Unit-4

PRINCIPLES OF ADULT LEARNING &

LEARNING STYLES
SELF GENERATED LEARNING
EXPERIENTIAL LEARNING
MOTIVATION AND PERFORMANCE

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 DEFINITION: LEARNING IS…..
A change in behavior as a result of experience or
practice.
The acquisition of knowledge.
Knowledge gained through study.
To gain knowledge of, or skill in, something
through study, teaching, instruction or experience.
The process of gaining knowledge.
A process by which behavior is changed, shaped or
controlled.
The individual process of constructing
understanding based on experience from a wide
range of sources.
 LEARNING
“ A relatively permanent change in
knowledge or skill produced by
experience” – Weiss
Change is relatively permanent, but all
changes need not lead to improvement
in behavior. (bad habits)
“ Learning as relatively enduring change
in behavior brought about as a
consequence of experience” – Sanford
Adult learning or Andragogy is an art
and science of learning.
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 LEARNING
“Learning is a process by which a person
constructs knowledge, skills and capabilities.”

Learning is relatively enduring change in the

potential to engage in a particular behavior
resulting from experience with environmental
events specifically relate to that behavior.

“A change in behavior as a result of

experience. This can be physical and overt, or
it may involve complex intellectual or
attitudinal changes which affect behavior in
more subtle ways.” 4
 CHARACTERSTICS OF LEARNING
Learning is an individual process. All
learning is by experience. Learning
takes place in different forms and in
varying degrees of richness and depth.
Some experiences involve the whole
person while others may be based only on
hearing and memory.
Learning is multifaceted (verbal,
conceptual, perceptual, motor, problem –
solving, emotional etc…)
Learning is an active process
Learning is purposeful 5
KNOWLES’5 ASSUMPTIONS OF ADULT
LEARNERS
Self-concept :As a person matures
his/her self concept moves from one of
being a dependent personality toward
one of being a self-directed human
being
Adult Learner Experience:
As a person matures he/she
accumulates a growing reservoir of
experience that becomes an increasing
resource for learning

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 KNOWLES’5 ASSUMPTIONS OF ADULT
LEARNERS
Readiness to Learn :As a person matures
his/her readiness to learn becomes oriented
increasingly to the developmental tasks of his/her
social roles.
Orientation to Learning:As a person matures
his/her time perspective changes from one of
postponed application of knowledge to immediacy
of application, and accordingly his/her orientation
toward learning shifts from one of subject-
centeredness to one of problem centeredness.
Motivation to Learn:As a person matures the
motivation to learn is internal
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KNOWLES’ 4 PRINCIPLES OF ANDRAGOGY

Adults need to be involved in the planning

and evaluation of their instruction.
Experience (including mistakes) provides
the basis for the learning activities.
Adults are most interested in learning
subjects that have immediate relevance
and impact to their job or personal life.
Adult learning is problem-centered rather
than content-oriented. (Kearsley, 2010

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 Application of Andragogy in Personal
Computer Training
Knowles (1984) provide an example of applying andragogy
principles to the design of personal computer training:
There is a need to explain the reasons specific things are being
taught (e.g., certain commands, functions, operations, etc.)
Instruction should be task-oriented instead of memorization --
learning activities should be in the context of common tasks to
be performed by the others.
Instruction should take into account the wide range of different
backgrounds of learners; learning materials and activities
should allow for different levels/types of previous experience
with computers.
Since adults are self-directed, instruction should allow learners
to discover things and knowledge for themselves without
depending people, will be provided guidance and help when
mistakes are made. 9
CHARACTERISTICS OF ADULT LEARNERS

Self-directing
Experience becomes
foundation and resource
in learning
Readiness to learn
oriented to
developmental tasks of
social roles
Need to see immediate
application of knowledge
Internal motivators
 PRINCIPLES OF ADULT LEARNING
Adults must want to learn.
Adults learn only what they feel they need to
learn.
Adults learn by doing. Provide learners
opportunities to actively participate in learning.
Adults learn by solving practical problems.
Adults learn through the application of past
experiences.
Adults learn in an informal environment
Adults learn best through a variety of training
methods
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9 PRINCIPLES OF ADULT LEARNING
R Recency
A Appropriateness
M Motivation
P Primacy (of greater importance)
2 2 – way communication
F Feedback
A Active Learning
M Multi-sense learning
E Exercise
 Learning Process

Idea/Concept

Evaluate & Evolve Discuss & Challenge

Revise / Apply
New knowledge must be related to, and integrated with, old
knowledge. Provide feedback and challenge content during
training. Assist trainees in integrating the new information
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with past experience.
 TYPES OF LEARNING
Training covers three distinct
areas:
Attitude
Skills
Knowledge
An effective trainer/ facilitator must
implement one, two, or all three of the
areas, depending upon what behavioral
or performance improvements trainees
need to achieve.
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 ATTITUDE
A change of attitude is necessary to
improve productivity.
 Are customer service representatives
rude to customers?
 Is a receptionist not lending sufficient
support because of an attitude
problem?

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 KNOWLEDGE
It is the foundation for performance
improvement, yet adult learners
sometimes resist this type of
training.(suitable for building concepts,
facts, procedures and policies etc.

Knowledge provided should fit the

needs of adult learner in order to
improve the performance.

