Manage Learning and Development in Groups

This document discusses the characteristics of group environments that foster learning and development, strategies to manage group behavior and dynamics, management techniques for delivering learning and development in groups, and ways to involve learners in the management of their own learning and development. It also explores Maslow's hierarchy of needs and Lewin's change management model.

Manage learning and development in groups

4.1- Analyse the characteristics of group environments that foster learning and
development
Group include two or more than that people as well as mainly group is designed for
working on particular project or task. Along with things group environment help in
accomplishing desired goals and objectives within required manner. Moreover, effective
group will only be designed after analysing skills and knowledge of each and every member
because in group every individual have distinct quality and combination of all these will help
in accomplishing desired goals and objectives. There are several factors and characteristics
which placed in formation of good or effective group which allow each and every member in
group to learn as well as develop tremendously. According to the view point of Bransford,
Pellegrino and Donovan (1999) it has been determined that, there may be several conflicts
within group members. Normally conflicts may take place because every individual have
their own thoughts, viewpoints, ideas and many more. In some situation ot is not possible that
everyone get agree with each other’s thoughts and opinions. In addition to this, most of the
conflict may take place in group discussion and it should not be avoided because sometimes
this may result in unnecessary argument. Thus, it is necessary to stop all these issues and
arguments at its initial stage and don’t let them increase more.
There is various characteristic followed by the groups that leads organisation to perform work
with engagement of each individual characteristic. This results by providing importance to
everyone it is easy to work by engage of individual skill in an effective manner. This also
refers that roles and responsibilities as it is leading individuals to perform work in an
organised manner. This also leads persons to complete their role properly by managing and
understanding individual characteristic. It also aids learner to design teaching methodology
according to learners which complete learning process in a positive manner. there are four
stages of group formation i.e., forming, storming, norming and performing. The first stage is
“forming” this is where a few strangers collectively come together to form a group. In that
everyone has the same goal that they would like to achieve by being excited, nervous, and
shy. This is where the leader has an immensely important role in guiding their team members
for accomplishing role and responsibilities allocated to them. Although every individual has
their wide contribution in group (Sulisworo, Ishafit and Firdausy, 2016).
Individual characteristic perform an important role in the process of learning and
development and as per second stage that is storming of Tuckman model refers to manage

task by engaging behaviour, feelings and team task as it lead persons to complete all task by
arguing with positive approach for accomplish of company goals and objectives in stipulated
time period. The third stage which is implemented according to decided model refers to
complete work as per norming stage and it refers that members engage and shift energy
towards team goals and objectives which demonstrate an increase in company productivity by
improving learning aspects of individuals. This is also used by organisation for increasing
employee's productivity as it processes better and effective results by evaluating all aspects
related with team (Hallam and Bautista, 2018). All learning which is obtained by individual is
implemented at the performing stage of team development. This is also used to improve
progress because individual share some positive characteristic with each other. So, the
strength for learning is also increased by engaging individual abilities in company. The last
stage relates with termination factor and this also refers individual capabilities is impacted
when the need of learners is changed. So, learners again process which relates with company
goals.
By Maslow (1943) it has been stated that, human needs are classified in five-tire in pyramid.
In that, lower down within hierarchy has to be satisfied before individual do to the up higher
needs. Moreover, From bottom of hierarchy upwards mainly needs are physiological, safety,
love and belonging, esteem as well as self-actualization. In simple term it can be said that
every individual want to get there need and wants fulfil because these will result in there
satisfaction within better manner. Along with this, it can be said that most basic need of an
individual is for physical survival and this will be the first thing which result in motivates
behaviour of particular person. Once this level get fulfilled individual move up to next level
which is related to what motivate them. Explanation of need classification by Maslow are as
follows :-
 Physiological needs – These belongs to biological requirement of human for there
survival such as air, food, drink, shelter, sex, sleep, warmth, clothing and many more.
If such type of needs not get satisfied then human body will not able to function
optimally. In simple term it can be said that, Maslow consider all physiological needs
as most important in comparison of other. Because until these needs get satisfy other
are secondary.
 Safety needs – One physiological need get satisfy individual move towards safety and
security because people want to experience predictability, order as well as control in

