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The political, economic, social, technological, legal and environmental factors have to be taken into account as they have an impact on the organisation and also on the workers.
For instance, political and legal changes in an economy can lead to a specific type of organisation having to make changes and this may lead to some changes being made to the internal routes.
Technological changes can lead to the organisation introducing new information systems and hence, training will have to be done in order to use the new programs effectively and efficiently. This would be an additional training for the workers, which was perhaps not planned.
Economic changes, such as inflation or deflation, can have a major change in the organisation.
First of all, Honey and Mumford have categorised different types of learners into four categories which are the activist, the reflector, the theorist and the pragmatist. David Kolb's learning cycle has four main characteristics; concrete experience, reflective observer, abstract conceptualization and active experimenter which are classified under four learning styles described as diverging, assimilating, accommodating, and converging.
Honey and Mumford
The activist is keen to learn new things and is deeply interested in experimenting new circumstances and ideas. However, the activist may not be too good when it comes to implementation and the performing on the job.
The reflector takes his time to think over a matter and to analyse the advantages and disadvantages of a particular proposal before coming to a decision. This eventually leads to a long decision making process.
The theorist has an intellectual ability to understand complexities but unfortunately is not as good in applying the knowledge in work situations.
The pragmatist is very focussed on getting the job done and wants to use his knowledge and new skills in his work environment. He is active to problem solving, providing ideas and finding solutions to problems.
David Kolb's learning styles
The diverging style combines concrete experience (feeling) and reflective observer (watching). The people who use this style of learning can be described as people who will not do but who will rather observe and generate ideas from their imagination. These people work well in teams as they enjoy the company of people and also it will be better for them to watch and use their imagination to generate ideas from what others are saying.
The assimilating style, which combines reflective observer (watching) and abstract conceptualization (thinking), is best for people who concentrate more on the theorical rather than the practical. They can be said to be the opposite of the people who use the converging style, combining abstract conceptualization (thinking) and active experimenter (doing). These people are much more based on the practical side and they are well acquainted with technical systems. They like experiencing and trying new ideas. Coming back to the assimilating style of learning, these people give a lot of importance to their reflection time and are capable of understanding complex theories. The assimilating style is similar to Honey and Mumford's theorist.
The accommodating style of learning, which uses active experimenter (doing) and concrete experience (feeling), is where people are driven by their personal instinct rather than logic. They are the ones who will work in a team and to work towards the targets set by the team. They usually take initiatives and try to find various ways to achieve the expected output.
There is a close link to Honey and Mumford and David Kolb's analysis of learning. The diverging style can be compared to the reflective learner, the assimilating as stated already can be associated to the theorist, the converging can be related to the pragmatist and the accommodating style and the activist are similar.
From the above descriptions of learning styles, I would describe myself as being the activist (accommodating style). I tend to get the job done and find ways to get it done in the most efficient way. If anyhow, there are problems arising, I try to find ways to solve the problem and propose them to my superior. I often find myself in these situations when sending invoices to clients and when some negative responses are received. Before replying I think of solutions to the query in such a way that the latter will be satisfied. After proposing same to my superior, she gives her consent to one of the suggestions and then the reply is sent.