Learning Theories
Learning Theories
Learning Theories
Objectives
Understand concepts like Pedagogy & Andragogy Get insight on issues of adult learning Get acquainted with Learning theories Understanding learning process Learn to associate effective learning leading to motivation and performance improvement.
To Learn means..
Gain knowledge , comprehension or mastery through experience or study. To fix in mind or memorize Acquire through experience. To find out or become informed off.
Definition of Learning
Learning is the modification of behavior through experience and activities but not through maturation, emotions, motivations, fatigue, drugs etc.
Environment
Motivational factors
Introduction
Learning is basic objective of T&D activities. Two conditions necessary for learning to occur:
1. opportunities for trainees to practice 2. meaningful content
Introduction
Understanding learning outcomes is crucial
they influence the characteristics of the training environment that are necessary for learning to occur
The design of the training program is also important for learning to occur
What Is Learning?
Learning is a relatively permanent change in human capabilities that is not a result of growth processes. These capabilities are related to specific learning outcomes.
Learning Outcomes
Verbal information
Includes names or labels, facts, and bodies of knowledge Includes specialized knowledge employees need in their jobs
Intellectual skills
Include concepts and rules Capabilities customized to suit requirements of situation These are critical to solve problems, serve customers, and create products
Learning Outcomes
Motor skills
Include coordination of physical movements
Attitudes
Combination of beliefs and feeling that pre-dispose a person to behave a certain way Important work-related attitudes include job satisfaction, commitment to the organization, and job involvement
Learning Outcomes
Cognitive strategies
Strategic knowledge. Regulate the process of learning They relate to the learners decision regarding:
what information to attend to (i.e., pay attention to) how to remember how to solve problems
Creativity and algorithm generation for unsolved problems or unstructured situations for which readymade solutions are not known.
Principles of Learning
Concept of association paring two relevant variables , phenomenon or cognitions together, where thinking about one evokes thoughts about others.
Contiguity
Refers to an object ie experienced together with another
Law of effect
Behaviors with pleasurable consequences are likely to be repeated
Practice
Repeating learned event
Andragogy
Means adults teaching adults. Trainers serves as a catalyst / facilitator for the learners activities.
Pedagogy vs . Andragogy
Characteristics Pedagogy Structure Atmosphere
Based on aging process Rigid format Rules /procedure bound Authority oriented Formal , Competitive- win / loose Teacher dominant High task-low relationship Controlling Does not value experience Assumes students immaturity & dependency
Andragogy
Flexible, open, broad Responsive Interdisciplinary Relaxed, trusting, mutually respectful, Informal, warm, collaborative, supportive, win-win Innovative, creative, high task, high relationship, Interdependent , mature, relationship. Mentoring, modelling, experimental, high risk
Leadership
Pedagogy vs . Andragogy
Characteristics Planning Motivation Communication Evaluation Pedagogy
Administration and teacher External rewards & punishment One way downward Transmittal techniques Feelings repressed Teacher, norm referenced grades, subjective
Andragogy
Administration , student and teacher Internal incentives, self directed, learning contracts Two way mutually respectful. Feelings expressed. Supportive Criterion based, objective & subjective. Standards chosen by peers, students and teachers.
