Kolb's Theory Of Learning Style

Learning style was developed by researchers to classify learners based on their approach to perceiving and processing information (Butch & Bartley, 2002). Learning style is defined as “specific behavioral pattern that an individual displays in learning” (Campbell 1996).

Dunn defines it as a new way how new information is acquired by individual to develop new skills (1975 & 1989). Kolb (1984) defined it as a process where an individual retain new information and skills. Kolb’s theory of learning styles states that knowledge is created through transformation of experiences. Technology-aided instruction has helped to develop customised learning tools to maximize the benefit. O’Conner (1998) states that it is necessary to examine learning

The finding shows that students scored strong preferences in activist and reflector and attained moderate preferences in theorist and pragmatist. Apart from the above there were others who contributed to the field of learning and understand the types of learners and their behavior.

Blooms’ taxonomy of learning domains by Benjamin bloom; developed in 1956 has 3 broad domains-

• Affective- how learner reacts emotionally. 5 levels from lowest to highest-receiving, responding, valuing, organizing and characterizing

• Psychomotor- is about acquiring manual skills. Divided into imitation, manipulation, precision, articulation and naturalization

• Cognitive- about acquiring more cerebral knowledge, comprehension, application, analysis, synthesis and evaluation.

The other is Rose’s learning styles which Derived from Colin Rose’s work in 1987 on accelerated learning, is closely related to the ideas of neurolinguistic programming. It has 3 main styles-

• Visual: watching and

• Do I have appropriate learning content that is aligned to my learning strategy?

• How do I help my managers manage better and keep them tuned in to company culture and values?

• How do I ensure that my learning investments are effectively managed over time and stay aligned with changing business priorities?

According to “Clarifying your Learning and Development Strategy” by Wendy Hirsh, it asks to focus on 5 main things-

• WHY are we interested in L&D? What are the main purposes of our L&D activities?

• WHAT learning needs are we going to focus on and how will we work with the business to establish these?

• HOW are we going to deliver, facilitate or support learning in the organization.

• WHO supports employees in their learning, both in L&D/ HR function and outside it?

• SO WHAT? How will we approach evaluation as part of our strategy?

According to 101 Learning and Development Tools by Kenneth Fee

There are 6 essential element of a learning strategy

• Scope- should clarify what it covers, understands, how it aligns with HR strategy.

• Aims and Objectives-

• Planning framework

• Resource and partners

• Methods and