1. If you had to choose between adventure learning and action learning for developing an
effective team, which would you choose? Justify your response. Include information from one
outside source as part of your justif
...
1. If you had to choose between adventure learning and action learning for developing an
effective team, which would you choose? Justify your response. Include information from one
outside source as part of your justification. Include all required APA documentation.
Action learning is a method in which authentic issues are addressed by teams, typically in
a work environment, and the group works together to solve the problem by developing and
executing an action plan (Malone, 2013). Conversely, adventure learning takes an approach to
teamwork development through activities, such as rope courses, wilderness training, and trust
falls (Noe, 2017). While both styles of learning have their benefits and disadvantages, action
learning is the better learning method when developing an effective team because it is
straightforward, economical, and has a history of proven success.
Reginald Revans, a physicist at the University of Cambridge, devised the process of
action learning after finding success in fostering a collaborative workplace amongst his fellow
physicists. By allowing co-workers to disclose uncertainty and develop an inquisitive forum, he
was able to design an environment by which there was constructive discussion and exchange of
ideas, including impartation of past success and failures, to develop mutual resolutions to realwork problems (Malone, 2013). The concept is uncomplicated in its objectives, which are to
produce quantifiable results, develop and convey what was learned specific to the problem being
addressed, and to improve competency for both the individual and the group as a whole. Action
learning is particularly beneficial for adult learners, who have overall better success in obtaining
knowledge when applying topics to real-life situations. Theory and practice are combined in a
way not possible in a traditional classroom setting (Malone, 2013). The nature of action learning
is collectively solving real-life problems and applying the knowledge to solve, prevent, and
improve existing and impending issues, and it does so in a straightforward manner.A benefit of action learning is its implicit cost-effectiveness. An assembled team meets at
a predetermined cadence, typically monthly, and uses intellect as the problem-solving tool.
These gatherings focus on developing questions, where the admission of ignorance is encouraged
and creative solutions result from the team’s pooled intellectual capital and not outside resources
(Malone, 2013). In contrast, adventure learning can get expensive as it involves activities
outside of the workplace. To provide drums for forty people at its training center, Toyota
invested $20,000 to make drum circles and create a drumming orchestra (Noe, 2017). Because
of the nature of action learning, an actual problem is being addressed and the goal is for the
solution to have a positive impact on the company’s bottom line, so there is the potential for
profit in addition to the cost-savings in the training method.
Action learning was proven successful for many years in Europe and overseas, though it
has had a low acceptance rate in the federal government (Malone, 2013). Malone suggests that
federal leaders can accomplish goals and produce significant change in their outlook by
integrating action learning into their training strategies. Companies such as Sony Music and
Kirin Brewery saw success in the implementation of action learning to seek solutions to
complicated and critical issues. From the solutions garnered by action learning, Sony acquired
millions of dollars in revenue and Kirin saw a reduction in manufacturing expenses, time, and
customer complaints (Noe, 2017). There are a variety of benefits to action learning, such as
problem resolution, team-building, growth and developmental opportunities, advocating for
profound change, and inclusivity to all team members, regardless of level or physical capability.
For developing an effective team, action learning is the preferred method over adventure
learning. Team members are encouraged to share ideas and divulge struggles and lack of
knowledge to create an open dialogue and promote creative solutions to current, relevantproblems. Action learning is basic in its method, inexpensive in its delivery, and has proven
beneficial for many companies, therefore rendering it the better training method.References
Malone, P. S. (2013). The Untapped Power of Action Learning. T+D, 67(8), 54
Noe, R. A. (2017). Employee Training & Development (7th ed.). New York, NY: McGraw Hill
Education.2. Review the Baldrige Quality Award. Explain all aspects of the Award. Then explain how
companies benefit from winning the award. Also explain what value a company could gain from
competing for the award even if they do not win.
[Show More]
