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Are you training/coaching people? Here is a test you will love..try this..

Refer to the L&D Knowledge Test on below link...
https://docs.google.com/file/d/0BwBOW5MTJapWMWQ5VS1ENzZNUk0/edit?usp=sharing

Very interesting read!
Andragogy is based on Malcolm Knowles' research which identified specific adult learning principles.

 According to Davenport and Prusak (1998), "a knowledge map -- whether it is an actual map, a knowledge 'Yellow Pages,' or a cleverly constructed database -- points to knowledge but does not contain it. It is a guide, not a repository."

 Cognitions are defined as "attitudes, beliefs, emotions, or values." The cognitive dissonance theory indicates that when a conflict exists, the learner invents new thoughts to change the existing beliefs. 

 Cognitive dissonance refers to a situation involving conflicting attitudes, beliefs or behaviors. This produces a feeling of mental discomfort leading to an alteration in one of the attitudes, beliefs or behaviors to reduce the discomfort and restore balance.
For example, when people smoke (behavior) and they know that smoking causes cancer (cognition), they are in a state of cognitive dissonance.

 The Socratic questioning method helps people self-identify issues pertaining to their attitudes and performance. Additionally, self identification can help learners identify interventions.

 Evaluation is the highest level of Bloom's sixlevel taxonomy of cognitive and effective outcomes.


 Close evaluation of patterns and understanding patterns across the "system" (in this case the company) are key to chaos and complexity theory.

 Systems thinking assumes that no process operates in a vacuum. Processes are not only affected by feedback loops from its own outputs, but are also affected by the larger organizational context in which they reside.

 If a participant performs better with spoken content and has difficulty with written directions or reading, the participant most likely has an auditory learning preference according to the Visual, Auditory, Kinesthetic (VAK) model.

 Round tables or small group seating arrangements facilitate interactive small group exercises while allowing for the effectiveness of lecture. Conference, U-shaped, and theater arrangements tend to put the focus solely on the presenter as the imparter of information.

 Preparing objectives, an evaluation plan and content sequence is the design step of the ADDIE model.

The ADDIE model is actually a frame work that lists the generic process traditionally used by instructional designers and training developers (Morrison, 2010, 28)The five phases—Analysis, Design, Development, Implementation, and Evaluation—represent a dynamic, flexible guideline for building effective training and performance support tools

It is an Instructional Systems Design (ISD) model. Most of the current instructional design models are variations of the ADDIE process; other models include the Dick & Carey and Kemp ISD models.


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