Social and Situated Theories of Learning

Introduction Learning can at times be a very difficult task. Although there is a sense of achievement after one is able to learn something, it is not always easy for such an individual during the process of learning.Advertising We will write a custom essay sample on Social and Situated Theories of Learning specifically for you for only $16.05 $11/page Learn More It is particularly difficult for someone who is trying to learn skills that they are not familiar with or difficult concepts that may require a lot effort to be able to learn. Various scholars have come up with theories to explain how effective learning can take place. For example, Kolb has described learning as an individual’s experiences that happen in cycle. However, this process of learning does not cater for the emotional experiences of the learner. Another theory that has been advanced to explain how learning can effectively take place is the social learning theory. The social learni ng theory refers to a method of learning that is usually attributed to Albert Bandura. This theory is mostly used in learning institutions. However, it can also be applied in a workplace setting to improve the outcome. The theory purports that learning occurs through observation and socialization. This means that people learn from each other as they socialize and observe one another in a particular setting, for example, in the workplace. By using the social learning theory, one is able to promote the right employee behavior within the workplace, hence increase productivity. This theory helps one to effectively direct the employees’ behavior in order to encourage the appropriate behavior that is necessary for the growth of the organization. This paper shall address the concept of social learning and the situated theories. The paper shall further look into ways in which these two theories can help trainers facilitate effective learning in their places of work Social theory of l earning and its application in the learning process at the workplace The main proponent of social theory of learning, who is also the pioneer, is called Albert Bandura. The theory proposes that a lot of learning takes place through observation. He suggests that three models are useful in this theory. They include the live model, verbal instruction and the symbolic. The live model involves learning of desired behavior through demonstration.Advertising Looking for essay on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More This happens when a person does the demonstration while those observing are expected to learn the desired behavior from the person demonstrating by mere observation. In verbal instruction model, the desired behavior is expected to be depicted after detailed instructions concerning this desired behavior is given verbally. The listeners are given instructions clearly and accurately and are expected to show this behavior depending on how well they have understood the detailed description of the desired behavior. Finally, the symbolic model suggests that behavior can be acquired through observing characters in the media for example, those who act in various programs. The internet and different forms of literature are also very helpful tools in symbolic modeling. In this type of modeling, the characters who are acting in these programs demonstrate certain behaviors that are imitated by those watching, listening or reading them. Steps in modeling process Attention According to Bandura (1977), certain steps are very important in the modeling process in behavior acquisition. The first step is attention. For learning to take place through any of the three models of behavior acquisition, it is very vital for the individual to be attentive to the behavior that is being exhibited. One is sure to capture the features of the behavior being modeled if they pay attention to it. This makes it easier for them to replicate the behavior they have observed. Retention Again, retention of what one has learnt after paying attention to a certain behavior being modeled is important, if an individual is to replicate the same behavior (Bandura Walters, 1963). It is important for one to remember what one has learnt for easier imitation of the behavior. Reproduction Reproduction is the other step that is vital in the learning process that occurs through observation as proposed by Bandura. Reproduction of behavior occurs when one is able to keenly observe and retain what they have seen. However, it requires a lot of practice for one to accurately reproduce the behavior they have observed.Advertising We will write a custom essay sample on Social and Situated Theories of Learning specifically for you for only $16.05 $11/page Learn More Motivation Finally, motivation is necessary for an individual to reproduce the behavior they have observed. If there is no incentive for one to reproduce a certain behavior, one may not be willing to put any effort to reproduce the behavior. Motivation is therefore helpful in encouraging one to reproduce a certain desired behavior. Bobo doll experiments To validate his beliefs, Bandura did some experiments using a doll that was known as Bobo. Children were used as the participants of this experiment. These children were placed in three groups. The three groups were expected to exhibit different behavior, depending on the people who were modeling the desired behavior. One of the three groups was used as the control group. One of the remaining two groups was exposed to an adult model, where aggressive behavior was depicted. The last group was exposed to an adult model that was passive. The group that was exposed to the aggressive adult model observed as the adults behaved in an aggressive manner towards the Bobo doll. Some of the aggressive behavior exhibited by the adults in this group included verbal and physical abuse t owards the doll. On the other hand, those adults in the passive group engaged in peaceful interaction with the doll. This means that they avoided any aggressive behavior towards the doll. The two groups behaved in the particular manner they did as children in their groups observed them. After the adults in these groups were through with modeling desired behavior, the children were then given an opportunity to play with the Bobo doll. During play, children who were observing the adults who behaved in an aggressive manner