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Copy of Learning Styles

Copy of Learning Styles

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Published by Baldeep Kaur

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Published by: Baldeep Kaur on Aug 12, 2012
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These observations are then (3) assimilated into a conceptual framework or related to other concepts in the learner’s past experience and knowledge from which implications for action can be derived.LEARNING CYCLE:  Adult learning specialist. David Kolb (1984). . has described     this learning process as a four-phase cycle in which the learner: (1) does something concrete or has a specific experience which provides a basis for (2) the learner’s observation and reflection on the experiences and their own response to it. and (4) tested and applied in different situations.

team or organization simply carries out the task assigned. .Kolb’s Learning Cycle            1. 3.REFLECTION: REFLECTIVE OBSERVATION : Involves stepping back from task involvement and reviewing what has been done and experienced. 4.PLANNING Enables taking the new understanding and translates it into predictions about what is likely to happen next or what actions should be taken to refine the way task is handled.CONCEPTUALISATION: Abstract conceptualization: Involves interpreting the events that have been noticed and understanding the relationships among them.EXPERIENCING: Concrete Experience/ immersing oneself in the “doing” of a task: Is the first stage in which individual.The engaged person is usually not reflecting on the task this time but carrying it out with intention. 2.

Experiencing Processing Applying Generalizing .

 One of your main functions as a training manager is to provide your jobholders with fresh experiences and then facilitate these opportunities to make sure they complete the cycle and gain maximum benefit from the opportunity. A good trg mgr makes a habit of helping the job holder to systematically think about past events. analyzing what was learned from them and anticipating what they could do differently. .

 1.The Theorists  4.The Pragmatists .The Reflectors  3.LEARNING STYLES:  Peter Honey and Alan Mumford have identified four Learning Styles that complements the stages of the Kolb’s model.The Activists  2.

 Training approach.problem solving. doing too much themselves and hogging the limelight. peer feedback and homework are helpful . They dislike having to listen to long lectures of how to do things or follow instructions.  They tend to learn best from relatively short activities that involve immediate involvement in active tasks. small gr. Discussions. They enjoy working with others but tend to dominate.THE ACTIVISTS: Active Experimentation  Activists enjoy here and now and are dominated by current experiences.

 They will prefer to take a back seat in the discussion and enjoy listening to other before making their own points. journals and brainstorming . They like to stand back and observe. being made to act as a leader or make a presentation. collect data and think things through & analyse things carefully before coming to any conclusions.2.THE REFLECTORS: Reflective Observation   Learners observe and reflect on their experience from different angles or viewpoints.  Training approach: logs. They dislike being forced into limelight.

They tend to be perfectionists and reject anything intuitive that does not fit with their logical approach. theory readings and .THE THEORISTS: Abstract conceptualization   Learner must be able to incorporate their observations into valid and rationally based theories.  They are similar to reflectors but place a greater emphasis on a need to place their learning in the context of a model or theory & feel uncomfortable if the activity is unstructured or presented in a disorganized way . papers. They like to work through situations step by step. They like to analyse and synthesise and produce models and systems which combine disparate facts and fit them into rational schemes.3. Case studies.  Training approach: Lecture.or where they are not intellectually stretched.

Peer feedback is helpful .They are interested in experimenting by applying new techniques. They like to get on with things and act quickly and confidently and have a tendency to opt for a first expedient solution. Activities should apply skills  Training approach: laboratories .4.  They need events where they are given the opportunity to try skills out and receive feedback on their effectiveness but will be turned off by purely theoretical learning.THE PRAGMATISTS: Concrete Experience  How can I apply this in practice? They involve themselves fully in new experiences . field work. They are the type of people who return from courses and want to try out the new ideas straight away.

.RECOGNISING DIFFERENT LEARNING STYLES  It is important if we are to develop ourselves and our staff in the workplace. that we are aware of the differences between people’s learning styles. It is also important that we are able to recognize our preferred learning style as that will probably affect the way we develop our staff.

obvious action without thinking Often takes unnecessary risks Tendency to do too much themselves and hog the limelight Rush into action without sufficient preparation Get bored with implementations/consolidation .ACTIVIST               Strengths: Flexible and open-minded Happy to be exposed to new situations Optimistic about anything new and unlikely to resist change Weaknesses: Tendency to take immediate.

they tend not to be too forthcoming and have little ‘small talk’ .REFLECTOR               Strengths: Careful Thorough and methodical Thoughtful Good at listening to others and assimilating information Rarely jumps to conclusions Weaknesses: Tendency to hold back from direct participation Slow to make up their mind and reach decisions Tendency to be too cautious and not take enough risks Not assertive.

and ‘musts’ . subjective or intuitive Full of ‘oughts’.THEORIST               Strengths: Logical thinkers Rational and objective Good at asking probing questions Disciplined approach Weaknesses: Restricted in lateral thinking Low tolerance for uncertainty. disorder and ambiguity Intolerant of anything.

task oriented.PRAGMATIST       Strengths: Keen to test things out in practice Practical. down-to-earth. gets straight to the point Technique oriented  Weaknesses:   Tendency to reject anything without obvious application  Not very interested in theory or basic principles  Tendency to seize on the first expedient solution to a problem  On balance. realistic Business-like. not people oriented   .

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