Reflective Essay on Learning Styles and Theories

EXECUTIVE Summation:

Learning is the lifelong procedure for continuous improvement. Individual discovers new things throughout its lifetime. It is necessary for the overall development of individual. Only the person who is willing learner may survive and grow in today's competitive environment.

We always continue steadily to learn from your day we given birth to till the day we perish. Life without learning is similar to stagnating drinking water.

Human being learn anything that comes to him i. e. learn from its activities, its experience etc.

In Reflection module I will summarize the reflection of what I learned. Reflection and learning are explained through various models and theory in this project.

ASSIGNMENT 1

When I am doing this project I was under the intuition that it's heading to be another industry module where we are displaying to only abstract ideas. But I came up to know that it is more about molding an individual into getting prepared to a organization profession. Mostly Forward overlaps the trained and academics skills that are needed by individuals to have difficulties in this mutually dependent world.

The first day of subscribing to my institute is basically different from my assumption, the school give us the right knowledge and an integral to success. But when I came to learn about this module (Move) my falsehood was nowhere to be found any more within me. It provides me the professional knowledge and help us to boost my skills.

REFLECTIVE JOURNAL

Collaboration:-

This section cooperation was created where we implicit the need for collaboration for the team work. Essentially collaboration is to gather a variety of different skills among associates and utilize them to ensure the success of the job. In such a i presented the Tuck man's Group Development Model and Belbin's Theory

TUCK MAN'S AND BELBIN THEORY

Tuckman's model is the fact that it can help us understand that teams evolve. In addition, it helps us to consider how they could face different problems at different stages with their development

There are four stages in Tuckman's model: forming, storming, norming and executing.

In the first level we find out about forming. On this firstly the bottom level is established. In this level the individuals are not yet gelled along and everyone is busy in finding their place in the team. Also the trust is developed between the associates in this stage. The team members agrees on common goal. This level is very important because in this stage associates make goods connections and strong bonding towards one another.

In the second stage we centered on storming. With this stage users feel themselves as a part of a team. They are really identify with the capabilities, control issues and the resources that are to be used. Within this stage members express different ideas, sense, and opinion, nonetheless they may struggle themselves and the team head in what the team does and and how the work should be achieved.

The third stage is norming. The members come together. They agrees about assignments and procedures for solving the challenge. We are able to say it is the attribute of togetherness. Decisions are made through negotiation and agreement building. The team is involved in various activities.

The final stage is performing. People find answers to problems using appropriate adjustments. They work collaboratively and value one another. The group set up as a unique individuality and the people are interdependent and they have increased give attention to the duty.

Co-ordinator

The co-ordinator is a person-oriented innovator. This person is trusting, accepting, dominant which is focused on team goals and aims. The co-ordinator is a good thinker who approves of goal attainment, struggle and effort in others. The co-ordinator is someone tolerant enough always to hear others, but strong enough to reject their advice

Shaper

The shaper is a task-focused innovator who abounds in anxious energy, who has a high drive to achieve and then for whom receiving is the name of the overall game. The shaper is focused on achieving ends and will 'condition' others into achieving the aims of the team.

Plant

The place is an expert idea manufacturer characterised by high IQ and introversion while also being dominating and original. The herb will take radical methods to team performing and problems. Plants are more concerned with major issues than with details.

Resource Investigator

The reference investigator is the professional who's never in his room, and if he is, he's on the telephone. The tool investigator is someone who explores opportunities and evolves contacts. Resource researchers are good negotiators who probe others for information and support and grab other's ideas and develop them. They are simply characterised by sociability and eagerness and are good at liaison work and exploring resources outside the group

Team worker

Team workers make helpful interventions to avert potential friction and allow difficult character types within the team to utilize their skills to positive ends. They have a tendency to keep team soul up and allow other people to add effectively. Their diplomatic skills together with their sense of humour are investments to a team. They generally have skills in being attentive, coping with uncomfortable people also to be sociable. very sensitive and people oriented

Company employee/ implementer

Implementers are aware of external commitments and are disciplined, conscientious and also have a good self-image. They tend to be tough-minded and functional, trusting and tolerant, respecting established traditions. They are simply characterised by low anxiety and have a tendency to help the team in a useful, genuine way. Implementers body prominently in positions of responsibility in greater organisations. They tend to do the jobs that others do not want to do and do them well: for example, disciplining employees.

