There are conflicting perspectives on adult learning as it relates to and separates itself from early childhood development practices and overall approaches to learning.
It is the belief of the authors that all styles of learning are applicable to both early childhood and adult learning, with differences presenting themselves in regard to the use of the style based on the learning environment.
In this narrated PowerPoint presentation, we have explored the theory of the Adult Learning environment by including examples of teaching assistants, e-learning in technical colleges, and self-directed learning.
In summary, the essence of Learning by Design lies in the experience of the learner as a designer and creator of an external, shareable artifact.
Learners become more accountable for their learning through designing, sharing, piloting, evaluating, modifying their work, and reflecting on the process.
The instructor acts as a facilitator and motivator by creating an open-ended learning environment and by challenging and scaffolding the learners in a balanced manner while providing options with rich and varied feedback.
Through this experience, learners construct meaning and internalize the learning process (https://www.boundless.com/education/inquiry-strategies-tasks/constructionism-learning-by-design-and-project-based-learning/notes).
Action learning is a commonly used term in many discussions regarding adult learning in a variety of business settings.It holds many similarities to learning communities, discussed at length in the ebook chapter on Learning Communities.If it is to be distinguished, action learning is basically the small components that create the main team involved in a learning community.Action learning has been compared with project work, learning communities and various forms of simulation used in management development.It has been more widely used recently for organizational problems (Yorks, 2000).
"Action learning is defined as an approach to working with, and developing people, which uses work on a real project or problem as the way to learn.Participants work in small groups or teams to take action to solve their project or problem, and learn how to learn from that action.A learning coach works with the group in order to help them learn how to balance their work, with the learning from that work (O'Neil, 2000, p.44).
Experiential learning is a learning theory that is learner-centered and operates on the premise that individuals learn best by experience.A good way to describe this theory is "learning by doing".Experiential learning thus has the learner directly involved with the material being studied instead of just thinking and talking about that material.
The Flash animation above provides an overview of four Learning Theories related to Adult Learning.
They are Action Learning, Experiential Learning, Self-Directed Learning, and Project-Based Learning.
Argyris's theory of single- and double-loop learning has been applied to management theory to suggest the best ways for employees to learn.
He is best known for his work on learning theories in the area of learning organizations.
This essentially means that learning is through experience and direct reflection on outcomes, where the ends are justifying the means and dictating the fulcrum of the discussion and learning outcomes.
While this type of learning, and this broader type of behavior, is extremely common in the real world, it is not the ideal method to learn and adapt from a broader organizational level.
Argyris's theory of single- and double-loop learning has been applied to management theory in order to suggest the best way for employees to learn and think about new goals and strategies for an organization.