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