The classic example of this type of conditioning is the feeding of Pavlov's dog, in which the dog is provided with two unrelated stimuli (food at the sound of the bell). After a time, the dog, upon hearing the bell, begins to salivate, even though food is withheld from the subject. The dog "learns" that the bell sound means food, without the dog undergoing any cognitive processing or thinking about the activity (David C. Leonard, 2002)."
Connectionism

The motivations provided by the employers should be closely associated with the response of the employees. This will allow the employees to transform all their behaviors into a learning process and thus a never ending cycle of learning and improvement will be created. However, there are certain complications in implementing the "Connectionism Theory." David C. Leonard, (2002) explains this phenomenon in detail, he writes, "Edward Thorndike's behaviorist learning theory proposes that learning occurs through…...

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References

David C. Leonard. Learning Theories, a to Z. Oryx Press. Westport, CT, 2002.

Stephen B. Klein, Robert R. Mowrer. Handbook of Contemporary Learning Theories. Lawrence Erlbaum Associates, Mahwah, NJ, 2001

Workplace learning

Summary and main learning points The essay is based on a practical approach to work based learning among nurses who are new in the psychiatric facility. The plans covers a step by step approach to how nurses can safely restrain an irate patient and do so without putting self and the patient in any danger. The essay also gives a theoretical approach to the learning process in a manner that gives light to the varied practical approaches that facilitators or teachers can use to share knowledge, all with the end result being achieved. The essay also highlighted the importance of workplace learning to the various players who are engaged in the process; the learners and the facilitators. Thereafter, the essay highlights the intricate process of coming up with a learning plan and the reflection on the entire process of drawing up the learning schedule. There were learning aims and objectives also…...

WOKPLACE LEANING AND MANAGE'S PEFOMANCE IN THE HOSPITALITY INDUSTY
elationship between Workplace Learning and Managers' Performance in the Hospitality Industry

elationship between Workplace Learning and Managers' Performance in the Hospitality Industry

Manager's ole as a Leader

Workplace Learning

Why is Workplace Learning Important

The 'ideal' Workplace Learning Situation

Methods of Workplace Learning

Hospitality Industry Supports and Values Training and Learning

Management Skills in Workplace Learning

Manager's ole in the Hospitality Industry

Optimize Communication between Managers and Employees

Effective Managers in Hospitality Industry

elationship between Workplace Learning and Managers' Performance in the Hospitality Industry

Hospitality Manager

Impact of Managers' Performance

Why Should Managers be Involved in Workplace Learning in Hospitality Industry?

Skills Learnt in Workplace Learning in Hospitality Industry 13

Conclusion 13

eferences 15

Abstract

There is a direct relationship between workplace learning and manger's performance in a hospitality industry. This paper deciphers the roles and responsibilities of the manager in this industry and why his performance has a significant impact on the workplace learning. This paper also describes why hospitality…...

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References

Lucas, R.E. (2003). Employment Relations in the Hospitality and Tourism Industries. New York: Routledge.

Lucas, R.E. (2003). Employment Relations in the Hospitality and Tourism Industries. New York: Routledge.

Theresa, B., Blackbourn, S., Hussey, D., & Linda, N. (2009). Developing the Local Workforce: Is Work-Based Learning the Solution? British Journal of Occupational Therapy, 18-28.

Ahu, T., & Ozbilgin, M.F. (2009). Understanding Diversity Managers' Role in Organizational Change: Towards a Conceptual Framework. Canadian Journal of Administrative Sciences, 45-52.

learning organization. *Consolidate research definitions organization learning. *Explain organization a learning organization (teaching federal government hospital). *Discuss advantages disadvantages organizational learning.
The learning organization

The modern day business climate is more challenging and dynamic and it forces the economic agents to seek alternative sources of strategic advantages. One example in this sense is represented by the enhancement of the emphasis placed on supporting learning and the continuous development of the organization of learning. While this concept is gaining more and more interest within the economic agents, it is also highly applicable within public entities, such as hospitals.

This project then starts at the premises that the concept of the learning organization is highly applicable in the context of the teaching federal government hospital. The purpose of this paper is that of supporting a higher understanding of the learning organization, in order to lead to a superior application within the real life situations.…...

