...the Learning Process Contents 1. Introduction……………………………………………………………………………03 2. Understanding Different Theories of Learning……………………………………..03-08 3.1 Application of learning domains to learning in health and social care…………03-06 3.2 Different ways of learning in Health and social care workplaces…………….06-07 3.3 Analysis on the relation of learning theories to the development of understanding and skills of health care…………………………………………………………….07-08 3. Understand the impact of learning styles on learning by individuals……………..08-11 4.4 Factors influencing the effectiveness of learning……………………………08-09 4.5 Concepts of learning Style…………………………………………………..09-11 4.6.1 David Kolb’s Model………………………………………………..09-10 4.6.2 Peter Honey and Alan Mumford’s Model…………………………10 4.6 Assessing preferred learning style………………………………………..10 4.7 Influence of Learning Theory on own learning…………………………10-11 4. Ability to suggest strategy for delivering and assessing learning in a health and Social care workplace……………………………………………………………………12-13 4.1 Factors considered in planning a workplace learning program:……………..12 4.2 Relevant teaching strategies for learning health and social care workplaces:….12. 4.3 A strategy for delivering and assessing learning in health and Social care workplace:……………………………………………………………………………….13. 5. Understanding ways to support the individual learning needs...
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...Within the social work profession, stress is an element that can be experienced by the client and the social worker. Stress is considered the physical, mental, and emotional strain that results in negative consequences to those that experience it (American Institute of Stress, 2017). For instance, stress for a social worker and their client can begin influencing their behaviors based on those stressful experiences or by observing others in a stressful situation. In social psychology, these changes in social behavior are based on the learning theory (Lewis, 1936). For this paper, the direct experiences of stressful situations will be discussed and applied to the learning theory of social behavior. The impact of stress through the learning theory...
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...Portfolio In a modern day organization’s behavior, employees and suppliers have as much impact on the organization structure as customers and competitors have had in the past. Organizations are viewed as open systems, continually interacting with their environment and in dynamic state of temporary equilibrium as they adapt to environmental changes. Successful organizations are in constant state of flux in response to their environment, many companies are looking at media technologies as way to market their product and learn about their competitors. This presence could produce a large following depending on the interest in the content created and information shared. The change stemmed from the speed at which information travel in the media arena. In most cases, the information environment outside the organization is changing far more rapidly than the information environment internally. Customers, partners, prospects, and employees can find, access, and share information in a way that corporate infrastructure, security, culture, and policies inhibit. Organizations are having a difficult time responding to or taking advantage of – these new environments. The path of information regarding the organization is no longer just the role of the marketing department. Employees talk to customers, colleagues, and suppliers. They share their experiences, impressions and expectations regarding their jobs, the organization and management. The speed at which the information travels is beyond...
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...6. Compare the application of different motivational theories within the workplace for both organizations One of the main tasks of modern human resource management is creating such a work environment that promotes the objectives of the organization. In this respect, motivation is essential. The motive is intense need that person tries to satisfy. Motivation is the process of making a voluntary decision for some intentional act or omission in the presence of a particular situation. According to the character motives are economic, social and psychological. Economic motives are related to the need of the individual from reaching and maintaining a certain economic status. Social motives are manifested in the relationship of the individual with his colleagues, superiors and subordinates, which is important for the operation of the work. Psychological motives express psychic structure of the individual. Each individual has their own specific perceptions, experiences, knowledge, attitudes and expectations. Different motivational theories, but most - popular theory of Maslow's hierarchy of needs theory, known as the motivation of A. H. Maslow (1943). Through it he tries to explain why people at different times are driven by different needs, Maslow has human needs in hierarchical importance of the priorities. Alderfer shows the hierarchy of needs on three levels. According to this theory possible emergence of several needs simultaneously, and...
