by Cheryl Peters, Michelle Rodgers, Lela Vandenberg
In 2010, Michigan State University Extension conducted its annual statewide conference entirely online; in 2011 MSUE chose to deliver the annual conference both virtually and face-to-face. Similarly, in 2010, eXtension, conducted its first nationwide professional development conference also using Adobe Connect. In 2011, eXtension stayed with a totally virtual conference but modified the format for more focused discussion and participation. Both organizations have conducted extensive quantitative and qualitative evaluations. This session will focus on methodology and lessons learned by both presenters and participants.
Blending the Social and the Serious for Individual and Organizational Perform...Human Capital Media
The convergence of the economic environment and corporate talent challenges has led to the need for highly flexible corporate learning strategies. Can we provide a learning environment that accelerates development within the organization through leveraging expertise outside its boundaries? We will share our work in blending asynchronous content, live events, personal learning curricula and value-added social networking to provide a comprehensive and sustainable learning environment.
Nancy Keeshan, Executive Director, Duke Corporate Education Inc.
Stephen Mahaley, Director, Learning Technology, Duke Corporate Education Inc.
This article originally appeared in Training & Development magazine April 2015 Vol 42 No 2, published by the Australian Institute of Training and Development.
WHITEPAPER - Transforming Workplace Behavior With Immersive LearningChristophe Mallet
A guide for innovative organisations on how to leverage Virtual
Reality to create and deploy effective behavioral training
programmes at scale.
Created by BODYSWAPS : behavior-changing soft skills training delivered with VR.
Meaningful Feedback in the Online Learning Environmentjalinskens67
Evaluation of meaningful feedback and comparison of the constructivist vs. the cognitive theory of online learning. Completed as an assignment for ELT7008-8-6 Northcentral University, Prescott Valley, AZ.
Blending the Social and the Serious for Individual and Organizational Perform...Human Capital Media
The convergence of the economic environment and corporate talent challenges has led to the need for highly flexible corporate learning strategies. Can we provide a learning environment that accelerates development within the organization through leveraging expertise outside its boundaries? We will share our work in blending asynchronous content, live events, personal learning curricula and value-added social networking to provide a comprehensive and sustainable learning environment.
Nancy Keeshan, Executive Director, Duke Corporate Education Inc.
Stephen Mahaley, Director, Learning Technology, Duke Corporate Education Inc.
This article originally appeared in Training & Development magazine April 2015 Vol 42 No 2, published by the Australian Institute of Training and Development.
WHITEPAPER - Transforming Workplace Behavior With Immersive LearningChristophe Mallet
A guide for innovative organisations on how to leverage Virtual
Reality to create and deploy effective behavioral training
programmes at scale.
Created by BODYSWAPS : behavior-changing soft skills training delivered with VR.
Meaningful Feedback in the Online Learning Environmentjalinskens67
Evaluation of meaningful feedback and comparison of the constructivist vs. the cognitive theory of online learning. Completed as an assignment for ELT7008-8-6 Northcentral University, Prescott Valley, AZ.
Tom Vlasic
Tom helps business incorporate and successfully utilize information technology so they will realize their full potential.
As a keen observer, quick study and adaptive professional, Tom works with a wide range of organizations. His work helps them understand the value of a comprehensive IT strategy and as a result, organizations can unleash their full potential with an approach that will ensure both business and shareholder success. His experience in executive-level roles makes Tom more understanding, productive and focused on facilitating successful outcomes with clients. As an active member on not-for-profit boards, Tom also has a record of enhancing both board and organization performance.
Most recently Tom led an award winning Project Management firm that specialized in delivering complex technology projects in the Healthcare sector.
Tom has a Master of Applied Science degree in Electrical Engineering from the University of Waterloo and is a licenced Professional Engineer
Using screencasts to report course issues. Collaboration between and online instructor and elearning instructional designer. Paper presented at KU Village Online Conference, 2010
Remote Support - Redskab til skærmdeling, eller en strategi for bedre service...TOPdesk
Bomgar er den førende leverandør af fjernsupport med stærkt fokus på produktivitet og sikkerhed. Stig Mogensen vil tale om hvordan Bomgar fjernsupport kan blive en del af servicedeskens strategi. Med levende eksempler ser vi hvordan samarbejde og deling af videooptagelser bidrager til shift left-princippet.
