LEARNING AND DEVELOPMENT

Learning and Development

Systematic Learning Approach

Definition of Systematic Model of Learning & Development

According to Systematic Model of Learning & Development, learning how to learn, that is the main problem of modern organizations, is neither possible nor it can be stable without knowing and developing the fivefold subsystems.

Importance and Critical Success Factors of Systematic Model of Learning & Development

Organization, people, knowledge and technology sub-systems are needed to progress and to increase learning and each of them affect on other fourfold sub-systems. These sub-systems are needed to create and keep organizational learning and enjoyment. Fivefold sub-systems are statistically correlated to each other and complement each other. If one of these systems is weak or is not present, other sub-systems will seriously be weakened. Each of these sub-systems includes following sub-groups:

Learning is the main sub-system of learning organization. Learning occurs at all personnel groups and organizational level and includes: Levels of learning, Learning skills, kinds of learning.

Organization sub-systems is the framework that in which learning happens in it and includes: vision, structure, strategy, culture.

People sub-system: society, suppliers and sellers, share holders and mediators of business, clients, staff, managers and chiefs.

Knowledge sub-system refers to the management of acquiring and creating knowledge at organization and includes: production, trade, using and currency, translocation and distribution, analysis and searching data, saving.

Technology sub-system refers to support and integrate technological networks and informational tools which prepare the possibility of acquiring and exchange information and learning. It includes learning development and knowledge management.

Fig. 1: Systematic Learning Organization Model

According to Marquardt researches, systematic learning organizational model have these characteristics:

Forecasting and rapid adapting to the environment.

Accelerating the development of products, processes and modern service.

Being more professional by competitors and participators.

Accelerating the translocation of knowledge from one part to other part.

Learning more effectively from errors.

Employing staff at all levels of organization more suitably.

Decreasing needed time to perform strategic changes.

Encouraging improving in all areas of organization continues.

Employing the best staff. Fig. 2: Hackman and Oldham Job characteristic model [14]

Increasing the organizational commitment and creativity of staff.

Theories of Learning and Development

There are many different theories of how people learn. What follows is a variety of them, and it is useful to consider their application to how your students learn and also how you teach in educational programs. It is interesting to think about your own particular way of learning and to recognise that everyone does not learn the way you do.

Burns (1995, p99) 'conceives of learning as a relatively permanent change in behaviour with behaviour including both observable activity and internal processes such as thinking, attitudes and emotions.' It is clear that Burns includes motivation in this definition of learning. Burns considers that learning might not manifest itself in observable behaviour until some time after the educational program has taken place.

Sensory Stimulation Theory

Traditional sensory stimulation theory has as its basic premise that effective learning occurs when the senses are stimulated (Laird, 1985). Laird quotes research that found that the vast majority of knowledge held by adults (75%) is learned through ...