How we learn
Foundation Degree in Business
Victoria Hadfield
Types of Learning

Instrumental Learning
◦ Learning how to do the job better once you
know the basics

Cognitive Learning
◦ Gaining knowledge and understanding by
absorbing information

Affective Learning
◦ Based on development of attitudes or feelings
rather than knowledge

Self-Reflective Learning
◦ Encourage learners to think for themselves, new
patterns of understanding, thinking and behaving
Learning Process
Individuals learn for themselves and
others
 Through team membership, interaction
with peers and managers and others
 Learn by doing and by instruction
 People learn in different ways
 Motivation has a large part to play

Learning Theories
Reinforcement – “Conditioning”
 Cognitive learning – Gaining knowledge
by absorbing principles, concepts and facts
then internalising it. - People as “powerful
information-processing machines”
 Experiential Learning – Doing and
reflecting – people are “active agents of
their own learning”
 Social learning – Social interaction –
necessary for effective learning

Learning Styles
Two most prevalent classifications from
 KOLB (1964) - US favourite
 Honey and Mumford (2000) – UK
favourite

KOLB 1984
David Kolb's Experiential Learning: Experience as the source of learning and
development (1984) theorized that four combinations of perceiving and
processing determine four learning styles that make up a learning cycle.
According to Kolb, the learning cycle involves four processes that must be
present for learning to occur:
Diverging (concrete, reflective) - Emphasizes the innovative and imaginative
approach to doing things.Views concrete situations from many perspectives
and adapts by observation rather than by action. Interested in people and
tends to be feeling-oriented. Likes such activities as cooperative groups and
brainstorming.
Assimilating (abstract, reflective) - Pulls a number of different observations
and thoughts into an integrated whole. Likes to reason inductively and create
models and theories. Likes to design projects and experiments.
Converging (abstract, active)- Emphasizes the practical application of ideas
and solving problems. Likes decision-making, problem-solving, and the
practicable application of ideas. Prefers technical problems over interpersonal
issues.
Accommodating (concrete, active) - Uses trial and error rather than
thought and reflection. Good at adapting to changing circumstances; solves
problems in an intuitive, trial-and-error manner, such as discovery learning.
Also tends to be at ease with people.
Honey and Mumford


Derived their research from KOLB but
simplified the language:
KOLB
Honey & Mumford
Diverger
Reflector
Assimilator
Theorist
Converger
Pragmatist
Accommodator
Activist
They also say that learning preferences depend on
situation and level of experience so they move
between the four modes of learning rather than
being locked into just one
LEARNING STYLES
QUESTIONNAIRE

On your own – have a go at the Honey
and Mumford Questionnaire
Reflectors
Prefer to learn from activities
that allow them to watch, think
and review – they like to have
time to think things over. They
like journals, brainstorming and
lectures with expert
explanations and analysis
Theorists
Prefer to think about problems
step-by-step.They like lectures,
analogies, systems, case studies,
models and readings. They would
avoid talking with experts .
Pragmatists
Prefer to apply new learning to
practice to see if it works. They like
laboratories, field work and
observations. They like feedback,
coaching and good links between the
task and a problem
Activists
Prefer the challenge of new
experience, involvement with others,
assimilations and role playing. They like
anything new, problem solving and
small group discussions