Educational Experiences

Educational Experiences

My educational experiences have involved face to face learning environments as well as online.  No matter what format a student participates, the communication between the student and the educator is key.  In a face to face learning environment the educator is more readily available to the student to answer questions.  In an online class the communication with the educator is a little more difficult, and the student has to use critical thinking to complete assignments.  I say this because following instructions are not the easiest thing to do.  When I say this, I mean that a person could get several meanings out of assignment instructions that might confuse them.  Without the professor there to answer questions, you have to exercise your critical thinking skills.

Online classes are more convenient for adult learners because they can take classes from home.  Being able to take classes at home is a big deal when you work a fulltime job, and have a family.  Sometimes life doesn’t provide enough time to travel to a face to face learning environment.  For this reason, I think that technology is heaven sent.  Without online classes I probably wouldn’t be able to pursue a doctorate degree.  Communication with the professors could be time consuming based on having to wait for a response, but at this level it is assumed that one should know how to follow the course rubrics.  Discipline is the key with both face to face learning as well as online, but online classes takes discipline to the next level.  The educator is not there to hold your hand, and ask if you completed your homework assignment.  For this reason, online education might be better for the mature.

New Technology

Technology

Whenever there is a new software or policy implemented in the workplace, individuals are presented with an opportunity to learn something new that could possibly make their job easier for them.  However, the employee has a policy, or software that is being used at the present time, and they have a hard time changing their approach.  Whenever there is a change, you will be met with resistance.  People just are not comfortable with changing.  No matter how simple the change is, you will find that if you are not paying attention they will still use the old way of doing things.  This is where training comes in.  In order for you to get the individuals motivated to use the new software or policy, you have to show them how it will help them, or improve a process.  Once the individuals become more confident in the new technology or process, they will be more willing to participate.

Using Keller’s ARCS model, I could change the motivation of these individuals by gaining and sustaining their attention by showing them different scenarios where software could make their job easier, by enhancing relevance thru showing how the old way of doing things did not capture all functions needed, by building confidence thru training, and generating satisfaction by giving them hands on training where they could use their newly acquired skills.

References

Driscoll, M. P. (2005). Psychology of learning for instruction (3rd Ed.) Boston, MA: Pearson Education, Inc.

Keller, J. (2010). John Keller's ARCS model of motivational design. Retrieved from http://www.nwlink.com/~donclark/hrd/learning/id/arcs_model.html