On the other hand, Leonard and Biberman (2007) state that the right brain is creative and intuitive. Its thinking is mosaic rather than linear. The right brain dominant mind is visual, conceptual, imaginative, and sensual. It sees the big picture but whitethorn miss the details. It is not grounded and is much fantasy-based than reality-based.
Obviously, just the information above chiffonier provide a Human Resource person with a neat deal of valuable information as to whether a given job candidate is a good match for a specific job or amaze. If the position requires analytic and sequential thinking as well as some math, the HR person would not want to accept a right-brain dominant person or even attend him or her for the job. However, the enquiry on brain dominance can be used to provide information that is yet more valuable.
Based on Erland's (2000) discussion of brain dominance and ways to improve the use of one's entire brain, a portrait can be developed of for each one brain dominant type and the nature of
Bohlander, G., & Snell, S. (2006). Managing human resources. Florence, KY: South-Western College Publishers.
Rock, D. (2009). Your brain at work: Strategies for overcoming distraction, regaining focus, and achieving all day long. tonic York: HarperBusiness.
An interviewer once asked Albert Einstein how he developed his complex scientific theories. In reply, Einstein reportedly pointed to his head and said that he used a pencil and a piece of news report to develop his ideas. This clearly demonstrates the perfect union of analytics and creativity in problem-solving. Out of Einstein's working process came many famous scientific theories, including the theory of relativity.
Nothing could better illustrate the integration of left brain and right brain: logic and reasoning join with imagination and creativity. (p. 1)
The presented look into of the literature cited several studies that supported the effect that right-brain/left-brain research and theory were very valuable to any HR Department in any company or organization. The review leads to the conclusion that there are two main areas where this research is of particular value. The first area is that of matching job candidates to positions where they allow be best utilized and enjoy the job to the fullest close possible.
Minni (2006) goes on to note that what is being progressively suggested in an increasingly competitive world is whole brain training as part of workplace/inservice programs. In a discussion of how raft learn via the Internet, Bollet and Fallon (2002) define whole-brain instruction as an approach that is based on neurolinguistic concepts of the functions of the integrated brain, this being a brain where the functions of each hemisphere of the brain are equally accessible to a person. Whole brain instruction would be used in workplace learning programs by emphasizing active learning, methods, and techniques that make for to
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