Because it is nearly Christmas, a better juxtaposition would be: gifts or a smack. The heading does not, however, refer to how your behaviour should be rewarded, but rather to the methods by which learning can be supported. And, above all, we should concentrate on the motivation that people have to learn new things at work.
In the past decade, there has been a lot of discussion and very little real action in the field of e-training. The prevailing belief has been that the e-learner constructs his or her own learning. In other words, that the individual is self-motivated to learn new facts and skills – and, what is more, to learn the very facts and skills that the employer wants. Often, however, this is not the case, and I would dare to suggest that it will not always be the case in the future, either.
Motivation depends on the subject matter and on the circumstances, and this must be taken into account when planning the training and mobilization content. Most people are well motivated to learn new skills, such as languages or negotiation skills. It is a different matter in the case of training in formal skills – we need a lot more support, motivation and guidance when attempting to learn about things like occupational safety, new legislation or new processes.
The concept of information marketing, which lies at the very heart of Prewise’s operation, highlights two factors: measurability and motivation. Motivation is influenced by, on the one hand, the situation in which the targets of the training find themselves and, on the other hand, by the training content; motivation can work on its own or it might have to be steered. Now that we are approaching Christmas, it is a good time to think about next year’s carrot. Give people the gift of more learning!
I would like to take this opportunity to thank our customers, partners and all our competent staff for the past, very busy year.
I wish you all a very merry and peaceful Christmas!
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With Christmas wishes,
Iiro Pohjanoksa
CEO
Prewise Group Oy
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