Thursday, 9 July 2015

Compare Different Learning Styles Assignment Help

Learning is changing behaviour influenced by experience (Nasayanasamy 2009, .12). For the learning process to be successful, continuous reinforcement is required. The process through which information is perceived and decoded by a person is exactly what makes every individual unique. Some people can understand quickly by executing practical approaches or by better concentrating when assignments are being administered compared to others, a phenomena that suggests that different individuals have different styles of learning. Psychologists have devised numerous learning style classification criteria; however, some of these learning styles are facing controversies by psychologists.

Task 1

1.1 Compare Different Learning Styles

Studies indicate that each person prefers different styles of learning. With this study, people could be classified into different categories based on their learning styles. However, each person also isn’t restricted to only one learning style but several. Some styles of learning correspond to specific circumstances, hence making it impossible to have different styles of learning for different situations. Therefore, individuals require different learning techniques to properly understand relative concepts easily (Rao 2007, p.32).
Working/learning techniques are influenced by intuitive factors and behaviour which distinguishes an individual from another. People often control their behaviour although this can change once it impacts their work. For instance, the induction program at Green and Company can use this learning technique when regulations and rules, sickness and holidays arrangements and policies for human resource are being taught so that the new employees can understand them better and take them seriously. (Tobey 2005, p.52). Visual learning -involves understanding new knowledge using visual devices.  For instance, the induction program may employ use of this type of learning so that the new recruits can understand and remember what is required of them easily. However, tactile learning requires a more practical approach, i.e. “do it yourself” approach that lets the learner conduct a task in order to understand the technique being taught.  This will be helpful in learning the procedures of safety and health because the employees will need to be more practical when applying the procedures.
The learning curve can be described as a graph that shows the time spent learning against the accession of nous based on its level (Werner & Desimone 2012, p.65). Therefore, definition of the shifting pace and progress of learning style is portrayed in a short interval. E.g. when a person says she/he is on a steep learning curve this means that they are trying to acquire a lot of knowledge in a short interval of time (Wilson 2006, p.89).
It can measure an employee’s ability to successfully accomplish a given task when Green and Company is running the induction program. By understanding the different learning styles of employees, Green and Company can plot an effective induction training program. The human resource at Green and Company can use a learning curve in plotting the coverage of information to be taught at a given time or period of learning. Learning curves can either ascend or descend based on the worker performance in perceiving information or skills they have just attained.
Learning Transfer
Transfer of learning refers to transferring newly learned information from a learning setting to using it in a particular activity (Nasayanasamy 2009, p.102). Transferring learning works with the ability of an individual to use a technique effectively on a specific job requirement in a work setting. These techniques are administered during training. If a worker transfers learning effectively by using it to a particular task or not, the employer can evaluate whether it is a positive of negative transfer. 
Transfer of learning is an aspect important in workplace learning due to the practical attributes that need to be studied at the workplace. Skills and techniques are added and problem solving in a workplace is easier with effective learning transfer. Learning transfer can be experienced when workers use what they studied in school, in office work to gain favour from their superiors. It admits all partakers from workers to teachers to promote the success of learning transfer. However, the learner should realize the program taught in order to promote the learning process. And the administrators at Green and Company should ensure that the subject matter makes sense to the workers they train.

1.3 Contribution of Learning Styles in Green and Company

The objective of training in a workplace helps employees to study in order to outstand in their workplaces. The induction program isn’t a huge consideration as long as particular conditions are in play to facilitate learning. Such conditions include giving workers the chance to get and practice feedback, giving applicable subject matter during training, pinpointing the needs of workers which will help in successfully accomplishing an activity and giving the workers a chance to face and experience in order for facilitating the learning process. To facilitate learning, the instructor conducting the induction program must note the task to be learnt, i.e. knowing the learning results. The results are supposed to be relevant to the job under discussion.
The induction program layout is crucial to the facilitation of learning. This involves devising a program schedule, giving a physically comfortable training environment and seat arrangements in the area of training that enable the workers communicate easily.
Table 1.3 Outcomes of Learning
Learning outcome type
Capability Description
Motor skills
Executing a physical action with  precision and timing
Hitting a moving  small object , consistently with a crossbow
Verbal Communication
Define, state and disseminate already stored information
Stating reasons people should follow safety measures in an Green and company
Choosing a personal action
Responding to a huge volume of mail within a period of time
Intellectual skills
Applying generalized rules and concepts that help in problem solving
Coding and setting an application in the computer that meets customer demands
Cognitive strategies
Managing individual thinking and learning processes
Selectively  using different strategies in order to evaluate malfunctions in engines
Theories correspond to the way people learn. Different factors are connected to various theories in the learning process. Most theories relate to motivating a trainee to learn. Theories like the theory of reinforcement that propels individuals to avoid certain behaviours based on the results experienced in the past have promoted both negative and positive behaviours, where negative reinforcement results to an undesired outcome whereas positive reinforcement maintains desired behaviours. In a learning setting, the reinforcement theory propels workers to inherit modified skills, knowledge and the instructor should note the results that are considered as negative or positive by a worker.
There are certain theories that should be used in different learning settings to get the best learning results; it makes it easier for Green and Company to teach other workers new techniques and skills. By using the necessary theory of learning Green and Company can get best results from workers in a work setting. This will improve productivity and the growth in a work place. Use of theories promotes problem identification in an Green and company and helps in evaluating workers in an Green and company according to their ability to study new knowledge that should be adopted in the activities that they are assigned to.

