Effect of Students' Learning Styles on Classroom Performance

The provided content discusses various aspects of personal and professional development (PPD) in the context of education. The articles and references cover topics such as adopting continuing PPD to improve teaching quality, learning to teach and professional identity, and designing an adaptive web-based learning system based on students' cognitive styles. The content also touches on SWOT analysis, reflective thinking, and leadership and personal development. Overall, it highlights the importance of ongoing learning and self-improvement for educators.

PERSONAL AND PROFESSIONAL
DEVELOPMENT

TABLE OF CONTENTS
INTRODUCTION ..........................................................................................................................5
TASK 1............................................................................................................................................5
1.1.................................................................................................................................................5
1.2.................................................................................................................................................6
1.3.................................................................................................................................................8
4.1.................................................................................................................................................8
4.2.................................................................................................................................................9
4.3 ..............................................................................................................................................10
TASK 2..........................................................................................................................................11
2.1...............................................................................................................................................11
2.2...............................................................................................................................................13
2.3...............................................................................................................................................16
2.4...............................................................................................................................................16
3.1...............................................................................................................................................17
3.2...............................................................................................................................................17
3.3...............................................................................................................................................18
3.4...............................................................................................................................................19
CONCLUSION..............................................................................................................................20
REFERENCES..............................................................................................................................21

Illustration Index
Illustration 1: KOLB LEARNING MODEL...................................................................................6
Illustration 2: Different level of organization................................................................................10
Illustration 3: SWOT Analysis.......................................................................................................14
Illustration 4: Kolb's Reflective Cycle...........................................................................................19
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Index of Tables
Table 1:Evaluating my own skills and competencies....................................................................12
Table 2: SWOT analysis of my personal and professional development needs............................14
Table 3: Personal and Professional Plan........................................................................................16
Table 4: Short, middle and long term objectives for PDP.............................................................17
Table 5: Planning of Development Activities................................................................................17
4

INTRODUCTION
Effective Personal and Professional Development (PPD) is the outcome of coordinating
and co-operative working at all levels. It is a formal way of defining goals, strategies and
outcome (Hughes and Youngson, 2009). The following report covers different methods of
learning by identifying specific style. Role of lifelong learning and, aspects of time management
has been included. Also, personal portfolio of information has been evaluated and presented.
TASK 1
1.1
Self-managed learning approaches with their suitability
The approaches to self management are of core significance in evaluating oneself. The
outcome of addressing these aspects is to achieve defined goals. Therefore, self-managed
learnings approaches are discussed as follows: Experience Learning: Environment provides the material that can be useful for self
evaluation. Mentor learning: An approach where one receives skills and knowledge from mentor or
coach to achieve goals (Johnston-Parsons, 2000). Learning from meetings and conferences: It is a discussion approach where listening
and communicating in public helps to increase the abilities (Ferguson, 2007). Social connection learning: Social media websites, where groups are formed for
exchanging ideas with each others. It is a way to enhance the learning processes.
Different learning styles
Honey and Mumford had presented the learning style model which depict the different
learning styles as follows:
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 Activist: One who is activist and adopt this learning style learns from his actions and
experiences. They perform activities to enter into new dimensions. Theorist: One who is theorist follows learning style of understanding theories and
concepts. Self – logical approaches are applied to make analysis for the work done
(Kruckeberg, Amann and Green, 2011). Pragmatist: One who is Pragmatist inculcates own ideas into work. Learning is achieved
by trying new experiments of life.
 Reflector: A reflector is one who imitates the task to gain learning. Observational
patterns are followed to carry out job (Fajardo Castañeda, 2014).
1.2
Identifying my learning and development method with recommendation
6
Illust
ration 1: KOLB LEARNING MODEL
(Source: Experience-based learning, 2012)

