Social Learning Theory And Goal Theory
•
6 likes•6,599 views
I
iimtSocial learning theory proposes that learning occurs in three stages: close contact, imitation of superiors, and understanding of concepts. People learn new behaviors through reinforcement or punishment by observing others. If people see positive outcomes from a behavior, they are more likely to imitate it. Learning occurs within a social context. Principles include learning from observing others and outcomes, bridging behaviorist and cognitive theories, and learning without performance changes.
Report
Share
Report
Share
![[object Object],[object Object],[object Object],[object Object],[object Object]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
Recommended
Learning: Theories and Program Design
The document discusses various learning theories and outcomes. It describes five types of learner outcomes: verbal information, motor skills, intellectual skills, attitudes, and cognitive strategies. It then covers several learning theories: reinforcement theory, social learning theory, goal theory, need theory, expectancy theory, adult learning theory, and information processing theory. Each theory is explained in one to three sentences. The document also outlines the processes of learning according to information processing theory: expectancy, perception, working storage, semantic encoding, long-term storage, retrieval, generalizing, and gratifying.
Shrm
This document discusses HR environments and strategic human resource management (SHRM). It provides context about how HR links executives and employees to create an innovative environment. HR management focuses on integration, training, assessment, and career development. The external environment like technology, culture, and policies influence HR, while the internal environment includes objectives, policies, and other organizational functions. SHRM aligns business and HR strategies to achieve organizational goals by ensuring employees have the skills needed for competitive advantage. SHRM evolved as human capital became a source of competitive advantage, especially in knowledge industries.
EMERGING TRENDS IN TRAINING AND DEVELOPMENT
The document discusses emerging trends in training and development, including electronic enabled training systems, gamification, team building, and Six Sigma. It provides details on various training methods used by Infosys and Godrej, two large Indian companies. Infosys is recognized as a leader in training and development with programs like its Global Business Foundation School and Leadership Institute. It trains over 15,000 employees annually at its world's largest training center in Mysore. Godrej also focuses on training initiatives across its diverse business divisions.
Self determination theory
Self-determination theory (SDT) is a theory of motivation developed by Edward Deci and Richard Ryan that focuses on supporting innate psychological needs for competence, autonomy and relatedness. SDT posits that these basic needs must be satisfied for people to experience optimal motivation and development, and that social and environmental factors can either support or thwart need satisfaction. According to SDT, when these needs are fulfilled people become self-determined to pursue and persist in activities out of interest or intrinsic motivation.
Chapter 7 Training And Development
The document discusses training and development in organizations. It defines training as efforts to improve current job skills and development as efforts to increase abilities for future roles. It discusses different training methods for both non-managerial and managerial employees, such as on-the-job training, apprenticeships, seminars, and role playing. It also covers considerations for designing training programs and evaluating their effectiveness.
MBA760 Chapter 02
This document discusses strategic training and development processes. It begins by explaining how a company's business strategy influences its training needs and approaches. The strategic training process involves identifying strategic initiatives to support the business strategy, implementing training and development activities, and measuring outcomes. Examples of strategic initiatives include diversifying learning, accelerating employee learning, and capturing knowledge. Metrics consider perspectives like customers, learning, and finances. Organizational characteristics like employee and manager roles also influence a company's training approach.
Economic theories of wages
This document outlines 8 economic theories of wages: 1) Subsistence Theory, 2) Wages Fund Theory, 3) Residual Claimant Theory, 4) Surplus Value Theory, 5) Marginal Productivity Theory, 6) Bargaining Theory of Wages, 7) Employment Theory, and 8) Competitive Theory. It provides a brief description of each theory, including key assumptions and economists associated with each view of how wages are determined.
Chapter 10 Transfer of Training.ppt
The document discusses transfer of training, which refers to effectively applying skills learned in training to one's job. It identifies factors that influence transfer, including trainee characteristics, training design, and work environment supports like manager support and opportunities to use new skills. Theories of transfer focus on identical elements between training and work, stimulus generalization of principles, and cognitive recall of material.
Recommended
Learning: Theories and Program Design
The document discusses various learning theories and outcomes. It describes five types of learner outcomes: verbal information, motor skills, intellectual skills, attitudes, and cognitive strategies. It then covers several learning theories: reinforcement theory, social learning theory, goal theory, need theory, expectancy theory, adult learning theory, and information processing theory. Each theory is explained in one to three sentences. The document also outlines the processes of learning according to information processing theory: expectancy, perception, working storage, semantic encoding, long-term storage, retrieval, generalizing, and gratifying.
Shrm
This document discusses HR environments and strategic human resource management (SHRM). It provides context about how HR links executives and employees to create an innovative environment. HR management focuses on integration, training, assessment, and career development. The external environment like technology, culture, and policies influence HR, while the internal environment includes objectives, policies, and other organizational functions. SHRM aligns business and HR strategies to achieve organizational goals by ensuring employees have the skills needed for competitive advantage. SHRM evolved as human capital became a source of competitive advantage, especially in knowledge industries.
EMERGING TRENDS IN TRAINING AND DEVELOPMENT
The document discusses emerging trends in training and development, including electronic enabled training systems, gamification, team building, and Six Sigma. It provides details on various training methods used by Infosys and Godrej, two large Indian companies. Infosys is recognized as a leader in training and development with programs like its Global Business Foundation School and Leadership Institute. It trains over 15,000 employees annually at its world's largest training center in Mysore. Godrej also focuses on training initiatives across its diverse business divisions.
Self determination theory
Self-determination theory (SDT) is a theory of motivation developed by Edward Deci and Richard Ryan that focuses on supporting innate psychological needs for competence, autonomy and relatedness. SDT posits that these basic needs must be satisfied for people to experience optimal motivation and development, and that social and environmental factors can either support or thwart need satisfaction. According to SDT, when these needs are fulfilled people become self-determined to pursue and persist in activities out of interest or intrinsic motivation.
