An instructional designer should incorporate the learning theory that is specific to the topic, situation, learner needs and outcomes. With this in mind, a one size/one learning theory does not fit every situation. In the example below, it will be possible (with challenges of course) to incorporate one learning theory into the program, as the scope of the learning is narrow and the participants have similar skills.
I have been tasked with re-introducing corporate learning and development into my organization. One of the first initiatives will be to design, develop and facilitate a program highlighting the similarities and differences between Microsoft Office 2010 and Microsoft Office 2016. An assessment will need to be conducted for all learners. Employees who require additional mastery of knowledge, skills and abilities in Microsoft Office will have the chance to attend an alternative program to build a solid base of understanding. Employees who are comfortable with the existing version of Microsoft Office will have the opportunity to attend the course discussed below. In this particular case, I will incorporate and align the instructional design of the program with behavioral learning theory. Ertmer & Newby (2013), stated that instructional design focuses on how to structure new information to facilitate the learners encoding of new material together with the learner recalling previously known information (p. 47). The program will be designed to build on previously learned functionality in Microsoft Office together with introducing the new and exciting functionality of Office 2016.
There are several reasons why behavioral learning theory will be applied to this Microsoft Office upgrade project. According to the authors, Ertmer & Newby, behavioral learning theory connects learning through changes in observable performance and learning is realized when the learner demonstrates the proper response to an environmental stimulus (p. 48). In the Microsoft Office 2016 upgrade, learners will have the opportunity to attend in-class or online workshops. These workshops will focus on the new/enhanced features of the product as learners will have an existing knowledge base of Microsoft Office to use as a springboard for the new learning outcomes. In addition, the program will (a) provide an explanation of the new features; (b) demonstrate the benefits of each new function; (c) illustrate, through several examples/narratives, how the new functionality can be incorporated into employee’s current responsibilities; and (d) provide employees with the opportunity to apply learning. This systematic approach will strengthen learner’s skills and reinforce learning. Lastly, as the target group for this program will be participants who are currently familiar with Microsoft Office 2010, the workshop will focus not only on how to use the enhanced features but also on how to incorporate this functionality into their day to day responsibilities to align them with LEAN methodology used in the organization. By incorporating this method, it will lessen the concern of the use it or loose it attitudes toward technology. The behavioral learning theory can be implemented with this group of participants because their learning focuses on specific enhancements and can be managed through observable performance which does not involve a high level of problem-solving skills on the part of the learner.
Not only is Microsoft Office 2016 a massive suite of applications covering Outlook, Word, Excel, PowerPoint to name a few, but also it involves features and functionality that may be common to all applications or specific to one application. With this in mind, the new/enhanced features will be taught by (a) sequencing the steps when demonstrating functionality ; (b) explaining how the function can be used among the different programs (where applicable); (c) providing enough time for each participant to obtain mastery; (d) providing time for pair share learning and (e) reinforcing positive feedback to participants. Although, Microsoft Office has the potential to be a challenge for some learners, the creation of a program that involves time built in for explanation, practice and feedback will provide learners with the knowledge, skills and abilities to be comfortable with new technology.
References
Ertmer, P., & Newby, T. (2013). Behaviorism, Cognitivism, Constructivism: Comparing critical features from an instructional design perspective. Performance Improvement Quarterly, 26(2), 43-71. Retrieved from https://doi.org/10.1002/piq.21143
Merrill, M. D. (2002). First principles of instruction. Educational Technology Research and Development, 50(3), 43-59. Retrieved from https://doi-org.ezproxy.royalroads.ca/10.1007/BF02505024
September 22, 2019 at 5:25 pm
As Ertmer & Newby state, “although both learner and environmental factors are considered important by behaviorists, environmental conditions receive the greatest
emphasis” (Ertmer & Newby, 2013, p. 48), and it sounds like this applies to your situation since you are changing software environments. So much of learning software is working with someone who knows what they are doing and it sounds like your the one on your team! Good luck with your transition!
September 28, 2019 at 6:39 pm
Thanks for your encouraging words.
Caroline
September 25, 2019 at 9:24 pm
Sounds like a very interesting shift, with many moving parts. I hope that your participants embrace the change and become capable users of the new version. I found it interesting that you are approaching the concern of ‘use it or lose it’ attitude. It’s been evident in our organization, too. I was new to the idea of LEAN, and appreciate learning a bit about it here. How long do you anticipate the shift will take?
September 28, 2019 at 6:46 pm
Thank you for your comments. Although the learning will be facilitated in 2020, I anticipate the shift will take approximately six to eight months thereafter for users to become comfortable and acknowledge the time saving opportunities available to them. Learning is the first component. The second component is for the participant to acknowledge WIIFM and throughf this, participants will actively use the new methodology.
Caroline