The core of Personal and professional development lies in effective learning for
achieving growth prospect. I embrace the method of Continuing Professional Development
(CPD) (Ladd, 2008). It is a method of pursuing education to enhance skills, knowledge and
abilities of individual with respect to personal and professional lives. Through this, I have
planned the activities which are associated with my own career and personal development. I
found that with the support of these action plans, my weaknesses can be improved.
Implementation of CPD involves personal as well as professional management in life. 360
degree tool, Matrix learning, ILS and DLF assessment tools are some other methods of learning
and development (Lo, Chan and Yeh, 2012).
Promoting my lifelong learning in personal and professional context
Lifelong learning is required to be encouraged as a part of personal and professional
development. I suggest following some ways for lifelong learning. Adaptive learning: This is a kind of learning where technology as an innovative way has
been developed. Materials are provided by mentor in electric or paper form. Learning is
acquired by analyzing those resources (Eleyan and Eleyan, 2014). According to my
opinion, adaptive learning is best way to encourage lifelong learning in personal and
professional context. It is because of its time saving and accurate content provided by an
experienced learner or scholar. Understanding social: I feel learning as a part of PPD can be effectively gain by keeping
our self close to social groups (Megginson, 1994). Communities give best of learning
experience. It provides an effective demonstration of culture, thought process, living
standard etc. which proves beneficial in career and personal achievement.
 Using mobile: The most handy and comfortable option available to individual for
learning things is mobile. It helps in providing various ways and methods of enhancing
PPD. Websites and online things can be accessed on mobile by using internet for
effective learning. Family, friends and peer groups stay closer in contact through mobile
use.
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1.3
The benefits of self managed learning to the individual and to the organization have been
evaluated in the table given below:
Benefits of self-managed-learning to the
individual
 Benefits of self-managed-learning to
the organization
 It is beneficial in building self-
confidence and self esteem.
 It supports to learn new abilities and
skills.
 It is useful as it is socially and
culturally rounded (Meng, 2007).
 It constructs professional goodwill.
 It maintains a competitive edge
 It is helpful in earning good money
 It is advantageous as it entails
responsibility and accountability for
learning, not instructional
methodologies.
 It achieves natural development of self-
confidence, dynamism, dedication and
life contentment.
 It strengthen collaboration, within and
beyond the family.
 It enable the manager to work on issues
and opportunities for particular
situation in organization.
 It offers managers with the
opportunities to investigate challenge
and support new horizons at workplace.
 It fosters learning and working go
hand-in-hand.
 Managers develops the continuous
learning of new things and flexibility.
 It is beneficial for them in learning the
integration of their home and work
lives (Alghasham, 2012).
 It manages issue of transfer of learning.
 Implementation can be managed at
minimal expense.
4.1
Work based problem
I have been working as a Chief executive Officer at one of the departmental store of the
UK. It is a job which demands heavy management of day-to-day activities. This is done by
effective use of management plans and training schedules for the managers. I have identified a
work-based problem during my job responsibility (Oakland and et al., 2000). I encountered
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difficulties that are faced by managers in making decisions. Bad decisions taken by them
damaging the business and a career of manager as well. This is causing great impact on the
quality of the work and customer handling. After reviewing last few days of sales, poor
performance for making managerial decision has been encountered (Eleyan and Eleyan, 2014). It
has been examined that lack of proper training, skills, abilities, and monitoring leads to such
impact. Therefore, training of managers of all departments of this departmental store is required
to planned and worked upon.
4.2
Implementing learning styles to overcome identified problem
As per the issue encountered in previous section, there is need to implement a learning
style. The problem that has been identified is bad decision making of the managers of the
departmental store. The impact of which is causing poor working and relationship with
customers at this organization. Given below are some learning style which has been implemented
to overcome the identified problem:
 Training as a learning style: Decision making is not an one day learning. Continuous
training and mentoring are best ways to make managers learn about various problem
solving tactics.
 Observation style of learning: As a CEO of store, reviewing managers on the continuous
basis through inspection or some monitoring method will be helpful (Powers, 2015). This
encourages them to work appropriately to achieve organizational goals.
 Patterning style of learning: This is a style adopted to allot work to managers in
intervals. With the belief of making them learn management skills step-by-step,
patterning style is beneficial (Johnston-Parsons, 2000).
 Experimental style of learning: A style adopted in order to make managers work by their
own. Activities such as self participation and motivation are gained by imitating work by
their own.
Communicating the information at different levels:
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In order to communicate the above mentioned information in an appropriate manner,
various levels are are defined as follows:
 Strategic: The top level of organization which is inclusive of Boards of Directors, CEO
and managers. They formulate all policies and decision making norms. Communicating
information at this level is made in formal way through conferences, meetings, memos,
letters, reports etc (Salama, 2002). Tactical: At this middle level, the information is transmitted in both formal and informal
ways. Generally, face-to-face interaction is found to be more effective in this regard.
 Operational: This is a lower level of management where information is communicated to
all the managers through telephone, notices, letters, e-mails etc.
4.3
Strategies for managing time
Strategies for time management are planned to acquire the best outcome regarding the
work done. Prioritization and scheduling of job to be done, provides the advantage of managing
one's personal as well as professional life. Some of them have been discussed as follows:
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Strategic level
Tactical level
Operational
level
Illustration 2: Different level of organization

