University students involved in a study led by Sinclair and Cleland (2006) revealed that less than half of the scholars bothered to collect their assessment feedback. The results suggest that students are indifferent towards feedback, but research shows other variables discussed below play a role in the lack of engagement seen. Categorical and/or judgmental responses and lack of timeliness or guidance for improvements needed are major problems students face when dealing with feedback (Ferguson, 2011; Weaver, 2006; Housnsell, McCune, Hounsell, and Litjens, 2008). When these dissatisfying issues continue students can become frustrated or disinterested, which in turn can lead to a decrease in motivation to collect feedback. Additionally, when students expected grade doesn’t align with the actual grade received, students may feel there is no need to check feedback (Wojtas, 1998).
This is the start of building a customer relationship. 4) Needs Assessment – this is where the needs of the customer is assessed to establish how a product can benefit a customer. It is important that a good relationship is built to gain confidence and trust with the customer which will help to convince them that choosing this product is to their benefit. 5) Presentation – this is a presentation of a product and all of its features. A presentation needs to be focused on how the product will benefit the customer.
1.1 Introduction In today’s environment, the ownership is on us, as an individual to take responsibility for our own development, rather than expecting our organization to do it for us. The question, which always ponders over mind is does my personal skills suits to today’s dynamic world? If not, how do I move forward? Hence, the starting point is to introspect, retrospect and do an evaluation through self-assessment tools in order to know myself, strengths and limitations and my ability to perform in dynamic roles in the business environment. Hence, the aim of this report is to reflect over my current personal skills and abilities assessment with a particular focus on self-development to become a management professional in order to fit into the organization and to become successful.
When I say strengths I mean I would find each employers strong and low points in each area of the organization, once I figured out their lowest and high points in certain areas I place them in their positions. I believe this will better the organization because each worker will have a position that they are comfortable with, if their comfortable they're going to master the skill that was given to them. According to (Traynor,2010)) The learning process begins with building awareness and identifying individual talents using the Clifton StrengthsFinder Profile and reflecting on previous use of these talents. This statement is basically stating the same thing that I said I would do to better my employees in a organization, you always have to figure out what a person strengths, that's why some organizations fall apart because a lot of their employees are placed in positions that they really don't even know much about. Another article stated managers can better the natural strength of their employees by developing a talent differentiation analysis (Wilson,2010).
For them, it is seen as a reward for the great amount of training and education they have been given, stating their greater ability to manage themselves. Furthermore, it is complicated to measure the outputs of knowledge in all its extent, so organizations usually have to leave it up to their employees. Knowledge workers also like to decide for themselves their work locations and schedules: if, for example, the manager is told by one of his engineers that he is more productive between 4 p.m. and 8 p.m., he will smartly try to facilitate it to him. Secondly, there is always logic behind everything a knowledge worker does. It is safer to assume their deed is performed correctly than trying to change its execution.
I incorporate this learned experience daily and learn through each success and discovered area of improvement. Addressing my students needs using a variety of assessment tools has been a beneficial practice to help guide instruction. Students have different learning styles and their strengths and weaknesses are not always apparent using the same methods of assessment. Utilizing formative, standards(goal)-based, anecdotal, observational and benchmarks has driven my instructional programs. The combination of different assessments provides me with a multi-dynamic perspective of my students allowing me to better understand their strengths, weakness and academic needs.
Reflecting on the discussion, I had learnt to use negatives in a situation and examine why it was negative and how I can use my past experiences to develop my pedagogy. This entry highlights that I had realised the importance of talking with a more knowledgeable and reflecting through the discussion and after. Documenting this in a reflective diary shows how I went through the procedure of letting my formerly held values and assumptions to be questioned by another professional. I was open-minded on other views, particularly as they were from people who I valued and knew were knowledgeable and my discussions allowed me to reflect further on the topic of behaviour management. I had time to reflect independently and I started to develop my own opinion.
A rating scale was developed by using the learning outcomes as the criteria for judging student performance on a numerical scale. Gronlund (1973) argued that some objectives required higher levels of achievement to master than others. This was reflected in the descriptors of the particular skill to be evaluated. The numerical scale 4, 3, 2, and 1, reflected excellent, good, fair, and poor respectively. In development of this rubric, assessment was scored out of 12, diagnosis and planning were scored out of 16, implementation scored out of 28, and evaluation scored out of 8.
Introduction This report will examine two program learning outcomes that I believe I possess, which are communication and teamwork. The extent to which I possess these skills will be proven through analysing evidence from self-assessments and particular incidents that illustrate either the strengths or weaknesses of these skills. In addition, this report will also use this information to devise SMART goals that I can work towards achieving throughout the semester to further improve the areas of weakness. Self – Reflection When reflecting on my teamwork skills, I drew on evidence from the completion of a number of self- assessments. One of these self- assessments determined my overall attitude to teamwork and revealed that I scored 44/50 points.
Yet the moment you explained it to me in a different way I would get and never forget. It would be nice to have had teachers who constantly strive to find other ways of teaching and not one standarized way. Now that we are in 2016 and our shool I think as part of the new studies coming out that the teachers have more styles and method readily