Andragogy (Adult Education)

it is a lecture for Andragogy. andragogy vs. pedagogy including the principles, methods,etc.

1. Teaching Adults: Is it Different? Presented by: Maryam Eskandarjouy 29/11/13

2. Objectives What is adult learning theory ? How is pedagogy different from androgogy ? What are the four principles of adult learning? How to put these theories into practice?

3. Who is an Adult Learner? An adult learner is a socially accepted person who is involved in any learning process .

4. Learning Process Learning process can be any of formal education, informal education or corporate-sponsored education .

5. Why Adults Learn? We Learn…

6. What is Adult Learning Theory? Malcolm Knowles (1978, 1990) is the theorist who brought the concept of adult learning to the fore. He determined the principles of androgogy .

7. Pedagogy V/s Androgogy

8. Pedagogy V/s Androgogy Pedagogy Andragogy It is the method of teaching children. It is the method of teaching adults Learners are dependent. Learners are independent. Learners have less or no experience to share, hence teaching becomes didactic. Learners are experienced, hence teaching involves, discussion, problem solving etc. Learners learn whatever the curriculum offers. The content has to be modified according to the learners’ need. Teachers are required to direct the learner. The learners are self-motivated. Learners need teachers to guide them. Learning is curriculum oriented. Learning is goal oriented.  

9. Principles of Adult Learning Adults need to know why they need to learn something. Adults need to learn experientially. Adults approach learning as problem-solving. Adults learn best when the topic is of immediate value.

10. Principles of Adult Learning Learning should be : Motivational Experiential Problem-solving Of immediate value

11. Motivational Learning Learning should be motivational : Learning should be meaningful. The learner should be able to see the end-result of any training program. Example: If I attend at this training and perform better I’ll get a hike in my salary

12. Motivation Learning Scenario You are working in ABC company. A training program has been scheduled, where you will be trained on MS-Word Application. Let us see the reaction of different employees who are short listed to attend the training program.

13. Technical Writer Programmer Content Writer Instructional Designer They should provide training on Robo Help, that’s what I need to know to be an efficient technical writer. Looks like another boring training session! Gosh, I don’t need training in MS-Word, any how I use notepad to scribble notes. This training program won’t help me much, I’m quite competent in MS-Office already! Oh great! I can brush up my MS-Word knowledge in this training program.

14. Experiential Learning Learning should be experiential: Learners should be asked to learn by exploring It is highly effective in corporate training Learners learn by doing Example: A new application has been launched. You need to familiarize with it. You learn by exploring.

15. Problem Solving Learning should be: Solving any problem drives learning A problem is posed so that the students discover that they need to learn something new before they can solve the problem

16. Problem Solving

17. Immediate Value Learning should be of immediate value : The training program should have direct bearing upon their job The training program should be able to step-up the job search process

18. Immediate Value Scenario Assume that you and your colleagues are part of a training program, which involves receiving training on typing lesson. Look at what some of the people in that organization had to say.

19. I think I seriously need to attend this training session. Quick typing will make my work much easier! Typing lesson, well I don’t need it, cause I don’t have to type huge articles or write anything at all! This is a complete waste for me. Typing lesson, well sounds great, anyway I type like a tortoise. I guess this training will help me hone my typing skills.

20. Utility of these Principles Lay down clear objectives of the course (need and motivation) Inform how they can make the most of training (motivation/immediate value) Just do not present learning materials but pose problems so as to induce learning (problem-solving)

21. Utility of these Principles Include assessment and provide immediate feedback Offer reward or certificates after the successful completion of the course (immediate value) Give real life examples, simulation (experiential) Use diagrams wherever needed

22. Warm-up Learning is a continuous process Learning is motivation driven We learn to keep up with the growing need of the industry We learn to compete We learn better where we are asked to express our experiences and prior knowledge

23. References http:// www.ncrel.org/sdrs/areas/issues/methods/technlgy/te10lk12.htm http:// en.wikibooks.org/wiki/Learning_Theories/Adult_Learning_Theories http://www.fsu.edu/~ adult-ed/jenny/learning.html http:// www.edarticle.com/article.php?id=203

24. Thank You