Assumptions in Andragogy
Learners need to know Learners self-concept Role of learners experience Trainees readiness to learn Trainees orientation to learning Trainees motivation to learn
Learning Theories
Reinforcement Theory Social Learning Theory
Goal Theories
Need Theories
Reinforcement Theory
Reinforcement Theory
Emphasizes that people are motivated to perform or avoid certain behaviors because of past outcomes that have resulted from those behaviors
Positive reinforcement Negative Reinforcement Extinction Punishment
Reinforcement Theory (2 of 2)
From a training perspective, it suggests that for learners to acquire knowledge, change behavior, or modify skills, the trainer needs to identify what outcomes the learner finds most positive (and negative) Trainers then need to link these outcomes to learners acquiring knowledge, skills, or changing behaviors
Schedules of Reinforcement
Interval Schedules
Ratio Schedules Fixed-ratio schedule leads to rapid learning Continuous reinforcement .. Leads to rapid learning with extremity Variable-ratio schedule lesser speed of learning
Attention
Retention
Motor Reproduction
Motivational Processes
Reinforcement
Goal Theory
Goal Theories
Goal Orientation
Chapter 1
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Goal Orientation (1 of 3)
Goal orientation refers to the goals held by a trainee in a learning situation
Mastery orientation: relates to trying to increase ability or competence in a task Performance orientation: refers to a focus of learners on task performance and how they compare to others
Goal Orientation (2 of 3)
Goal orientation affects the amount of effort a trainee will expend in learning (motivation to learn) Learners with a high mastery orientation
direct greater attention to the task learn for the sake of learning
Goal Orientation (3 of 3)
Learners with a high performance orientation direct more attention to performing well
devote less effort to learning
Trainees with a learning orientation exert greater effort to learn and use more complex learning strategies than trainees with a performance orientation
Needs Theory
Need Theories
Help explain the value that a person places on certain outcomes Suggest that to motivate learning:
trainers should identify trainees needs, and communicate how training program content relates to fulfilling these needs
If the basic needs of trainees are not met, they are unlikely to be motivated to learn
Expectancy Theory
Expectancy Theory
Expectancy theory suggests that a persons behavior is based on three factors:
expectancy instrumentality valance
Expectancy Theory
Expectancy theory suggests that learning is most likely to occur when employees believe:
They can learn the content of the program (expectancy) Learning is linked to outcomes such as better job performance, a salary increase, or peer recognition (instrumentality) Employees value these outcomes
Expectancy
Instrumentality
Valance
X
Effort Performance
Performance
Outcome
Value of Outcome
= Effort
Does Trainee Have Ability to Learn? Does Trainee Believe He Can Learn?
Response Generator
Examples
Introduction:
Unisys Corporation, Pennsylvania, helps business and governments apply IT to achieve new levels of competitiveness and success.
Approach
Emphasizes training , feedback, coaching, and practice in its training programs, which include instructor-led, online, and blended learning.
Examples
Introduction:
Exelon Energy Delivery , based in Chicago, is energy distribution companies that bring electrical power to homes and industry.
Approach
Training program is designed to train employees in all aspects of electrician job.
Examples
Introduction:
Toshiba America Group specializes in advance electronics and is recognized leader in products that enhance the home, the office and the industry and health care environment.
Training Program:
Mobile flexible training program was developed to train new dealers who had no experience with companys products. Had a blended approach with work-based and classroom learning sessions. Delivering information in multiple ways engages the learners and aids in retention.
Generalizing
LEARNING
Working Storage
Retrieval
Semantic Encoding
Boundaryless Organization Employee Branding Selection Knowledge Boundaryless Organization Broadbanding Job Sharing Recruitment Employee Branding Skills Outplacement Knowledge
Outplacement
Skills
Learning Process
Expectancy: Informing learner of the lesson objective Perception : Presenting stimuli with distinctive features Working stage : Limiting the amount to be learned Semantic Encoding : Providing learning guidance
Learning Process
Long-term Storage : Elaborating the amount to be learned. Retrieval : Providing clues that are used in recall. Generalizing : Enhancing retention and learning transfer Gratifying : Providing feedback about performance correctness
Concrete exp.
Work Problem
Learning Cycle
Abstract Conceptualization
Learning Cycle
Hence to the construction of ways of modifying the next occurrence of the experience (Active Experimentation), leading in turn to the next Concrete Experience. This cycle repeats or over days, weeks or months, depending on the topic
Lewins Cycle
Converger
Abstract conceptualization Active experimentation
Assimilator
Abstract conceptualization Reflective observation
Accommodator
Concrete experience Active experimentation
Learning Styles
Ways and preferences of learning in a particular way is called learning style People pick up this styles based on :
Beliefs Values Attitudes Cultural factors
Learning Styles
Diverger : Is good at generating ideas, seeing a situation from multiple perspectives, and being aware of meaning and value. Assimilator : is good at inductive reasoning, creating theoretical models, and combining disparate observations into an integrated explanation.
Learning Styles
Converger: Is good at decisiveness, practical application of ideas, and hypothetical deductive reasoning. Accommodator : Is good at implementing decisions , carrying out plans, and getting involved in new experiences.
Matrix Model
Virtual Model
Director of Training Safety Training Quality Training Technology and Computer Systems Leadership Development Sales Training
Business Functions
Sales Training
Quality Training
Safety Training
Marketing
Business Functions
Inconsistent Use of Common Training Practices Best Training Practices Not Shared Training Not Integrated or Coordinated
Align Training with Business Needs Integrate Training Initiatives Effectively Utilize New Training Methods and Technology
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