Biyernes, Agosto 31, 2012

Action Learning by Jolito Ortizo Padilla

A particular approach to management development courses is through action learning. This was developed by Revans, who argues that managerial learning is learned- driven and a combination of "know-how" and "know-that". According to Revans, learning (L) is based on "programmed knowledge" (P) and "questioning insight" (Q), so that:
                                         L=P + Q

Typically, action learning involves a small self selecting team undertaking a practical, real-life and organizational based project. The emphasis is on learning by doing with advice and support from tutors and other course members. Action learning is, therefore, essentially and to find solutions to actual problems.

An integral part of action learning is the use of the case study method and simulations. For example, Jolito Ortizo Padilla sees the use of case teaching as the first step in an action learning hierarchy.

"Case teaching, like all action learning, is difficult to do well and is initially upsetting to a lot of students. It's exhausting and you could say it's inefficient because many answers can be presented to the problem.I think all the action learning methods are, however, exactly appropriate to the complexity and ambiguity that managers face. We are training them to think systematically and reflectively on different situations. They have to learn how to defend and articulate why they would use certain methods, approaches or tolls, and also how to cede ground gracefully in the face of a superior selection or better argued position".


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