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Sensemaking or sense-making is the process by which people give meaning to their collective experiences. It has been defined as "the ongoing retrospective development of plausible images that rationalize what people are doing" (Weick, Sutcliffe, & Obstfeld, 2005, p. 409).
In this sense-making, Weick pays attention to questions of ambiguity and uncertainty, known as equivocality in organizational research that adopts information processing theory. Because the definition of equivocality is uncertainty, Weick's study in sensemaking is an effort to reduce multiple interpretations.
Goal-setting activities including the setting of both performance and learning goals have been associated with both increased performance and completion rates for MOOC participants. Students who completed a goal setting writing activity at the start of a course achieved more over a longer period of time than those who did not set goals. [43]
Organizational sensemaking contrasts with organizational interpretation. When an organization interprets information, there is already a frame of reference in place and this is enough information for an organization to change course. Sensemaking occurs, however, when no initial frame of reference exists and no obvious connection presents itself.
Sketch of the Cynefin framework, by Edwin Stoop. The Cynefin framework (/ k ə ˈ n ɛ v ɪ n / kuh-NEV-in) [1] is a conceptual framework used to aid decision-making. [2] Created in 1999 by Dave Snowden when he worked for IBM Global Services, it has been described as a "sense-making device".
Accordingly, sensemaking and situational awareness are viewed as working concepts that enable researchers to investigate and improve the interaction between people and information technology. This perspective emphasizes that humans play a significant role in adapting and responding to unexpected or unknown situations, as well as recognized ...
By the end of the 1970s, the term "meaning-making" was used with increasing frequency. [10] The term came to be used often in constructivist learning theory which posits that knowledge is something that is actively created by people as they experience new things and integrate new information with their current knowledge. [4]
Personal development planning is the process of creating an action plan for current and future based on awareness, values, reflection, goal-setting and investment in personal development within the context of a career, education, relationship, and self-improvement. [1]