Learning Theory Emerged Cognitive Research-Myassignmenthelp.Com

Question: Discuss About The Learning Theory Emerged Cognitive Research? Answer: Introduction Gardners Theory of Multiple Intelligence This learning theory has emerged as a cognitive research theory. It suggests that we are able to know the world through the many languages, spatial representations, mathematical analysis which are logical and perhaps the understanding of individuals(Clifford Thorpe, 2007).. Different individuals differ in experiences and intelligence.Gardner says that the differences in the educational systems can be learnt from the same materials. There are different styles in which the broad spectrum of students or the general public. It can be represented in numbers and assessed through various means. The styles of learning are as follows; Bodily-kinesthetic the great sense of bodily awareness. They communicate well through equipment and real objects.Hands on learning experiences in auditing skills and the experience that comes with it is also called bodily kinesthetic(Rossnagel, 2010).. Musical- it is the sensitivity to the sounds and rhythms. Music is a better instrument to learn with and a good background to communicate and learn in audit skills. Visual- Spatial- it can be taught throughthoughts of physical space.It can be taught through physical imagery and drawings like graphs and charts. Other tools include pictures, television, video conferencing and multi- media. Interpersonal and intrapersonal- this understands to interact with others and understanding to interact with personal self. They are the most useful tools independent of learners. Linguistic-it is using of words in an effective manner. Logical mathematic is use of reasoning in calculating. Area for development What does this mean? Give a short personal example Your strategy to improve in this area How can you measure your progress? Category Skill 1 Political awareness Self-motivation Ability to give morale to one-self When auditing, the ability to carry an audit trail beyond the expected without expecting extra. Doing more self motivation awareness By giving yardsticks to myself. 2 audit Ability to work under pressure Ability to complete tasks within deadlines Audit requires timelines, the ability to give audit quesries within determined ime is paramount Create more work to give one pressuer. Setting goals. 3 audit keenes Ability to be meticulous in the financial system Looking for details that are obvisiously hard to disclose. Create more awareness on the importance of looking for particulars Giving more reasons to do more. 4 audit Strong aptitude test Ability to solve complex solutions especially in auditing When financial statements are set to have so many details but its hard to get them Create more awareness on the importance of looking for particulars By giving yardsticks to myself 5 audit Mathematical and financial skill Many financial and mathematical skills that are important to auditing When financial statements are set to have so many details but its hard to get them Learn more on financial and mathematical skills Setting yardsticks on financial skills The cartegory is audit and has various skills in it including, self motivation,mathematical and financial skills, strong aptitude test skills and ability to work under pressure. There are different styles in which the broad spectrum of students or the general public. It can be represented in numbers and assessed through various means. The styles of learning are as follows. Skill identification and development plan First phase of professional development in which an estimation and design of possible career paths or succession plans within the organization will be carried out based on the forecast of future needs and the strategic objectives of the same. It is a question of defining the most stable "ways" of the company by which the promotions or horizontal movements of the people between different positions will take place. It is easy to assume that not all movements of the organization can be anticipated, but it is also true that if this exercise is not carried out, it will be difficult to organize and systematize the most important rotations, successions or promotions in the company. Finally, it is important to emphasize in relation to this need to establish technical development (specialization) and management development (management), the importance of establishing in professional routes critical points of decision in which, depending on the competency profile of the person, It is possible to choose one of the two routes. Flexibility and openness to change. I have demonstrated this by working in various departments to improve my skills. To demonstrate that you have these qualities, it is important that you highlight your experience in different positions, companies and cities, also if you master other languages and if you followed courses to complement your training (Rossnagel, 2010). Teamwork. Beyond having an excellent relationship with other people, I have managed to create synergy with other employees in the team in order to share responsibilities, delegate roles and act in pursuit of a common goal. In this scenario, interpersonal and leadership skills are important. If you participated in a volunteer work, belonged to a cultural or academic association, or were part of a sports delegation, mention it (Reed Signorelli, 2011). Organizing and planning skills. This is because I can work with clearly defined and realistic goals, I have defined goals that can be used as indicators tomeasure my results. I also have got good communication skills. Ability to solve problems. In our professional life we face many complicated situations, even real crises that put us to the test. If at some point you had to take control of a work problem, tell your interviewer how you solved it (Illeris, n.d.). Remember that making good decisions involves evaluating each option strategically, recognizing the positive and negative consequences in the long term and above all being able to take responsibility. Did you ever do it? Positive attitude and self management. Demonstrating a positive attitude will definitely add you points. Recruiters are