2.1 Compare the Training Needs for Staff at Different Levels in Your Chosen Green and company

To identify training requirements, training evaluation should be practiced so that the knowledge or behaviours of staff can be known. The analysis defines the output an Green and company desires from the staff, the knowledge and skills the staff holds individually and pinpointing the techniques and skills the staff have to acquire.
Green and Company evaluates the training being given to the staff and explores the knowledge, abilities and skills the training program needs for the Green and company to be more effective. One can classify the needs of staff in a company like Green and Company into specific criteria.
Table 2.1 Training Needs and Assessment
Assess training needs
Creation of training specification
Determine learning styles
Plan evaluation and training
Methods, design materials and training delivery
Analysis of training needs should be conducted.
This is conducted in a process called appraisal.
People should be involved in the relevant training identified.
Break down training requirement into factors that can be tackled.
Attachment of standards to every factor.
Identify the appropriate tools to use during the training.
Individual learning styles influence the training type. Find the easiest method.
Find a relevant model of understanding.
The team or group should be considered when carrying out this program.
Evaluation of effectiveness of training after proper measures has been taken.
Identify a theory that will assist in the understanding the sort of technique is being addressed.
Use the internet in order to get the most out of it
Presentation is vital in delivery.
Meaningful communication is vital.
Use templates for training that can be adopted from services and providers.
 Green and Company has experienced limitations in better initiative development, confidence, ability to solve conflict and reconciliation among its workers. This is why they have opted that they need all levels in staff to be self-sufficient, creative, resourceful and autonomous. As a result, the staff operates at strategic levels increasing the competitiveness and productivity of the Green and company. The employee efforts promote high results, exactly what Green and Company is aiming at.

2.2 Assess the Advantages and Disadvantages of Training Methods Used In Your Chosen Green and company

Green And Company provides various strategies for training its employees. Counselling is conducted to help the workers to build a successful career path. Performance appraisal has been conducted for improvement of performance levels of workers. Role playing helps Green And Company analyse the responsibility and capability involved in a new role. Training of job devices e.g. workbooks and workshops are to help increase efficiency alongside improve knowledge. The best training devices are given by the management to enhance employees’ skill that may lead to attainment of the Green and companyal objectives.
Advantage and Disadvantage of Preferred Training Methods   
Methods of training
Role playing
The employee is assisted to realize the secret of success in a different role
An employee may feel nervous or reluctant depending on the role which can lead to performance deterioration.
Performance appraisal
Assists employees in realizing progress in skills. Employees are able to pinpoint their relevant competencies that meet desired standards
Employees may demoralize  their colleagues who don’t perform at work and lower their self esteem
Career success skills are promoted by discussions between workers and managers.
A  supportive role coming from management is crucial otherwise a development strategy won’t be made by an worker
These are relevant in providing the worker with the practice they require in order to devise ideas that can promote improvement.
It is expensive and it depends on how the workers perceive and receive a message.
An outline of corporate culture, firm and role of Green And Company is given to employees. This assists in the understanding of the specific objective and role of the Green and company.
The actual scenario may be different from the statements of the Green and company hence leading to negative impression later on
Performance coaching
The performance of employees is assessed and the parts that need improvement are specified. This assists in identifying opportunity
The assessment is usually required to be accurate and un-biased or else it will result to negative results.

2.3 Plan Training and Development for a Training Event at Your Green and company

I will adopt a problem solving technique and train the workers and this may execute a proper decision making process. In the process the workers can be exposed to a realistic problem and asked to provide relevant solutions and evaluations. The entire team will conduct an appraisal whereby the workers’ colleagues and managers will study the solutions that have been shortlisted. This process will be ongoing and the workers can have a chance to create a problem scenario in the workplace with relation to effective management, customer service and employee relation. The training activity should motivate workers to contribute in the decision making process also increase probability of providing answers and beneficial evaluations.

