Dimensions+and+levels+of+learning

Dimensions and levels of learning

__ What is Dimensions of Learning? __
Dimensions of Learning is a comprehensive model that uses what researchers and theorists know about learning to define the learning process. Its premise is that five types of thinking -- what we call the five dimensions of learning -- are essential to successful learning. The Dimensions framework will help you to Now let's take a look at the five dimensions of learning.
 * maintain a focus on learning;
 * study the learning process; and
 * plan curriculum, instruction, and assessment that takes into account the five critical aspects of learning.

Attitudes and perceptions affect students' ability to learn. For example, if students view the classroom as an unsafe and disorderly place, they will likely learn little there. Similarly, if students have negative attitudes about classroom tasks, they will probably put little effort into those tasks. A key element of effective instruction, then, is helping students to establish positive attitudes and perceptions about the classroom and about learning.
 * Dimension 1: Attitudes and Perceptions **

Helping students acquire and integrate new knowledge is another important aspect of learning. When students are learning new information, they must be guided in relating the new knowledge to what they already know, organizing that information, and then making it part of their long-term memory. When students are acquiring new skills and processes, they must learn a model (or set of steps), then shape the skill or process to make it efficient and effective for them, and, finally, internalize or practice the skill or process so they can perform it easily.
 * Dimension 2: Acquire and Integrate Knowledge **

Learning does not stop with acquiring and integrating knowledge. Learners develop in-depth understanding through the process of extending and refining their knowledge (e.g., by making new distinctions, clearing up misconceptions, and reaching conclusions.) They rigorously analyze what they have learned by applying reasoning processes that will help them extend and refine the information. Some of the common reasoning processes used by learners to extend and refine their knowledge are the following:
 * Dimension 3: Extend and Refine Knowledge **
 * Comparing
 * Classifying
 * Abstracting
 * Inductive reasoning
 * Deductive reasoning
 * Constructing support
 * Analyzing errors
 * Analyzing perspectives

The most effective learning occurs when we use knowledge to perform meaningful tasks. For example, we might initially learn about tennis rackets by talking to a friend or reading a magazine article about them. We really learn about them, however, when we are trying to decide what kind of tennis racket to buy. Making sure that students have the opportunity to use knowledge meaningfully is one of the most important parts of planning a unit of instruction. In the Dimensions of Learning model, there are six reasoning processes around which tasks can be constructed to encourage the meaningful use of knowledge:
 * Dimension 4: Use Knowledge Meaningfully **
 * Decision making
 * Problem solving
 * Invention
 * Investigation
 * Experimental inquiry
 * Systems analysis

The most effective learners have developed powerful habits of mind that enable them to think critically, think creatively, and regulate their behavior. These mental habits are listed below:
 * Dimension 5: Productive Habits of Mind **

Critical thinking: Creative thinking: Self-regulated thinking: The Relationship Among the Dimensions of Learning It is important to realize that the five dimensions of learning do not operate in isolation but work together in the manner depicted in Figure A.1.
 * Be accurate and seek accuracy
 * Be clear and seek clarity
 * Maintain an open mind
 * Restrain impulsivity
 * Take a position when the situation warrants it
 * Respond appropriately to others' feelings and level of knowledge
 * Persevere
 * Push the limits of your knowledge and abilities
 * Generate, trust, and maintain your own standards of evaluation
 * Generate new ways of viewing a situation that are outside the boundaries of standard conventions
 * Monitor your own thinking
 * Plan appropriately
 * Identify and use necessary resources
 * Respond appropriately to feedback
 * Evaluate the effectiveness of your actions



Briefly, as the graphic in Figure A.1 illustrates, all learning takes place against the backdrop of learners' attitudes and perceptions (Dimension 1) and their use (or lack of use) of productive habits of mind (Dimension 5). If students have negative attitudes and perceptions about learning, then they will likely learn little. If they have positive attitudes and perceptions, they will learn more and learning will be easier. Similarly, when students use productive habits of mind these habits facilitate their learning. Dimensions 1 and 5, then, are always factors in the learning process. This is why they are part of the background of the graphic shown in Figure A.1.

When positive attitudes and perceptions are in place and productive habits of mind are being used, learners can more effectively do the thinking required in the other three dimensions, that is, acquiring and integrating knowledge (Dimension 2), extending and refining knowledge (Dimension 3), and using knowledge meaningfully (Dimension 4). Notice the relative positions of the three circles of Dimensions 2, 3, and 4. (See Figure A.1). The circle representing meaningful use of knowledge subsumes the other two, and the circle representing extending and refining knowledge subsumes the circle representing acquiring and integrating knowledge. This communicates that when learners extend and refine knowledge, they continue to acquire knowledge, and when they use knowledge meaningfully, they are still acquiring and extending knowledge. In other words, the relationships among these circles represent types of thinking that are neither discrete nor sequential. They represent types of thinking that interact and that, in fact, may be occurring simultaneously during learning.

It might be useful to consider the Dimensions of Learning model as providing a metaphor for the learning process. Dimensions of Learning offers a way of thinking about the extremely complex process of learning so that we can attend to each aspect and gain insights into how they interact. If it serves this purpose, it will be a useful tool as we attempt to help students learn.

Uses of Dimensions of Learning
As a comprehensive model of learning, Dimensions can have an impact on virtually every aspect of education. Because the major goal of education is to enhance learning, it follows that our system of education must focus on a model that represents criteria for effective learning, criteria that we must use to make decisions and evaluate programs. Although Dimensions is certainly not the only model of learning, it is a powerful tool for ensuring that learning is the focus of what we do as educators. It should validate current efforts in schools and classrooms to enhance learning, but should also suggest ways of continuing to improve. Although individuals, schools, and districts should use the model to meet their own needs, it might be helpful to understand a number of possible ways in which the Dimensions of Learning model might be used.

