Explore the different learning theories and learning...

Trident University Explore the different learning theories and learning styles TUX101- The Trident University Experience 17 February 2013 Introduction For this case study assignment, I will be writing about what Visual, Aural, Read/write, and Kinesthetic (VARK) learning style or styles I have and how it relates to two different learning theories. I will also be discussing how my identified VARK learning style or styles will affect my online educational pursuit. After taking the Visual, Aural, Read/write, and Kinesthetic VARK questionnaire study, I found based upon the answers to the questions I was asked, I was deemed to have a multimodal learning style†¦show more content†¦Behaviorism learners are shaped by positive and negative reinforcement and feed back which in turn would increase the possibility of an event happening again. If you were to incorporate negative reinforcement than it would decrease the possibility of an event happening again. In essence, Behaviorism learning tasks require a low degree of processing (sounds good to me) and associated with frequent behavioral responses (Positive feedback/reinforcement). I am a simple minded man who loves positive feedback and reinforcement. I will excel in whatever I do with this type of theory. I’m sure many excelled throughout the years under this theory. Who doesn’t like hearing that they done a great job? I think my learning style can relate to this type of theory. Let’s move on to the Constructivism learning theory. Constructivism learning is based on real life experiences to solve problems. It encourages hands on and collaborative or group based learning which would broaden brainstorming ideas and expand points of views. Because of the items mentioned, I believe that both the Constructivism learning theory and Behaviorism learning theory would best relate to my learning style. My Multimodal learning style will defiantly have some pros and cons that will affect my online educational pursuit. My main concern since I haven’tShow MoreRelatedEnabling and Assessing Learning. Essay1384 Words   |  6 PagesEnabling and Assessing Learning. In this assignment I will be exploring a range of concepts, principles and theories of learning and assessment that apply to FE and the lifelong learning sector. I will apply these concepts, principles and theories to review the learning of my own students in my specialist area and how to respond to learning needs. There are a number of theories and concepts of learning which have been identified by a number of theorists. The four main theories are Humanism, BehaviourismRead MoreThe Effect Of Brain Based Learning On The Academic Achievement947 Words   |  4 Pagesessential when creating a learning environment that promotes higher order thinking. 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Literary Techniques Used By Flannery O Connor - 710 Words

The Twisted Turns of The twist and turns of â€Å"A Good Man Is Hard to Find† leave the reader perplexed and riveted, relaying that the utmost thought went into the outline of the story. The author leaves the readers waiting for good to prevail over evil but never lets them have their intended ending as most stories do which is what gives this story it s intriguing draw. In â€Å"A Good Man is Hard to Find† Flannery O’Connor uses literary techniques such as conflicts, foreshadowing, imagery, simile, and irony to create eccentric characters and a twisted plot. She is never direct and spins her conversations into long detailed stories. Her inability to stop talking is what ends up getting her killed. Every so often there is peace and quiet,†¦show more content†¦Also the ride out on the dirt road had scenes of imagery. In A Good Man Is Hard to Find O Connor uses several kinds of irony to communicate her message about the human condition. The irony of Flannery O’Connor’s story â€Å"A Good Man is Hard to Find† may be best summed up best by the line, â€Å"I wouldn’t take my children in any direction with a criminal like that aloose in it† (276). However, this is exactly what she does when she sidetracks the family to a desolate roadside. Verbal irony occurs after the car accident when June Star announces disappointedly, But nobody s killed. The story s dramatic irony centers around the family s interaction with the Misfit, Foreshadowing is another main element. One example appears when the grandmother is talking to Bailey stating that she would not take her kids anywhere that there is such a deranged killer on the loose (O Connor 276). Later as the grandmother is talking to John Wesley, she asks what he would do if he ever did run into the Misfit. He replies, ‘I’d smack his face† (O’Connor 277). As the family is riding, they see a large cotton field with five or six graves fenced in the middle of it â€Å"like a small island† (O’Connor 278). This simile represents a sense of foretold death. â€Å"A Good Man is Hard to Find† retells a story of all the evil in this world and how hard it is to find a good person. By creating strong characters and using figurative language and literary techniques, O’Connor leaves the readerShow MoreRelatedParkers Back by Flannery OConnor1146 Words   |  5 Pagessignificance of Flannery O Connor s Parker s Back can seem at once cold and dispassionate, as well as almost absurdly stark and violent. Her short stories routinely end in horrendous, freak fatalities or, at the very least, a character s emotional devastation. Flannery O Connor is a Christian writer, and her work