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How do we learn How do we learn?. Learning Styles Differentiate between different learning styles Activist Reflectors Theorists Pragmatists Honey & mumford.

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Presentation on theme: "How do we learn How do we learn?. Learning Styles Differentiate between different learning styles Activist Reflectors Theorists Pragmatists Honey & mumford."— Presentation transcript:

1 How do we learn How do we learn?

2 Learning Styles Differentiate between different learning styles Activist Reflectors Theorists Pragmatists Honey & mumford 1982 and kolbs 1979

3 Theories of learning Behaviourist or stimulus response: Negative/positive response - affects future action – conditioning- Pavlov dogs/skinners rats Social learning Cognitive or information- process: interpretation – from behaviour results received, System of thought processes, evaluate experience - learn to learn. Social : Imitation of role models, Social identity by reflection modelling – selecting successful traits of behaviour

4 Motivation: Purpose of learning in relation to goal or motive or organisation, organisation support is essential Goals/objectives: set to form meaning and so they can be measured Structured and paced: provide progression, each section should be challenging –Tasks broken down – stages, build up stimulus response, habit or memory. Or whole learning taught at once –Stimulus response and memory – are best taught in small sessions, repetitive with short rest pauses. Impact of these theories in learning

5 Learning materials: interactive input, problem solving, case studies – stimulates the cognitive process - social learning Feed back: Performance, continuously not just at the end. Reinforcement: Sensitivity, encourage good, discourage bad. Active Participation: E nhances concentration Impact of these theories in learning

6 Stages of Learning Unconscious incompetence : unaware of what you need to learn Conscious incompetence : aware of what you need to learn Conscious competence : learnt what you need to know but have to practise it. Unconscious competence : no longer need to practise - what you have learnt has become second nature.

7 The Learning Curve Degrees of learning% Days spent learning

8 Transfer of learning into the workplace Positive Transfer :successful movement of what was learnt and used in the work place. Negative Transfer : Skills learnt cant be successfully moved to an operation in the work place.

9 Types of Transfer Specific Transfer : movement of a specific task from a training course to the work place i.e. machine operation. Principle Transfer : general learning not specific to a task, required for the education of the trainee i.e. induction course.

10 We hope you have gained an insight into the learning process and that you have enjoyed this presentation and learnt from it?

11 Presentation Needs to cover different learning styles as well. Visual and handouts Not too long or short Interesting but informative Geared to audience - (little knowledge of subject).


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