My books- Hacking Digital Learning Strategies http://hackingdls.com & Learning to Go https://gum.co/learn2go
Resources at http://shellyterrell.com/mlearning
The workplace in the digital age. How a digital workplace can support business goals and help bring a shared sense of purpose to an organization. Facts and figures from the 2015 digital workplace survey.
Should social learning skills be part of our organisation toolkit?
Welcome to the overview results of our second snapshot survey. Social learning is fast becoming a topical issue. We chose this topic for our second survey because we believe that social learning may hold some of the keys to creating the flexible, responsive and insight driven ethos that’s essential for surviving and thriving in our complex and changeable economic context.
Our Performance Hub Survey Series is about uncovering touch-points for further discussion and debate - rather than trying to gather a mass of empirical data on the state of play. We’ll be taking these discussions further on LinkedIn over the course of the year.
Take a look at the results and join our discussions on LinkedIn: The Performance Hub LinkedIn Discussion Group.
Embedding learning into your culture – thought startersHavas People
Fiona Morris, Head of Performance Improvement at Havas People, draws upon various research to give some ideas on the importance of embedding learning into your culture
In this Softchoice research study, we explore trends in employee productivity and collaboration, including the use of office automation tools, remote work flexibility, and how well organizations equip their people with the technology they need to be productive. Softchoice surveyed 1,000 full-time North American office workers who use a computer or mobile device for the majority of their work day.
Tom Vlasic
Tom helps business incorporate and successfully utilize information technology so they will realize their full potential.
As a keen observer, quick study and adaptive professional, Tom works with a wide range of organizations. His work helps them understand the value of a comprehensive IT strategy and as a result, organizations can unleash their full potential with an approach that will ensure both business and shareholder success. His experience in executive-level roles makes Tom more understanding, productive and focused on facilitating successful outcomes with clients. As an active member on not-for-profit boards, Tom also has a record of enhancing both board and organization performance.
Most recently Tom led an award winning Project Management firm that specialized in delivering complex technology projects in the Healthcare sector.
Tom has a Master of Applied Science degree in Electrical Engineering from the University of Waterloo and is a licenced Professional Engineer
Using screencasts to report course issues. Collaboration between and online instructor and elearning instructional designer. Paper presented at KU Village Online Conference, 2010
Remote Support - Redskab til skærmdeling, eller en strategi for bedre service...TOPdesk
Bomgar er den førende leverandør af fjernsupport med stærkt fokus på produktivitet og sikkerhed. Stig Mogensen vil tale om hvordan Bomgar fjernsupport kan blive en del af servicedeskens strategi. Med levende eksempler ser vi hvordan samarbejde og deling af videooptagelser bidrager til shift left-princippet.
My books- Hacking Digital Learning Strategies http://hackingdls.com & Learning to Go https://gum.co/learn2go
Resources at http://shellyterrell.com/mlearning
The workplace in the digital age. How a digital workplace can support business goals and help bring a shared sense of purpose to an organization. Facts and figures from the 2015 digital workplace survey.
Should social learning skills be part of our organisation toolkit?
Welcome to the overview results of our second snapshot survey. Social learning is fast becoming a topical issue. We chose this topic for our second survey because we believe that social learning may hold some of the keys to creating the flexible, responsive and insight driven ethos that’s essential for surviving and thriving in our complex and changeable economic context.
Our Performance Hub Survey Series is about uncovering touch-points for further discussion and debate - rather than trying to gather a mass of empirical data on the state of play. We’ll be taking these discussions further on LinkedIn over the course of the year.
Take a look at the results and join our discussions on LinkedIn: The Performance Hub LinkedIn Discussion Group.
Embedding learning into your culture – thought startersHavas People
Fiona Morris, Head of Performance Improvement at Havas People, draws upon various research to give some ideas on the importance of embedding learning into your culture
In this Softchoice research study, we explore trends in employee productivity and collaboration, including the use of office automation tools, remote work flexibility, and how well organizations equip their people with the technology they need to be productive. Softchoice surveyed 1,000 full-time North American office workers who use a computer or mobile device for the majority of their work day.
Social Mobile Learning: A Living and Learning ExperienceAffero Lab
This presentation aims to show the attendants the process and technologies involved in a solution designed so the student can have access to it in an informal learning online platform and through a tablet application. We call it a Social Mobile Learning Experience: after the base material is delivered, students, teachers and tutors can interact and collaborate with it. Indeed, it is a learning and living experience, since the interaction enriches the content, turning it into a unique experience, depending on how the community contributes and adds value to the resources.
