Pursuing Professional Development and Giving an Effective Presentation - Essay Example

PROFESSIONAL DEVELOPMENT- REFLECTIVE MENT PROFESSIONAL DEVELOPMENT- REFLECTIVE MENT Introduction The modulehas made an immense contribution to my professional development. I have been equipped with the necessary skills and knowledge that are required in the professional field. Our tutor has taken us through a series of lectures that have been vital in sharpening our professional skills. I actively participated in class discussions to enhance my understanding of the topic. Under the module, presentations were made on how candidates should present themselves during interviews (Bailey et. 2001). During interviews, a lot of applicants lack the confidence to stand before discussion panels. Due to the lack of composure most of them fail to secure the vacancies albeit the fact that they possess the prerequisite qualifications. I also learnt how to present myself physically during an interview process. I learnt to handle myself during such tense moments. I firmly believe that the module provided me with the necessary skills required in the professional domain. Additionally, I was equipped with the tactics that are essential to answering questions that have been asked by the interview panels (Fonagy et al., 1998). Learning theories Learning theories are concepts that explain the way information is, and then processed in a learning environment. Students have different understanding abilities. The level of agreement of the student is affected by a number of factors. The factors may be intrinsic or extrinsic. Emotions affect the perception abilities of learners. In addition, the surrounding environment may also be an impediment to students (Ormrod and Davis, 2004). The behaviourism theory was developed by a number of contributors. Fredric Skinner is one of the main contributors to the theory. According to the contributors to the theory, people acquire their behaviour from changes in the environment. I discovered that according to the theory, learners remain passive. Students lack preconceived ideas. Consequently, their behaviour is developed through a series of repetitive activities. In behaviourism theory, a punishment is used to discourage from developing undesirable traits. A positive behaviour is demonstrated when a person is rewarded with certain privileges. On the other hand, a negative behaviour is produced as a result of withholding the rights (Ormrod and Davis, 2004). Cognitive is a theory that was developed after the behaviourism theory in the 1960s.The theory concentrates on the intrinsic mental abilities in the human mind. Activities of the human mind influence the understanding abilities of a learner. In cognitive theory, issues such and thinking and problem-solving are analysed. Proponents of the theory argue that the behaviour of human beings in not influenced by the external environment. People must participate in a learning process rather than being dormant. Once learners understand the lessons they are, they transform their character (Van Driel et al., 2001). The constructivism theory suggests learning should be a vigorous and a frequent activity. People acquire knowledge through experiences that they undergo in their daily lives. Learners must be actively in acquiring the knowledge. Additionally, students are supposed to use concepts that they have gained to gain a better understanding of new information (Silvester et al., 2002). The humanism theory came into light in the 1960s.The theory is concerned with issues such as the potential of human beings, their dignity and freedom. Under the supposition, it is hypothesised that people behave having particular intentions upholding their values. The theory differs with the behaviourist theory that argues behaviour is a function of consequences of an action. Additionally, proponents of the theory suggest that in order ascertain the conduct of human beings, a holistic approach has to be (Richlin, 2001). Learning in different ways In the module, we learnt that there are three different styles of learning. They include auditory, visual and kinaesthetic learning styles. In auditory learning style, learners are only restricted to listening what is being taught. In some cases, songs are played in the background as the student recites the information that is to them. The learning environment is usually very conducive, and any form of external interference may be considered to be noise (Ramsden, 2003). I learnt visual learning incorporates the use of graphical messages to demonstrate to learners the topic under discussion. Some of the tools that are in visual type of education include graphs, bar charts, and slide presentations among visuals tools used to aid the learning process (Ormrod and Davis, 2004). In a kinaesthetic learning process, learners acquire knowledge through regular practice. Through daily practices, they can learn the skills. The learning curve of student improves with time, and they gain the skills that they have been reading through practical (Noe, 2002). Selection interview An interview is a process that is carried to come with the best candidate for a job. The applicant for a job is questions with a panel of interviewers who try to assess the competence of a candidate. Interviews can have three different structures. They can be structured, semi-structured or unstructured. I learnt that informal interviews are very flexible, and usually there are no precise formats of procedures that are supposed to be (Koenig and Glatthaar, 2000). According to what we learnt in class, semi-structured interviews are that are in advance. Clear