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Theoretical framework for adult learning
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Recommended: Theoretical framework for adult learning
Adult Learning Theory: Andragogy
The dispute of how adults learn is an ever developing subject matter since the 1920’s when adult learning became a professional field of practice (Merriam, S., 2001). Questions such as, do adults learn differently from children? Are adults able to learn quicker, independently, or in the same environment? These are just some examples of a multitude of questions that have been raised since scientists began investigating Adult Learning. I intend to clarify some of the misconceptions of adult learning through proven scientific research and writings of experts in the field. First, we will summarize the evolution of the concept of Adult Learning. Second, we will examine several recognized Adult Learning Theories. Third, we shall explore the Philosophies of Adult Education and finally, we will consider how technology affects life-long learners. To understand how adult learning evolved, we will need to explore how it all got started and which scientist established the term Andragogy.
In 1928, Thorndike, Bregman, Tilton, and Woodyard’s study of adult education produced the book Adult Learning which is attributed as the first systematic controlled research on the concept of adult learning. They utilized the behavioral psychological approach of testing to answer the question of whether adults can learn. Later, scientists investigated the differences between adolescent learning versus adult learning; this early research seemed to indicate that younger people learned significantly more than adults. (Lorge 1944, 1947) contradicted earlier findings by highlighting the fact that environmental factors such as previous education and experiences affected the way adults would answer certain questions. ...
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...Review of Educational Research, 14(4), 438-443.
Lorge, I. (1947). Intellectual Changes during Maturity and Old Age. Review of Educational Research, 17(5), 326-330.
Merriam, S. (2001). Andragogy and Self-Directed Learning: Pillars of Adult Learning. New
Directions for Adult and Continuing Education, 2001(89), 3-13.
O’Bannon, T., & McFadden, C. (2008). Model of Experimental Andragogy: Development of Non-Traditional Experimental Learning Program Model. Journal of Unconventional Parks. Tourism & Recreational Research, 1(1), 23-28.
Thorndike, E.L., Bregman, E.O., Tilton, J.W., and Woodyard, E. (1928). Adult Learning. New York: Macmillan
Wang, V. (2011). Assessing and Evaluating Adult Learning in Career and Technical Education. IGI Global.
Whitehead, A.N. (Ed.). (1978). Process and Reality: An Essay in Cosmology (corrected ed.). New York: Free Press, Macmillan.
Merriam, S.B., Caffarella, R.S. &Baumgartner (2007) Learning in Adulthood: A comprehensive guide, san Francisco, CA:Jossey-Bass
[According to a cohort participant,] cohorts are created not born. They are successful when everyone works collaboratively and collectively on improving their own and others' learning experiences. It takes self-responsibility, patience, courage, humor, commitment, sensitivity, and a lot of hard work to create such an enriching learning experience for everybody. (Nesbit 2001, p. 3)
Adults are self-motivated. They learn best by building on what they already know and when they are actively engaged (Lindeman, 2010). The approach of adult education revolves around non-vocational ideals and is based on experience rather than subjects (Lindeman, 2010). It helps adults gain knowledge about their powers, capacities, and limitations (Funnell et al, 2012).
Adult learner retention continues to hold the attention of adult educators in every type of program. Although the reasons students leave and the strategies for keeping them may differ from adult basic education (ABE) to higher education, the goal of retention is the same: to keep learners in programs until they achieve their goals (Tracy-Mumford et al. 1994). In any program, adults are largely voluntary participants, but the student role is just one of many roles and responsibilities competing for their time and attention. In fact, personal reasons such as family problems, lack of child care, and job demands are often cited as the cause of withdrawal. At the same time, adults usually have pragmatic, focused reasons for participating and will leave whenever they feel their goals have been met or if they feel the program will not satisfy their goals. Personal/job factors may seem to be beyond institutional control, whereas program satisfaction is something educators can improve. This Digest provides an updated look at research on retention in adult education and suggests effective practices for different settings.
