Chapter
22
The Process of Learning and Development
299
Self-directed learning
Self-directed or self-managed learning involves
encouraging individuals to take responsibility for
their own learning needs, either to improve
performance in their present job or to develop
their potential and satisfy their career aspirations.
It can also be described as ‘self-reflective learning’
(Mezirow, 1985), which is the kind of learning
that involves encouraging individuals to develop
new patterns of understanding, thinking and
behaving.
The processes of L&D
The processes of L&D are complex and varied.
They consist of the ways in which individuals and
organizations learn as explained by learning theory,
the concept of organizational learning, the dubious
notion of the learning organization, and the
contribution made by individuals to their own
learning and development (self-directed or
self-managed learning).
How people learn
Individuals learn for themselves and from other
people. They learn as members of teams and by
interaction with their managers, co-workers and
people outside the organization (social learning).
People learn by doing and by instruction. The ways in
which individuals learn will differ and the extent to
which they learn will depend largely on how well
they are motivated or self-motivated:
●
The key learning theories are reinforcement
theory, cognitive learning theory, experiential
learning theory and social learning theory.
●
People will learn more effectively if they are
motivated to learn.
●
Learning theories describe in general terms how
people learn but individual learners will have
different styles – a preference for a particular
approach to learning. The two most familiar
classifications of learning styles are those
produced by Kolb et al (1974) and by Honey and
Mumford (1996).
●
People learn all the time and through doing so
acquire knowledge, skills and insight. But they
Key learning points: The process of learning and development
will learn more effectively if they ‘learn how to
learn’.
●
The concept of the learning curve refers to the
time it takes an inexperienced person to reach the
required level of performance in a job or a task.
Organizational learning
Organizational learning is about the development and
acquisition in organizations of knowledge,
understanding, insights, techniques and practices in
order to improve organizational effectiveness. It is
concerned with the processes adopted by
organizations in promoting learning; it is not simply
the sum of all the learning and development activities
that are carried out in an organization.
The learning organization
Defined by Pedler et al (1997) as an organization that
‘facilitates the learning of all its members and
continually transforms itself’. Learning organization
theory provides a dubious base for action. The idea
of a learning culture, supported by the understanding
of how organizations learn, as provided by
organizational learning theory and knowledge
management initiatives, has more to offer.
Self-directed learning
Self-directed or self-managed learning involves
encouraging individuals to take responsibility for
their own learning needs, either to improve
performance in their present job or to develop their
potential and satisfy their career aspirations.
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