Models Comparison of Learning Theories - Essay Example

Learning Theories Learning is a process that occurs in various ways at different times. Theorists have advanced various arguments on how people learn based on their observations and research. People acquire, process, and retain information in many different ways as attested through the theories that have been advanced to describe the process of learning. The proponents of the cognitive learning theory argue that knowledge acquisition is an integrative process that involves human memory and not necessarily a behavioral change as argued by the proponents of behavioral theories. On the other hand, the humanism theories perceive learning to be a process that is initiated by an individual in an attempt to fulfil their potential. This paper draws a comparison between the hierarchy of needs theory by Abraham Maslow, social learning theory by Albert Bandura and the attribution theory by Bernard Weiner. The three learning theories are based on certain assumptions. According to Bandura’s social learning theory, a change in behavior is the indicator of learning. It is grounded on the assumption that learning is largely influenced by the environment; this indicates that people learn through observing others. In addition, this theory agrees with the cognitive learning theory by emphasizing that the mental state of an individual is an integral part of the learning process. On the other hand, the attribution theory as developed by Weiner assumes that people have the tendency of determining causes of certain situations or behaviors. It deals with the cognitive processes and their influence on learning. It also observes that learning involves an integration of old knowledge and new one. The attribution theory is founded on the view that people endeavor to attribute causes to behaviors. Finally, Maslow’s hierarchy of needs theory assumes that people desire to satisfy their needs in a systematic and hierarchical manner, such that when one need is satisfied then a person desires to satisfy a higher need in the hierarchy. Maslow came up with a pyramid made up of five levels of needs to be met hierarchically. According to Abraham Maslow (1943), the people’s needs falls under five categories. These needs are met consecutively, with one need being satisfied after the other. The physiological needs are the first to be satisfied followed by safety needs, love/belonging needs, esteem needs, and finally, self-actualization needs. According to Maslow, what people need is a positive self-regard in order to achieve in their engagements. This means that the ability to learn is intrinsic hence the leader or the teacher acts as a facilitator in the learning process. When translated to the working environment, the needs of the people should be satisfied in a manner that they feel that their leader has regarded of them. He observes that learners ought to have listening skills since they are the ones that choose what they endeavor to acquire through learning(Wilson&Madsen, 2008). Through this approach, Maslow notes that emotions and feelings are very important aspects of communicating, learning, and understanding. The social learning theory has been advanced to explain the social behaviors of humans. The works of Dollard and Miller spearheaded the understanding of social behavior in learning; they established that behaviors were learnt through observations. In particular, cues, responses, rewards, and drives were identified as factors that contributed to the whole aspect of learning a new behavior. They observed that people tend to learn from the behavior of others either consciously or unconsciously. To complement this study, Albert Bandura conducted a number of studies especially among children in order to understand the psychology behind observation. His conclusions led to the development of the social cognitive theory. Through the findings, he established that modelling was an important aspect in the acquisition of morally desirable behavior. Through further research, Bandura (1977) established that not only were social behaviors acquired but also they have a cognitive perspective. He concluded that cognitive processes played a pivotal role in learning. Therefore, this behavioral theory takes a cognitive perspective. Weiner has argued through the attribution theory that people have a desire to explain the cause of behaviors. This theory takes a cognitive view in the sense that the thinking process is involved in the interpretation of events and behavior. When individuals desire to understand the reason for engaging in a given activity or doing something, they usually associate it to a certain behavior. Weiner (1974) observed that in order for a person to attribute a cause to a certain behavior, a process is involved with three stages. First, the behavior has to be perceived or observed, then the person must be convinced that the behavior was intentional and finally, a determination of whether the behavior was forced. In attributing achievement in execution of a task, Weiner found out that it was influenced by luck, ability, the difficulty of a task and effort. In the learning process, a person attributes achievement to self while the success of ab enemy is attributed to the external aspects such as luck. In the same way, when an individual fails or does a mistake, they attribute it to external parameters instead of self. Despite the wide application of social learning theory in the educational institutions, it can also be used in the workplace. The theory observes that people have the ability to learn through socialization as well as through observing others. An application of this theory can be well done through modelling of the behavior, this means that a leader should be able to depict a certain behavior and then expect the followers to learn from them. The leader can also encourage the employees to take up their behavior; this can be achievedthrough either a word of mouth or thorough rewarding employees that adhere to the modelled behavior. Finally, through observation the leader should be able to learn about the employee’s behavior and correct them appropriately(Rizzello&Turvani, 2002). Maslow’s hierarchy of needs theory is also applicable in work place learning. Through the levels of motivation that Maslow identified, a manager or leader can use them to motivate their employees through either accomplishment of goals or through giving rewards. An employer or leader should ensure that the survival needs of their team are given a consideration. When these basic needs are met, they are unlikely to have the morale to learn. Provision of the basic needs first allows the employees to be enthusiastic about learning while ensuring that they continue working, for example, an employee can consider working in an organization where lunch is provided as opposed to ne that does not. Employees will also endeavor to learn new skills and apply them when their safety and security is assured. Consequently, belonging as well as esteem also help employees to acquire new knowledge. The Attribution theory can be used in an organization to facilitate the realization of common understanding among all the employees. Different individuals within the organization perceive different actions in various ways. In light of this, it is up to the manager to ensure that effective communication is made in order to keep everybody in the organization informed. Likewise, the managers should be very observant of the employees work and hence make the right judgment based on unbiased perception. This theory can also be used in motivating employees, the perception by an employee that their ability to succeed is not within their scope can result to failure. This is where a leader comes in to correct the perception. An employee should have a view that the success of the organization is a contribution of their input, the manager should help in strengthening this view. In conclusion, though the three theories have differences, they play a vital role in employees’ learning within an organization. In fact, they complement each other and should be applicable in a working environment to ensure that learning occurs at every stage. References Bandura, A. (1977). Social Learning Theory. Englewood Cliffs, N.J.: Prentice-Hall Rizzello, S., &Turvani, M. (2002).Subjective diversity and social learning: A cognitive perspective for understanding institutional behavior. Constitutional Political Economy, 13(2), 197-210. Retrieved from http://search.proquest.com/docview/216226510?accountid=45049 Weiner, B. (1974). Achievement motivation and attribution theory. Morristown, N.J.: General Learning Press. Wilson, I., & Madsen, S. R. (2008). The influence of maslow's humanistic views on an employee's motivation to learn.Journal of Applied Management and Entrepreneurship, 13(2), 46-62. Retrieved from http://search.proquest.com/docview/203897252?accountid=45049 Read More