EDU102MTH

Notes #3

7 characteristics of 21st century learning

1) Knowledge-oriented: Most basic and most important aspect of learning.

Whatever you learn, it must be for the sake of enhancing your knowledge and
not to meet the immediate goals. For instance, if you study something just for
the sake of an exam, you will forget all essential things the subject taught you
once you are done with the exam. Therefore, learn (in whatever century you
happen to be) for the sake of acquiring the knowledge.

2) Technology-driven: How can one think of surviving in this era without

technology. Whether you like the scary new devices which are launched into
the market at the drop of a hat or not, you must surely learn to accept the
good things it has to offer. Update yourself about the technology trends and
learn various things about utilizing the numerous gadgets to make learning a
fun activity.

3)Relevancy: The things you learn must be relevant while you are focusing on
that particular subject. This will help in linking facts and logical ideas together.

4) Interdependency: Relevancy leads to interdependency of knowledge. This

will help you store data in your mind in the proper order. You can access your
knowledge bank at any time with ease.

5) Adaptable data: The data you acquire must be versatile. You should be
able to apply the knowledge wherever required and benefit yourself.

6) Rich-in-data information: The information given to you from your teachers

or parents or others must be data-rich. Half knowledge will not help. Complete
understanding of things is necessary.

7) Diverse form of learning: The process of learning must happen in all

directions. In the sense, you must be learning via various forms of media,
assessment or instructional strategies. A collaborative approach must be
followed in terms of using technology, source of data etc.

Principles of Learning

Learning principles are guidelines for the ways in which people learn most
effectively. The more these principles are reflected in training, the more
effective training is likely to be.

Research suggests that they apply equally to domestic and international

situations. These are the basic principles or conditions that facilitate learning.
Learning is a change in behavior as a result of experience. All living is
learning.
Learning can be defined as a relatively permanent change in behavior
potentiality that results from reinforced practice or experience.

5 principles of learning are:

1. Participation
2. Repetition
3. Relevance
4. Transference
5. Feedback

1. Participation

Learning should permit and encourage active participation of the learner.

Participation improves motivation and apparently engages more senses that
reinforce the learning process. As a result of participation, people learn more
quickly and retain that learning longer.

For example, most people never forget how to ride a bicycle because they
actively participated in the learning process.

The learning activities should be experiential rather than just informational.

Therefore, the trainers should arrange the physical surroundings to facilitate

small group interaction and promote the sharing of ideas.

2. Repetition

An important principle of the learning is to provide the learner with the

opportunity for practice and repetition. To gain the full benefit of
training learned behaviors must be overlearned to ensure smooth
performance and minimum of forgetting at a later date.

Proficiency in learning and retaining new skills is improved when individuals

visualize themselves performing the new behavior.

3. Relevance

Learning is helped when the material to be learned is meaningful. The

learning should be problem-centered rather than content centered.

People are motivated to learn when training is immediately relevant to help

them solve a current problem. Learning something just because someone
says “it is important” is not as motivating.

4. Transference

Because the training occurs in a special environment, an important question

to ask is whether learning will transfer to the actual job situation.
Transfer of training occurs when trainees can apply the knowledge and skills
learned in training course to their jobs. If the learning in one setting does not
transfer to the actual job situation, the training has failed.

Three transfers training situations are possible

(1) Positive transfer of training when the training activities enhance

performance in the new situation;
(2) negative transfer of training, when the training activities inhibit
performance in a new situation; and
(3) no observable effect of training.

5. Feedback

Feedback gives learners information on their progress. Performance feedback

is a necessary prerequisite for learning. Feedback improves performance not
only by helping learners correct their mistakes but also by providing
reinforcement for learning.

Knowledge of results is a positive reinforcement itself. Learning activities have

more intrinsic interest if the feedback is available.

Nevertheless, performance feedback should do more than inform learners

whether they were right or wrong.

Merely informing the trainees that they were wrong is not as effective as
telling them why they were wrong and how they can avoid making mistakes in
the future. In general, knowledge of results is an essential feature of learning,
and this knowledge comes after the learner’s response.