their lives. Moreover, safety needs get fulfilled by family as well as society. Here,
safety means financial security, emotional security. Social stability, freedom from fear
and many more.
 Long and belongingness – When physiological and safety needs get fulfilled then
individual move to the third level of need which is related to social as well as involves
feelings of belongingness. In addition to this, such type of needs for interpersonal
relationship result in motivating behaviour such as friendship, trust, acceptance as
well as giving affection and love.
 Esteem needs – This is fourth level in Maslow’s hierarchy which classified within two
categories first is, esteem for oneself and second is, desire for reputation or respect
from other people which means status and prestige. In addition to this, by Maslow it
has been indicated that need for respect or reputation is essential for children and
adolescents as well as precedes real self-esteem or dignity.
 Self-actualisation needs – It is highest level in hierarchy as well as refers to realization
of individual potential, self-fulfilment, seeking personal growth as well as peal
experiences. By Maslow this level is explain as desire to accomplish everything
which one can to become the most that one can be.
4.2- Evaluate strategies to manage group behaviour and dynamics
It is important to manage as well as consider changes in effective manner because
they may result in negative impact on working of group. Along with this, there are numerous
changes that every individual in group have to consider and aim behind this is to perform task
in collaborative manner. Because this will support in accomplishing goals of team and make
dream supportive within effective manner. For implementing changes in better manner
Lewin’s (1992) has introduced change management model which includes three stages i.e.,
unfreeze, change, refreeze. By implementing these stages changes within group will manage
in effective manner and better outcomes will also gain.
First stage is unfreeze, in this manager and leader of team prepare group members for
implementation of changes. Along with this, existing policies also get unfreeze so that
changes will implement in effective manner. Furthermore, second stage is change in that
modification will be implemented as well as discussed with each and every individual
involve. So, that they will work on latest policies in effective manner. In addition to this, last

stage is refreeze in that policies and strategies will refreeze by leader and manager. Along
with this, they make sure that employees in company work on these implemented changes. In
the same manner, each and every team members have to follows their organisational
legislation, procedures as well as policies. Moreover, it is responsibility of team members to
accomplish desired goals and objectives in required manner. They have to ensure that these
will achieved within required time period.
4.3- Evaluate management techniques which facilitate the delivery of learning and
development in groups
Group facilitation is defined as an important management skill which helps to accomplish
company goals with a constructive approach. Formulation of right environment, preparation
of notes as facilitator, reflective practice and many more are some effective techniques which
is used to implement and deliver better learning aspects. In the context of this learning
aspects the first management techniques are self-reflective practice that is used to improve
the self-one’s concept to improve learning values of individuals. This also state individual
reflects the analyses of in-depth information to perform work with positive changes. Further,
the scope of organisation is too large which is used in managing to work and allowing
individuals to adopt the immense learning and development aspect. With thinking about
individual perspective and self-reflective practices it is ensure by me that this is not critical
and lenient about my knowledge (Rienties and Tempelaar, 2018). This refers that by
improving and adopting aspects such as emotional learning helps in improving mental
process. Similarly, with focus and exercise adoption physical aspects techniques are
improved. This helps in adopting useful and effective group facilitate management
techniques. It results this is easy for me to complete task as per team member that leads in
focus of creating positive state of mind which also bring in adoption of right methodology
and technique in managing group. It also helps to agree on completion of methods as self-
reflective practice. One of the most critical aspect that come up with management technique
is to identify the solution of problem. Group practices is an effective approach for me because
it helps in provide learning to a large group of individuals.
Apart from this, learners, peers, tutor and other professional persons are engaged in
learning aspect. It also ensures that through listening perspective and identifying perception
from all individuals it is easy to work with view of all practices. Moreover, other persons also
improve my learning aspect through identifying those aspects which are not analysis by me.

