Manager stimulation of employee self-regulated learning

2017 ◽  
Vol 49 (5) ◽  
pp. 205-212 ◽  
Author(s):  
Paul Lyons ◽  
Randall P. Bandura
Keyword(s):  
Employee Engagement ◽  
Team Building ◽  
Personal Characteristics ◽  
Job Skills ◽  
Extensive Literature ◽  
Content Type ◽  
Self Regulated Learning ◽  
Development Tool ◽  
Regulated Learning ◽  
Stimulation Of

Purpose The purpose of this paper is to explore the potential benefits of integrating self-regulated learning with skill charting, a training and development tool. The following areas are examined: manager-as-coach, self-regulated learning, and skill development through skill charting. Design/methodology/approach This discussion of manager stimulation through the integration of self-regulated learning and skill charting is based on an extensive literature review of recent research as well as that done by the authors. Findings There are many practical opportunities for managers to enhance self-regulated learning of employees using skill charting. Because self-regulated learners tend to reflect a growth mindset they are more likely to engage in performance improvement, change and innovation. These personal characteristics are highly valued by most managers as they may provide a competitive advantage for organizations. Managers, acting as coaches with individuals or small groups, can be instrumental in helping employees to internalize self-regulating learning practices at the same time the employees participate in learning important job skills. The approach offered here also encourages team-building skills, knowledge acquisition, and employee engagement. Originality/value This fresh look at an integration of self-regulated learning with the skill-charting approach offers specific, practical suggestions for manager stimulation of self-regulated learning.

Coaching to enhance self-regulated learning

2017 ◽  
Vol 25 (4) ◽  
pp. 3-6 ◽  
Author(s):  
Randall Paul Bandura ◽  
Paul Lyons
Keyword(s):  
Literature Review ◽  
Design Methodology ◽  
Employee Performance ◽  
Extensive Literature ◽  
Organizational Success ◽  
Content Type ◽  
Self Regulated Learning ◽  
Extensive Literature Review ◽  
Regulated Learning

Purpose This paper aims to express the value of manager/supervisor coaching with the intent of improving employee self-regulated learning (SRL). It examines the concept of SRL and its components; how SRL can assist employee performance and contribute to organizational success; and ways in which managers may intervene with employees via coaching to assist employees’ learning. Design/methodology/approach This discussion of SRL and coaching is based on an extensive literature review of recent research regarding SRL. Findings There are many practical opportunities for managers to enhance SRL of employees through coaching in the workplace. Originality/value There are many practical opportunities for managers to enhance SRL of employees through coaching in the workplace.

Breaking the code: barriers affecting inclusive thinking-HETL Scotland 2017

2018 ◽  
Vol 10 (2) ◽  
pp. 118-129
Author(s):  
Linda Carol Algozzini ◽  
Valencia Lavon Gabay ◽  
Shannon D. Voyles ◽  
Kimberly Bessolo ◽  
Grady Batchelor
Keyword(s):  
Higher Education ◽  
First Century ◽  
Individual Student ◽  
Change Model ◽  
Participatory Action ◽  
Content Type ◽  
Self Regulated Learning ◽  
Group Coaching ◽  
Regulated Learning

Purpose This case study reviews a group coaching and mentoring (GCM) change model and its significance in dissolving barriers and promoting equity in virtual learning environments. The purpose of this paper is to examine the model’s approach to shifting instructor mindsets to align with institutional core values and initiatives that best serve a twenty-first century adult learner. Design/methodology/approach The change model, grounded in GCM, metacognition, self-regulated learning, and community of practice theory, incorporates participatory action research design focusing on cycles of action, reflection, and evaluation. Findings This study illustrates the change model’s success in moving educators toward deeper understanding of self and individual student differences. It further showcases how professionals adapt and improve practices using self-regulated learning and metacognition to better serve the population they teach. Practical implications The GCM framework improved engagement. The design, while implemented in a higher education arena, is applicable to other entities seeking to bridge gaps using metacognition and self-regulated learning to become adaptable and inclusive. Originality/value The change model, recipient of one of this year’s Effective Practice Awards from the Online Learning Consortium (2017), is recognized for innovation and replicability in and beyond higher education.

