Learning Introduction

The process of learning has great value for enriching human life in all spheres of life. All activities and behavior that make personal, social and economic life peaceful and pleasurable are learned. Learning certainly affects human behavior in organization.

Employees must certainly know the consequences of achieving good and poor levels of performance in order to function to the objectives of the organization. Learning covers virtually all behaviors and it is concerned with the acquisition of knowledge attitudes and values, emotional responses (such as happiness and fear).

Learning may be further defined as ” any relatively permanent change in behavior or behavior potential produced by experience”. Behavioural changes that take place due to use of the drugs, alcohol etc., cannot be called as change because they are temporary in nature. They are not considered learning. The changes are due to practice and experience, and relatively permanents alone are called learning.

Definition of Learning

According to Stephen P. Robbins, “Learning is any relatively permanent change in behavior that occurs as a result of experience”

According to Steers and Porter, “Learning can be defined as relatively permanent change in behavior potentiality that results from reinforced practice or experience”.

According to Munn et.al, “The process of having ones behavior modified, more or less permanently, by what he does and the consequences of his action, or by what he observes”.

The Characteristics Of Learning

Learning is growth. The better they learn, the better they shape their behavior. More enforcement on good behavior will bring in more cheers in their growth prospects.

Learning is adjustment. Learning teach individual to behave in a manner required in the situation. It will make individual to be patient where they have to be and to involve at the level required.

Learning is an organized experience. People learn through various means and permanent change in the behavior is the result of organized experience. Learning is a continuous process. It is not a onetime attempt. Only a permanent change in behavior is called learning.

Factors Influence Learning

> Individual Motivation

Learning process ultimately depends on the learner himself or herself. Employees must be encouraged to see themselves as responsible for their own development.

> Corporate Context

Development of personnel must be rated as a major company priority. Knowledge must be considered an essential asset in gaining a commercial advantage over competitors. Importance must be granted to education and the impacts of training. The education message must be strong enough to reach the employees of the organization. Learning will take place effectively where the management considers it as foremost core area of attention.

> Learning Context

The success of training depends on ability of the individual to create a “space in time” within which to learn.

> Recognition of Knowledge Acquisition

Recognition of acquired skills would allow learners to capitalize on them on the job. Market and as such would constitute a considerable incentive to learning.

> Role of Instructors and Learners

A selection of information and educational material is made available from which learners are free to choose according to their situation and their needs.

Types of Learners

1.Confidential Learners

They believe they are capable of anything. They are natural leaders, which mean they are able to set their own goals and even the direction for training. If given the opportunity they sometime prepare things in advance.

The main challenge with these learners is that they may become disinterested easily if the progress moves too slowly or does not encourage participation. Confident learners seek opportunities for interaction such as group discussion, term projects and other shared experienced with their peers.

2. Over Achievers

They seek out information to enhance their knowledge, in order to solve problems and increase their achievements. They lack patience and may insist daily the course their own way.

3. Emotional Learners

Emotional learners are significantly influenced by their feelings and want to feel attachments to the course either through the instructor or through the context. They like being invited to participate and like over achievers, require feedback during training.

4. Un motivated Learners

They lack enthusiasm, never exceed expectations and the one likely to drop courses. They look for easy course and are less challenging in nature. These types of people can also be engaged in the system through the use of creative strategies. It is possible to get such people passionate about learning.

5. Risk

They have new skills and information; they are highly motivated to reach goals if they will benefit from learning, and particularly enjoy interactive exercises. They enjoy working both independently and co-operatively.

6. Surprised Learners

They lack self confidence, which impacts every aspects of their learning from their desire to learn to their ability to focus and their willingness to take risks. They often feel uncomfortable expressing their need for help.

7. Dependent Learners

They work diligently, frequently ask for help and feel in secure about their answers. They emotionally depend on instructors.

Learning Process

It is a mental state of an individual forming the behavior as on habit and try to demonstrate again and again upon recognition.

a) Stimulation

Employees get stimulated towards their superiors or towards rewards schemes introduced and tend to focus their behavior toward achievements of that rewards.

b) Endorsements

If the superior endorse their behaviors, then they will repeat the same for their encouragements.

c) Corrections

If the exhibited behavior is not completely endorsed, then unendorsed behaviors promoted by themselves and refine their behavior, to the expectations of the superiors.

d) Rewards

Normally employees expect some rewards for their good behaviors exhibited. If they are not recognized and suitably rewarded, they may also slow down their good behavior.

e) Habits

Every continuous effort is converted into habits. Habits acquired through continuous learning problem. Good habits are helpful to improve self and the organization. It is also the management’s duty to encourage good habits and cut bad habits in the organization.

Learning process may further be splitted into two

a. Cognitive Learning Process

The theory has been used to explain mental processes as they are influenced by both internal and external factors, which eventually bring about learning with in an individual. For effective and positive learning to occur, an individual should have positive personal characteristics, and should exhibit appropriate behavior.

b. Observational Learning Process

It is a process of learning from others by means of observing them. It is one of the effective ways of gaining knowledge and altering the behavior. The study states that the individuals tend to form self-concepts that affect the behavior they display. The behavioral exhibits can be positive or negative, all depending on the individuals’ observation. The theory concepts revolve with observing the person and reflecting the behavior.

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