Technical tasks are preferred over people and interpersonal details. They also enjoy experimenting, simulating, and working with practical applications. When there are too many people with one learning type over another in the same organization, there may be a deficiency in a particular type of strength which could prove to be valuable to the organization. For instance, if the organization does not have any accommodators, but rather has several convergers, divergers, and assimilators, then the organization may be in need of an individual whom can work quickly and whom can figure something out without a given set of procedure or directions and whom perhaps can derive conclusions based upon his/her gut instinct. If an agency has a balance of learners and the agency is aware of the strengths and weaknesses within the organization, then groupings may be done so that each group has an individual representing a particular learning style. Furthermore, many organizations spend a significant amount of money investing in the training of their employees. Corporate trainers should be aware of the types of learners in their audience so...

Additionally, the learning styles information could be used to help people in many contexts from school to work to personal lives understand one another and communicate more efficiently and clearly.
With regard to comparing and contrasting my particular style, accommodating, to the other styles in Kolb's inventory, it appears that accommodators are sensitive and intuitive types whom might be described as impulsive if misunderstood. The other types seem to draw more upon facts, reason, and logic to come to a particular conclusion. The other types all appear to possibly do well in careers in which it is important to be able to either gather facts and/or interpret factual details. It is no wonder that the idea belaboring over a set of numbers truly turns my stomach; however, I have no problem and generally feel comfortable when I am lost without a road map.

References

Osland, H., Kolb, D.A., & Rubin, I. (n.d.). Organizational Behavior (8th ed.).