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References:

Appelbaum, S.H., 2000, The competitive advantage of organizational learning, Journal of Workplace Learning, Vol. 12, No. 2

Dowshen, S., 2010, Questions and answers, Kids' Health,   last accessed on August 6, 2012http://kidshealth.org/parent/question/parenting/hospitals.html 

John, D., 2002, Organizational learning and effectiveness, Routledge

Karash, R., Why a learning organization?   last accessed on August 6, 2012http://world.std.com/~lo/WhyLO.html 

The study discusses break rooms and tea rooms, and how they are "hot spots" for discussion and everyday learning, and this makes sense. People are less inhibited in these areas, and they are engaging in a more social atmosphere, and so, they are more open to new information, and more open to sharing information, as well.
The study also discusses some of the resistance to the suggestion that people are learning in the workplace, such as the two trade teachers who did not recognize their carpooling discussions as learning models at all, even though they were instructors themselves. The study points out the incongruities of learning, and illustrates there is no "perfect" learning situation. In fact, some situations that might not seem conducive to learning may actually be some of the best places to learn, and more employers could get better results from their employees if they recognized this and…...

Most significantly, too, the library runs a free service and a book mobile to reach those who are unable for various reasons (such as being handicapped, ill, or elderly) to use the library. The book mobile has its own selection of books, toys, and a teacher who is available to instruct those who desire instruction and those who need help with their homework.

The library's vision statement is that it seeks to help people pursue lifelong leaning and discovery, as well as enjoyment of popular culture and the arts. It also seeks to help residents become well informed, to engage each other in dialogue and respectful discourse, and to actively participate in the life of the community. All of this makes it an organization that disseminates learning in the fullest sense of the word.

In a practical way -- and as per its mission statement -- it does this by promoting lifelong…...

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References

Brown, J.S. & Duguid, P. (1991). Organizational learning and communities-of-practice: Towards a unified view of working, learning and innovation. Organization Science. 2(1): 40-57.

Cohen, W.M. & Levinthal, D.A. (2000). Absorptive Capacity: A new perspective on learning and innovation. In R. Cross and S. Israelit (eds) Strategic learning in the knowledge economy. (pp. 39-68) Boston: Butterworth Heinemann.

Comley, L., Arandez, L., Holden, S & Kuriata, E. (2000). Are TAFE organisations learning organisations? Do they 'walk the talk'? The Centre for Curriculum Innovation and Development. Melbourne: Victoria University

Cross, R. And Israelit, S. (2000) Strategic learning in the knowledge economy. Boston: Heinemann.

Workplace Learning
In a recent study co-learning is categorized into two separate domains; the facilitator and the explorer. According to the study the facilitator of learning is the individual who "does not get in the way of learning by imposing information…a facilitator guides the process of student learning" (Brantmeier, 2010, p. 1) while the student, or learner, is defined as an empowered explorer who is an "independent or collective explorer of knowledge through disciplined means" (p. 1). Whether the student is one as defined in the traditional sense, or it is a co-worker seeking to gain knowledge of the business world, both facilitator and explorer learn by sharing knowledge through communication.

Oftentimes the facilitator is one that has had previous experience in the workforce with the specific subject at hand. The facilitator is therefore often the leader of the group or project. Being a leader requires experience but it also requires the…...

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References

Brantmeier, E.J. (2010) Empowerment pedagogy: Co-learning and teaching, accessed at website: www.indiana.edu/~leeehman/Brantmeier.pdf on April 25, 2011

Clarke, N. (2005) Workplace learning environment and its relationship with learning outcomes in healthcare organizations, Human Resource Development International, Vol. 8, Issue 2, pp. 185 -- 205

Gratton, L. & Erickson, T.J.; (2007) 8 Ways to build collaborative teams, Harvard Business Review, Vol. 85, issue 11, pp. 100-109

Kitching, J. (2008) Rethinking UK small employer's skills policies and the role of workplace learning, International Journal of Training and Development, Vol. 12, Issue 2, pp. 100 -- 120

Given the capriciousness of the human condition with respect to continuing redefinitions of personal and professional success, human resource managers are faced with some difficult choices in formulating recommendations for best practices. Therefore, the learning journal would undergo a series of draft versions that would be used to solicit feedback from experts in the field who could point out flaws and areas that required additional research or support to be valid and trustworthy. The solicitation of feedback process would follow the guidance provided by Neuman (2003) who recommends having a manuscript reviewed by knowledgeable individuals who possess the requisite credentials to provide informed feedback. This feedback would be carefully reviewed and the collaborative process would result in changes and additions where they were deemed necessary and appropriate.
4)

Outcomes and New Learning

Some of the overriding themes that emerged from the learning episodes outlined above was that the more researchers learn about…...

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References

American Psychological Association. (2002). Publication manual of the American Psychological

Association (5th ed.). Washington, DC: Author.

Cheverton, J. 2007. 'Holding our own: Value and performance in nonprofit organizations.'

