Effective Training: Strategies, Systems and Practices, 2nd Edition

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Effective Training Strategies, Systems and
Practices, 2nd Edition

• Chapter Three
• Learning Motivation Performance

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Session Overview

• Define theory and explain its relationship to
  training.
• Describe the three factors determining human
  performance.
• Explain Victor Vrooms (1964) Expectancy Theory
• Identify and apply Gagnés 8 learning types

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Theories

• Theories are
• Speculative road maps for how things work
• generally developed by all of us to help us
  understand how things work in our world
• useful when they describe a set of facts and
  develop a logical rationale for what is likely to
  be true, given those facts

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Theories Training

• Effective training practices are developed from
  theories and theoretical constructs that describe
  how learning occurs and what motivates people

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Factors Determining Human Performance
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Motivation

• Motivation
• the direct, persistence, and amount of effort
  expended by an individual to achieve a specified
  outcome

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Expectancy Theory - Vroom

• Victor Vroom (1964) Expectancy Theory
• Motivation Valence x Expectancy x
  Instrumentality
• Valence the value placed on reward
• (Is it worth the extra effort?)
• Expectancy the belief if one works harder,
  performance will improve.
• (If I work hard than everyone else, will I
  produce more)
• Instrumentality expectation that improved
  performance will be rewarded
• (If I produce more, will I get a raise?)

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Implications of Expectancy Theory

• Determine the outcomes employees value
• Identify good performance so appropriate behavior
  can be rewarded
• Make sure employees can achieve targeted
  performance
• Link desired outcomes to targeted levels of
  performance
• Make sure changes in outcomes are large enough to
  motivate high effort
• Monitor the reward systems for inequities

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Learning

• Learning
• It is a thing that occurs physically.

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Common Disbeliefs about Learning

• Everyone wants to learn
• Everyone learns the same way
• Everyone learns at the same rate
• Once learned, knowledge is forever
• Memorized information can be used
• Everyone can integrate knowledge

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Gagne Principles

• Different instruction is required for different
  learning outcomes

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Summary of Gagnés Eight Learning Types Part 1
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Summary of Gagnés Eight Learning Types Part 2
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Summary of Gagnés Eight Learning Types Part 3
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Summary of Gagnés Eight Learning Types Part 4
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Trainee Assessment Prior to Training

• Instrumentality desire for immediate
  application of
  the material
• Skepticism need for examples
• Resistance to Change
• Attention Span
• Expectation level
• Absorption level pace at which trainees can
  absorb the
  material

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Gagne-Briggs Nine Events of Instruction Part 1
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Gagne-Briggs Nine Events of Instruction Part 2
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Gagne-Briggs Examples

• Gain attention - show variety of computer
  generated triangles
• Identify objective - pose question "What is an
  equilateral
  triangle?"
• Recall prior learning - review definitions of
  triangles
• Present stimulus - give definition of
  equilateral triangle
• Guide learning - show example of how to create
  equilateral
• Elicit performance - ask students to create 5
  different examples
• Provide feedback - check all examples
  as correct/ incorrect
• Assess performance - provide scores and
  remediation
• Enhance retention/transfer - show pictures of
  objects and ask
  students to identify
  equilaterals

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Example of a Lesson in Problem Solving Part 1
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Example of a Lesson in Problem Solving Part 2
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Example of a Lesson in Problem Solving Part 3
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Example of a Lesson in Problem Solving Part 4
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Example of a Lesson in Problem Solving Part 5
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