Scientists agree on the idea that the brain grows in spouts instead of in one line across time. During specific time periods such as three months to ten months, then again from two years old to four years old, then again from six years old to eight years old, then ten years old to twelve up until the child becomes a teenager at thirteen, then again from fourteen years old to seventeen years old. The brain continues to grow throughout a person’s lifetime, but these particular spurts of growth are particularly vital because the brain is more receptive to learning. Only a few of these particular spurts of growth occur when a child is in school, therefore, guardians encouraging the concept of being a lifetime learner is important. The idea that a person should be continuously learning throughout their life
Mirriam, S. B., Caffarella, R. S., & Baumgartner, L. M. (2007). Learning in adulthood: A
Edward Lindeman is thought by many to be the founder of contemporary adult education. His work in the area of adult education included the writing of articles, books, public presentations, assistance in the collegiate system as a lecturer of social work and as an associate pastor in the church (Brookfield 1986). Lindeman and Martha Anderson traveled to observe and analyze the German Folk High School system and the worker’s movement. Consequently, Lindeman and Anderson’s comparative research lead to the breakthrough of the German perception of andragogy. Their studies define andragogy as the “true method of adult learning” (1986). In 1968 at Boston University, the initial use of the term “andragogy” to attain prevalent notice of adult instructors occurred when Malcolm Knowles who at the time was an instructor of adult education, presented the term via journal article. In his 1970 book publication, he defined “andragogy” as the art and science of helping adults learn. The concept of self-directed learning, or SDL, maintained below reveals Knowles’ definition of SDL:
One theorist that is relevant to this study is Malcolm Knowles’s theory of adult learning. Though Malcom Knowles may not be the first one to introduce adult learning, he was the one that introduced andragogy in North America. (McEwen and Wills 2014). Andragogy means adult learning. The core concept of Knowles’s Adult learning theory is to create a learning environment or awareness for adults to understand why they learn .Knowles developed six main assumptions of adult learners. Those assumptions are the need to know, self- concept, experience, readiness to learn, orientation to learning and motivation. (McEwen and Wills, 2014)
The learning process for adults is never ending and can be very challenging. As an adult educator, teaching adult learners you will face many challenges in the learning process. It is our responsibility to keep the learners engaged, and to help them to realize their full learning potential.
In summary, I guess I disagree with the theory that adults learn differently than children. I think we all learn the same. I think it is the strategy that is different. I believe that the role of any good educator is to guide the learner into connecting what they are learning in the classroom to their world.
This paper begins with andragogy as being “the art and science of helping adults learn” (Kowles, 1980, p. 43; Mirrian, Caffarlla, and Baumgartner, 2007, p. 84). Bedi (2004) concluded that “[a]ndragogy facilitates the understanding of student behavior in the teaching relationship, provides a theoretical reason for teaching behavior and is a guiding philosophy for how to manage the learning environment towards an effective outcome” (p. 97); this is the source and resources of power for the teacher and the student. In addition and according to Mirriam, Caffarella, and Baumgartner (2007)—Hiemstra (1993, p. 42) stated, “Power consists of a combination of such external resources. . . as family support, social abilities, and economic abilities. It also includes various internally acquired or accumulated skills and experiences contributing to effective performance, such as resilience, coping skills, and personality” (p. 94). It is within the context of no family support, social abilities, and economic abilities, as a student, I lacked these powers that unchartered my course within educational requirements, thus, became A None-Conducive Situation That Did Not Help My Learning.
Analysis: having been through the adult learning experience I have realised the roll of learner and teacher in this approach. An effective teacher can facilitate the development of independence, self confidence, learning satisfaction and help students (the learner) to critical think. This experience has taught me that there are different styles of learning and teaching that I can adopt in my future.
Teaching the adult student is a great and unique responsibility; Andragogy preaches that teaching the adult learner takes a certain skill set and approach in order to be highly effective. The adult teaching theory and approach is based off the characteristics of the adult student. Andragogy views the adult learner as a very highly motivated student, a student ready and prepared to learn, and a student that comes to class with expectations of learning (Knowles 1984, pg12). With such a capable learner in the classroom the teacher must make the necessary adjustments. When teaching the adult learner, the teacher will have respect for their students and respect the fact that each student will have their own individual learning style. The teacher will also allow the adult student to experie...
Within the andragogical model described by Knowles, Holton, and Swanson (2015), adults need learning experiences that are different than those found in the pedagogical model. Instead of waiting for experiences that are directed and controlled by a teacher, adults need to have a clear rationale and understanding for the learning, feel past experiences are valuable, and have a developed internal system for motivation in order to help a learning experience be successful. The connection and orientation to the learning task, the readiness to learn, and self-concept are other important ideas to adult learning.
Adult learning does not occur in a vacuum. What one needs or wants to learn, what opportunities are available, the manner in which one learns-all are to a large extent determined by the society in which one lives. Whenever adults are asked about their learning, they most often mention education and training programs sponsored by the workplace, colleges and universities, public schools, and other formal organizations. They first picture classrooms with “students” learning and “teachers” teaching in a highly structured format. Yet when we ask these same adults about what they have learned informally over the last year, they typically respond with descriptions of learning activities outside these formal settings. They discuss, for example, remodeling a house, which has involved everything form reading and talking...