Australian Journal of Social Issues, vol. 42, no. 3, pp. 427-428.

Learning Needs Assessment and Analysis
The University of San Diego Counseling Center (USDCC) has been established to provide enrolled students with access to quality counseling and healthcare services. Employing a diverse selection of the university's most accomplished psychiatrists, psychologists, medical doctors, registered nurses, and other healthcare professionals, the USDCC operates a high-volume Critical Intensive Care Unit with the assistance of a 50-member nursing staff. Although the USDCC has built a reputation for delivering competent and qualified critical care services across a number of years, the organization's management structure has become concerned that educational priorities have not been updated to reflect modern advancements in the field. To that end, the USDCC recently elected to conduct a comprehensive Learning Needs Assessment and Analysis to identify the paramount educational needs in place, and the institutional forces working to facilitate or impede the implementation of these needs. Empirical research on the efficacy of various instructional…...

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References

Lewin, K. (1939). Field theory and experiment in social psychology: Concepts and methods.

Journal of Sociology, 44, 868-896. Retrieved from  http://www.jstor.org/discover/10.2307/2769418?uid=3739552&uid=2129&uid=2&uid=7 

0&uid=4&uid=3739256&sid=21101323864143

Morrison, G.R., Ross, S.M., Kalman, H.K., & Kemp, J.E. (2011). Designing effective instruction (6th ed). Hoboken, NJ: John Wiley & Sons, Inc.

Visual learning - the students need to see the information which can be accomplished by writing the information on the board or using a video with a screen, computer projection etc., 3). Kinesthetic - the instructor will need to present the students with events and activities that will require hands-on practice in the classroom. A disaster situation facing a security guard might take on all three; hands on experience coming from making quick decisions, seeing exactly what is happening and reacting to it, and listening to reports from others that help the guard in understanding the situation. One recent study concludes; "Knowledge in this millennium is increasingly characterized by the creative integration of information and learning from diverse disciplines" (Oon-Seng, 2007, pg 101). This could be especially true for security guards, and it is important to keep in mind that constraints on the ways and methods in which these…...

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References

Diaz-Lefebvre, R.; (2004) Multiple intelligences, learning for understanding, and creative assessment: Some pieces to the puzzle of learning, Teachers College Record, Vol. 106, No. 1, pp. 49-57

Tan, Oon-Seng, (2007) Problem-based learning pedagogies: psychological processes and enhancement of intelligences, Educational Resources Policy Practice, Vol. 6, pp. 101-114

Wolf, P.J.; (2007) Academic improvement through regular assessment, Peabody Journal of Education, Vol. 82, No. 4, pp. 690-702

Learning Reinforcement
For learning to effectively take place, a number of concepts must be brought together and these include but are not in any way limited to environmental, emotional as well as cognitive influences. One of the most prominent learning theories is the social learning theory whose fronting was most prominently done by Albert andura amongst others.

The Social Learning Theory

The social learning theory is founded on the view that most learning is undertaken within the social context. However, according to Ronald L. Akers, the social learning theory must not only be taken to be a theory of peer influence.

With that in mind, the key concepts in this case include; modeling, imitation as well as observational learning. The social learning theory has four basic principles with the first principle stating that most of the learning is informed by an observation of behavior. Here, the reasoning is that the learning process is triggered…...

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Bibliography

Akers, Ronald. Social Learning and Social Structures: A General Theory of Crime and Deviance. Transaction Publishers, 2009

Griffin, Ricky Organizational Behavior: Managing People and Organizations. Cengage Learning, 2009

Sarafino, Edward. Self-Management: Using Behavioral and Cognitive Principles to Manage Your Life. John Wiley and Sons, 2010

Ronald Akers, Social Learning and Social Structures: A General Theory of Crime and Deviance (Transaction Publishers, 2009), 25.

Learning Log: Organizational Culture
Culture

An increasingly globalized marketplace and multicultural society demand a solid understanding of others' cultures, particularly with regards to interpersonal communications. These issues are especially important in the workplace where effective communication requires a careful balance of appreciation and recognition of cross-cultural differences that may affect the exchange. Although common courtesy and common sense will go a long way in preventing inadvertent cross-cultural communications gaffs, it is also important to understand the more salient workplace behaviors that may be regarded as offensive by people from other cultures.

Questions that resulted

What types of workplace behaviors are universally acceptable, if any, irrespective of the culture(s) involved?

What types of workplace behaviors are generally prohibited based on cultural factors?

How can the views of cultural theorists such as Geert Hofstede and others help inform the cross-cultural communication process in the workplace?

