Appendix C Factors That Influence Learning and Motivation cot'd

DOE-HDBK-1206-98

APPENDIX C

FACTORS THAT INFLUENCE LEARNING AND MOTIVATION

Trainees may be hurt emotionally. The instructor should make positive

comments, avoid making comparisons to other trainees, and never ridicule the

trainee's efforts. Trainees need to be rewarded (positive reinforcement) for their

efforts; at first for doing the task nearly correctly, and after proficiency is gained

for doing the task correctly.

Open Communications--A trainee is more likely to learn if OJT is structured so that the

instructor's messages are open to the trainee's inspection. To improve open communications

the instructor should:

Clearly state the terminal and enabling learning objectives. The learning

objectives tell the trainee exactly what is expected of him/her.

Point out relationships. Give cues and prompts to the trainee to be sure he/she

understands what has been said.

Avoid using technical terms without explaining them to the trainee (do not assume

that he/she knows).

Talk about a system or component of that system at the location of the item if

possible. Make full use of being at the job site to stimulate as many sensory

inputs (sight, sounds, smell, touch) as possible. Make sure the trainee can see

and hear everything that is explained and demonstrated as it takes place.

Ask the trainee questions to verify comprehension. Open communication is a

two-way street--the trainee should also feel free to ask the instructor questions.

Modeling--This is the very foundation of on-the-job training. The instructor provides a model

performance for the trainee to emulate. It is very important that the instructor presents the

material in the proper sequence and observes all applicable procedures and safety

requirements. The trainee will emulate improper performance just as readily as proper

performance. Therefore, the instructor must perform the task correctly.

Active Appropriate Practice--Learning is more likely to take place if the trainee takes an active

part. OJT is an active hands-on process. Practice should be as similar to the actual job task as

possible.

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