 Formulating goals: Defining objectives are easiest way of planning work to be carried
out. It helps in defining the parameters that helps in fixing targets to get the desired
results. Time costing: The measurement of time with the cost aspect helps in planning time. The
cost factor is associated with the time where job is performed more effectively. Appointment diary: By maintaining a small appointment diary, various activities can be
note down which is to be done (Hughes and Youngson, 2009). A time and periodic
arrangement of work to be done helps in remembering things properly. Uphold to do lists: Keeping to do list is a way of saving time. All the activities to be done
are performed by stating the action plan and its solution. Riddance of waste: The activities are eliminated which are time consuming. It is done
with an objective of ensuring achievement of work on deadlines.
Time management strategy for my work management
Time management strategies plays very effective role in developing one's personal as
well as professional life. During my work, I found skipping of activities. This in turn leads to
delay and lose of reward for which work is done. Therefore, I adopted time management
strategy. To do list is maintained by me in my tablet phone. It is set with remainder alarm that
intimate me about most significant task to be work before time. After every work, I put a check
mark to that to do list so that I may got confirm for the work accomplishment. In this way, I am
successful in managing my time and activities.
TASK 2
2.1
Evaluating my skills required to meet the organisational goals and objectives against the
professional standards and organisational objectives.
Employee working at any level of the organization is required to have some skills and
abilities that supports in achieving goals and objectives (Powers, 2015). I have just completed
my one year of working experience in the Hotel industry at UK. Since I am Masters in Business
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Management (MBA) in Human resource, I want new job opportunities in similar sector. For this,
I have evaluated my own current skills and competencies. My assessment to self strengths and
weaknesses will provide me with beneficial outcome. It has been done in the following table
format as follows:
Table 1:Evaluating my own skills and competencies
Current skills and
competencies
Strengths Weaknesses
Conceptual skills I have capability of identifying the
problems. Along with this, I can select
information from stacks of statistics,
understanding the business users of
expertise, understanding the
organization's business model are my
strengths.
However, providing the best
possible solution to the identified
issue is still lack at my part
(Tamim and Grant, 2013).
Communication skills I have capability to convert ideas into
words and performance, integrate
among contemporaries, upper class,
and subordinates, listening and asking
questions.
Lack of presentation skills and
verbal arrangement, presentation
skills; written and detailed
formats
Effectiveness skills I have strong command over serving
my contribution to communal
duty/departmental objectives, client
focus, multitasking; effective at
numerous tasks at equivalent,
bargaining skills (Meng, 2007).
Need to improve in areas such as
project management, reviewing
procedures and implementing
developments, bringing and
maintaining act standards within
and externally, setting priorities
for consideration and actions,
time organization.
Interpersonal skills My abilities such as training and
mentoring, multiplicity ; functioning
However, networking outside the
group, working in groups; mutual
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with different people and civilization
are strong.
aid and dedication are required to
be worked upon.
IT skills My knowledge to use effective IT
tools and packages help me to
generate smart outcomes.
There are instances when the
problems are encountered when
work is software or functional
based.
Curriculum Vitae
Jacob Ric
33 A, New London Borough
Mob no: XXXXXX
Email:[e-mail]
PROFILE
 I am an ambitious and punctual person, self-motivated and highly organized individual
with all round human resources skills.
 During studying a HND in human resource management, I am looking forward to develop
my professional skills and increase my proficiency in handling manpower.
EDUCATION
2014- PRESENT: City College London – Human Resource Management
ADDITIONAL SKILLS Basic knowledge of Software
Knowledge and skills of human resources management and policies
Languages: English
KEY STRENGHTS Highly ambitions and hardworking
Good communication, writing and analytic capabilities
Effective to handle manpower
Problem solving
Determined and committed
Capable to work under pressure
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2.2
Identification of my own personal and professional development needs
The above stated strengths and weaknesses presented by me helps me to identify the
areas. With the support of same, I identified my own personal and professional development
needs. It has been assessed with the help of SWOT tool. It is a method which I have used to
evaluating outcome for my skills, knowledge and capabilities:
Table 2: SWOT analysis of my personal and professional development needs
SWOT analysis of my personal and professional development needs
Strengths
 I'm very inventive and creative.
 I can often influence and impress my
customers with a new orientation on
brands.
 I possess good communication ability
Weaknesses
 I have a powerful, determined need to
do things speedily. It promptly delete
the things from my"to do" list. It may
sometimes affects the quality of my
work thereby suffers as a result.
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Illustration 3: SWOT Analysis
(Source:Kalandides, 2012)

