Teaching Adults: Is it Different?

Presented by:

Maryam Eskandarjouy

29/11/13

Objectives

What is adult learning theory?

How is pedagogy different from androgogy?

What are the four principles of adult learning?

How to put these theories into practice?

Who is an Adult Learner?

An adult learner is a socially accepted person who is involved in any learning process.

Learning Process

Learning process can be anyof formal education, informal education or corporate-sponsored education.

Why Adults Learn?

We Learn…

What is Adult Learning Theory?

Malcolm Knowles (1978, 1990) is the theorist who brought the concept of adult learning to the fore. He determined the principles of androgogy.

Pedagogy V/s Androgogy

Pedagogy V/s Androgogy

Pedagogy Andragogy

It is the method of teaching children. It is the method of teaching adults

Learners are dependent. Learners are independent.

Learners have less or no experience to share, hence teaching becomes didactic.

Learners are experienced, hence teaching involves, discussion, problem solving etc.

Learners learn whatever the curriculum offers.

The content has to be modified according to the learners’ need.

Teachers are required to direct the learner. The learners are self-motivated. Learners need teachers to guide them.

Learning is curriculum oriented. Learning is goal oriented.

 

Principles of Adult Learning

Adults need to know why they need to learn

something.

Adults need to learn experientially.

Adults approach learning as problem-solving.

Adults learn best when the topic is of immediate

value.

Principles of Adult Learning

Learning should be:

Motivational

Experiential

Problem-solving

Of immediate value

Motivational Learning

Learning should be motivational:

Learning should be meaningful.The learner should be able to see the end-result of any training program. Example:If I attend at this training and perform better I’ll get a hike in my salary

Motivation Learning

Scenario You are working in ABC company. A training program has been scheduled, where you will be trained on MS-Word Application. Let us see the reaction of different employees who are short listed to attend the training program.

Technical Writer Programmer Content Writer Instructional Designer

They should provide training on Robo Help, that’s what I

need to know to be an efficient

technical writer.

Looks like another boring

training session! Gosh, I don’t

need training in MS-Word, any

how I use notepad to scribble notes.

This training program won’t help me much,

I’m quite competent in MS-

Office already!

Oh great! I can brush up my MS-

Word knowledge in this training

program.

Experiential Learning

Learning should be experiential:

Learners should be asked to learn by exploring

It is highly effective in corporate training

Learners learn by doing

Example:

A new application has been launched.

You need to familiarize with it. You

learn by exploring.

Problem Solving

Learning should be:

Solving any problem drives learning

A problem is posed so that the students discover that

they need to learn something new before they can

solve the problem

Problem Solving

Immediate Value

Learning should be of immediate value:

The training program should have direct bearing

upon their job

The training program should be able to step-up the

job search process

Immediate Value

Scenario

Assume that you and your colleagues are part of a

training program, which involves receiving training on

typing lesson. Look at what some of the people in that

organization had to say.

I think I seriously need to

attend this training session.

Quick typing will make my work much easier!

Typing lesson, well I don’t need it, cause I don’t

have to type huge articles or write anything at all!

This is a complete waste for me.

Typing lesson, well sounds

great, anyway I type like a

tortoise. I guess this training will help me hone my

typing skills.

Utility of these Principles

Lay down clear objectives of the course (need and

motivation)

Inform how they can make the most of training

(motivation/immediate value)

Just do not present learning materials but pose

problems so as to induce learning (problem-solving)

Utility of these Principles

Include assessment and provide immediate feedback

Offer reward or certificates after the successful

completion of the course (immediate value)

Give real life examples, simulation (experiential)

Use diagrams wherever needed

Warm-up

Learning is a continuous process

Learning is motivation driven

We learn to keep up with the growing need of the industry

We learn to compete

We learn better where we are asked to express our

experiences and prior knowledge

References

http://www.ncrel.org/sdrs/areas/issues/methods/technlgy/te10lk12.htm

http://en.wikibooks.org/wiki/Learning_Theories/Adult_Learning_Theories

http://www.fsu.edu/~adult-ed/jenny/learning.htmlhttp://www.edarticle.com/article.php?id=203

Thank You