[Solved] Organizational Changeweek 6 Applications

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[Solved] Organizational Changeweek 6 Applications

Course: Organizational Change

Week 6 Applications Paper

Paper format requirements: APA format

Complete your applications paper on “Leading and Managing an Organizational Change”.

In your applications paper, you will apply “Activities Contributing to Effective Change Management” to a real-world situation. The activities—or steps—are summarized in textbook readings. 

Note on Activities/StepsThe author of your textbook places activities associated with “Creating a Vision” after activities associated with “Motivating Change.”  Most organizational change experts place vision first. In your paper, you may want to address “Creating a Vision” before you address “Motivating Change.” You are free to determine the order of these steps as they relate to the topic of your paper.

Options for PaperChoose an option for this paper:

Option 1: Prior Change Evaluation – Your  OrganizationEvaluate the way in which a prior change was handled in an organization in which you currently work/previously worked or actively participated. Write a paper in which you describe and evaluate how the activities in your textbook were handled. If you are critical of the way in which the leader(s) managed the change, offer recommendations for improvement. If you were the leader of the change, critique your own performance.

Option 2: Prior Change Evaluation – Company for which Library Sources on a Change Process is Available. Evaluate the way in which a prior change was handled in an organization such as Google, Amazon, Hewlett-Packard, or Southwest Airlines.Rely on secondary/library research and your knowledge of leadership and organizational change to write a paper in which you describe and evaluate how the activities in your textbook were handled.  If you are critical of the way in which the leader(s) managed the change, offer recommendations for improvement.  

Option 3: Change Planning – Your Organization or an Organization with which you are familiar. Plan the process of leading an organizational change. If you are a leader who is going (or would like) to manage a future organizational change—or an employee who can imagine him or herself in the role of the leader— write a paper in which you plan to enact the activities indicated in your textbook.  

Option 4: Present your idea for a paper on the process of leading change. If you prefer to write a research paper on an aspect of organizational change, focus on a real work project involving organizational change, or have another idea for a paper that will reinforce learning about organizational change, make a proposal to your instructor. 

Textbook: Title: Organization Development and Change, 11th edition

Authors: Cummings and Worley

Publisher: Cengage Publishing

ISBN: 9781337734707

[Solved] Hierarchical Structure Made Reporting

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[Solved] Hierarchical Structure Made Reporting

Course: Organizational Change

Week 1 DiscussionReply to the main question and two replies.

Week 1 Discussion: (the main question )

Use the “Comprehensive Model for Diagnosing Organization Systems.” Note that there are three levels of organizational analysis: Individual, Group, and Organization. Also note the five Design Components at the Individual Level. Ensure that your analysis addresses all three levels and five design components. 

1.Consider a current job or former job. For each of the five components:

a.Using a scale of 0-5, with 0 = very low degree of satisfaction and 5 = very high degree of satisfaction, rate the degree of your satisfaction with this design component.

b.Explain your rating. Include details about the nature of the work you perform(ed).

2.Now select a component with the lowest rating (choose one if you have tie). Make recommendations for a job design change or any other action that would improve your level of satisfaction with this component of your job.

Reply 1:

Good morning, Professor and Class,

Understanding the complex dynamics that control an organization’s functionality requires engaging in the process of organizational analysis. The levels of this analysis are individual, group, and organizational (Walter, 2021). Five crucial design elements operate at the individual level, influencing the entire working environment. These elements include task design, structure design, reward systems, employee skills and abilities, and motivation (Diamond & Adam, 2023). On a scale of 0 to 5, where 0 denotes little to no satisfaction and 5 denotes a high level of satisfaction, I would assess each of these aspects of former employment. These ratings offer a thorough analysis of job design, giving a sophisticated comprehension of the organizational structure.

Task Design would receive a 4 in my former position as a marketing coordinator. I was given a wide range of tasks, from planning marketing strategies to examining market trends, which presented me with intellectual challenges that kept me interested and inspired. My job satisfaction increased due to this intricacy. The structure design is a three out of five. Although the hierarchical structure made reporting lines clear, there were occasionally communication stumbling blocks between teams. These obstacles occasionally slowed down the quick implementation of campaigns and decision-making procedures.

