2.2

Question 1

Kolb’s 1983 Experiential Learning Model

Answer 1

1. Concrete experience
2. Observation and reflection
3. Abstract conceptualisation
4. Active experimentation

COAA

Question 2

Honey and Mumford’s LSQ- Learning style Questionnaire

Answer 2

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

Question 3

Name 3 types of learning methods

Answer 3

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

Question 4

What is formal learning

Answer 4

Organized learning with structured content

Question 5

What are the 4 levels of Dynamic context

Answer 5

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

Question 6

What is spontaneous learning?

Answer 6

Development activity that is found in everyday situations

Question 7

Spontaneous learning builds on 3 key observations of organisational behaviour

Answer 7

1. Behaviour is based on routines
2. Routines are based on an interpretation of history and anticipation of the future
3. Behaviour depends on observed outcomes versus the aspiration of the outcome

Question 8

What is single-loop learning?

Answer 8

Surface learning that focuses on remembering rather than understanding?

Question 9

what is double-loop learning?

Answer 9

Deep learning that focuses on understanding curiosity and which leads to innovative thinking and creative connections between ideas and concepts

Question 10

Name 2 types of knowledge?

Answer 10

Tacit knowledge
Explicit knowledge

Question 11

What is tacit knowledge?

Answer 11

Subjective knowledge developed by an individual through their personal experience

Question 12

What is explicit knowledge?

Answer 12

Objective knowledge which can codified. You can pass on or teach this knowledge to others by sharing relevant material.

Question 13

what is organisation development (OD)?

Answer 13

Is a development practice based on the behavioural and social sciences

Question 14

What does OD use to deliver decision making?

Answer 14

Organisational knowledge and communication

Question 15

Bushe and Marshak’s OD – Organisational Development (dialogic – based on dialogue between members of the organisation for knowledge sharing) [PC MOLDER]

Answer 15

• 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

Question 16

Dialogic

Answer 16

a form of a dialogue

Question 17

Cooperrider and Srivastava’s Appreciative Inquiry (AI) 4-D Model using storytelling, dialogic participatory processes

Answer 17

1. Discovery – the best of what is
2. Dream – what could be
3. Design – what should be
4. Destiny – what will be

Question 18

3 Categories of Learning, and Learning Theories

Answer 18

• 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

Question 19

Kolb’s Lewinian Experiential Learning Model [ERCE] – a continuous loop systematic learning process

Answer 19

1. Concrete EXPERIENCES
2. Observation and REFLECTION
3. Formation of abstract CONCEPTS & generalizations
4. ACTIVE EXPERIMENTATION – testing implications of concepts in new situations

Question 20

Knowledge at Workplace – KSA

Answer 20

KSA
* KNOWLEDGE
* SKILLS
* ABILITIES / ATTITUDES

Question 21

The Transformative Learning Model (Mezirow 1990) defined 3 stages of learning

Answer 21

Instrumental
Communicative
Dialogic

Question 22

Knowledge management

Answer 22

Is the tool by which new knowledge can be created and effectively applied within the business

Question 23

Innovation results from

Answer 23

Combining existing knowledge in different ways

Question 24

Research into knowledge management is split between what?

Answer 24

Cognitive research
Behavioural research

Question 25

Cognitive research

Answer 25

Focuses on the way individuals think about knowledge

Question 26

Behavioural research

Answer 26

Assesses the impact of organisational practices and characteristics of individual performance based on experience