In
the first class, we talked about what learning is. During our conversation,
Carol raised a good question that hit me immediately: what is the differences
between learning and training? I believe
that they are not just two different terms, but also two different attitude
toward development, which will eventually affect the efficiency of individual
and organizational learning.
Linguistically,
Learning and training are used with different subjects. Although they share similar meanings to some
degree, the subject of the word “learn” is the learner himself, while that of
the work “train” is the trainer or teacher. Therefore, it is obvious that
learning concerns the learner get out from the experience, while training emphasis
the input of the instructor and what he tried to teach the learners. In other
words, they respectively represents learner-centered philosophy and teacher-centered
philosophy. After clarifying this point, it begins to make so much more sense
to me why our program is call Adult Learning, instead of Adult Training or
Career Training. In our andragogy, learners are always the center of the classroom
and they are responsible for their learning goals, learning process and
learning products.
Unfortunately,
although the name of our program indicates our philosophy beautifully, it is
confusing to most people at the first glance. I feel a little sad that when
introducing my major to others, I always have to add a little more explanations.
Although I will say “organizational learning” or “learning in groups and teams”,
what makes sense to most people is the word “training”. The word “learning” has
become so strange and distant in adults’ world that many people find it so
abstract and hard to understand. However, the word “training” gives people a
clear picture of an instructor standing in the front of the classroom, telling
the quiet and passive students what to write down. This form of training may be
useful in some occasions, but is not ideal from collective learning in
organizational development.
In
the discussion about organizational learning, one vital component is sharing. It
emphasis the process where members bring their own perspectives and
understandings to the group, exchange ideas with other individuals, and
eventually collectively create the shared interpretations and values which will
guild their actions. The process is so engaging and interactive that it cannot
be accomplished by any passive training programs. Active learning has to be
involved throughout the process and eventually become the culture of the
organization. I believe that it is our responsibility to promote the concept of
learning in adults’ context and remind people how they learn and how they can
promote organizational learning in a larger environment.
