Module 3.2A: Foundational Learning Theories

Question 1

What is Andragogy?

Answer 1

The science and study of how adults gain, retain, recall, and apply new knowledge

Question 2

What is Pedagogy?

Answer 2

The science and study of how children gain, retain, recall and apply new knowledge

Question 3

What are the 5 assumptions about adult learners?

Answer 3

1. Self-concept
2. Experience
3. Readiness to Learn
4. Orientation to Learning
5. Motivation to Learn

Question 4

What is Self-Concept?

Answer 4

Refers to how adults view themselves.

Adults recognize that they are responsible for themselves.

Includes responsibility for their own growth, development, and learning. As a result, adults are self-directed and independent learners.

Question 5

What is Experience?

Answer 5

Adults bring all their life experience with them to the classroom.

Question 6

What is Readiness to Learn?

Answer 6

Adults tend to learn new skills or information as they need it in life

Readiness or inclination to learn is often tied closely to the challenges or obstacles they face in life, e.g., learning to care for an aging parent.

Readiness to learn in a work environment is generally tied to career development.

Question 7

What is Orientation to Learning?

Answer 7

Refers to the approach or perspective one has towards learning.

Adults learn better with a problem-focused, as opposed to subject-focused, curriculum.

Question 8

What is Motivation to Learn?

Answer 8

Adults are more motivated to learn by internal, as opposed to external factors.

Instead, it means that adults learn better and are more likely to retain what they learn when they are motived by internal factors, such as self-esteem or a desire for a better quality of life.

Question 9

What are the 4 Principles of Adult Learning Programs?

Answer 9

1. Adult learners need to be allowed to participate in own instruction planning and evaluation of results
2. Learning activities should be experimental not theoretical and mistakes must be understood as an expected part of the process
3. Adults are most motivated to learn when they recognize relevance and immediate applications of subject matter
4. Adult learning is most successful when material is problem-focused instead of subject-focused

Question 10

Adults need to be involved in both planning and evaluation of their learning

Answer 10

Ask employee to suggest future learning and development topics or areas

Ensure employees are involved in professional goal-setting, planning and evaluation

Question 11

The basis for learning is experimental and mistakes are recognized as a normal part of learning process

Answer 11

Role-playing and simulations allow for mistakes to be made without business or customer impact.

Apprenticeships and other on-the-job training provide experiential learning in a guided environment.

Question 12

Subjects that have immediate relevance and application in their lives are of more interest to adult learners

Answer 12

Conduct surveys to determine what employees consider their biggest challenges and create learning opportunities to address them.

When coaching an employee on performance challenges, determine if additional knowledge or skills training might help.

Question 13

Adults learn better when material is problem-centric as opposed to subject-centric

Answer 13

Utilize case study scenarios in peer-learning environment.

Job rotation provides chance to learn new tasks and responsibilities.

Question 14

What are the 3 prominent adult learning theories?

Answer 14

1. Behaviorism - DO
2. Cognitivism - THINK
3. Constructivism - APPLY

Question 15

What is Behaviorism?

Answer 15

Behaviorism is concerned with what people do in response to new information, cognitivism is concerned with how people process new information, and constructivism is concerned with how people interpret and apply new information.

Theory was developed first and focuses on the learners’ behaviors, reactions to stimuli, and responses to events or situations.
learners respond to the new information and the instructor observes their reactions.

The three different branches of behaviorism are:

• Classical conditioning
• Operant conditioning
• Social learning theory

Knowledge exists outside and independent of people.
behavioral teaching methods work best for conveying information that is unlikely to change and doesn’t require interpretation.

Common behavioral-based strategies include lectures, tutorials, live demonstrations, and group discussions.

Question 16

What is Cognitivism?

Answer 16

Behavior is a reflexive response to something happening.

Incorporates the role that cognition plays in human behavior.

Learners are not just reactive, but proactive
builds on social learning theory and holds that when a behavior is observed by a learner, the learner will use reason and choose whether to imitate the modeled behavior.

Effective cognitive-based strategies include role-playing, group brainstorming, and case studies.

For example, interpersonal skills, leadership training, customer service skills, and critical thinking skills are best conveyed using cognitive teaching methods.

Question 17

What is Constructivism?

Answer 17

Future behavior can be influenced using reward and/or punishment

Focuses on teaching learners how to apply new information to their existing situation.

Not concerned with learning specific facts or even understanding the implications of facts.
constructivism emphasizes teaching learners the skills necessary to apply new information in a range of contexts.

Question 18

What is Classical conditioning?

Answer 18

Behavior is a reflexive response to something happening

Question 19

What is Operant conditioning?

Answer 19

Future behavior can be influenced using reward and/or punishment

Question 20

What is Social learning theory?

