Learning Style: 1
Honey and
Mumford’s learning cycle
Peter Honey and Alan Mumford , identified
four learning styles as illustrated in the figure 1.
Source :
Figure 1 shows the
cycle of learning styles which is an adaption of Kolb’s pioneering work.
It is a similar
model to Kolb’s cycle with comparative difference. (
A detailed
description of this style is as follows.
1.Activists: who involve themselves fully without bias in new
experiences and revel in new challenges. They have a receptive way to deal with learning,
including themselves completely and without inclination in new encounters. learning activities that include brainstorming,
problem-solving, group discussion, puzzles, competitions, role-play, etc
2.Theorists:
who adapt and apply their observations in
the form of logical theories. They tend to be perfectionists
on the other hand prefer learning activities
that include models, statistics, stories, quotes, background information,
applying concepts theoretically etc. Theorist would like to understand
theory behind each activity.
3.Pragmatists: These individuals have the capacity to perceive
how to put the learning into practice in their present reality. Pragmatists are keen to try out new ideas, approaches and concepts
to see if they work.
4.Reflectors: These individuals learn by watching and
contemplating what happened. Reflectors,
who stand back and observe new
experiences from different angles. They collect data, reflect on it and then
come to a conclusion.
Generally, it is
important to understand that none of these four learning styles is exclusive.
It is quite possible that one person could be both a reflector and a theorist
and someone else could be an activist/pragmatist, a reflector/pragmatist or
even a theorist/pragmatist.
Every individual
has different learning method. It is important to understand employee’s the
learning style prior actioning on trainings & other development methods as
there are strengths and weaknesses in each of this style. (
For an example, if an organization choose to
set up “E-learning” platform as training method, activists would embrace & want the pace to be faster and want more
knowledge within a limited time than ‘reflectors’. On the other hand, ‘reflective
learners’ could learn from watching webinars, live sessions and other aids that involve other
people discussing their own experience and learnings.
Learning
Style :2
VAK
Learning style
Further to design
and conduct of learning events or personal development programmes VAK learning
style also would be very vital to learn. As depicted in the Figure1 it
describes three major sensory receivers.
Source:
Thereby we can understand VAK stands for,
V – Visual -Seeing and reading (Pictures, videos, graphics, diagrams,
charts, models)
A – Auditory-Listening
and speaking (Lecture, recording, storytelling, music, verbalization, questioning)
K – Kinesthetic- Touching
and doing (Acting, role-play, clay modelling)
Basically, learning situations can be set up to fit the leaning
style of participants. The problem is that people do not necessarily have a
single learning style and there will be certainly be a large range of styles in
any learning group. As we can see clearly in the VAK style some people may take
information by seeing and reading while some people take information by listening
and speaking and some of them are by touching and doing. It may therefore be
difficult to fit the learning/training approach to the style.
Bibliography
Abdallah Moubayed ,MohammadNoor
Injadat,Ali Bou Nassif,Hanan Lutfiyya,Abdallah Shami, 2018. e-Learning. Challenges
and Research Opportunities Using Machine Learning & Data Analytics.
Dunn,
L., 2002. Theories of learning. Learning and Teaching Briefing Papers
Series.
Grace,
M., 2001. Learning styles. British dental journal .
Lupton,
K., 2021. What Are VAK Learning Styles And What Learning Style Suits You?. [Online]
Available at: https://www.youthemployment.org.uk/what-are-vak-learning-styles-and-what-learning-style-suits-you/
Mumford,
A., 1993. Integration creates synergy and contributes to. PUTTING LEARNING
STYLES TO WORK: AN INTEGRATED APPROACH 3 .
Good article Dileka. Furthermore, due to the increasing rate of change in the world of work, life-long learning is high on the political agenda in many countries. Policies are mostly directed at education and formal training (Skule 2004). However, these are not always available to everyone, and in many situations they have several disadvantages: It does not have an effect unless it is well-timed; it often seems difficult to transfer what has been learned to the daily work situation; and it is expensive (Woerkom 2003).
ReplyDeleteHi Manodya, It is also a valid point. Nut however that there's a\self learning method of learning where individual takes the initiative to learn , grab the knowledge with or without help from others in diagnosing their need (Guglielmino, Paul & Murdick, Robert G, 1997).
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