At the most basic level, this manual has been used as a resource for research-based instructional strategies. Although there are many effective strategies included in the manual, it is important to remember that the manual is not the model. As the strategies are used, they should be selected and their effectiveness measured in terms of the desired effect on learning. The implication is that even at this basic level of use, it is important for teachers to understand each dimension as they select and use strategies.
 * A Resource for Instructional Strategies **

Some schools and districts see Dimensions as offering an important focus during their planning of staff development and as a way of organizing the diverse in-service experiences offered in the district. The matrix in Figure A.2 graphically represents this organization.
 * A Framework for Planning Staff Development **

Down the left-hand side is an outline of the components of the Dimensions model. Planning for professional development begins here, whether for individuals or an entire staff. The first question staff developers would ask is, "What part of the learning process needs to be improved?" After answering that question, resources for seeking the improvement are identified across the top of the matrix. These resources might includes programs, strategies, individuals, or books that can be used to achieve the desired learning goal. There might be many resources available that complement and supplement each other and could, therefore, all be offered to those seeking the improvement in learning. When any resource is identified, the matrix allows for indicating clearly which aspects of the learning process might be enhanced if people were to select and use that resource. Notice that the focus is on the learning process rather than on the resource.

One reason that the Dimensions of Learning model was created was to influence the planning of curriculum and assessment, both at the classroom and the district level. It is particularly suited to planning instructional units and creating assessments that are clearly aligned with curriculum, including both conventional and performance instruments. Within each dimension there are planning questions that can help to structure the planning so that all aspects of the learning process are addressed, for example, "What will I do to help students maintain positive attitudes and perceptions?" or "What declarative knowledge are the students learning?" Although it is important for the planner to ask powerful questions, sometimes the answer may be that very little or nothing at all will be planned to address that part of the model. It is not important to plan something for every dimension; it is important to ask the questions for every dimension during the planning process. More detailed explanations and examples are included throughout this manual and in each planning section.
 * A Structure for Planning Curriculum and Assessment **

Those who use the Dimensions model to influence their assessment practices quickly realize instruction and assessment are closely integrated but that both conventional and performance-based methods of assessment have a role. Specific recommendations for assessment are included at the end of this manual.

The most comprehensive use of the Dimensions model is as an organizational tool to ensure that the entire school district is structured around and operating with a consistent attention to learning. The model provides a common perspective and a shared language. Just as curriculum planners ask questions in reference to each dimension during planning, people in every part of the school system ask similar questions as they create schedules, select textbooks, create job descriptions, and evaluate the effectiveness of programs.
 * A Focus for Systemic Reform **

These four uses of the model are offered only as examples. There is no reason to select only from among these four options; the purpose of the model is to help you define and achieve your goals for student learning. The model is a structure that should allow for and encourage a great deal of flexibility.

__ Levels of Learning __
Learning is something you do every day. The better you understand the learning process, the better you will be able to use this understanding in the redesign of your organization. The five levels of learning build on one another. In an organizational setting, you will often need to use all five levels to make a decision, work on a redesign, or build relationships with co-workers. Let us clear it with the help of an example. Mike is the CEO of a transnational airline corporation. He has been studying the levels of learning that are currently affecting his organization. "The facts are what happen in the company on a day-to-day basis. The facts include all planes taking off, customers arriving at their destinations, and packages being shipped. There is no way to catalog them without turning them into information." "The information we work with includes how many planes take off every day, how many passengers arrive at their destinations, what these destinations are, how many packages we ship, and where we ship the packages." "The know-how involved here describes how all this moving of people and baggage gets done. This level of learning deals with processes and the instructions they consist of. Without know-how, our pilots, baggage handlers, and attendants would be lost." "Comprehension is just as vital for our people to be able to do their jobs. Pilots need to understand not only the mechanics of flying but also why it works. As CEO, I want to understand how the pieces fit together most effectively." "Wisdom is the hardest level to explain, but it's also the most important. The company's values are rooted in wisdom. We need wisdom to make decisions about our mission as a company. Our employees depend on our commitment to our values." Like Mike, you have to know the levels of learning and how they build on one another to make full use of them in redesigning your organization. These levels turn day-to-day experiences into something that your company can organize and use in planning and decision making. http://www.ocwtp.net/PDFs/Levels%20of%20Learning.pdf ||  ||
 * There are five levels of learning: facts, information, know-how, comprehension and wisdom.**
 * 1. Facts** - The first level of learning deals with facts-details or data which result from direct observation and research. Facts make up the most basic level of learning. Taken on their own at this level, facts have no direct application. But without facts, you cannot move on to the other levels of learning.
 * 2. Information** - The second level of learning deals with information-observational data in a usable form. The descriptions that information consists of tell who, what, when, where, and how many. With information, you can begin to make use of facts.
 * 3. Know-how** - Know-how is the focus of the third level of learning. Know-how consists of a collection of descriptions in the form of instructions. Know-how is about having the instructions you need to make use of the information you have. With know-how, you derive knowledge from experience.
 * 4. Comprehension** - The fourth level of learning deals with comprehension. Comprehension answers the question "Why?" At the comprehension level, learning is composed of explanations. When you understand why, you are better able to use the knowledge and know-how you already have.
 * 5. Wisdom** - Wisdom is the focus of the fifth and final level of learning. Wisdom is the ability to evaluate, and it incorporates values. It is essential for development. Using know-how and comprehension without wisdom can result in actions that don't work for the overall mission of the organization.
 * For Levels of learning, please see this also-
 * For Levels of learning, please see this also-