Foundation Degree in Business Victoria Hadfield How we learn Foundation Degree in Business Victoria Hadfield

Types of Learning Instrumental Learning Cognitive Learning Learning how to do the job better once you know the basics Cognitive Learning Gaining knowledge and understanding by absorbing information Affective Learning Based on development of attitudes or feelings rather than knowledge Self-Reflective Learning Encourage learners to think for themselves, new patterns of understanding, thinking and behaving

Learning Process Individuals learn for themselves and others Through team membership, interaction with peers and managers and others Learn by doing and by instruction People learn in different ways Motivation has a large part to play

Learning Theories Reinforcement – “Conditioning” Cognitive learning – Gaining knowledge by absorbing principles, concepts and facts then internalising it. - People as “powerful information-processing machines” Experiential Learning – Doing and reflecting – people are “active agents of their own learning” Social learning – Social interaction – necessary for effective learning

Learning Styles Two most prevalent classifications from KOLB (1964) - US favourite Honey and Mumford (2000) – UK favourite

KOLB 1984

David Kolb's Experiential Learning: Experience as the source of learning and development (1984) theorized that four combinations of perceiving and processing determine four learning styles that make up a learning cycle. According to Kolb, the learning cycle involves four processes that must be present for learning to occur: Diverging (concrete, reflective) - Emphasizes the innovative and imaginative approach to doing things. Views concrete situations from many perspectives and adapts by observation rather than by action. Interested in people and tends to be feeling-oriented. Likes such activities as cooperative groups and brainstorming. Assimilating (abstract, reflective) - Pulls a number of different observations and thoughts into an integrated whole. Likes to reason inductively and create models and theories. Likes to design projects and experiments. Converging (abstract, active)- Emphasizes the practical application of ideas and solving problems. Likes decision-making, problem-solving, and the practicable application of ideas. Prefers technical problems over interpersonal issues. Accommodating (concrete, active) - Uses trial and error rather than thought and reflection. Good at adapting to changing circumstances; solves problems in an intuitive, trial-and-error manner, such as discovery learning. Also tends to be at ease with people.

Honey and Mumford Derived their research from KOLB but simplified the language: They also say that learning preferences depend on situation and level of experience so they move between the four modes of learning rather than being locked into just one KOLB Honey & Mumford Diverger Reflector Assimilator Theorist Converger Pragmatist Accommodator Activist

LEARNING STYLES QUESTIONNAIRE On your own – have a go at the Honey and Mumford Questionnaire

Reflectors Prefer to learn from activities that allow them to watch, think and review – they like to have time to think things over. They like journals, brainstorming and lectures with expert explanations and analysis Theorists Prefer to think about problems step-by-step. They like lectures, analogies, systems, case studies, models and readings. They would avoid talking with experts . Pragmatists Prefer to apply new learning to practice to see if it works. They like laboratories, field work and observations. They like feedback, coaching and good links between the task and a problem Activists Prefer the challenge of new experience, involvement with others, assimilations and role playing. They like anything new, problem solving and small group discussions