How instructors can use case based learning (CBL): CBL approach can inspire more self-regulated learning in students

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Situated Learning ◽  
Design Methodology ◽  
Self Regulation ◽  
Use Case ◽  
Content Type ◽  
Self Regulated Learning ◽  
Regulated Learning ◽  
Case Based Learning ◽  
Based Instruction ◽  
Case Based

Purpose The purpose of this paper is to demonstrate the linkage of case-based instruction with the enhancement of self-regulated learning of employees. Design/methodology/approach The authors carried out a literature review of SRL and CBL, including reviewing the theories of situated learning and constructivism. They then provided a detailed design presentation for using CBL with trainees. Findings The findings of the analysis enable a full, detailed approach to the application of CBL for practitioner use Originality/value Case-based instruction has not previously been directly linked to the self-regulation of learning.

scholarly journals Firm self-service technology readiness

2015 ◽  
Vol 26 (5) ◽  
pp. 751-776 ◽  
Author(s):  
B. Ramaseshan ◽  
Russel Philip Kingshott ◽  
Alisha Stein
Keyword(s):  
Factor Analysis ◽  
Firm Performance ◽  
Employee Engagement ◽  
Predictive Validity ◽  
Business Models ◽  
Service Organizations ◽  
Extensive Literature ◽  
Content Type ◽  
Self Service ◽  
Self Service Technology

Purpose – Technological advances and new business models have contributed to the usage of self-service technology (SST) by firms. As SST continues to create organizational efficiencies, firms have jumped on the bandwagon without considering their own readiness to use SST. To date, there has been no systematic attempt to develop a valid scale of firm SST readiness and assess its influence on firm performance. The purpose of this paper is to present and validate a multidimensional firm SST readiness scale. Design/methodology/approach – A series of studies was conducted for the development and validation of the firm SST readiness scale. Study 1 included generating items from semi-structured interviews with managers and an extensive literature review. Study 2 comprised item reduction and identifying the dimensionality of the scale through exploratory factor analysis (n=177 participants from service organizations). The reliability and validity of the scale were tested in Study 3 by performing confirmatory factor analysis using data obtained from managers of service organizations in the USA (n=257). Study 4 measured the predictive validity of the firm SST readiness instrument using several structural models. Findings – This paper proposes a new multidimensional construct labelled “firm SST readiness”, consisting of four dimensions: managerial acquiescence, customer alignment, employee engagement, and channel integration. The predictive validity of the new scale on two key firm outcome variables: customer value and firm performance is also demonstrated. Originality/value – This is the first study to provide a comprehensive, psychometrically sound, and operationally valid measure of firm SST readiness.

Situations-vacant fall where employees are engaged

2014 ◽  
Vol 22 (5) ◽  
pp. 22-25 ◽  
Author(s):  
Randall P. Bandura ◽  
Paul R. Lyons
Keyword(s):  
Organizational Performance ◽  
Employee Engagement ◽  
Human Resource ◽  
Extensive Literature ◽  
Content Type ◽  
General Managers ◽  
Work Tasks ◽  
Employee Characteristics ◽  
Resource Specialists ◽  
Practical Implications

Purpose – The purpose of this study is to summarize recent commentary and research about employee engagement. It offers information on practices and suggestions aimed at helping human resource specialists and general managers to stimulate opportunities for employees to become more engaged in their work. Design/methodology/approach – Discusses employee engagement based on an extensive literature review of recent research and commentary regarding the concept. Findings – Advances the view that, depending upon one’s organizational culture, work tasks and employee characteristics, there are many practical opportunities for managers to help employees to become more engaged in their work and organization. Practical implications – Explains how employee involvement can help to improve product quality, cut costs, bolster employee retention and boost organizational performance. Social implications – Argues that employees have to find personal meaning in their work to be engaged. Originality/value – Serves as a refresher for those interested in the concept of employee engagement. Offers practical suggestions for human resource specialists.

Being a student in the social media era: exploring educational affordances of an ePortfolio for managing academic performance

2020 ◽  
Vol 37 (4) ◽  
pp. 121-138
Author(s):  
Aikaterini Alexiou ◽  
Fotini Paraskeva
Keyword(s):  
Academic Performance ◽  
Undergraduate Students ◽  
Learning Technologies ◽  
Vocational Education And Training ◽  
Control Group ◽  
Instructional Designers ◽  
Content Type ◽  
Self Regulated Learning ◽  
Regulated Learning ◽  
Practical Guidelines

