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
Download Presentation The PPT/PDF document "Action Research:" is the property of its rightful owner. Permission is granted to download and print the materials on this web site for personal, non-commercial use only, and to display it on your personal computer provided you do not modify the materials and that you retain all copyright notices contained in the materials. By downloading content from our website, you accept the terms of this agreement.
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