Like, my communication skills are not effective but as per my perspective they are accurate
and improved. On the other side, there are various operations and functions is required to
manage learning perspective so Kirkpatrick (1998), focus on four different levels of their
evaluation model and it is used specifically for measuring the reaction of student. Example-
thoughts of students about teaching. Another, stage relates with learning.
Another stage is used to evaluate the behaviour and capability of students to improve
individual knowledge. It refers persons ensure that is results increase in knowledge level of
student. On the other side, next stage defines the behaviour and capability that improves,
implement, and apply better results for organisation. This also refers the instance improve
behaviour as well as capability. In the context of second stage the refers to capability that
improve in performance. Moreover, as per reaction stage, evaluation demonstrate how a
person undertake training, teaching, development and learning experience. According to this
stage learners also express learners explain all their feelings in the form of talking and
verbally. In context of learning evaluation, it is used to measure individual knowledge which
is beneficial for increase in company workforce by keeping all individuals on a similar track.
Moreover, as per this stage individual or learner value is evaluated by teacher with the help of
mini test.
It also demonstrates factors which define how knowledge and skill are improved with
management techniques for completion of work as per test. Further, by involvement of
behavioural evaluation technique organisation undertake and implement about the execution
of effective trade practices as it helps in improving and contributing about more efforts of
groups and teams towards organisation goals (Rienties and Tempelaar, 2018). Moreover, with
implement of an appropriate leadership style learners focused on enhancing individual efforts
with the help of appropriate leadership that makes participation of students among effective
decision-making process. One of the major styles that make leaders input and output which
makes group more effective. Laissez-faire leadership implement debate and conflicts that
helps in utilise of time with more efficiency. Further, management technique leads to
improve learning perspective for better decision-making which helps in retain of responsible
factors among learning.

4.4- Analyse ways to involve learners in the management of their own learning and
development in groups
Maslow (1943) claimed that the personal goals of both the participant and group members
should be addressed until entering a partnership that involves ensuring that they will have
food, water, and resting rooms. These will be the important and basic requirements of the
representatives and people in the community that must be conducted for them all to move up
the hierarchy of unified theory. A further aspect that requires to be resolved is their "security
standards" to ensure that all people are healthy and have a healthy atmosphere. Whether this
level is met, they will pass up the Pyramid to the requirements of identity and love, for
example, where even the person wants to have a nice experience surrounding them,
individuals want a good , safe, inspiring connection in their existence. The relationship
between the team leader and team members may also exist in this classification (Monteiro,
Lencastre, Osório and Silva, 2016). To accomplish this, all persons must support each other,
value one another, interact efficiently and ensure that they really do not harm the feelings of
one another but instead, in a competent and relaxed way, they must discuss any issue there's
really. They might have achieved multiple objectives as personal accomplishment as during
community activity, making their self-esteem needs fulfilled because they feel brave,
optimistic, and secure amongst themselves to achieve their short-term goal. When the
essential phases of the hierarchy are completed, the client has entered the height of the Self-
actualization pyramid, this is when the person is at the height of reaching their full potential
and compared to Maslow they are satisfied to existence and incredibly satisfied as their career
and private existence is at its finest so throughout this last phase the individual is 'enjoying
life'.
The preparation should be conducted in an integrated way that involves ensuring that
if all the requirements of the participants inside the community are addressed appropriately.
The planning stage must ensure how every trainee is considered and catered to. Petty (2004)
said that we all should ensure that every instructor, regardless of background and variations,
receives a certain educational process. For example, as the project manager prepares for their
teammates, the items that have to be kept in mind are the individuals ’ learning style, does the
instructor love to study by running about and being involved, that would indicate that they are
more inclined to be kinaesthetic educators, but there are also active readers that expect to
watch and react in training, such as sound lectures, However the team manager must also
please remember also that instructor will have much more only one choice for training and