The rating for reward systems would also be 3. Although the basic salary was competitive, I felt less motivated to give my best effort because I did not receive timely acknowledgment for reaching goals and milestones. The rating for an employee’s skills and abilities would be 5. The company actively supported my professional development through workshops and training sessions, which helped me develop my abilities and contribute successfully to the team (Newman & Ford 2021). Employee Motives would receive a score of 2. Although the organization’s objective matched my ideals, I was cut off from the wider picture because there were no opportunities for me to contribute creative ideas. Employee Motives scored the lowest rating out of all the components. The company might enhance this feature by holding frequent brainstorming sessions or suggestion boxes, promoting an environment where staff members’ original ideas are valued and included in the business’s strategies (Baer et al., 2021). Employees would feel more ownership and purpose as a result of this adjustment.

Ultimately, the organizational analysis model, which includes three levels and five Design Components, offers a comprehensive understanding of job satisfaction. The strengths and areas for growth of these components are revealed by evaluating them in the context of a personal work experience. Organizations can foster a culture that improves employee motivation, engagement, and overall effectiveness by focusing on the component with the lowest rating.

References:

Baer, M. D., Sessions, H., Welsh, D. T., & Matta, F. K. (2022). Motivated to “roll the dice” on trust: The relationships between employees’ daily motives, risk propensity, and trust. Journal of Applied Psychology, 107(9), 1561. https://doi.org/10.1037/apl0000959

Diamond, R. M., & Adam, B. E. (Eds.). (2023). The disciplines speak I: Rewarding the scholarly, professional, and creative work of faculty. Taylor & Francis. https://books.google.co.ke/books?hl=en&lr=&id=Iy3PEAAAQBAJ&oi=fnd&pg=PA1953&dq=Five+crucial+design+elements+operate+at+the+individual+level,+influencing+the+entire+working+environment.&ots=5d083TXIHQ&sig=kPNyXu6rwPTQkf-VFgcJuhCeGto&redir_esc=y#v=onepage&q&f=false

Newman, S. A., & Ford, R. C. (2021). Five steps to leading your team in the virtual COVID-19 workplace. Organizational Dynamics, 50(1), 100802. https://doi.org/10.1016/j.orgdyn.2020.100802

Walter, A. T. (2021). Organizational agility: ill-defined and somewhat confusing? A systematic literature review and conceptualization. Management Review Quarterly, 71, 343-391. https://doi.org/10.1007/s11301-020-00186-6

Reply 2:

Hello Professor and Class,

I recently had the opportunity to reflect on the design of my job as an HR recruiter. I used the Job Characteristics Model (Hackman & Oldham, 1976) to assess my job satisfaction with five key dimensions:

  • Task variety: 3/5. My job required me to perform various tasks, including sourcing candidates, conducting interviews, and making hiring decisions. However, some of the tasks were repetitive, such as screening resumes.
  • Task identity: 2/5. My job did not always involve completing a whole and identifiable work. Sometimes, I would work on small pieces of a larger project, such as screening resumes or scheduling interviews.
  • Task significance: 4/5. I felt that my job had a significant impact on the organization. My work helped the company find the best candidates for its open positions, which ultimately contributed to its success.
  • Autonomy: 3/5. I had some autonomy in how I performed my job, but there were also a lot of rules and regulations that I had to follow. For example, I had to follow the company’s hiring process and adhere to its policies on discrimination and harassment.
  • Feedback: 4/5. I received regular feedback on my performance, both from my manager and from my peers. This feedback helped me identify areas where I could improve. 

The design component with the lowest rating is task identity. I would have liked to have had more opportunities to complete whole and identifiable pieces of work. This would have given me a greater sense of accomplishment and satisfaction.

Make recommendations for a job design change or any other action that would improve my satisfaction with this component of my job.

One way to improve the task identity of my job would be to give me more responsibility for managing a full hiring process from start to finish. This would allow me to see the impact of my work on the organization and to feel more like I was making a difference.

Another way to improve task identity would be to give me more opportunities to work on cross-functional teams. This would expose me to different perspectives and help me learn new skills.

Finally, I would also like to have more opportunities to give feedback to my manager and my peers. This would help me feel more involved in the decision-making process and ensure my work was aligned with the organization’s goals.

References:

    Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational behavior and human performance, 16(2), 250-279.

    Morgeson, F. P., & Campion, M. A. (2002). The conceptual foundations of job design: Employee characteristics, the nature of work, and work outcomes. Research in personnel and human resources management, 21, 327-389.

