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