Action Research:

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

• Incorporate solutions to help prevent individual resistance

Concept Map – Connections to Resistance

Confidence

Resistance

Motivation

Relevance

Value (Transfer to job)

Delivery Method

New Employee

Upper Management

Triangulation Matrix

    Data Source  

Research Questions: 1 2 3What 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 book

Literature Review - Relevance

Relevance - Strategies to avoid and overcome resistance Quality of training design

Positive relationships

Improve learner competency – challenging experiences

Practice using application - proficiency

Personal Experience - Relevance

Relevance Strategies Pre-assessment

Overview that informs trainees of:

What they can expect

Relevance

Value to diminish resistance

Literature Review - Value

Value and Transfer to job Vital element – valuable training to use in job position

Organization support

Provide training to remain current and proficient

Value Design

Training design needs to be: Engaging

Leads to new learning

Practice for retention

Additional Value Strategies

Incentives for levels of advancement

Self-customized projects Resources – that benefit others

Templates, forms, documents, and presentations

Literature Review – Motivation Strategies

Self-efficacy – person’s judgment about their ability to learn

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

Accommodate for those with higher anxiety Pairing or grouping trainees

Pre-assessment

At This PointStop periodically in data collection to identify gaps:

Additional matrix question

Valid questions for survey

Rethink Reflect Discuss

Replan Understand Learn

Methodology

Qualitative - Conducted 2 interviews

Quantitative – Survey 15% Completion rate

Sample population was 17/111

Interviews and Analysis

Strategies 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 applications

Survey - Relevance of Training

38%

46%

15%

Description of how training would benefit job position

OverviewSomewhatNot described

Concern

Survey - Relevance of Training

Relevance of training for job position

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 training Different applications daily

Incentive to use

Survey - Motivation/Self-Efficacy of Training

Confidence in learning the new application

23%

46%

31%

Survey - Motivation/Self-Efficacy of Training

Motivation to attend the training 14% - Very Motivated

57% - Motivated

22% - Somewhat motivated

7% - Unmotivated to attend – some concern

0% - Did not want to attend

Survey and Analysis

Strategies to use from Survey: Description of training to confirm:

Relevance, Value, improve job skills and productivity

Provide materials and examples for reference

Most important part of project…

ListeningAnalyzing the Data

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