Organizational culture provides a framework with respect to the behavior of employees in their workplace. Depending on the type of culture that is created in an organization, it can have a positive or negative effect on employee performance. Let’s look at a few organizational situations that result in either positive or negative employee performance.
An organizational culture where employees are considered an integral part of the growth process of the organization fosters employee commitment towards the organization. They align their goals and objectives with those of the organization and feel responsible for the overall well-being of the organization. As their efforts are in turn appreciated by the management and suitably rewarded, they have immense job satisfaction. In such organizational cultures, the employees are committed to achieving their goals and thus have a positive effect on the overall performance of the organization.
In organizations where managers are not facilitators but taskmasters,employees live with fear and distrust and work is nothing but a dreary chore. Since they are not involved in the overall organizational goals, they do not understand the implications of their tasks and hence may not be committed to achieving them. An organization where there is no cooperation between different departments ends up having employees working in silos or working towards undermining the efforts of the other departments which is detrimental to the overall health of the organization.
Organizational culture to a large extent determines the performance of the employees. Therefore, it is in the interest of organizations to eliminate negative factors that slow down employee performance in order to foster a positive workplace environment or a positive organizational culture.
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Personalization is one strategy that’s helping many top companies reach their learners easily, and e-learning is no exception. As instructional designers, it’s our task to make online learning courses that our learners can relate to. Every day, we try to find innovative ways to engage learners and make our courses more interesting to them. In this process, we need to understand the needs and tastes of the learners. It’s important to come out with an idea that can take our training programs a step closer to them.
In the previous post, we looked at the approaches to design e-learning courses on food safety; in this post, we will look at a few instructional and visual components that we used to engage learners. Let’s see what they are.
A Subject Matter Expert (SME) is an expert in an organization on a particular area or topic. To create good e-learning courses, inputs from SMEs are vital. To get the best out of your SME, you need to first understand him and know his role. The SME’s role is to help instructional designers (ID) understand the content. An SME is a knowledge hub looking for the best ways to transfer it, and we IDs are the people who lay the path for it. We generally face many challenges while dealing with SMEs such as variation in timelines (the major challenge), lots of changes in the content and few in the GUI, huge variations in visualization, etc., once the course gets developed. In order to overcome all these issues, and to get the best out of your SMEs, you need to follow a few steps. Let us see what they are.
Medical representatives face many problems while promoting their companies’ products to doctors. It’s a well-known fact that doctors are more knowledgeable about medicines than the pharmaceutical sales representatives. So, how can a representative gain as much knowledge as the doctor about the medicine? Well, e-learning is the best solution for this problem because it helps to impart highly effective training.
As instructional designers, we always aim to design courses that reach the target audience effectively. We would never want to hear our learners say that the course was boring. We put all our efforts to make the course interesting and engaging.
But, it is essential that these efforts are put in a right way. Engaging the learner doesn’t mean just including interactivities. It is much more than having a few clicks of interactivities.
In my last blog, 20 Must Know Acronyms of E-learning – Part 1, we have seen some acronyms that are used in the world of e-learning. In this blog, we will look at some more acronyms.
11. JIT (Just-in-Time): Just-in-time learning systems enable learners to access online learning resources at the point of need. Today, what will you do to find directions to a place or find out the movie that is playing in the theatre close to your home? You just go online for information. To employees, m-learning provides a similar facility to access information pertaining to their jobs at the click of a button.
Training enhances skills and abilities of employees to be aligned to changing business needs. It is well understood that assessments are vital components of e-learning courses. They are a medium to measure training outcomes. Assessments not only strengthen learning but also help evaluate the learner’s comprehension of a course.
It is well-known that assessments are a vital component of an e-learning course. Good assessments play an important role in enhancing the efficacy of the online course by helping evaluate the knowledge gained by the learner and reinforce the learning.
According to recent data from the Centers for Disease Control and Prevention, about 48 million people (1 in 6 Americans) get sick, 128,000 are hospitalized and 3,000 die each year from foodborne diseases. In order to adhere to food safety regulations, one of our clients came up with a requirement for an e-learning course.
E-learning and m-learning are powerful learning methods; both are dynamic and effective ways to teach people. So then, what are the differences between and e-learning and m-learning methods?
E-learning involves a series of modules with in-depth subject-matter while m-learning involves smaller chunks of information which can be accessed anywhere, anytime. Modules are designed differently, depending on the kind of format used to learn. M-learning breaks the barriers of time and place and provides easy access to courses. E-learning also enables learners to access information anytime, anywhere through a laptop, and a stable environment is needed for the learner to take training.