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A primary concern in the field of Educational Psychology is how to effectively understand human development, especially when it refers to adult development and adult education. Perhaps, the use of science can be used as a means of putting adult development into context
TABLE OF CONTENTS
Background Definition Assumptions of Andragogy Applications and Implementations Critiques of Andragogy: Limitations Andragogy and Learning Theories Pedagogy Versus Andragogy The Future of Andragogy Summary References
BACKGROUND
The term ANDRAGOGY' was first authored by Alexander Kapp (1833), a German high school teacher (Henschke, 2011.) Rosenstock-Huessy (1925) resurrected the term as he developed a method for teaching the German people.
Lindeman (1926) explained the term as a key method for teaching adults. Savicevic provided a critical consideration of andragogical concepts in ten European Countries. The critical element in European andragogy is that adults should assist one another to become more refined and competent.
BACKGROUND
Malcolm Knowles acquired the term in 1966 from Savicevic and imprinted on it his extensive experience in adult education.
The defining attributes of his theory include: Learners are self-directed and autonomous Teachers are seen as facilitators of learning rather than presenter of content. Knowles tested and refined this theory and design on a broad spectrum in numerous settings: corporate, workplace, business, industry, healthcare, government, higher education, professions, religious education, and elementary, secondary, and remedial education (Henschke, J. A. 2011.)
WHAT IS ANDRAGOGY?
A science of how adults learn
A theory of adult education, adult learning, theory of technology of adult education, method of adult education, technique of adult education, [or] a set of assumptions (Merriam, 2001).
ASSUMPTIONS
To discuss andragogy as the science of how adults learn, five assumptions by Knowles must be considered: 1. 2. 3. 4. 5. Self-concept Experience Readiness to learn Orientation to learn Motivation to learn
To these five assumptions, it is pertinent to add another assumption that depicts one of the current trends in post-secondary education: 6. Time management
SELF-CONCEPT
Individuals evaluate their needs and motivations Primary Needs the need to know: To acquire skills that may not have been fully learned To improve already acquired skills
Primary Motivations: To become an active learner by taking advantage of new learning opportunities hands-on learning To remain competitive in todays global environment Needs become a priority and force individuals to realize the importance of being a self-directed human being (Henschke, 2011).
EXPERIENCE
Expertise is gained as individuals grow resource for learning Separates adult from children/young learners Wisdom as a source of knowledge that occurs in late life personality development (Smith, 2009).
Prior experiences are used as a tool to improve critical thinking skills and to avoid faulty reasoning
Adults look at the practicality of things applicability of what is learned now and what has been learned in the past
READINESS TO LEARN
As a person matures, his/her readiness to learn becomes oriented to the developmental tasks of his/her social roles (Ozuah, p. 86, 2005). Impact of new learning experiences on those around the adult learner
As an adult learner: Are you ready and willing to learn? Is it important to learn? Do you know how to maximize your learning success?
There is a need to know and a motivation to learn; however Adults must believe that the need-to-know is the passport to achieving an ultimate goal
ORIENTATION TO LEARN
Time is seen as a valuable resource; therefore, individuals time perspective changes from one of postponed application of knowledge to immediacy of application (Ozuah, p. 86, 2005).
Adults become more problem-centered than subject-centered What is learned needs to be applied to real life experiences What is learned needs to be meaningful
New information is critically evaluated All sides of a problem are analyzed when formulating solutions to daily-life situations
MOTIVATION TO LEARN
Individuals are competitive in nature Goal oriented Eager to make positive changes to their lives Desire to learn and need to learn are not a result of external factors Individuals understand the existence of a need selfmotivated I do it because I want to; not because you want me to do it. Studies show that the majority of all normal adults are motivated to keep learning, growing and developing
TIME-MANAGEMENT
As a person matures, his/her time for learning is constrained by other social roles. His/her geographical location also may limit the opportunity to learn and lead to another time constraint(Ozuah, 2005).
These days adult-learners are encouraged to take control of their time, to create a workable schedule, and to organize their day by establishing priorities Time management is the starting line for academic/career success College orientation classes are offered to returning adult students Many college courses are designed to satisfy the needs of working adults online classes
The truly artistic teacher of adults perceives the locus of responsibility for learning to be in the learner; he conscientiously suppresses his own compulsion to teach what he knows his students ought to learn in favor of helping his students learn for themselves what they want to learn (Rachal, p. 216, 2002).
2. Clearly define adult status: Who are adults? Those who behave as adults? Those that accept the challenges and responsibilities associated with maturity- delimited roles?
3. Establish objectives collaboratively: Learning objectives should be determined based on the learners previous experiences, their roles in society, and their expectations and motivations
4. Determine performance-based assessments: How should success and achievement be measured? Self-report learning objectives transformed into a plan to achieve goals (Rachal, 2002). How is proficiency attained? Knowledge applied to real-life situations
6. Ensure an appropriate adult learning environment: Physically and psychologically comfortable nurtured with a sense of collaboration and camaraderie among all adult learners (Rachal, 2002).
In Knowles Words
The andragogical model is not an ideology; it is a system of alternative sets of assumptions [to the pedagogical model], a transactional model that speaks to those characteristics of the learning situations -Malcolm Knowles, 1984.
References
Bolton, F. C. (2006). Rubrics and Adult Learners: Andragogy and Assessment. Assessment Update, 18(3), 5-6 Forrest, S., & Peterson, T. O. (2006). It's Called Andragogy. Academy Of Management Learning & Education, 5(1), 113-122. doi:10.5465/AMLE.2006.20388390. Henschke, J. A. (2011). Considerations Regarding the Future of Andragogy. Adult Learning, 22(1), 34-37. Merriam, S. B. (2001). Andragogy and Self-Directed Learning: Pillars of Adult Learning Theory. New Directions For Adult & Continuing Education, (89), 3. Ozuah, P. O. (2005). First, There Was Pedagogy And Then Came Andragogy. Einstein Journal Of Biology & Medicine, 21(2), 83-87. Rachal, J. R. (2002). ANDRAGOGY'S DETECTIVES: ACRITIQUE OF THE PRESENT AND A PROPOSAL FOR THE FUTURE. Adult Education Quarterly, 52(3), 210. Smith, C. (2009). Adult Development, Schooling, and the Transition to Work. In P.A. Alexander (2009), Handbook of Educational Psychology (115-131). New York, NY: Routledge YOSHIMOTO, K., INENAGA, Y., & YAMADA, H. (2007). Pedagogy and Andragogy in Higher Education A Comparison between Germany, the UK and Japan. European Journal Of Education, 42(1), 75-98. doi:10.1111/j.1465-3435.2007.00289.x