Self-Managed Learning Programmers - Coursework Example

Self-managed learning is a way in which individuals can manage their own learning. An organization can have self-managed learning programmers that work within their premises to ensure development occurs in a specific manner. Alternatively, individuals can take the responsibility for decisions about how learning will occur and what lessons, where and when. Self-managed learning program allows individuals to lead and manage themselves through learning so that they can depend on themselves in leading duties without relying on another human resource to manage their learning. It involves learning new skills, knowledge and attitude with the support of the organization. The main aim of this paper is to access and develop a range of professional and personal skills to equip an individual with future skills and career development. A four-dimensional scheme of classifying students’ learning styles developed by Honey and Mumford in the mid 1980’s identifies four basic types of learners that is active, reflective, theoretical and practical learning. The basic characteristics of the four types are as follows. Activists loves innovation and tries anything once. If assigned to a task, they will commit themselves to the task wholeheartedly into it. They are not interested in planning what they are about to do. They act on the present task. They are open minded and innovative. Reflectors are cautious and thorough people. They prefer to observe than follow the lead. They are slow to make their minds. However, when they do, their decision is sound. Theorists live in a world of ideas. They have tidy and organized minds. They dig deep things and explain observation in terms of basic principles. They focus on logic of actions and observations. They dislike ambiguity. Pragmatists are keen on ideas but they test them out to see if they are workable. Their interest is not necessarily developing ideas. They borrow or steal from those who they think will help them in implementing the idea. If an idea does not work, they abandon it. Reflexive modernization is a term by the German social theorist Ulrich Beck, which refer to way in which advanced modernity becomes its own theme in that, development and employment of technologies are eclipsed. In Beck’s periodization of social change, modernity is the same as development of industrial society and the new reflexive modernity with the emergence of the risk society; condition where growth of knowledge has created manufactured uncertainty and thus scientific expertise is sought to eliminate effects of previous use of science. The risk society is organized around the management and distribution of ‘bads’, with those linked with the physical risk deriving from the application of technological processes and also consequences of risky organizational activity and social relations. Learning is the only process whereby knowledge is created through the transformation of experience (Kolb, 1984, p. 38). Kolb’s theory is a four stage learning cycle that learners go through namely: concrete experience, reflective observation, abstract conceptualization and actual experiment. In concrete experience, a new experience of a situation is encountered or an existing experience is re-experienced followed by reflective observation of the new experience of a certain experience, which leads to development of abstract concept and conclusion that are then used to test hypothesis in a future situation, leading in a new experience. Kolb (1975) views learning as an integral process with each stage being mutually supportive of leading into the next. It is possible to enter cycle at any stage and follow it through its logical flow. The Kolb’s cycle can be simplified into four major styles. Diverging which involves feeling and watching to gather information. Assimilation, which involves watching and thinking, a logical approach. Converging is doing and thinking to find a practical solution to practical issues. Finally, accommodating is hands-on and relies on intuition rather than logic. Uses practical and experiential approach. Approaches to learning Learning through research includes understanding of learning, whereby the learners determines, tests and review their own learning goals in a self-responsibility way. Individuals work in learning groups and co-operate in research projects. This method makes it possible that the professional and life experience of the older student is used in designing different research projects and that the unexploited research subjects are brought to attention. It also makes it possible that new information and communication technologies strengthen self-determination and independent research work of the learner. Learning from others involves mentoring and coaching. Mentoring is to give guidance and support and motivate people to manage their self-learning to realize their potential, develop skills, improve performance and be the person they desire to be. It is an effective personal development tool. It helps people advance in careers and boost their potential (Eric. P, 2015 p.16-17). Mentor gives guides and directions to the mentee and help them develop solutions to career issues. It is about realizing oneself and taking responsibility. Coaching focuses on how to do things rather than what things are done. It focuses on future utilizing learning from the past. It helps the trainee discover their potential and maximize performance. In coaching, problem solving is about working at the core to sole the current problem and the problems not yet realized. It is a way of thinking and accelerating development. (Prydale, 2014, p. 30). An organization should adopt coaching to the trainees to unlock their full potential and performance. Many successful organizations coach their staff as it boosts performance of an individual, team and company itself. Coaching can be applied in building teams, performance boost, building relationships and developing an individual. Seminars is another effective way of learning. It gives an opportunity to learn a wide variety of skills. It is an excellent learning tool and resource management. Business management, marketing, financial reporting, management and various software use are some of the skills learnt though seminars. Conference is almost similar to seminar. It is a meeting in people in a given subject dealing with organization matters concerning technical development. Usually held annually or on recurring basis and devoted to a particular topic. Sometimes, a company temporary changes the roles within the company to explore different career possibilities and it termed as ‘going on secondment’. It aims at making the best use of various skills and interest of their staff and as way of learning (Catherine. A, 2011). It helps the apprentices improve and develop various skills and give them a chance to attempt something new. The secondments demonstrate flexibility and adaptability of employees and opens other opportunities for them. It provides a unique opportunity to learn more on different working practices and organization structure. Interviews are used as an approach to learning. The interviewers ask question to know what the interviewee knows and help come up with a way of boosting their knowledge and skills to unlock their full potential and work performance. It help in knowing a person better and creating a good relationship by understanding them. Interviews are mostly used in job seeking and are always stressful. Social networking is online bases and used as a learning approach. It facilitates building a social network for people and enhance communication and sharing of information. Social