Explain how technology has changed the learning environment. Noe says, "The internet is primarily responsible for creating our revolution in learning. Internet technology has permitted the development of electronic networks that integrate voice, video, and data connections among learners, instructors, and experts."
What are some advantages and disadvantages of multimedia training? S. V. Bainbridge listed the following as advantages and disadvantages of multimedia training: Advantages: is self-paced, is interactive, has consistancy of content, has consistancy of delivery, offers unlimited geographic accessibility, provides immediate feedback, has a built-in guidance system, appears to multiple senses, can test and certify mastery, and provides privacy. Disadvantages: is expensive to develop, is ineffective for certain training content, may lead to trainee anxiety with using technology, is difficult to quickly update, and can lead to a lack of agreement on effectiveness."
Why would a company use a combination of face-to-face instruction and Web-based training? Noe says, "Because of the limitations of online learning related to technology, because of trainee preference for face-to-face contact with instructors and other learners, and because of employees' inability to find unscheduled time during their workday to devote to learning from their desktops, many companies are moving to a hybrid, or blended, learning approach...Blended learning courses provide learners with the positive features of both face-to-face instruction and technology-based delivery and instructional methods while minimizing the negative features of each."
Using the Web, further investigate any new technology discussed in Chapter 8. Find information describing the technology, hints for developing and purchasing the technology, and examples of companies marketing and/or using the technology. Include Web addresses in your summary. Virtual Reality-technology that allows a user to interact with a computer simulated environment. http://en.wikipedia.org/wiki/Virtual_reality
Develop Virtual Reality:
VRML (ver'mel, V`R-M-L') noun Acronym for Virtual Reality Modeling Language. A scene description language for creating 3-D interactive Web graphics similar to those found in some video games, allowing the user to "move around" within a graphic image and interact with objects. VRML, a subset of Silicon Graphics' Inventor File Format (ASCII), was created by Mark Pesce and Tony Parisi in 1994. While VRML files can be created in a text editor, CAD packages, modeling and animation packages, and VRML authoring software are the tools preferred by most VRML authors. VRML files reside on an HTTP server; links to these files can be embedded in HTML documents, or users can access the VRML files directly. To view VRML Web pages, users need a VRML-enabled browser, such as WebSpace from Silicon Graphics, or a VRML add-in for Internet Explorer and a VRML plug-in for Netscape Navigator. When virtual reality suddenly appeared on the scene with a big whizbang, Timothy Leary appeared at a conference in New York with Jaron Lanier and a couple of other cybernauts. Leary was wearing the goggles on stage and declared, "Oooh, I have been here before." As that suggests, from the start a connection was established between virtual reality and the LSD experience - or as some of us prefer to call it, 'the entheogenic experience,' which is just a fancy way of not using the word psychedelic because it alerts the police. http://fusionanomaly.net/virtualreality.html
Purchase Virtual Reality:
http://www.amusitronix.com/index.php?pr=Purchasing+Info
http://www.polesoft.com/_Virtual_Reality_software.html
Companies Competing:
http://www.iaswww.com/ODP/Computers/Virtual_Reality/Companies/
Thursday, March 8, 2007
Chapter 7 Homework Assignment
What are the strengths and weaknesses of the lecture, the case study, self-directed learning, and simulations?
Lecture-Strength-least expensive, least-time consuming, and easily employed with large groups. Weaknesses-lack participant involvement, feedback, and meaningful connection to workplace.
Case Study-Strength-trainees more likely to recall and use the knowledge and skills. Weaknesses-environment must give opportunity to perpare and discuss the case.
Self-directed learning-Strength-train at own pace and receive feedback. Weaknesses-trainees must be willing to learn on their own and be motivated.
Simulations-Strength-real life situations and feedback. Weaknesses-very expensive and need constant updates.
