psychological factors affecting learning

1. Explain ten ways in which technology has affected communication
a. Redused social interactions-When we consider the socializing among people life has changed a lot,rarely there are no social meetings and get-together.People feel closer through daily communication but in real life the distance between them is very long.Most of the people No barriers –communication is now easy in case of situations when you want to convey something urgently to someone, mobiles and emails come in hardly
b. Strengthened relations- technology has made easy to keep in touch with old contacts and also help to strengthen relationships.Through easy access of internet and phones people keep in touch with the old friends and relatives thus the relationship can not be easlybroken.Before when someone of a family travelled over seas it could be hard to communicate to them due to the distance.
c. Better solutions- technology has brought the world closer and promoted exchange of thoughts to find better solutions to any problem.The globe has became like a village.
d. E-school- services like video conferencing has made it possible to give a best education to students via expert faculty on the web.This is a big advantage to those who wish to study but due to distance and time the get everything through web.
e. Impact on relations- finding someone to date was never so easy, thanks to the dating and chatting websites; no one would disagree if I say technology is a rational behind success of long distance relationships. Video chats and social networking sites have played a big role in keeping people in touch.For example social medias like facebook,prodigits,eskimi make people chat and later end up in marriage
f. Development- technology advancement in the mode of communication have promoted faster decision making and led to the development and progress of the world. Video-conferencing has played a considerate role in promoting faster decision making. Most of the businesses depend on technology for communication.
g. Malicious motives-Some people abuse the social networking sites and communicate to unsuspecting beings pretending someone else.Thistendancy of people has done more harm than good.This has brought kidnapping and theft and also deaths.
h. Interpersonal communication-The current generation lacks essential interpersonal skills that is the ability to express the ideas and thoughts face-to-face.Amajor reason for this tendancy is the increased frequency of communication through texting and website chatting.For example a person may be confident in borrowing money through a text message than face-to-face.
i. Reduced social interactions-when you consider the socializing among people’s lifes has changed a lot.The social meetings and get-together redused because of daily communication which makes people think they are close by distance but in reality the geographical distance is too big. Most of the people are more bothered about their online life than the real social life.
j. Has led to many addictions-Most of the people have literally became addicted to the internet and cell phones,this addiction has led to many anxiety disorder.Most of the people who are addicted to the internet feel lonely and isolated.This addiction has increased in students who may miss a lesson while chatting on internet.
2. Discuss the following types of interviews
1. Screening interview
2. One-on-one interview
3. Panel or committee interview
4. Group interview
5. Unstructered interview
6. Situational interview
7. Disciplinary interview
8. Appraisal interview
9. Stress interview
10. Behavioral interview
2.1.Screening interview
This is a type of interview which is generally conducted by larger companies where there is a large applicant poll and is typically the first phase of selection.Screening interviews are used to ensure that the candidates meet minimum requirements and are often conducted by computer by an interviewer from the human resource department who is skilled at determining whether there is anything that might disqualify you from the position. Tips
Gather your referencing materials together and keepn them close
Be prepared to discuss why you are currently looking for work,what skills you have that meet the position requirementsandwether your pay requirements fall within the hiring range.
Take a short moment to collect yourself before launching into the conversation.
Write down the caller’s name and use it in form of mis or mr.
Know what the caller’s role is within the hiring process
Relate well to the caller
Set the interview appointment and get the details
Before hanging up,thank the caller for her/his time and consideration
2.2.One-on-one interview
This is a type of an interview where to people meet and one asks the question while the other answers.This type of an interview is a conversation and both parties will their conversation with an opinion.This type of an interview helps one to know what motivates the other,develops respect for different backgrounds and is the foundation for work across differences Tips
Be prepared-think about what you want to know
Keep it unformal-It defers from job interviews,asurvey,or an academic approach.You go with the flow ,looking for body language,sources of passion and personal history.Look for connections-Ask questions tokeep the conversation flowing.Looking for connections and contrasts in experience between yourself and your interviewee but resist launching into long stories about yourself.The other person should be doing a lot of talking.
Ask direct questions-Find what is important to the other person.
Avoid asking yes or no questions-They are too quick and you don’t learn more.If you ask them follow with why.
Listen well-Build on what your interviewee has already said.An interviewee who feel listened to is likely to totalk more than someone who feels that their words are falling on deaf’s ears
Be sure you understand-Clarify what the talker is saying by restating what you’ve heard and
Evaluate-Afterward,think about the outcome of the interview.What worked ?What can you do better next time
2.3.Panel or committee interview This is an interview where your are meeting with more than one person representing the company you have applied with.This can happen in a conference room type of setting .One advantage of a panel interview is that there can be less time consuming and will give you a chance to see how the office staff interact with each other.A disadvantage of the panel interview is that it may be more stressful and intimidating for an applicant to have a group of people questioning him/her. Panel interviews are thought to be advantageous to the company involved as several people will be able to meet the applicants and witness their responses and behaviours at the same time.This can make them make accurate decision and assessment Tips prepare yourself the same way you would with an individual interview
While in the interview make sure to anser the person who asked the specific question,whilst periodically keeping eye contact with each panel member
It is a good idea to memoriseyour resume so you can quickly reference your experience and job history when needed.
Body language and behavior is very important during the panel interview.
Take note of each panel’s member namesoyou can address them later.
You should come prepared to ask the panel members some questions after your interview wen given a chance.
As a follow-up send each panel member a thank you letter after the interview
2.4.Group interview A group interview can be either when a candidate is interviewed by more than one interviewer at the same time or when more than one candidate are interviewed by one interviewer.
Tips
Research and try to know the company you applied to and understand your position well.
Dress decently according to company’s calture.
Bring copies of your resume and references.
(Arrive about 10-15 minutes early.
Have a mini-introduction of yourself ready.
Nod your head every so often when the employer speaks and maintain eye contact.
Be the first to speak a few times.
Do not interrupt another job candidate while they speak.
Ask questions in the end.
Thank the interviewer for her/his time
2.5.Unstructured interview
This is an interview in which questions are not prearranged,allowing for spontaneity and for questions to develop during the course of the interview.The interviewer may change questions based on the interviewee’s responses Tips
Be prepared and confident to lead the interview
If the interviewer is not well prepared you should take the lead and ask all the information about the job and the company also you can ask the required details about the interview.
Tell the interviewer how much you know their company.
After the interviewer has gone through your CV and gives a chance to ask questions.Ask relevant questions concerning their company.
If the interviewer does not mention about the next step,take initiative and ask him when can you expect a call or email from him.Ask him what would be the next step-job offer or second interview.
2.6.Situational interview This is a job interview where a candidate is asked specific questions about what may happen on a job.The candidate is asked to assess a situation and provide solutions on how heor she would handle it.It mostly involves problem solving and handling difficult situations in the workplace. Tips
Guess questions-You can easly guess the situational questions that the interviewer can ask if you know your role and responsibility thoroughly.
Know the organization-You need to know and its hierarchies and its level of working.
Draw on previous experience-Prepare a list of situations you handled in the previous organization and how you sorted them out with a positive outcome.
Use factual representation.Go straight to the answer.
Be imaginative-You may be asked questions of situations you’ve never handled so be quick thinker and imaginative.
2.7.Disciplinary interview. This is a formal discussion between the supervisor and the employee,typicallydehind closed doors.Usually in the supervisor’s office or conference room.At this point,the employee is alerted to the fact that future infractins will not be tolerated resulting in futherdisplinary action based on the severity of the offense. Tips
Act promptly-Try to deal with problems early.Arrange to speak to the employee questions as soon as possible.
Gather the facts-Act promptly to clarify what the problem is and gather information before memories fade;including anything the employee concerned has to say.
Obtain relevant personal details concerning previous performance.
Be objective as possible,keep an open mind and do not pre-judge the situation.
Conduct enquiries and investigations with thought and care.
Managers involved in dealing withdisplinary matters should receive prior training.
2.8. Appraisal interview
This is an interview that conducts between the human resource department or the manager and employee per year or six months. The employee then gets useful feedback information about how effectively and efficiently he is able to discharge the assigned duties. It also gives the opportunity to employee to explain his view about the rating methods, internal and external causes of low level of performance. Tips
Preparation- refer to the previous appraisal. Pay particular attention to any special project you had committed to provide a status report.
Remain professional- your performance appraisal can be emotionally taxing, as both positive and negative issues will be raised and judgement made
Be careful with your body language- always sit upright and lean slightly forward towards your appraiser. Maintain good eye contact and pay attention.
Listening- it is important to carefully listen to what your appraiser is saying.
Collect written evidence- if your colleagues, superior customers or supplier has written something positive about you gather these documents .
Have a clear understanding of your appraiser’s expectation-at the end of appraisal you should have a clear understanding of what you expect to accomplish in a future period.