with my team and clients.
 I have acquire the skill to ask key
questions to find just the right angle.
 I posses balanced work-life. I have good communication, writing
and analytic capabilities.
 Stress is caused in me due to burden of
tasks.
 I get anxious when presenting thoughts
to customers. This fear of public
speaking frequently takes the emotion
out of my presentations.
Opportunities
 Major competitors has created a
goodwill for treating their smaller
customers poorly.
 I'm participating a major seminar in
the coming month. It will be address
by eminent leaders and managers from
renowned hotel industry of UK. My present hotel director will be on
moving for an international trip. He
needs one employee who possess
capabilities and supporting skills. This
is an opportunity which I should avail.
Threats
 There are my colleagues which are
more competent than me in various
fields. They possess good skills in areas
which I do not possess.
 Workload is faced my me due to
employees shortage thereby my
performance impact adversely.
 Due to current slowdown of economic
climate of hotel sector, cutthroat
competition exist.
Activities required to meet the development plan
After analyzing my skills and abilities, I found a strong need to explore the activities.
This is to meet the plan which will be designed for my personal and professional growth. Since, I
am intended to excel my work and position in Hotel sector, there are various arenas which are
required to be worked upon. These are stated as follows:
 Decision making skills
 Problem solving abilities
 Presentation skills
 Project management skills
 Monitoring skills
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 Networking skills
 IT skills
2.3
With the help of current and future needs, I have analysed the areas that are required to be
worked upon. I have evaluated that my creative and inventive abilities will be beneficial for me
in presenting my ideas. However, learning the management of time and stress is my biggest
challenges. I will work on them over a time. But, with the help of conceptual, communication
and effectiveness skills, I can work on my weaknesses. It is vital so as not to emerge them as
constraint in my progress. International exposure will be my target which I will avail through
presentation skills. Lastly, my good communication, dedication and work life balance abilities
will act as an growth aspect in fostering my development rate in both personal and professional
manner.
2.4
The above stated work plans for the growth of my personal and professional skill;s has
been presented in the form of Personal and Professional Development Plan (PDP)tool.
Table 3: Personal and Professional Plan
Present Skill Gaps Action need Skills needed to meet your future
career aspirations
 Decision making skills
 Problem solving abilities
 Presentation skills
 Project management skills
 Monitoring skills
 Networking skills
 IT skills
Ability to analyze appropriate
selection of solution from
alternatives.
It is demanded to learn more
practices and training from
supervisors.
Become confuse at the time of
taking quick decision
There is need to adopt
discussion approach for
getting best outcome.
Presentation skill is not
effective
Need to attend meeting and
training
Pissed off with the work
pressure
Prioritize the work by using
time management strategies.
Unable to coordinate with the Participate in the team and
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team motivate them to do work in
coordination (Tomlinson,
2004).
Lacking ability to do software
operation in IT skill
Administrating software
learning for training and
development.
3.1
The above presented PDP explores the activities which are required to be achieved with
the objectives. These are classified and discussed in following three ways:
Table 4: Short, middle and long term objectives for PDP
Objective for PDP plan
Objective: “To become a manager of Human Resources department at Marriott Hotel, UK
Sort term goals Medium term goals Long term goals
 To work with senior
staffs under training
 To learn new methods
and ways to get work
done from experience
holders in hotel
industry.
 To present my
commitment and
dedication for the work
allotted.
 To get academic
diploma in hotel
management skills.
 To develop
presentation skills by
engaging one hour
daily in the activity for
six months.
 Participate in different
training programs
continuously for one
year.
 Developing time
management skills by
2016. Regular work is
 To explore the best
opportunities to work at
an international level.
 To get double MBA in
hotel management.
 To become a manager
of Human Resources
department at Marriott
Hotel, UK.
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done on different
strategies.
3.2
The planning of development activities have been planned and documented as follows:
Table 5: Planning of Development Activities
Objectives Development actions Target Date
To increase decision
making skills
 Attend seminars and conferences
 Join programs by participating and
acting as a leader.
30/12/15
To improve networking
skills
 Initiate regular programs where
employees work as a team.
 Shuffle teams so that effective
networking can be created.
10/01/16
To execute the IT
software knowledge.
 Get training from software learning
programs.
15/01/16
To get teamwork skill  Act and perform as a team leader
 encourage and support colleagues
 Get into heavy discussion with seniors
staffs.
20/02/16
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3.3
Kolb model has been applied for self learning. It has been stated as follows:
 Concrete Experience (CE): A theoretical learning experience where learning is made as
per his knowledge. Reflective Observation (RO):A second stage of learning where by closely examining the
activities, improvement in development is worked upon. Active Experimentation (AE): Action plan where I converted all my activities into job. I
planned action plans in AE.
 Abstract Conceptualization (AC): A tool where ideas that are acquired for conducting
work.
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Illustration 4: Kolb's Reflective Cycle
(Source: Reflective thinking, 2002)