Answer 20

Behaviors can be learned by observation

Question 21

Training existing employees on new software.

Answer 21

Behavioral

Question 22

Educating employees about organization’s sexual harassment policy

Answer 22

Behavioral

Question 23

Training new supervisors to coach employees who report to them

Answer 23

Cognitive

Question 24

Orientation for new employees

Answer 24

Behavioral

Question 25

A retail store’s customer satisfaction surveys indicate a decrease in satisfaction levels

Answer 25

Cognitive

Question 26

Which training strategy is most likely to improve sales employees’ effectiveness?

Answer 26

Playing the part of a salesperson who must close the deal in a role-play scenario

Question 27

The technique of behavior modeling is most effectively used for:

Answer 27

supervisor skills porgrams

Question 28

The use of behavior modeling is particularly appropriate for skills training when trainees use both:

Answer 28

knowledge and practice

Question 29

What is Experiential learning?

Answer 29

Acknowledges that learning cycle can be entered at any stage, but progression sequence remains the same

Question 30

What are the 4 stages of experiential learning?

Answer 30

1. Concrete experience
2. Reflective observation
3. Abstract conceptualization
4. Active experimentation

Question 31

What is Concrete experience?

Answer 31

This stage is what kickstarts the learning process and it is when the learner either has a new experience or reinterprets a previous experience.

Should not be interpreted as something that happens to the learner.

Requires active engagement where the learner is doing something or considering a previous experience in a new way

Common examples of learning and development activities include hands-on instruction in new technology, role-playing, collaborative games and other team building activities, and cross-training.

Question 32

What is Reflective observation?

Answer 32

Reflective observation is looking back over a concrete experience.

Learner recalls the new experience and considers how they felt during the experience, what was challenging about it, and how they understand the experience.

Facilitating reflective observation involves encouraging learners to describe their experience, observe and question their response to the experience, and then interpret the experience.

Reflective observation can be facilitated through one-on-one discussions, peer-to-peer constructive feedback, or even questionnaires for individual reflection.

Question 33

What is Abstract Conceptualization?

Answer 33

At this stage, the learner has had a new experience and looked back it on through reflection.

Abstract conceptualization involves looking forward.
one moves beyond describing an experience and begins to consider how it may relate to other experiences.

Abstract conceptualization is realizing that the heat came from the stove, not the pan, and understanding that touching the pan in the cabinet won’t hurt you, but touching the tea kettle on the hot stove is likely to burn you

Question 34

What is Active Experimentation?

Answer 34

During this stage, the learner applies the new knowledge or perspective gained through the other three stages of the experiential learning cycle to see what will happen.

Active experimentation may include the physical application of new skills, but it may not.

For the supervisor, active experimentation could involve asking for employee input more often or recommending job enlargement for an employee who took charge during the activity.

Another approach is to structure the training so that employees participate in the same role-playing activity at the very beginning of the training and again at the end.

This allows employees to participate in active experimentation in a controlled environment and creates an opportunity for employees to learn from one another.

Question 35

What are the 4 Kolb’s learning styles?

Answer 35

1. Diverging
2. Assimilating
3. Converging
4. Accomodating

Question 36

What is Diverging?

Answer 36

Diverging – feeling and watching

Individuals who prefer the diverging learning style like to observe and gather as much information as possible during the concrete experience stage, then consider the experience from a range of different perspectives during reflective observation.

People who prefer this style excel at brainstorming, tend to work well in groups and listen attentively to others, and are often appreciative of constructive feedback.

Question 37

What is Assimilating?

Answer 37

Assimilating – thinking and watching

People who prefer this style benefit from detailed explanations. They excel at understanding large systems, both as a whole and how small pieces fit and function within the whole.

Traditional learning activities, such as extracting essential information from a lecture or a textbook (reflective observation) and then applying that information to their current context (abstract conceptualization).

Question 38

What is Converging?

Answer 38

Converging – thinking and doing

People who prefer this style are problem solvers interested in ideas and concepts only so far as they have practical applications.

They are often drawn to technical jobs because that type of work allows them to work closely with practical issues.

Convergers excel at applying theory to solve problems and benefit from the opportunity to experiment and engage in simulations.

Question 39

What is Accomodating?

Answer 39

Accommodating – feeling and doing

People who prefer this style solve problems intuitively, rather than logically, and excel at thinking on their feet.

Accommodators benefit from hands-on experiences. They are excited by new things, are willing to make mistakes while learning, and see challenges as learning opportunities instead of obstacles.

Question 40

Training for counter service workflows at a fast food restaurant requires learners to simulate a customer encounter, reflect on what went well and what didn’t then compare the simulation to their experiences on the floor.

According to the experiential learning theory, what else should the training include?

Answer 40

An opportunity to try the simulation again