Using Affective, Cognitive, and Psychomotor strategies, my training program be tailored to reach all audiences. This particular training session would include a complete and detailed set of instructions on how to use the EHR system. In the development stage, key designers will create and put together content that was used in the design phase. After the content is assembled, there would be some sort of quality assurance to proof the content to give
In this experimental report I will discuss the plan that I have set forth for myself to obtain my career goals, as well as possible obstacles and opportunities along the way to achieving them. 2 Running Head: PERSONAL DEVELOPMENT PLAN Personal Development Plan 3 A Personal Development Plan will be significant in each of our lives. A classic way to improve one’s capabilities in setting a path to reaching milestones throughout each of our career paths is to set goals. Composing a Personal Development Plan consists of setting milestones and striving to reach them. Among these milestones are Setting Your Vision, a SWOT analysis, and a PEST analysis.
It also provides an up-to-date record of my involvement in training and development activities. I can get support with my PDP from my manager and colleagues. These people can help me identify training needs and requirements, and recommend areas for me to develop When developing my PDP I followed ‘SMART’ principles Specific Measurable Achievable Relevant Timely 3.3 Establish a process to evaluate the effectiveness of the plan 3.3 – According to my progress and my training goals, I will evaluate and amend my PDP accordingly. By doing this I will be able to identify any problems or obstacles that may have delayed my progress, and find alternatives to help me to achieve them. During regular supervision with my manager, objectives can be outlined, target dates set for stages of achievement and recommendations for how I will achieve them.
Motivational Theories and Factors Terry E. Michel PSY 302 Professor Cain May 1, 2011 Motivational Theories and Factors Motivation is a central topic of Industrial and Organizational Psychology. Effective motivation is one of the most important ingredients for moving organizations forward in the modern world. In its technical meaning, motivation is an energizing force that stimulates arousal, direction, and persistence of behavior (DuBrin, 2004). In this paper I will attempt to compare and contrast three motivational theories including the relationship of stress and conflict in relation to individual motivations. I will also discuss effective techniques used in stressful situations at work both present and future.
Thus organizational change is at the very heart of a leader’s role. This paper will argue that a pluralist approach to understanding leadership’s role in organizational change possesses the greatest utility in informing practice. In doing so, it will present a number of different concepts of organizational change and consider the role of
Chapter One – Reflection Paper The first chapter of our text, Organizing Themes in Development, discussed several theories past and present about human development that are critical for a counselor to possess a solid, thorough understanding so they can draw upon this information to help solve problems and find solutions for the client. The theoretical lens that best fits with my view of human development would be the multidimensional / systems theories because there are so many different aspects that are influencing development and that are influenced by development. In particular, I felt Bronfenbrenner’s Bioecological Theory as well as Life Span Developmental Theory make the most sense. My initial thoughts on the major issues in development such as continuity and discontinuity are to side with continuity, in that development changes steadily and over a period of time versus rapid and only during the transitions between stages. In regard to nature and nurture, I feel that the book is accurate in stating on page 18 that they are interdependent upon one another versus separate and “against” one another.
A critical reflection of Continued Professional Development The aim of this assignment is to address the current perception of Continued Professional Development (CPD) within my organisation. Section 1 will outline the theories of CPD, change management, evaluating impact and a critical evaluation of the relationship between my organisation and how this reflects what the research tells us about effective CPD leadership. Following on, section 2 will outline the aims of my focus for change and how, using a critical review of the literature surrounding effective CPD, I set out to achieve those objectives. Section 3 will outline the impact of my focus for change on the organisation and finally, section 4 will be a critical reflection on my learning throughout the module, what this means for my leadership of CPD and the impact it has had on my personal CPD and leadership practice. Section 1 Theories of CPD There has been a continuum of maturity in the advancement of theory directed by policy (see appendix A) and research into CPD culminating in what was termed ‘the INSET revolution’ in the early nineties (Bubb and Earley, 2007:5).
The educational requirements, work experience, salary, benefits and the job growth predications. I believe you will find this report of great help to you. It should be a big help in choosing which career may be right for you. The two career fields we discussed have been compared and an analytical report has been prepared for you to look over and we ended with a conclusion and recommendation. We have included all the areas you questioned.
Individual assignment: Personality and Team Effectiveness Today, every type and size of organization is committing substantial resources to team-based initiatives. Their purpose is similar: to improve the organization (Bauer & Bauer, 2005). However, while working in a team, different personalities have to be dealt with. But how do personalities of team members affect team performance? In this report, the relationship between team member personalities and team effectiveness will be examined.
Importance Critical thinking is an important element of all professional fields and academic disciplines (by referencing their respective sets of permissible questions, evidence sources, criteria, etc.). Within the framework of scientific skepticism, the process of critical thinking involves the careful acquisition and interpretation of information and use of it to reach a well-justified conclusion. The concepts and principles of critical thinking can be applied to any context or case but only by reflecting upon the nature of that application. Critical thinking forms, therefore, a system of related, and overlapping, modes of thought such as anthropological thinking, sociological thinking, historical thinking, political thinking, psychological thinking, philosophical thinking, mathematical thinking, chemical thinking, biological thinking, ecological thinking, legal thinking, ethical thinking, musical thinking, thinking like a painter, sculptor, engineer, business person, etc. In other words, though critical thinking principles are universal, their application to disciplines requires a process of reflective contextualization.