Back up all opinions with the readings and outside research in academic journals at the KU online library.

  • 250 word minimum for initial post
  • Include at least two references
  • Respond to at least two other learner’s initial post

KU online library:  https://keiseruniversity.libguides.com/home/home?preview=afb5d66ab3b853fa361847ea7dfda322       and Google Scholar

[Solved] Improvement （ Main Problem

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[Solved] Improvement （ Main Problem

Course: Organizational Change

Week 1 Online Assessment

Share one of your experiences with an organizational change. The change could be related to a work environment or to another organization in which you participated/have participated.

In your original post, respond to the following:

Briefly describe the organization in which the change is occurring or has occurred. If it is relevant, include a description of your role in the organization and/or your role in the change process.

Describe the circumstances that led to the change.

Describe and evaluate actions taken by organizational leaders to prepare people for/implement the change.

Describe successes/failures related to the change process and/or results of the change.

Make recommendations for improvement.（main problem）

Reply 1:

Hello Professor and Class,        One of my experiences with organizational change occurred during my time as an HR Recruiter at a manufacturing company that was implementing a new performance management system. My role in the organization was to assist with the recruitment and onboarding process for new employees and support the current employees through the transition process (DeNisi & Murphy, 2017). The change was necessary as the previous performance management system was outdated and ineffective in meeting the needs of the company and its employees. The new system was designed to increase communication and collaboration between departments and align individual performance with company goals and objectives (Christensen & Demers, 2018).

          As an HR Recruiter, I played a role in communicating with the employees about the new system and how it would benefit them and the organization. I also provided training and support to managers and employees to ensure a smooth transition to the new system (Jackson & Ruderman, 2017).While there was some initial resistance to the change, overall, the implementation of the performance management system was successful. The organization experienced improved communication, increased employee engagement, and better alignment of individual and organizational goals (Christensen & Demers, 2018). The change in the organization was triggered by the need to align performance management with company objectives and improve employee engagement (Christensen & Demers, 2018). The old performance management system was not effective in catering to the growing needs of the company and left employees feeling undervalued (DeNisi & Murphy, 2017). 

       The organizational leaders took steps to prepare the employees for the change by hosting informational sessions and providing support through training (Jackson & Ruderman, 2017). They ensured that employees understood the new system and provided incentives to encourage them to participate in the change process (Christensen & Demers, 2018). The leaders also encouraged employee feedback, which was incorporated into the implementation process. Despite some challenges, the change process was eventually successful. The new system improved productivity and communication across departments, increased employee engagement, and aligned individual goals with company objectives (Christensen & Demers, 2018). However, some employees remained resistant to the change, and there were delays due to a lack of integration between disparate technologies (Jackson & Ruderman, 2017). There is a need for better communication between the leaders and employees regarding the change process. The leaders should prioritize the provision of adequate resources, including technology and training, to ensure the success of the change process (DeNisi & Murphy, 2017). Additionally, employee resistance can be addressed through incentivization and clear communication of the benefits of the new system (Jackson & Ruderman, 2017). 

References:

DeNisi, A., & Murphy, K. (2017). Performance appraisal and evaluation: History, methods, and research. Routledge.

Christensen, N., & Demers, M. (2018). Aligning performance management with organization strategy: An evidence-based roadmap for implementation. Journal of Applied Psychology, 103(5), 468-483.

Jackson, S. E., & Ruderman, M. (2017). Associates/assistants of the performance evaluation process: Towards a conceptual model. Journal of Management, 4(4), 231-244.

Reply 2:

Good afternoon, Professor and Class,

Tech Sol is a technology consulting firm specializing in software development information technology (IT) solutions and project management services. In 2020, during the COVID-19 break, I was a project manager responsible for overseeing various software development projects and ensuring their successful execution and implementation. COVID-19 affected several organizations in the year 2020, leading to loss of employment for many individuals. In this context, some changes implemented, their impacts and recommendations will be discussed in detail.

Circumstances Leading to Change

In early 2020, the outbreak of the COVID-19 pandemic led to widespread lockdowns and social distancing measures. Many companies shifted to new working guidelines to enhance the continuation of work during the lockdown (Kumar et al., 2021).The government established guidelines in collaboration with health organizations, and many organizations closed their workplaces. Tech Sol had to consider the welfare of its employees; therefore, we devised a strategy where individuals had to work from home. TechSolutions Inc.’s leadership took several actions to facilitate the transformation to work from home.