Chapter 7 Training And Development
The document discusses training and development in organizations. It defines training as efforts to improve current job skills and development as efforts to increase abilities for future roles. It discusses different training methods for both non-managerial and managerial employees, such as on-the-job training, apprenticeships, seminars, and role playing. It also covers considerations for designing training programs and evaluating their effectiveness.
MBA760 Chapter 02
This document discusses strategic training and development processes. It begins by explaining how a company's business strategy influences its training needs and approaches. The strategic training process involves identifying strategic initiatives to support the business strategy, implementing training and development activities, and measuring outcomes. Examples of strategic initiatives include diversifying learning, accelerating employee learning, and capturing knowledge. Metrics consider perspectives like customers, learning, and finances. Organizational characteristics like employee and manager roles also influence a company's training approach.
Economic theories of wages
This document outlines 8 economic theories of wages: 1) Subsistence Theory, 2) Wages Fund Theory, 3) Residual Claimant Theory, 4) Surplus Value Theory, 5) Marginal Productivity Theory, 6) Bargaining Theory of Wages, 7) Employment Theory, and 8) Competitive Theory. It provides a brief description of each theory, including key assumptions and economists associated with each view of how wages are determined.
Chapter 10 Transfer of Training.ppt
The document discusses transfer of training, which refers to effectively applying skills learned in training to one's job. It identifies factors that influence transfer, including trainee characteristics, training design, and work environment supports like manager support and opportunities to use new skills. Theories of transfer focus on identical elements between training and work, stimulus generalization of principles, and cognitive recall of material.
Goal Setting Theory
The document discusses goal setting theory and its application in the workplace. It covers the key components of goal setting theory including goal difficulty, specificity, acceptance, and commitment. It also outlines principles for effective goal setting such as ensuring goals are clear, challenging, committed to, and have feedback. The document provides examples of how managers can use goal setting theory to improve employee performance by setting individual goals that align with company objectives and providing ongoing feedback.
Strategic training
This document discusses strategic planning and training in three sections. It begins with an overview of strategic planning processes and the history and meaning of strategy. It then discusses the hierarchy of strategy from the corporate to business to functional levels. The next section distinguishes between training and strategic training, noting that strategic training helps accomplish organizational goals. It provides questions to consider when developing strategic training initiatives. Finally, it discusses different business strategies and how training needs vary for strategies focused on concentration, internal growth, external growth, and disinvestment.
Retrenchment
Retrenchment is something akin to downsizing. when company goes through retrenchment, it reduces expenditures in an attempt to become more financially solvent.
Corporate downsizing is the process of Reorganizing a company structure in a manner that brings about layoffs of a potion of the company’s work force.
It may be due to economic downturns or business loss
HUMAN RESOURCE INFORMATION SYSTEM (HRIS)
This document provides an overview of human resource information systems (HRIS). It defines HRIS as systems that are used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding an organization's human resources. The document discusses how HRIS help HR managers perform functions more effectively using technology. It also outlines the main users and benefits of HRIS, as well as some common challenges in implementing HRIS.
Compensation management
This document discusses compensation management. It defines compensation as the monetary and non-monetary value provided to employees in exchange for work. Compensation has objectives like recruiting qualified employees, increasing morale, and rewarding performance. Compensation has direct elements like base pay and bonuses, and indirect elements like insurance and retirement programs. Non-monetary compensation enhances satisfaction and relationships. Compensation is important for job descriptions, analysis, and structure. Factors affecting compensation include external factors like the economy and internal factors like compensation policies and an organization's ability to pay.
Ethics in Human Resource Management (HRM) of an Organisation
what is HRM
what is ethics
what is the ethics in HRM
what is the are of HRM ethics
what is the role of HR for promoting the ethics
Unethical practise of HRM
What is Justice and Fairness
Hr With Business Strategy 1
The document discusses the evolution of human resource management from an administrative function to a strategic partner aligned with business strategy. It emphasizes that people are the most valuable resource for organizations and that viewing HR as an investment rather than expense can increase business performance. Finally, it outlines the key roles and priorities of strategic HR in partnering with business leaders to ensure the organization has the right talent and culture to achieve its goals.
Career planning & development
This document discusses career planning and development. It defines key terms like career, career planning, and career path. It also discusses factors that affect career planning like life stages and career anchors. The document outlines individual career planning techniques like self-assessments. It also discusses organizational career planning and different types of career paths employees may take, like traditional, network, or lateral paths. Finally, it examines developing different generations of employees, like Generation X, factory workers, and future Generations Y and I.
TRENDS AND ISSUES in HUMAN RESOURCE MANAGEMENT
This document summarizes trends and issues in human resource management. It discusses how globalization, technology, managing change, developing human capital, and responding to market demands are reshaping HR. New technologies like social media and analytics are allowing HR to play a more strategic role. The challenges for HR managers are to stay up to date on innovations and address issues like an aging workforce, skills deficiencies, diversity, and social/legal concerns. The summary provides an overview of the key topics covered in the document.
HRD Philosophy
This document discusses the human resource planning philosophy of an organization. It believes that people are fundamentally unique resources that can develop their inherent potential with support. It also believes in providing a high quality work life for employees through meaningful careers, job satisfaction, and professional development so that people can contribute to society. The organization values a meritocratic system with open opportunities and rewards based on performance.
Microsoft's Training & Development
A report on Human resource subject, made on Microsoft's training & development practices carried out in India.
Ethical Issues in Human Resource Management
This document discusses various ethical issues that can arise in human resource management. It begins by defining ethics and describing characteristics of ethical behavior such as honesty, fairness, integrity and respect. It then examines specific areas where ethical dilemmas can occur, such as recruitment and selection, training, performance appraisal, compensation, and privacy. Common unethical practices are identified, like nepotism, discrimination, lack of transparency. The document emphasizes the need for ethics in HR and suggests measures to promote ethical conduct and address unethical practices, like establishing codes of conduct and increasing accountability. A case study on mass layoffs at an airline is also presented to illustrate some of these issues.
