The Oxford Review Blog: Evidence-based practice research briefings

in Blog , Learning by David Wilkinson
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2 comments

The Ultimate Guide to Changing People’s Beliefs, Values and Emotional Reactions – The Affective Domain

The complete guide to changing people’s beliefs, values and emotional reactions. Affective development: What it is and how to do it – ethically Probably the most ignored and misunderstood area of development in learning, training and education is that of ‘affective development’ or the affective domain: how to develop peoples values, beliefs and emotional […]

#affective domain #learning

in Blog , Human Resources by David Wilkinson
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1 comments

How to use conflict management processes to improve productivity…

How does conflict management improve productivity? Many studies over the years have shown that conflict in the workplace often has a negative impact on productivity. Previous studies have shown that interpersonal and inter-group (departments for example) conflict can frequently result in individuals or factions refusing to co-operate and withdrawing in subtle and often hidden ways […]

#conflict #conflict management #productivity

in Blog , Features & Articles by David Wilkinson
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3 comments

The Ultimate Guide to Skills Development – Many Learning and Development ‘professionals’ don’t understand how to develop skills…

The Ultimate Guide to Skills Development There is a bit more to skills development than just practice. This Oxford Review guide to developing skills in organisations will lead you through just about everything you need to know to become an ace at skills development. Following on from my last post two posts: Why many people’s […]

#learning #learning and development #Skills #skills development

in Blog , Human Resources by David Wilkinson
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1 comments

Causes of fatigue at work and how to deal with it

Why is it some people suffer more from fatigue at work than others? A study published in the International Journal of Stress Management examines why some people suffer from fatigue and exhaustion at work and negative feelings at home. The in-depth study followed and monitored 74 nurses over several shift cycles at work and also monitored […]

#fatigue at work #health

in Blog , Organisational Development by David Wilkinson
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1 comments

Levels of Organisational Development – Level 6 – Self-organisation and self-development

Level 6: Self-organisation and self-development Level 1 – Formation Level 2 – Formalisation Level 3 – Integration Level 4 – Expansion Level 5 – Coordination The distinctive features of the self-organisation and self-development level of organisational development, otherwise known as a holacracy, is characterised by: – a) A reduction in central control and management. […]

#organisational development #organisational development research

in Blog , Organisational Development by David Wilkinson
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1 comments

Levels of organisational development – Level 5

Following on from the previous posts about this new research, today I look at level 5 of the six levels of organisational development. Level five is the coordination level. Level 1 – Formation Level 2 – Formalisation Level 3 – Integration Level 4 – Expansion Level 5: Coordination As the organisation or […]

#organisational development #organisational development research

in Blog , Learning by David Wilkinson
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1 comments

Why many people’s idea about how we learn is just plain wrong

Why the Levels of Learning are not saying what many think they are: The levels of learning are not and were never intended to be about ‘how’ we learn… Many organisations, consultants, institutions and almost all Higher Education (University and Colleges) use Blooms Hierarchy or taxonomy of educational objectives (levels of learning) to describe the learning […]

#learning #learning and development #organisational learning

in Blog , Organisational Development , Research by David Wilkinson
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1 comments

Levels of organisational development – Level 4

Level 4 of the 6 levels of organisational development is the expansion level of organisational development This post continues from: The Levels of Organisational Development- Level 1 or the Formation Stage, Levels of Organisational Development – Level 2 – The formalisation stage of organisational development Levels of Organisational Development – Level 3 – the integration stage of development […]

in Blog , Observations by David Wilkinson
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5 comments

At what point can you say you have learned something?

“I learned something today…” Did you really? Like really learned it? We often take the idea of learning and having learned for granted and frequently make a series of rather large and unquestioned assumptions about at what point we can actually say someone has learned something. The evaluation of learning in many organisations, including our universities […]

#learning #learning and development #organisational learning

in Blog , Organisational Development , Research by David Wilkinson
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1 comments

Levels of Organisational Development – Level 3

Level 3 of the 6 levels of organisational development is the integration stage of organisational development This post continues from: The Levels of Organisational Development- Level 1 or the Formation Stage, and Levels of Organisational Development – Level 2 – The formalisation stage of organisational development In this post I look at Level 3 of the 6 stages […]

##OrgDev #organisational development

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