What are the components of effective team performance? How might training strengthen these components? The three componients of team performance are: Behavior, Knowledge and Attitude. Noe says, "The behavioral requirement means that team members must perform actions that allows them to communicate, coordinate, adapt, and complete complex tasks to accomplish their objective. The knowledge component requires team members to have mental models or memory structures that allows them to function effectively in unanticipated or new situations. Teams member's beliefs about the task and feelings toward each other relate to the attitude component...Research suggests that teams that are effectively trained develop procedures to identify and resolve errors, coordinate information gathering, and reinforce each other."
Discuss the steps of an action learning program. Which aspects of action learning do you think is most beneficial for learning? Which is most beneficial for transfer of training? Explain why.
M. Marquardt listed the following as steps in action learning: 1)Identification of the sponsors of action learning, including CEOs and top managers, 2)Identification of the problem or issue, 3)Identification and selection of the group who can address the problem, 4)Identification of coaches who can help the group reframe the problem and improve its problem solving by listening, giving feedback, offering assumptions, and so on, 5)Presentation of the problem to the group, 6)Group discussion that includes reframing the problem and agreement on what the problem is, what the group should do to solve the problem, and how the group should proceed, 7)Data gathering and analysis relevant to solving the problem, and how the group as a whole as well as individual members, 8)Group presentation on how to solve the problem, with the goal of securing a commitment from the sponsors to act on the group's recommendations, and 9)Self-reflection and debriefing (e.g., What have the group and group members learned? What would they have done differently?) I believe that identification of qualified coaches is most beneficial for learning, because if the trainer doesn't know what they are teaching or how to teach it then it is going to be very difficult for others to learn. I believe that group discussions and debriefing are the most beneficial for transfer of training, because you have the ability to hear what everyone else thinks or express your own feelings.
Lecture-Strength-least expensive, least-time consuming, and easily employed with large groups. Weaknesses-lack participant involvement, feedback, and meaningful connection to workplace.
Case Study-Strength-trainees more likely to recall and use the knowledge and skills. Weaknesses-environment must give opportunity to perpare and discuss the case.
Self-directed learning-Strength-train at own pace and receive feedback. Weaknesses-trainees must be willing to learn on their own and be motivated.
Simulations-Strength-real life situations and feedback. Weaknesses-very expensive and need constant updates.
What are the components of effective team performance? How might training strengthen these components? The three componients of team performance are: Behavior, Knowledge and Attitude. Noe says, "The behavioral requirement means that team members must perform actions that allows them to communicate, coordinate, adapt, and complete complex tasks to accomplish their objective. The knowledge component requires team members to have mental models or memory structures that allows them to function effectively in unanticipated or new situations. Teams member's beliefs about the task and feelings toward each other relate to the attitude component...Research suggests that teams that are effectively trained develop procedures to identify and resolve errors, coordinate information gathering, and reinforce each other."
Discuss the steps of an action learning program. Which aspects of action learning do you think is most beneficial for learning? Which is most beneficial for transfer of training? Explain why.
M. Marquardt listed the following as steps in action learning: 1)Identification of the sponsors of action learning, including CEOs and top managers, 2)Identification of the problem or issue, 3)Identification and selection of the group who can address the problem, 4)Identification of coaches who can help the group reframe the problem and improve its problem solving by listening, giving feedback, offering assumptions, and so on, 5)Presentation of the problem to the group, 6)Group discussion that includes reframing the problem and agreement on what the problem is, what the group should do to solve the problem, and how the group should proceed, 7)Data gathering and analysis relevant to solving the problem, and how the group as a whole as well as individual members, 8)Group presentation on how to solve the problem, with the goal of securing a commitment from the sponsors to act on the group's recommendations, and 9)Self-reflection and debriefing (e.g., What have the group and group members learned? What would they have done differently?) I believe that identification of qualified coaches is most beneficial for learning, because if the trainer doesn't know what they are teaching or how to teach it then it is going to be very difficult for others to learn. I believe that group discussions and debriefing are the most beneficial for transfer of training, because you have the ability to hear what everyone else thinks or express your own feelings.
