Through microlearning, learn a way of learning!

Books are the only best friend of humans, but isn’t the world too consumed to learn even the easiest skills from the bulkiest sources?

 Learning is earning knowledge and skills, and in today’s world, everyone is running their separate race. To not lag, every person needs a source of constant learning which can be done by investing little time every day. Micro-learning is a kind of e-learning which enables one to learn various skills and technicalities in small snippets of time, in a nutshell.

This can be a very beneficial asset for companies hiring temporary people regularly, individuals running behind on time, or even for those who just have an appetite for learning. Micro-learning is much more than just e-learning. In other words, it is the guide to go-through a night before exams.

The objectives of pieces of training of a single session are to the point. Micro-learning sessions are focused to teach a single skill, which is very unlikely of other e-learning platforms. The aim of micro-learning platforms is to provide knowledge in the least time investment, highly contrary to the traditional means of learning. Hence, it ensures that the content is crisp.

The content and sessions are not restricted to specific formats; hence this is entirely different from the conventional learning techniques. Micro-learning get’s quite interesting as it comes in varied structures, for instance, podcasts, infographics, animations, etc.

Micro-learning is a good tool to use when easy, and time-saving learning is required. Nonetheless, it is an effective program it does lose its effectiveness sometimes when it comes to lengthy and critical concepts. It is better to skip on in-depth training, as it is not feasible to teach hard-core concepts in an outline. Also, it is a task for a creator to make short descriptions easily understandable and interpretable for the learner.

This technique of easy and pocket-friendly learning is utilized worldwide, especially by corporations and establishments to train the staff skills without having to invest in expensive trainee workshops.

  • New staff can be provided workplace orientations through videos.
  • The company can update employees on amended compliance policies easily through animated videos, graphic texts, small videos.
  • Both soft-skill and hard-ware training can be provided through infographics and animated snippets.
  • Employee motivation through personal audio podcasts to keep staff engaged and productive.

From DuoLingo to TED-ED all of the big fishes are trying their hands at this indispensable way of learning. Moreover, it has been proved that visual learning experiences are more retainable than the ‘go-to’ methods of training. Micro-learning methods also are a proven means of rational and efficient skill development.

Micro-learning is significantly distinct from e-learning. While e-learning focuses on both knowledge and skills, micro-learning usually focuses on skill development alone.

Micro-learning seems to be an effective and engaging approach for learning and improving skills. Although it is subjective and it cannot be utilized as a ‘benchmark strategy’ for training and development by all institutions. Hence, it is something not for all.

A dig into the social theory

The daily lives of humans are filled with innumerable experiences, the experience of good and bad; of success and failure; of happiness and sorrow. What one perceives of these experiences is subjective and forms diverse individual personalities.
This is what social learning does, it draws an individual’s behaviour from their experiences. The environment and societal interactions tell a lot about an individual’s personality. Both of these factors have a vital role to decide, how a person would react to a situation?

It thus has a separate significance in the world of learning.

The conventional way of learning has a comparatively less retention rate than the modern developed ways. Social learning has a different impact and outcome in today’s scenario as with the developing and evolving nature humans tend to adapt things and traits which can be carried along easily because all their learning comes to test when they face actual problems in reality and when they are in a situation to decide upon. Social learning in today’s time is also about the ability to connect and stay together and have peace as the action is what the reaction is based upon. Observational learning is quite evident in these modern times where one has started to keenly observe and interpret things and situations they are surrounded with.
Bandura’s concept and principle of social learning-
The theory propounded by Bandura is about classical conditioning as well as operant conditioning wherein mediating process occurs between stimuli and responses. The theory given by Bandura further states that behaviour is learned from the environment through the process of observational learning. The key elements of his theory are:

  1. Attention – The extent to which we manifest behaviour that is further imitated.
  2. Retention – The ability to remember the behaviour noticed which is not always remembered which also prevents imitation.
  3. Reproduction – The ability to execute the behaviour that the model demonstrated. Ability plays a critical role in reproduction.
  4. Motivation – The reward and punishment that follow a behaviour that is considered by the observer.

This theory emphasizes the importance of observing and modelling the behaviour, attitudes and emotional reactions of others in our surrounding.

The changing world and the rapid growth of development have also resulted in the demand for socialization which also has a very strong impact on an individual’s behaviour wherein they are prepared for a social lifestyle.

Socialization has also enhanced the human outlook where they get to involve themselves, learn things to which they were never familiar with before and this aspect which is highly involved in this social learning is the cultural aspect and outlook.

Social learning is a concept where people learn by observing the behaviour of others, the outcomes of that behaviour are the end result be it good or bad as the good is being inculcated and the bad outcome is left behind.