Self managed learning

1.1 Evaluation of approaches to self managed learning

Self management learning can be referred as the way of learning in which, a person learns and understands things from his personal experience. There is no need of any external motivation for an individual for learning a specific aspect. The individual manages his learning by his own. The primary approach to self managed learning is related to the inner motivation. As per this approach for an individual it is quite essential to have some intensive amount of inner motivation for changing himself up to a significant level. The inner motivation allows the individual to give proper considerations towards his existing habits and skills so that areas of personality which requires some significant amount of improvements can be spotted. For an individual it is quite essential to develop inner motivation towards any personality change as there is no availability of any external stimuli, which can accelerates the process of change within the human being.
Another crucial approach towards the self managed learning is the autonomous organization of activities. As per this approach, for the purpose of undertaking self managed learning, all the activities are required to accomplish under the autonomous influence. In other word, all the decisions related to what to do, how to do and when to do are autonomously undertaken by the individual for the purpose of enhancing his overall learning. This approach makes the individual quite independent and self informed which helps him to avoid different critical problems in the long run. In the context of Hospitality organisations, there is a need of having some intensive amount of interpersonal skill, which can only be acquired through self experience and inner motivation. In this regard, there is a need of having a number of different autonomous and organized decisions regarding personality development.  Owing to this reason, from the perspective of overall long term learning, the self management of information can be proved quit effective and efficient.

1.2 Encouragement to lifelong learning in personal and professional context

Owing to different crucial benefits of lifelong learning, there is a need of encouraging the adoption of this phenomenon in a personal and professional contexts. In this context, different ways can also be utilized for the purpose of encouraging individuals to adopt lifelong learning measures. For instance, in personal context, personality auditing can be an effective measures used for developing lifelong learning. In this way, personal SWOT is taken into account by the individual so that all the weaknesses along with potential threats and opportunities can be retrieved. Such information retrieved through personality auditing will encourage the individual to have learning regarding his skills so that overall weaknesses and threats can be averted in the most effective manner.
In addition to this, in the professional context, different measures such as on the job training, team working, and job engagements are some of the crucial ways that encourages lifelong learning within the human being. These all the measures allow the individual to have some intensive amount of scope of for future development as through these measures some significant amount of responsibilities is transferred to individual. These critical responsibilities induce the inner motivation among people regarding self development, which prompts self learning among them.
In addition to this, rewards, incentives, appreciations and recognition are some of the crucial ways used by the business organizations to encourage their employees to develop self learning environment within the organisations. With the help of awards and recognition, an organization can develop positive intention among people regarding adoption of self learning measures. In the context of hospitality organizations, performance based rewards system encourages employees to have some intensive amount skills and competencies. However, as a common training is provided to the every employee, an employee is required to put his own efforts for the purpose of learning new things. This encourages employee to adopt self managed learning.

1.3 Benefits of Self managed learning for individual and Organization

The self managed learning can be considered as one of the core measures for an individual to learn various things regarding personal and professional context. The overall benefits of Self managed learning can be considered in the both individual and Organizational context.
In the context of individual, Self managed learning can be taken into consideration for the purpose of acquiring new skills and competencies without affecting the existing skills and competencies. In the self managed learning measure there is no need of having any external motivation as well as stimuli, which prevents the situation of confusion and ambiguity in his decision. In addition to this, self managed learning also allows the individual to avoid his all the weaknesses and help him to capitalize his own strength. In this way, the person can be able to develop long term and effective skills through self learning measures. For an individual, self learning approach can be proved quite convenient and approachable option for enhancing his own capabilities and skills as there is no need of following a fix and strict rules and schedule in the personality development process. For a hospitality organization, there is a need of highly skilled personnel that are capable enough to enhance the overall value delivered by the organisations to its customers. In this direction, self managed learning approach allows the individual to encourage employees to be motivated for developing new skills and their implication.
In addition to this, from the perspective of an organisation also, there are some crucial benefits. For instance first and foremost benefit for an organisations is related to decrement in cost employed for training and development purpose. For the purpose of providing effective training and development, the organisations are required to make some crucial investments. However, self management can be proved quite helpful for the organization avoid such critical investment made in the training. This method does not require any significant investment from the side of the business organisations. In addition to this, in existing highly dynamic market place, in which there is a need of facing various changes, the organizations require sustainable approach of training. In this regard, self management training can be proved quite effective and efficient.

References

Bennett, Ben, Ian Cunningham, and Graham Dawes. Self Managed Learning in Action: Putting SML Into Practice (Gower Publishing, Ltd, 2000).
Cunningham, Ian. The Wisdom of Strategic Learning: The Self Managed Learning Solution. (Gower Publishing, Ltd., 1999).
Graves, Norman. Learner Managed Learning: Practice, Theory and Policy (Routledge, 2013).
Collin, Rob, and Merryal Hammond. Self-directed Learning: Critical Practice (Routledge 1999).
Bennett, Ben, Ian Cunningham, and Graham Dawes. Self Managed Learning in Action: Putting SML Into Practice (Gower Publishing, Ltd, 2000).
Cunningham, Ian. The Wisdom of Strategic Learning: The Self Managed Learning Solution. (Gower Publishing, Ltd., 1999).
Collin, Rob, and Merryal Hammond. Self-directed Learning: Critical Practice (Routledge 1999).
Graves, Norman. Learner Managed Learning: Practice, Theory and Policy (Routledge, 2013).
Collin, Rob, and Merryal Hammond. Self-directed Learning: Critical Practice (Routledge, 1999).
Graves, Norman. Learner Managed Learning: Practice, Theory and Policy (Routledge, 2013).