Edwin locke goal setting theory
An overview of one of the most realistic and relevant theories in education --- goal setting. For all students, teachers and parents.
A presentation for EDUCATIONAL ADMINISTRATION CLINIC CLASS in the program-- Doctor of Education major in Educational Administration.
CACC
Training - Human Resource Management HRM
Training and Developing Employees: Need for Training, Systematic Approach to Training, Types of Training, Training Methods, Evaluation of Training
Training is a planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behaviour of employees.
Essential for job success
It can lead to higher production, fewer mistakes, greater job satisfaction and lower turnover
Training Vs. Development, Training Vs. Education, Learning Principles: The Philosophy of Training, Applicability of Training, Job Instruction Training (JIT)
Coaching
Mentoring
Job Rotation
Apprenticeship Training
Committee Assignments
Rao V.S.P “Human Resource Management”, 2nd edition, Pearson –Prentice Hall, New Delhi, 2005
Human Resource Planning – Concept And Need. Factors Affecting Hrp, Hrp Proces...
The document discusses human resource planning, including its meaning, objectives, importance, factors affecting it, and process. Some key points:
- HRP is the process of determining how to meet future human resource needs by having the right people in the right place at the right time.
- Objectives include ensuring optimal HR use, forecasting future needs, and assessing surpluses and shortages.
- Factors like organizational strategy, growth, environment, and jobs affect HRP.
- The HRP process involves forecasting HR needs and supply, programming actions, implementation, and evaluation of surpluses and shortages.
1. introduction to hrm
Human resource management (HRM) involves managing an organization's employees. It includes activities like recruiting and selecting employees, orientation and training, performance evaluation, compensation and benefits, and labor relations. The goal of HRM is to attract, develop and maintain a talented workforce to help achieve organizational objectives. It has evolved over time due to factors like scientific management, the human relations movement, and changes in business needs and the economy.
Learning and Transfer of Training Part 1
This document discusses learning and transfer of training. It covers five types of learner outcomes, implications of learning theory for instructional design, incorporating adult learning theory, and how learners process information. It also discusses internal learner conditions, external learning environment conditions, implications of open/closed skills and near/far transfer, and features needed for learning and transfer. Theories discussed include reinforcement theory, social learning theory, and goal theories.
Learning principles in training
This document outlines several key learning principles for effective training and development:
1) Motivation is important for learning - trainees must be motivated to participate and acquire new knowledge, skills, and attitudes. Motivation depends on self-efficacy, understanding benefits, and awareness of need for training.
2) Individual differences must be recognized - people have varying abilities to grasp concepts. Trainers must consider these differences.
3) Practice and opportunities are needed - learning requires demonstrating and practicing new skills. Over-learning increases retention.
4) Feedback provides knowledge of results - this helps trainees identify achievements and errors to improve.
Motivation.pptx
This document discusses motivation in education. It defines motivation and differentiates between needs, drives, and motives. Motivation is described as a process involving energy, direction, and persistence towards a goal. Theories of motivation discussed include content theories like Maslow's hierarchy of needs and process theories like Vroom's expectancy theory. Intrinsic and extrinsic motivation are also defined. Educational implications of effectance motivation theory and epistemic curiosity theory are provided. In conclusion, motivation activates and directs behavior towards a goal and in education affects learning by increasing effort and energy. Motivation theories can help understand human motivation and enhance learning.
Business ethics ethical theory
This document provides an overview of ethical theories, including both traditional and contemporary approaches. It discusses the normative nature of ethical theories and describes some key traditional consequentialist theories like utilitarianism, egoism, and hedonism. It also outlines non-consequentialist approaches including deontology based on duties and virtues. Contemporary ethics discussed include ethical relativism and postmodern approaches. The document serves as an introductory guide to the major concepts and debates in ethical theory.
FACILITATING LEARNING
FACILITATING LEARNING
SELF-REGULATION, COORDINATING COGNITION AND MOTIVATION IN LEARNING
CLASSROOM AND ENVIRONMENTAL FACTORS SHAPING MOTIVATION
TEACHERS STRATEGIES FOR FACILITATING POSITIVE MOTIVATIONAL PROCESSESS IN LEARNING
(lesson planning, designing learning and assessment activities)
Reinforcement
This document discusses the history and types of reinforcement management. It introduces reinforcement, defined as strengthening a behavior through consequences. Positive reinforcement increases behavior by adding a reward, while negative reinforcement strengthens behavior to remove an unpleasant stimulus. Punishment weakens behavior by adding an aversive stimulus. Extinction decreases behavior by removing a reinforcing stimulus. The document also outlines how organizations use reinforcement through incentives to increase productivity, safety, and reduce absenteeism and injuries.
More Related Content
What's hot
Goal Setting Theory
The document discusses goal setting theory and its application in the workplace. It covers the key components of goal setting theory including goal difficulty, specificity, acceptance, and commitment. It also outlines principles for effective goal setting such as ensuring goals are clear, challenging, committed to, and have feedback. The document provides examples of how managers can use goal setting theory to improve employee performance by setting individual goals that align with company objectives and providing ongoing feedback.
Strategic training
This document discusses strategic planning and training in three sections. It begins with an overview of strategic planning processes and the history and meaning of strategy. It then discusses the hierarchy of strategy from the corporate to business to functional levels. The next section distinguishes between training and strategic training, noting that strategic training helps accomplish organizational goals. It provides questions to consider when developing strategic training initiatives. Finally, it discusses different business strategies and how training needs vary for strategies focused on concentration, internal growth, external growth, and disinvestment.
Retrenchment
Retrenchment is something akin to downsizing. when company goes through retrenchment, it reduces expenditures in an attempt to become more financially solvent.
