Communication and Collaboration Strategies for Different Learning Styles and Personality Types - Free Essay Example

Sample details Pages: 2 Words: 616 Downloads: 10 Date added: 2017/09/13 Category Advertising Essay Did you like this example? Communication and collaboration Strategies for Different learning styles and personality Types Gen/200 Even though most people do not understand learning and intelligence well enough, it is proven that people have different learning style and personality type based on multiple pathways to learning and personality spectrum. People have different learning style and personality type and based on my findings from the multiple pathways to learning assessment, three learning styles were identified. The three leaning styles identified were: musical, naturalistic and bodily/kinesthetic. The musical learning style was the first finding in my assessment and based on Howard Gardner, the musical learner â€Å"creates rhythms out of words, beat out of rhythms with hand or stick, play instrumental Music/write raps, put new material to songs you already know and take music breaks†. (eBook collection, keys to college studying: become an active thinker). Don’t waste time! Our writers will create an original "Communication and Collaboration Strategies for Different Learning Styles and Personality Types" essay for you Create order The strategy that I would use for effective communication and collaboration in this learning style would be to make up lyrics with the study material, link the lyrics to a well known song and rehearse it a few times with the learner because that way the musical learner would have an easier time remembering the material needed. The second learning style is the naturalistic learner. This type of learner likes to have a profound understanding of nature and has appreciation for it so the strategy I would use for this type of learner would be to form a learning group with the same interest and study outside instead of inside, that way the learner would be more interested in the study material which makes it easier to remember what was thought. The third leaning style is bodily-kinesthetic. The bodily-kinesthetic learns better by body movements so the strategy that I would use for this would be to make up a play with the learning material and recite that play a few times with the learner until the learner had the play all memorized, that way he or she would remember the material when needed. The personality spectrum is a way to find out the type of personality a person has allowing that person to find ways to learn better and interact with others. The three personality spectrum I found based on the assessment were: organizer, adventurer and giver. The organizer is responsible, likes organization, always wants material to be explained in detail and completes tasks on time. The strategy that I would use for this personality type would be to make flash cards containing the material needed to be learned, make the organizer study the flash cards and test the organizer on the material from the flash cards. The adventurer is the second personality type on the spectrum assessment and one of the characteristic for the adventurer is to learn by hands-on so that would be the strategy I would use with the adventurer. I would take the material needed to be learned and make the adventurer create something based on that. The third type of personality on the spectrum assessment is the giver. The giver tends to be honest, enjoys staying close to other people, likes to communicate and help others. One strategy I would use with the giver would be to allow the giver to prepare the material and teach it to a group of people, by teaching the giver would process the learning material faster and keep that material in his brain for when needed. In conclusion, Understanding the different learning styles and personality types is very helpful when trying to learn something and interact with others. Reference page university of phoenix, . (2010, September  1). keys to college studying: Becoming an active thinker [2e]. Message posted to https://ecampus. phoenix. edu/content/eBookLibrary2/content/eReader. aspx

The Human Population Demographic Transition Model

The Human Population: Demographic Transition Model The demographic transition model is a picture of population change over a period. In 1929 American demographer, Warren Thompson, observes the changes or shifts in birth and death rates in industrialized societies over a 200 year period. There are four stages of the Demographic Transition Model; Stage One (Pre-Modern) or High Flunctuating, up through the 18th Century and mostly agricultural, Crude Birth Rates (CBR) and Crude Birth Rates (CDR) are both high (30-50 per thousand). The population growth is slow and fluctuating. Infectious diseases and poor hygienic behaviors and not having clean drinking water mean few children nor adults can survive if there is little or no access to medicine. In Stage Two, Early Expanding, there is a rising population rate (CBR) increase and a (CDR) decline. High birth rates and low death rates mean life longer expectancy of a population resulting in population growth. It also means better sanitation conditions, better food quality and having the necessary medicine to combat illnesses. Transitioning to Stage Three, Late Expanding there is a decline in CDR and CBR. The population rises and birth rate fall. Living standards and income levels change for the better. Women have fewer children, become players in the workforce and seek higher educational levels along with their male counterparts. In Stage Four or Low Fluctuating , the human population stabilizes due to little CDR but moreShow MoreRelatedMexico s Demographic Transition : Public Policy And Spatial Process1618 Words   |  7 PagesBerry, B. J., Hall, L. S., Hernandez-Guerrero, R., Martin, P. H. (2000). Mà ©xico s demographic transition: Public policy and spatial process. Population and Environment, 21(4), 363- 383. 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So, which is it? Are we doomed to unchecked population growth followed by Malthusian catastrophe, or can we avoid it through increased food production, decreasing population growth rates, or some other means? To say Malthusian catastrophe is

