Ways of Knowing Amelia Hamilton Virginia Commonwealth University Abstract This paper discusses the ways adults learn using behaviorist, cognitive and constructivist lenses to reflect their ways of knowing. I tell how these theories are integrated into my instructional program. There are many lenses for learning that educators use to instruct students. Key elements are the implementation of learning lenses and selection of the processes effective for students. Listening to one’s inner voice
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was addressed. KITA was then broken down into three forms: negative physical, negative psychological, and positive KITA. Essentially KITA was more closely equated to movement than motivation; where the receiver moved and/or reacted to the motivation placed upon them from another (Herzberg). The article then explained why KITA was not motivation. Provided were the nine different “positive KITA personnel practices that were developed as attempts to instill ‘motivation’” (Herzberg, 2003, p. 87).
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1. Create a behavioural description of Laura and Luke, comparing and contrasting their profiles. Are they suited to their jobs? Laura and Luke have a number of behavioural distinctions that are both similar and vastly different. Luke’s Behavioural Profile Luke can be said to be someone who has a Type A Personality. This is because it is evident that he is someone with consistently as a sense of time urgency and impatience, which can causes exasperation and irritation which can explain his
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religion, veteran status, national origin, ancestry, pregnancy status, sex, gender identity or expression, age, marital status, mental or physical disability, medical condition, sexual orientation or any other characteristics protected by law. 2. Positive Environment Company X prohibits unlawful harassment in any form – verbal, physical or visual. If an employee believes they have been harassed by anyone at Company X, they should immediately report the incident to their supervisor, Human Resources
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employee motivation. But the affects of workplace conflicts will be the kiss of death to workplace motivation. When managers try to motivate and keep employee working efficiently they tend to themselves and the organization in trouble because they did not understand that their free choices violated important norms. Sometime managers act based on their own interest rather that their duties to employees. Having a general understanding of ethics in the workplace will point you in the right direction.
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a developing culture (Agin, 2010). No matter the method, there are many ingredients in creating the perfect culture “recipe,” many of which will be addressed later. Many may ask why organizational culture is important and how it benefits the workplace. As Gareth Morgan states, “We choose and operate in environmental domains according to how we
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intervene when colleagues have unsafe acts. Employees can also repair or report when they detect anything that could harm the equipment, people and the environment. * Safety posters: increase safe behavior. For example, hanging Safety posters in the workplace. * Incentive programs. For example, at the Golden Eagle refinery in California, Employees earn WINGS points of engaging in one or more of 28 safety activities, such as conducting safety meetings, and taking emergency response training. Employees
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Ch. 9 9.1 - Human Resource Management: consists of the activities managers perform to plan for, attract, develop, and retain an effective workforce. Human Resources as part of strategic planning - Human Capital: is the economic or productive potential of employee knowledge, experience, and actions. - Knowledge Workers: is someone whose occupation is principally concerned with generating or interpreting information as opposed to manual labor. - Social Capital: is the economic or productive potential
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which are aligned with the firms objectives. There are many ways to achieve motivation for employees, however the two methods I would suggest for my company would be to try and handle motivation through management by objectives and the reward at the workplace, public recognition. The first method we will discuss is management by objectives. “Management by objectives is a process
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extensive group activities that help participants learn and practice new skills. Using techniques of debriefing, learnings are linked with their workplace application. In a highly interactive environment, team members have fun while learning principles and skills to ensure that they communicate, resolve conflicts, solve problems, make decisions and maintain a positive social environment. www.possibilities.net.pk Building high performance, result oriented teams Discovering ways to contribute positively
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