Kolb’s 1983 Experiential Learning Model
- Concrete experience
- Observation and reflection
- Abstract conceptualisation
- Active experimentation
COAA
Honey and Mumford’s LSQ- Learning style Questionnaire
Pragmatists- individuals who learn by putting what they have learned into practice
Activists- learn by doing
Reflectors- learn by observing and reflecting on what happened
Theorists-learn by understanding the theory, models and concepts behind the actions
Name 3 types of learning methods
Education- Academic learning usually undertaken in educational institutions.
Training- This is focused on developing workplace skills
Development- process and outcomes of learning that contribute to the whole person. Includes formal and informal learning, experiences and support personal growth
What is formal learning
Organized learning with structured content
What are the 4 levels of Dynamic context
Context - interaction between L&D and the general environment (STEEPLE)
Internal context- Interaction with the internal environment(orgn strategy, design, culture & mgt style
Job value and uniqueness- the importance of which the orgn views particular jobs
Professional expectations- expectations of individuals
What is spontaneous learning?
Development activity that is found in everyday situations
Spontaneous learning builds on 3 key observations of organisational behaviour
- Behaviour is based on routines
- Routines are based on an interpretation of history and anticipation of the future
- Behaviour depends on observed outcomes versus the aspiration of the outcome
What is single-loop learning?
Surface learning that focuses on remembering rather than understanding?
what is double-loop learning?
Deep learning that focuses on understanding curiosity and which leads to innovative thinking and creative connections between ideas and concepts
Name 2 types of knowledge?
Tacit knowledge
Explicit knowledge
What is tacit knowledge?
Subjective knowledge developed by an individual through their personal experience
What is explicit knowledge?
Objective knowledge which can codified. You can pass on or teach this knowledge to others by sharing relevant material.
what is organisation development (OD)?
Is a development practice based on the behavioural and social sciences
What does OD use to deliver decision making?
Organisational knowledge and communication
Bushe and Marshak’s OD – Organisational Development (dialogic – based on dialogue between members of the organisation for knowledge sharing) [PC MOLDER]
- Consultants are PART of the PROCESS, not apart from the process
- Creating CHANGE requires CHANGING CONVERSATIONS
- Organisations are MEANING-MAKING systems
- Groups and organizations are inherently self-ORGANIZING
- LANGUAGE matters
- Increase DIFFERENTIATION between participative inquiry and engagement before seeking coherence
- Transformational Change is more EMERGENT than planned
- REALITY and RELATIONSHIPS are socially constructed
Dialogic
a form of a dialogue
Cooperrider and Srivastava’s Appreciative Inquiry (AI) 4-D Model using storytelling, dialogic participatory processes
- Discovery – the best of what is
- Dream – what could be
- Design – what should be
- Destiny – what will be
3 Categories of Learning, and Learning Theories
- Behaviourism – rejects mental process involved in learning, and instead focuses on learning as a behavioural response to circumstances
- Cognitive Constructivism – focuses on mental processes as they define behaviour based on the processing of past experiences and circumstances – cognitive ability may be fixed or can be incremental and developed; this approach is reductive as it doesn’t take into account the individual’s motivations and the influences of environment
o Self-Theories of Individuals [ALSO IMPORTANT CONCEPT IN RELATIONSHIP BUILDING IN TEAMS WITH COMPLEMENTARITY – USING DIFFERENT INDIVIDUALS’ STRENGTHS]:
▪ Entity Theory – individuals believe that their intelligence if fixed and unchangeable
▪ Incremental Theory – individuals believe that their intelligence is something that can be changed and improved through effort - Social Constructivism (e.g. Bandura’s SCT – Social Cognitive Theory) – learning as a process built in the social context, and studies behaviour, environment and individual’s personal experience to explain how learning occurs
Kolb’s Lewinian Experiential Learning Model [ERCE] – a continuous loop systematic learning process
- Concrete EXPERIENCES
- Observation and REFLECTION
- Formation of abstract CONCEPTS & generalizations
- ACTIVE EXPERIMENTATION – testing implications of concepts in new situations
Knowledge at Workplace – KSA
KSA
* KNOWLEDGE
* SKILLS
* ABILITIES / ATTITUDES
The Transformative Learning Model (Mezirow 1990) defined 3 stages of learning
Instrumental
Communicative
Dialogic
Knowledge management
Is the tool by which new knowledge can be created and effectively applied within the business
Innovation results from
Combining existing knowledge in different ways
Research into knowledge management is split between what?
Cognitive research
Behavioural research