looking for people who are cheerful and enthusiastic, who demonstrate initiative and also desire to learn. How to show it? In an interview avoid speaking ill of your work or former bosses. Focus on the good experiences and what you learned, and if there was any opportunity for promotion tell what was due. Employers legal obligations and obligations towards the employee Potential employers These are the responsibilities and obligations that the employer has towards the employee according to the Australian laws (Amosse?, Bryson, Forth Petit, 2016). First, is to pay the employee the salary as agreed, both in terms of time and amount. There are also benefits that arises from the employment relationship ( vacations and interest on the severances and others that are generated). Second, the law stipulates that the employer must make the necessary contributions to social health and pension (Clifford Thorpe, 2007). Third, is to provide the necessary conditions and instruments for the employee to perform their function, including oproviding training on health and safety. Fourth, is to provide first aid and other basic medical assistance to the employee in the event that there is an accident or illness at the work place. The employer should also respect the employee habits and beliefs. The employer should also recognize the condition of the employee in times of maternity and p aternity leave and bereavement leave. At the time of termination of the agreement, the economic and social benefits owed to the workers must be recognized in accordance to the law. Groups that protect a worker The labor obligations described above are some of the most important ones that must be respected in order to prevent the worker from filing a complaint with the Ministry of Labor, Pension and professional Management Unit or initiate legal proceedings seeking recognition of their rights And, in this way, the employer is punished (Creighton Stewart, 2010). These are some of the bodies that protect the rights of an employee at the workplace. Being employed In the event of being in front of any of the situations described previously, the employee can contact Legal Support where they will provide the pertinent advice with the support of lawyers experts in the subject in order to solve or prevent such unfortunate inconveniences. Personal skills In addition to professional skills and experience, soft skills (or behavioral personality traits) are very important. These are some of the qualities that are valued by employers and how an employee can demonstrate that you have them. Potential employer Potential employers for an audit staff looks at the skills he or she is bringing to the table and the ability of the auditor to perform to the best of his standards. Learning methods Increasing the performance of your employees is a vital factor for the company to remain competitive in the market. Therefore, it is essential that as an organization you implement tools to support the development of your human capital in order to optimize the company's results. In order to guide your employees in the development of the required labor competencies it is important to offer training and training plans according to these as this brings important advantages for your company.By providing training to develop the competencies that have been identified you ensure that the learning plan Skill development is aligned and oriented to achieve the strategy of the company for the benefit of the employee and the company. It helps you to have a defined course for the career plan and succession of the employee (Creighton Stewart, 2010). It gives the employee broad knowledge and flexibility to perform in different positions To the current, which is an advantage for the company to be able to face challenges and changes in the environment. Power the performance of your employees by helping them to be more productive and have more skills that will add value to the organization. By giving the opportunity the employee to grow and learn can increase their job satisfaction and with the company, which seeks to reduce staff turnover. As we know that the human capital of a company is an important asset and it is fundamental to provide the tools for better performance (Conaghan Rittich, 2005). To successfully carry out the skills development programs for your employees: - Talk with your employees and inform the reasons why you are applying methods to strengthen your work skills. - Ask your employees to tell you about The knowledge and skills they think they need to improve their competencies.- Be sure to use a method that promotes the active participation of your employees, develops them from different learning styles and is oriented toward the fulfillment of objectives and their plan of career. Do not forget that the most effective way to identify the competencies required by your collaborators is through performance evaluations, which allow you to later develop customized learning programs to support the career and succession plans that will lead to better performance and strengthened Skills required, avoiding staff turnover, maximizing performance and setting new organizational challenges (Conaghan Rittich, 2005). Some of the methods that are used during workplace learning include coaching, job rotation, introducing a learning and development plan and also making use of a multi disciplinary team to ensure that various skills are passed on to the employee for career growth. References Amosse?, T., Bryson, A., Forth, J., Petit, H. (2016).Comparative workplace employment relations. [Basingstoke]: Palgrave Macmillan. Clifford, J., Thorpe, S. (2007).Workplace learning development. London: Kogan Page Ltd. Conaghan, J., Rittich, K. (2005).Labour law, work, and family. New York, N.Y.: Oxford University Press. Creighton, W., Stewart, A. (2010).Labour law. Annandale, NSW: Federation Press. Griffith, K., Estreicher, S.Who is an employee and who is the employer. Illeris, K.The fundamentals of workplace learning. Reed, L., Signorelli, P. (2011).Workplace learning leadership. Chicago: American Library Association. Rossnagel, C. (2010).A competence perspective on lifelong workplace learning. New York: Nova Science Publishers/Novinka