1© 2013 by nelson education ltd. chapter three learning and motivation
TRANSCRIPT
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1© 2013 by Nelson Education Ltd.
CHAPTER THREE
Learning and Motivation
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2© 2013 by Nelson Education Ltd.
LEARNING OUTCOMES
Define learning and describe learning outcomes Describe three stages of learning and resource
allocation theory Discuss Kolb’s learning styles and describe the
learning cycle Describe conditioning theory and social cognitive
theory and their implications for T&D Define motivation and describe need and process
theories of motivation and their implications for T&D
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LEARNING OUTCOMES
Describe the differences between mastery and performance goals and between distal and proximal goals and their implications for T&D
Define training motivation and discuss its predictors and consequences
Describe the model of training effectiveness and the predictors and consequences of learning and retention
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INTRODUCTION
Understanding adult learning theory, how people learn, and their motivation for learning is integral to a training program’s success
Organizations need to be strategic in their approach
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WHAT IS LEARNING?
Process of:Acquiring knowledge and skillsChange in individual behaviour as a result of some experience (formal or informal)
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LEARNING OUTCOMES
Gagne’s model discusses five categories:
1. Verbal information
2. Intellectual skills
3. Cognitive strategies (Cognitive outcomes)
4. Motor skills (Skill-based outcomes)
5. Attitudes (Affective outcomes)
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LEARNING OUTCOMES
Kraiger and colleagues’ model discusses three broad categories:
• Cognitive domain – knowledge• Skill-based outcomes – motor skills/technical• Affective outcomes – attitudinal and
motivational
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LEARNING OUTCOMES
Implications for Training and Development A training program can focus on one or more
learning outcomes The extent to which a training program has an effect
on any of the outcomes depends in part to the training objectives
Different training methods will be more or less effective depending on the learning outcome a training program was designed to influence
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LEARNING OUTCOMES
Different instructional events/conditions of learning are required for each of the learning outcomes
Learning outcomes are often interrelated Learning generally occurs over a period of time and
progresses through a series of stages
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ACT THEORY: STAGES OF LEARNING
Anderson’s Adaptive Character of Thought (ACT) Theory
Stage 1: Declarative knowledge Learning: knowledge, facts, and information Performance: Resource-dependent
Stage 2: Knowledge compilation Learning: Integrating tasks into sequences to simplify and
streamline the task Performance: Fragmented and piecemeal
Stage 3: Procedural knowledge Learning: Task mastery Performance: Automatic & habitual, resource-insensitive
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ACT THEORY: STAGES OF LEARNING
Implications for Training and Development Recognizes that learning takes place in stages
(declarative knowledge, compilation, proceduralization)
Indicates that different types of learning take place at different stages
The effects of both cognitive ability and motivational interventions on learning and performance depend on the stage of learning
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STAGES OF LEARNING
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LEARNING STYLES
The way an individual gathers information, processes, and evaluates it during the learning process
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LEARNING STYLES
People can learn best by using all four styles Kolb notes the importance of a “learning cycle” in
which people use all four modes of learning in a sequence
Learning is most effective when all four steps in the learning cycle are part of the learning experience
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LEARNING STYLES
Implications for Training and Development Recognizes that people differ in the way they prefer to
learn Success and comfort in training depends on how training
approach and learning style match Design training programs to appeal to people’s different
learning styles Programs should be designed with each learning mode as
part of a sequence of learning experiences
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LEARNING THEORIES
A. Conditioning Theory Learning is a result of reward and punishment
contingencies that follow a response to a stimulus
A stimulus or cue would be followed by a response, which is then reinforced
Strengthens the likelihood that response will occur again and that learning will result
Note that both forms of reinforcement will increase or maintain behaviour
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LEARNING THEORIES
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LEARNING THEORIES
B. Social Cognitive Theory
People learn by: Observing the behaviour of others Making choices about different courses of action
to pursue By managing their own behaviour in the process
of learning
It is not just a result of reward and punishment contingencies
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LEARNING THEORIES