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...Continual employee training and learning is critical to the ability of organizations to adapt to an ever changing national and international business environment. What motivates employees to learn? Abraham Maslow has had a significant impact on motivation theory, humanistic psychology, and subsequently, adult learning in the workplace. This paper will discuss the development of Maslow's humanistic views and trace their impact on past trends in business training as well as the implications for current challenges that managers face in motivating employee learning in the workplace. [PUBLICATION ABSTRACT] Continual employee training and learning is critical to the ability of organizations to adapt to an ever changing national and international business environment. What motivates employees to learn? Abraham Maslow has had a significant impact on motivation theory, humanistic psychology, and subsequently, adult learning in the workplace. This paper will discuss the development of Maslow's humanistic views and trace their impact on past trends in business training as well as the implications for current challenges that managers face in motivating employee learning in the workplace. [PUBLICATION ABSTRACT] You have requested "on-the-fly" machine translation of selected content from our databases. This functionality is provided solely for your convenience and is in no way intended to replace human translation. Show full disclaimer Neither ProQuest nor its licensors make any representations...
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...Executive Summary This report discusses and examines employee motivation in an IT organisation. The report examines the benefits of employee motivation followed by the various theories concerning motivation. The initial portion of the report focuses on the benefits of employee motivation which is followed by a discussion of motivation theories – content theories and process theories. The report further tries to outline the various options or methods followed by organisations to drive higher levels of motivation among the workforce. The methods included in the report addresses the various rewards and recognition options, use of scorecards, fun and recreational activities, communication channels, learning and growth opportunities and corporate social responsibility as methods to effectively drive employee motivation levels. The report recommends the establishment of a basic framework with respect to hygiene factors of a workplace in order to successfully drive initiatives to motivate workforce. Further, the report concludes on the note that various other factors including cultural, political, social and spiritual needs should be considered while arriving at a combination of methods to drive higher levels of motivation. Success of the initiative would depend upon the appropriateness of technique and timeliness beyond other factors. Table of Contents Executive Summary ..........................................................................................
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...Online Operant conditioning sometimes referred to as instrumental conditioning is a method of learning that occurs through rewards and punishments for behavior. Through operant conditioning, an association is made between a behavior and a consequence for that behavior. A good example of Operant conditioning is: employees finishing projects to receive praise or promotions (Cherry, 2013). Observational learning occurs when one observes another’s behaviors, which enables one to reenact those behaviors. In the workplace observational learning is used in a few ways. For example: whenever a manager started to train an employee they used instructional videos, so that the new employees could observe the job functions they were to undertake. Next, normally the manager would take the new employees into the actual work area that they would occupy and allow them to observe someone performing the job task. After that, the manager would pair a new employee with an employee that performed their job title well enough to train another employee. This allowed the new employee to observe the other employee, which enabled the new employee to learn though observing the other employees behaviors (Whitaker, 2012). The social learning theory, a system of learning most commonly associated with behaviorist Albert Bandura, is most commonly applied in educational settings. You can also apply this theory, which argues that people learn from each other through observation and socialization. A good example...
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...advantages and disadvantages of just-in-time learning. Evaluate whether or not this is a valid and worthwhile investment to help increase the productivity within an organization. Describe your personal experience(s) with just-in-time learning. After reviewing Head First Labs I realized many advantages to Just-in-time learning. One advantage especially in the changing workplace today is the information is learned and retained, as you need it. The learned material is applied to real live situations and not just taught in a classroom setting. The individual is getting to learn as well as apply the information they learned. Continuous or life long learning is becoming the mantra of the knowledge age worker (O’Driscoll, 1999; Rose & Nicholl, 1997). In todays workplace employers are changing the responsibilities of their employees because of the technological advances. Individuals can no longer rely on a degree they earned several years ago or a training class they attended last month. Instead, individuals are increasingly expected to assume responsibility for their own learning. Just in time learning is also beneficial because it calls for redundancy, and provides the controversial learning style that is necessary in order to retain the information and preform at a high level. I believe just in time learning increases productivity because innovation in learning drives workforce productivity. With continuous on the job learning individuals are able to learn more effectively...
