers are encouraged to work hard and maximise their productivity. Taylor’s methods were widely adopted as businesses saw the benefits of increased productivity levels...
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...contributing factors. First, this paper displays the different leadership styles used by Disney and how the styles affect group communication. Second, the reader will review an analysis of the different sources of power within the Walt Disney Company and how these sources affect group and organizational communication. Third, this paper displays Disney’s organizational culture and identifies motivational theories affected by its culture, including an evaluation of the role of communication as an element of the theories. Last, this paper displays the commitment of Disney’s workforce and its relationship to communication within the Disney Company. Leadership Styles The Walt Disney Company is an organization committed to creativity and innovation. How they maintain such a commitment is no secret: strong leadership. At Disney, an individual in leadership position should have qualities that display leadership excellence, ultimately creating functional groups with good communication in a successful organization. Each leader has a different style with goals that provide direction, implement plans, and motivate people (Businessholic, 2012). Disney’s management practices in participative leadership. “The participative leader consists of one or more of their workers within the choice creating process. Nevertheless, the leader holds the proper to create the final choice. Occasionally, this leadership style can be noticed as a sign or weakness; nevertheless it is completely the...
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...vital to an organization’s growth and development, so during the interviewing process, employers should be able to notice if the job is right for a new hire or not. Money, energy and time spent properly hiring, orientating and training a new employee doubles in order to do so. Organizations depend on their existing and new employees’ production and longevity to enhance their mission statement, character and capitol, in order to be successful. “Every organization wants to attract, motivate, and retain the most qualified employees and match them to jobs for which they are best suited” (BLS, 2010-2011). Organizations go through all of these steps to fill positions, but still fail to place the new hire in the right fit that will benefit them as well as the company. To prevent the issue, the hiring department has to understand new hires strengths and where to place them in the organization. It is not an easy task making hiring decisions, but good training (various seminars, coaching and educational literature) can improve organization’s potential skills to hire the right employees and place them in a position that suits their strengths, and in turn will make a very profitable experience for the corporation. Organization’s investments has an impact by staff training, skill development and learning capacities; and the American Society for Training and Development (ASTD) estimates that U. S. organizations spend at least $109.25 billion on staff in-services yearly, with three...
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...Contents Terms of reference 2 Procedure of method 2 Identify ways of improving motivation 2 Identify ways of developing effective teamwork 4 Identify and discuss factors that may promote or inhibit effective teamwork 6 Links between culture, management style and organisational objectives and the impact of the organisations structure, culture and leadership style have on the performance at Tesco. 9 References 11 Identify ways of improving motivation Tesco recognises that employee motivation is important for the continued growth of the company. Tesco could get employees do a survey every yearly which would give them the chance to express their views and opinions on almost every aspect of their job. The results from the survey could help Tesco make sure it is offering the right things to its staff to keep them motivated. Employees at Tesco want to be recognised when they are doing some well. This will help motivate them and they will also feel appreciated. It could be something as little as employers saying ‘Thank you’. BPP Learning Media, (2010)” Motivation is the process by which the behaviour of an individual is influenced by others, through their power to offer or withhold satisfaction of the individual’s needs and goals.” George n, root I (2012) states “Workplace motivation can be broken down into two categories: Intrinsic and extrinsic. Intrinsic and extrinsic motivation is the desire to accomplish goals and develop professionally”. Extrinsic is usually...
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...Career Development International Emerald Article: The influence of job and career attitudes on learning motivation and transfer Eddie W.L. Cheng, Danny C.K. Ho Article information: To cite this document: Eddie W.L. Cheng, Danny C.K. Ho, (2001),"The influence of job and career attitudes on learning motivation and transfer", Career Development International, Vol. 6 Iss: 1 pp. 20 - 28 Permanent link to this document: http://dx.doi.org/10.1108/13620430110381007 Downloaded on: 11-06-2012 References: This document contains references to 32 other documents Citations: This document has been cited by 6 other documents To copy this document: permissions@emeraldinsight.com This document has been downloaded 4415 times since 2005. * Users who downloaded this Article also downloaded: * James DeLisle, Terry Grissom, (2011),"Valuation procedure and cycles: an emphasis on down markets", Journal of Property Investment & Finance, Vol. 29 Iss: 4 pp. 384 - 427 http://dx.doi.org/10.1108/14635781111150312 Olusegun Folorunso, Oluwafemi Shawn Ogunseye, (2008),"Challenges in the adoption of visualization system: a survey", Kybernetes, Vol. 37 Iss: 9 pp. 1530 - 1541 http://dx.doi.org/10.1108/03684920810907841 Charles Inskip, Andy MacFarlane, Pauline Rafferty, (2010),"Organising music for movies", Aslib Proceedings, Vol. 62 Iss: 4 pp. 489 - 501 http://dx.doi.org/10.1108/00012531011074726 Access to this document was granted through an Emerald subscription provided by UNIVERSITI TEKNOLOGI MARA...
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...Blackwell Publishing Ltd.Oxford, UK and Malden, USAIJTDInternational Journal of Training and Development1360-3736Blackwell Publishing Ltd. 20062006 4252268Original ArticlesTransfer of learning from 10 management development programmesInternational Journal of Training and Development International Journal of Training and Development 10:4 ISSN 1360-3736 Transfer of learning from management development programmes: testing the Holton model Cyril Kirwan and David Birchall Transfer of learning from management development programmes has been described as the effective and continuing application back at work of the knowledge and skills gained on those programmes. It is a very important issue for organizations today, given the large amounts of investment in these programmes and the small amounts of that investment that actually translates into an improved individual and organizational performance. This paper describes the testing of the Holton model of learning transfer and suggests amendments to the model where appropriate. A sample of participants on a management development programme within the Irish health service completed the Learning Transfer System Inventory based on the Holton model. The data obtained were analysed using multiple regression and partial correlation techniques. Results indicate that the model does adequately represent the effects of its factors, although a slightly revised model is presented. Important relationships between factors are identified, and the...
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