networks are web based. They enhance interaction through the internet such as use of e-mails and instant messaging. They allow users to share ideas, activities and events. In some organizations, employees use bulletin boards to post information to employees and employee use it to post information too. They are located in lunch and break areas where messages can be seen easily in the workplace. Employees check the board on regular bases to ensure information is communicated effectively. Online discussion groups that deal with variety of topics known as news groups are used in learning. They enhance exchange of information and ideas and provide opportunity for networking. Participants become aware of the purpose of the group and rule of etiquette. Effective learning Personal and key skills are the building block that support learning in different situations and allow one to adapt and apply skill and knowledge acquired. There are many types of skills that relevant to career development. Technical skills and competencies are skills applicable in different job fields. They help one organize, plan, coordinate and instruct. Self-management and leadership skills contribute to performance in work. Example, time management skills is vital in self-planning as it influences efficiency and flexibility with a schedule. Leadership skill is a trait that a leader should own. It guides the leader in decision-making, goal setting and career development. When learners evaluate themselves, they assess their strengths and weaknesses. They become more aware of their skills, what they know or do not know. After evaluation, they are able to set goals that they can attain with new knowledge about themselves. The trainers provide evaluation form occasionally to measure the improvement in knowledge and skills acquired by the leaners. Good planning is essential in self-learning. The trainee should plan how, when and what lesson to deliver in an organized manner in order for the trainee to understand and acquire knowledge and skills. Lifelong learning Lifelong learning refers to all learning activity undertaken throughout life, with the aim of improving knowledge, skills and competence, with a personal, social or employment-related perspective (Gabriel. L, 2011). Learning every day is the most basic method to facilitate lifelong learning. Kolb’s learning cycle clearly shows how experience is overset through reflection into a concept that is used to guide an active implementation and new experiences. In Concrete experience, the learner is exposed to experience an activity. The learner then reflect back on the experience and conceptualize a theory of what is observed. The learner finally plans how to test a model for an experience to come. Setting aside time to learn is effective in self-managed learning. Learners should be encouraged to participate in-group activities as it help develop a form lifelong learning. Knowledge and skills gained is shared with everyone and the other party gets to learn and one learn from them. Learners should get involved in long course and short term for future careers, such as communication skills. After learning, knowledge will be applied to practical work and gain experiences. The knowledge gained should be exchanged with people in the same profession. Currently, in many academic and industrial organizations provide little support for new ideas in areas where expenses and retraining is required. These areas are essential for the long-term health of organization (Buescher, J.B, 2011). Credit accumulation and transfer schemes give the learner an opportunity to select different areas of interest to develop a program that will meet the needs of the learner. The purpose is to give the flexibility for getting onto higher education programmes, necessary qualification, develop new skills and build on the existing one. Benefits of self-managed learning Benefits to individual Self-managed learning brings value among the learners. Learning creates a feeling of development in a person and this enables advancing in career and brings about job satisfaction. It gives an opportunity to the learners to learn their weaknesses, how to get over them. Self-managed learning helps in boosting self-confidence due to ability to acquire new skills. It helps the participants work more effectively as self-learning boost the ability of the person. Self-managed learning exposes participants to learning and testing new ideas and getting feedbacks to boost their abilities and skills. When participants learn their abilities, they set targets to aid them in learning their shortcomings and rectifying them. More is learnt when one learn by themselves than those who wait to be taught (Knowles, 2011). It enhances developing independent learning skills and accountability. Learners demonstrate responsibility in making learning meaningful by monitoring themselves. It leads to realization of individual strengths and capabilities. It enhances interpersonal skills boosting creativity and flexibility. Benefit to the organization Self-managed learning is beneficial to the organization because it helps the organization in identifying the key players, that is, the fast learners and the skilled people in undertaking their program. It created a conducive working environment as members learn how to work effectively with others. Self-learning increases the growth of the organization as it helps in setting and achieving goals. Learning brings an understanding in specific jobs resulting to increased job performance in the organization. Skills and competences One can audit their skills by following simple steps. It starts by listing the roles in the organization and listing the skills required for each role then create a survey. Survey the workforce and compile the results. Then, analyze the data. Data analysis comprises of identifying the existing skill gaps within the organization and future skills requirement. After skill audit, the following skills and competences were identified: Time management skills Good communication skills Learning and listening skills Performance appraisal Negotiation skills In this type of career, some of the skills required in future development include: Good supervision skills Good learning and listening skills Leadership skills Conflict management skills Project implementation skills The skills identified are core in the current study and future study. The writer strongly agrees that these are the most basic skills to equip the learners in their endeavor and their future careers. Communication skills, good listening skills and time management skills equips the learners with the capability to run day in day out duties without the needs of guidance and supervision. Identifying development needs Sometimes, identifying own development needs is not easy. It is important that one identifies the development needs and then work out ways of meeting the needs. Realizing own development needs enhances change as well as ways to work out and become a better version of oneself. There are three stages to identifying own needs. Identifying own development needs starts by identifying skills and knowledge needed to fit a particular need. Every job or career has its skills requirement. At this stage, one thinks about the skills and knowledge needed to develop to develop in the current and future career. This is done by identifying the roles assigned, skills needed and interests in future career. This sets a pace for own development. Secondly, identify the skills and knowledge owned by oneself. At this stage, one evaluates the skills they own rigorously. The skills that they believe that they can utilize with confidence