Resources on the ARCS Model of Theory

 

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John Keller, developed the ARCS Model during the 1980’s as a way to boost motivation during learning. The ARCS Model contains four main categories:

  • Attention- getting and holding learner’s interest and attention
  • Relevance- The learning has to show a kind of usefulness
  • Confidence- There should be success opportunities and some personal control
  • Satisfaction- There has to be rewards, and feedback.

Click on the links below for more information on the ARCS Model.

ARCSMODEL.com

ARCS Model of Motivational Design-Learning Theories

Bayh College of Education

Big Dog & Little Dog’s Performance Juxtaposition

Changing Minds

E-Learning Industry

E-Learning Snippets

Enotes

Kineo

Learning Technologies

Motivation at a Glance

WIKI- Teaching and Learning Resources

Instructional Theory-ARCS Model By Taryn Fleck

ARCS Model- John Johnson

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Book of the Month

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As workplace learning and development professionals, we spend most of our time improving the performance levels of employees and organizations. However, in order for us to stay current on the latest trends and resources we must continue to read and study on a regular basis.

It is for this reason that I created a book of the month club. each month I will introduce a workplace learning or performance book to read and discuss. A new book will be introduced the fourth Wednesday of each month. During the third Wednesday of each month, I will write a review and hope you join me in sharing your thoughts and opinions on each book. I will also include in future readings books that are both motivational and inspirational.

The first book that I have chosen is the Trainer’s Handbook. trainers handbook2 It is a great book to start with since it serves as a comprehensive book on a variety of training topics which could benefit both new and seasoned workplace learning professionals. This book can be found on Amazon.com. Here is a description of the book on Amazon.com:

The Trainer’s Handbook walks readers step by step through the training process and contains tips on assessing the needs of participants. Keeping training learner-centered, incorporating activities into training, selecting audiovisual aids, and closing sessions creatively. As practical as it is instructive, the guide is filled with worksheets, checklists, and assessments.

I am ready to start reading, How about you?

 

Using the Correct Action Verb for Learning Objectives

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In 1956, Benjamin Bloom and other educators met  for a second time (the first time was in 1948) at the Convention of the American Psychological Association, where Bloom spearheaded a group to discuss classifying educational goals and objectives. This framework became know as the Taxonomy of Three Domains.

Focusing on the cognitive domain, Bloom developed a multilevel model as a means of classifying thinking based on six levels of cognition. Robert Mager, an educational psychologist would later develop and use learning objectives as a means to describe what the learner is expected to achieve. According to Mager, the learning objectives should include a measurable verb.

All too often, I have either come across or attended a training where the learning objective in the course used verbs that are difficult to measure. Such as:

  • appreciate
  • know
  • learn
  • understand (my favorite)

These verbs are vague and are difficult to measure learning. I included a PDF on action words that can be used when writing learning objectives.

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download here

Workplace Learning and Performance Improvement Articles

 

Why Matching Informal and Formal Learning is in Style

6 ways to Build Atmosphere and Emotion in your e-learning theme

Achieving Worthy Performance in Healthcare Instructional Design

ASTD Reboots with New Name and Logo

Focus- The Forgotten Performance Skill 

Top 10 Signs that You Might be Doing Social Learning Wrong

5 Reasons you Need to be Using Games for Corporate Training

Instructional Design Models and Theories

A Quick No-Nonsense Guide to Basic Design Theory

4 Ways to Make Training More Fun for Repeat Learners

Do Old School Workplace Rules and Hierarchies Still Matter

How to Give Feedback on Assessments 

What Separates Great Trainers from the Merely “OK?”

Your Company Culture Could be Killing Performance