Corporate downsizing is the process of Reorganizing a company structure in a manner that brings about layoffs of a potion of the company’s work force.
It may be due to economic downturns or business loss
HUMAN RESOURCE INFORMATION SYSTEM (HRIS)
This document provides an overview of human resource information systems (HRIS). It defines HRIS as systems that are used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding an organization's human resources. The document discusses how HRIS help HR managers perform functions more effectively using technology. It also outlines the main users and benefits of HRIS, as well as some common challenges in implementing HRIS.
Compensation management
This document discusses compensation management. It defines compensation as the monetary and non-monetary value provided to employees in exchange for work. Compensation has objectives like recruiting qualified employees, increasing morale, and rewarding performance. Compensation has direct elements like base pay and bonuses, and indirect elements like insurance and retirement programs. Non-monetary compensation enhances satisfaction and relationships. Compensation is important for job descriptions, analysis, and structure. Factors affecting compensation include external factors like the economy and internal factors like compensation policies and an organization's ability to pay.
Ethics in Human Resource Management (HRM) of an Organisation
what is HRM
what is ethics
what is the ethics in HRM
what is the are of HRM ethics
what is the role of HR for promoting the ethics
Unethical practise of HRM
What is Justice and Fairness
Hr With Business Strategy 1
The document discusses the evolution of human resource management from an administrative function to a strategic partner aligned with business strategy. It emphasizes that people are the most valuable resource for organizations and that viewing HR as an investment rather than expense can increase business performance. Finally, it outlines the key roles and priorities of strategic HR in partnering with business leaders to ensure the organization has the right talent and culture to achieve its goals.
Career planning & development
This document discusses career planning and development. It defines key terms like career, career planning, and career path. It also discusses factors that affect career planning like life stages and career anchors. The document outlines individual career planning techniques like self-assessments. It also discusses organizational career planning and different types of career paths employees may take, like traditional, network, or lateral paths. Finally, it examines developing different generations of employees, like Generation X, factory workers, and future Generations Y and I.
TRENDS AND ISSUES in HUMAN RESOURCE MANAGEMENT
This document summarizes trends and issues in human resource management. It discusses how globalization, technology, managing change, developing human capital, and responding to market demands are reshaping HR. New technologies like social media and analytics are allowing HR to play a more strategic role. The challenges for HR managers are to stay up to date on innovations and address issues like an aging workforce, skills deficiencies, diversity, and social/legal concerns. The summary provides an overview of the key topics covered in the document.
HRD Philosophy
This document discusses the human resource planning philosophy of an organization. It believes that people are fundamentally unique resources that can develop their inherent potential with support. It also believes in providing a high quality work life for employees through meaningful careers, job satisfaction, and professional development so that people can contribute to society. The organization values a meritocratic system with open opportunities and rewards based on performance.
Microsoft's Training & Development
A report on Human resource subject, made on Microsoft's training & development practices carried out in India.
Ethical Issues in Human Resource Management
This document discusses various ethical issues that can arise in human resource management. It begins by defining ethics and describing characteristics of ethical behavior such as honesty, fairness, integrity and respect. It then examines specific areas where ethical dilemmas can occur, such as recruitment and selection, training, performance appraisal, compensation, and privacy. Common unethical practices are identified, like nepotism, discrimination, lack of transparency. The document emphasizes the need for ethics in HR and suggests measures to promote ethical conduct and address unethical practices, like establishing codes of conduct and increasing accountability. A case study on mass layoffs at an airline is also presented to illustrate some of these issues.
Edwin locke goal setting theory
An overview of one of the most realistic and relevant theories in education --- goal setting. For all students, teachers and parents.
A presentation for EDUCATIONAL ADMINISTRATION CLINIC CLASS in the program-- Doctor of Education major in Educational Administration.
CACC
Training - Human Resource Management HRM
Training and Developing Employees: Need for Training, Systematic Approach to Training, Types of Training, Training Methods, Evaluation of Training
Training is a planned programme designed to improve performance and bring about measurable changes in knowledge, skills, attitude and social behaviour of employees.
Essential for job success
It can lead to higher production, fewer mistakes, greater job satisfaction and lower turnover
Training Vs. Development, Training Vs. Education, Learning Principles: The Philosophy of Training, Applicability of Training, Job Instruction Training (JIT)
Coaching
Mentoring
Job Rotation
Apprenticeship Training
Committee Assignments
Rao V.S.P “Human Resource Management”, 2nd edition, Pearson –Prentice Hall, New Delhi, 2005
Human Resource Planning – Concept And Need. Factors Affecting Hrp, Hrp Proces...
The document discusses human resource planning, including its meaning, objectives, importance, factors affecting it, and process. Some key points:
- HRP is the process of determining how to meet future human resource needs by having the right people in the right place at the right time.
- Objectives include ensuring optimal HR use, forecasting future needs, and assessing surpluses and shortages.
- Factors like organizational strategy, growth, environment, and jobs affect HRP.
- The HRP process involves forecasting HR needs and supply, programming actions, implementation, and evaluation of surpluses and shortages.
1. introduction to hrm
Human resource management (HRM) involves managing an organization's employees. It includes activities like recruiting and selecting employees, orientation and training, performance evaluation, compensation and benefits, and labor relations. The goal of HRM is to attract, develop and maintain a talented workforce to help achieve organizational objectives. It has evolved over time due to factors like scientific management, the human relations movement, and changes in business needs and the economy.
Learning and Transfer of Training Part 1
This document discusses learning and transfer of training. It covers five types of learner outcomes, implications of learning theory for instructional design, incorporating adult learning theory, and how learners process information. It also discusses internal learner conditions, external learning environment conditions, implications of open/closed skills and near/far transfer, and features needed for learning and transfer. Theories discussed include reinforcement theory, social learning theory, and goal theories.