Social Recruiting for HR Execs Made Simple | by Bullhorn Reach Evangelist Ste...Steven Duque
FOR THE TALKING POINTS, WATCH THE RECORDED WEBINAR HERE: https://www1.gotomeeting.com/register/689626184
Maybe you’re looking for better ways to leverage social media for your recruiting organization. Perhaps you want to turn up the volume on your unique workplace culture and employment brand. Or, like most HR executives, you’re probably concerned about EEOC compliance of your team’s social recruiting efforts.
Grow Your Business with Professional Learning CommunitiesAnnie Teich
Use content marketing to grow your business by building relationships with your customers and prospects. The difference between content marketing and social media marketing and how to integrate them. Sponsoring a professional community for educators helps you create thought leadership, engage with decision makers, and build relationships with your audience.
Here are six key insights into what matters most to employees when it comes to creating a professional culture of belonging, according to our recent research.
The digital revolution is here and it’s changing how we work, and how we learn. And while technology is powerful in many ways, it can’t replicate our innately human traits; listening, teamwork, empathy, leadership, building relationships, building trust, and so on. What if we could leverage technology to support and improve these more human traits? How can we find a balance and better yet, use technology to support the effectiveness of all of our human interactions? Learn how Insights is embracing technology to leverage and enhance our humanity.
In this webinar, you’ll discover:
How to keep people at the heart of your organization in a tech-driven world and how this will positively impact your business outcomes
Learning theories that support a future of tech-enabled, human relationships
The future of learning and how to cater to the needs of tomorrow’s learners
Successful organisations are engaging in new approaches to learning and performance, but formal learning opportunities need to change.
This report considers how L&D leaders can transform formal learning in their organisation. Looking at the learner journey, the role of technology and the role of the classroom trainer, this report aims to build confidence in innovation by learning from the most successful organisations.
Download the report at:
http://www.towardsmaturity.org/transformingformal2016
This session presented by Towards Maturity and Filtered took a look at the latest findings around what people paying for their own learning and development look for in terms of technology, accessibility and reward.
Similar to Virtual vs. In-Person Professional Development (20)
by Michael Lambur
This session outlines a process and tools for evaluating websites. The focus will be on identifying the purpose of the website, creating appropriate evaluation questions, and selecting appropriate tools to enhance website usability, determine website usage, and solicit feedback from users.
After attending a national conference, our CIO came to me and said, “Purchase an iPad lab and start training people how to use them.” This is the story of how I learned about iPads: how to maintain university compliance on mobile devices and how to convince clients that mobile devices are work devices, not toys, and not laptop replacements. Come to this session to learn how mobile devices are not just for “Angry Birds” anymore. Bring your iPad or Android and we will share best apps!
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Mobile devices like tablets and smartphones are changing how Extension professionals work. We will explore mobile devices including smartphones, iPads, Motorola Zoom and other tools and discuss their uses in Extension settings. We will provide actual teaching materials, create a site listing mobile applications for Extension professionals and review/demonstrate key apps with a focus on how the apps/tools let us work differently in Extension settings. Apps shared will focus on Extension programming/teaching, work and productivity improvement, and quality of life enhancement. Security issues also will be explored.
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This presentation focuses on how to measure your social media activities using both quantitative and qualitative measures. Specific metrics and tools will be discussed to help capture the outcomes and potential impacts of social media activities.
by Larry Lippke
Moodle was adopted by eXtension in 2007 as its course delivery system. The use of this resource, the number of courses offered, and it capabilities continue to increase. This session will provide an overview of the capabilities of this system, what is required to obtain workspace, how courses may be administered, and what training and support is available for using it.
In 2011, eXtension adopted the use of Drupal as its content management system. Anyone with an eXtension ID is authorized to create content at this site, but it is normally done in the context of an eXtension community, leading to collaborative work and the availability of a group dashboard to facilitate group communications.
Video Streaming: Broadcast quality on a shoe string budget. netc2012
Kansas State University has been video streaming for over 10 years. Through changes in formats and technology, they have provided online video on-campus and across the state. This session covers our newer tools including video equipment to digital encoders and software.
by Scott Wilson
Relating to your users is important, even critical. So why does it have to be so difficult? Scott Wilson of Oklahoma State looks at some ways in which OSU is trying to bridge the gap between techies and non-techies.
