Discussion Board 1
Michael Thomas
Liberty University Student
Research by David Kolb and others suggests that individuals have different learning styles. How would a manager who has a convergent learning style and a manager who has a divergent learning style differ in their approach to learning? Suppose you are going to conduct training sessions designed to teach managers how to give feedback to subordinates. These 2 managers are scheduled to participate. What might you do (if anything) to handle their style differences to ensure that both of them learn the material you present?
A useful way to improve employee performance is to make them aware of their on-the-job learning styles. (Pashler, McDaniel, Rohrer, & Bjork, 2008) On-the-job learning styles are the tendency to utilizing a particular combination called actualized learning strategy of implicit and explicit learning activities that an employee can and like to perform on the job. Managers have the challenge of identifying the best training methods to allow the employee to understand and produce the functions or tasks required for the position. Each learning style differs in regards to what is the most effective mode of instruction or study for the employee. (Berings, Poell, & Simons, 2008) Applying The correct learning technique will increase the opportunity for the employee to adapt to the culture of the organization. Converging learners best train with a practical application utilizing discussions, cases, debates, and classrooms. (Collins et al., 2018) The learning style applies critical thinking and doing skills and focuses on problem-solving and decision-making. (Werner, 2022) Convergence managers apply this practice as companies are becoming more alike in a location in terms of structure technology and the way of operation influencing global communication and travel expansion. (Rhodes, Walsh, & Lok, 2008) Divergent managers are able to utilize an employee’s creativity through the learning process. This style of activities encourages behaviors that go against organizational norms by facilitating adaptability. (Elliot, Day, & Lichenstein, 2019) For rational learning, managers are able to have employees have influence in their preferred learning ability. They are to utilize the employees’ experience and personal values.
As a manager, it is important to train employees to maximize the potential of the information being received by the student or employee. There needs to be a balance when providing instruction. Including a combination of abstract conceptualization and active experimentation will be the best training strategy. This method includes formal classroom training and on-the-job training. For divergent and convergent managers, the instructor should allow them to apply their style of the application to provide feedback to their subordinates. For the divergent manager, they should be allowed to be creative. Managers should be allowed to create issues and scenarios and methods to address them. This is important as it would allow the manager to not just look at issues from the manager’s position but for a multi-perspective approach, including the employees. Convergency managers should be presented with the problems and giving the ability to making decisions from problem-solving approaches given. Managers will be able to utilize approaches to solve complex issues and eliminating ideas that would not best serve the company and the employee. “As iron sharpens iron, So a man sharpens the countenance of his friend” (Proverb 27:17., New King James Version). While a person’s learning style might differ, it is important to still include other managers throughout the learning process. Having both managers observe the training scenarios will allow the manager to leave a different technique or view a different approach when handling the scenario. The Lord teaches that we can all learn from each other and develop one another. Learning styles may differ but we all develop together.
Reference
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