they can only understand this by really understanding their learning / teammates properly
(Manuti, Impedovo and De Palma, 2017). Unless the instructor is a visual person, they will
prefer upwards of oral writing encouragement than they'd like to see it and interpret it
verbally, so it would be inversely related if that was an effective educator. The team manager
will have to ensure that perhaps the training, mission, position and stakeholders involved to
the teammates match the needs of each and almost every learning process, as well as, for
example, some participants like narrative research, someone else like group activities, and
also some participants always want to study through their own, and there will be no difficulty
fulfilling the academic objectives / goals this method.
The education goals / criticisms must be precise, observable, feasible, practical and
appropriate (SMART) and that can have a detrimental influence on the morale of the
participants unless the goals / primary goals really aren't practical then they will give it up
when they understand that the targets are not achievable or attainable. Along with this, it is
important to ensure that aim and objectives must be implemented in daily task so that better
outcomes will be gained in effective manner as per the requirements. On the other hand,
some learners might be really quick when it comes to doing their work and finish it early than
everyone else and for those learners/ members the team leader can assign a different task to
them or ask them if they will be okay with helping the other team members who might be
struggling or that might be overwhelmed with their task.
The team leader needs to be self-motivated as this will reflect immensely on their team
members and they will observe their role model which might be their leader, thus the leader
has to be ambitious about wanting to achieve higher. According to Calvo-Sastre, (2020) the
leader should have a positive reflection about their own learning and know why, what and
how they themselves are learning as their self-concept is significant because their previous
knowledge and skills can be immensely vital in helping changing their students outlook on
learning and their attitude to learning or education in general. The team leader’s willingness
to learn is immensely important as it will motivate the team members to go out of their way
to learn new skill and extend their knowledge not only when they required/ have to learn
something new but rather it should be a choice of yearning to want to learn new things and
improve their own knowledge. Calvo-Sastre, (2020) further states, that the team leader should
add their diverse learning experiences if it is relevant to the topic/ session or task because
this will inspire their team members to have the desire to achieve more.

First of all, in my training, I ensure because I do an original estimate that would be an
examination conducted at the outset, until the instructor begins, and seeing what current skills
and experience they do before continuing, and seeing so I can position them throughout the
age - group of the EYFs, for example, is the educator on track for the maturity since they first
arrive to the childcare or if they were an year group here below their era. I have a child in my
childcare who is behind in her speech and language, that means the lives of her growth as she
considers it extremely difficult to communicate in language what she needs, thinks and
typically finds it difficult to communicate itself orally via phrases (Becker and Bish, 2017).
For her, I have developed an independent teaching strategy (ILP) that I assist and assist her
through, for example. I translate the Mr tongue textbook carefully to listen and she's seen
why I shift my tongues and spell words, I give her more than enough yet another-to-one
encouragement, and I collaborate alongside her parents to ensure that we both assist her and
send her to the Special Education Needs Team (SENCO). Via analysis, lengthy inference and
verbal queries, I conduct daily important developmental and structured tests on her to see just
how her is improving and just how much improvement she is making. I often test her via role
- playing as it allows her to feel more confident and she is incredibly interested in the
costume she wears and it makes her becoming conscious of the person she has dressed as
(Holmes and Prieto-Rodriguez, 2018).
Permitting the learners the chance to assume responsibility for their own learning as they are
massively mindful of what their own needs are and which zones they need improve in and by
empowering autonomous learning the gathering part can investigate and discover reasonable
approaches to manage their own learning. This will help the gathering part to discover assets
that will work best for themselves and assist them with improving their aptitudes in having
the activity to help themselves first freely and once they have gotten content with helping
themselves they can partake in the gathering more.
4.5- Analyse risks to be considered when managing learning and development in
groups.
There are different types threat that comes to maintaining development and
performance in a community, for example, the health & security from each learning process,
there are many threats that the management and team partners should accurately reflect.
In addition to this, business environment is dynamic in nature which result in creating
several changes that may create risk. Thus, it is important for team to learn risk analysis

