kolb's learning style,
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Kolbs learning style
Learning Curve & Gilberts BEM Model
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The Learning ProcessThis part asks three questions:
What are the physical and mental processes
involved in learning?How does learning occur?
Do trainees have different learning styles?
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The Learning Process:Mental and Physical Processes
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LEARNING
Expectancy
Perception
WorkingStorage
SemanticEncoding
Long TermStorage
Retrieval
Generalizing
Gratifying
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Learning is the process whereby knowledge is
created through the transformation of experience.Knowledge results from the combination of graspingexperience and transforming it.
- Kolb
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Kolbs Experiential LearningCycle
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Learning Styles
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Feeling
Doing
Thinking
Converger
Accommodator
Observing
Diverger
Assimilator
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TimMcLernonFaculty of
EngineeringKolbs Experiential LearningCycle
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The Learning Process:
Learning StylesDiverger
Concrete experience
Reflective observationAssimilator
Abstractconceptualization
Reflective observation
Converger
Abstractconceptualization
Activeexperimentation
Accommodator
Concrete experience
Activeexperimentation
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Learning StylesDiverger
is good at generating ideas, seeing a situationfrom multiple perspectives, and being aware of
meaning and value Tends to be interested in people, culture and
arts
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Learning Styles Assimilator
Is good at inductive reasoning, creatingtheoretical models, and combining disparate
observations into an integrated explanation Tends to be less concerned with people than
with ideas and abstract concepts
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Learning Styles Converger
is good at decisiveness, practical applicationof ideas and hypothetical deductive reasoning
Prefers dealing with technical tasks rather thaninterpersonal issues
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Learning Styles Accommodator
is good at implementing decisions, carryingout plans, and getting involved in new
experiences Tends to be at ease with people but may be
seen as impatient or forceful
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Learning CurvesA learning curve is a graphicalrepresentation of the changing rate oflearning (in the average person) for agiven activity or tool.
Typically, the increase in retention ofinformation is sharpest after the initial
attempts, and then gradually evens out,meaning that less and less newinformation is retained after eachrepetition.
The first erson to describe the learnin13
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Learning curve
assumptionsThe time required to complete a specified
task or unit of a product or item will be less
each time the task is performed;
The unit time will reduce at a decreasing rate;
The decrease in time will follow a certain
pattern, such as negative exponential
distribution shape.
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Learning Curve
assumptionsThe learning curve may vary one product
to another and from one organization toanother. The rate of learning depends onfactors such as the quality of managementand the potential of the process andproducts
Moreover, it may be said that any changein personnel, process, or product disruptsthe learning curve. Consequently, there isa need for the utmost care in assuming
that a learning curve is continual and
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Learning Curves
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Reynolds Learning Curves
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Learning Curves
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qUnconscious incompetence
qConscious incompetence
qConscious competence
qUnconscious competence
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Gilberts BEM
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qIn 1978, Thomas Gilbert published HumanCompetence: Engineering WorthyPerformance which described the BehaviorEngineering Model (BEM) for performance
analysis
qThomas Gilbert's Model analyzesperformance deficits from six standpoints
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Third Leisurely Theorem
Focuses on behavior (B)
Consists of 2 variables:
P = Behavioral repertories
E = Environment
B = P + E in terms of costs
Worthy Performance Restated:
W = A/B = A/P + E
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Third Leisurely Theorem
Defined:
For any given accomplishment, adeficiency in performance always has as itsimmediate cause a deficiency in a behaviorrepertory (P), or in the environment thatsupports the repertory (E), or in both. Butits ultimate cause will be found in the
deficiency of the management system(M).
h i i i
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Behavior EngineeringModel
SDInformation
RInstrumentation
SrMotivation
EEnvironmentalsupports
Data
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Instruments
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Incentives
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PPersons repertoryof behavior
Knowledge
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Capacity
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Motives
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Learning Organizations
Fifth Discipline by Peter Senge (1990)
A learning organization is a place where
people are continually discovering how theycreate their reality.
Innovate an invention to replicate at ameaningful scale and cost.
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Learning Organization
The Learning Organization
An organization that has developed the capacityto continuously learn, adapt, and changethrough the practice of knowledge managementby employees.
Characteristics of a learning organization:
An open team-based organization design that
empowers employees
Extensive and open information sharing
Leadership that provides a shared vision of theorganizations future, support and encouragement
A strong culture of shared values, trust, openness, and
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Characteristics of a LearningOrganization
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