Age Influences On Adult Learning

In an effort to determine how adults learn, experts examine and evaluate studies that have been done that involve the adult learner. The more that experts understand how the learner processes information, the better the understanding will be on how to structure their learning environment. Research is continually changing in this area, and educators know there are differences in how each adult learner attains information. In the two articles, “Adult Learning Theory for the Twenty-First Century” by Sharan B. Merriam, and “Adult Learning Theory: Applications to Non-Traditional College Students” by Kenner and Weinerman, different theories are discussed.

Every generation is influenced by its period 's economic, political and social events. From the Great Depression to the civil rights and women 's movements to the advent of television and advanced computer technologies. Thus generational background/situation may also affect the way they work. The key is to be able to effectively address and take advantage of the differences in values and expectations of each generation in the workplace. The current work place consists of four different generations; The Baby Boomers (1946-1964) who are slowly retiring and existing the workforce, The Generation X (1965-1976), The Generation Y or millennia (1977-1997), and the Generation Z who are about to or are just entering the work force. Although these different generations tend to want similar things in a workplace their environment/background has shaped their character, values, and expectations (Hahn 2011).

This paper is about adult learning theories. The learning theory andragogy was discussed in detail. Also, the author talked about how people structure their own learning theories. What typical views and reports for adult learning were conversed there were also views and discussions from the view of adult learner. Article stated the pressure and concerns of students who go back to school as an adult years later in comparison to going straight out of high school.

“After a century of trying to control people, processes and information, we have come to a point in organizational history where we need to recognize that what worked before just simply isn’t enough anymore.” This goes to prove that over time just like everything else evolves our behaviors towards our colleagues has to evolve as well. And management has to learn the new behaviors of his/her employees. The Millennials and generation Z needs to know that they are appreciated and need to be challenged before they get bored, hence the reason why managers need to learn

The generational span is exceedingly larger today than in the prior history of our nation. The multiple generations consist of the veterans 1922-1945, the baby boomers 1946-1964, the generation X 1965-1981, and, the generation Y 1982-1999, in addition, upcoming millennial generation born 2000-2016 (Murray, 2013). There frequently are misconceptions and misunderstandings based on the differing perspectives of each generation. Moreover, as an effective leader, one must comprehend and acknowledge the characteristics of each generation and utilize these individualities to mentor and motivate the staff they are leading (Hendricks & Cope, 2012). In addition to considering the impact of the generational

Older colleagues to this generation is the Y generation as lazy individuals who are more difficult to manage. This generation also has a reputation for leaving their organization of employment abruptly to seek new opportunities. Generation Y has been exposed to the world in a different way than previous generations, they are more racially and ethnically diverse and they are much more segmented as they have seen the rapid development of cable, the internet, etc.

The current generations in the workplace today are Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z. Each generation brings their own values and mindsets to the mix. Although genetics play a part in a person’s characteristics, the generation in which someone is born into also plays an integral part in shaping their mind, values, goals, and work ethics. People from the same generation share similar experiences, and this can influence how they think politically and socially.

The adult learning theory Also known as andragogy is the concept of Adult learning as a science in the field of education. Created by Malcolm Knowles , the theory is comprised of four different concepts. A fifth concept was later added by Knowles. within these different concepts, Knowles set forth compilation of expectations for educators within the Adult Education community. Firstly, he suggests setting a corporative climate in the classroom for learning. (Knowles, 1984, p.76) An assessment of the learners needs and a compilation of objectives and educational activities to help learner reach needs

It’s important that we should have this mentioned. I believe that there is a disconnect between educational standards and organizational demand for skills such as technical and engineering skills as well as soft skills that facilitate integration into the workforce. Therefore, if we look at the fact that the workforce currently has a lot of baby boomers in place. Baby boomers are ages 53-71. This group of people in most cases are equipped with soft skills. With that being said, the baby boomers have the ability to be a team player, the know how to communicate, in some instances able to show adaptability, problem-solving, and critical thinking capability. However, they may lack the educational, technical, and engineering skills need to maintain

Today, four generations of Americans are represented in the American workplace: the so-called "Matures" who were born between 1900 and 1945, "Baby Boomers" who were born between 1946 and 1964, Generation Xers, born between 1965 and 1980 and the Millennials whose cohort began in 1981 and continues to the present. The purpose of this paper was to gain a better understanding of an individual from the Baby Boomer generation, in order to explore the patterns and markers that are significant to this generation. In addition, a discussion concerning a common conflict that occurs in the workplace between members of the Millennial Generation and the Baby Generation is followed by a summary of the research and important findings in the conclusion.

The world of adult learning was changed by Knowles’ (1973) when he identified four assumptions about andragogy, meaning “the art and science of helping adults learn” (Knowles, 1970, p. 42). These assumptions are: self-concept; experience; readiness; and orientation. Knowles later added two more assumptions; the critical need to know, and motivation (Knowles, Holton & Swanson, 2015; Knowles, 1980). Knowles’ second assumption, experience, plays a significant role for individuals to create, retain and transfer knowledge based upon prior knowledge and skill, (Argote, McEvily & Reagans, 2003, p. 575). I will search for evidence on how the elements of Knowles’ theory align with the knowledge retention and engagement.

The six principles of andragogy should be applied to how the curriculum for adult learning is created. Providing lessons that adults enjoy and can relate to is what will draw in students to the class. Also, it will be very beneficial to not only the adults, but the school as well. A study by a private liberal arts college was held and using a pre test-post test-control-group design, andragogy was tested against traditional instruction type teaching. After conducting the research it was concluded that there was no significant differences between the two different types of teaching.

Most people have a learning style that mirrors how they were taught when they were younger. It should be noted that there is not a one size fits all method when it comes to learning. The key to being able to appeal to each of the different generations is to offer diversity in teaching styles in order to satisfy the different preferences. As of now, there are four generations that are in the workforce and those four generations are: The Silent Generation, Baby Boomers, Generation X, and the Millennials. This paper will examine the characteristics of these four generations, how their learning styles differ, and what to

Basically, this article by Malcolm Knowles is a conglomerate of all aspects of adult learning. It outlines aspects of adult learning, theories of adult learning, and expands on them. The main idea of this article is to create awareness on the existence of adult learning, and to help instructors of adult learning to know how to go about it successfully. Additionally, the article is of help to adult learners to enable them to learn the most they can (Knowles, 2007).

The world’s labor force primarily consists of three major generations: the “Baby Boomers,” “Generation X,” and “Generation Y.” The “Baby Boomers” were born during and after the 2nd World War (1940 to 1960). This generation has a legacy of expertise, “old-fashioned” autocratic management, and healthy productivity. “Boomers” are known to work hard, remain loyal to their employers, and receive promotions on the basis of hard work and high skill. Technology was rather limited (Hewitt and Ukpere, 2012).