Thursday, March 1, 2007
Chapter 5 Homework Assignment
Consider three time periods (pretraining, during training, and after training) and three parties involved in transfer of training (manager, trainer, trainee). Construct a matrix showing what each party can do to facilitate transfer of training at each time period. Rick Sullivan says:
Before Learning
Manager
Understand the performance need
Participate in any additional assessments required for training
Influence selection of learners
Communicate with trainers about the learning intervention
Help learners create a preliminary action plan
Support and encourage learners
Trainer
Validate and supplement the results of the performance needs assessment
Use instructional design and learning principles to develop or adapt the course
Send the course syllabus, objectives and pre-course learning activities in advance
Trainee
Participate in needs assessments and planning
Review course objectives and expectations and prepare preliminary action plans
Begin establishing a support network
Complete pre-course learning activities
During Learning
Manager
Participate in or observe training
Protect learners from interruptions
Plan post-training debriefing
Provide supplies and space and schedule opportunities for learners to practice
Trainer
Provide work-related exercises and appropriate job aids
Give immediate and clear feedback
Help learners develop realistic action plans
Conduct training evaluations
Trainee
Participate actively in the course
Develop realistic action plans for transferring learning
After Learning
Manager
Monitor progress of action plans with learners and revise as needed
Conduct post-training debriefing with learners and co-workers
Be a coach and role model--provide encouragement and feedback
Evaluate learners' performance
Stay in contact with trainers
Trainer
Conduct follow-up activities in a timely manner
Help strengthen supervisors' skills
Facilitate review of action plans with supervisors and learners
Share observations with supervisors and learners
Maintain communication with supervisors and learners
Trainee
Meet with supervisor to review action plan
Apply new skills and implement action plan
Use job aids
Network with other learners and trainers for support
Monitor your own performance
http://www.reproline.jhu.edu/english/6read/6issues/6jtn/v5/tn0204trng.htm
What could be done to increase the likelihood of transfer of training if the work environment conditions are unfavorable and cannot be changed? J. B. Tracey, S. I. Tannenbaum, and M. J. Kavanagh says, "Supervisors and co-workers encourage and set goals for trainees to use new skills and behaviors acquired in training...Tack Cues, Feedback Consequences, Lack of Punishment, Extrinsic Reinforcement Consequences, and Intrinsic Reinforcement Consequences are a list of actions that may help create a positive climate for transfer of training."
Discuss how trainees can support each other so that transfer of training occurs. Raymond Noe says, "A support network is a group of two or more trainees who agree to meet and discuss their progress in using learned capabilities on the job. This could involve face-to-face meetings or communication via e-mail. Trainees could share successful experiences in using training content on the job. They can also discuss how they obtained resources needed to use training content or how they coped with a work environment that interfered with use of training content."
What technologies might be useful for ensuring transfer of training? Briefly describe each technology and how it could be used. Raymond Noe says, "Electronic performance support systems (EPSS) are computer applications that can provide, as requested, skills training, information access, and expert advice."
What is knowledge? Why is knowledge important? How can companies manage knowledge? Raymond Noe says, "Knowledge refers to what individuals or teams of employees know or know how to do as well as a company's rules, processes, tools, and routines. Knowledge is important, because the more knowledge one has the more controlling they can be. Knowledge is kind of like power. Raymond Noe says, "There are several ways to create and share knowledge: 1) Use technology and software such as Lotus Notes and e-mail, or create a company intranet that allows people to store information and share it with others. 2) Publish directories that list what employees do, how they can be contacted, and the type of knowledge they have. 3) Develop informational maps that identify where specific knowledge is stored in the company. 4) Create chief information officer and chief learning officer positions for cataloging and facilitating the exchange of information in the company. 5) Require employees to give presentations to other employees about what they have learned from training programs they have attended. 6) Allow employees to take time off from work to acquire knowledge, study problems, attend training, and use technology. 7) Create an online library of learning resources such as journals, technical manuals, training opportunities, and seminars. 8) Design office space to facilitate interaction between employees."