imitated this and behaved in a similar manner when playing with the doll. This means that they were able to imitate what they had seen the adults doing. Compared to the girls in the groups, boys showed a greater tendency to engage in physically aggressive behavior. However, the likelihood for both the boys and the girls in this group to engage in verbal aggression was almost the same. These results helped back up Bandura’s proposition that modeling is very hel pful and influential in the learning process.Advertising Looking for essay on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More When those who were involved in modeling a certain behavior were punished for any wrong doings, those observing this were able to keep off from such behavior that they observed the model doing and they were punished. This helped in teaching and learning of the right behavior. The social learning theory, developed by Julian Rotter, further suggests that the motivation to engage in a certain behavior is heightened or decreased by the effects that the behavior has on the person engaging in the behavior. A positive outcome of a certain behavior increases the likelihood of occurrence of the behavior while a negative outcome decreases the probability of the occurrence of the behavior. Positive outcomes therefore reinforce the behavior that brings the outcome. In suggesting this, the proponent of this school of thought sought to clarify that the behavior that an individual exhibits is not only determined by psychological factors only but also environmental factors play a great role as well . Social learning therefore, purports that both psychological and environmental factors are vital in influencing behavior. The social learning theory is very useful in modeling the behavior of employees in a place of work. This theory suggests that for any behavior to be learnt, the first step should be modeling that behavior. Trainers can facilitate effective learning in the workplace through modeling the desired behavior instead of just describing to the employees the expected behavior. They should act in the manner they expect the employees to act. When the employees see the trainers model a certain behavior, they are able to imitate the behavior and understand what the desired behavior entails. It is also easier for the employees to reproduce the desired behavior once they see it being modeled by their trainers. Another way that the trainers can help to facilitate effective learning in the workplace is through encouraging the employees to imitate the modeled behavior. Encouragem ent to imitate and reproduce the desired behavior can be done in many ways. For example, the trainers can directly tell the employees to imitate the modeled behavior. Again, encouragement can be done through publicly rewarding employees who exhibit the desired behavior. This gives every employee an opportunity to see the desired behavior and copy it especially, when they see that there is a reward for this. The trainers can also facilitate effective training through observing the employees as they carry out their various tasks. The trainers should continually watch the employees as they carry out the desired behavior in order to ensure that they are doing the behavior in the right way as it was modeled to them. In case the trainer notices that the employees are going astray at some point, they should step in immediately to correct them and help behave appropriately. To facilitate effective learning, the trainers should also stipulate the consequences that employees should face in ca se they fail to exhibit the desired behavior. The consequences should not be unnecessarily harsh on the employees. They can be corrections done verbally at the point the trainer notices behavioral deviation. However, in case of major behavioral deviation, serious consequences can result. Such may include formal sanctions. Self efficacy has great impact on the social learning theory. Self efficacy simply refers to the belief held by an individual concerning their ability to acquire skills and knowledge in a successful manner. This implies that an individual may not be able to reproduce a certain behavior they observe if they do not believe that behaving in the same manner will have the same result as the one they observed. To encourage acquisition of certain behavior, trainers can use formal and informal mentoring programs. These would help employees develop their various competencies through observing others. Employees are likely to reproduce the behavior they see modeled if it has positive rewards or outcomes. Application of the principles of social learning theory in training at the workplace can also encourage effective training. Trainers should use videos and role play, among others, to demonstrate certain concepts while carrying out training in the workplace. These are very effective tools in conveying the desired workplace behavior that should be copied by the employees. Situated learning theory and its application in the learning process by trainers at the workplace Situated learning theory was the proposition of Lave and Wenger. Situated learning is simply learning that happens in a given context and its application takes place within the same context where learning took place. The two are of the opinion that learning is not necessarily the process of transfer of abstract concepts from one person to another. They instead view the learning process as a social process whereby one gains knowledge through the experiences they go through and use the knowled ge to solve certain problems that can be solved using this acquired knowledge. This means that learning is possible to take place in a particular context or environmental setting. Learning takes place through socialization with one’s environment as well as imitation of what one is observing. Learning therefore occurs while people are trying to solve certain problems they have encountered in their community of practice (Miller Dollard, 1941). This can be interpreted to mean that learning is problem based. In an attempt to find solutions to real life problems that one may encounter, learning occurs. The two therefore suggest that being social is very vital for the learning process to take place. In a community of practice, people tend to learn more from those who have more knowledge than them. A problem-based approach should therefore be