So it is very important that the trainer chooses his words carefully in order to be clear about the learner’s achievements, progress or areas of improvement (Gravells, 2013). Constructive feedback should be more descriptive instead of evaluative. Feedback, to be constructive, cannot be limited to an evaluative sentence like “Congratulation, you’ve passed”. Although the learner might be glad he has passed, it will not give them any information about what the learner has done correctly, how they have achieved the goals and objectives and what areas can they improve. Using descriptive feedback instead of evaluative it will give an opportunity for the learner to realise what he needs to adjust or improve to achieve the desired outcome (Gravells, 2013).
Unstructured interviews allow the interviewer to build rapport with the pupils, unlike questionnaires where there is no chance to build rapport because the researcher has limited contact with the pupils. This will help the interviewer to gain more valid results when interviewing children from different subcultures. This is because the pupils will be more likely to give truthful answers when they trust the interviewer. This is especially important when interviewing pupils from anti-school subcultures, as they usually come from working class backgrounds and may be less willing to speak to the interviewer. This was shown in William Labov’s study of the language of black American pupils.
Misbehavior is less likely to recur if a student makes a commitment to avoid the action and to engage in more desirable alternative behaviors.”(Kizlik, 2012). I believe that I have a more to learn about classroom management and policy, especially dealing with punishment and consequences. The use of praise in my classroom management style might be good. In the use and way I praise students matched the use of best practices of more seasoned professionals. I have linked praised with student performance and instruction.
BSBMGT502 Manage people performance Formative assessments Activity 1 1 Why is it necessary to consult relevant groups and individuals on work to be allocated and about the resources they will need? (75-100 words) An employee consultation can assist you with identifying the learning requirement and any gaps as most staff that have been performing a job are better able to define their job than anyone else. Learning requires a change in skills, thinking and also attitude and by consulting with the employee they understand why these learning needs are required and the business expectations of them, it also enable the business to identify the best method of training especially if an employee is resistant. If an employee is consulted they are
Trait-based theories cannot be developed or changed. Identifying personality and behaviors are features of trait-based leadership theories but these traits are often learned. There are employees that are not leaders but they possess the same traits of effective
The principles of neobehaviorism are learning by observing, and that learning may occur through observation alone without a change in behavior (Lieberman, 2012). Neobehaviorism was developed from the works of Edward C. Tolman and Clark Hull amendment of the S-R theory (Lieberman, 2012). Their views was that behavior cannot be explained only in the terms of observable stimulus and reactions. Due to the disagreement by behaviorists not being able to agree on which theory was correct the learning system developed two systems that are still in use today, associative and cognitive (Lieberman, 2012). People learn through pursuing signs to a certain goal, and learning is acquired by meaningful behavior.
Thus, grading based on the achievement is better to reflect students’ capacity that companies need. In conclusion, teachers should measure and grade students’ performance by checking their results, not by appreciating their efforts. It saves time and effort for teachers, and it is more practical and useful for colleges and companies when they compare candidates’
I scored a fifteen equally throughout each section. My overall score was a sixty really showing that my manager and I work well together in any situation. My next assessment that I enjoyed doing was the assessing of my leadership style. I enjoyed this one because I learned that I am very participative. With this leadership style, I present a problem, ask for my team’s ideas, and make final decisions based on the ideas present to me from my team.
On the other hand, if our parents and siblings tell us that grades don’t matter as long as we try our very best, we may not have any problems telling others we failed a test when we studied for hours preparing for it. We feel good about our efforts, and therefore our self-esteem is higher. I believe the second most significant influence on the development of a person’s self-concept and self-esteem is culture. Our culture also determines what we feel is important and what we deem insignificant. We live in a culture
Funding – if funding is granted it can motivate staff whereas if funding is coming to an end staff can feel demotivated. Feedback – criticism can be a cause of demotivation is staff whereas praise or positive feedback can motivate staff as they feel appreciated and that their work is being acknowledged and that they are valued and respected. Training – Through training staff can feel empowered due to the completion of a course and development of their skills however if staff training styles are not matched with training courses staff can feel a bit out of their depth and incapable which can be a negative experience for them. Management – If management keep good and open communication with staff about what is going on within the organisation this will keep staff motivated as they will feel listened to and that any ideas passed on are taken seriously. However if staff feel that