Analyzing How Cultural Norms Affect Learner Preferences in Organizational Learning Programs

Introduction

Cultural norms affect learner preferences in organizational learning programs in various and significant ways. Cultural norms may either encourage or inhibit the preferences available to learners when transformative learning practices are employed. Depending upon the organizational norms, individuals may feel that the organizational learning programs are trustworthy, helpful, or useless. The success of organizational learning programs are ultimately determined by how well they use transformational learning practices; independently or collectively.

This chapter proposes avenues organizational learning practitioners can use to evaluate and improve the organizational cultural norms that affects learner preferences through the lens of the transformative learning theory, general self-efficacy beliefs, and self-leadership strategies. Also, this chapter addresses how the employment of these methods hold the propensity to increase the effectiveness of an organization’s performance. Here, cultural norms, learner preferences, organizational learning programs, and transformative learning practices are defined and intertwined into a cohesive ideology. The influences of self-efficacy and self-leadership strategies upon cultural norms, organizational learning programs, and transformative learning practices will be discussed to determine possible independent and collective effects upon learners’ preferences.