Sociocultural theory in collaborative learning Essay

Sociocultural theory in collaborative learning - Essay Example Sociocultural theory in collaborative learning It is a pedagogy that has at its centre the assumption that people make meaning together and that the process enriches and enlarges them†. The debate about the definition of term ‘collaborative’ as well as ongoing attempts to identify relevant criteria to determine whether learning is collaborative or not does not seem to have any major implications for the basics of collaborative learning. Almost every research study exploring collaborative learning environment comes to positive conclusions. Natasi and Clements (1991) summarize these conclusions in the following way: â€Å"Cognitive-academic and social-emotional benefits have been reported for students from early elementary through college level, from diverse ethnic and cultural backgrounds, and having a wide range of ability levels†¦ Furthermore, cooperative learning has been used effectively across a wide range of content areas, including mathematics, reading, language arts, social studies and science†. Initially, research in the realm of collaborative learning focused on functioning of an individual learner in a group: the theories which dominated cognitive psychology over the 1970s tended to emphasise the role of individual information processors in the process of cognition. The social context of this process was viewed as secondary to individual activity. The last decades of the 20th century were marked by increased attention to the social context, and, consequently, improved understanding of the process of cognition.

HUMAN RESOURCE MANAGEMNENT Essay Example | Topics and Well Written Essays - 2000 words

HUMAN RESOURCE MANAGEMNENT - Essay Example tice that organisations can not operate under one of the two above in absolute terms and a common ground should be struck to realise the best results and harmony. This is the management approach that perceives that the organisation is a family-like setting and that the whole system is harmonious and integrated. In this approach the proponents are against the formation of trade unions or any activity that is taken to be disruptive (Charles & Simhala 1998). Therefore, all employees are required to be loyal to the organisation and that their interests and purpose need to be shared by all. In this respect harmony in doing ones duties is of huge importance as it is perceived to lead to the overall success of the organisation. The management takes all the employees and itself as a people working towards a common cause for the betterment of the organisation. In other words the entire workforce is supposed to work as a team and any objective that deviates and sounds to be conflicting is deemed negative or dysfunctional. In this approach the management is required to provide an environment that enhances communication between itself and the employees a nd among the employees themselves. Proper communication reduces chances of conflicts as the commonality of interest shall be achieved (Sonia 2000). This approach has a number of pros that make it popular especially in the human resource sector of the United States. First is that the system or approach encourages harmony and builds on consensus. This as described in its definition above takes the core and therefore the foremost reason behind its adoption (Ackers 2008). Harmony and consensus are achieved since the employees and the management are made to work together in achieving the organisational goals and objectives. As also highlighted earlier the improved communication among the various parties enhances good relations that endeavour to promote peaceful coexistence. Secondly is that the approach makes the employees become