Personal Development and Careers - Essay Example

? “Learning is the process of acquiring knowledge through experience which leads to an enduring change in behavior.” (Huczynski & Buchanan, According to this definition by Huczynski and Buchanan, the process of learning helps in acquiring knowledge that comes through experience. Such an experience brings change in behaviour.In an organization, every experience is a learning experience. When one is learning with the receptive mind that experience brings change in his/her behavior which in turn not only changes one’s attitude but also one’s perception towards many things. The process of learning leads to acquiring of knowledge. Learning is commonly defined as the process that brings together cognitive, emotional, and environmental influences and experiences for acquiring, enhancing, or making changes in one's knowledge, skills, values, and world views (Illeris, 2000; Ormorod, 1995)’.Learning process focuses on what happens when the learning takes place. There are various Learning Theories which explore the process of learning. A learning theory is attempts to describe how people and animals learn; thereby helping us understand the inherently complex process of learning. Thus, through this process permanent change in the behavior and pattern is observed. The change, which comes through learning, is permanent in the sense that it improves one’s performance in his/her field. Learning theories have two main functions. According to the definition by Hill (2002). “One is providing us with vocabulary and a conceptual framework for interpreting the examples of learning that we observe. The other is suggesting where to look for solutions to practical problems. The theories do not give us solutions, but they do direct our attention to those variables that are crucial in finding solutions.” David Kolb’s, a pioneer in the field of learning, developed a model, which he published in the year 1984.Through this model was originated the Kolb’s Experimental Learning Theory. This theory establishes four stage-learning styles which can also be called the Training Cycle. In this four-stage cycle of learning, “immediate or concrete experiences provide a basis for observations and reflections. These observations and reflections are assimilated and distilled into abstract concepts producing new implications for action that can be actively tested in turn creating new experiences”. Through the entire cycle of learning, the learner touches the basis, that is, a cycle of experiencing, reflecting, thinking, and acting. Immediate and concrete experiences lead to observations and reflections, these reflections are then absorbed or assimilated as abstract concepts which in turn help in creation of new processes. Thus, Kolb’s categorizes learners into four types according to his definition. Convergers, Diverger, Assimilator and Accommodator. A learning process must accomplish all these four responses. Convergers are characterized by abstract conceptualization and active experimentation; they are good at practical application of ideas and proficient at deductive reasoning. Divergers are reflective in observation and they are imaginative. They have concrete ideas. Assimilators are capable of crafting theoretical models by means of inductive reasoning and Accommodators are good at actively engaging with the world. Kolb’s learning style methods are acknowledged by the academicians, teachers, managers and trainers. This model has helped people in learning and understanding human behaviour. Another model of learning is Howard Gardner’s Multiple Intelligence Theory Model that offers simple and accessible methods to understand and explain people preferred ways to learn and develop. It is a classic model to understand and teach many aspects of human behaviour and intelligence, learning style and personality. It is also a widely accepted model in the field of academics and industry though developed initially for psychology. In simple terms this theory is based on cognitive perspective. Gardner discovered seven strengths. He suggested that the manner these strengths are developed depends on person’s capacities, capabilities and weaknesses. Developing one’s strengths increases the learning processes therefore; this theory concentrates on the strengths of the individual and his positive values. There are two types of learning. Procedural Learning (learning how) and Declarative Learning (Learning that).Procedural Learning is the learning process that is performed by repeating a complex activity repeatedly until all of the relevant neural systems work together automatically to produce the activity. Procedural learning is essential for the development of any motor skill or cognitive skill or activity. It is also observed that merely by repetition , the performance of certain tasks cannot be acquired. Skill acquisition is possible when the observed behavior changes with the knowledge and practice. On the other hand, declarative learning is acquiring the knowledge one can speak about. It is fundamentally very important skill .It is the means through which much new information is acquired for the sake of education and personal development. Declarative learning is language base, it is dependent on memory, and is analytical. According to research, declarative learning occurs consciously and often-through memorization and procedural learning is often less conscious and more gradual. This does not mean that the unconscious is not involved in declarative learning. (Science Daily, 2008). My own approach to learning is that , Learning is the process of acquiring knowledge and there is no age to start learning. Learning is called a process because it involves various techniques that help a man to learn things in a proper manner. It also results from inferences, expectations and making connections. It results when instructions are well organized, subject matter relates with the ideas and concepts, the things fit into already known and learnt ideas and there is reinforcement of the information. Why would managers want to change employees’ attitudes? Comment on the approach you might take as a manager, giving reasons. A good manager wants to change employees’ attitude because a good managers thinks and works in the benefit of the employees. A good manager is one who takes responsibilities of his employees and endeavors in their benefits. He is concerned about job satisfaction, job involvement and organization commitment. The last two are the result of the first one. An employee who is satisfied with