Page 353 - F1 - AB Integrated Workbook STUDENT 2018-19

Learning and training at work

2.4 Implications of the learning models

Most individuals exhibit a clear preference for one style of learning and may struggle
to switch between them.

People who have a clear learning style preference will tend to learn more effectively if
learning is geared to their preference. For instance, according to Kolb:

 people who prefer the ‘assimilating’ learning style will not be comfortable being
thrown in at the deep end without notes and instructions.

 people who prefer to use an ‘accommodating’ learning style are likely to
become frustrated if they are forced to read lots of instructions and rules, and
are unable to get hands-on experiences as soon as possible.

A feature of Honey and Mumford’s model is that it provides suggestions about the
best ways for individuals to learn. The most effective learning methods are different
for each learning style.

 Activists – have a practical approach to training, are flexible and optimistic.
They prefer practical problems, enjoy participation and challenge, are easily
bored and have a dislike of theory. They must have hands-on training.

 Theorists – require their learning to be programmed and structured; designed
to allow time for analysis; and provided by people who share the same
preference for ideas and analysis.

 Reflectors – need an observational approach to training. They need to work at
their own pace – slow, cautious and non-participative – where conclusion are
carefully thought out.

 Pragmatists – need to see a direct value and link between training and real
problems and aim to do things better. They enjoy learning new techniques and
tasks and are good at finding improved ways of doing things.

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