Who I Am as a Learner?

Part A

Section 1: Who I am as a learner?

1.1 Introduction

Hong Kong unemployment has edged up steadily throughout the year as economic tsunami occurred. Hong Kong's unemployment rate rose to the highest level in more than a year, with the seasonally adjusted jobless rate for the three months ended November climbed to 3.8% from 3.5% at the end of October (Tang, 2009). It will be continuously increasing afterwards. Therefore, the graduates need to differentiate themselves and sustain their competitiveness as the society is complex and dynamic. Holmes (2001) feels that holding a degree is not the end of learning for graduates and that it is the beginning of the career development. It is claimed, continuous learning is needed to remain competitiveness in the market. The ability to leam faster than others, whether applying for a job or trying to attain managerial level, may be the key to economic and social survival for the individual.

According to the dictionary definition, it states that learning is "the acquiring of knowledge of skill." Sheldon (2007) defined that learning is a relatively permanent change in behavior brought about by practice or experience. Individual behavior is interrelated to personality. Personality is a broad area, which represents those distinct qualities that make one person stand out from all others (Hjelle & Ziegler, 1992). Trait psychologists generally agree that personality is composed of a variety of traits, of dispositions to behave in certain ways (Tokar, Fischer & Subich, 1998). Ross (1992) and Silva (2006) suggest that specific personality variables appear to develop much more positive or negative attitudes toward careers. It means that there are linkage between personality traits and attitudes, together with their influence on the

individual's career choice (Teng, 2008).

This project will examine the author in several ways to create an understanding of her personality, abilities and preferences to form a sensible conclusion about her career path in the future. It will combine the results of psychometric tests with author's educational and other professional experiences while taking into account her own considerations and some people or friends that have known and worked with her. This can highlight areas of weakness that need to be tackled to ensure that the chosen career path can be progressed (Statt, 2000).

1.2 Myers Briggs Type Indicator (MBTI)

The MBTI was first developed by Isabel Myers and her mother Katharine Cook Briggs. In the 1950's, Myers and Briggs developed a psychometric test called the "Myers-Briggs Type Indicator" for measuring revised system of personality typing. It assumes that much or personality can be defined by dividing it into four independent preference areas or scales: Energizing, Attending, Deciding and Living. This makes for a total of 16 different combinations, each of which defines one particular and unique personality archetype.

1.2.1 Implications for the author's learning

The author took the MBTI test and the results (Appendix A) revealed highest scores for the personality types ENFJ. The most important preferences are extraverted feeling. The results of this test explain that this type of personality is oriented the outer world which means that just focus on building harmony in the world around her. She like working with others and often learn best by talking and interacting. Extroverted are more likely to seek out information regarding careers and are likely to

be perceived by recruiters as having excellent social skills (Caldwell & Burger, 1997). In addition, the author is a good listener who likes to build rapport with others and create a positive atmosphere. Furthermore, she naturally wants to motivate others and make others happy in each situation. Motivation means that which will induce someone to act (Beattie, 2000). Motivating to her colleagues and giving encouragements to friends make them happy even though in the crunch situation. It claims that the author always cares others' feeling, so investing a lot of effort build up positive relationships with others. This makes her become popular and sociable.

The result highlights that how she makes decisions on feeling rather than thinking. This could be an explanation why the author got low marks on thinking. She generally feels concern for others' wants and desires. This type prefers organizing and structuring information to decide in a personal way, not in logical and objective way.

1.3 Belbin Team Roles Self Perception Inventory

The Belbin Team Roles Self Perception Inventory was developed by Dr. Raymond Meredith Belbin. It is a model that can be used to describe and gain insight into the behaviour of one team member in relationship to another. The Belbin test scores people on how strongly they express traits from nine different team roles.

1.3.1 Implications for the author's learning

The Belbin test is designed assist when selecting a team. It works on the basis that different people prefer to fill different roles in a team. The results (Appendix A) found out the author prefers the role of a resource investigator and team worker. The results showed high scores for these two roles. The most preferred team role is the resource investigator role that is good at communicating with people both inside and outside. Therefore, the author is a natural negotiator and is adept at exploring new

opportunities and developing contacts. She has relaxed personality with a strong inquisitive sense and a readiness to see the possibilities in anything new. It seems to match the result of Myers-Briggs test that the author is the extrovert.

The other preferred team role is teamworker who is the most supportive member of the team. The teamworkers are good listeners and sociable and concern about others. They are seen as a threat to no one and therefore the most accepted and favoured people to serve under. Being a good team player is another common interpersonal trait of successful people (Escobar, 2008). She can operate with sensitivity at work, but she may be indecisive in crunch situations. A good leader is one who will listen to all contributions and quickly identify those of value (Beattie,

2000) .These results seem to mirror those found in the Myers-Briggs test, giving the impression that the author has a great potential to be a good leader.

The report pinpointed some possible weaknesses are indecisive in crunch situations. The role of resource investigator tends to be indecisive in moments of crisis and reluctant to do things that might hurt others. In fact, the author should be decisive if she would like to be move up to managerial level. Sometimes, she may lack spontaneity and be seen as closed-minded and inflexible since she will often have difficulty deviating from her own well-thought-out plans. More importantly, she will lose interest if her initial enthusiasm has passed. Keeping her challenges is one of the essential elements to overcome this problem. The colleagues, teammates need to give challenges in keeping her initial enthusiasm in her work. Event management would be suitable to her as always facing challenges.

These tests verified helpful to understand the personality of the author in relation to planning a future career. However, it was established in the introduction that finding a job is not the end of the author's personal development. Learning is a process that takes place inside a person's head. It means that learning is essential to everyone's life (Gagne & Driscoll, 1988). To succeed on this continuous learning path, the author seems that she would benefit from her learning style.

1.4 VARK

To examine learning styles is through the use of the VARK test. VARK is an acronym for Visual, Aural, Read/Write and Kinesthetic sensory modalities that are used for learning information. The VARK model found by (Flemming, 2001) can used to understand the learning style and help people learn more effectively.

1.4.1 Implications for the author s learning

Every learner has a preferred and least preferred style of learning (Flemming,

2001) . Kocinski (1984) defines learning style as the preferred way to learn and the way a person learns best. These results suggest that the author prefers learning style through listening and discussing topics with others, so had a high mark for the Aural (Appendix A). The score for Aural is 13; Visual, Read/Write and Kinesthtic, are 5, 3 and 7 respectively.

The author acknowledges that listening method is regularly used in her learning and seems that these methods will be continuously used in the future. An example of this is while working on a group task at University, the author required discussion face to face or over the phone to exchange the information. During the group discussion, the author usually led the discussion with ease and tact. The groupmates agreed that she is a good negotiator who probes information and good at liaison work.

This result can also be confirmed with the finding from the Myers-Briggs test that suggested that the author was a good listener and team worker in the group.

The author feels that she learns poor through reading and writing, so in the test had a relative low mark. However, reading and writing is also important in the society. To tackle this problem, she can watch a drama or movie which is interested