his job will bear a positive attitude towards organization. A manager who seeks employees’ satisfaction in job is not only insuring company’s production but also its future. They generate job security for their employees and make sure the employees do not skip their work and work diligently for the success of the company. A good manager works as a politician. He exercises four key skills. (Bolman &Deal, 214).Firstly, Agenda setting, Secondly, Mapping the political terrain, Thirdly, Networking and forming coalitions and Bargaining and negotiating .The effective leader creates an agenda for change with two major elements. The first is a vision balancing the long term interest of the organization and second is the strategy for achieving the vision while recognizing competing internal and external forces. Quoting from Smith, 1988, Bolman writes a vision without strategy is an illusion. A Strategy has to recognize major forces working for and against the agenda. Smith’s point of view about U.S .President is applicable to managers at every level, “The paramount task and power of the president is to articulate the national purpose: to fix the nation’s agenda. Of all the big games….the agenda game must be won first. The effectiveness of presidency and capacity of any president to lead depends on focusing the nation’s political attention….” (Bolman & Deal,215).Mapping the Political Terrain is something that managers unwittingly do all the time that is plunging into the minefield without knowing where explosives are buried .The managers need to launch new initiative with little or no effort to scout and master political arena. Which could be done only in these four ways as quoted by Bolman, Firstly, by determining channels of informal? Communication secondly, by identifying principal agents of political influences thirdly, analyzing the possibilities for mobilizing internal and external players and lastly, by anticipating the counterstrategies which others are likely to employ. Net working and Building Coalitions: Managers rely too much on reason and they fail to realize the importance of relations. The first task should be building networks and coalitions and to find out whose help would be needed. Second, would be to build relationships so people will be there to help whenever it is needed. Bargaining and Negotiations: Bolman quotes Block (1987) to make one understand this last skill. He writes, “...bureaucratic cycles often leave individuals feeling vulnerable, powerless and helpless. If we confer too much power on the organization or others, we fear that the power will be used against us…we develop need to support organizational structures, policies and procedures that promote empowerment. They must also empower themselves.” The best way to achieve this is to tell people your vision, identify your problems and strengths and tell people what you plan to do without making demands. The political dynamics are sometimes destructive but they are also the vehicle in achieving noble purpose. Organizational change and effectiveness depend on manager’s political skill. A true manager therefore, is one who judiciously balances his organization, customers and his work force, and one who operates in the direction to ensure organizational longevity. Good Managers thus are concerned with the efficient operation and profit margin of the company as well as employee’s job satisfaction. Successful leaders/managers not only are the motivational source but also make incredible decisions and are visionary. Employees are likely to respond to the leaders who are likeable and credible. A leader should have an unbiased attitude. A manager should be a person of integrity and understanding. He should be an ardent listener and a follower. Four Main Barriers in Communication Barriers mar the process of communication. There are four main Barriers to Communication. Linguistic/Language Barrier: Language is the basic source of communication. Words are the symbols and if the words or symbols employed in the process of communication are incomprehensible to the receiver, the purpose of communication is forfeited. Language plays vital role in the process of communication. Lack of understanding and improper use of language hinders the entire process of communication. The process of communication is also obstructed by the use of Jargons. Some managers are in the habit of using words which are uncommon, different, fancy or obsolete expressions. These are called Jargons. They can be defined as the specialized language of a group of people, according to definition of Jargons in Mind tools – It has its place in the workplace. It can provide useful shorthand to get across specific meaning quickly. Jargons become a problem when the majority of people in the group do not understand it. Jargons are the words that are no longer used and sometimes jargons are the expressions in colloquial language, they could be idioms or phrases. Sometimes jargons are used unintentionally however it is necessary for the user to make sure that people in the group or the audience are able to understand them. Jargons thus, diminish the effectiveness of communication. Jargons, as explained earlier are the words that are employed in everyday conversation and are not meant for business communication. Some people are in the habit of Replacing simple vocabulary with the fancy expressions, that is, jargons to impress the listeners but in turn, they leave the audience baffled and confused. The diversity in Work place offers various Linguistic barriers especially when the company is multi ethnic. One challenge that is faced now a day is with the people having English as a Second Language. Many highly skilled and valuable employees have difficulty with the pronunciation challenges that American English produces before them. Many sounds of this language are not used in their native language offers barriers. The idioms, expressions and the acronyms used by English native speakers are unintelligible to the second language speakers. On the other hand, the native speakers face difficulty in understanding the pronunciation of second language speakers. The challenges before Managers are the learning of second language in a multiethnic work force, but in the absence of bilingual supervisors the gap could be filled with short term industry specific training. Emotions: Human emotions sometimes pose barriers in communication process. If a person is emotionally upset while the conversation is occurring, it is likely that the entire process of conversation is hampered. Person