Reflection regarding the seminar

After revising the note that jotted down during the seminar, the things that made me think about are peer to peer learning and the position of manager.

In the TVB drama “同事三分親”, 黃家嵐 or 戴安娜, which one do you think has done well in encouraging the atmosphere of “peer-to-peer” learning?

Nowadays, in some western organizations, they are more likely to adapt the participative management, i.e. the employees can also contribute their ideas to the organization. “Participative Management is an approach, which gives everyone in the organization an opportunity to contribute their skills, knowledge and talent to improve the organization.” (Ref: http://www.flowmanagement.net/studies/pma.htm, retrieved on 16/3/2009) In Hong Kong, although there are more companies to adapt the participative management, the dominant is still the employees agree and follow what the manager has said without questioning.

On the other hand, if someone always compresses on your ideas and views, will you still contribute your effort? With limited source of ideas and point of views, will these be able to improve and survive in the changing environment?

To continue from the preceding post, (Visit - Hong Kong Fire Services Department), team spirit is the one of the vital elements for the organization. Team spirit can arouse the morale and let the collective of individuals to work harder towards the mutual goal. Because of the mutual goal, individuals will do their best to reach. Within a team, it allows feedback and enhances its competitive advantage. (What is a team – ref: http://kaching.sw.hku.hk/Team%20Buidling/什麼是團隊.htm, retrieved on 16/3/2009)



(Pic: http://www.flickr.com/photos/feijeriemersma/566123729/)

Finally, it is the last question, which do you think it is important, management or leader?

For me, both managerial and leadership role are important to the organization. It’s because a leader who can lead the team to think out of the box and try under uncertainties. Without risks, you will never know if it’s the opportunity for you to change and upgrade. On the other hand, resources are scarce. We cannot try everything we would like to try. Managers can prioritize the use of resources. With these two roles performed together, organization can get the balance of being managed and led. (Leadership Vs Management - Ref: http://www.legacee.com/Info/Leadership/Management.html, retrieved on 16/3/2009)

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Visit - Hong Kong Fire Services Department

For me, I never realize that the facilities in the fire station can be so advanced, lots of hardware and software. The same with the scene of a fire, I think that the Information Technology Management Unit is also another battlefield.

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(ref: http://www.hkfsd.gov.hk/home/eng/history/history.html, retrieved on 1/3/2009)

(ref: http://www.hkfsd.gov.hk/home/images/review_07/7_training.pdf, retrieved on 1/3/2009)

“Team spirit” is the thing that the Fire services Department always pays attention to, no matter when the firemen fight against the fire, or the support from the ITMU to the firemen. And this inspired me to think of the content of this reflection.

Individual to Collective to Organization

Individuals have their own characteristics, just like my style and ideas may not be the same as yours.

When different individuals come together, this creates a “chemical reaction”. I still remembered a question – “Is organizational learning = Σ individual learning?” This made me to think of a term “multiplier effect” from Economics. However, this time, the multiplier is not a constant. Through the interaction between individuals, they will generate more and more ideas. However, human behavior sometimes will be affected by the term called “self – maximization” - people will maximize their own profits under constraints and not willing to share. This will create a poor atmosphere of organizational learning.

After the visit, I agree that Fire Service Department creates an excellent atmosphere of organizational learning. Although different posts may have different tasks, the final goal is the same – provides excellent service to the citizen and protect every HKSAR citizen =]

Deeply thanks to the Fire Service Department ^^

Reflection on Week 3 (Part 2 - Learn-Unlearn-Relearn)

Learn-Unlearn-Relearn

Learn-Unlearn-Relearn (L-U-R), the same as all of your answers, I think “Relearn” is the most important for the success of an organization. It’s because the process of relearning allows the organization to think out of the box, reconsolidate the foundation, and innovate more ideas. It’s like a revolution: demolish the outdated and acquire the updated. This enables the organization to survive and fulfill the today’s need.

In this financial tsunami, I think organizations continue the organization learning rather than individual learning. During this hard period, to be a survivor, utilize the employees’ ideas can help the company to overcome, just like the case of Tai Hing.

In addition, I think the L-U-R is applicable to worldwide. However, different cultures will affect the process of L-U-R. E.g. some countries are higher in uncertainty avoidance, they may hesitate in changing. Therefore, they may seldom unlearn and barely relearn. In opposite, some countries are lower in uncertainty avoidance, e.g. US, they may like keeping changing. It is because “they are curious rather than frightened by the unknown and are not uncomfortable leaving things to chance.” (Copied from http://www.peacecorps.gov/wws/educators/enrichment/culturematters/Ch4/uncertainty.html, retrieved on 15/2/2009)

Reflection on Week 3 (Part 1 - Kolb Learning Cycle)

Kolb Learning Cycle
(Ref: http://www.businessballs.com/kolblearningstyles.htm, retrieved on 15-2-2009)

The following is my interpretation of Kolb Learning Cycle.

(Pic: http://www.hayresourcesdirect.haygroup.com/Images/products/LSI_Chart_full.gif, retrieved on 15-2-2009)

“Kolb explains that different people naturally prefer a certain single different learning style.” The learning styles are divided into four categories, namely Diverging (feeling and watching - CE/RO), Assimilating (watching and thinking - AC/RO), Converging (doing and thinking - AC/AE), and Accommodating (doing and feeling - CE/AE).

