Design and Delivery of Organisational Learning Order Instructions: Learning theory and its application in the context of design and delivery of organizational learning
•Reflect on how learning theory can be applied in the context of the design and delivery of organizational learning.
Design and Delivery of Organisational Learning Sample Answer
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Learning takes place in our lives in different ways. It is through this learning that people get to acquire new skills and knowledge that translates to improved performance in the organization. Various theories of learning provide insights into the process of learning. These theories categorized in different paradigms such as cognitivism, behaviorism, humanism, constructivism, design-based and 21st century skills provides insights on the learning process. The discussion is about how learning theory can be applied in the context of the design and delivery of organizational learning.
Design and delivery of organizational learning is better understood through different learning theories. Different organizations designs and deliver their organizational learning differently to enable them to achieve their goals and aims. One of the theories classified, as humanism paradigm is the Kolb’s learning style. According to Kolb’s learning style, the design and delivery of organizational learning should have four areas of preferences (James Cook University, (JCU), 2015). This theory helps the organization to understand individual learning styles and provide an explanation of a cycle of experiential leaning applicable to all learners.
Therefore, in the design of a learning plan, it is important to consider various learning styles of individuals. Employees level of understanding vary as well as there preferred the style of learning. Some learn through observing, reading or through feeling among other ways. Understanding this will help an organization to design appropriate learning styles to meet the needs of learners. According to Kolb’s learning theory, the four stages in experiential learning are concrete reflective observation, abstract conceptualization, and active experimentation (JCU, 2015). People learning takes time as they move through immediate experiences that make them to observe and reflect on the experiences. The reflections are absorbed as individual’s links them with the previous knowledge translating the same into abstract concepts or theories that make them to adjust to experiences that can easily be tested and explored further (Clark & White, 2010).
Kolb’s concept can therefore, be applied in the design and delivery of organizational learning context if the focus is to foster internal growth and discovery. Employees require exploring their capabilities to help come up with innovations and creativity to impact positively on the organization. Therefore, in the event that the organization wants to explore the potential and capabilities of employees, then applying Kolb’s learning theory in the design is very important (Hirsh, 2005). This kind of learning requires the focus to be on the learner to open possibilities. It is also important to help employees gain experience on-the-job. Organizations can therefore provide on-the-job training to ensure that individual develop knowledge, emotions, skills through performing various tasks. This kind of training or learning is also cost effective hence; appropriate if the organization is aiming at reducing the cost of training.
In a setting where there is a need to achieve flexible outcomes, it is prudent for such an organization to adopt this learning approach. Experiential learning is individually directed and is not time bound hence, giving learners a wide opportunity to explore and come up with appropriate solutions to various problems that organizations experience (Harrison, 2009).
In conclusion, it is evident that various learning theory are important in the design and delivery of organization learning. Learning theories such as Kolb’s experiential leaning styles clearly indicates how the theory acts as a framework and a guide when designing an organization learning strategy. It is important to understand the reason for instituting learning, the learning styles of the individual, and the overall process or cycles that leads to the effective learning process. This ensures that suitable learning methods and strategies are adopted and delivered using appropriate methods.
Design and Delivery of Organisational Learning Reference list
Clark, J, & White, G 2010, ‘Experiential Learning: A Definitive Edge In The Job Market’, American Journal Of Business Education, vol. 3 no. 2, pp. 115-118.
Harrison, R. (2009). Chapter 4: Understanding Learning and the Learners. Retrieved from: http://www.cipd.co.uk/NR/rdonlyres/8A740623-5C60-424C-B86C- EE6AD43D504C/0/9781843982166_sc.pdf
Hirsh, W. (2005). Developing and Delivering a Learning Strategy. Retrieved from: http://www.niace.org.uk/lifelonglearninginquiry/docs/wpl0003.pdf
James Cook University, (JCU), 2015, ‘Kolb’s Experiential Learning Theory and learning styles model, Retrieved from: http://www.jcu.edu.au/wiledpack/modules/fsl/JCU_090344.html