Learning principles in training
This document outlines several key learning principles for effective training and development:
1) Motivation is important for learning - trainees must be motivated to participate and acquire new knowledge, skills, and attitudes. Motivation depends on self-efficacy, understanding benefits, and awareness of need for training.
2) Individual differences must be recognized - people have varying abilities to grasp concepts. Trainers must consider these differences.
3) Practice and opportunities are needed - learning requires demonstrating and practicing new skills. Over-learning increases retention.
4) Feedback provides knowledge of results - this helps trainees identify achievements and errors to improve.
Motivation.pptx
This document discusses motivation in education. It defines motivation and differentiates between needs, drives, and motives. Motivation is described as a process involving energy, direction, and persistence towards a goal. Theories of motivation discussed include content theories like Maslow's hierarchy of needs and process theories like Vroom's expectancy theory. Intrinsic and extrinsic motivation are also defined. Educational implications of effectance motivation theory and epistemic curiosity theory are provided. In conclusion, motivation activates and directs behavior towards a goal and in education affects learning by increasing effort and energy. Motivation theories can help understand human motivation and enhance learning.
Business ethics ethical theory
This document provides an overview of ethical theories, including both traditional and contemporary approaches. It discusses the normative nature of ethical theories and describes some key traditional consequentialist theories like utilitarianism, egoism, and hedonism. It also outlines non-consequentialist approaches including deontology based on duties and virtues. Contemporary ethics discussed include ethical relativism and postmodern approaches. The document serves as an introductory guide to the major concepts and debates in ethical theory.
What's hot (20)
Ethics in Human Resource Management (HRM) of an Organisation
Ethics in Human Resource Management (HRM) of an Organisation
Human Resource Planning – Concept And Need. Factors Affecting Hrp, Hrp Proces...
Human Resource Planning – Concept And Need. Factors Affecting Hrp, Hrp Proces...
Viewers also liked
FACILITATING LEARNING
FACILITATING LEARNING
SELF-REGULATION, COORDINATING COGNITION AND MOTIVATION IN LEARNING
CLASSROOM AND ENVIRONMENTAL FACTORS SHAPING MOTIVATION
TEACHERS STRATEGIES FOR FACILITATING POSITIVE MOTIVATIONAL PROCESSESS IN LEARNING
(lesson planning, designing learning and assessment activities)
Reinforcement
This document discusses the history and types of reinforcement management. It introduces reinforcement, defined as strengthening a behavior through consequences. Positive reinforcement increases behavior by adding a reward, while negative reinforcement strengthens behavior to remove an unpleasant stimulus. Punishment weakens behavior by adding an aversive stimulus. Extinction decreases behavior by removing a reinforcing stimulus. The document also outlines how organizations use reinforcement through incentives to increase productivity, safety, and reduce absenteeism and injuries.
Social learning theory
Bandura's social learning theory posits that people learn through observing others within a social context. The theory explains that learning can occur through observation of others' behaviors and the outcomes of those behaviors without direct reinforcement. Social learning theory emphasizes that learning is a cognitive process that takes place in a social context and can occur purely through observation.
Goal setting theory
The document summarizes Edwin Locke's goal-setting theory of motivation from the 1960s. It states that specific, challenging goals along with feedback lead to higher task performance. Goals provide direction for employees and motivation to work towards attainment. Clear, measurable goals result in better output than vague goals. Goals should be realistic yet challenging to give a sense of pride and set employees up for future goals. Feedback further improves performance by directing behavior.
Theories of Learning
This document outlines several major theories of learning in psychology, including:
1) Behaviorism, which focuses on observable behaviors and conditioning.
2) Cognitivism, which views learning as connecting symbols mentally.
3) Social Learning Theory, which emphasizes learning through observation and imitation of models.
4) Social Constructivism, where knowledge is actively constructed through social and contextualized processes.
5) Multiple Intelligences Theory, which proposes individuals possess different types of intelligences.
6) Brain-Based Learning, which is informed by neuroscience and principles like emotional engagement.
The document compares key aspects of each theory and critiques their implications for classroom practice.
Goal setting ppt
This document discusses the importance of setting goals and provides guidance on effective goal setting. It begins by noting that many people do not set clear goals and therefore do not achieve their full potential. It then explores some common reasons why people fail to set goals, such as fear of failure or rejection. The document emphasizes that setting specific, measurable, achievable, realistic and time-bound (SMART) goals is crucial for success. It provides guidelines for writing goals and different types of goals one can set. Overall, the document makes the case that having clear goals provides focus and motivation to achieve what you want out of life.
Reinforcement theory observational learning theory
Albert Bandura was a leading researcher in observational learning theory. Observational learning occurs when an observer's behavior changes based on watching a model's behavior, without direct reinforcement. According to Bandura, observational learning does not require imitation of the model's exact behavior, and children in particular learn through observing and modeling others. Reinforcement theory also influences observational learning, as observers are more likely to replicate behaviors they observe being rewarded or punished.
Reinforcement theory of Motivation
Reinforcement theory of motivation proposes that an individual's behavior is determined by the consequences of their actions. According to the theory, behaviors that are positively reinforced through rewards tend to be repeated, while behaviors that result in negative consequences tend not to be repeated. The theory focuses on external factors and consequences rather than internal drives or feelings. Managers can use positive and negative reinforcement, as well as punishment and extinction, to control and motivate employee behavior. The implications are that reinforcement theory explains how learning occurs through consequences, and managers must provide feedback to employees on correct and incorrect behaviors in order to achieve positive reinforcement.
