...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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...Two children with the same name, both born in the same city and raised by single mothers, have completely different lives just by the outcomes of the choices they make. In The Other Wes Moore, written by Wes Moore himself in 2010, the author Wes ends up as a decorated combat veteran and Rhodes Scholar, while the other Wes serves a life sentence in prison for murder. While Baltimore is the similar hometown for both Wes Moores, the outcomes each experienced in the end exemplify the importance of choice making. The institutions and interpersonal relationships one encounters, for better or for worse, have a very influential role in the choices they make. The author Wes Moore reluctantly goes to Valley Forge after being forced by his mother, Joy. While Wes ultimately did not make this choice himself, the Military Academy sets the beginning guidelines for a prestigious and disciplined life ahead. However, the choice to work hard and eventually become the most respected student at Valley Forge was an outcome of his own choice to succeed. When Wes went to the pizza parlor with Dalio and experienced the drunken kids that threw a bottle at Wes’s face, Wes’s decision to not react and fight back was a test of his maturity. Instead of reacting in a violent way, he looked out for his friend’s safety and led him back via another safer route. In contrast, the other Wes Moore makes the continuous decision to be a part of the drug game. After getting caught up in the game’s mishaps several...
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...produces the results that it does. Outcome based evaluations are used to monitor the outcomes of a program, which helps decide if the program was useful and beneficial, or a failure. Process based evaluations are used to evaluate the way a program achieves its goals. It doesn’t evaluate the outcomes themselves, just the way the program does things in order to achieve those outcomes in a successful way for the clients. One form of process evaluation is staff recruitment, hiring, and training. These things will be documented to ensure this part of the program process is efficient. Without proper staff, the program would not have much of a chance. Another example of process evaluation comes in the form of “planning and development activity forms, meeting agendas and minutes, and participatory observation.” (Yuen/Terao, 2003) These things will be used to monitor program development, problems encountered, and solutions to the problems. Outcome based evaluations are used as a way to verify that the program is performing the right actions to produce the right outcomes, or benefits, for the clients. This kind of evaluation can be done by evaluating (through surveys, interviews, etc.) people that have gone completed or participated in the program and comparing their answers and results with people who have not been through the program, or with those that have been through a different program that was similar. Another way to do an outcome based evaluation would be to do a simple...
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...MUHAMMAD AMIR HAMZAH BIN MOHD ARIS 4141005251 PMS 3293 CHANGE MANAGEMENT SOME WORDS OF CAUTION 1. Expect some unanticipated outcomes : Although there is a link between action and outcome is very controllable and predictable, there are likely to be some unanticipated consequences reinforcing outcomes and counteracting outcomes. 2. Be alert to measurement limitations : Assessing success of innovative practices is an inherently complex and ambiguous challenge, and that is why it is required to be wholly and watchfully studied and researched. 3. Don’t declare victory too soon : Do not declare the victory too soon because the result can be changed, but we can celebrate a win. As one said “Declaring the war won can sometimes be catastrophic”. 4. Beware of escalation of commitment : Escalation means intensification, and there are four factors that can lead to escalation, and these include :- (a) Project determinants, (b) Psychological determinants, (c) Social determinants, and (d) Organizational determinants. Seven practices that can help reduce escalation : (A) Don’t ignore negative feedback or external pressure. (B) Hire an external assessor to provide an independent view on progress. (C) Don’t be afraid to withhold further resources/funding; as well as limiting losses, it has symbolic value in that it is a fairly emphatic signal that there is concern with progress. (D) Look for opportunities to redefine the problem and thereby generate...
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...Industry trade groups, Investors, Labor unions, Local communities, National communities, Professional associations, Prospective customers, Prospective employees, Global community, Shareholders, and Suppliers, etc…) * The overall objective is for all managers across the country to train hands-on in a central location for at least 10 hours on the new platform as well as a host of new compliance policies being introduced. * Even though not all managers are going to be willing to commit to taking time out from their normal responsibilities just for some training the success of this project will be evaluated by the progress in the managers, the impact, the success, and the outcomes they bring back to their Office after the training. The most important evaluation would be your own satisfaction with the outcome of the project and how it will be achieved. In addition to being evaluated, your team will provide potential feedback and effectiveness of the training to your CEO. * Gather all data/feedback to measure the success of the new platform and policies. How has business benefited from the new technology/policies? Are manager’s well trained and bringing new information back to employees? How much has the company overall performance improved? What was the employee’s response to the impact of the new...
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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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