Topic 7 DQ 2 – PSY-575

Based on the Heorhiadi, LaVenture, and Conbere article, in what ways would transformative learning be distinguished from informative learning in HR recruitment strategies? How does transformative learning benefit recruitment practices? Find a real-world example you feel is an illustration of applying transformative learning in the recruitment and hiring process. -------------------------------------------------------------- According to the article, “informative learning allows people to learn more about the things that fit their mental model, while transformative learning is the process of changing mental models” (Heorhiadi, Venture, & Conbere, p. 5, 2014). I suppose a way to explain this is if you work in an office you do your job the same way everyday with a few variations from time to time. This is informative learning because you take what you are comfortable with and experiment to a certain point, then adjust the way you do things due to your experiments. What if a new person is hired into your office. They are trained, but soon starts making suggestions on how to do things more efficiently. Their suggestions seem to work for them, but you are not so sure about the changes. At this point you have a few choices to make; you can continue doing things the way you are, you can adopt some of the changes the new hire recommends, or you can abandon your practices and fully adopt the new changes. This is when you have adopted transformative learning. Informative learning in recruiting practices would be using the same method used for a while without much variation. The application process would remain the same. Transformative learning in recruiting practices would mean the application process might be a little different. Work places would benefit by adopting a transformative way of thinking, to include a broader spectrum of recruiting applicants (Aubusson et al, 2007.) A real ;ife experience could be the recruit process form websites of big corporates such as Facebook, Bank of America, Chase, and so forth where they require to have a set of test and series fo interviews with the applicant in order to decide if they could be a good fit for the culture of the company or the position itself. I couldn't give a personal example since in most companies here in Oklahoma the process is done like in the 50's (makes me giggles) and most of the process is done face to face, paper application and most of the times through a referral from someone who knows the hiring manager, there is not a lot of big process to get hired here. I am very fascinated with the article and the way that breaks down the process of changes in the individuals. References Aubusson, P., Steele, F., Dinham, S., & Brady, L. (2007). Action Learning in Teacher Learning Community Formation: Informative or Transformative? Teacher Development, 11(2), 133–148. Retrieved from direct=true&db=eric&AN=EJ&site=eds-live&scope=site Heorhiadi, A., La Venture, K., & Conbere, J. P. (2014). What do Organizations Need to Learn to Become a Learning Organization? OD Practitioner, 46(2), 5–9. Retrieved from