In Kolb learning styles, the prerequisite is “We cannot do both at the same time.” i.e., we won’t feel and think, or watch and do at the same time. Therefore, in Kolb’s model, feeling and thinking are opposite to each other. At first, I disagreed with this, as I thought he neglected the gray area (i.e. the area that between the opposition.) Now, after I rethought this again, maybe, I got the meaning! When you learn something, you may prefer watching this first or learning by doing. You may take the action after watching the trainer. However, your immediate preference is “watching” rather than “doing”. So I think the desire of “watching” is greater than the desire of “doing”. You may argue that how about “doing” and “watching” at the same time. I think when you choose to do so; your desire of “doing” is greater than the desire of “watching”. The same meaning applies to feel and think. That’s why we won’t do both at the same time.

“As with any behavioural model, this is a guide not a strict set of rules.” I agree with this. In both VAK and Kolb learning styles, we can find a word “prefer”. This is just a preference, not a must. Just like in this dynamic world, there is no one best way to handle all the things.

Reflection regarding Bloom’s Taxonomy and VAK Learning Styles

Application of Bloom’s Taxonomy - Cognitive Domain

As a part-time shop assistant of IKEA ……
~ Memorized some of the measurements and features of the furniture, e.g. the possible combination of the shelving units.
~ If there are some new comers of shop assistant, I can explain the combination to them.
~ Use the customer’s floor plan or provided space to draft the possible combination.
~ Analyze whether the combination suits the customer’s need or not.
~ Combine the ideas to form a full picture.
~ Evaluate which combination is more appropriate.
~ Draw the conclusion.

Synthesis & Evaluation
(ref: http://www.businessballs.com/bloomstaxonomyoflearningdomains.htm retrieved on 7th Feb., 2009 )

Which one rank first? Synthesis or Evaluation? After the analysis, you prefer do the judgment first or to form a new picture first?

I think about this question and cannot have a clear mind unfortunately. Friends, what do you think about this?

But one conclusion I’ve made is that the process of synthesis and evaluation is looping. (Can I think of this way?) (Revised ~ the inspiration came from the comments: I also agree that all steps are looping as when there is some new knowledge, we need to update ourselves in order to have a better foundation for further thinking.) No matter synthesis or evaluation rank first, after synthesis, I think evaluation should follow to have justification and have improvement in the existing idea.

VAK Learning Styles
(ref: http://www.businessballs.com/vaklearningstylestest.htm retrieved on 7th Feb., 2009)

“Traveling thousands of miles is better than reading thousands of books”. For my interpretation, this old Chinese saying can describe the characteristic of the kinesthetic learners. It’s because they prefer moving their bodies (i.e. traveling thousands of miles) to sit down and read thousands of books.









(Pic: http://www.flickr.com/photos/masone/174604952/)

I cannot concentrate on studying in the library or the study room for long periods of time. I will fall into sleep easily. The efficiency is usually low. Instead, I prefer moving from place to place during my revision. In addition, I like learning by doing. Sometimes, without the process of doing, I think I just miss out something.

(Revised ~ the inspiration came from Anne’s sharing: Although the test showed that I prefer kinesthetic learning styles, not always in the case. For some complicated theory and definition, I prefer my friends will read it out or share their interpretation to me and then I will find it easier to remember. When I studied History during the secondary school, I hoped some related theme of movies would be demonstrated what’s happened at that time.)

I have heard this term of “VAK” during the orientation program of HKCC. I remembered the speaker said that a good lecture contains diversified elements that could fit the needs of VAK learners. The following is the examples. A lecturer provides visual aids, encourages the students to share their ideas and experience, allows students to have some activities, e.g. games, role play, etc.

(Shekz: This time, the reflection is a bit long =P But thanks for your attention!! =] )

A New Start for Learning :)

For me, learning is a livelong process which can improve the current situation and survive in this dynamic world. Everyday we have a chance to learn from school, part-time, and as well as life.

For every company, "customer" is most likely to be the first priority. The successful company adapts the changes in customer’s taste and demand. In the following, I will use Circle K as an example.

Which convenience shop is more familiar to you now?
7-11?
Circle K?
All of the above?

In the past, 7-11 was more popular than Circle K. Now, the popularity can not be distinguished.

In fact, Circle K has made a lot of improvement in these recent years. There were more branches. From products to image, Circle K worked hard in the advertising. To provide a fresh image to customer, Circle K added different elements to the business, e.g. the spokesperson (Sammy), the diversified snacks, the trendy gifts, etc. Circle K also focused more on the customer service. “O K 歡迎你” is the greetings that you heard in the shop.

As the customers, we appreciate and welcome these efforts. As an individual, is it the time for us to think how we change to meet this changing world?

Reference:
“香港OK便利店簡介.” Circle K. retrieved on 1 Feb. 2009 <http://www.circlek.hk/>

“OK便利店廣告.” You Tube. 2008. retrieved on 1 Feb. 2009 <http://www.youtube.com/watch?v=4fkiivqm8Pk>