2.2. Learning Theories

AOE 2. Instructional Design; 2.2. Learning TheoriesLearning Objectives for Section 2.2.: Summarize the role adult learning theories play in the design of learning solutions Discuss Abraham Maslow’s Hierarchy of NeedsDiscuss Malcom Knowles’ concept of andragogy and its importance to instructional designExplain the difference between teaching and facilitating learningDescribe the individual characteristics of learning, including the roles that motivation, goals, experience, and culture play.Define the various theories of learning and memory, including behaviorism, cognitivism, and constructivism.Describe the concept of the learning brain model and how it relates to adult learningList six external and environmental influences that affect an adult’s ability to learnExplain Howard Gardner’s concept of multiple intelligence theoryThe Role of Adult Learning Theories in Instructional DesignLearning theories explain why some training techniques may work better than others; and this helps talent development professionals design effective learning solutions. Trainers help improve performance by facilitating learning in a traditional or virtual classroom, one-on-one, or on-the-job in an organization. Knowledge of adult learning theories help talent development professionals to:Consider the learning strategies, tactics, experiences, and learning environments that support the theoriesRelate the design of materials to the differences in the ways adults learnExplain why training is designed as it isAssess designs to ensure that it meets the needs of learnersOutline how learning theory influences knowledge acquisition, retention, and application of information.Theories of Learning and Memory:This is the HOW learners internalize information and identifies ways to increase the successful transfer of learning for retention. Essentially it will be to understand how humans access, treat, and retrieve information with these three classic learning theories:Behaviorism: concerned with the relationship between stimuli and response to predict and control behavior; advantages:Establishes objectives that are clear and unmistakableEnsures behavioral practice, not just theoryWorks best for helping learners to acquire behavioral skillsIs highly specificIs observable (learners know when they have succeeded)Cognitivism: focuses on what is happening to the learning internally; trying to “understand understanding” specifically how people perceive, think, remember, learn, solve problems, and attend to one stimulus over another; advantages:Treats people as adultsFocuses on thinking skillsEmphasizes foundational knowledge Builds a base of information, concepts, and rulesProvides the rationale upon which action is basedConstructivism: the focus is on how learners internalize what they learn; advantages:Is discovery orientCenters on learner understandingBuilds learner understanding with real-world relevanceAllows for differences in learner backgrounds and experiencesHas facilitators guide learners through the learning processREAD MORE: Epistemology and theories of learning; Objectivism and behaviorism; Cognitivism and Constructivism from Chapter 2: The nature of knowledge and implications for teaching by Tony BatesMaslow’s HIerarchy of Needs: explains the foundations of motivation and offer a logical leveling from physiological to psychological needs:PhysiologicalSafetyBelongingnessEsteemSelf-ActualizationREAD: Maslow’s Hierarchy of Needs ExplainedMalcom Knowles’s Adult Learning, or Andragogy: the way adults learn are different from children; often more self-directed, internally motivated, and ready to learn; unlike pedagogy (traditional style of teaching based on lecturing or a didactic model), this is learner-centered rather than content-centred or instructor-led.READ: Andragogy - Adult Learning Theory (Knowles)Andragogy (Knowles, 1984): contends that five key principles affect the ways adults learn: Self-concept of the learner:Prior experience of the learnerReadiness to learnOrientation to learningMotivation to learnIndividual Characteristics of Learning: adults learn only when they need or want to learn, no matter how good the talent development professional or training experience is -- here are the four key characteristics of learning:MotivationGoalsExperienceCultureApproaches to Motivating Learners: 4 foundational principles to motivate adult learners are:InclusionAttitudeMeaningCompetenceHow Culture May Influence Learning: this might impact the training experience and ability for participants to learn, specifically related to these differences:Verbal and nonverbal messages that don’t matchReluctance to speakLimited eye contactProximity to othersPower distanceQuestions the learning designer should ask before developing training:What cultural norms or values might exist?How do they differ among all learners?What implications do these norms or values have in designing the content?What adjustments need to be made in...