Completer finishers

The completer finisher dots the i's and crosses the t's. He or she gives attention to detail, is designed to complete and also to do so extensively. They make stable work and are steady in their work. They are not so interested in the glamour of impressive success.

Specialist

The specialist provides knowledge and complex skills that are in rare source within the team. They are generally highly introverted and stressed and have a tendency to be self-starting, dedicated and committed

Team Management

Artifical barriers between market leaders and led are only one obstacle to true teamwork. Interdepartmental and cross-functional rivalries - what People in the usa call 'turf wars' - are other serious hurdles, compounded by the fact that they are seldom conquer. They're known in sport, too. Try to persuade rugby forwards that they can study from backs, or vice versa, and you'll usually get no more change than when persuading marketing to work (as it will) hand-in-glove with development, or either to cooperate willingly with funding.

The skills essential to the modern director thus are the ability to work with other functional abilities in teams - also to lead, not by the authority of demand, but that of skills. Team control, paradoxically, includes knowing when to hand over the business lead to others, as their expertise techniques to the fore. In games, this stems normally from the practical demands. Only the quarterback can call the takes on in American sports: in rugby, lineout methods are equally a specialist function.

A team relies on its head to get them through.

Team benefit

All teams are groups of individuals however, not all sets of individuals necessarily demonstrate the cohesiveness of any team. Groups outperform individuals because clubs generate a particular energy. This energy develops as associates interact fusing their personal energies and talents to provide tangible performance results.

There are lots of benefits for teamwork, among them are:

Distributing the workload

Reinforcing individual capabilities

Creating participation and involvement

Making better decisions

Feeling like we play a role in the work being done

Generating a diversity of ideas, etc.

Teams have grown to be the latest management obsession. They're the organization exact carbon copy of a Visa cards: they're all over the place you desire to be. Managers, college principals all around the world are striving to create efficient teamwork procedures in their institutions.

Trouble is the fact that despite their ubiquity and their omnipresence, groups rarely achieve discovery results. Instead, they sink to the level of the weakest performer and keep digging. The mistake is not with the team or its customers, but with those who had taken a group of individuals, costed them with improbable goals, staffed them with uninspired leadership and expected them to function as a team.

Contrast that to a arranged, well-oiled, and disciplined team, one in which the whole is higher than the total of its parts. Such groupings allow members to accomplish results very good beyond their specific ability. The irony is that when the needs of the group take main concern, the needs of the individual actually are improved.

High performance teams do not derive from spontaneous combustion. They are simply grown, nurtured and exercised. It takes a whole lot of hard work and skill to combine different personalities, ability, and agendas

COMMUNICATION

Communication

Communication can be an exchange of facts, ideas, viewpoints by two or more persons.

Communication is the procedure of transferring information & understanding from one person to some other. It is the process of imparting ideas & malking oneself comprehended by other.

Communication is the transmission & interchange of facts, ideas, emotions, or course of action.

The interchange of thought or information to effect a result of shared understanding and confidence or good human being relation.

In communication model we use the concept of Berlo's Model

Concept of Barlo's model:-

Source

Does he have a command line over language?

What is his frame of mind towards the receiver?

Thirdly what is his degree of knowledge?

Does he speak as an associate of a group; religious, politics, or commercial?

Does he participate in an extremely advanced culture or he comes from some primitive tribe

Message : A note includes content or matter. It appears in a few dialect from such as English or People from france or in picture form.

Channel : Channel means the medium in which the message extends to the receiver. It might be natural, one of the senses - finding, hearing, coming in contact with, smelling and tasting.

Receiver : The receiver too, like the foundation has skill, frame of mind, knowledge and culture context. If the receiver and the source have positive behaviour towards this issue, communication become easy.

TIME MANAGEMENT

This is the most important principle in this task as well as our day to day activity.

The "Three Ps" of Effective Time Management:-

Planning

Priorities

Procrastination

Ten Myths time:-

Myth: Time can be been able.