3.4
PDP has been updated on the basis of feedback and evaluations. According to above
presented plan, areas that demand improvement has been identified. I find it can be obtained
from colleagues, mentors and peer group. Hence, with the help of this PDP tool, I have
successfully work on to improve my future needs (Tamim and Grant, 2013). With the help of
CV, PDP plan etc., I will pursue my future objectives. It is to meet the objectives that are
contributory in increasing my own personal and professionally abilities.
CONCLUSION
With the help of this report, it can be said that learning actions that includes both formal
and informal grooming, participating meetings, investigating fellow workers, acquiring new study
abilities and developing new skills are required to achieve a career goal. In this report, it has been
achieved through various methods and tools of personal and professional development such as CV,
PDP plan, etc.
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REFERENCES
Journals and Books
Alghasham, A., 2012. Effect of students’ learning styles on classroom performance in problem-
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Eleyan, A. and Eleyan, D., 2014. Adopting Continuing Personal and Professional Development
to Improve Quality of Teaching : Personal Experience. 2(1). pp.33-55.
Fajardo Castañeda, J., 2014. Learning to Teach and Professional Identity: Images of Personal
and Professional Recognition. PROFILE Issues in Teachers' Professional Development.
16(2). pp.49-65.
Ferguson, K., 2007. Personal and Professional Development (PPD) Facilitators' Guide.
MedEdPORTAL Publications.
Hughes, J. and Youngson, S., 2009. Personal development and clinical psychology. BPS
Blackwell.
Johnston-Parsons, M., 2000. Collaborative reform and other improbable dreams. State
University of New York Press.
Kruckeberg, K., Amann, W. and Green, M., 2011. Leadership and personal development.
Charlotte. Information Age Pub.
Ladd, G., 2008. Effectiveness of a Social Learning Method for Enhancing Children's Social
Interaction and Peer Acceptance. Child Development. 52(1). p.171.
Lo, J., Chan, Y. and Yeh, S.,m 2012. Designing an adaptive web-based learning system based on
students’ cognitive styles identified online. Computers & Education. 58(1). pp.209-222.
Megginson, D., 2004. Planned and Emergent Learning. Executive Development. 7(6). pp.29-32.
Meng, D., 2007. A New Supervised Manifold Learning Method. Journal of Computer Research
and Development. 44(12). p.2072.
Oakland, T., Joyce, D., Horton, C. and Glutting, J., 2000. Temperament-Based Learning Styles
of Identified Gifted and Nongifted Students. Gifted Child Quarterly. 44(3). pp.183-189.
Powers, K., 2015. Making professional development personal. Teachers and Curriculum. 15(1).
Salama, A., 2002. The Use of an Organisation's Biography as a Research Method for
Investigating Organisational Development. Management Learning. 23(3). pp.225-233.
Tamim, S. and Grant, M., 2013. Definitions and Uses: Case Study of Teachers Implementing
Project-based Learning. Interdisciplinary Journal of Problem-Based Learning. 7(2).
Tomlinson, H., 2004. Educational leadership. Sage Publications.
Online
Experience-based learning. 2012. [Online]. Available
through:<http://serc.carleton.edu/introgeo/enviroprojects/what.html>. [Accessed on 16th
November 2015].
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