undergoing the emotions of anger, restlessness, hostility and fear is likely to misunderstand the message or misinterpret it. Cultural Barriers: Some cultural barriers also come in the way of effective communication. Age, gender, Economic position, temperament, religion, political position often generates differences among the organization members. Thus, leaving no space for a healthy conversation. According to Charlotte-Mecklenburg, the language and cultural barriers impose misunderstanding and create complications in the workplace. It includes attitudinal barriers, biases and stereotyping by co-workers, supervisors and managers. Common cultural barriers as discussed by Charlotte-Mecklenburg are many .For examples, Role and Status comes as a big barrier that is presence of hierarchy in any organization plays a big bump to the entire system. Some people are unable to accept women at higher positions. Similar to this is the ‘distancing’ or the personal space. Americans typically stand five feet apart while conversing but other culture people would like to invite the audience in their comfort level or ‘comfort zones’. Another cultural barrier is the Religion. Some religion requires prayers three times a day according to their values and beliefs. The religious beliefs of people need to be respected and not ignored. Environmental/Physical Barriers: The environmental/physical barriers Time, Place, Space, Climate and Noise. Some of these can be ignored but others impose serious problems in the process of communication. Time is very important factor in the process of communication. Time slack is never observed in the fast running world. The message, which is not communicated in time, will incur loss to the organization. Space: Space becomes barrier in communication when the distance between the sender and receiver changes. “Experts classify distance as Intimate, personal, Official and public.”(Communication Theory).Reduction in the minimum space parameters often creates embarrassing situation. Proper distancing helps in overcoming the barriers. Place: Place or Location, where the communication takes place plays very important role. Compared with the government offices and the multinational companies it is found that place is a barrier in the communication process in Government offices. Rickety furniture, poor lightening and the noisy electrical appliances create barriers in the delivery of effective communication. Climate: Talks held in cordial atmosphere are called as held in amiable climate. The word climate refers to the human relations prevailing at the time of communication. Noise: Noise is a physical barrier and hinders the process of communication. For an effective communication to occur a noiseless place is required. Organizational Barrier: Poor organizational environment, inappropriate and ineffective management, stringent rules, regulations, and lack of opportunities in any organization are called as organizational barriers. Presence of such conditions in any organization not only de motivates employees but also decrease their work performance. In any organization, employee and employer share a unique relationship and with the proper understanding, they motivate each other towards progress and development. Miscommunication is a curse in any organization as it not only hampers the growth but also to an extent it makes the conversation disinteresting and straying .It hampers the progress of any organization. The barriers related to communication needs to be eradicated otherwise they not only generate mistrust but also affect the overall growth of that organization. As a manager, I would work to remove these barriers. By establishing rapport with the superiors and peers, by encouraging audience participation, by removing antagonism, by avoiding ambiguity, and by using simple language and building trust. 4. Covering Letter and Resume. Ryan 3456 Highway Street Melbourne 01741, (088)-8876900 Email: ryan@gmail.com 14 April 2011 Managing Director Logitech Ltd Industrial Area . Melbourne North Dear Mr Shane The Asst Manager position in Management as advertised in today’s Times interests me. Logitech Ltd is the landmark in the field of Business Management. To be the part of this organization will not only enhance my career growth but would be a tremendous learning experience. I am B.S in Management from Deakin University ,Victoria I have assisted my father in our Family business. This experience has helped me understanding various nuances of business world. I have presently acquired M.S in Business Management from Deakin University, Victoria and plan to do PhD in Management. My experience in my home business has helped me in acquiring strong organisational and Business skills. I hope to utilize my acquired skills for the development of the company that I prefer to join. I would appreciate the opportunity to discuss my qualifications and work experience more extensively in an interview. I could be reached on above-mentioned number any time between 9.00A.M to 4.00P.M. Thank you Sincerely yours, Ryan Enclosure: resume RESUME Ryan 3456 Highway Street Melbourne 01741, (088)-8876900 OBJECTIVE An Assistant Manager position using my leadership, interpersonal, and organizational skills. EDUCATION B.S in Management Deakin University, Victoria Grade B M.S .in Business Management Deakin University, Victoria Grade A SUMMARY OF EXPERIENCE Leadership Supervised all business operations i.e. Import and Export. Trained the employees the basic computer languages e.g. Lotus 2 and Jaw. Translator, Arabic-English. Acquired certifications in Microsoft Technologies. Communication Interacted with local and regional Import Export offices. Participated in Seminars for advancing native business. Able to handle the company accounts and operations independently. Initiative Re merchandised several department sections to help improve sales. Devised efficient method to stabilise the import of goods in local market. Sorted Accounts Data on computer. Analysis Created managerial accounting budget using Lotus 2 &3. Organized and analysed verifications of deposits, loans, and employment. EMPLOYMENT Manager in Quails’ Import Export Divisions CAMPUS AND OTHER ACTIVITIES Won trophies at swimming competition in Uni. Active member of Foot ball Club, Deakin Six times Medal Winner at regional foot ball tournaments Best Foot Ball player at School. References American Academy of Sleep Medicine, “Learning To Shape Your Brain Activity," Science Daily 5 October 2008. 19 March 2011. Barriers to Communication, viewed 17 March2011. Read More