considered when setting the curriculum for schools. This is effective in preparing the students to work in an environment that would require a problem-based approach to learn what is required for the particular task (Leave Wenger, 1991). Situated learning gives employees a chance to put into practice what they have learnt while doing tasks related to their jobs. In a workplace setting, this theory is very helpful because it encourages learning to take place among peers working in the same environment. Solving of the existing problems and any other that may arise in the course of carrying out various tasks as well as coming up with new ideas are some of the ways that this theory helps in facilitation of effective learning in the workplace. Everyone in the workplace is able to experience the benefits of the learning process that takes place through this theory or learning. These benefits are not only felt within the organization where situated learning is taking place but also in the wider community where such an organization operates. Organizations can also use situated learning theory to help in cutting down the costs o f training that the organization may incur if it conducts structured training, which is usually theoretical in nature and is done by third parties. Instead of doing this, organizations can choose to use situated learning. This involves informal learning which takes place in the particular area that an individual is allocated to carry out different tasks. While carrying out these tasks, one is able to acquire the necessary knowledge and skills. This means that they do not necessarily need the structured theoretical training to be able to acquire the required knowledge and skills. Situated learning therefore saves the organization any unnecessary costs that they may have incurred if they conducted structured training. Organizations are nowadays looking for ways which they can use to encourage learning within the communities of practice where they are based. Again, situated learning helps the organization avoid wasting resources and time which may be incurred if training of what is not necessary is done during structured learning (Greeno, 1998). This is because, when giving abstract instruction, one may give too much or too little that may be needed to carry out certain tasks. On the contrary, situation learning helps in acquisition of knowledge that is relevant to the task that one is supposed to accomplish. Situated learning is useful in facilitating effective learning in the workplace. For example, it can be very useful in military training. This means that whatever those who are undergoing training learn is applicable in their place of work. They can therefore effectively apply the skills and knowledge they have gained in a practical setting if need be. Most of what they are taught is not abstract but knowledge that is relevant and applicable in their immediate setting. Using the situated theory of learning, the trainer can encourage a culture of learning in the workplace that recognizes and values the opinions of everyone in the workplace. According to Hung (2002), the trainer should understand that people tend to process and understand concepts more clearly if they are in an environment where there are multiple opinions and beliefs being aired by different peopled without being suppressed. The trainer should therefore, encourage all the employees to freely air out their views and opinions without f ear of being intimidated or ignored. This way, learning takes place easily and more effectively. The understanding of major concepts that employees are expected to learn is also strengthened if this method is used to encourage the employees to speak out their minds. Situated theories can be very helpful when doing training in certain fields. For example, those in the field of architecture can learn by observing the master architects as they work. The novice architects are therefore able to learn and apply what they have learnt in their field of study. Experiential learning can happen in two different ways. First, learning happens through th e acquisition and application of knowledge within the immediate environment where it takes place. This kind of learning is at times funded by formal institutions of learning. It can also be done through training programs that are organized by organizations to equip the employees with the relevant skills and knowledge that is required to carry out certain tasks. Again, learning can occur when one is involved in various activities in their day to day life. In this type of learning, acquisition of knowledge is not an activity that is funded or monitored by formal institutions of learning. Learning occurs through critical thinking and evaluation about the happenings of everyday in an individual’s life. Experience has therefore, been considered as one of the greatest and most effective way that can be used to enhance learning. There are different approaches that have been used to define and expound on the concept of learning. Learning is usually seen as a continuous process, not m erely a final product of a certain short term project. According to Schell Black (1997), the views that one holds are a result of the experience one has accumulated over the years. As one continues to have different experiences in life, they are able to modify any wrong misconceptions they may have about life. Learning is therefore viewed as an ongoing process that enables one to acquire knowledge. Knowledge is got from the experiences that learners go through. In the process of learning, the learner encounters situations that require them to solve various conflicts that may arise from time to time. This means that the learning process is not a smooth one but requires constant application of one’s problem solving skills. Learning is also viewed as a vital part of the human life. This is because it helps an individual adapt well to their physical and social environment. What one learns individually from their experiences is reflected in how they behaved towards their environm ent. This theory can also be used by trainers to help the employees become aware of the skills and competencies that they may be lacking but are not aware. The trainer should therefore look for a good way to inform the employees of the competencies that they are lacking and how they can acquire them. In so doing, the employees will