is message-oriented, yet she is far too brilliant a stylist to tip her hand; like all good writers, crass didacticism is abhorrent to her. Unlike some more cryptic writers, O Connor was happyRead MoreFlannery OConner and the use of grotesque character in Good country people and a good man is hard to find1226 Words   |  5 Pagescentury writing (Holman 61). Almost all of O Connor s short stories usually end in horrendous, freak fatalities or, at the very least, a character s emotional devastation. People have categorized O Connor s work as Southern Gothic (Walters 30). In Many of her short stories, A Good Man Is Hard To Find for example, Flannery O Connor creates grotesque characters to illustrate the evil in people. Written in 1953, A Good Man Is Hard To Find is one of O Connor s most known pieces of work and hasRead MoreAnalysis Of Grandmother In A Good Man Is Hard To Find.1517 Words   |  7 Pagescharacteristics she believed in people. Additionally, the author used grandmother to develop and set the mood of the story helping the reader understand the misfortune that befalls the family. Grandmother seems to predict through their encounters and her talks the heartbreaking catastrophe. For example, in the family drive in the city that grandmother selected, they travel along an abandoned road hinting the tragedy of death. O Connor writes â€Å"the family passed a large cotton field with five or sixRead MoreThe Psychoanalytical Theories Of O Connor s Work1862 Words   |  8 Pagesbehaviors. This is where a reader will be able to understand O’Connor’s true meanings of her story and will allow the reader to draw their own personal feelings from her work of art. Flannery O’Connor’s work is wildly known as a southern gothic style. Her work has been reviewed and criticized by many different scholars. Flannery O’Connor’s work normally contains a southern settings and psychologicall y disturbed characters, O’Connor’s readers have come to expect shocking and grotesque twists, along withRead MoreWhere Are You Going, Where Have You Been? Essay2193 Words   |  9 PagesWhile reading Joyce Carol Oates’ short story â€Å"Where are you going, where have you been?† and Flannery O’Connor’s â€Å"A Good Man is Hard to Find,† readers will dismiss the idea of the existence of any similarity in the stories of a fifteen year old girl and a grandmother. However, upon closer inspection, it is easy to appreciate how these two seemingly polar opposites are actually structured to invoke the same feelings in readers and to explore the same concepts. A close examination of â€Å"Where are youRead MoreA Good Man Is Hard And Find By O Connor2281 Words   |  10 PagesFlannery O’Connor impeccably portrays an anomalous family epitomizing the inevitability of fate in â€Å"A Good Man is Hard to Find†. In this short hor ror story, a family consisting of a grandmother, father, mother, two young children and a baby, adventure down to Florida where their vacation takes a bitter turn. While taking a hasty detour, the family bumps into the criminal, the Misfit, and is brutally murdered on the spot. In the short story, â€Å"A Good Man is Hard to Find†, O’Connor utilizes emblematic

Nummi Free Essays

As we compare to Japanese and American culture we can more or less comment on why GM was having difficulties while learning from the ANNUM experience. The GM plant in Fremont, California was opened in 1963 and closed down in 1982 due to bottom ranked in productivity among GM plants and the reputation of the worst quality cars in the entire GM system. The major problem was heavily relying on mistrust and fairness between management and union. We will write a custom essay sample on Nummi or any similar topic only for you Order Now Whereas Toyota at Annum showed the importance of using all means available to establish a climate of fairness such as flat organization, fewer levels of management, no exclusive bonuses and no distinctions between managers and team members such as using the same cafeteria for lunch or no dress differences. The core values were customer satisfaction by means of high quality and low cost, dignity, trust, teamwork, consistency, continual improvement. This sort of approaches was quite different from happily American manufacturing culture as well as its culture itself. Japanese already discovered that in order to maintain waste free and high quality production they have to work well with people work on the line and provide them to the same privilege as white collar employees. Employees In most Japanese companies stay In the companies from low position to higher position and they generally work In the companies for their whole career. In the U. S. Companies often go through massive reorganization, therefore employees will be promoted or laid off. How to cite Nummi, Papers

Importance of Personality in Matching Jobs - MyAssignmenthelp.com

