Importance of understanding learning styles when it comes to learning in organizations.

The learning style of an individual for lack of a better definition is the way he/she pays

attention to potential learning situations, the preferred method of gathering information used and

the way an individual internalizes, processes and interprets the gathered information for use at a

later point. People do not follow the same paths when it comes to learning, and this makes the

process of learning a complicated issue. The complexity of learning makes teaching a difficult

task, and this makes it hard for organizations to maximize the full benefits of training inside or

outside the workplace environment. Therefore, it remains vital for an organization to become

familiar with the different learning styles and techniques and how best to use them to obtain the

best results.

Research suggests that most learning comes as a natural process that occurs, especially in

situations where learning is not even the main intention (Warhurst, 2013). Learning can be

conceptualized as a process that follows acquisition while it can also be a process that entails

participation. Participation, as a concept in learning, means the individuals in question become

actively involved in the learning process, and this makes it easy for them to gain skills and

information when compared to learning as an acquisition process (Warhurst, 2013) . For this

reason, social learning can be beneficial to an organization because of the involvement it brings

from managers right down to employees who gain the opportunity to learn through interaction.

To further embrace social learning or group learning, companies (especially large companies)

can benefit from the use of Human Resource Development training schemes that have proven to

be effective in applying different learning style to improve employee learning (Hashim & Wok,

2013). Therefore, it is important to gain an understanding of the differential learning styles so as

to know how best to apply them because they play a crucial role when it comes to learning.
 References

Hashim, J., & Wok, S. (2013). Who benefits from training: big guy or small fry?. Development

and Learning in Organizations: An International Journal, 27(3), 14-17.

Warhurst, R. (2013). Hard times for HRD, lean times for learning? Workplace participatory

practices as enablers of learning. European Journal of Training and Development, 37(6),

508-526.