Developing A Workplace Learning Environment

2011). When EasiYo’s sales and operations continued to expand and grow its local and unqualified workers cannot respond to the company’s changing need and demands. This placed pressure on the employees to perform, causing O’Brien to adapt to changes in EasiYo’s technologies and exploit opportunities to improve (Grant 2012). O’Brien focused on up skilling it’s workers with a government-subsidised literacy program that improved the employee literacy and numeracy skills (Clement 2011). With the improvement of EasiYo’s employee’s it ensured quality control and stimulated greater loyalty and incentive, which produces a stronger workplace atmosphere (Jones & George 2013). Creating goals and a controlled environment motivated employees to perform efficiently; this creates opportunities to gain competitive advantages in a global market.

Policies in early childhood setting support to protect children, families, educators and management. A range of professional disciplines, including teaching, learning, health, education and welfare, influences policy in the early childhood sector (Waniganayake et al, 2012). The purpose of this assessment is to discuss and understand the legislative, regulatory and ethical requirements, with the strength and issues of Serendipity Early Childhood Outdoor Environment policy and their overarching philosophy. The main aim is to determine where the strength and issues subsist, such as environment, safety, interaction and collaboration. These are supported with evidence from guiding framework, state and Commonwealth legislation and related frameworks.

According to author Reiser , R, & Dempsey, J. (2012) “CIPP is defined as context, input, process, and product. Context assessment of the learning environment where a program or innovation is used to establish the objectives and needs for the program, also identifying factors of the environment in which may impact the usage of being successful. Within the needs of assessment of making the program it is used in planning decisions.” Reiser , R, & Dempsey, J. (2012)According to author Reiser , R, & Dempsey, J. (2012) “CIPP is defined as context, input, process, and product. Context assessment of the learning environment where a program or innovation is used to establish the objectives and needs for the program, also identifying factors of the

I like the point you made regarding training for the team. I do feel that in any organization you have to take a proactive approach and plan ahead for different scenarios. I do feel that this incident could had been avoided had they planned for the possibility of things going wrong. However, it’s impossible to predict certain things because we have no control of them like in this case, but I feel that adequate training could have changed the outcome. The problem here was that they did not follow orders and as a result some lives were lost. Unfortunately, before changes are made in an organization it usually a result of something that went wrong.

a) The training on sexual harassment within the workplace is intended to increase awareness on the issue, and to provide instructions on how to prevent such events from taking place. The importance of anti sexual harassment methods is of great importance to companies with large numbers of employees where such issues tend to be more frequent. This training is also intended to help harassed employees know what to do when confronted with such issues.

In today’s workplace the method of training employees has been dramatically impacted by budget cuts, downsizing and the overall decline in the economy. This in turn has required employers to devise new training practices; to become innovative with learning strategies and methodologies. The challenge to provide an atmosphere that promotes professional development has led to new formats for sharing knowledge and training.

Social learning in workplace and personal professional development must stand together as a growing education. Streumer (2006), Palonen et al (2004) believe that individual cognitive is social interactions at workplace.

The key note speaker for the 2015 AHRD conference was Ms. Jane Hart. Jane is an independent workplace learning advisor who helps Learning and Development departments around the world modernize their approaches to workplace learning by moving beyond classroom training and eLearning to support continuous performance improvement and personal development more broadly and in more relevant ways. Jane is the Founder of the Centre for Learning & Performance Technologies - one of the world’s most visited learning sites on the Web. She compiles the popular annual Top 100 Tools for Learning list from the votes of top learning professionals worldwide (Hart, 2015).

At one time or another, in an individuals’ working life, they will be expected to learn about at least one aspect of operations the of the company in which they are employed with. Burns (1995, p 99) ‘conceives of learning as a relatively permanent change in behaviour with behaviour including both observable activity and internal processes such as thinking, attitudes and emotions.’ Learning is defined by the Oxford Dictionary as ‘the acquisition of knowledge or skills through study, experience or being taught.’ Therefore, if we are to take into consideration these two viewpoints, we can deduce that there is more than one approach to learning. The learning approach used will vary due to several factors which can include the size of the

The learning environment committee was responsible for understanding how to create a classroom/environment that promoted learning in schools. The learning environment committee chose to make classrooms that are modern and simplistic, yet using bright colors that promote positive attitudes in the classroom. The first policy was to leave three walls of the classroom a neutral color and have one wall that is a bright color, leaving the blinds open to allow light to shine into the classroom, and also to limit the use of red in a classroom (red is shown to have negative moods that accompany it). All three of parts of the first policy passed and as a future educator I felt that these were all very good ideas to promote positive attitudes and thinking in the classroom. A student spends most of their school day in the classroom and in order for them to be successful many times their moods play a large role in them doing well. If a student is in a bad mood their more than likely not focusing on school and if having a positive learning environment helps the student learn it is necessary to make sure that positive learning classrooms are there. The next policy focused on math and how teachers can practice and teach math to their students using math games, which helps with the fact that boys and girls learn differently. This policy passed after it was amended, so that teachers are not forced to play math games but so the teachers will have the resources if they need them. I personally

This research article explores the concept of apprenticeship model in the context of the professional formation of knowledge workers and was carried out within a project funded by the UK’s Economic and Social Research Council (ESRC), ‘Learning as Work: Teaching and Learning Process in the Contemporary Work Organisation’. This project intends to break new theoretical and methodological ground by examining the interplay of the organisational context with processes of individual/group teaching and learning at work. Hence, the emphasis unavoidably leads to interpretations that reflect the values of the organisation and Fuller and Unwin’s world.

1. The learning environment is dynamic and will be different for each training situation. Among the individual variables that can impact the learning environment include personality traits (especially extraversion) and communication styles. Personality traits and differences among individual participants will be most evident in the first few hours, or perhaps sessions, of the training because the participants have not yet had time to relax into their new environment. Learning styles will also be different among the participants, which will showcase personality trait differences even more. A trainer can easily work with a variety of people and different learning and personality styles by developing a dynamic and diverse training system. The learning environment should be one that promotes inclusivity, to allow different types of people to have the opportunity to engage in the training. Communication styles can create problems, which trainers do need to understand when designing the learning environment. Ensuring that people can interact with the trainer and provide feedback will minimize problems that arise when people do not express their concerns openly. Listening carefully to all participants, even when they have a complaint, is essential.

Individuals are unique and require different learning strategies to cater for their educational advancement. Work based learning is a concept that is defined in numerous different contexts. Evans and Kersh (2006, p.6) state that work based learning is the stimulation of learning within a formal or informal work place environment. Similarly, Mumford and Roodhouse (2010) suggest that the

This training module will be implemented to create a workplace environment that is designed to meet the learning needs of all departmental employees, by teaching them the acceptable ways of approaching the learning process in the workplace environment. This training module will be a two hour training and it will cover multiple intelligences, Reinforcement (feedback), Holism, Scaffolding, and lastly Metacognition. We will also include information on, why it is important to grasp ideas and concepts that could inevitably lead to a better, clearer understanding of why it’s important to nurture the learning process in the workplace.

Learning environment refers to whole range of components and activities in which learning takes place. It includes all external and internal components which have positive or negative impact on learners.