Question: Discuss about theImportance of Personality in Matching People to Jobs for Recruitment. Answer: For all organizations, the recruitment and selection process is a critical stage that allows them to get the best candidates who will form part of their long-term future. Along with academic qualification and experience, most companies are always on the look for people whose character and personality resonates with the companys principles, values and behavior. Consequently, the need for personality in recruitment has grown upon realization that it plays an important role in getting the right crop of employees who will move the organization forward in the long-term. Unlike in the past, the current processes of recruitment across organizations place more emphasis on the application of various parameters such as personality tests in acquiring employees with the appropriate personality to fit in the companys vision. The concept pf matching personalities to jobs became more popular in the 1990s in the aftermath of the dot.com era whereby people rushed to internet companies for newer challenges which later turned out to be unsuitable (Daft Marcic, 2006). This period gave rise to the job-fit concept that is the foundation of the fundamental role of personality in matching people with jobs during the recruitment process. Job-fit enables managers and organizations to hire people who are well suited to the task (Daft Marcic, 2006). By subjecting people to various processes that visualize their character, managers are better placed to have the right people with the right attitude who fit in the companys profile. Keeping in mind the criticality of the selection and recruiting processes, it is compelling that the human resource management team gets people who share the same ideals, values and vision with the company so that their productivity works well for the firm once they resume their responsibilit ies. Another importance of personality in the selection process is that it enables managers and organizations to spot potential strengths and weaknesses of each candidate so that they can place them in the right job designation (Lievensn Chapman, 2010). In this context, personality tests and anticipation of ones perceived weaknesses and strengths become a crucial tool for the selection panel to scrutinize and place each successful candidate in a job they are likely to exploit their full potential. This concept can be understood better in relation to the Theory of Purposeful Work Behavior (also referred to as the Five Factor Model of Personality). According to the theory, personality traits are a foundation for individual goal setting and the core traits interact with job characteristics to yield job satisfaction and personal struggle to fit in roles within the broader structure (Barrick, Mount Li, 2013).One of the pillars of the model that can be applicable in the recruitment process is Openness to Experience. In this regard, a person who scores highly exhibits strong creativity and responsiveness to new ideas and as such, they would be better suited to the research and development department. Personality is critical in matching people to jobs since it is a predictor for work engagement and performance in the long-term (Bakker Tims Derks, 2012). According to this concept, work is a broad process in which people of distinct personalities, traits and expectations pull together their knowledge and visions to yield optimum results for individual and collective excellence. Therefore, it is critical for companies to be ahead of their employees by predicting their proactivity and understand the correlation between these characters and future performance. Therefore, organizational management ought to have their foundation built on the abilities of their employees and most importantly, their abilities to cope with emerging challenges and stay productive. For example, one of the pillars of proactivity at the workplace is crafting which can be cited at the early stages of recruitment or when the employee has been assigned duties. Consequently, they can exhibit traits such as dedicat ion, vigor and absorption which are pointers to potential job engagement and performance (Bakker et el., 2012). Therefore, by applying this model managers are able to spot the underlying potential which is a critical factor in engagement and performance of each employee. The use of personality in matching people to jobs is also important in team formation and success. This role of personality is a reincarnate of the five (5) factors of the Big Five Personality Theory (Openness to experience, Conscientiousness, extraversion, agreeableness and Neuroticism). Whereas it is not practical and even ethically sound to have employees of similar character, personality plays a critical role in ensuring that the group is of the right composition with the correct chemistry to work together in teams and achieve the set goals and objectives (Bradley et al., 2013). All organizations thrive on robust teams and shared responsibilities among all employees and as such, personality plays a crucial role in the success or failure of these teams. When designing teams, individual character is key. Managers will use these as indicators of physical and emotional strength as well as the ability to deal with potential challenges collectively. For example, in the face of conflict , it is highly likely that groups with a majority of members who exhibit high levels of openness and emotional stability are likely to use the conflict to their advantage for future improved performance. On the other hand, teams with low openness and emotional stability are likely to be adversely affected by conflicts to the degree of lowering their productivity. This underlines the importance of personality consideration in composing teams at the workplace. The application of personality as a job-fit tool plays a psychological role in dealing with workplace aggression. From mild interactions to intense behaviors, personality traits are critical in employees ability to cope with psychological setbacks in their line of duty (Taylor Kluemper, 2012) .Consequently, there is a strong correlation between role stress and the five personality traits