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...beyond to build a strong relationship with the customers. Joe believes it increases sales when the employees for a memorable relationship with the customers. As a result, when Joe is looking to hire new people; he looks for them to have great communication skills, be highly motivated and considerate. Finally, Joe looks for workers that know their strengths and weakness and thrive to take the initiative without having to be direct all the time. In the workplace, perceptions quickly become formed whether accurate or artificial. Perceptions and inaccurate assumptions of work habits, personal relationships are mostly form over company gossip. Joe Salatino needs to explain to his employees that perceptions in the workplace can impact careers, promotions, and retention. Deliberately or not, everyone has a personal perception of others in the workplace. Rather optimistic or pessimistic, perceptions are created by observation, including the opinions of others. People’s perceptions and attributions persuade how they behave in the workplace. Perception describes the way people filter, categorize and understand sensory...
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...ORGANIZATIONAL CONTEXT Evidence-Based Consulting Practices 1 iv Organizational Behavior Case: Conceptual Model: Dream or Reality? 30 Chapter 2 Environmental Context: Globalization, Diversity, and Ethics 31 1 Learning Objectives 31 Globalization 31 Diversity in the Workplace 34 Chapter 1 Introduction to Organizational Behavior: An Evidence-Based Approach 5 Learning Objectives 5 The Challenges Facing Management 6 Undergoing a Paradigm Shift 8 A New Perspective for Management 10 Evidence-Based Management 12 Historical Background: The Hawthorne Studies Reasons for the Emergence of Diversity 35 Developing the Multicultural Organization 38 Individual Approaches to Managing Diversity 39 Organizational Approaches to Managing Diversity 41 Ethics and Ethical Behavior in Organizations 46 47 The Impact of Ethics on "Bottom-Line " Outcomes 13 The Illumination Studies: A Serendipitous Discovery 13 Subsequent Phases of the Hawthorne Studies 14 Implications of the Hawthorne Studies 15 Research Methodology to Determine Valid Evidence 16 The Overall Scientific Perspective 16 Starting with Theory 17 The Use of Research Designs 18 The Validity of Studies 19 Summary 49 Ending with Meta-Analytic Research Findings 50 Questions for Discussion and Review 52 Internet Exercise: Ethical Issues in the Workplace 52 Organizational Behavior Case: How Far-Reaching Are Globalization and Technology? 52 Organizational Behavior Case: I Want...
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...Evidence-Based Consulting Practices 1 iv Organizational Behavior Case: Conceptual Model: Dream or Reality? 30 Chapter 2 Environmental Context: Globalization, Diversity, and Ethics 31 1 Learning Objectives 31 Globalization 31 Diversity in the Workplace 34 Chapter 1 Introduction to Organizational Behavior: An Evidence-Based Approach 5 Learning Objectives 5 The Challenges Facing Management 6 Undergoing a Paradigm Shift 8 A New Perspective for Management 10 Evidence-Based Management 12 Historical Background: The Hawthorne Studies Reasons for the Emergence of Diversity 35 Developing the Multicultural Organization 38 Individual Approaches to Managing Diversity 39 Organizational Approaches to Managing Diversity 41 Ethics and Ethical Behavior in Organizations 46 47 The Impact of Ethics on "Bottom-Line " Outcomes 13 The Illumination Studies: A Serendipitous Discovery 13 Subsequent Phases of the Hawthorne Studies 14 Implications of the Hawthorne Studies 15 Research Methodology to Determine Valid Evidence 16 The Overall Scientific Perspective 16 Starting with Theory 17 The Use of Research Designs 18 The Validity of Studies 19 Summary 49 Ending with Meta-Analytic Research Findings 50 Questions for Discussion and Review 52 Internet Exercise: Ethical Issues in the Workplace 52 Organizational Behavior Case: How Far-Reaching Are Globalization and Technology?...
