View source for Learning Styles: Honey and Mumford’s model

{{Term|Learning Styles: Honey and Mumford’s model|

This learning model was developed from the Kolb's experiential model. Two modifications were made. The stages in the cycle were renamed in accordance with managerial experiences of decision making/problem solving. 


Honey accepted the notion that learning from experience is a four state process:

# Having an experience
# Reflecting on it
# Reaching conclusions from the experience
# Putting their theory into practice


The styles were directly aligned to the stages in the cycle and named '''Activist, Reflector, Theorist''' and '''Pragmatist'''.


[[File:Honey-and-Mumford .jpg|center|Image on center]]


This cycle shows more accurately how knowledge is acquired.



== Learning Style Questionnaire ==


Kolb's LSI model was having a low validity with managers, so Honey & Mumford developed their Learning Styles Questionnaire.


The LSQ is a self-development tool and differs from Kolb's Learning Style inventory by inviting managers to complete a checklist of work-related behaviors without directly asking managers how they learn. Having completed the self-assessment, managers are encouraged to focus on strengthening underutilized styles in order to become better equipped to learn from a wide range of everyday experiences.<ref>[http://en.wikipedia.org/wiki/Learning_styles| Learning Styles Wiki] (November 2013) </ref> 


According to an Ipsos Mori (one of the leading political, social and business research companies in the UK and Ireland) survey done in 1999, the Honey & Mumford Learning Styles Questionnaire   is the most widely used system.
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{{Addmaterial| 
[[Image:pdf.png]][[Media:http://www.councillor.peterhoney.com/documents/Learning-Styles-Questionnaire-80-item_QuickPeek.pdf| The learning Styles Questionnaire]]
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==References==
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