PurposeUndergraduate students often find it difficult to organize their learning activities and manage their learning. Also, teachers need dynamic pedagogical frameworks and learning technologies for supporting learners to advance their academic performance. The purpose of this paper is to investigate the effect of an ePortfolio intervention on self-regulated learning (SRL cognitive, affective, behavioral and contextual processes) and academic achievement.Design/methodology/approachFor the purposes of this study, an ePortfolio was designed and implemented based on SRL. The ePortfolio-based self-regulated learning approach (ePSRL) system encompasses the merits of a social networking platform and the functionalities of a learning management system. The participants were 123 university students (38 females and 85 males) at a computer science department. Students were randomly divided into two groups, the experimental and the control group.FindingsThe results of the study indicate that there is a significant increase of the means across SRL processes between the perceptions in the experimental and the control group. The implementation of the ePSRL approach as a learning module for undergraduate students could enable learners to manage their learning processes, transform their behavior into measurable learning outcomes and foster their academic performance.Originality/valueThis paper considers the importance of SRL and ePortfolios. Also, highlights the need of providing technology enhanced training courses and interventions to undergraduate students for supporting them to thrive during their academic studies. Thus, it proposes a set of educational affordances and practical guidelines that can be used by practitioners, instructional designers and educators in higher education as well as in vocational education and training institutions.

Non-monetary levers to enhance employee engagement in organizations – “GREAT” model of motivation during the Covid-19 crisis

2020 ◽  
Vol 19 (4) ◽  
pp. 171-175 ◽  
Author(s):  
Swaminathan Mani ◽  
Mridula Mishra
Keyword(s):  
Employee Engagement ◽  
Employee Motivation ◽  
Operational Definition ◽  
Extensive Literature ◽  
Employee Morale ◽  
Content Type ◽  
Corporate World ◽  
Career Growth ◽  
Definition Of ◽  
Hr Managers

Purpose The purpose of this paper is to identify non-monetary variables that can be leveraged by HR practitioners to enhance employee motivation and engagement in their companies. Covid-19 has plunged the corporate world into a severe crisis. Companies are struggling to conserve cash. HR managers who had used monetary levers such as salaries to motivate their staff have to now use non-monetary levers such as appreciation and career growth to keep the morale high. Design/methodology/approach The authors have undertaken extensive literature review to identify the non-monetary variables that enhances employee motivation. Exploratory survey to validate the relevance of these variables was conducted. Operational definition of the variables is provided apart from logically grouping them into a framework that can be leveraged by HR practitioners. Findings In total, 20 variables were grouped into a framework of five levers called “GREAT” that expands to growth, renewal, enabling, aspirational and transparency levers. All these levers on their own and used in conjunction with other levers have shown to increase employee morale and motivation. The GREAT framework gives an additional lens for HR practitioners to evaluate their employee engagement programs using non-monetary variables. Originality/value This paper provides insights into this important concept of employee engagement during a crisis situation of unprecedented proportion. While employee morale is the first casualty in a crisis, it (the motivation) should be the last one to lose in a battle of this magnitude. HR managers now have a strategic framework (“GREAT”) to use to evaluate their interventions to enhance the teams’ morale.

Stimulating employee learning: the confluence of case-based and self-regulated learning

2020 ◽  
Vol 52 (3) ◽  
pp. 171-183 ◽  
Author(s):  
Paul Lyons ◽  
Randall Paul Bandura
Keyword(s):  
Self Regulation ◽  
The Self ◽  
Content Type ◽  
Self Regulated Learning ◽  
Regulated Learning ◽  
Analysis And Synthesis ◽  
Case Based Learning ◽  
Based Instruction ◽  
Employee Learning ◽  
Case Based

Purpose The purpose of this paper is to demonstrate the linkage of case-based instruction with the enhancement of self-regulated learning of employees. Specific objectives are to review and describe: some characteristics of adult learning, features and functions of self-regulated learning (SRL) and the instructional approach, case-based learning (CBL), followed by a synthesis of the information in the form of a detailed, CBL approach for practitioner use. Design/methodology/approach The approach used in this work is represented in the following phases. First, conduct a literature review of each of these areas: characteristics of adult learners, details of SRL and its components, accompanied by the expression of linkages among the concepts and CBL. This includes exploration of metacognition, as it relates to the self-regulation of learning. Also reviewed was CBL, including theory background. Literature reviews were aided by databases: Education Research Complete, Psych Info and ScienceDirect. The second substantive phase was to synthesize the information obtained in the reviews and analysis and create a detailed design presentation for using CBL with trainees. Findings The findings of the analysis and synthesis of information enable the expression of a complete, detailed approach to the application of CBL for practitioner use. A review of practices in CBL augmented with examination of important theories of situated cognition and constructivism assist in building a rationale as to how case-based instruction may improve individual and team/group self-regulation of learning. Practical implications Presented in the paper is a complete model of case-based instruction for practitioner use and refinement. Originality/value Case-based instruction has not been directly linked to the self-regulation of learning. This paper makes a contribution to the literature of CBL as well as to situational cognition.

