From a problem-solving methodology perspective, the idea that "learning generated from problem solving is also considered a goal" is appealing. On the other hand, from the perspective of human resource development methodology, "individuals and organizations learn through problem solving" does not necessarily mean that "the best way for individuals and organizations to learn is to solve problems in a practical setting.
Therefore, please critically examine "learning through problem-solving," present at least three situations (or learning themes, learning objectives, target audience, etc.) in which such learning methods are not necessarily effective, and post them on the discussion board.
In addition, please select one or more threads created by other participants, compare and contrast them with your posts, and then comment (reply to the threads).
In writing, please keep the following points in mind.
- Although the concept of "learning through problem solving" is not only advocated by Action Learning, please keep in mind the "MarCord style" of Action Learning in your discussion.
(You may refer to methodologies other than Action Learning if you wish.) - Since the purpose of this session is to understand the methodology of human resource development, "learning through problem solving," from a critical perspective, it is not necessary to propose specific solutions to the problems.
(Of course, you may propose solutions, if you can.) - We do not have any specific requirements for the volume (number of words) of the write-up, but in the meantime, a rough estimate is about 1,500 words.
(More than this is acceptable. If less, it does not matter, as long as it is substantial in content)