10 Steps to Lead Extension into the 21st Centurynetc2012
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The future success of Extension depends on technology adoption and reaching new audiences. This presentation offers 10 specific steps technologists and communicators can take to help our enterprise engage new audiences and remain politically and socially viable.
Transcript: Selling digital books in 2024: Insights from industry leaders - T...BookNet Canada
The publishing industry has been selling digital audiobooks and ebooks for over a decade and has found its groove. What’s changed? What has stayed the same? Where do we go from here? Join a group of leading sales peers from across the industry for a conversation about the lessons learned since the popularization of digital books, best practices, digital book supply chain management, and more.
Link to video recording: https://bnctechforum.ca/sessions/selling-digital-books-in-2024-insights-from-industry-leaders/
Presented by BookNet Canada on May 28, 2024, with support from the Department of Canadian Heritage.
Epistemic Interaction - tuning interfaces to provide information for AI supportAlan Dix
Paper presented at SYNERGY workshop at AVI 2024, Genoa, Italy. 3rd June 2024
https://alandix.com/academic/papers/synergy2024-epistemic/
As machine learning integrates deeper into human-computer interactions, the concept of epistemic interaction emerges, aiming to refine these interactions to enhance system adaptability. This approach encourages minor, intentional adjustments in user behaviour to enrich the data available for system learning. This paper introduces epistemic interaction within the context of human-system communication, illustrating how deliberate interaction design can improve system understanding and adaptation. Through concrete examples, we demonstrate the potential of epistemic interaction to significantly advance human-computer interaction by leveraging intuitive human communication strategies to inform system design and functionality, offering a novel pathway for enriching user-system engagements.
Neuro-symbolic is not enough, we need neuro-*semantic*Frank van Harmelen
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All of this illustrated with link prediction over knowledge graphs, but the argument is general.
The Art of the Pitch: WordPress Relationships and SalesLaura Byrne
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Key Trends Shaping the Future of Infrastructure.pdfCheryl Hung
Keynote at DIGIT West Expo, Glasgow on 29 May 2024.
Cheryl Hung, ochery.com
Sr Director, Infrastructure Ecosystem, Arm.
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Dev Dives: Train smarter, not harder – active learning and UiPath LLMs for do...UiPathCommunity
💥 Speed, accuracy, and scaling – discover the superpowers of GenAI in action with UiPath Document Understanding and Communications Mining™:
See how to accelerate model training and optimize model performance with active learning
Learn about the latest enhancements to out-of-the-box document processing – with little to no training required
Get an exclusive demo of the new family of UiPath LLMs – GenAI models specialized for processing different types of documents and messages
This is a hands-on session specifically designed for automation developers and AI enthusiasts seeking to enhance their knowledge in leveraging the latest intelligent document processing capabilities offered by UiPath.
Speakers:
👨🏫 Andras Palfi, Senior Product Manager, UiPath
👩🏫 Lenka Dulovicova, Product Program Manager, UiPath
Slack (or Teams) Automation for Bonterra Impact Management (fka Social Soluti...Jeffrey Haguewood
Sidekick Solutions uses Bonterra Impact Management (fka Social Solutions Apricot) and automation solutions to integrate data for business workflows.
We believe integration and automation are essential to user experience and the promise of efficient work through technology. Automation is the critical ingredient to realizing that full vision. We develop integration products and services for Bonterra Case Management software to support the deployment of automations for a variety of use cases.
This video focuses on the notifications, alerts, and approval requests using Slack for Bonterra Impact Management. The solutions covered in this webinar can also be deployed for Microsoft Teams.
Interested in deploying notification automations for Bonterra Impact Management? Contact us at sales@sidekicksolutionsllc.com to discuss next steps.
GraphRAG is All You need? LLM & Knowledge GraphGuy Korland
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1. Unifying Large Language Models and Knowledge Graphs: A Roadmap.
https://arxiv.org/abs/2306.08302
2. Microsoft Research's GraphRAG paper and a review paper on various uses of knowledge graphs:
https://www.microsoft.com/en-us/research/blog/graphrag-unlocking-llm-discovery-on-narrative-private-data/
Builder.ai Founder Sachin Dev Duggal's Strategic Approach to Create an Innova...Ramesh Iyer
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JMeter webinar - integration with InfluxDB and GrafanaRTTS
Watch this recorded webinar about real-time monitoring of application performance. See how to integrate Apache JMeter, the open-source leader in performance testing, with InfluxDB, the open-source time-series database, and Grafana, the open-source analytics and visualization application.
