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Maybe there is a seventh kind of framework? One that is different but related to the traditional ones? In my situation, the ideal is for a basic eLearning (Moodle) course have a variety of post-course, collaborative collective discussions and designed interactive feedback so that people taking the course have the opportunities to share their experience and offer each other ideas for improvement. It will be less teacher-driven and much more student-focused in design. I’m a management consultant and speaker trying to teach managers and supervisors some very simple interactive, facilitation tools so that they can involve and engage their workers in workplace improvement, innovation and change. The idea is to allow the workers to do more collaboratively to drive change and generate ownership and intrinsic motivation that is so missing in most workplaces. I see the course I am developing as a simple tool to build collaborative support and even some peer pressure among those taking the course and playing with the ideas. The less I am directly involved and required, the more opportunities for the interactive peer network to play in. (My conceptual model are these massive online games where people form teams to do battle with other teams, only I want them to focus on making workplace improvements instead of gaining points and levels.) . |
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Dr. Scott Simmerman says:
Mar 1, 2015
Maybe there is a seventh kind of framework? One that is different but related to the traditional ones?
In my situation, the ideal is for a basic eLearning (Moodle) course have a variety of post-course, collaborative collective discussions and designed interactive feedback so that people taking the course have the opportunities to share their experience and offer each other ideas for improvement. It will be less teacher-driven and much more student-focused in design.
I’m a management consultant and speaker trying to teach managers and supervisors some very simple interactive, facilitation tools so that they can involve and engage their workers in workplace improvement, innovation and change. The idea is to allow the workers to do more collaboratively to drive change and generate ownership and intrinsic motivation that is so missing in most workplaces.
I see the course I am developing as a simple tool to build collaborative support and even some peer pressure among those taking the course and playing with the ideas. The less I am directly involved and required, the more opportunities for the interactive peer network to play in. (My conceptual model are these massive online games where people form teams to do battle with other teams, only I want them to focus on making workplace improvements instead of gaining points and levels.)
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