Self-Directed Learning

Running Header: Self-Directed Learning

The Role of Self-Directed Learning in Organizations

Introduction

Self-directed learning (SDL) is a method by which individuals take responsibility for their own learning and take the initiative within the learning organization to build and maintain the knowledge needed in order to effectively perform their job. In SDL, learners control both what they learn and how.

Definition and Purpose

Although there are slight differences in how SDL has been defined over the past century, all theorists concur that SDL is performed in a forum where the learner has the ability to work at his or her own pace without the aid of an instructor to master predetermined material. Knowles (1975) offers a clear definition: “a process in which individuals take initiative, with or without the help of others, in diagnosing their learning needs, formulating learning goals, identifying human and material resources for learning, choosing and implementing appropriate learning strategies, and evaluating learning outcomes” (p.18). Self-directed learning covers a range of activities, from reading a book to using the newest hypertext media program.

Garrison further defines SDL as learning based on three components: (1) Self-management (2) motivation and (3) self-monitoring (Knowles, 1973, p. 187). According to Garrison in all forms of SDL the learner must share these common characteristics. SDL occurs at learning centers, on the job, after work and at local community centers (Piskurich, 1994). Rather than assembling disparate learners in the same room at a common time and force-feeding them information SDL begins with the idea that everyone has various prior knowledge, different learning needs, and a different context for knowledge (Levy, 2004). SDL is most often stimulated in an organization through the process of employees, individually or...