Communication and Guidance

The most important principle with people in different locations was establishing a good communication strategy for more effortless follow-up and collaboration. The CEO promptly communicated the decision to shift to remote work through a company-wide email. The email included clear instructions on remote work procedures, expectations, and contact information for technical support.

Technological Infrastructure

The IT department expedited the setup of remote access to company servers and databases. Technological efficient operation requires adequate hardware, software and network supply for smooth running (Thota et al., 2020). They provided employees with the necessary hardware, software, and secure VPN connections, ensuring a smooth transition to working from home. However, some employees claimed to have better hardware and software infrastructure; therefore, we did not have to port some of our hardware to employee’s homes.

Virtual Training

Organizational leaders arranged virtual training sessions to educate employees about remote collaboration tools, best practices for communication, and cybersecurity measures. The employees needed an intense training program in order to avoid the breach of data and also to avoid delayed client response as well as agreements in terms of working time and discipline observation in the lockdown context.

Successes

Continuity is one of the distinct successes that we evaluated and achieved. Despite the sudden shift, TechSolutions Inc. managed to maintain project timelines and deliverables thanks to effective remote collaboration and digital project management tools. Adaptation and productivity are other milestones that we appreciated during this COVID-19 lockdown. Stakeholder adaptation to a new working environment is significant after a disaster affects many businesses (Gregurec et al., 2021). Many employees quickly adapted to remote work, and some reported increased productivity due to fewer interruptions and the flexibility to structure their workdays.

Failures

During this period, we experienced many challenges as a company—the lockdown period made companies change to new operating systems and innovations, leading to downfall vulnerability and poor company functionality due to labour inadequacy (Xue et al., 2021). Communication challenges are one of the significant challenges we encountered. While the initial communication was effective, ongoing informal communication should have been improved due to the lack of face-to-face interactions, leading to occasional misunderstandings. Isolation and burnout were other hindrances that were very common during our transition period. Some employees felt isolated due to the lack of social interactions, and a few reported experiencing burnouts due to blurred boundaries between work and personal life.

Recommendations for Improvement

The recommendations depend on the company’s successes and failures and workers’ experiences. The solutions can play a very significant role in ensuring that companies can be in a position to run smoothly during a lockdown or international disaster. Enhanced communication channels are one of the recommendations. They implemented regular virtual team meetings, one-on-one check-ins, and informal chat platforms to foster better communication and promptly address concerns.

Virtual Social Interaction is also another preferred recommendation. The company organizes virtual team-building activities, virtual coffee breaks, or online happy hours to maintain a sense of union and combat feelings of isolation. Mental Health Support is also an essential strategy during such disasters. Offering resources such as mental health webinars, counselling services, and stress management workshops can help employees cope with the challenges of remote work. 

References:

Gregurec, I., Tomičić Furjan, M., & Tomičić-Pupek, K. (2021). The impact of COVID-19 on sustainable business models in SMEs. Sustainability, 13(3), 1098. https://www.mdpi.com/2071-1050/13/3/1098

Kumar, P., Kumar, N., Aggarwal, P., & Yeap, J. A. (2021). Working in lockdown: the relationship between COVID-19 induced work stressors, job performance, distress, and life satisfaction. Current Psychology, pp. 1–16. https://link.springer.com/article/10.1007/s12144-021-01567-0

Thota, M. K., Shajin, F. H., & Rajesh, P. (2020). Survey on software defect prediction techniques. International Journal of Applied Science and Engineering, 17(4), 331-344. https://gigvvy.com/journals/ijase/articles/ijase-202012-17-4-331

Xue, H., Zhai, Y., Su, W. H., & He, Z. (2023). Governance and Actions for Resilient Urban Food Systems in the Era of COVID-19: Lessons and Challenges in China. Agriculture, 13(9), 1681. https://www.mdpi.com/2077-0472/13/9/1681

ack up all opinions with the readings and outside research in academic journals at the KU online library.

  • 250 word minimum for initial post
  • Include at least two references
  • Respond to at least two other learner’s initial post

KU online library:  https://keiseruniversity.libguides.com/home/home?preview=afb5d66ab3b853fa361847ea7dfda322  and Google Scholar 

APA format

[Solved] Least One Supporting Reference

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[Solved] Least One Supporting Reference

Take the Mind Tools Listening Self-Assessment (https://www.mindtools.com/ai4ff5e/how-good-are-your-listening-skills). Which of your listening skills may prove to be an obstacle or barrier to communication? How might you improve this skill?

