Humanizing job enrichment Action Learning

Action Learning

Action Learning can be observed as a formula: [L = P + Q]:

    * Learning (L) take place through a grouping of

    * programmed information (P) and

    * the capability to ask understanding questions (Q).

Action learning has been generally used in Europe for combining formal management training with learning from experience. A typical program is accomplish over a period of 6 to 9 months. Teams of learners with assorted backgrounds conduct field projects on multipart organizational problems that need the use of skills learned in formal training meeting. The learning teams then meet occasionally with a skilled instructor to discuss, analyze, and learn from their experiences.

There are six  basic steps of learning method:

   1. Formulate Hypothesis (an idea or concept)

   2. Design Experiment (consider ways of testing truth or validity of idea or concept)

   3. Apply in Practice (put into effect, test of validity or truth)

   4. Observe Results (collect and process data on outcomes of test)

   5. Analyze Results (make sense of data)

   6. Compare Analysis (relate analysis to original hypothesis)

Note that you do not always have to enter this process at step 1, but you do have to complete the process. All human learning at the individual level occurs through this process. Note that it covers with  the levels of existence:

    * We think — cognitive domain

    * We feel — sentimental domain

    * We do — achievement domain

All three levels are consistent, i.e., what we think manipulates us and is influenced by what we do and experience.