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Length: 30 minutes
Session Overview
-------------------------------------------
During this webinar, we will cover the following topics while demonstrating the integrations of JMeter, InfluxDB and Grafana:
- What out-of-the-box solutions are available for real-time monitoring JMeter tests?
- What are the benefits of integrating InfluxDB and Grafana into the load testing stack?
- Which features are provided by Grafana?
- Demonstration of InfluxDB and Grafana using a practice web application
To view the webinar recording, go to:
https://www.rttsweb.com/jmeter-integration-webinar
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Don’t miss this opportunity to elevate your FME expertise and drive your projects to new heights of efficiency.
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Search and Society: Reimagining Information Access for Radical Futures
Virtual vs. In-Person Professional Development
1. Virtual vs. In-Person
Professional Development
Comparing Outcomes from Two Annual
Extension Conferences
Cheryl Peters, Ph.D.; Specialist
Michelle Rodgers, Ph.D. ;Director, Univ. of Delaware
Lela Vandenberg, Ph.D.; Senior Specialist
2. This presentation focuses on the
highlights from the 2010 all virtual
conference evaluations (n=338)
and the 2011 conference
evaluations for the
in-person portion (n=219)
and virtual portion (n=92)
4. Who was the audience?
• Audience in virtual conference settings were
very similar.
– 55% Educators ; 21%-23% paraprofessional staff;
10 % support staff ; remaining specialists, program
leaders, admin.
5. Institute Affiliation
• Similar in virtual conference settings. Notable
decrease in % of Ag staff attending in 2011.
2010 % 2011 %
Extension Institute Respondents Respondents
Children and Youth 27% 29%
Health and Nutrition 27% 27%
Agriculture/ Agribusiness 22% 13%
Greening Michigan 14% 13%
No Institute identified or
16%
assigned 10%
Two Institutes identified 8%
6. Years of Experience in Organization
Under 5 6-10 11-20 20+
Years Years Years Years
2010 Virtual conference 28% 20% 28% 24%
2011 Virtual portion 24% 27% 29% 20%
Under 5 6-10 11-20 20+
Years Years Years Years
2011 In-Person portion 21% 21% 37% 21%
7. Pre-Training
• 2010 – 69% (n=227) participated in one or
more of the five types of pre-training.
• 2011 – 28% completed training, another 18%
did not participate in 2011, but did so in 2010.
Still, another 28% reported never attending pre-
training to become comfortable with using the
online conference technology “Adobe Connect.
8.
9. Comfort with Technology
• In 2010, Adobe Connect was rated as an effective
medium for professional development (98%).
– Those comfortable with using technology were more
likely to report learning more in the virtual
conference.
• In 2011, 0% responded as not-at-all comfortable
using technology as a participant. As a presenter,
the majority are somewhat comfortable.
– Comfort with presenting online was associated with
attending pre-conference training.
10. What was their learning format
preference?
• In 2010, 49% preferred future conferences to
be only face-to-face. 35% preferred online
only. 28% preferred a combination, hybrid, or
alternating online and in-person.
• In 2011, 84% preferred a hybrid conference
with 60% reporting learning equally well in
both formats.
11. Participant Engagement
Variable constructed for level of involvement in
the virtual conference settings.
Participant only = Passive
Participant + Presenter, Host, Moderator, or
Session Planner = Active
12. Passive vs. Active
Same percent of Passive vs. Active participation
in the virtual conference settings across years.
In 2010, 230 passive (69%) and 102 active (31%)
In 2011, 66 passive (69%) and 30 active (31%)
17. 2010 Conference Objectives 2011 Conference Objectives
Participants felt inspired, motivated, Built capacity to achieve success in their
and assured regarding role in MSU work.
Extension
Developed skills sets and learned effective
Participants built core competencies methods to deliver programs, including the
use of technology.
Participants had opportunity to learn Learned something new about key issues
from each other through collaborative facing Michigan and our world.
work sessions
Experiencing a role in the conference Felt motivated because needs for
provided opportunity to feel assured competency, autonomy, and relatedness at
about role in organization work were satisfied by the FEC experience.
