Self-Managed Learning in the Context of Lifelong Learning

Providing renewed hope in the face of adversities and depressing events that may otherwise cause individuals to descend into the negative behavior. Brookfield (2005) addressed the third aspect of adult learning as transformative. Adult learners are exposed to learning in the workplace. Within the workplace, adult workers learn to be critical in analyzing their assumptions regarding the structure business model before reaching a decision that may affect a company’s performance. They view this in conjunction with market realities before arriving at decision that may make or break the company.

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.

The theory of adult learning is the assumptions about how adults learn. Emphasizes the value of the process of learning in adults ("Adult Learning Theory," 2007). Malcom Knowles and American practitioner and theorist of adult education defined is as an art and science of helping adults learn ("Adult Learning Theory," 2007). Knowles also defined six adult learning principles as adults are internally motivated and self-directed, adults bring life experiences and knowledge to learning experiences and are goal orientated. They also relevancy oriented and are practical learners who like to be respected when in the classroom ("Adult Learning Theory," 2007). As educators, we need to foster the adult learner’s internal motivation to learn. Develop a rapport with the adult learner, encourage them to ask questions and explore concepts. Some adult learners come with years of experience and knowledge, with this as an instructor or teacher we need to harvest this information and have them apply it to their

Many times management misunderstands these characteristics, if they are even aware of them. Self directed learning means that adults will and want to learn given the proper motivation and conducive learning environment. As employees have a relevant reason for learning, new job or a desire for professional advancement, motivation is already established. Many times the learning environment is the issue. As payroll is a major factor for most companies, some attempt to lessen the expense by having training take place where training is least likely to be effective. For example, retail companies that have multiple locations often have training conducted in the local store. New hire training is conducted by the store manager or a designated individual. New hire training may consist of providing a tape or disc, to be reviewed at home on the employee’s time, along with online training and on the job training. Training many times consists of the trainer setting up the new employee in the system, getting online training started and leaving the employee on his/her own so that the trainer can attend to customer service needs as the

The Adult Learning Theory is based on understanding how adults learn and how they respond to the program in general. Researchers have found three key methods on how adults learn: experiential learning, transformational learning, and non-Western and Indigenous ways of knowing and learning (CITE). In Experiential Learning, adults learn through the experiences they have lived. Transformational Learning, on the other hand, is a “process in which adult learners question their own lives and how they interact with the world in which they live in” (CITE). Thus meaning that adults learn through situations that challenge their own thoughts about something and makes them reevaluate their original thought process. Lastly, Non-Western and Indigenous ways of knowing and learning is a bit complicated in adult learning as it is hard to find ways to categorize it. Despite the difficulty, there are four reoccurring themes in Non-Western and Indigenous learning: Communal nature of learning, the oneness of learners with the natural world, the oral tradition of learning, and knowledge as holistic (CITE). Further elaboration on this type of adult learning reflects on understanding cultural differences and the value of

According to Eraut et al (1998), the expression ‘workplace learning’, is a mainly out of sight element of lifelong education and one which has not been accorded the distinction it deserves in strategy/policy credentials. Referring to their argument that the ‘formal learning’ at workplace (the main focus of UK) provides only a small part of what is learned at work. Most of the learning that takes place is not intended and is non-formal that results from the challenge of the work itself and from connections with people in the workplace. Attaining the goals of work needs new learning, that can be accomplished by a blend of thoughts,

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

The goal of adult learning is to advance knowledge and proficiency, and to enhance performance by transferring knowledge directly to work

Are people too stubborn and independent to learn once they become adults? The Adult Learning Theory focuses on the difference between how adults learn and how children learn. There are three main central ideas that support the Adult Learning Theory. These ideas or theories are known as andragogy, self-directed learning, and transformational learning. Andragogy is the teaching of adults, self-directed learning is the individual controlling their learning, and transformational learning is the individual learning from life experiences.

As a student it takes a lot of responsibilities and to control and balance life and be a succeed in your goals. This class helps me so much to see what I have to learn more in how to be organize, make a plan, monitor and evaluate my daily life and what I have to set a goal for my priority first.

To democratize learning it must be inexpensive, customized and ubiquitous. Combining learning research with modern technology is the way to realize my goals. I want to develop an adaptive learning system tailored to the needs of each student. Advances in machine learning will use student performance data to present the most illustrative problems, increasing problem difficulty and provide variations on problems with instant, specific feedback for each

I honestly struggled with the Chapter 9 Recruiting and selecting staff, having had minimal experience in this area. This is certainly an area I will be recapping - beyond the need to learn, introduced in Chapter 11. Applying ‘Kolb and Fry’s’ concept of the ‘experiential learning cycle’ and ‘taking a more social approach to experiential learning’, and learning ‘from the experience of others’ will better my experience of learning (Managing and managing people, p. 278).

Adult learning is the acquisition of knowledge by adults. Theories on adult learning have been discoursed and analyzed thoroughly by different people, with the aim of trying to define it and optimize it. The two articles I have read describe adult learning, discuss its characteristics and explain various approaches and means of optimization of this subject.

2. The use of a network for learning is one of the best ways for a

My impression of adult education has changed immensely. First and foremost, the first lesson learned that teaching adults are a separate, intensive, and long debated process. Portions of certain theories learned illustrated below. I have extended knowledge about Meizrow (Transformational Learning) and Knowles (Andragogy). The six key features of Adult Learners are: