Action Research: Resistance to Computer Training

1. Action Research:Resistance to Computer Training Suzanne Stear BTST 656 – May 8, 2013

2. Area of Focus The purpose of this study is to: • Describe and identify the areas of resistance to computer training in a corporate setting • Incorporate solutions to help prevent individual resistance

3. Concept Map – Connections to Resistance Motivation Confidence New Employee Resistance Relevance Upper Management Delivery Method Value (Transfer to job)

4. Triangulation Matrix

5. Literature Review - Relevance • Relevance - Strategies to avoid and overcome resistance • Quality of training design • Positive relationships • Improve learner competency – challenging experiences • Practice using application - proficiency

6. Personal Experience - Relevance • Relevance Strategies • Pre-assessment • Overview that informs trainees of: • What they can expect • Relevance • Value to diminish resistance

7. Literature Review - Value • Value and Transfer to job • Vital element – valuable training to use in job position • Organization support • Provide training to remain current and proficient

8. Value Design • Training design needs to be: • Engaging • Leads to new learning • Practice for retention

9. Additional Value Strategies • Incentives for levels of advancement • Self-customized projects • Resources – that benefit others • Templates, forms, documents, and presentations

10. Literature Review – Motivation Strategies Self-efficacy– person’s judgment about their ability to learn Positive learning environment + Positive reinforcement to learning = Positive results and increased self-efficacy • Accommodate for those with higher anxiety • Pairing or grouping trainees • Pre-assessment

11. At This Point Stop periodically in data collection to identify gaps: • Additional matrix question • Valid questions for survey Rethink Reflect Discuss Learn Replan Understand

12. Methodology • Qualitative - Conducted 2 interviews • Quantitative – Survey • 15% Completion rate • Sample population was 17/111

13. Interviews and Analysis Strategies to use from Interviews: • Interview 1 – Pre-assessment of different levels and pairing • Interview 2 – Collaborate with IT • Provide a time line to: • Inform employees of application changes • When new or enhanced versions will be installed • Elimination of out of date applications

14. Survey - Relevance of Training Concern

15. Survey - Relevance of Training Relevance of training for job position

16. Survey - Value of Training and Transfer to Job • 100% application available to use at work area • 58% provided with learning materials and examples • Importance of materials provided • Learning environment (classroom vs. online) • 60% of population sample use the new training • Different applications daily • Incentive to use

17. Survey - Motivation/Self-Efficacy of Training Confidence in learning the new application 23% 31% 46%

18. Survey - Motivation/Self-Efficacy of Training • Motivation to attend the training • 14% - Very Motivated • 57% - Motivated • 22% - Somewhat motivated • 7% - Unmotivated to attend – some concern • 0% - Did not want to attend

19. Survey and Analysis Strategies to use from Survey: • Description of training to confirm: • Relevance, Value, improve job skills and productivity • Provide materials and examples for reference

20. Most important part of project… Listening Analyzing the Data

21. Conclusion Resistance will beinevitable but... • if effective training design is established and implemented • trainees will be able to benefit from its value • use the new learning to enhance their job performance