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How to motivate learning;
- Create useful and relevant learning experiences based on the age group and interests of your learnersEmphasize on the practical knowledge. It is important to design a course that provides immediate relevancy. Learning materials that can be put into practice. Adult learners appreciate more practical knowledge, rather than extraneous facts and theories.
- Facilitate explorationEven though children are famous for their exploratory nature and curiosity, adult learners, too, sometimes like to take the opportunity to construct knowledge in a way that is meaningful to them. For this reason, you should have all sorts of materials, references, infographics, short videos, lectures, podcasts and free resources available. In such a perfect learning environment learners are more likely to get inspired or find something that makes them want to learn more.
The behavioral learning model learning is the result of conditioning. The basis of conditioning is that a reward following a desirable response acts as a reinforcer and increases the likelihood that the desirable response will be repeated. Reinforcement is the core of the behaviorist approach. Continuous reinforcement in every instance of desirable behavior is useful when a behavior is being introduced. Once a desired behavior is established, intermittent reinforcement maintains the behavior. Behaviorist theory approaches are frequently used in weight loss, smoking cessation, assertiveness training, and anxiety-reduction programs. The importance of regularly and consistently rewarding desired behavior immediately and not rewarding undesirable behavior is crucial to the success of a behaviorist approach to learning. Learning is broken down into small steps so that the person can be successful. The nurse provides reinforcement at each step of the process. For example, when a patient is learning how to inject insulin, the nurse looks for a positive behavior and then gives the patient immediate reinforcement by saying, “I liked the way you pulled back the syringe,” or “You did an excellent job of withdrawing the insulin.”
Cognitive learning theorists believe that learning is an internal process in which information is integrated or internalized into one’s cognitive or intellectual structure. Learning occurs through internal processing of information. From the cognitive viewpoint, how new information is presented is important. In the first, or cognitive phase of learning, the patient learns the overall picture of what the task is and the sequences involved. In the second, or fixation learning phase, the learner begins to gain skill in performing the task. Whether a physical task is learned as a whole or part by part depends on its complexity. For example, learning how to take a blood pressure is a complex task. The patient must learn how to physically manipulate the blood pressure manometer, learn how to hear blood pressure sounds, and understand the meaning of the sounds. Each of these tasks can be practiced as a separate activity, then combined. In the last phase of learning, the automatic phase, the patient gains increasing confidence and competence in performing the task.
Adequately planned and well executed training program can lead to following advantages:
- Training can develop high morale in employee.
Training builds high morale in an employee by developing positive attitude, job satisfaction ,enhanced earnings , job security. Training also reduces employee grievances by providing opportunities for internal promotion.
Training leads to higher productivity.
Training helps employees to build skills which leads to perform their job efficiently. Employees learn new skills and use better methods to perform their tasks.
Better quality of work
Formal training improves quality of work as standard methods are taught to employees. Uniform work methods and procedures improves the quality of product or services.
Reduction in cost
Training leads to optimum use of resources and zero waste which increases productivity and helps to minimize cost of operations per unit. Training leads to economic use of materials and machinery.
Reduced learning period
An efficient training program does not wastes time and efforts in learning through trial and error, it also reduces time and cost involved in learning.
Reduced supervision and low accident rates
Training develops self reliant and well motivated employees, they need less guidance and control therefore burden on supervisors is reduced. By adopting right work methods and making use of prescribed safety devices employees reduce accident rate.
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