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 SKILLS
Skills training usually involves
demonstration, practice and feedback
etc.
Skill plays a key role in performance.

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 TYPES OF LEARNING

Attitude

Knowledge Skills

Performance

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ATTRIBUTES OF LEARNING PROCESS IN
TRAINING
Learning is an evolutionary process-
Trainer provides guidance & direction.
Learning is a product of collaboration
between participant-Active functional
bond between trainer and participant is
essential. Both should have the unity of
purpose.
Learning process is unique to each
individual- It depends upon level of
intrinsic motivation , perception of
participants and available environment.
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 ATTRIBUTES OF LEARNING PROCESS IN
TRAINING
Learning takes place at sub-conscious
level-most of the learning takes place at
the conscious level, a significant part occurs
at subconscious level.
Learning has Intellectual & Emotional
elements- learning is not merely a
cognitive process.
Learning does not progress at a
uniform pace- there are high & lows in
individual learning, depending on personal
& environmental factor at a given point of
time. 21
DISTINGUISHING FEATURES OF ADULT
LEARNERS

Owners of unique personal

experience
More concerned with short term
application of training
Capable & willing to take greater
responsibility for their learning
Possess the ability to visualize real
life situations
Have a well defined self image

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FACTORS INFLUENCING THE LEARNING
PROCESS

Personal

Environmental

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PERSONAL FACTORS INFLUENCING THE
LEARNING PROCESS
Desire for personal development
Incentives for learning
Consistency between personal &
program objectives
Self Image & level of self esteem
Situation in the organization
Sponsorship
Previous training experiences
Learning styles & skills
Personal Problems

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 ENVIRONMENTAL FACTORS
INFLUENCING THE LEARNING PROCESS

Program Contents
Training strategies, Methods &
Techniques
Training team
General Learning Environment
Relationship with other members
of group & trainers
Composition of the training group

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PARTICIPANTS’ LEARNING STYLES

Preference for certain type of

training activities
Willingness to put in extra efforts
for learning
Degree of dependence on the
trainer

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 LEARNING STYLES

Learning Style Preference for Information Acquisition

Visual / Verbal Prefers to read information

Visual / Uses graphics or diagrams to

Nonverbal represent information

Auditory / Verbal Prefers to listen to information

Tactile / Prefers physical hands-on

Kinesthetic experiences
 VISUAL / VERBAL LEARNERS

learn best when information is presented

visually and in a written form
prefer instructors who use visual aids in a
traditional classroom setting (i.e. black board
or PowerPoint presentation) to list the
essential points of a lecture
benefit from information obtained from
textbooks and class notes
like to study by themselves in quiet
environments
visualize information in their "minds' eye" in
order to remember something
 VISUAL / NONVERBAL LEARNERS
learn best when information is presented visually
and in a picture or design format
benefit from instructors who supplement their
lectures with materials such as film, video, maps,
and diagrams, in a traditional classroom setting
relate well to information obtained from images
and charts in textbooks
tend prefer to work alone in quiet environments
visualize an image of something in their mind
when trying to remember it
may also be artistic and enjoy visual art and
design
 AUDITORY / VERBAL LEARNERS
learn best when information is presented
through auditory channels
benefit from listening to lecture and
participating in group discussions in a traditional
classroom setting
benefit from obtaining information from audio
sources
when trying to remember something, they often
repeat it out loud and can mentally "hear" the
way the information was explained to them
learn best when interacting with others in a
listening/speaking activity
TACTILE/ KINESTHETIC LEARNERS

learn best when doing a physical "hands-on"

activity
prefer to learn new materials in a lab setting
where they can touch and manipulate
materials
learn best in physically active situations
benefit from instructors who use in-class
demonstrations, hands-on learning
experiences, and fieldwork outside the
classroom
HOLISTIC APPROACH OF LEARNING
It integrates both formal and informal
elements, to make sure that real learning
takes place and sticks.
70/20/10 Formula: 70% of learning
and development takes place from real
life and on-the-job experience. 20%
comes from feedback and observation
and working with role models. Only 10%
of learning and development comes from
formal training.

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 SELF GENERATED LEARNING
EXPERIENTIAL LEARNING
Self-Directed and Self-Generated
Learning : Programming, Technical
Problems Handling, Driving
Experiential Learning: The process
whereby knowledge is created through
the transformation of experience.
Knowledge results from the
combination of grasping and
transforming experience. Eg. Learning
from your workplace

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 METHODS OF INSTRUCTION
Telling
• 70% recall 3 hrs
• 10% recall 3 days

Showing
• 72% recall 3 hrs
• 20% recall 3 days

Show & Tell

• 85% recall 3 hrs
• 65% recall 3 days
 YOUR ROLE AS TRAINERS

Resource Person
Provides materials and information to the
participants

Role Model
Models influence behavior and values

Co-Learner
Learns along side the participants
Mutually plans the learning goals
 EFFECTIVE FACILITATION

Establish a comfortable
learning environment

Develop and manage

participation

Deliver a clear and

concise message

Obtain feedback
 REFERENCES
Personal Growth and Training &
Development - Madhurima Lall &
Sheetal Sharma
Training & Development-Dr.
Jankiram
Training & Development- R. K.
Sahu