The document discusses various aspects of learning ability and learning theories. It defines learning as increasing one's capacity for action and as both a process and outcome involving knowledge, skills, and insights. Learning theories discussed include reinforcement learning, cognitive learning, experiential learning, and social learning. Kolb's learning cycle and learning styles are presented, along with Honey and Mumford's learning styles. The summary concludes by outlining conditions for effective learning and discussing formal versus informal learning.

1. LEARNING ABILITY

2. LEARNING ABILITY Kim, “increasing one’s capacity to take action” Williams, “learning is goal directed, it is based on experience, it impacts behaviour and cognition, and the changes brought about are relatively stable.”

3. MUMFORD AND GOLD :- “learning is both a process and outcome concerned with knowledge, skills and insight.” HONEY AND MUMFORD :- “ Learning can happen when people can demonstrate that they know some thing that they did not know before and when they can do something they could not do before ” Acquires and develops new knowledge, skills, capabilities and attitudes.

4. THE LEARNING PROCESS A number of leading authorities on learning in organization have declared that ‘learning is complex and various, covering all sorts of things such as knowledge, skills, insights, beliefs, values, attitudes and habits.’ The way individual learn and the extent to which they learn depends on how they are MOTIVATED.

5. LEARNING THEORY Reinforcement, Cognitive learning, Experiential learning, Social learning

6. Reinforcement learning Reinforcement theory is based on the work of Skinner. It expresses the belief that change In behaviors take place as a result of an individual’s responses to events or stimuli, and the ensuing consequences (rewards and punishments.) Individuals can be ‘conditioned’ to repeat the behaviour by positive reinforcement in the form of feed back and knowledge of results.

7. Cognitive learning Cognitive learning involves gaining knowledge and understanding by absorbing information in the form of principles, concepts and facts, and then internalizing it. Learners can be regarded as powerful information processing machines.

8. Experiential learning People are active agents of their own learning. Experiential learning takes place when people learn form their experience by reflecting on it so that is can be understood and applied. Constructivists’( Roger) -creating an environment in which people can be stimulated to think and act in way that help them to make good use of their experience

9. SOCIAL LEARNING Social learning theory states that effective learning requires social interaction. Wenger-suggested that we all participate in ‘communities of practice’ and that these are our primary sources of learning.

10. LEARNING STYLES KOLB’S FOUR STAGES OF A LEARNING CYCLE CONCRETE EXPERIENCE- this can be planned or accidental. REFLECTIVE EXPERIENCE- this involves actively thinking about the experience and its significance.

11. ABSTRACT CONCEPTUALIZATION- Generalizing from experience in order to develop various concepts and ideas which can be applied when similar situations are encountered. ACTIVE EXPERIMENTATION- Testing the concept or ideas in new situations. This gives rise to a new concrete experience and the cycle begins again

12. The KOLB’S learning cycle

13. KOLB LEARNING STYLES FOR TRAINEES Accommodators :- learn by trial and error, combining the concrete experience and experimentation stages of the cycle . Divergers :- prefer concrete to abstract learning situations, and reflection to active involvement. Such individuals have great imaginative ability, and can view a complete situation from different viewpoints.

14. Convergers :- prefer to experiment with ideas, considering them for their practical usefulness. Their main concern is whether the theory works in action, thus combining the abstract and experimental dimensions. Assimilators :- like to create their own theoretical models and assimilate a number of different observations into an overall included explanation, thus they turn towards the reflective and abstract dimensions.

15. THE HONEY AND MUMFORD LEARNING STYLES Activists:- involve themselves fully without bias in new experiences and revel in new challenges. Reflectors :- stand back and observe new experiences from different angels, they collect data, reflect on it and then come to a conclusion.

16. Theorists:- who adapt and apply their observation in the form of logical theories. they tend to be perfectionists. Pragmatists :- who are keen to try out new ideas, approaches and concepts to see if they work.

17. FOUR TYPES OF LEARNING Instrumental learning :- learning how to do the job better once the basic standard of performance has been attained. Helped by learning on the job. Cognitive learning :- outcome based on the enhancement of knowledge and understanding.

18. Affective learning- outcome based on the development of attitudes or feelings rather than knowledge Self reflective learning- developing new patterns of understanding, thinking and behaving and therefore creating new knowledge

19. CONDITIONS FOR EFFECTIVE LEARNING Motivation to learning Self directed learning Learning goals, direction and feedback Learning methods Learning levels

20. Formal learning Formal learning is planned and systematic and involves the use of structured training programmes consisting of instruction and practice

21. Features of formal learning Relevant to some, not so relevant to others All learners learn the same thing May be variable gap between current and target knowledge Trainers decide how to learning will occur Problems may occur in transferring learning to the work place Often occur in non work setting.

22. INFORMAL LEARNING Advantages Learning efforts are relevant and focused in the immediate environment, Understanding can be achieved in incremental steps rather than in indigestible chunks, Learners define how they will gain knowledge they need- formal learning is more packaged, Learners can readily put their learning into knowledge.

23. Disadvantages It may be left to chance- some people will benefit some won’t It can be unplanned and unsystematic, which means that it will not necessarily satisfy individuals or organization learning needs, Learners may simply pick up bad habits .

24. ANITA DHARAK NISHIT POOJA HIREN 151 152 154 155 156 PRESENTED BY