is identified and listed. It is a stage where strength and weaknesses are spotted. It sets a direction for the learner on what to work on to achieve the needed development. This helps in identifying the skill that the learners needs to work on in own development. Lastly, identify the gaps in skills and knowledge required by comparing the actual skills and the required skills. These are the development needs. The writer needs to be specific about what they need to do differently and this helps in deciding what to address in developing. It also helps in reviewing progress and prioritizing some skills over others. After assessment, the learner identified development needs and the ways of working them out. Some of the needs include accessing own performance. Self-management is basic and helps to show progress in skills and knowledge. The solution to this is to access performance after a period to rate the work performance and identify the areas to prioritize. Secondly, the unwillingness to change ideas and use new understanding was another own development need. Sometimes it is difficult to drop old ideas or what is already known to use a newly ideas. To solve this, learner should adopt the new understanding by the help of those using them. Some people use their old understanding of a concept, which may not be applicable in the current. A development need in communication that is evaluating how well the message is received. Learners need to know how their message is received and interpreted to enhance good communication. To work this out, one needs to question a few of the participant on how the message was received across for clarification purposes. In career management, there is need to develop how to handle one handles her/himself. How one handles themselves influences employability and a successful career. This can be achieved by consultation from the experts and interacting with different people and learning from them. This is an important and a basic skill one should own in career development. Development opportunity Career development facilitates planning and work to gain new skills and capabilities. There exist many opportunities to develop and advance current and future needs. Development can be achieved by engaging with other members in the workplace to learn more skills that are different. Learner should explore to broaden and deepen their experience. Attending training sessions to increase knowledge is an effective way to boost development. It is recommended that seeking a mentor from different departments that one may be interested in is an important opportunity to develop skills that are important in career development. Development plan ACTION PLAN. Name: Date: Specific Priorities Performance Measures (what you need to do, by when for each priority) Notes on Progress/changes Review – preventative action and contingency action 1. Assessing personal performance 2. Evaluating effectiveness of communication 3. Self-handling Conduct an assessment on own work performance weekly assessment Interrogate several members on how the message is received Finding a mentor for consultation, guidance and counselling - - - Personal and professional development is important for an individual to be successful in their current and future career path. It is the process through which person can make the self-assessment to identify the gap that exist in their skills and knowledge. It also aids development of long and short-term plans. Some basic skills learnt during the period include communication skills and diplomatic skills. These are the skills needed to run day in day out duties. Communication is core. It enhances exchange of information and sharing ideas. Good communication skill is the backbone of learning. Communication skill enables one to express themselves and their ideas effectively. Diplomatic skills is the ability to communicate with others in respectful way that respects culture and social differences. Learning this skill is important because it reduces the strength and sensitivity of negativity. Sometimes communication results to unintended emotion based on a particular message. Even when people disagree, diplomatic skills help to move the conservation in positive manner. A skill enables a person to listen and respect another persons’ opinion. It enhances validation of another person’s thoughts and appreciate their views. It eliminates emotions in a conversation by striking a balance between fact and relevance. These two skills were learnt more because they help to prevent personalizing criticism. When one is being criticized, it should not be intent but based on action and result. It should be done in an acceptable way. The skills help to build an understanding among people working together. It enables a person to be understood by others by understanding their personal profiles and this builds a conducive workplace that favors every party involved. These are basic skills learnt more as they play a role in learning and gaining skills. Time management skills is one of the basic skill learned effectively during the period, even though there is a development need in scheduling activities for effective time management. It is not a difficult concept but hard to put in practice. It calls for much prioritization, self-organization and investment of time. This skill helps to differentiate between an urgent and important issue to avoid misplaced priorities. Once the skill is mastered things fall in place in an orderly manner with time for every activity that needs to be done. The skills enhances greater productivity and efficiency and build a better reputation. Good time management skills reduces stress because one is able to manage activities according to the set timeframe and prevent last minutes rush. It creates great opportunities to achieve career goals. Failure to manage time effectively may lead to missed deadlines, inefficient work output, poor quality work and increased stress due to so many activities that needs to be addressed against time. This skill have been developed and will be developed for future career needs. It is developed by the art of learning to delegate duties. This ensures that more than one task have been accomplished with the set timeframe. Work prioritization is an effective way to improve in time management. Identifying the most important activities and the less urgent enhances time management art. In conclusion, three basic skills: time management, diplomatic and communication skills are important in current and future development. In future development of these skills, more practice and interaction with the right is key to boosting the ability to perfect these skills. For time management, a plan of activities needs to be developed to ensure that all the activities are addressed within time. Having a mentor to guide the learner through the learning process is very important because mentors offer advice and correct where one goes wrong. References Back, D. and et. al., 2003. Interpersonal Skills in Organizations with Management Skill Booster Passcard. McGraw-Hill Higher Education. Koprowska, J., 2010. Communication and Interpersonal Skills in Social Work. 3rd. ed. SAGE. Lopper, J., 2007. Personal Development: 40 Best Articles. Lulu.com Morgenstern, J., 2004. Time Management from the Inside Out. New York: Henry Holt and Company. Self managed learning, 2013. [Online]. Available through: . [Accessed on: 26th June 2015]. UK Essays. November 2013. What Do You Understand By Self Managed Learning. [online]. Available from: https://www.ukessays.com/essays/education/what-do-you-understand- by-self-managed-learning.php? cref=1 [Accessed 10 September 2016]. Read More