be able to see the need and relevance of training in the workplace and will be receptive towards the measures that the trainers will take to ensure that the necessary competencies are acquired. Learning takes place easily in an environment where employees are aware of the deficient skills and are willing to go through training programs in order to acquire these skills. If the employees are unaware of the need for training, learning is not an easy task. This is why the trainer needs to be sure that the employees in the workplace understand their training needs and are ready to embrace the necessary measures that the trainer may take to ensure that they are competent in their areas of specialization. With the realization that one is not doing what they are supposed to do effectively and training can help them improve this, learning becomes very easy. According to Adams, Cochrane Dunne (2012), the trainer should also show sensitivity to the employees’ feelings when designing certain training programs. This is because, the employees can feel very discouraged if they realize that training programs have been designed to teach them new ways of doing certain tasks because they were doing the tasks the wrong way all through. Training should be designed in such a manner that skills that are meant to be acquired are learnt in easy and simple steps. This helps those being trained in the workplace have satisfaction that they have been able to master some of the required skills before being engaged in the next step, which may involve mastering more complex skills. The trainer should structure the training in such a manner that simple lear ning methods, which will cause employee satisfaction, are used. Using complex methods that the employees may find difficult may hinder the learning process from taking place, hence, not meeting the objective for training. The employees may therefore become discouraged along the way and give up trying to learn because the lack the motivation that comes as a result of achieving the set goal. If the employees become obsessed with the fact that there are a lot of things that they do not know and they are not able to learn these things through the training that is being offered to them, they may also become rebellious or uncooperative. The employees might also develop a negative attitude towards training. For learning in a workplace to take place effectively, a safe psychological environment is necessary. Such an environment allows the employees to comfortably air their views and opinions without fear of being intimidated or misunderstood. This also, allows the employees to speak openly about issues of concern to them without being unnecessarily concerned about what others or the trainer might think about them. Adams, Cochrane Dunne (2012) suggest that when planning to organize training that deals with sensitive issues such as personal styles and attitudes, it may be wise for the trainer to use an external independent trainer. The trainer, in this case, should be someone who does not work with the employees regularly. This would enhance the learning process because the employees are more open to such a person. The employees are able to voice their concerns more easily without fear of being quoted as having said something that was displeasing to the employer. Openness and participation that is likely to be witnessed in such a setting is very vital to the learning process. Conclusion Training has often been confused with learning but the two are very different. Training is one of the means through which learning take place. However, it is not the only method that ca n be used by trainers to enhance learning within the workplace. There certain considerations that should be put in place if effective learning is to take place through training. Training can be considered as faulty if it is badly designed or badly delivered. It can also be regarded as faulty if it is designed based on a wrong diagnosis of the needs in the workplace. Moreover, it is considered inappropriate in meeting certain learning needs, which can only be met effectively through use of other means such as mentoring. Although the purpose of training remains to be generation of learning outcomes, there is still no single universally acceptable method that is recommended to do this. Two theories have been very useful in the learning that comes as a result of training. The social learning theory and the situated learning have been used by many organizations to help in meeting the training needs in a workplace. The two theories are very important in facilitating effective learning in the workplace. This is because, the focus that the trainer takes when using these two theories in training at the workplace enhance acquisition of the relevant skills through simple and cheap ways such as mentoring and observation. The employees are then able to replicate the modeled behavior. This is better that the conventional methods of training that are usually emphasized at the expense of such simple and effective methods. The social learning theory and the situated theory are therefore very vital theories that trainers can used to facilitate effective training at the workplace. Reference List Adams, J., Cochrane, M., Dunne, L., 2012. Applying Theory to educational  research: an introductory approach with case studies. West Sussex: John Willey Sons Ltd. Bandura, A., 1977. Social Learning Theory. New York: General Learning Press. Bandura, A. Walters, R., 1963. Social Learning and Personality Development. New York: Holt, Rinehart Winston. Greeno, J. G., 1998. The Situativi ty of Knowing, Learning, and Research.  American Psychologist, 53(1), 5-26. Hung, D., 2002. Situated cognition and problem-based learning: implications for learning and instruction with technology. Journal of Interactive Learning Research, 13(4), 393-415. Leave, J. Wenger, E., 1991. Situated Learning. Legitimate peripheral  participation. Cambridge: University of Cambridge Press Miller, N. Dollard, J., 1941. Social Learning and Imitation. New Haven, NJ: Yale University Press. Schell, J. W., Black, R. S., 1997. Situated learning: An inductive case study of a collaborative learning experience. Journal of Industrial Teacher Education, 34, 5-28. This essay on Social and Situated Theories of Learning was written and submitted by user Jaylyn B. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.