Myth: The much longer or harder you work a lot more you attain.

Myth: If you'd like something done right, do it yourself.

Myth: You are not likely to enjoy work.

Myth: We should take pride in spending so much time.

Myth: You should attempt to do the most in the least timeframe.

Myth: Technology can help you take action better, faster.

Myth: Do a very important factor at a time.

Myth: Handle paper only once.

Myth: Get more done and you will be happier.

As I got closer to the end of this assignment, I realized that we were actually trained how to work with the resources to be a better head as well as supervisor. As a administrator it's very necessary to make optimum use of the limited resources that'll be provided for ones task. At exactly the same time, a manager should also have similar skills and make sure his/her employee is up to the mark to get better competitive edge and a higher market value for the purpose of development and success of the organization. For a manager, a team with the cheapest staff turnover is actually better for the management and shows the quality of the manager handling his/her team.

ASSIGNMENT 2

Learning Style

'The process of increasing knowledge and skills and growing our behaviour or beliefs so that people have the chance for increased choice' (Thorpe and Clifford, 2000).

This approach to learning emphasizes the actual fact that individuals understand and process information in completely different ways. The training styles theory means that how much individuals learn has more to do with if the educational experience is geared toward their particular style of learning than whether or not they are "smart. " In fact, educators should not ask, "Is this student smart?" but rather "How is this college student smart?"

Different kind of learning style

Inguistic

This kind of learner loves to read, write, and notify stories. They tend to memorize places, schedules, labels, and trivia very easily, and are always mesmerizing you with their incredible stories. They have a amazing ability to repeat back all you have ever told them, word after word.

2. logical

This child is very mathematically willing. They enjoy dealing with problems, especially if they are mathematics related. . They will plague you with questions on how things work, how things relate with one another, and why things are here. Their favorite toys as small children were likely building blocks, and design puzzles.

3. spatial

These will be the visualizers. They spend almost all of the day fantasizing, watching videos, and keeping yourself as far away from reality as you possibly can. If they seem to be particularly "down", requesting them to draw a picture will get you much further into the nature of the challenge, than asking those to inform you of it.

4. musical

if your child is always walking around the home humming a melody, or always needs music to study by, then he/she is likely a musical learner. This type of learner is best at noticing details, pitches, and rhythms that escape the normal listener.

5. bodily

This kind of learner is always on the move. They constantly walk around, they have to touch everything, plus they use body language to mention their feelings. They might rather play sports or do a craft than sit down and read a publication. They need effective education! Keep them moving.

6. interpersonal

These will be the "social butterflies". They adjust easily to any type of sociable situation, have many friends and are excellent leaders. They are patient, understanding, and very empathetic, which makes them a favorite among their playmates. They generally make good market leaders for their capacity to mediate issue, and tend to be known as "the Peacemaker" of the family.

7. intrapersonal

iunderstanding of themselves. They satisfaction themselves on being independent and original, and they tend to stand out from the public without even hoping. They are the "strong, silent type".

Kolb's Learning theory

Learning is the process whereby knowledge is created through the change of experience"

Kolb (1984, 38)

"a thorough theory that provides the building blocks for an approach to education and learning as a lifelong process and which is soundbased intellectual traditions of philosophy and cognitive and public psychologyklb4kind

Divergers - view situations from many perspectives and rely greatly after brainstorming and technology of ideas

Assimilators - use inductive reasoning and also have the ability to create theoretical models

Convergers - rely closely on hypothetical-deductive reasoning

Accommodators - carry out plans and experiments and adjust to immediate circumstances

David Kolb explained that for true understanding how to take place, we need to have an event, reflect upon this experience, make sense of computer (often through creating theories) and lastly apply our ideas to our lives by planning what we would do the next time we were in the same or similar situation.

HONEY AND MUMFORD'S LEARNING STYLES

There are four type of honey and mumford learning style

Activist

Reflector

Theorist

Pragmatist

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Activist

Activists are people who learn through doing and like activity-based development. They dislike sitting down still for long periods and will therefore not reply well to lectures or highly reflective activity. Activists are chatty, lively and like to be involved - they benefit from the 'here and now'.

The methods through which they will would rather learn involve exercises, problems, responsibilities, drama and thrills.

