Adult Learning and Performance Theories

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Identify and discuss two examples of how psychological, political, cultural, and technological factors impact individual and collective performance as related to organizations and educational institutions. Support your response based on adult learning and performance theories.

It is imperative to understand that internal and external factors may have an enormous impact on the performance of employees in an organization, and this aspect should be taken into account by higher-ups. Control theory suggests that individuals frequently compare perceived conditions and objectives. Moreover, they are always trying to have charge of particular variables such as revenue, costs, and others that can be affected by numerous external factors.

They may have a positive or unfavorable effect on the aspects that a person is trying to control, and it has a direct impact on the performance level (Smith, Henning, Wade, & Fisher, 2014). For instance, new technology is introduced on the market, and it affects some of the operations. Their performance levels can be reduced because they understand that training will be required, and it leads to anxiety (Coyle & Enrights, 2013).

It is suggested that it is beneficial to establish a supportive learning environment to deal with such problems. Organizations that do not acknowledge the importance of transformational learning may suffer in the long-term. Similarly, political factors also could influence the operations because modifications to the policies can be significant. Talbot (2010) suggests that every aspect of performance may be measured, and such variables as outcomes, results, and others are extremely dependent on policies and programs. Such theory is intriguing and supports the idea that the behavior of an individual or a collective may be influenced indirectly.

For example, any significant alterations to the organizational culture may cause severe consequences. The impact could be both positive and negative, and it is beneficial to analyze the situation in the organization before such modifications. The adult learning theory suggests that communication is a crucial aspect of the process of learning, and it may also be affected. On the other hand, enrichment of the culture should lead to positive outcomes (Taylor, 2011).

Research a specific instructional design model (different from the KEMP or ADDIE Models) and post a summary of that design in the discussion. Review the posts of your peers so that you do not select a design model that has already been described. Ask questions of your peers about their design model choices to begin the discussions.

4C/ID model was selected because it has proven to be incredibly efficient over the years and is commonly used by managers. One of its weaknesses is that the experience of the designer plays a vital role, and the process of development may require enormous amounts of time (Van Merrienboer & Dijkstra, 2013). It consists of four components, and one of the biggest advantages of the approach is that it establishes the relationships between various points.

The first part focuses on learning tasks, and they are based mostly on possible scenarios. The understanding of previous experiences of a learner is also paramount. The second one is “supportive information”, and it is necessary to ensure that primary objectives are reached and can always be accessed by learners. The next one is “procedural information,” and it focuses on the provision of data regarding routine procedures, and particular conditions.

Finally, the last one is titled “part-task practice,” and it devotes enormous attention to automation of the operations (Sweller, Ayres, & Kalyuga, 2011). It is suggested that the available support and difficulty levels of the activities are two key factors that should be considered during the design process, and the content area does not play a critical role most of the time (Bastiaens, 2011). Overall, the model should be utilized if it is necessary to develop skills that are rather complex, and other approaches are not appropriate (McKenney & Reeves, 2013).

Questions

What are the benefits and weaknesses of the selected model?
How would you implement the approach in the organization?
Would you consider any modification to the model to make it more efficient?
What complications may occur during the process of implementation and how they may be resolved?

References

Bastiaens, T. J. (2011). Design of an authentic e-learning environment. In H. Dale (Ed.), Professional education using e-simulations: Benefits of blended learning design (pp. 57-70). New York, NY: Routledge.

Coyle, C. T., & Enrights, R. D. (2013). Forgiveness education with adult learners. In M. C. Smith & T. Pourchot (Eds.), Adult learning and development: Perspectives from educational psychology (pp. 219-238). New York, NY: Routledge.

McKenney, S., & Reeves, T. C. (2013). Conducting educational design research. New York, NY: Routledge.

Smith, T. J., Henning, R. A., Wade, M. G., & Fisher, T. (2014). Variability in human performance. Boca Raton, FL: CRC Press.

Sweller, J., Ayres, P., & Kalyuga, S. (2011). Cognitive load theory. New York, NY: Springer Science & Business Media.

Talbot, C. (2010). Theories of performance: Organizational and service improvement in the public domain. New York, NY: OUP Oxford.

Taylor, S. B. (2011). Transformative learning theory. In S. Merriam (Ed.), Third update on adult learning theory (pp. 5-16). New York, NY: John Wiley & Sons.

Van Merrienboer, J. J., & Dijkstra, S. (2013). The four-component instructional design model for training complex cognitive skills. In S. Dijkstra, F. Schott, Seel, N., Tennyson, R. D., & N. M. Seel (Eds.), Instructional design: International perspectives (pp. 427-447). New York, NY: Routledge.

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Adult Learning and Performance Theories

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