because it will provide them assistance in managing learning as well as development in group
within effective manner. Furthermore, when team members will be able to analyse risk in
effective manners, they can conduct operations appropriately and gain better outcomes. In
order to ensure that nothing happens to the safety and well-being of the participants, daily
health & security tests must be conducted to ensure that all is checked until the group begins
to ensure that there are no dangers which can affect anybody. Everybody inside the
community must be protected and overall wellbeing should not be in risk under any
conditions.
As per the view point of Park, Jeong and Ju, 2018, all the people who work in an
organization, are responsible for ensuring that they keep the environment around them safe.
This is because it helps in making the employees feel safe and secure of any kind of hazard or
uncertainty at the workplace. It is also important for the employees to be aware of their DSL
or designated safeguarding lead or their respective fire marshal. A risk assessment should be
made necessary all the members of the team or there can also be a roto for each team
members so that any kind of risks can be identified. Also, if in case, any hazard is identified,
required precautions should be taken. This is important because it will help in minimizing the
impact of the hazard and allow the employees to deal with the same. Also, all individuals
within the workplace are expected to follow the different policies and procedures in order to
ensure their individual safety as well as security.
There are also other risks that might arise and therefore, should be handled with
utmost effectiveness. These risks can create a sense of inferiority among the other employees.
This is because there can be some people who complete the tasks assigned to them faster than
others, have a broader knowledge and are able to voice out their respective opinions. On the
other hand, there can also be certain employees who are shy, have a low self-esteem and lack
high levels of motivation. In such cases, it is the responsibility of the team leader to handle
the situation in the most effective way as possible without showing disrespect towards any of
the employees. The team leader should know that all employees are different from each other
in terms of their learning, adaptability, skill set, motivation levels etc. Thus, appropriate
measures should be adopted in order to ensure a high level of productivity and performance.
For example, the team leader should make sure that no employee or member of the team
dominates other, instead all of them should be comfortable in working with each other. This
way, they will be able to work collectively and achieve the desired organizational goals and
objectives.

Along with this, there are several risks which involved while managing and developing
group. In this, it is responsibility of leader and manager to make sure that risk will analyse in
better manner as well as major steps related to the same will taken in advance so that negative
impact will minimise and positive will gained. Moreover, major risk will be commitment and
support from top management, communication, culture, information technology,
organisational structure, training and many more. In addition to this, it is responsibility of
employees, senior managers as well as other top management authority to manage risk in
proper manner and accomplish desired goals and objectives within required duration.
4.6- Explain how to manage barriers to individual learning in groups
Learning is consider as continuous process which starts from the birth of a person and lasts
till their death and this is consider to a process through which a person experiences to deal
with the situations by gaining knowledge and understanding. But there are number of barrier
that a learner mainly faces throughout their learning journey specially when they are learning
it within a group (Adelopo, Asante, Dart and Rufai, 2017). As in a group each individual
have a different learning need and requirement which require more efforts to be made by an
individual to cater the learner need in term of their preferences, learning style, need ad ability.
There are several type of barrier that a learner usually faces such as language barrier,
environmental barrier and personal barrier. The language barrier is sometimes remain a major
barrier for the learner specially for the one who are not native speaker. This create issues in
understanding things and implementing it properly as other can do which in turn further
create a kind of demotivation factor for a particular learner to perform in a group. Hence, to
deal with the language barrier the learning must be performed in more visualise manner. for
example the institution in which a learner is studying must be provided with the tutors who
deliver their lectures using more visual effect like pictures, videos etc. to make the things
clearer to all the learner. Other than this they can also use body language, expression and can
use simple language so that the students be able to understand it and try to develop their
understanding to new language.
The environmental factor is another barrier to learning as the surrounding in which a learner
is studying plays a crucial role over the motivation and their interest in learning. The
environment mainly includes the kind of support and attention a particular individual is
getting (Decker-Lange, 2018). Hence, it is essential for a leader to keep the environment of
learning to be safe, secure and motivative, so that learner always remain active to experience

new things. Other than this the behaviour like comparison, discrimination, bullying etc. due
to the cultural background, performance of learner and due to any other factor must be
eliminated as these all act as a barrier to push a learner back and make it harder for them to
learn new things. Hence it can be said that for the better learning of an individual within
group it is crucial for a leader to understand the individual need and requirement regarding a
learning method and try to chose different method of learning which best suited to personal
need of the learner. This is so because in group the learner found it harder to adjust with
barrier like language or environmental factor (Akcaoglu and Lee, 2018). So it remains the
prime responsibility of a leader to try to eliminate this barrier while delivering the knowledge
and skills among the learners so that each individual get equal chance and opportunity to
learn and develop themselves.

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