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In this context then, it is more important for the manager to possess a wide array of purposeful and relational skills. These will help him / her envision the organization and as such set the basis of a strategic effort through which the firm would come to attain its objectives. Also, at the specific level of relational skills, these help the manager interact with all stakeholder categories within and outside the company. For instance, the manager has to interact with the employees, to mitigate conflicts, to ensure the staff members are motivated and performing at the maximum levels. Then, the manager has to ensure that the customers are listened to and their needs are served. Also, the manager has to ensure that the demands of the general public are listened and integrated. An organization will not be able to attain its objectives unless it has the support...
In this order of ideas, the purposeful and relational skills trump the technical ones.
The conclusion which has been reached indicates that the managerial act, similar to the every day life, is an ongoing process in which the most important requirement is that of efficiently interacting with those around. History has continually presented the population with individuals who possessed all categories of skills and who as such managed to attain great skills, such as Mahatma Ghandi or J.F. Kennedy.
The importance in training and development with regard to understanding how adult learning works provides the ability to develop effective programs for adult learners in field of employment, education and interests. When these two articles are blended together, however, they do not have to be mutually exclusive. The tips and training ideas can be taken from Lieb's works and applied to adult learning programs while the cautions of Brookfield's can also
In the field of education there are many distinguishing characteristics a learner can have. One of the attributes that every learner has is the style in which one learns ideas and concepts (Dunn & Griggs, 2000). The three main learning styles recognized by psychologists are visual, auditory, and kinesthetic (Dunn & Griggs, 2000). Visual is they style that focuses on a learner's ability to see, auditory is hearing, and
Adult Learning Training and Adult Learning Operational processes and technologies are constantly evolving and more at speeds never before seen in organizations. It is more often than not these changes require the development of new skills sets from employees. Since change in the external environment are now virtually imminent then training and skill development can serve as the one of the primary methods of overcoming organizational change (Buckley & Caple, 2009). Many
Second, it suggests that once an appropriate curriculum has been compiled -- one that produces the appropriate results -- then this very same curriculum should produce the same results every time it is employed properly. And third, it suggests that language itself cannot be conceived of as anything other than a response to an external stimulus; therefore, we, as teachers, should not be concerned with the internal, conceptual aspects
Adult Learning: Andragogy Adult learning as a concept was first introduced in Europe in the 50s (QOTFC, 2007). But it was in the 70s when American practitioner and theorist of adult education Malcolm Knowles formulated the theory and model he called andragogy. He defined andragogy as "the art and science of helping adults learn (Zmeryov, 1998 & Fidishun, 2000 as qtd in QOTFC)." It consists of assumptions on how adults
This can be exploited to encourage the adult students to get into adult education and continue from one stage to another. Secondly Knowles poses that experimental or pragmatic education is the most effective form of adult education. This involves allowing the learners to make mistakes and continue learning from the same. This, as a practitioner, I can use as a very effective tool of assisting the adult learners. It is