Experiential Managerial Learning

This project describes the process of experiential managerial learning in the lodging industry of a specific individual within the context of learning theory. Learning theory, learning style, learning objectives, adult learning, the Kolb Learning Model, and evaluation and feedback are applicable to this project.

Learning is the process by which an individual is able to change her or his behavior in some constructive manner. The three basic theories of learning are (1) trial and error, (2) conditioned response, and (3) insight.

In the trial and error approach, the individual learns by attempting different solutions to a problem until he or she discovers which one of the alternatives work best. The role of the teacher in this approach is to give the student some direction by leading her or him towards certain techniques which may assist in developing a problem solution.

The theory underlying the conditioned response approach is learning through habit formation. One major difficulty with the conditioned response approach is that it is virtually impossible to pre-create a condition and a response for all of the conceivable situations which may be encountered.

The insight approach, also known as the perceptual response approach, holds that all learning of whatever variety has as its basic characteristic a progressiv

. . .
s an individual ages, her or his readiness to learn is based more upon developmental tasks required for the performance of evolving social roles, rather than biological development, which is the case with children. This readiness to learn is directly related to the motivation of the individual. Thus, any organizational training program targeting adult learners must also include a motivational component. 4. Adults are oriented to problem solving-learning, whereas children are oriented toward subject-centered learning. Adragogical learning is problem-solving learning, while pedagogical learning is subject-centered learning. The major differences between androgogy and pedagogy clearly illustrate why in-house organizational training and education programs cannot be modeled on the programs conducted in the nation's schools. To be effective, organizational training targeting adults must be structured in an adult context. Kolb Learning Model There are four specific learning style types (Kolb, 1989, p. 110). The individuals employing these four learning styles are referred to as divergers·Type 1, assimilators·Type 2, convergers·Type 3, and accommodators·Type 4. Each of the four learning style types is dependent upon a different
. . .

Some common words found in the essay are:
Adult Learning, Accommodator Divergers, Style Learning, Learning Model, Lodging Industry, Theory Learning, Evaluation Feedback, Objectives Learning, Accomodators Type, Renagan Geller, lodging industry, learning modes, learning style, tend rely heavily, rely heavily, tend rely, human resources, human resources management, resources management, active experimentation, reflective observation, adult education, experimentation learning modes, active experimentation learning, kolb learning model,
Approximate Word count = 3624
Approximate Pages = 14 (250 words per page)

More Essays on Experiential Managerial Learning