B. Social Cognitive Theory (cont’d)
Three Key Components
1. Observation: Learning by observing the actions of others and the consequences Four key critical elements:
a. Attentionb. Retentionc. Reproductiond. Reinforcement
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LEARNING THEORIES
B. Social Cognitive Theory (cont'd)
2. Self-efficacy: Judgments people have about their ability to successfully perform a specific task Influenced by four sources of information in
order of importance:
a. Task performance outcomes
b. Observation
c. Verbal persuasion and social influence
d. Physiological/emotional state
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LEARNING THEORIES
B. Social Cognitive Theory (cont’d)
3. Self-regulation: Managing one’s own behaviour • Observe personal/other behaviour• Setting performance goals• Assess personal progress • Reward oneself for goal achievement
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LEARNING THEORIES
Implications for Training and Development
Conditioning Trainees should be encouraged and reinforced
throughout the training process and training will be more effective
Social Cognitive Importance of training design in improving learning Consider use of behaviour modelling, increasing self-
efficacy, and teaching trainees about self-regulation in design of training
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ADULT LEARNING THEORY
Andragogy: An adult-oriented approach to learning that
takes into account the differences between adult and child learners
Pedagogy: The traditional approach to learning used to
educate children and youth
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ADULT LEARNING THEORY
Teaching Children versus Adults
Factor Children AdultsPersonality Dependent Independent
Motivation Extrinsic Intrinsic
Roles Student Employee
Child Parent, volunteer, spouse, citizen
Openness to change Keen Ingrained habits and attitudes
Barriers to change Few Negative self-concept
Experience Limited Vast
Orientation to learning
Subject-centred
Problem-centred
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ADULT LEARNING THEORY
Implications for Training and Development Impacts at every stage of learning process
Importance of design and instruction as a joint process
Identified in detail in Trainer’s Notebook 3.2
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MOTIVATION THEORIES
Definition: Degree of persistent effort that one directs toward a goal
• Extrinsic motivation: Stems from factors in the external environment
• Intrinsic motivation: Stems from a direct relationship between worker and task
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MOTIVATION THEORIES
A. Need Theories (Maslow/Alderfer’s ERG)
Physiological and psychological desires
• Maslow’s Need Hierarchy
• Alderfer’s ERG Theory
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MOTIVATION THEORIES
Implications for Training and Development Employees’ needs must be considered in the
design of a training program
Employees not likely to be motivated to attend training, learn the training material, and apply it on the job if it doesn’t fulfill needs
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MOTIVATION THEORIES
B. Process Theories (Expectancy/Goal Setting)
Address the process of motivation and how motivation occurs• Expectancy Theory
– Proximal and Distal
• Goal-Setting Theory– Mastery and Performance
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MOTIVATION THEORIES
Implications for Training and Development Prior to training:
• Participants should have challenging goals for learning
Prior to and after:• Be provided with feedback so they know whether
they have achieved goals Setting specific and challenging goals should
improve trainee’s motivation to learn as well as performance on task
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TRAINING MOTIVATION
Definition: The direction, intensity, and persistence of learning-directed behaviour in training contexts (motivation to learn)
Personality variables that predict training motivation:
• Locus of control
• Achievement motivation
• Anxiety
• Conscientiousness
• Self-efficacy
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TRAINING MOTIVATION
Implications for Training and Development Trainer/Manager assesses trainee motivation prior
to training Ensure trainees are motivated to learn Management should try to influence factors that
predict motivation to learn
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TRAINING EFFECTIVENESS
Training motivation is also a strong predictor of learning and training outcomes
Self-efficacy, cognitive ability, and personality characteristics also have an effect on learning
Attitudes (i.e., job involvement, job satisfaction, and organizational commitment)
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TRAINING EFFECTIVENESS
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SUMMARY
Identified learning as the major goal of training and development
Described learning outcomes and their implications for training
Identified three stages of learning and four learning styles as part of learning process
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SUMMARY
Discussed several theories related to learning and the implications of these to training including:• Two major learning theories (conditioning and
social cognitive) as well as adult learning theory• Needs theories and process theories of
motivation and their predictors and consequences
Identified model of training effectiveness and its linkages to effective training