To view this page ensure that Adobe Flash Player version 11.1.0 or greater is installed.
Learning and Development The first two columns that I wrote “set up” the science– practitioner issues, and the next three addressed three of the five significant ways in which I-O contributes to the employee lifecycle: • June 2015: Performance Management • September 2015: Staffing • January 2016: Strategy and Measurement This column will tackle the issues related to learning and development and the July TIP will address talent management. To find how I-O contributes to all five employee lifecycle areas, from the SIOP website, click on “Professionals” and you will see “I-O and the Employee Lifecycle.” Many great contributions of psychology to learning and development are well chronicled by David Kolb in Experiential Learning (2015), which is the 2 nd edition of a book originally published 30+ years ago—reflecting some of the early contributions of experiential learning experts such as William James, Kurt Lewin, John Dewey, Jean Piaget, Carl Jung, Carl Rogers, Abe Maslow, Eric Erikson and Mary Parker Follett. In the foreward, Warren Bennis writes (in one of his last writings prior to his passing): Richard M. Vosburgh RMV Solutions LLC 92 Kolb’s achievement is in providing the missing link between theory and practice, between the abstract generalization and the concrete instance, between the affective and cognitive domains. By this BIG achievement he demonstrates conclusively—and is the first to do so, that learning is a social process based on carefully cultivated experience which challenges every precept and concept of what nowadays passes for “teaching”. And with this major achievement he knowingly shifts the ecology of learning away from the exclusivity of the classroom (and its companion, the Lecture) to the workplace, the family, the carpool, the community, or wherever we gather to work or play or love. [Foreward, page X] April 2016, Volume 53, Number 4