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... The best way to reach me is by posting a question in your Individual folder, since the classroom is checked frequently. Phone calls are not a good way to contact me because I travel a great deal. In the extremely rare event that phone contact must occur, the best way is to schedule an appointment in advance. The University discourages the use of email during class times, preferring us to use the Individual folders. For emergencies, when you are not able to gain access to messages on the Online Learning System (OLS), please send a message to my personal email address. General Course Description This course seeks to synthesize the many theories of human motivation with the practical application of motivating employees. To this end, the course will examine historical theories as well as recent developments in the field of motivation and their relationship to management practices. The primary concepts of goals, quality of work, and rewards will be examined and applied to the workplace. It is important to write well. We will be using APA format for all written...
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...footprint, measuring emissions and innovating technologies (MSA, 2008). Change is a never-ending process, having an impact on both our personal as well as professional lives. Changes in an organization can occur both internally and externally. A variation in the management system, financial procedures or organization’s culture is all internal changes, where else external change include technological change, social or political change or economical change. All these happenings have a major impact on the environment as well as on the organization's growth. Researches have shown that the question of concern is “What is the importance of organizational change model?” The Models assist the managers to understand change in a wider scope as why change occurs (the causes and drivers), how and to which extent the change will occur (the timings, procedures and stages), and what will be the outcome of the changes (its effects and ways to measure). It is wise to review different models by researchers, as each model will give us a clearer picture and understanding about the aspects of change. Furthermore, We shall discuss the effect of changes in organizations on environment and one of the Change Models. Kurt Levin’s Change Model The author Kurt Lewin has design the approach of force field theory that was constructed by Lewin (1951) and became one of the most cited theories in the field of organizational change. While supporting that the notion of change that can occurs in three different...
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...2008): 46-62. Turn on hit highlighting for speaking browsers Hide highlighting Abstract (summary) Continual employee training and learning is critical to the ability of organizations to adapt to an ever changing national and international business environment. What motivates employees to learn? Abraham Maslow has had a significant impact on motivation theory, humanistic psychology, and subsequently, adult learning in the workplace. This paper will discuss the development of Maslow's humanistic views and trace their impact on past trends in business training as well as the implications for current challenges that managers face in motivating employee learning in the workplace. [PUBLICATION ABSTRACT] Full Text Headnote Executive Summary Continual employee training and learning is critical to the ability of organizations to adapt to an ever changing national and international business environment. What motivates employees to learn? Abraham Maslow has had a significant impact on motivation theory, humanistic psychology, and subsequently, adult learning in the workplace. This paper will discuss the development of Maslow's humanistic views and trace their impact on past trends in business training as well as the implications for current challenges that managers face in motivating employee learning in the workplace. Introduction Continual learning has always been essential to the ongoing success of organizations. Managers and employees must acquire new knowledge and skills to...
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...defined as a social construct that promotes the discrimination of individuals based on an individual’s gender. Sexism arises from stereotypes that define the roles of both sexes, therefore having issues when the gender roles are performed by the opposite sex. This social construct mainly affects the minority group identified as women and girls. Sexism is recognized in all aspect of life, and it’s not strange to identify it in the technology industry. The male figure has always identified its gender role as the provider. This social construct originated from the nature of man been the hunter who provided his family with their daily meal. Therefore relegating the women to the role of caretaker and this aspect has kept its hold over the society. In the 21st century, sexism has been a covert and subtle process that tries to establish an environment that is less friendly and less accessible to women. It’s clear that sexism is evident in the Silicon Valley and beyond. We also identify that the technology aspect has always been associated with male perspective. Therefore, it has become common to hear a conversation about women who have suffered sexism and sexual harassment in their digital related jobs. Women have also been identified to facilitate this occurrence by been timid when it comes to technology in the workplaces. Therefore, the actions that sideline women from important decisions at the workplace can be seen as sexism in play. Rudman .A.L, Glick. P The Social Psychology...
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