Participants felt FEC 2010 made them Had opportunities to learn from each other
more comfortable with future online through collaborative work sessions.
learning experiences
Renewed personal commitment to the MSU
Extension mission and rekindled the
Abode Connect was evaluated as an
organizational spirit of making a difference.
effective learning medium
Gained a better understanding of where MSU
Extension is headed in the future.
18. Comparing the Virtual Conferences
Comfort with Technology
– In 2010, active participants more likely to feel
assured of their role in the organization AND to
report increased comfort using technology for
future professional development.
– In 2011, those very comfortable using technology
for professional development more likely to learn
equally well in both format, or likely to learn more
online. Less comfortable with tech more likely to
learn more in face-to-face format.
19. Comparing the Virtual Conferences
Building Competencies
– In 2010, majority (83%) reported meeting this
objective to build essential content and skills.
– In 2011, 96% reported somewhat true or very true
that they were able to learn interesting new skills
on the job in the last year, and 58% further agreed
that the online conference portion supported that
learning at MSU Extension.
20. Comparing the Virtual Conferences
Inspired and Motivated
– In 2010, 59% reported feeling somewhat inspired
by the all virtual conference.
• Yet, 92/260 of comments coded for ‘worst feature’
found the conference impersonal.
– In 2011, 89% reported they consider people at
work as friend and believe that people at work
care about them.
• Yet, only 15% and 18% thought an online conference
supported this work motivation.
22. Self-Determination Theory
• Self-Determination Theory (SDT) defines
intrinsic and extrinsic sources of motivation
• Work conditions supporting the individual’s
experience of autonomy, competence, and
relatedness were assessed for the last year as
a baseline measurement, then respondents
determined if the hybrid conference
experience supported, discouraged, or did not
change their feelings about working for MSU
Extension.
Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social
development, and well-being. American Psychologist, 55, 68-78.
23. IN-PERSON
VIRTUAL PORTION
Work Motivation PORTION
Self-Determination Theory
7-items % Felt % Felt
True True
Supported Supported
Feel can make a lot of inputs
78% 27% 74% 28%
deciding how job get done
Free to express ideas and
77% 24% 72% 22%
opinions on the job
24. IN-PERSON
VIRTUAL PORTION
Work Motivation PORTION
Self-Determination Theory
7-items % Felt % Felt
True True
Supported Supported
People at work tell them they are
90% 28% 89% 38%
good at what they do
Able to learn interesting new
96% 58%* 87% 39%
skills on the job
Most days feel a sense of
88% 25% 86% 30%
accomplishment from working
25. VIRTUAL IN-PERSON
Work Motivation PORTION PORTION
Self-Determination Theory
% Felt % Felt
7-items True True
Supported Supported
Consider the people worked with
89% 15% 87% 31%
as friends
Believe people at work care
89% 18% 90% 30%
about them
26. Work Motivation
VIRTUAL IN-PERSON
Both Both
Autonomy Autonomy
items items
2 of 3 All 3
Competence Competence
items items
Neither Both
Relatedness Relatedness
items items
27. 2011- Both Virtual & In-Person
If an Extension employee feels
they have opportunity to
provide input deciding on how
their job gets done, and that
they have freedom to express
their ideas and opinions on the
job throughout the year, then
the virtual and in-person
conference formats support this
work motivation.
Autonomy
28. 2011- Both Virtual & In-Person
If an Extension employee agrees people tell
them they are good at what they do and if
they are able to learn interesting new skills
on the job during the year, then the virtual
and in-person conference supported this
work motivation. If an Extension employee
felt a frequent sense of accomplishment
during the last year, they were more likely
to feel the in-person conference experience
supported this type of work motivation.
Competence
29. 2011 - In-Person Only
Extension employees that
consider the people they work
with as friends and have
higher ratings that people at
work care about them, were
more likely to feel supported
by only the in-person
conference.
Relatedness
30. Motivation Comparison Virtual
and in-Person
• Both formats are needed and may be better
suited by type of conference objective.
• An employee feels motivated by work (job
autonomy and competence) during the year, they
will both formats are considered helpful in
supporting their work. The converse is also true
• In-person format seems to support a feeling of
connectedness to others and provide a sense of
accomplishment feelings from work better than
virtual formats.