Reflexive modernization is a term by the German social theorist Ulrich Beck, which refer to way in which advanced modernity becomes its own theme in that, development and employment of technologies are eclipsed. In Beck’s periodization of social change, modernity is the same as development of industrial society and the new reflexive modernity with the emergence of the risk society; condition where growth of knowledge has created manufactured uncertainty and thus scientific expertise is sought to eliminate effects of previous use of science.

The risk society is organized around the management and distribution of ‘bads’, with those linked with the physical risk deriving from the application of technological processes and also consequences of risky organizational activity and social relations. Learning is the only process whereby knowledge is created through the transformation of experience (Kolb, 1984, p. 38). Kolb’s theory is a four stage learning cycle that learners go through namely: concrete experience, reflective observation, abstract conceptualization and actual experiment.

In concrete experience, a new experience of a situation is encountered or an existing experience is re-experienced followed by reflective observation of the new experience of a certain experience, which leads to development of abstract concept and conclusion that are then used to test hypothesis in a future situation, leading in a new experience. Kolb (1975) views learning as an integral process with each stage being mutually supportive of leading into the next. It is possible to enter cycle at any stage and follow it through its logical flow.

The Kolb’s cycle can be simplified into four major styles. Diverging which involves feeling and watching to gather information. Assimilation, which involves watching and thinking, a logical approach. Converging is doing and thinking to find a practical solution to practical issues. Finally, accommodating is hands-on and relies on intuition rather than logic. Uses practical and experiential approach. Approaches to learning Learning through research includes understanding of learning, whereby the learners determines, tests and review their own learning goals in a self-responsibility way.

Individuals work in learning groups and co-operate in research projects. This method makes it possible that the professional and life experience of the older student is used in designing different research projects and that the unexploited research subjects are brought to attention. It also makes it possible that new information and communication technologies strengthen self-determination and independent research work of the learner. Learning from others involves mentoring and coaching. Mentoring is to give guidance and support and motivate people to manage their self-learning to realize their potential, develop skills, improve performance and be the person they desire to be.

It is an effective personal development tool. It helps people advance in careers and boost their potential (Eric. P, 2015 p.16-17). Mentor gives guides and directions to the mentee and help them develop solutions to career issues. It is about realizing oneself and taking responsibility. Coaching focuses on how to do things rather than what things are done. It focuses on future utilizing learning from the past. It helps the trainee discover their potential and maximize performance. In coaching, problem solving is about working at the core to sole the current problem and the problems not yet realized.

It is a way of thinking and accelerating development. (Prydale, 2014, p. 30). An organization should adopt coaching to the trainees to unlock their full potential and performance. Many successful organizations coach their staff as it boosts performance of an individual, team and company itself. Coaching can be applied in building teams, performance boost, building relationships and developing an individual. Seminars is another effective way of learning. It gives an opportunity to learn a wide variety of skills.

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