and each of them influences how individuals respond to psychological challenges and even better their performance afterwards. By placing employees in designations that they exhibit higher psychological strength and mental ability to overcome drawbacks, the organization is facilitating personal growth and continuity. Individual differences in personality are an enriching factor that managers ought to exploit to the deepest point and identify people whose vulnerability to workplace stressors provides the impetus for growth rather than a recipe for failure. In this context, personality is important bot h in the selection and development processes since most of the challenges emerge after one has resumed duty. However, it is worth noting that the responsiveness in this case varies from one person and job description to another and as such, there is little assurance that organizations have the capacity to consider all people and place them in roles that are in line with their abilities. Personality is the foundation of organizational culture. Consequently, it becomes so important for managers to consider individual behaviors and ways of responding to certain situations since these aspects escalate into a persistent pattern or culture (Gardner et al., 2012). A recent study by Empxtrack showed that more than 85% of employers are looking for employees who are culturally fit as this abets employee retention and cultural continuity within the organization. An observation of ones personality is thus considered an essential tool for assisting employers have the right people with the appropriate attitudes in roles that support their growth and demonstration of standards that replicate what the organization stands for. On the other hand, the consideration of personality in assigning roles enables employees to stay attached to the organizational goal setting and achievement as well as becoming a motivational factor. This is because they are likely to work comfortably in roles that match their expectations, capabilities and reasoning. The role of personality in job-fit is undisputable across the globe. However, the same concept is not void of counter-arguments. Arthur (2012), while underlining the importance of personality, points out that it becomes more misguiding and unduly stressed that organizations have to consider personality as a guiding tool for selection and placement. He argued that considering the duration of the selection and hiring process, it is highly unlikely that personality traits can be fully exposed at this juncture. As a result, basing job-fit on this process is tantamount to misconception. Secondly, personality is not rigid as it is affected by subsequent challenges and situations that emerge at the workplace. Therefore, employers will find it very difficult to use this as a tool that yields employees who will stay consistent throughout their stay in service. Conclusively, personality is important for selection and job performance. It is within the discretion of any organization to apply any personality model in order to obtain a group of employees that are emotionally and physically fit to meet the companys goals and expectations. Equally, personality is an incentive to the employees as it helps them overcome challenges and grow professionally. Thus, it is bold to affirm that the advantages outweigh the negativities and as such, personality is, and will rightly continue to form an integral part of selection and hiring. References Arthur, D. (2012).Recruiting, interviewing, selecting orienting new employees. AMACOM Div American Mgmt Assn. Bakker, A. B., Tims, M., Derks, D. (2012). Proactive personality and job performance: The role of job crafting and work engagement.Human relations,65(10), 1359-1378. Barrick, M. R., Mount, M. K., Li, N. (2013). The theory of purposeful work behavior: The role of personality, higher-order goals, and job characteristics.Academy of Management Review,38(1), 132-153. Bradley, B. H., Klotz, A. C., Postlethwaite, B. E., Brown, K. G. (2013). Ready to rumble: how team personality composition and task conflict interact to improve performance.Journal of Applied Psychology,98(2), 385. Daft, R. L., Marcic, D. (2006).Understanding management. Cengage Learning. Darsana, M. (2013). The Influence Of Personality And Organizational Culture On Employee Performance Through Organizational Citizenship Behavior.The International Journal of Management,2(4). Gardner, W. L., Reithel, B. J., Cogliser, C. C., Walumbwa, F. O., Foley, R. T. (2012). Matching personality and organizational culture: Effects of recruitment strategy and the Five-Factor Model on subjective personorganization fit.Management Communication Quarterly,26(4), 585-622. Leutner, F., Ahmetoglu, G., Akhtar, R., Chamorro-Premuzic, T. (2014). The relationship between the entrepreneurial personality and the Big Five personality traits.Personality and individual differences,63, 58-63. Lievens, F., Chapman, D. (2010). Recruitment and selection.The SAGE handbook of human resource management, 135-154. Ployhart, R. E. (2012). The psychology of competitive advantage: An adjacent possibility.Industrial and Organizational Psychology,5(1), 62-81. Sackett, P. R., Walmsley, P. T. (2014). Which personality attributes are most important in the workplace?.Perspectives on Psychological Science,9(5), 538-551. Taylor, S. G., Kluemper, D. H. (2012). Linking perceptions of role stress and incivility to workplace aggression: the moderating role of personality.Journal of occupational health psychology,17(3), 316.