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Learning Styles

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Learning is an essential part of everyday life both in academic and professional situations. The skill of knowing how to learn is important for every student, individual and worker. The main purpose of this essay is discuss how theories and concepts about individual learning and how it can be useful for employees and managers who wish to improve learning in an organisation. Learning is a relatively permanent change in behaviour, cognition or affect that occurs as a result of one’s interaction with the environment (DeSimone, Werner, & Harris, 2002, p. 75). Learning is defined as the process whereby knowledge is created, acquired, transformed, converted, or utilized in a different context from its origin (Yang, 2003, p.117). Knowledge on the other hand consists of three indivisible facets, Explicit, Implicit and Emancipatory (Yang, 2003, p.108).Explicit knowledge refers to that of mind apprehension, Implicit relates to the body, more of a personal context and Emancipatory knowledge which relates to emotion and affection. According to Yang (2003, p. 108), we learn not only through mental correspondence but also by direct personal involvement.

In order for individuals to learn, there are a number of learning styles that a person has that differ from another. According to Lu et al. (2007, p.188), learning styles are categorised in four stages cycle which are concrete experience, reflective observation, abstract conceptualization and active experimentation. These stages are developed to classify learners based on their usual approach to perceiving and processing information. It also demonstrates how managers and supervisors can classify their employees in order to identify which learning styles suits each individual the most.
Every student differs from each other, and these differences can be notices in many aspects, such as behavioural, thinking, interaction and

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