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I need two made-up case studies that uses a model of analysis to solve an issue. Example is attachedExample analysis to use or the ones attached – Gantt Chart                – Pareto Analysis      – Return-on-Investment Analysis                – Scatter Diagram                  – Venn Diagram                 – Other Models of Analysis
I need two made-up case studies that uses a model of analysis to solve an issue. Example is attached Example analysis to use or the ones attached – Gantt Chart – Pareto Analysis
Eva Zamora HSM 500- Badger November 10, 2021 Case Study #3- Keeping up with Technology- Outreach Department Inland Caregiver Resource Center (ICRC) is a small non-profit agency with thirty-five employees. Of these thirty-five employees, there is an education and outreach department that consists of a supervisor, and four others. We will forever deal with a variety of personality types and learning styles. 2020’s special guest, COVID-19, took everyone by surprise and we had to take action ASAP. Telecommunication has been around now for a few years, however not everyone was using it or knew where to start. Issue here, not everyone at ICRC is tech savvy and gave a lot of push back. This time was the best time to put everyone’s tech knowledge to the test. Model 1: Kolb’s Learning Theory Kolb’s learning theory is reflective thinking that is dependent a member’s willingness to participate. In Kolb’s model, the learner encounters a new experience or reinterprets an existing experience (concrete experience), then the learner reflects on the experience on a personal basis (reflective observation). Following reflective observation, learners form innovative ideas, or modify current abstract ideas (abstract conceptualization), and the last phase, active experimentation stage, here the learner applies the innovative ideas. Kolb’s approach synthesizes goal-directed and behavior learning theories to create a learning cycle which values process and the ongoing nature of learning where the learner repeatedly progresses. Sit in on a Zoom meeting (Concrete Experience) Employee creates their own Zoom meeting and runs it on their own. (Active Experimentation) How employee feels trying to run a Zoom meeting on their own (Reflective Observation) Employees seeing clients have no issue using Zoom (Abstract Conceptualization) Model 2: Multiple Intelligence Theory Proposed by psychologist Howard Gardner, Multiple Intelligence Theory is the idea that intelligence is made up of eight distinct categories: Verbal-linguistic intelligence (well-developed verbal skills and sensitivity to the sounds, meanings and rhythms of words) Spatial-visual intelligence (capacity to think in images and pictures, to visualize accurately and abstractly) Intrapersonal (capacity to be self-aware and in tune with feelings, values, beliefs and thinking processes) Musical intelligences (ability to produce and appreciate rhythm, pitch and timber) Logical-mathematical intelligence (ability to think conceptually and abstractly, and capacity to discern logical and numerical patterns) Interpersonal intelligence (capacity to detect and respond appropriately to the moods, motivations and desires of others) Bodily-kinesthetic intelligence (ability to control one’s body movements and to handle objects skillfully) Naturalist intelligence (ability to recognize and categorize plants, animals and other objects in nature) Green: clients and employees that would benefit from YouTube, videos, email instructions and being taught over the phone. Orange: Can learn both in person or on their own. Blue: These learners would benefit best from in-person learning. However due to covid, we are still not holding events in person and continue to spend extra time with those that have a difficult time (including the employees) And not made up of “learning styles”, multiple intelligences theory can be used for curriculum development, planning instruction, selection of course activities, and related assessment strategies. The employees took about a good year to pick it up. And the continued reality is that it took longer than expected and clients still have issues from logging in to joining a meeting. Kolb’s learner progresses and Gardner’s idea is that everyone has strengths and weaknesses in various intelligences, which should be used to best to present course material given the subject-matter in office setting.
I need two made-up case studies that uses a model of analysis to solve an issue. Example is attached Example analysis to use or the ones attached – Gantt Chart – Pareto Analysis
Case Study #3- Keeping up with Technology- Outreach Department Inland Caregiver Resource Center (ICRC) is a small non-profit agency with thirty-five employees. Of these thirty-five employees, there is an education and outreach department that consists of a supervisor, and four others. We will forever deal with a variety of personality types and learning styles. 2020’s special guest, COVID-19, took everyone by surprise and we had to take action ASAP. Telecommunication has been around now for a few years, however not everyone was using it or knew where to start. Issue here, not everyone at ICRC is tech savvy and gave a lot of push back. This time was the best time to put everyone’s tech knowledge to the test. Model 1: Kolb’s Learning Theory Kolb’s learning theory is reflective thinking that is dependent a member’s willingness to participate. In Kolb’s model, the learner encounters a new experience or reinterprets an existing experience (concrete experience), then the learner reflects on the experience on a personal basis (reflective observation). Following reflective observation, learners form innovative ideas, or modify current abstract ideas (abstract conceptualization), and the last phase, active experimentation stage, here the learner applies the innovative ideas. Kolb’s approach synthesizes goal-directed and behavior learning theories to create a learning cycle which values process and the ongoing nature of learning where the learner repeatedly progresses. Sit in on a Zoom meeting (Concrete Experience) Employee creates their own Zoom meeting and runs it on their own. (Active Experimentation) How employee feels trying to run a Zoom meeting on their own (Reflective Observation) Employees seeing clients have no issue using Zoom (Abstract Conceptualization) Model 2: Multiple Intelligence Theory Proposed by psychologist Howard Gardner, Multiple Intelligence Theory is the idea that intelligence is made up of eight distinct categories: Verbal-linguistic intelligence (well-developed verbal skills and sensitivity to the sounds, meanings and rhythms of words) Spatial-visual intelligence (capacity to think in images and pictures, to visualize accurately and abstractly) Intrapersonal (capacity to be self-aware and in tune with feelings, values, beliefs and thinking processes) Musical intelligences (ability to produce and appreciate rhythm, pitch and timber) Logical-mathematical intelligence (ability to think conceptually and abstractly, and capacity to discern logical and numerical patterns) Interpersonal intelligence (capacity to detect and respond appropriately to the moods, motivations and desires of others) Bodily-kinesthetic intelligence (ability to control one’s body movements and to handle objects skillfully) Naturalist intelligence (ability to recognize and categorize plants, animals and other objects in nature) Green: clients and employees that would benefit from YouTube, videos, email instructions and being taught over the phone. Orange: Can learn both in person or on their own. Blue: These learners would benefit best from in-person learning. However due to covid, we are still not holding events in person and continue to spend extra time with those that have a difficult time (including the employees) And not made up of “learning styles”, multiple intelligences theory can be used for curriculum development, planning instruction, selection of course activities, and related assessment strategies. The employees took about a good year to pick it up. And the continued reality is that it took longer than expected and clients still have issues from logging in to joining a meeting. Kolb’s learner progresses and Gardner’s idea is that everyone has strengths and weaknesses in various intelligences, which should be used to best to present course material given the subject-matter in office setting.

  
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