Reflectors

Reflectors enjoy reviewing and considering situations and events. When asked a question, they tend to relax and think about the answer before responding

When they sign up for a discussion their contribution will be well thought out.

Reflective learners like to consider issues from a variety of different perspectives and can feel uncomfortable if they're placed into the limelight without preceding warning; when choosing options for them, ensure that they can have enough time required for representation to use place

Theorists

Theorists prefer to know the theories behind a piece of learning or the ideas that less difficult reviews that are being made. They would prefer to study from research, data, models and information.

They do not cope well when they are asked to do something without being told why and without underpinning facts or theory.

Theorists like logic and are logical and analytical - in a learning situation, they like their development activities to have structure and purpose; they will be unpleasant with high feelings and thoughts.

Pragmatists

Pragmatists prefer practicality to theory and learn effectively when they are able to apply the training to their situation and the real world.

They learn best when given true-to-life tasks, rather than being given 'woolly' concepts that they are unable to relate with their lifestyle.

They look for new ideas and want to try them out, drawing links between your subject and their current job.

Vark model

The acronym VARK means Visible, Aural, Read/write, and Kinesthetic sensory modalities that are being used for learning information. Fleming and Mills (1992) suggested four categories that appeared to reflect the encounters VARK learning style shows that I am a reading/writing choice learner followed by visible and kinesthetic learner. The aesthetic and kinesthetic learner characteristics are similar to the outcome of both Belbin and Honey Mumford theory. Based on the Honey Mumford learning style, Belbin's theory and VARK theory, I am indeed a person who learns better when ideas and techniques are placed into practice. I specifically choose to learn from new experience as well, making me a person who likes to do more physical and hands on activities compared to learning new modules through theories. For example, teaching and training materials are soaked up faster and effectively while i perform them through tutorial or laboratory activities. Based on the VARK learning theory, I learn best when theories that are educated are ingested via lectures and records written from lectures according to personal personal preferences. For example, during lectures, I learn best while i write lecture records and rewrite it again and again. A reading and writing choice learner would convert diagrams and charts to their own words to learn betterf the students and tutor.

Visual (V)

This desire includes the depiction of information in maps, spider diagrams, graphs, graphs, flow graphs, labelled diagrams, and all the symbolic arrows, circles, hierarchies and other devices, that trainers use to represent what could have been provided in words. It could have been called Image (G) as that better points out what it covers. It does NOT include films, videos or PowerPoint. It does include designs, whitespace, habits, shapes and the several formats that are being used to point out and communicate information.

Kinaesthetic (K):

By definition, this modality identifies the "perceptual choice related to the use of experience and practice (simulated or real). " Although such an experience may invoke other modalities, the key is that folks who like this mode are connected to truth, "either through concrete personal experience, illustrations, practice or simulation" [See Fleming & Mills, 1992, pp. 140-141]. It includes demonstrations, simulations, videos and videos of "real" things, as well as circumstance studies, practice and applications.

AUDITORY-learners who would love to stay reverse and give consideration. They don't really make a whole lot of notes

READ/WRITE- learners who need to read the information for themselves and they take a set of notes

CONCLUSSION

VARK model demonstrated that we m a KINESTHETIC learner. I could sit miss focussed on a particular topic. But other than KINESTHETIC i am a weak learner. And I feel that this is my weak point and I want to deal with it. Now i am aiming to deliberate on a particular topic by sitting down actively just like a aesthetic learner. Now i am focusing on the reading/writing part by reading increasingly more books and different journals or assignments. But I feel that kinesthetic is not an actual style which should be learned because kinesthetic is someone who cannot concentrate a lot more so I didn't participate in it. I highly believe that i will expand that one learning theory combined with the rest i already practice. As an organization member we ought to create some new ideas at all times and these ideas can be practical or theoretical. From Honey Mumford theory I arrived to know which i m a activist so I decided to learn the other learning styles that the VARK analysis showed as I really do not see any harm in learning new theoretical modules.

I feel that with this module we will establish our skills, knowledge, training and many more. We know our value and importance in a group. This module also helps us to comprehend the team management, different communication skills, and time management and captures the different styles of learning.

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