Reinforcement motivation theory
Reinforcement theory proposes that an individual's behavior is influenced by the consequences of that behavior. It is based on the "law of effect" which states that behaviors followed by pleasant consequences are more likely to be repeated, while behaviors followed by unpleasant consequences are less likely to be repeated. The theory takes a behaviorist approach. Operant conditioning theory, proposed by B.F. Skinner, is the most relevant component of reinforcement theory. It introduced the concept of reinforcement, where behaviors reinforced through positive or negative consequences will be repeated or increased, while non-reinforced behaviors will decline. There are different types of operant conditioning including positive and negative reinforcement as well as positive and negative punishment.
Theories on training and learning
This section discusses theories of training and learning, focusing on three domains: cognitive, affective, and psychomotor skills. It explains that in the 20th century, learning came to be seen as more complex than a simple transaction, with the role of instructors as important to student success. Researchers discovered multiple dimensions of learning, requiring different instruction methods. The domains are broad categories of learning types. Cognitive learning requires internalizing facts and information, and training stresses improving thinking and arranging learning effectively. Memory involves short-term, long-term, and sensory memory.
Expectancy theory
Expectancy theory is a motivation theory that states individuals are motivated if they believe good performance will lead to desired outcomes. It was first proposed by Victor Vroom and includes three variables: expectancy, the belief that effort will lead to performance; instrumentality, the belief performance will lead to rewards; and valence, the value placed on rewards. The theory emphasizes relating rewards directly to performance and ensuring rewards are deserved. Factors like skills, support, resources, and information impact expectancy perceptions. Vroom introduced these variables to explain how motivation is created psychologically through individuals' beliefs about expectancy, instrumentality, and valence interacting.
Social Learning Theory
1. Albert Bandura's social learning theory proposes that people can learn through observation alone, without changing their behavior, and that cognition plays a role in learning.
2. Bandura demonstrated in his Bobo doll experiments that children imitate aggressive behaviors they observe in others.
3. Social learning theory considers attention, retention, reproduction, and motivation as important components of observational learning.
Learning theories 1
1) The document outlines several theories of learning including classical conditioning by Pavlov involving associating a neutral stimulus with a reflex, operant conditioning by Skinner involving reinforcement of behaviors, social learning by Bandura involving observational learning, and insightful learning involving problem solving.
2) Clinical applications of these theories include the development of fears through classical conditioning, using reinforcement schedules in token economies for behavior modification, and making diagnoses through selectively encoding, comparing, and combining information.
3) Other concepts discussed include latent learning, Vygotsky's zone of proximal development involving learning with guidance, and Lewin's field theory emphasizing the interaction between individuals and their environment in influencing behavior.
Motivation and Learning
Slidecast based on a presentation given on October 29th 2009. An attempt to drill down to find concrete strategies to encourage optimal motivation for learning. Far from being an expert on this, this was an opportunity for me to explore a topic of interest.
Social Goals 2.0: Live Demo and Q&A
Have questions on how to get started with Rypple Social Goals 2.0? Watch Meghan Gendelman from our Customer Success team as she demonstrates a new way for teams to stay focused on what really matters and make progress on shared goals.
Learning theories in management
The document discusses several learning theories including reinforcement theory, social learning theory, goal setting theory, goal orientation theory, expectancy theory, adult learning theory, and information processing theory. It provides details on key aspects of each theory such as types of reinforcement, social learning processes, types of goals, goal orientation approaches, expectancy theory assumptions, adult learning principles, and information processing components. The document is presented by a group of six members who each cover one or two theories in detail.
Mindset Training 2 - Goal Orientation
This document discusses goal orientation and the different types of goal orientations people can have according to Dweck's theory. There are two main orientations - a performance orientation, where people aim to gain approval and avoid negative evaluation, and a learning orientation, where people aim to develop skills and seek feedback to improve. Research has found that a learning orientation leads to better task performance and more time spent on challenging tasks compared to a performance orientation. Multiple studies have confirmed these differences in orientation and how people tend to shift towards performance orientation as they age.
Models of organizing the training department
The document discusses different models for organizing corporate training departments, including centralized and embedded models. Centralized training departments are housed in one location with decision-making about programs, resources, and delivery methods made from that department. This centralized approach allows companies to better integrate leadership development and talent management programs during times of change, but top managers must ensure the training function is aligned with and helps drive the overall business strategy.
Study on cultural difference in mc clelland's theory of need for achievement
1) The study aimed to test if participants in an entrepreneurship program would have higher levels of Need for Achievement and internal Locus of Control after the program compared to a control group. 2) The experimental group participated in a one-year entrepreneurship program, while the control group did not receive this training. 3) Measures of Need for Achievement and Locus of Control were administered before and after to both groups, with the hypothesis being that the experimental group would see greater increases in these measures following the program.
Metaphors for learning
Gail Smith presents educational metaphors commonly used to describe technology and e-learning. Metaphors help explain difficult concepts through familiar language and are used in everyday life. Common computer and internet metaphors include "cookies", "surf the web", "firewall", and describing computers as "filing cabinets". The presentation explores how the web can be understood through the metaphor of a city. Understanding digital metaphors can help educators interpret digital culture and help learners engage with technology.
Viewers also liked (20)
Reinforcement theory observational learning theory
Reinforcement theory observational learning theory
Study on cultural difference in mc clelland's theory of need for achievement
Study on cultural difference in mc clelland's theory of need for achievement
Similar to Social Learning Theory And Goal Theory
Motivation as a school framework
The document outlines strategies for improving teacher and student motivation in schools based on self-determination theory and motivation research. It discusses creating an autonomy-supportive classroom environment where teachers meet students' psychological needs for autonomy, competence, and relatedness. Specific strategies include providing meaningful choices, informational feedback, and an emphasis on learning goals rather than performance goals. The document also recommends designing curriculum and assessments to convey messages of autonomy, efficacy, and relatedness, ensuring tasks are clearly structured to support improvement and learning.
