Learning activity 1 (4 marks; approx. 300 words) Particular resource: Salas, E., Tannenbaum, S., Kraiger, K., & Smith-Jentsch, K. (2012). The science of training and development: What matters in practice. Psychological Science in the Public Interest, 13(2), 74-101. A personally "good" learning experience (from work, university or high school) 1) Identify, describe and explain why you think this was a "good" learning experience. A personally "bad" learning experience (from work, university or high school) 2) Identify, describe and explain why you think this was a "bad" learning experience. 3) How can you apply your answers to 1) OR 2) above to your own future learning and teaching? Use at least two references to the literature in your answer, including Salas et al ( ) 4) Choose two learning theories (week 3 material) and briefly explain how they link to 1) OR 2) above. Use at least two references to the literature in your answer. References Learning activity 2 (6 marks; approx. 500 words) Particular resource: Aldi case study 1) Read the Aldi case and answer all questions at the end. Use at least one reference to the literature in your answer (text or article). Learning activity 3 (6 marks; approx. 500 words) Particular resources: Aldi case study; Extract from Kolb, D.A. Experiential Learning: Experience as the source of learning and development; chapter 4 of Noe and Winkler, 2012. If you were asked to design a leadership training and development program for Aldi staff, what would you consider in terms of: Needs assessment: 1) Give examples of what you could do to gather data on the needs of participants. Learning objectives: 2) Give examples of 2 objectives for the session:- By the end of the session, participants will be able to: Objective 1: Objective 2: Design program: As one method, imagine you are going to include some role plays on the subject of responding to an angry team member. In groups of three, participants have one person playing the role of angry team member; one playing the role of leader and one who observes and gives feedback. They then change roles. For this role play: 3) How would you ensure the role play had relevant content? 4) How would you set up the furniture in the room? 5) Would you consider this role play to draw on adult learning principles? Why? 6) If you (as trainer) provided a role model for a competent response, explain the learning theory that you would you be referring to? 7) If the observer in the role play provided praise as well as accurate feedback, what learning theory would explain this approach and why. Deliver program – refer to above role play With reference to Kolb's learning cycle (Kolb, p. 42): a. experience = role play b. reflection = thinking back on experience c. theory = explaining experience systematically d. active experimentation: 8) With regard to d., how could you ensure that participants could apply (or transfer) their leadership training experience to the Aldi workplace? Evaluate program 9) Using the Kirkpatrick evaluation model in your response, explain how you would evaluate the leadership program. References