Learning Theories (pg 141)
Reinforcement Theory
Social Learning Theory
Goal Setting Theory – Results from a person’s goals. Can be incremental Learning Focus – See progress, doesn’t have to be substantial. Ok to make mistakes Performance Focus – Just looking at results. Can affect self-efficacy negatively
Need Theory
Expectancy Theory
Expectancy – What you expect from yourself.
Instrumentality – Here’s the reward if I complete additional training, schooling, etc.
Valence – The value you place on the outcome
Adult Learning Theory – Adults learn differently than children. Review generational differences. Why am I learning this? Need to be self-directed Bring own experiences into learning situation Approach is problem centered to learning Motivated by both extrinsic and intrinsic sources
Information Processing Theory –

REVIEW: Ftures of Good Instruction That Facilitate Learning

uch as on the job training, shadowing seasoned employees/observation, coaching and counseling, reading and watching dvds/tapes, workshops/seminars, lectures/discussions/case-studies, computer/web based technology, and blended learning. In order to capture and keep the attention of adult learners, adult learners

Incorporating adult learning theories in to designing training programs is by far one of the most advantageous principles that can be used in designing a new and effective training program. Adults are normally motivated by both extrinsic and intrinsic sources and often time approach use personal experiences as guidance in solving problems that affect their desire to know why they are learning something new. So knowing that adults respond well to the need of self-direction and valence is an asset in designing a training program, because you can use existing employees that want to move ahead and provide valuable information key for a successful outcome.