Measurements
This document discusses self-regulated learning (SRL) and its applications in classroom settings. SRL refers to the process by which learners actively control and regulate their cognition, motivation, behavior, and environment during learning. The document outlines two metaphors for conceptualizing SRL - as skills to be acquired or as behaviors that develop over time. It also discusses principles for promoting SRL in classrooms, such as self-appraisal, goal setting, and modeling self-regulation. Enduring questions around defining, developing, and individual differences in SRL are explored.
Unit 2
This document provides definitions and explanations of key concepts related to learning theories and principles. It discusses several major schools of learning theory, including behavioral theory, cognitive theory, social learning theory, social constructivism, multiple intelligences theory, and brain-based learning. For each theory, it outlines some of the core ideas and implications for how learners learn most effectively. It also describes principles of learning such as readiness, exercise, effect, primacy, recency, intensity, requirement, and freedom. Overall, the document aims to provide insight into learning from the perspective of educational psychology and different learning theories.
report-wednesday.pptx
This document provides an overview of learning theories and concepts. It discusses behaviorism, cognitivism, and social constructivism as theories of learning. It also outlines key concepts related to learning like the different types of learning, nature of learning theories, learner-centered principles, and cognitive and metacognitive factors that influence learning. Various instructional strategies that are learner-centered are also mentioned.
Self regulated learning
The document discusses self-regulated learning, which involves learners transforming their mental abilities into academic skills. It is composed of self, regulation, and learning. Zimmerman's model of self-regulated learning includes forethought, performance, and self-reflection phases. The document also notes that teachers do not adequately prepare students for self-regulation and do not encourage goal-setting, self-assessment, or exploration of beliefs. Parents can facilitate self-regulation in children by modeling responsible behaviors and relating experiences to help children reach goals.
self-regulatedlearning.pdf
The document discusses self-regulated learning and its key elements and phases. It describes self-regulated learning as composed of self (personal goals), regulation (comparing current and target status to reduce differences), and learning (activities to acquire skills). It outlines Zimmerman's model of self-regulated learning which includes forethought, performance, and self-reflection phases. Research shows self-regulated students employ strategies, monitor effectiveness and motivation, and reflect on performance to evaluate and manage responses. The document also discusses the role of parents and teachers in developing students' self-regulatory skills.
Models associated with subject matter/discipline
The document discusses various models of discipline and teaching methods. It describes the Kounin model which focuses on the teacher's behavior and techniques like "withitness" and "overlapping" to address misbehavior. It also outlines Skinner's behavior modification model using positive and negative reinforcement. The Glasser model focuses on students taking responsibility for their behaviors. Other models discussed include Dreikur's mistaken goal model and Canter's assertive behavioral model. Teaching methods like lecture, discussion, questioning, viewing-listening, and the inquiry method are also summarized.
Fundamentals principles and Practices On Educational Philosophies of Learning...
Fundamentals principles and Practices On Educational Philosophies of Learning...BernadetteLorraineLa1
It will give you information about the Lesson 3 and 4 of the Facilitating Learner's Centered Training MethodologyCognitive behavior approach and self regulation
This document discusses cognitive behavior approaches and self-regulation. It is a presentation assigned by Prof. Dr. Iftikhar Jafri and completed by Mahreen Ahsan. Cognitive behavior approaches focus on getting students to monitor and regulate their own behavior rather than letting it be controlled by external factors. Self-instructional methods teach students to modify their behavior through positive self-talk. The document also discusses the importance of self-regulatory learning and how teachers can help students become self-regulatory learners by using models and building self-efficacy.
ERA-MOTIVATION_TO_LEARN-16-12-14.ppt
This document discusses motivation and how it relates to learning. It defines motivation and explains the difference between intrinsic and extrinsic motivation. Intrinsic motivation comes from internal desires to learn for its own sake, while extrinsic motivation involves external rewards or punishments. The document also describes how motivation affects learning behaviors like effort, persistence, and performance. Finally, it provides strategies for teachers to build intrinsic motivation in students, such as making lessons relevant, providing choices, optimizing challenge levels, and establishing high expectations.
Ch. 10 -_motivation and engagement
The document discusses theories of motivation and engagement from psychology and education. It outlines several prominent theories including goal theory, expectancy-value theory, self-efficacy theory, attribution theory, self-determination theory, and behavioral theory. It then provides examples of strategies teachers can use to apply these theories to increase student motivation and engagement in the classroom, such as allowing student choice, providing feedback, and fostering relationships between students.
EDUG 525 - Final Presentation - Motivation and engagement lesson
The document discusses theories of motivation and engagement from psychology and education. It outlines several prominent theories including goal theory, expectancy-value theory, self-efficacy theory, attribution theory, self-determination theory, and behavioral theory. It then provides examples of strategies teachers can use to apply these theories to increase student motivation and engagement in the classroom, such as allowing student choice, providing feedback, and fostering relationships between students.
assesssment
This research paper discusses assessment strategies that can increase student motivation. It analyzes views from five educators on how to make assessment a motivating experience rather than a threatening one. Their strategies include clarifying learning objectives, allowing student goal-setting, rewarding performance, and addressing struggling learners. The author also provides their own analysis, stating that assessment should be an authentic learning tool that considers student needs and interests. Formative assessments can increase motivation by helping students focus on mastery rather than scores. Overall, the key is for assessment strategies to be sensitive, constructive, and avoid harsh judgments that could damage student self-confidence.
Keyideasofsevenmodelsofdiscipline
The document summarizes several models of classroom management:
- The Kounin Model emphasizes withitness, alerting teachers, smooth transitions, and avoiding boredom.
- The Neo-Skinnerian Model uses behavior modification to shape desired behavior through reinforcement and consequences.
- The Ginott Model addresses misbehavior with "sane messages" that are not personal attacks and invite student cooperation.
Module 1_Part A.pdf
This document provides an overview of learning and development. It defines learning as a relatively permanent change in behavior resulting from experience. There are five key principles of learning: participation, repetition, relevance, transference, and feedback. Learning involves four stages - stimulus, response, motivation, and rewards. Different types of learning capabilities are also outlined, including motor skills, attitudes, verbal information, cognitive strategies, and intellectual skills. Organizational learning improves employee satisfaction, retention, productivity and adaptability.
