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 – C onnections to Resistance Confidence Resistance Motivation Relevance Value (Transfer to job) Delivery Method New Employee Upper Management

4. Triangulation Matrix Data Source Research Questions:123 What is the relevance (why employee needs to learn application) of the computer training? Interview Questionnaire Literature – Web information, journal articles, and text book What is the value (transfer to job position) of the computer training? InterviewQuestionnaire Literature – Web information, journal articles, and text book What is the trainee’s motivation level (readiness to learn)? InterviewQuestionnaire Literature – Web information, journal articles, and text book What are strategies to resistance for successful learning? InterviewQuestionnaireLiterature – Web information, journal articles, and text book

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 RethinkReflect Discuss ReplanUnderstand Learn

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% 46% 31%

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… ListeningAnalyzing the Data

21. Conclusion Resistance will be inevitable 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