Be sure to also describe the models of interpersonal skills improvement and methods for developing interpersonal skills on the job.

Journal post should be a minimum of 500 words and at least one supporting reference. Journal posts should include a full coversheet – including your name – and double space all submissions.

[Solved] Zambiaresearch Summarythe Research Study

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[Solved] Zambiaresearch Summarythe Research Study

Begin working on your literature review and research metodology, remembering that it is the most important part of your project. It must be comprehensive, relevant, and cohesive. It is best practice to search Google Scholar for all relevant articles. If there are more than 100 relevant articles, you can use a filter to limit your search to papers published within the last 5 years.

Impact of Information Management and Technology on SMEs in Zambia

Research Summary

The research study employs Goldman Insurance Limited as a case study to investigate the influence of information management and technology on Small and Medium-sized Enterprises (SMEs) in Zambia. The study’s major goal is to evaluate how adopting and utilizing information management systems and technological solutions impact the operational efficiency, competitiveness, and overall performance of SMEs in the Zambian business environment.

Context and Importance

SMEs are critical to Zambia’s economic growth. Their impact on job growth, innovation, and wealth development cannot be overstated (Choongo et al., 2016). Technology and information management have emerged as critical facilitators for improving company operations, decision-making, and consumer involvement. In a fast-changing technology world, SMEs must use these technologies to be competitive and sustainable.

Objectives

.  To assess the current information management and technology infrastructure at Goldman Insurance Limited.

.  To analyze the extent to which information management and technology adoption impact the company’s operational efficiency.

.  To evaluate the influence of technology on customer relationship management and engagement.

.  To identify challenges and barriers faced by SMEs, specifically in the Zambian context, when adopting and implementing information management and technology solutions.

.  To provide recommendations for improving the integration and utilization of technology in SMEs, drawing insights from the case study.

Methodology

The study will use a mixed-approaches strategy, mixing qualitative and quantitative research methods. Structured interviews with key persons at Goldman Insurance Limited, including senior management, IT workers, and employees from various departments, will be used to gather primary data (Mwika et al., 2018). Analyzing pertinent data on the company’s financial performance, customer engagement indicators, and technological investment will be part of the quantitative element.

Expected Outcomes

.  Insights into the current information management and technology adoption at Goldman Insurance Limited.

.  Identification of specific ways in which technology has influenced operational efficiency and customer engagement.

.  Understanding of challenges faced by SMEs in Zambia when integrating information management and technology solutions.

.  Recommendations for enhancing technology integration, overcoming challenges, and maximizing benefits for SMEs in Zambia.

Significance

The study results will be useful to Zambian SMEs, policymakers, and other stakeholders. The study’s findings may help SMEs make educated choices about technology adoption and implementation, eventually boosting company development and competitiveness. Policymakers may also utilize the data to develop measures to help the country’s SMEs’ digital transformation.

To summarize, the research study on the influence of information management and technology on SMEs in Zambia, utilizing Goldman Insurance Limited as a case study, has the potential to shed considerable light on the role of technology in driving the success of SMEs in the Zambian business climate.

References

A.    Choongo, P., Van Burg, E., Paas, L. J., & Masurel, E. (2016). Factors influencing the identification of sustainable opportunities by SMEs: Empirical evidence from Zambia. Sustainability, 8(1), 81.

B.    Mwika, D., Banda, A., Chembe, C., & Kunda, D. (2018). The impact of globalization on SMEs in emerging economies: A case study of Zambia. International Journal of Business and Social Science, 9(3), 59-68.

(NOTE: Research Methodology – Qualitative

[Solved] Eg Equivocal Etc

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[Solved] Eg Equivocal Etc

Questions:

What is emotional contagion? Identify an example of emotional contagion in this clip? 

Pick a time in the clip when aggressive language was used. Rewrite it using assertive language – identify each of the parts. 

a) How emotionally intelligent is Deb? Why do you think this? Provide a rationale and an example from the clip. 

b) How emotionally intelligent is Ray? Why do you think this? Provide a rationale and an example from the clip. 

Define and explain an example of the Contextual Model of Intercultural Communication; apply the model to a real-life situation (it does not have to come from the clip). Be sure to go deep in this example and label clearly. 