Module 1.pptx
This document provides an overview of learning and development. It defines learning as a relatively permanent change in behavior resulting from experience. There are five key features of learning: it involves change, not all changes reflect learning, learning is reflected in behavior, change occurs due to experience/practice, and practice must be reinforced. The importance of organizational learning is that it leads to increased job satisfaction, lower turnover, and greater productivity. Learning capabilities include motor skills, attitudes, verbal information, cognitive strategies, and intellectual skills. Principles of effective learning are participation, repetition, relevance, transference, and feedback. The learning process involves a stimulus, response, motivation, and rewards.
educational psychology - motivation
motivation - definition, characteristics of motivation, factors influence motivation, basics principles of motivation, educational implications, class room techniques
Learning Process, Training Climate, Development and Designing Training Modules
This document discusses learning theories and domains of learning. It describes two major learning theories - behaviorism and cognitive theory. Behaviorism focuses on reinforcement and stimuli to shape behavior, while cognitive theory examines internal mental processes. It also outlines three domains of learning: the cognitive domain involves knowledge and intellectual skills; the affective domain encompasses attitudes, values and beliefs; and the psychomotor domain deals with physical skills and movements. Combining elements of different learning theories and targeting multiple domains can help create effective training programs.
class-management-and-discipline-1215389065066100-8.ppt
This document discusses different approaches to classroom management and discipline. It defines key terms like classroom management and discipline. It then describes 7 different approaches: Assertive Approach, Behaviour Modification Approach, Group Managerial Approach, Group Guidance Approach, Success Approach. For each approach, it provides the foundational theories and principles, with examples of how teachers can implement each approach. The goal of all the approaches is to establish clear rules and expectations to effectively handle discipline problems in the classroom.
EDEM 510 (Administration and Supervision of Educational Programs)
The document discusses approaches to supervision that a principal or teacher can take to improve effectiveness in the classroom. It identifies three supervision styles: nondirective, collaborative, and directive.
For nondirective supervision, the supervisor acts as a sounding board and withholds input, verifying and eliciting the teacher's own solutions without judgment. Collaborative supervision involves problem-solving, sharing, and consensus-building between the teacher and supervisor. Directive supervision has the supervisor inform, direct, and assess the teacher's performance, providing direction and feedback.
The document emphasizes the importance of effective communication and lists three necessary skills: listening, which involves understanding beyond just the words; questioning to clarify understanding; and providing feedback to foster growth.
Similar to Social Learning Theory And Goal Theory (20)
Fundamentals principles and Practices On Educational Philosophies of Learning...
Fundamentals principles and Practices On Educational Philosophies of Learning...
EDUG 525 - Final Presentation - Motivation and engagement lesson
EDUG 525 - Final Presentation - Motivation and engagement lesson
Learning Process, Training Climate, Development and Designing Training Modules
Learning Process, Training Climate, Development and Designing Training Modules
class-management-and-discipline-1215389065066100-8.ppt
class-management-and-discipline-1215389065066100-8.ppt
EDEM 510 (Administration and Supervision of Educational Programs)
EDEM 510 (Administration and Supervision of Educational Programs)
Recently uploaded
Top five deadliest dog breeds in America
Thinking of getting a dog? Be aware that breeds like Pit Bulls, Rottweilers, and German Shepherds can be loyal and dangerous. Proper training and socialization are crucial to preventing aggressive behaviors. Ensure safety by understanding their needs and always supervising interactions. Stay safe, and enjoy your furry friends!
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
-------------------------------------------------------------------------------
Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
-------------------------------------------------------------------------------
For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
Chapter 4 - Islamic Financial Institutions in Malaysia.pptx
Chapter 4 - Islamic Financial Institutions in Malaysia.pptxMohd Adib Abd Muin, Senior Lecturer at Universiti Utara Malaysia
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
How to Build a Module in Odoo 17 Using the Scaffold Method
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
clinical examination of hip joint (1).pdf
described clinical examination all orthopeadic conditions .
Hindi varnamala | hindi alphabet PPT.pdf
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
How to Manage Your Lost Opportunities in Odoo 17 CRM
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...Nguyen Thanh Tu Collection
https://app.box.com/s/y977uz6bpd3af4qsebv7r9b7s21935vdANATOMY AND BIOMECHANICS OF HIP JOINT.pdf
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Executive Directors Chat Leveraging AI for Diversity, Equity, and Inclusion
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
A Strategic Approach: GenAI in Education
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
How to Fix the Import Error in the Odoo 17
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
PCOS corelations and management through Ayurveda.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
Recently uploaded (20)
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...
Chapter 4 - Islamic Financial Institutions in Malaysia.pptx
Chapter 4 - Islamic Financial Institutions in Malaysia.pptx
How to Build a Module in Odoo 17 Using the Scaffold Method
How to Build a Module in Odoo 17 Using the Scaffold Method
Liberal Approach to the Study of Indian Politics.pdf
Liberal Approach to the Study of Indian Politics.pdf
How to Manage Your Lost Opportunities in Odoo 17 CRM
How to Manage Your Lost Opportunities in Odoo 17 CRM
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
বাংলাদেশ অর্থনৈতিক সমীক্ষা (Economic Review) ২০২৪ UJS App.pdf
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
BÀI TẬP BỔ TRỢ TIẾNG ANH 8 CẢ NĂM - GLOBAL SUCCESS - NĂM HỌC 2023-2024 (CÓ FI...
Executive Directors Chat Leveraging AI for Diversity, Equity, and Inclusion
Executive Directors Chat Leveraging AI for Diversity, Equity, and Inclusion
Social Learning Theory And Goal Theory
- 13. THANK YOU