A Framework for Facilitating Experiential Learning

Abstract

Although learning from experience is recognized as important for the development of managers, there is no systematic model regarding how to facilitate experiential learning.This study was designed to develop a theoretical framework for the ability to learn from experience. Drawing on the literature, I have developed a model in which five facilitators (seeking challenging tasks, critical reflection, enjoyment of work, learning goal orientation, and developmental network) directly and indirectly facilitate performance of the four steps of Kolb's experiential learning process. The central contribution of this study is to propose a framework that integrates factors that facilitate experiential learning in various fields. The present research compensates for the shortcomings of Kolb's experiential learning cycle.

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“…tested KELT's application to managers, teams, and organizations and confirmed that the stages of the learning cycle are present and meaningful in an organizational setting . Moreover, the ability to create knowledge from experience might be a critical distinguishing characteristic of learning managers (Matsuo, 2015) and learning teams [13; 14]. ISSN (Print) 2307-6968, ISSN (Online) 2663-2209 Вчені записки Університету «КРОК» №2 (50), 2018 136 Application of KELT to organizational context.…”

“…ISSN (Print) 2307-6968, ISSN (Online) 2663-2209 Вчені записки Університету «КРОК» №2 (50), 2018 136 Application of KELT to organizational context. Applying KELT to the business organization context, Matsuo (2015) proposed a framework for understanding factors that shape and facilitate experiential learning as a tool for organizational development.…”

“…By including the three following factors as facilitators of experiential learning at work, Matsuo (2015) further addressed the critique of KELT. In Matsuo's opinion the employee behaviours like seeking challenging tasks, critical reflection, and enjoyment of work facilitate conditions for employees to learn from work experiences (Matsuo, 2015). These three behaviours may serve as guidance for the practical steps managers can take to encourage their employees to learn from experience.…”

Possibilidades de Utilização dos Relatórios Gerenciais de um Jogo de Empresas Como Apoio a Aprendizagem de Análise das Demonstrações Contábeis

“…Na área educacional, estudiosos concordam que o processo de ensino-aprendizagem quando agregado à experiências proporciona aprendizado mais efetivo entre os alunos (KOLB, 1984;KOLB, KOLB, 2009;ARMSTRONG, MAHMUD, 2008;ABEYSEKERA, 2006;JACKSON, 2015;MATSUO, 2015). Mais especificamente no contexto da contabilidade o assunto não é novo e vários termos foram utilizados para se referir à integração entre teoria e prática como: aprendizagem baseada no trabalho ou no mercado, programa de experiência profissional e estágio.…”

“…Nesse contexto, a aprendizagem vivencial pode contribuir, pois resultados de estudos evidenciaram ser essa capaz de promover integração multidisciplinar e união de conhecimentos acadêmicos com o ambiente de trabalho (MINTZBERG, GOSLING, 2002;OLIVEIRA, 2009;PEDLER, 2011;JACKSON, 2015;MATSUO, 2015). Situados nessa abordagem, encontram-se os jogos de empresas.…”