directions are, and they are very flexible. On the other hand, interviews that are structured are also planned in advance, standardised procedures are followed and interviewers are directed on ordered they should follow (Campion et al.,1997). The most common types of interviews that exist include situational interviews, job-related interviews, psychological interviews and competency interviews. Psychology professionals usually conduct psychological interviews. The objective of the interviewers is to evaluate the traits of a candidate. They consider attributes that are valuable in performing a particular task (Pfohl et al., 1995). Situational interviews examine potential employees on decisions they can make when faced with ethical dilemmas. From the module, I understood that competency interviews evaluate the necessary skills and competencies potential employees require to carry out their duties (Garet et al., 2001). During a selection interview, candidates are usually asked questions from the panellists. Interviews are meant to evaluate whether the candidate understands the job description (Guskey, 2000). One of the strategies that are in such circumstances is the Critical Incident Technique. Candidates are expected to narrate previous events that they handled themselves in a professional manner when faced with daunting tasks (Guskey, 2002). How present yourself physically From the module, I discovered the image a candidate portrays before an interview panel plays a significant role in influencing whether one is to be hired. The physical appearance of a person affects the possibility of one securing a job. Numerous studies that have been on the hypothesis have proven to be positive. The physical appearance of a candidate has a positive correlation with his/her employability. Interestingly, physical marks on a face of a candidate can raise questions from the panellists (Borko, 2004). Managers in charge of the interview process develop impressions during their first contact with applicants. The way a candidate is groomed and his personal hygiene says a lot about the interviewee. The first impression the candidate creates before the group speaks volumes about the personality. A candidates grooming portrays the image of the candidate. A study in 2006 indicated that almost 74% of employers considered how candidates had been groomed during the interview. Candidates who are well groomed are deemed to be more professional than those who carelessly groomed (Corfield, 2002). Candidates need to prepare adequately to answer questions asked. An interview is with open-ended questions. Many candidates do not have the tactics required to respond to some of the issues raised. Most digress issues due to low confidence levels and unpreparedness. Open-ended questions are to an icebreaker that helps candidates compose themselves. The most important information that candidates should share during interviews is background information about their profession, skills and experience they have. Employers are primarily concerned about what a candidate has to offer rather than their personal lives. A candidate should always avoid being irrelevant (Guskey, 2003). Making effective presentations In order to make effective presentations, a speaker must understand his audience. Members of an audience understand the information that is relayed to them depending on how the speaker is giving his presentations. Speakers sometimes use signs to demonstrate concepts to an audience. A research conducted by Albert Mehrabian a professor at the University of California, Los Angles, came up with interesting findings. He established that the tone of a speaker contributes 38% to an effective presentation. On the other hand, facial expression contributes 55% to the success of a presentation while the choice of words contributes only 7% (Forbes, 2010). There are three components of an effective presentation. The most important part is that a speaker must have an emotional connection with the audience. Without having an emotional connection with an audience, the presentation might not be successful. The second component of an effective presentation entails the speaker having to remain energetic throughout the program. The last component is evaluating whether the audience has understood the content of the presentation (Balistreri, 2002). How make effective presentation In order to make an effective presentation, speakers must plan adequately. They should ensure they have all the necessary materials they require giving the submission. Secondly, the speaker must prepare for how he/she is going to conduct the interview. He/She must rehearse to ensure that his/her tone is right so that they can persuade their audience. The rehearsal can be done using a mirror, tape recorder or a video. In addition, during the preparation, the speaker considers the topic that is going to be (Guskey, 2002). The speaker must consider the needs of the audience and prepare adequately for how he/she is going to meet them. Also, presenters must use relevant colours that can make the learning process exciting. The speaker is at free-will to choose the colour he/she deems are appropriate but must understand some colours have meaning to an audience. In conclusion, some of the graduate skills that most employees prefer include effective communication skills and excellent interpersonal skills. There are a number of research tools that can be used to carry out investigations in the work surrounding. They include inquiry forms, interviews, observations, and psychological tests (Mandel, 2000). Reference List Bailey, K. 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