Relative positions with respect to the presented information

My personal views were largely in conformity…...

Workplace Poster for a oland etail Company
Workplace Poster for a Sears Holdings Corporation

isk of staff theft poster

The following is a typical illustration of the Sears Holdings Corporation poster that warns against theft and vandalism of the products and services within the company. In order to ensure n equitable safety of the products and services within the retail company, the management team has come up with a lethal facet of model of managing the available avenues of resisting any occurrence of theft. The poster is a general demonstration of the warning that is against any form of theft within and outside Sears Holdings Corporation. Service management is a lucrative feature that often ensures safety and strength if the available avenues of production. In order to have a sound avenue of securing the sustenance of customers in the market, a given protocol must be observed. This protocol is supposed to be observed…...

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References

Dempsey, J.S. (2010). Introduction to private security. Belmont, CA: Wadsworth Cengage

Learning.

Gardner, D. (1998). Using ICT in history: A teacher's resource guide. Cheltenham: Stanley

Thornes.

Learning Journal: Personal eflection
Personal eflection

Now more than ever before, diversity is a real issue for the American society, and with this demographic change comes the need to develop strategies and techniques for making people more appreciative of the gender, ethnic, religious, and cultural differences that constitute the fabric of society. One's gender, ethnicity, race, religion, or sexual orientation does not define who they are and what their abilities are. These elements, therefore, ought not to be used as the primary bases for assigning positions, benefits, or advancement opportunities at the workplace. Just because someone is male is no guarantee that they will display better performance in a leadership or supervisory position than a female candidate would. We may consider men better-placed for such positions because we think of them…...

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References

Alonso, M. (2012). Best Inclusion Practices: LGBT Diversity. London, UK: Palgrave Macmillan

Community Tool Box. (2014). Strategies and Activities for Reducing Racial Prejudice and Racism. Kaplan University. Retrieved 22 March 2015 from  http://ctb.dept.ku.edu/en/table-of-contents/culture/cultural-competence/reduce-prejudice-racism/main 

O'Brien, R. (2013). Bodies in Revolt: Gender Disability and a Workplace Ethic of Care. New York, NY: Routledge

Stanford Encyclopedia of Philosophy. (2001). Affirmative Action. Stanford Encyclopedia of Philosophy. Retrieved 24 March 2015 from  http://www.civilrights.org/resources/civilrights101/affirmaction.html

Geneational Gap in the Wokplace
Contempoay woking age Ameicans ae categoized into fou distinct geneations that, allegedly, have been made into what they ae and thei pesonalities fomed due to the socio-political and economic as well as histoical occuences of thei age. These fou geneations ae vaiously known as: Taditionals, Baby Boomes, Geneation X, and Geneation Y

Thee ae at least two views egading geneational diffeences in the wokplace. The fist suggests that whilst individuals ae distinct, nonetheless, shaed geneational values, events, beliefs, behavios, and occuences indelibly affected membes of a paticula geneation and impact them fom effective integeneational communication (Zemke, et al. 2000). The othe is that although, cetain geneational events do occu that influence people's behavio and beliefs, ultimately employees ae constant and geneic in what they seek fom jobs and tying to categoize them and pedict thei pefomance accoding to geneation categoy is misguided (Yang & Guy, 2006). This…...

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references of the younger generations. Similarly, whilst discussion groups are the format of choice for the older generations, the younger generations see them as least effective and more time-consuming. Again, one can readily see historical circumstances as prompting choice. Additionally, the younger generations tend to value feedback more than the older ones do, and the various generations seem to indicate different methods in learning and internalizing skills. Computer and Internet may have a great deal to say in the diversities between the characteristics on these points.

As regards desire for greater balance between life and work, most of the evidence that the younger generations seem to incline towards the latter in comparison to the older ones, is anecdotal. It may be that the younger generations resists the influence of work on their lives to a greater extent than the older generations do, but, this again may differ according to personality and context and needs further research.

Other differences in Workplace Generation Gap

Definitions of 'success' and 'leadership' vary too between the generations with apparently generational perspectives of the constructs hinging on the paradigms of their times. The gap seems to be most pronounced between the Traditionals and the younger generations with the Traditionals connecting success to workplace conduct, and the younger generations connecting it to computer skills. As regards leadership style, the two older generations prefer a leader with credibility, whilst the younger ones prefer empathy and active listening (Deal, 2007).

All generations want to be valued and appreciated as well as receive fair treatment. In the end, definite differences may exist more in popular literature than in real life. Further empirical research needs to be conducted to demonstrate whether this is or is not the case.