Continuous learning is one of the things that are now inevitable in the dynamic world that is characterized by a lot of changes. It is through learning that a person can acquire new knowledge and skills, including opportunities. Marquardt (2011) also argues that learning is important for organizations to survive and gain competitive advantages in the market or the industry. I believe that learning is essential for my personal and organizational growth. Therefore, I learn best when I can utilize and relate previous knowledge to enhance new learning. Specifically, I learn best through the use of relational learning. I believe that I learn best when I am in a position to relate new information and knowledge to the concepts that I already know. I enjoy relational learning when I interact with a group of learners or a team of people with a common objective.
I enjoyed an optimal learning experience when the organization I used to work with tasked employees with the responsibility of learning how to improve the quality of customer services. The organization realized that the quality of customer services was gradually deteriorating. As a result, it was necessary for employees to learn about customer services. The human resource department provided every employee with learning materials about customer services. At the same time, the learning objectives were clearly stated and explained to workers. Employees were required to read the materials themselves before being examined on the content. We were to be examined after three months and the best employees rewarded. Specifically, the objective of the learning was to improve employees’ customer service skills. I learned a lot by reading the learning materials.
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The main aspect of andragogy that played a significant part in my successful learning experience was self-concept. The aspect of andragogy is based on the notion that as a person matures the self-concept moves from being a dependent person to an independent and self-directed individual (Marquardt, 2011). I believe that I have a clear sense of self and I would not like to be directed in everything that I am doing, including learning new concepts such as the quality of customer services. I think I enjoyed the learning experienced because the organization acknowledged that I have an established sense of self. The other aspect of andragogy that led to my successful learning experience was the adults learning experience that is based on the assumption that mature people always learn through experience. I focused my learning to my previous experience in customer services, leading to optimal experience. As a result, I did not strain while learning on ways to improve the quality of customer service.
Based on Kirkpatrick's four-level evaluation model, I believe that the fact that I knew employees would be evaluated motivated me to learn and understand the concepts in the learning materials (Clark, 2015). I wanted to do well in the evaluation exam and to emerge one of the best. Hence, I was able to set my personal learning goals and work towards achieving them. Also, the concept of motivation to learn that is contained in the adult learning theory played a part in ensuring that I had an optimal learning experience. The proponents of the adult learning theory argue that the motivation to learn among mature people is always internal (Marquardt, 2011). Therefore, I enjoyed self-learning that was organized by the organization.
References
Clark, D. (2015, October 5). Kirkpatrick's four level evaluation model. Retrieved from http://www.nwlink.com/~donclark/hrd/isd/kirkpatrick.html
Marquardt, M. J. (2011). Building the learning organization: Achieving strategic advantage through a commitment to learning . Hachette UK.
