Transcript Training for Organizations

Training for Organizations
Learning Theory
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Opening Exercise: Draw a picture
of an individual you anticipate
participating in your class
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Which picture depicts your learners?
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What is Learning?
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Define!
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Adult Education: Assumptions
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Learning is not its own reward
Adult learning is integrative
Value adjustments must be considered
Adult learners want control
Practice must be meaningful
Adults like to learn at their own pace
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Trainers’ Perception of
Learners
All learners are like you
 Learners know how they learn
 You can easily figure out how learners
learn
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Elliott Masie THE COMPUTER TRAINING
HANDBOOK (1995) Lakewood Books, pp. 51-52
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Teaching Styles
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Andragogy
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“andra” means “man, adult”
Pedagogy
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“peda” means “child”
“ago” means “leading”
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Learning Styles
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The Kolb Learning Style Inventory
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Converger
Diverger
Assimilator
Accomodator
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Masie’s Thinking Styles
People think in four fundamentally
different ways
 Most are capable of using all four kinds
of thinking, and do so at different
times/tasks
 Most prefer one style/use it often
 Learning is often stressful
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Masie’s “Stereotypes”
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Reflective thinkers
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Conceptual thinkers
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what is the whole picture?
Practical thinkers
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why?
what’s in it for me?
Creative thinkers
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what if?
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Behavioral Approach
Observable behavior confirms that
learning has taken place
 The environment shapes the behavior
of the learner
 Time between behavior and
reinforcement is crucial
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Behaviorists
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Edward L. Thorndike
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S-R Theory
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law of effect, exercise, readiness
Ivan Pavlov
 B. F. Skinner
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operant conditioning
Frederick Taylor
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applications
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Writing Learning Objectives
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Domains:
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cognitive
affective
psychomotor
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Bloom’s Taxonomy
Knowledge
 Comprehension
 Application
 Analysis
 Synthesis
 Evaluation
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Who is Robert Mager?
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GATA
G= GIVEN (CONDITIONS)
 A= ACTION (PERFORMANCE)
 T= TIME (CRITERIA)
 A= ACCURACY (CRITERIA)
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Cognitive Science
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Remembering and Problem Solving
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Organizational facilitates recall
Complex processes operate on an asneeded basis
Schema can be formulated
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Workplace Motivation
A Humanist Approach
 Maslow’s Hierarchy of Needs
 Herzberg’s Two-Factor Theory
 Rotter’s Locus of Control
 Rogers’ Learner-Centered Approach
 McGregor’s Theory X and Y
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A Humanist Approach
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People are inherently good and free to
act.
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Maslow’s Hierarchy of Needs
Self actualization
Ego/status needs
Belonging needs
Safety/security needs
Basic physiological needs
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Rotter’s Locus of Control
Within a social context, your personality
impacts your learning style and
orientation.
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Internal Locus of Control
External Locus of Control
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Rogers’ Learner-Centered
Approach
Personalized learning can lead to growth:
 personal involvement of the learner
 self-initiated activity
 activity effects behavior change
 learner-evaluated and assessed
 learning takes on permanent meaning
for the learner
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McGregor
Theory X worker
 dislikes work
 must be coerced to
work
 prefers to be
directed
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Theory Y worker
 likes to work
 will exercise selfdirection
 seeks responsibility
Training for Organizations
In conclusion
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Identify the last time you set out to
learn something new.
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What motivated you to learn?
What learning orientation described your
effort?
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Any questions?
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