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Action Research: Action Research:

Action Research: - PowerPoint Presentation

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Action Research: - PPT Presentation

Resistance to Computer Training Suzanne Stear BTST 656 May 8 2013 Area of Focus The purpose of this study is to Describe and identify the areas of resistance to computer training in a corporate setting ID: 568661

relevance training resistance survey training relevance survey resistance strategies learning literature job interview motivation application articles journal information web

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Slide1

Action Research:Resistance to Computer Training

Suzanne Stear

BTST 656 – May 8, 2013Slide2

Area of Focus

The purpose of this study is to:

Describe and identify the areas of resistance to computer training in a corporate setting

Incorporate solutions to help prevent individual resistance Slide3

Concept Map – Connections to Resistance

Confidence

Resistance

Motivation

Relevance

Value

(Transfer to job)

Delivery Method

New Employee

Upper ManagementSlide4

Triangulation Matrix

 

 

Data Source

 

Research Questions:

1

2

3

What is the

relevance

(why employee needs to learn application) of the computer training?

Interview

 

Questionnaire

Literature –

Web information, journal articles, and text book

What is the

value

(transfer to job position) of the computer training?

Interview

Questionnaire

Literature –

Web information, journal articles, and text book

What is the trainee’s

motivation level

(readiness to learn)?

Interview

Questionnaire

Literature –

Web information, journal articles, and text book

What are

strategies

to resistance for successful learning?

Interview

Questionnaire

Literature –

Web information, journal articles, and text bookSlide5

Literature Review - RelevanceRelevance - Strategies to avoid and overcome resistance

Quality of training design

Positive relationships

Improve learner competency – challenging experiencesPractice using application - proficiency Slide6

Personal Experience - RelevanceRelevance Strategies

Pre-assessment

Overview that informs trainees of:

What they can expectRelevanceValue to diminish resistanceSlide7

Literature Review - ValueValue and Transfer to jobVital element – valuable training to use in job position

Organization support

Provide training to remain current and proficientSlide8

Value DesignTraining design needs to be:Engaging

Leads to new learning

Practice for retentionSlide9

Additional Value StrategiesIncentives for levels of advancement

Self-customized projects

Resources – that benefit others

Templates, forms, documents, and presentationsSlide10

Literature Review – Motivation Strategies

Self-efficacy

– person’s judgment about their ability to learnPositive learning

environment

+ Positive reinforcement to learning = Positive results and increased self-efficacy

Accommodate for those with higher anxiety

Pairing or grouping trainees

Pre-assessmentSlide11

At This Point

Stop

periodically in data collection to identify

gaps:Additional matrix question

Valid

questions for

survey

Rethink

Reflect

Discuss

Replan

Understand

LearnSlide12

MethodologyQualitative - Conducted 2 interviews

Quantitative – Survey

15% Completion rate

Sample population was 17/111 Slide13

Interviews and AnalysisStrategies to use from Interviews:

Interview 1 – Pre-assessment of different levels and pairing

Interview 2 – Collaborate with IT

Provide a time line to:Inform employees of application changes

When new or enhanced versions will be installed

Elimination of out of date applicationsSlide14

Survey - Relevance of Training

ConcernSlide15

Survey - Relevance of Training

Relevance of

training

for job positionSlide16

Survey - Value of Training and Transfer to Job

100

%

application available to use at work area

58% provided with learning materials and examples

Importance of materials provided

Learning environment (classroom vs. online)

60% of population sample use

the new trainingDifferent applications dailyIncentive to useSlide17

Survey - Motivation/Self-Efficacy of Training

Confidence

in learning the new

application

23%

46%

31%Slide18

Survey - Motivation/Self-Efficacy of Training

Motivation to attend the

training

14% - Very Motivated57% - Motivated22% - Somewhat motivated

7% - Unmotivated to attend –

some concern

0% - Did not want to attendSlide19

Survey and AnalysisStrategies to use from Survey:

Description of training to confirm:

Relevance, Value, improve job skills and productivity

Provide materials and examples for referenceSlide20

Most important part of project…

Listening Analyzing the DataSlide21

Conclusion

Resistance

will be

inevitable but... if

effective training design is established and implemented

trainees

will be able to benefit from its

value

use the new learning to enhance their job performance