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Development & Impact Of Laboratory Learning

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Discuss about the Organisational Development And The Impact Of Laboratory Learning.



The development of organisations depends on the employee empowerment and interpersonal interventions, and this has allowed laboratory learning for the employees who are working there. The laboratory learning can be termed as a kind of strategic learning, which allows the employees to obtain relevant skills and knowledge and become experienced to perform to their potential within the organisational workplace. The development of organisations is based on the actual laboratory learning procedures pursued by the workers for enhancing their level of knowledge and expertise and ensure that positive outcomes are derived, thereby resulting in improving the organisation's productivity and performance largely (Basadur, Basadur & Licin, 2012).  The report revolves around the concept of organisational development and how these essential aspects of learning have played a vital role have been expressed here as well.

Laboratory learning

The science learning goals of the laboratory experiences are beneficial for improving the knowledge and skills of subject matter and develop scientific reasoning abilities for determining the complexities and ambiguities regarding empirical work. It would also help the employees to enhance their practical skills and understand the various components and functioning activities within the organisation. The concept of laboratory learning not only enhances the practical skills but also allows the employees to improve their abilities to work in coordination and as a team for enhancing the production level with ease and effectiveness (Cummings & Worley, 2014). The laboratory learning is also essential for enabling the employees to reach the goals and objectives of the organisation properly and furthermore design the goals with knowledge of clear outcomes that may be generated. The laboratory learning integrates the learning of science content and process and also manages a proper flow of science instruction for accomplishing the desired objectives of the organisation and maintains good productivity. The computer based evaluation and representations of workflow from the laboratory learning further simulate the natural phenomena and create effective databases where data and information are kept secure (Engbers et al., 2013). 

The laboratory learning makes individuals working within the organization to improve their knowledge regarding scientific facts and concepts and organise those according to the organisational disciplines. It also promotes the abilities of workers to identify questions and create ideas that can guide them in the right direction towards accomplishment of corporate objectives and goals with ease and effectiveness. The organisation's development is only possible when the performances of workers improve, and they perform to their potential (Ghorbanhosseini, 2013). The improvement of organisational efficiency is made by developing team working skills, which is possible through laboratory learning as well. The development and growth of organisations are subjected to changes and this focus on the humanistic values of people working there and the organisation itself. There are many individuals associated with the organisation and are actively engaged in developing various new theories and concepts to systematic analysis, which is useful for ensuring organisational development too (Kolb, 2014). 


Various components are considered during the laboratory training provided to the individuals and have been included in this report. The methodology of evaluation, development of theories, different kinds of learning that the laboratory procedures use, factors influencing the learning of individuals within laboratories (Nikolic, 2014). The methodology of evaluation identifies the various issues that are related to the organisation's development such as the objectives of the efforts put for developing the organization, initial states of the learning individual, initial stages of the organisation and how can the change happen within the organisation. The development of theories such as existential learning theory can be used to integrate the various findings of the empirical study and include the developmental spiral for enhancing the quality of cognition, improve clarity of identity and self-esteem for allowing the individuals to gather relevant experiences for managing growth and development of the organization (Nikolic et al., 2015). 

The laboratory training produces other learning approaches too for ensuring the changes like training and mentoring sessions for improving the capabilities of individuals to work within the company with ease and furthermore ensure faster growth and development of organisation as a whole too. There are evidences, which showed that the training sessions provided to individuals act as a progressive approach to enhance people's capabilities and enable increasing the motivation for better performances (Read et al., 2012). This would result in substantial changes and improvements in job performances as well as allow them to identify critical issues and resolve those properly easily. The laboratory learning activities strengthen and sharpen the abilities of individuals and create a sense of openness, respect, awareness among individuals, resolve cultural barriers and differences. This easily derives the operational skills from individuals, which can help in enhancing the business operations' efficiency within the organization (Basadur, Basadur & Licina, 2012).

The cognitive style allows the combining both managerial participants and union to show their differential shifts and uses a concrete approach towards the influential expressive modes of generating thoughts and feelings. This could help the workers of the organisation to view the working environment more humanly and with a less impersonal approach for identifying work problems and develop a connection to meet the interpersonal needs as well (Cummings & Worley, 2014). The laboratory learning has led to the empowerment of employees by developing interpersonal interventions according to the improvement of organisational efficacy and make individuals more capable of getting involved in discussion perspective, remain motivated and gather competence skills. This creates high potential of workers and allows them to create effective methods for influencing managerial behaviour too. The laboratory learning is provided to individuals for making them aware of their personal behaviours and how can it affect each other. It creates a sense of awareness and increases potential for one person’s impact on others (Engbers et al., 2013). This can make them recognise themselves, understand their roles and responsibilities and obtain others' responses for getting back to their work with ease.

 The Johari window model is a useful tool for developing interpersonal communication among individuals, and the various concepts of this model can be integrated with laboratory learning for understanding the behaviours and its effects on others within the organisation. Communication is an essential element within the organisation for improving its productivity (Ghorbanhosseini, 2013). The laboratory learning has simulated the various actions undertaken by individuals and enabled them to make an evaluation and give reaction to others for doing certain experimentations, gathering learning experiences, assess the cause and effect in interpersonal communication (Kolb, 2014).


The topic discussed the various concepts of laboratory learning and its importance in ensuring the growth and development of organisation effectively. Organizational development is possible through enhancement of personal communication, understanding each other’s behaviours, considering each other's opinions and these are possible through laboratory learning. The laboratory learning manages proper employee empowerment and interpersonal interventions, which influences managerial behaviours as well as motivates the workers of the organisation and allow them to perform to their potential. The laboratory learning can also result in various changes and improvements within the organisation and make individuals working there gather enough skills to work with commitment and dedication and bring our desired positive outcomes. This would enhance the production level of organisation and ensure growth and development within quick time, thereby improving the business operations' effectiveness too.



Basadur, M., Basadur, T., & Licina, G. (2012). Organizational development. Handbook of organizational creativity, 667-703.

Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage learning.

Engbers, R., de Caluwé, L. I., Stuyt, P. M., Fluit, C. R., & Bolhuis, S. (2013). Towards organizational development for sustainable high-quality medical teaching. Perspectives on medical education, 2(1), 28-40.

Ghorbanhosseini, M. (2013). The effect of organizational culture, teamwork and organizational development on organizational commitment: The mediating role of human capital. Tehni?ki vjesnik, 20(6), 1019-1025.

Kolb, D. A. (2014). Experiential learning: Experience as the source of learning and development. FT press.

Nikolic, S. (2014, December). Training laboratory: Using online resources to enhance the laboratory learning experience. In Teaching, Assessment and Learning (TALE), 2014 International Conference on (pp. 51-54). IEEE.

Nikolic, S., Vial, P. J., Ros, M., Stirling, D., & Ritz, C. (2015). Improving the laboratory learning experience: a process to train and manage teaching assistants. IEEE Transactions on Education, 58(2), 130-139.

Read, J. R., Buntine, M. A., Crisp, G. T., Barrie, S. C., George, A. V., Kable, S. H., ... & Jamie, I. M. (2012, October). The ACELL project: Student participation, professional development, and improving laboratory learning. In Proceedings of The Australian Conference on Science and Mathematics Education (formerly UniServe Science Conference).

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