The Event Training Process
The team will be introduced to the managers in the course of the training event and later on be oriented to the real challenge scenario to be solved. A Q&A activity will be carried out among the staff team to verify the workers have properly oriented the given scenario. On the following day, the tasked persons shall be given appropriate set of instructions that should prove findings and an activity in which discussions are conducted.
The team staff will then be grouped into 3 where they will evaluate and devise solutions in a specified period of time. Afterwards, the managers will study the results and give advice for improvement. More time may be added so that the found results can be restructured and final submission under seen and evaluated by the managers. Q&A and discussion activities will help combine forces to provide a salient solution that will be suitable to deal with the problem.

Task 3

3.1 Prepare an Evaluation Using Suitable Techniques

In order to assess results of training, different methodologies should be explored by managers in to examine effectiveness and efficiency an activity. Top management may investigate the activity’s breakthrough via analysing various elements, costs and benefits to decision whether the activity will commence.  I used the Five Tiered Approach (Wilson 2006, p.98). The model takes five stage steps on an activity and distinguishes between the expected outcome and real outcome. The activity’s objective is shown in this five level model and states if the activity doesn’t or does meet the need.
  • Program clarification: It reveals the assessment depending on the various need stages that may determine the potential that should be added by the activity.
  • Need assessment: Answers questions related to the real difficulty.
  • Accountability and monitoring. This indicates the partaker along with the service that the problem starter is to deliver.
  • Progress: This assesses and identifies the advancement of partakers
  • Program impact: Assesses effects using experimental criteria

3.2 Carry out an Evaluation of a Training Event

There was an identifiable success of the training activity because that the workers were agile partakers and were motivated during the training activity. The first activity comprised formulating a problem plot that corresponded to customer service. Salient and relevant solutions were sufficiently proposed by the staff team involved in the activity. Discussion activity involved both the partakers and managers taking part in in depth discussions resulting to reasonable conclusions. The merits of the activity were the workers discovered how to enhance customer service.

3.3 Review the Success of the Evaluation Methods Used

The layout of five Tiered appraisals was beneficial in the successful assessment of real life work setting in the planned activity. The expected and actual benefits were assessed by this layout and managed to solve issues that were present during the training activity. Important activities were provided during the evaluation process of workers, this impacted the development process. Improvement of logical factors was carried out, hence better output and results were received.
Task 4

4.1 Explain the Role of Government in Training, Development and Lifelong Learning

The UK government plays a crucial role in training of workers based in private institutions. Training activities are usually organized by the government who provide professional instructors to ensure workers are able to achieve minimal levels of performance. Green And Company- a major manufacturing industry in the UK is inspected by the government to ensure proper performance of the Green and company’s internal development. The government aids such companies specifically in the development of their Human Resource department which ends in enhancement of economy industries hence improving the effectiveness of HR. This has an advantage over companies competing in the market.
An apprenticeship scheme has been introduced by the Government for the following reasons:
  • To deal with the youth unemployment
  • To narrow the gap between skills and youth unemployment.
At present there are 280,000 apprentices in the country and the government plans to take necessary efforts in order to increase the number of apprentices furthermore by 1000.
 For the government to execute this operative they take the responsibility and make sure the company performances reaches a minimum level. If the government takes part in training, the workers may gather knowledge concerning work setting. However, companies may not invest into costly plans which require training resources.

4.2 Explain How the Development of the Competency Movement Has Impacted On the Public and Private Sectors

Due to high instances of competition in the market, companies are interested in their performance gap. Therefore, private institutions have invested more in the performance gap in to improve nous and have an upper hand over other institutions. Institutions strive to avoid nous in terms of worker performance which can be a limitation to an institution; if the workers have low productivity levels, inefficient service quality and low initiative. Various learning patterns have been brought forward to increase productivity and development.

4.3 Assess How Contemporary Training Initiatives Introduced By the UK Government Contribute To Human Resources Development

The UK government has adopted contemporaneous training methods to supply small to medium institutions with development activities and relevant training to promote economic growth and stability. Training is done vocationally and it mostly targets on diverse business aspects. 
 Green And Company’s training gives it an upper hand over its competitors, since they have changed their principles in order to be profitable by introducing various resources of training to benefit their workers. The contemporaneous training is set to help workers to faster adapt to the dynamic market environment.


Green And Company possesses a noticeable impact on the economy in UK. The management introduces diverse resources that enhance faster performances of workers. Due to this, the company can have a lead over their competitors despite the market being filled with competition. They managed to retain the loyalty of their clients and their work environment is suitable in making workers feel significant. The company must pinpoint the challenges it faces in order to identify diverse learning requirements. The work and the Green and companyal setting should be supported to get the best out of the workers.
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