In the last post I suggested to you that the need for engagement on the part of the student or learner is an important conclusion that we can draw from the assessment event. I also suggested to you, based upon Kearsley and Schneiderman's paper titled:"Engagement Theory: A framework for technology based teaching and learning" (1999)(http://home.sprynet.com/~gkearsley/engage.htm) that there were three important principles that help us understand what engagement should look like and whether the use of a real world scenario used in the assessment event fit this model. Those principles were explained in the last post but they are:
However, the following question needs to be asked:
Is there a problem with disengaged employees? I think that the business community has to do some soul searching by asking themselves why employees when they first start out in a business are eager and forward looking but later become disconnected from the company and its goals.
An analysis of how employees who are disengaged spend their time reveals some clues that are beneficial to our understanding as to what is going on. Our first reaction, as managers, might be to terminate their employment and hire new replacements. However, if this step is taken then all of the company's time and investment in that individual ends up going with them and often to a competitor. If our response is to monitor very closely how they use their time, especially in regards to the use of company technology, it results in a cycle of broken trust.
Perhaps, what we need to do is to take a close look at the distractions and utilize them as part of the way to re-engage employees or channel these actions in a way that will benefit both the business and the welfare of the employees themselves.
- Relate
- Create
- Donate
However, the following question needs to be asked:
" Can the use of real world scenarios within a training format help promote employee engagement in the business community?"
First, I would like to assure you that I am not so naive as to believe that this idea is a panacea for the needed growth of a business in a digital global economy. The idea of engagement on a business wide scale requires many complimentary processes to be in place. However, I will suggest to you that the use of real world scenarios within a training context could cause an incredible ripple effect within a business that will have an effect on the "bottom line"in a higher ROI and prepare a business to become a global participant in a developing culture of innovation.
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| Credit: www.profitguide.com |
Is There A Problem?
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| Credit: www.auraserea.com |
An analysis of how employees who are disengaged spend their time reveals some clues that are beneficial to our understanding as to what is going on. Our first reaction, as managers, might be to terminate their employment and hire new replacements. However, if this step is taken then all of the company's time and investment in that individual ends up going with them and often to a competitor. If our response is to monitor very closely how they use their time, especially in regards to the use of company technology, it results in a cycle of broken trust.
Perhaps, what we need to do is to take a close look at the distractions and utilize them as part of the way to re-engage employees or channel these actions in a way that will benefit both the business and the welfare of the employees themselves.
The Training Event
What is wrong with this picture?
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| Credit: www.humancapitalist .com |
The days of the reading of bullets from a Powerpoint presentation to a captive audience are over and will not help build the needed systemic culture of innovation or sustain it. Engagement is intricately linked to realizing that goal. The positive side to this is that once engagement is in place it begins a cycle on sustained innovation within the company culture.
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| Credit: www.csrhub.com |
In Part II of this topic, I will describe how we would use the engagement principles through the use of a real world scenario that is germane to the business community... Stay tuned.
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