Andragogy (Adult Education)
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Transcript of Andragogy (Adult Education)
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