Label and then provide an example of each of the perceptual constructs evident in this clip. If you can’t find one – then still identify it and tell me why it is not present. 

Define and explain the process of perception. Provide an example of the process of perception “in action” from the clip. There a number of tendencies for misinformation – name four of them and provide an example of each from the clip. 

Provide a specific example of powerful language used in the clip. 

Name the different languages of responsibility and when you would want to use it…..take a defensive raising “you” statement from the episode and rewrite it using each form of language of responsibility. 

Using the 3 rules of language – identify a time when each of them was in practice (or misused). Explain your example from the clip clearly…. 

Identify four different types of powerless language used in the clip; provide an example of when these were used in this clip and explain why it was powerless 

Explain abstract language – provide a specific behavioral statement from the following statement: 

a.      “You are so stupid.”\ 

Explain each of the forms of the language of responsibility and identify an example of them from the clip (eg., equivocal etc…) 

[Solved] One Page Single Space

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[Solved] One Page Single Space

Listen to the sermon link posted on Moodle. 

1) Write a one page single space (approx 500 words) reflection/response to this sermon. 

Topics to consider:

Are we harder on ourselves than God is?

How hard was it for Peter to move on after his failure? How easily do you move on after failures? Why do you think this is? What role do self identity and expectations from ourselves and others play in the process of letting go of failure and becoming what God intends us to be “in spite” of failures? 

How does our self concept play a role in who easily God can use or not? Apply some of what we are learning to this response. 

[Solved] Assignment5 Writing Assignments

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[Solved] Assignment5 Writing Assignments

I have 5 assignments due by 12:00noon on Monday, August 28th.  Here’s a list of each assignment

5 writing assignments that require watching a video.  Should I submit them individually or can I send them as a package and pay for each one?

[Solved] Practice Creating Boolean Search

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[Solved] Practice Creating Boolean Search

You will use the Template for Search Strategy Assignment, which also includes a cover sheet in APA 7 format.  [You can refer to this paper format for future assignments.]  

The template asks you to select a topic and complete a search strategy table similar to the one in the Unit 1 Learning Resources.  After your table is complete, practice creating Boolean search statements. Boolean is new to many students; make your best effort and we’ll work together from there. 

The Unit 1 Discussion provides an opportunity to receive feedback on this much of the assignment before moving on. You are encouraged review replies to that topic and consider the feedback you and your peers may have received. 

In Unit 2, we practice using the UMGC Library. As you search the library, take time to experiment and play. Small changes to a Boolean search can have a big impact on the results. As you can see in the assignment, we will each capture and share images of our search results in the template.  

After this initial search process, we will refine our searches to narrow the results by using advanced search techniques or database limiters. After we capture images of our refined search results, the template asks us to find a relevant source from the open web. It also asks us to select one article to continue working with. We will learn to cite our sources using APA 7 format. Finally, the template asks why you chose the article you chose.     

The Unit 2 Discussion gives us an opportunity to share the sources we found and to receive feedback on the APA format before we submit our assignments for grading. Posting on-time (by Sunday night) in Unit 2 will ensure there is time to receive feedback and make changes before the assignment deadline.  

Please upload your completed template to the Search Strategy Assignment folder. Submit as a docx or pdf file. The Search Strategy assignment is due at the end of Unit 2, Tuesday, 11:59 pm ET.  

 Before submitting your assignment, ask yourself:

1) Have I narrowed my research topic to create an open-ended research question? 

2) Have I included snips or screen captures of my search results showing: 

          – My search as I entered it into the system 

          – The limiters on the left side of the screen 

          – The first few results 

3) Have I chosen a research article that aligns with my research question? Is it available for free in full-text? Does it contain clear references to outside sources? 

We will continue working with the articles we choose here in Unit 3, for the Article Analysis assignment. 

[Solved] Ted Talk Tedtalkclick Herelinks

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[Solved] Ted Talk Tedtalkclick Herelinks

Audio text video

THIS IS THE TITLE OF THE VIDEO:                                                                                                                                                                       Kris Alexander: How video games can level up the way you learn | TED Talk 

TedTalk

Click hereLinks to an external site. to watch the linked video. After you finish watching the video, record your own video summarizing the attached video, discuss why you agree or disagree with the speaker, and discuss an unique way in which you learn. Attach the video to this assignment.