Before Learning
Manager
Understand the performance need
Participate in any additional assessments required for training
Influence selection of learners
Communicate with trainers about the learning intervention
Help learners create a preliminary action plan
Support and encourage learners
Trainer
Validate and supplement the results of the performance needs assessment
Use instructional design and learning principles to develop or adapt the course
Send the course syllabus, objectives and pre-course learning activities in advance
Trainee
Participate in needs assessments and planning
Review course objectives and expectations and prepare preliminary action plans
Begin establishing a support network
Complete pre-course learning activities
During Learning
Manager
Participate in or observe training
Protect learners from interruptions
Plan post-training debriefing
Provide supplies and space and schedule opportunities for learners to practice
Trainer
Provide work-related exercises and appropriate job aids
Give immediate and clear feedback
Help learners develop realistic action plans
Conduct training evaluations
Trainee
Participate actively in the course
Develop realistic action plans for transferring learning
After Learning
Manager
Monitor progress of action plans with learners and revise as needed
Conduct post-training debriefing with learners and co-workers
Be a coach and role model--provide encouragement and feedback
Evaluate learners' performance
Stay in contact with trainers
Trainer
Conduct follow-up activities in a timely manner
Help strengthen supervisors' skills
Facilitate review of action plans with supervisors and learners
Share observations with supervisors and learners
Maintain communication with supervisors and learners
Trainee
Meet with supervisor to review action plan
Apply new skills and implement action plan
Use job aids
Network with other learners and trainers for support
Monitor your own performance
http://www.reproline.jhu.edu/english/6read/6issues/6jtn/v5/tn0204trng.htm
What could be done to increase the likelihood of transfer of training if the work environment conditions are unfavorable and cannot be changed? J. B. Tracey, S. I. Tannenbaum, and M. J. Kavanagh says, "Supervisors and co-workers encourage and set goals for trainees to use new skills and behaviors acquired in training...Tack Cues, Feedback Consequences, Lack of Punishment, Extrinsic Reinforcement Consequences, and Intrinsic Reinforcement Consequences are a list of actions that may help create a positive climate for transfer of training."
Discuss how trainees can support each other so that transfer of training occurs. Raymond Noe says, "A support network is a group of two or more trainees who agree to meet and discuss their progress in using learned capabilities on the job. This could involve face-to-face meetings or communication via e-mail. Trainees could share successful experiences in using training content on the job. They can also discuss how they obtained resources needed to use training content or how they coped with a work environment that interfered with use of training content."
What technologies might be useful for ensuring transfer of training? Briefly describe each technology and how it could be used. Raymond Noe says, "Electronic performance support systems (EPSS) are computer applications that can provide, as requested, skills training, information access, and expert advice."
What is knowledge? Why is knowledge important? How can companies manage knowledge? Raymond Noe says, "Knowledge refers to what individuals or teams of employees know or know how to do as well as a company's rules, processes, tools, and routines. Knowledge is important, because the more knowledge one has the more controlling they can be. Knowledge is kind of like power. Raymond Noe says, "There are several ways to create and share knowledge: 1) Use technology and software such as Lotus Notes and e-mail, or create a company intranet that allows people to store information and share it with others. 2) Publish directories that list what employees do, how they can be contacted, and the type of knowledge they have. 3) Develop informational maps that identify where specific knowledge is stored in the company. 4) Create chief information officer and chief learning officer positions for cataloging and facilitating the exchange of information in the company. 5) Require employees to give presentations to other employees about what they have learned from training programs they have attended. 6) Allow employees to take time off from work to acquire knowledge, study problems, attend training, and use technology. 7) Create an online library of learning resources such as journals, technical manuals, training opportunities, and seminars. 8) Design office space to facilitate interaction between employees."
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