External Factors Human Resource Management Strategies

Question: Discuss about the External Factors for Human Resource Management Strategies. Answer: Business Research Topic This research work would focus in the field of Human Resource Management. Human Resources Management is very strategic and embedded in every organization whether small or large corporations. It can be noticeable in large organizations and seem inexistent in small businesses (Stone, 2013). There are three key external factors that impact the Human Resource strategies of organizations. The major external contexts affecting HR in any organization are: The economic climate - which dictates how much money my business, has to invest in HR. The Government or Political factors - which creates laws, which directly impact my organizations HR practices. Social or Trade Unions - which create a climate of demands and can mobilize labor to force my organization to adapt its HR practices There are a significant number of laws, which directly impact personnel practices, and human resource strategies of organizations (Huberman,2015). According to the Chartered Institute of Personnel and Development (2016)employment law islaw, which "addresses the legal rights of employees and employers".Many organization attempts to manage these contexts by operating collaboratively with all the players involved and with its employees. It does this by holding regular consultation sessions and issuing surveys to employees to capture their thoughts. For instance, in the past when union was effective, HR was working strongly to get good deals for employees, but in today's world, individuals are responsible to broker their own deals, which kind of subtly reduce the function of the HR. Most of the principles you mentioned like integration strategy, Flexibility, sacrifice and devotion, etc., are gradually ben replaced by systems developed specifically for this purpose. This means that, even when organizations do not completely remove the HR function in their business, which of course they cannot, their approach to how these services are carried out is changing because of external contexts like economy, politics, environmental, etc. The specific research questions of this research work can be discussed as: Research Questions What is the impact of the external factors like economic, political and legal on the human resource strategies of organizations? How can organizations use the external factors like economic, political and legal to develop and implement the human resource management strategies in the organization? Research Methodologies Techniques The research work would typically start with the initial research hypothesis. The research hypothesis of this research work can be discussed as: Research Hypothesis The external factors like economic, political and legal have a deep impact on the Human Resource strategies of organizations that drive the human resource management strategies of the organizations. The research would have both dependent and independent variables to complete the research. The dependent and independent variables for this research work can be discussed as: Independent variable: The external factors like economic, political and legal Dependent variable: The human resource strategies developed and implemented within the organization The critical assumptions of this research work can be discussed as: Assumptions / Limitations The research work would be focused on the multinational companies that operate in the global market. The three key external factors considered for this research work are political legal, economical and social (trade unions). The research methodology for this research work has both primary and secondary research. These methods for this research work can be discussed as: Primary Research Methods The primary research for this research work would be based on the focused group study. A focused group of 20 people would be developed to complete the research. The focus group would have the people from industry who have the knowledge of Human Resource Management function (Pickard, 2013). It would include the HR executives of multinational organizations. Secondary Research Methods A strong literature review would be done to complete the secondary research. The literature review would be done from books, online articles, journals and websites. Research Process The difference phases of the research work can be discussed as: Phase 1: Identify the research problem The identified research problem for this research work is in the broad area of human resource management. The research problem is to assess the impact of external factors like economic, political and legal on the human resource strategies of organizations. Step 2: Background Study and specific Questions formulation The two specific research questions are identified for this research work. These are: 1. What is the impact of the external factors like economic, political and legal on the human resource strategies of organizations? 2. How can organizations use the external factors like economic, political and legal to develop and implement the human resource management strategies in the organization? Step 3: Secondary Research / Literature Review It would be done to collect data from the secondary sources (Zikmund, 2012). Step 4: Data collection and Data analysis The data would be both quantitative and qualitative. The quantitative data would be collected from the focused group study as part of primary research (Robson, 2011). The qualitative data would be collected from the literature review. Step 5: Results Conclusion In this phase the final research report would be made. Data collection analysis methods The data would be both quantitative and qualitative. The quantitative data would be collected from the focused group study as part of primary research (Hair, 2007). The qualitative data would be collected from the literature review. Expected research outcome It is expected that the identified research objectives would be meet as part of this research work and a relationship would be established between the external factors and the human resource strategies of large and multinational organizations. References Huberman, B. (2015).Employment law changes in 2016: eight things employers should know - Personnel Today. [online] Personnel Today. Available at: https://www.personneltoday.com/hr/employment-law-changes-2016-eight-things-employers-know/ [Accessed 22 Aug. 2016]. Hair, J. F. (2007). Research methods for business. Pickard, A. J. (2013).Research methods in information. Facet Publ. Robson, C. (2011).Real world research: a resource for users of social research methods in applied settings. Chichester: Wiley. Stone, R.J. (2013). Managing Human Resources (4th ed.). Milton, QLD: John Wiley Sons (Australia), Ltd. ISBN 978 0 730 30255 1 Zikmund, W., Babin, B., Carr, J., Griffin, M. (2012).Business research methods. Cengage Learning.