This week's screencast poses the question "What is the difference between a job aid and scaffolding?" I think that job aids can serve as particular method of scaffolding. Yet, job aids don't always function as scaffolding; it just depends on the job aid and how it is used. For example, a cookbook can function as strictly a job aid and it can also be used for scaffolding. When a recipe in a cookbook is followed step by step, adhering to the directions, then it is being used as a job aid. If a recipe is followed enough times eventually it will be almost automatic - the user will have memorized the steps. While this is similar to the strategy of fading in scaffolding, this is not truly scaffolding, in my opinion. All the learning was explicitly directed, without any discovery or self directed learning elements in this process.
However, when someone becomes familiar with the steps of a given recipe and begins to apply the learned information in different ways by introducing new ingredients, changing procedures slightly - then the recipe is more like a guide. Here the cookbook has served as scaffolding. I have used checklists and job aids in this way in the Coast Guard. Initially, they served to ensure I was executing the minimally required steps in a task. After using them for awhile, I not only developed a better understanding of why the steps were completed but was able to develop additional measures of my own to improve the process. For example, there's a checklist used for receiving reports of a person in the water. After using the checklist for months I soon memorized it and was able to expand on the basic steps by making them more detailed and explicit. This included tailoring it to the specific region where I was located (the job aid is a generic checklist distributed to all Coast Guard units around the country) by listing specific partner agencies and other resources in our area. Additionally, I also added steps to the process.
Hopefully, this makes sense. Let me know if I'm way off!
John
Thursday, February 21, 2013
Wednesday, February 13, 2013
Captivate Yo' self!
Our group has decided to use Adobe Captivate to create our instruction module for this course. I had never used this program before so I went onto Lynda.com to take a training on the basics of using the program. Naturally, I chose the longest version I could find. I am really impressed with this program and all its capabilities in terms of developing instruction for e-learning environments, creating presentations, and it's ability to import images, animations, widgets, audio and video from other programs like photoshop, etc. Additionally, the program's capabilities with creating simulations and evaluations are equally impressive.
I hope to get somewhat proficient with this program during the course of this project so that we can collectively deliver a high quality product for the assignment. But also it will greatly benefit me in my next assignment in the Coast Guard to be able to utilize this program's functionalities for developing instruction, evaluations and simply for presentation purposes. I understand that it's a relatively basic program when used for developing e-learning, when compared to programs like articulate, but it will still be a huge improvement to my developer skill set (which is almost nonexistent).
If you haven't used Captivate before, I highly recommend you check it out. I'm sure you're aware already but just in case - you can download it for free as an IU student from IU courseware. And take advantage of the free training on Lynda.com but go for the Captivate 6 training that's 3 hours instead of the 6 hour one.
Blog buddies, until next time.........Good night and good luck!
John
I hope to get somewhat proficient with this program during the course of this project so that we can collectively deliver a high quality product for the assignment. But also it will greatly benefit me in my next assignment in the Coast Guard to be able to utilize this program's functionalities for developing instruction, evaluations and simply for presentation purposes. I understand that it's a relatively basic program when used for developing e-learning, when compared to programs like articulate, but it will still be a huge improvement to my developer skill set (which is almost nonexistent).
If you haven't used Captivate before, I highly recommend you check it out. I'm sure you're aware already but just in case - you can download it for free as an IU student from IU courseware. And take advantage of the free training on Lynda.com but go for the Captivate 6 training that's 3 hours instead of the 6 hour one.
Blog buddies, until next time.........Good night and good luck!
John
Thursday, February 7, 2013
Ways to include motivation in training
For our major project in 541 we're charged with finding some creative ways to motivate learners who would be taking our somewhat dry, procedures oriented training for the R&S Petty Officer. The ARCS Model of Motivation seems like a good place to start because it's a relatively simple model designers can use to identify ways to include motivation in training. Beginning with Attention, we plan to get the learner's attention by opening the training with a video of CG motor lifeboats operating in extreme weather conditions. This is relevant because it highlights the importance of having proper functioning R&S equipment, especially when operating in rough seas. Relevance is also addressed immediately after the video during the welcome/introduction presentation. Here a CG Officer provides an overview of the training but also points how critically important the R&S Petty Officer's job is, providing statistics on how R&S equipment has been a critical failure point in recent mishaps. The alarming details of one of these tragedies will be recounted to illustrate how properly maintained R&S equipment could have saved lives.
Additionally, we will appeal to both Relevance and Confidence during this introduction by explaining how this training, with it's tips and best practices, can significantly reduce man hours by increasing the efficiency and competence of the R&S Petty Officer. The content of this training is fairly simplistic and straightforward, being mostly procedural steps for conducting the issuance and maintenance of equipment. Most of the learners taking this training will have a general understanding of what the training entails and will expect to master the content with relative ease. For this reason, we won't have to focus on boosting Confidence as much but the overview of the course will confirm learners' expectations of the content and reassure them of their ability to succeed in the course. The training will also employ exercises and quizzes with immediate feedback after each module. The realistic practice exercises will enhance learning and later transfer of learning. Learners who don't attain an acceptable score on the quizzes in each module will have to review the module again and then retake the quiz until they pass.
Finally, Satisfaction. The application of knowledge acquired in the training, especially best practices concerning documentation, during the practice exercises will provide learners with satisfaction that the training was worthwhile. With Subject Matter Experts' input on the content, we're confident that learners will find the training helpful in their new position.
There may have been a few other ideas concerning motivation that our group brainstormed but they're escaping me at the moment.
Until next time.....Good night and good luck!
John
Additionally, we will appeal to both Relevance and Confidence during this introduction by explaining how this training, with it's tips and best practices, can significantly reduce man hours by increasing the efficiency and competence of the R&S Petty Officer. The content of this training is fairly simplistic and straightforward, being mostly procedural steps for conducting the issuance and maintenance of equipment. Most of the learners taking this training will have a general understanding of what the training entails and will expect to master the content with relative ease. For this reason, we won't have to focus on boosting Confidence as much but the overview of the course will confirm learners' expectations of the content and reassure them of their ability to succeed in the course. The training will also employ exercises and quizzes with immediate feedback after each module. The realistic practice exercises will enhance learning and later transfer of learning. Learners who don't attain an acceptable score on the quizzes in each module will have to review the module again and then retake the quiz until they pass.
Finally, Satisfaction. The application of knowledge acquired in the training, especially best practices concerning documentation, during the practice exercises will provide learners with satisfaction that the training was worthwhile. With Subject Matter Experts' input on the content, we're confident that learners will find the training helpful in their new position.
There may have been a few other ideas concerning motivation that our group brainstormed but they're escaping me at the moment.
Until next time.....Good night and good luck!
John
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