Honey and Mumfords Learning Style Model - Essay Example

Learning Styles Introduction Learning styles include multiple theories proposing systematic differences in the habitual and natural pattern of individuals of sourcing, gathering and processing valuable information in different learning situations. Generally the learning styles of the individuals differ from each other due to different patterns of learning processes. The concept of personalized learning styles emerged in 1970s. These styles have great influence on the educational and professional fields of the individuals. This essay will discuss in favour of the following thesis statement. Thesis Statement “Honey and Mumford’s learning style significantly differs from Kolb’s experiential learning model and these tools can be significantly implemented in my professional career as a HR consultant.” Discussion Several researchers have proposed different learning models by observing the nature and behaviour of individuals in different learning procedures. This essay will evaluate and compare between the Kolb’s experiential learning model and Honey and Mumford’s learning style model. Kolb’s Experiential Learning Model The experiential learning model of Kolb is based on the concepts of experiential learning theory. This model draws two related approaches towards the avaricious experience. These are abstract conceptualisation and concrete experience. On the other hand, this model also outlines two different related approaches towards the transforming experience (Ellis, 2011). These are active experimentation and reflective observation. According to the experiential learning model of Kolb, the ideal and effective learning process engages all four modes that are mentioned in response to different types of demanding situations. However, the consequential learning styles are the amalgamation of the preferred approaches of the individuals. There are four different learning styles of this theory. These are Accommodators, Converger, Diverger and Assimilators. Accommodator is the combination of active experiment and concrete experience. Converger is the combination of active experiment and abstract conceptualisation. Diverger is the combination of reflective observation and concrete experience. On the other hand, assimilator is the combination of reflective observation and abstract conceptualisation. Honey and Mumford’s Learning Style Model Honey and Mumford’s learning process also consists of four stages, such as activist, theorist, reflector and pragmatist. These stages of this model are accord with the leadership and managerial experiences of problem solving and decision making in an organisation. The above mentioned four stages can be acquired preferences, which are adaptable through the changed situations rather than being permanent personality characteristics (Sims, 2002). Comparison and Evaluation These two learning models are highly valuable for both learners. But, Kolb’s experiential learning method can exist without the involvement of the teachers. But, the Honey and Mumford’s learning process requires the involvement of both the learners and teachers. The experiential learning method proposed by Kolb relates exclusively to the direct experience of the making-making process of the learners. This specific model can be implemented by the learners through the gained knowledge and experiences (Zhong, 2013). On the other hand, Honey and Mumford’s learning process can be considered as a self-assessment tool that differs from the proposed Kolb’s learning style. It is discussed earlier that Honey and Mumford’s learning process cannot be imagined without the involvement of the teachers in the classroom or the managers in organisations. This specific learning style helps the managers to observe work related behaviour of the employees in the workplaces. This specific model helps managers to improve their management and leadership style. Most importantly, this specific learning process helps managers to track the behaviours and attitudes of employees that help to improve the overall collaborative workplace performance. On the other hand, Kolb’s experiential learning model provides an effective assessment method that helps the learners to determine the learning style of the other individuals. In terms of evaluation, it can be stated that both the learning styles and methods are useful for learners. Kolb’s experiential learning method is fully based on the theories and facts. Moreover, classroom lectures are quite effectively used in this learning method to help the learners to acquire and adopt an effective experiential learning style. This specific learning method is effectively used in academic areas (Riding, 2000). On the other hand, Honey and Mumford’s learning process is used and implemented by both the managers and learners in the professional job filed. This process is fully based on contemporary workplace experiences. Implementation in Professional Area My interest area is to become a successful HR consultant in my professional career. However, these two methods are equally important to become a successful professional. Kolb’s experiential learning style will help to learn from previous real life experiences. Moreover, this specific learning style will help to give different effective solutions to a specific possible problem in the organisation as it based on in-depth knowledge and experiences. On the other hand, Honey and Mumford’s learning process will help to develop skills in the professional and personal areas in two different ways. First of all, it is a self-assessment tool that helps an individual to track his or her performance and develop strategy accordingly. Moreover, it also helps a manager in a workplace to observe the performances of employees and guide him or her accordingly (Beard, 2006). It helps to improve the performances of other individuals within the workplaces. It is clear from the above mentioned facts that Kolb’s learning process helps an individual to gain enormous knowledge through academic theories and personal life experiences. It is more of an academic learning process. On the other hand, Honey and Mumford’s learning process is more of a self-assessment tool that helps managers to enhance effective performance appraisal of employees (Dawn, 2013). Both the models are essential in terms of decision making processes regarding workplace related issues. Conclusion It is clear from above discussion that Kolb’s experiential learning model and Honey and Mumford’s learning process are slightly different from each other. Kolb’s experiential model can be applied without the involvement of the teachers. Only learners can implement this through the personal life experiences. On the other hand, Honey and Mumford’s learning process requires involvement of both the learners and mentors. In workplaces, application of both the learning processes is vital. Hence it is proved that, Honey and Mumford’s learning style significantly differs from Kolb’s experiential learning model and these tools can be significantly implemented in my professional career as a HR consultant. References Beard, C. (2006). Experiential learning. Stamford: Cengage Learning. Dawn, T. (2013). Teaching young adults. London: Routledge. Ellis, V. (2011). Learning and teaching in secondary schools. New York: McGraw-Hill. Riding, R. (2000). Cognitive styles. New York: Springer. Sims, R. (2002). Teaching business ethics for effective learning. London: Sage. Zhong, Z. (2013). Communication and learning approaches. New Jersey: Pearson. Read More