31. Common Overall Conference Objectives
Percent
Percent
Agreed
Agreed Average Average
TABLE 1: Objective Independe
Objective Rating for In- Rating for
Met for nt t – test
Met for In- Person Virtual,
2011 Conference Objectives Virtual, Results
Person Format Online Format
Online
Format
Format
Built capacity to achieve success in their work. t (292)= -
84% 92% 2.09 2.41 3.59
p <.001
Developed skills and learned effective methods
t (290)= -
to deliver programs, including the use of 62% 89% 1.77 2.42 7.00
technology. p <.001
Learned something new about key issues
facing Michigan and our world. 78% 81% 2.21 2.13 ns
Had opportunities to learn from each other
through collaborative work sessions. 84% 85% 2.32 2.36 ns
Renewed personal commitment to the MSU
Extension mission and rekindled the
organizational spirit of making a difference. 75% 77% 2.17 2.16 ns
Gained a better understanding of where MSU
Extension is headed in the future. 80% 81% 2.22 2.21 ns
32. Overall Objectives Summary
• An independent t-test found that the means
significantly differed on just two of the six.
• The objectives with comparable conference
ratings being reported as met included:
– learning something new about issues facing the state
and world,
– having opportunities to learn collaboratively from
peers,
– renewing personal commitment to the Extension
mission and spirit of making a difference, and
– gaining a better understanding of MSU Extension’s
future.
33. Overall Conference Objectives
• The two conference objectives that did differ
both by percent in agreement and through
statistical testing of the means were
– building capacity to achieve success in Extension
work and
– developing skills and effective methods to deliver
programs including the use of technology.
34. Discussion Points
• Creating comfort using technology
is critical to achieve success with
online professional development
• Active participation is related to
improved outcomes and facilitates
peer-to-peer learning. This is an
important skill set for presenters to
develop.
35. Discussion Points
• Extension professionals are motivated at work by
seeking challenges, keeping busy with interesting
activities, and having job autonomy.
• Both online and in-person formats of professional
development are useful, needed, and
recommended for Extension professionals.
• Content-focused and skill transfer sessions are
best suited to online learning formats and these
may be offered more frequently than once a year
settings such as annual conferences.
36. Discussion Points
• Extension professionals that consider people
they work with as friends and believe people
at work care about them, are more likely to
feel supported by in-person conference
experiences.
Editor's Notes
None of the 8% two institute members were in AABI – 7 of 8 were in Health and Nutrition. Other in C &Y.
Why do we still have staff not attending technology pre-conference training? We believe training leads to more active participation which leads to improved conference objectives being met for individuals.
We believe training leads to more active participation which leads to improved conference objectives being met for individuals. Training needed for both comfort in the technology and for presenters on ways to increase participation within the session!!
Comparison of how conference objectives changed with the format change of professional development. Stress difference in survey design between two years.
*Indicates majority of responses. All other items in table were ranked most frequently as “no change”.
*Indicates majority of responses. All other items in table were ranked most frequently as “no change”.
*Indicates majority of responses. All other items in table were ranked most frequently as “no change”.
Chi-squares performed for each SDT item with response if were the conference experience supported, discouraged, or did not change their feelings about working for MSU Extension.
Additional: A one-way ANOVA was used to test whether employee’s ratings of the ability to make inputs deciding how their jobs get done differed among institute affiliations. Self-ratings of the ability to make inputs on the job differed significantly across the institutes, F (5, 199) = 11.71, p <.01. Bonferroni post-hoc comparisons of the institute groups indicate that the Health and Nutrition employees (M = 3.86) rated the ability to provide input significantlylower than the Greening Michigan employees (M = 5.38); whereas, the Children & Youth (M = 4.60) and AABI (M = 4.67) employees rated the ability to make inputs similarly and were not significantly different from the other institute employees. Only finding that differed by Institute Affiliation. Years with Organization did not relate to anything.
** Same questions used in both formats . Percentages that this objective was somewhat, quite a bit, or completely met are highlighted for each. Black is In-Person.Red is Virtual.
The fact that these objectives had comparable and relatively high rates of being met under both types of learning formats is evidence that both formats are effective for Extension professionals. Demonstration that ratings did not differ significantly further proves the value and potential contribution of both learning environments – online and in-person.
These conference objectives related to content and skill transfers in professional development and results showed a greater effectiveness to be delivered via virtual sessions
Suggesting there is still a valuable role for traditional meetings, but that it might not need to be in tandem with annual in-service conferences. Perhaps this need can be offered through other events such as professional associations and project team recognition.