Developing a pedagogical instrument for MIS fundamental course – embracing self-regulated learning strategies

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sajed M. Abukhader
Keyword(s):  
Learning Strategies ◽  
Conceptual Development ◽  
Single Case ◽  
Educational Institution ◽  
Future Research ◽  
Content Type ◽  
Four Dimensions ◽  
Self Regulated Learning ◽  
Regulated Learning ◽  
Practical Implications

Purpose Teaching management information systems (MIS) fundamental course remains a challenging task to date, encountering several continuing complaints from students as well as instructors, as per several studies. Several reasons are reported, some of which are related to little embrace of more innovative non-traditional techniques, and limited literature guidance on selection and effective use of appropriate strategies to various settings. Toward instructional innovation, this paper proposes and tests a pedagogical instrument. By introducing this tool, the ultimate objective is to minimize the confusion that students usually encounter during this course and to empower the instructors in the delivery of its interdisciplinary knowledge. Design/methodology/approach A triangulation of four methods is being employed: conceptual development, experimentation for 12 years, assessment in light of the self-regulated learning theory, and empirical analysis. For the latter method, an open-ended questionnaire as well as group interviewing were carried out. Findings The proposed instrument (need-function instrument [NFI]) was found to be in support of self-regulated learning to a promising extent in terms of its four core aspects. The participants were more inclined to accept as well as appreciate the instrument than report drawbacks. Yet, there are few complaints for the inability to distinguish between two introduced terms, ‘Information Problem’ and ‘Operations Problem’. Therefore, a future effort is deemed necessary to explore this aspect. Research limitations/implications The results are based on a single case of educational institution which is not enough to generalize for other educational environments. Future research is necessary for testing in a variety of settings in terms of type of classroom, number of students enrolled, type of institution (public or private), etc. Practical implications Whereas the instrument is anticipated to render improvements in the students’ understanding of MIS content and to alleviate the task of the course leader in delivering the course, there are possible practical implications that should be paid careful attention to. They were analyzed in terms of four dimensions: the Instructor, the Student, the Classroom and Time. Originality/value The paper introduces a new pedagogical instrument/tool for teaching the MIS fundamental course.

Employee engagement constructs: “CARE” model of engagement – need to look beyond the obvious

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Swaminathan Mani ◽  
Mridula Mishra
Keyword(s):  
Employee Engagement ◽  
Design Methodology ◽  
Building Blocks ◽  
Extensive Literature ◽  
Care Model ◽  
Content Type ◽  
Engagement Strategies ◽  
Alternative Perspective ◽  
Exploratory Survey ◽  
New Variables

PurposeThe purpose of this article is to identify new variables that form the core building blocks of employee engagement model which can be leveraged by human resources' (HR) practitioners to develop HR strategies to drive employee engagement initiatives in their companies.Design/methodology/approachThe authors have undertaken extensive literature review to identify the variables that enhances engagement. These variables are yet to be leveraged fully in engagement models that have been developed but have the potential to impact the motivation levels of the employees. Exploratory survey to validate the relevance of these variables was conducted and subsequently these variables were grouped into a Context, Altruistic, Resonance and Enable (“CARE”) framework that can be leveraged by HR practitioners.FindingsThe changing nature of workforce, increasing diversity and tenure of jobs has resulted in changing aspirations of employees as well. The building blocks hitherto adopted by companies to craft their employee engagement strategies have to undergo a perceptible change as well. This paper offers an alternative perspective of relooking the engagement levers currently adopted by firms (work environment, autonomy, appreciation, organization support, etc.) and proposes 15 new building blocks (resonant connections, value congruence, socialization practices, micro-moments of connections, fit amongst others) which are logically grouped under CARE model over which employee engagement strategies can be built by companies.Originality/valueThis paper provides insights into this important concept of employee engagement using a set of newer constructs that can form the foundation of newer models that will drive future HR strategies to enhance engagement.

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