PRESENTATION ON :PRESENTATION ON LEARNING STYLE & BARRIERS TO LEARNING


Learning :Any relatively permanent change in behavior that occurs as a result of experience. Ironically, we can say that change in behavior indicates that learning has taken place and that learning is a change in behavior. Learning


3 types of learners :Listening learners Seeing learners Touch / experience learners It's simple really. Think about one of life's earliest lessons - often taught by our mothers: The Stove Can Burn You. Listening learners heard their mother, believed the information, and never touched a stove. Seeing learners watched their brother touch the stove, and never touched it. Experience learners touched the stove; but only once 3 types of learners


LEARNING STYLE :Learning styles are considered to be the manner in which an individual learns or the psychological and cognitive characteristics that determine the way a person learns. It is generally accepted that teaching styles that are similar to the student’s learning styles facilitate the learning. However, there are many different ideas concerning which characteristics or behaviors constitute a particular learning style. LEARNING STYLE


IN THE ORGANIZATIONAL CONTEXT, LEARNING STYLE TAKES THE FOLLOWING SHAPE AS GIVEN BELOW, :IN THE ORGANIZATIONAL CONTEXT, LEARNING STYLE TAKES THE FOLLOWING SHAPE AS GIVEN BELOW, ACTIVIST REFLECTORS PRAGMETIST THEORIST LEARNING STYLE


ACTIVIST: :Activists like to be involved in new experiences and are enthusiastic about new ideas. They enjoy doing things and tend to act first and consider the implications afterwards. They are unlikely to prepare for the learning experience or review their learning afterwards. ACTIVIST:


Slide 7:Activists learn best when: involved in new experiences, problems and opportunities working with others in team tasks or role-playing being thrown in the deep end with a difficult task chairing meetings, leading discussions Activists learn less when: listening to lectures or long explanations reading, writing or thinking on their own absorbing and understanding data following precise instruction to the letter


Reflectors: :Reflectors like to view the situation from different perspectives. They like to collect data, review and think carefully before coming to any conclusions. They enjoy observing others and will listen to their views before offering their own. Reflectors:


Slide 9:Reflectors learn best when: observing individuals or groups at work reviewing what has happened and thinking about what they have learned producing analyses and reports doing tasks without tight deadlines Reflectors learn less when: acting as leader or role-playing in front of others doing things with no time to prepare being thrown in at the deep end being rushed or worried by deadlines


Theorists: :Theorists like to adapt and integrate observations into complex and logically sound theories. They think problems through step- by-step. They tend to be perfectionists who like to fit things into a rational scheme. Theorists:


Slide 11:Theorists learn best when: put in complex situations where they have to use their skills and knowledge they are in structured situations with clear purpose they are offered interesting ideas or concepts even though they are not immediately relevant Theorists learn less when: they have to participate in situations which emphasize emotion and feelings the activity is unstructured or briefing is poor they have to do things without knowing the principles or concepts involved


Pragmatists: :Pragmatists are eager to try things out. They like concepts that can be applied to their job. They tend to be impatient with lengthy discussions and are practical and down to earth. Pragmatists:


Slide 13:Pragmatists learn best when: there is a link between the topic and job they have the chance to try out techniques they are shown techniques with obvious advantages such as saving time they are shown a model they can copy Pragmatists learn less when: there is no obvious or immediate benefit that they can recognize there is no practice or guidelines on how to do it there is no apparent benefit to the learning the event or learning is 'all theory'


Slide 14:Therefore, while designing a learning system the following factors must be incorporated are mentioned bellow: Indirect factors. Strategic orientation. Organizational culture. Key stakeholders. Resources.


Slide 15:Designer’s personal frame of reference. An overview of the design process. A holistic view. The HR developer as designer.


Barriers to Learning :Systemic Environmental Trainers Trainees Psychological Barriers Barriers to Learning


Systemic Barriers :Lack of basic and appropriate learning support materials Lack of assistive devices Inadequate facilities Overcrowded Systemic Barriers


Environmental :Noise Situation Atmosphere Media which use Environmental


Trainer barriers :Insufficient support of trainer Inappropriate and unfair assessment about trainees lack of proper communication Trainer barriers


Trainees Barriers :Poor self concept Negative attitude Poor motivation Lack of proper attention by trainees Trainees Barriers


psychological barriers :Sensory Neurological Physical psychological barriers


Sensory disabilities :Deaf Hard of hearing Blind Partially sighted Physical disabilities Illness Bone structure muscular Sensory disabilities


Neurological disabilities :Cerebral paralyzed Epilepsy learning disabled Neurological disabilities


Slide 24:THANK U