2.9.Stress interview
This is an interview which takes place when a job applicant is placed in a stressful situation to see how they react. The candidate may be asked repeated difficult or inappropriate interview questions. There may be multiple interviews at once or sequential interviews , or the candidate may be kept waiting treated ready or otherwise put in intimidating position.
Tips
depersonalise the process-keep in your mind that this is all a game and that the interviews are only playing a role to destabilize you. mentain eye contact with the person asking the questions. keep your answers brief in order not to get interrupted. try to be youself and remain calm.
Do not try to act back- try to speak more slowly that you normally do so as not to let your frustration take over.
If you feel brave enough to do this, try to gain control of the space around you.

2.10. Behavioral interview
This is an interviewing strategy that considers the candidates past performance the best indicator of future performance.
Tips
Study the job description for the position for for which you are interviewing.
Visit the organization’s website to gain an understand for what type of a candidate the organization is hiring.
List the personal and professional attributes of the ideal candidate for the job.
Think about which of your experiences can be usedto illustrate you have these personal and professional attributes.
Make up questions that demonstrate you have each attributes.
Develop two or three stories for each personal or professional attributes,using experiences from your past to show you have attributes.
Try to use the situation action and result technique to tell these stories.
Practice answering the behavioral interview questions you invented,using the stories you created so your stories become second nature.