Learning to make changes through technology
By Dr Nilsa Fleury, DeD, FPA-BM Director of Education
Technology has been the agent of change in the world that has affected people in various aspects such as communication, information, education, and business. Supporting business goals, technology has influenced on training and learning and helping companies to gain competitive advantage (Noe, 2010). Cutting costs and time, new technologies deliver online learning and bring benefits to the employees and organizations. Workers can work together from different locations and collaborate with each other. Noe (2010) said “Technology has allowed learning to become a more dynamics process” (p. 299).
Different forms to transfer the process of learning using multimedia, computer-based training (CBT), DVD, CD-Room, laser disk, and interactive can also help companies in different trainings and some of them can be blended with face-to-face classrooms. As an example, Ritz Camera Centers, Capital One, and Nike are using e-learning to improve employees’ performance and enhance their selling skills (Noe, 2010). Although it is very expensive, different types of simulations presented a variety of games that are being used by organizations to train their employees to be effective in decision-making, customer-service, key-process, and culture. In addition, virtual reality and virtual worlds that include a three-dimensional learning experience make more effective and realistic the workers experience (Noe, 2010). Personal Digital Assistants (PDAs), iPods, MPB3, and GPS are examples of some mobile technology that help organizations to deliver their training.
Using artificial intelligence, Intelligent Tutoring Systems (ITS) provides instructions for tutoring, coaching, and empowering (Noe, 2010). Organizing knowledge and information and distributing individual and corporate knowledge through the organization, technology such as expert systems, groupware, and Electronic Performance Systems (EPS) are applied for specific problems, improving business processes, and employees. Interactive voice technology, imaging, and training software applications are also making administrative training more efficient and effective (Noe, 2010). According to Noe (2010), Learning Management Systems (LMS) is a technology platform that provides employees, managers, and trainers the ability to perform their activities. LMS is an important human capital management that integrates with all the aspects of human resource function. Noe (2010) wrote that organizations adopt LMS to centralize “management of learning activities, track regulatory compliance, measure training usage, and measure employee performance” (p. 332).
Further, two web 2.0 technologies, Wikis and blogs. Wikis support changes and facilitate training and communication, promote peer teaching, and share knowledge (Currie, 2010). On the other hand, blogs allow employees to voice concerns about work-related matters, and they are easy to administrate their users (Currie, 2010). Currie (2010) stated that blogs are valuable because they facilitate communication posting and commenting become habits. Wikis and blogs also have impact on knowledge management, rapid application development, customer relationship management, collaboration and communication, innovation and training (Andriole, 2010).
Share and organize knowledge, modify and develop application faster, communicate with customers effectively, coordinate discussions and reach people faster, increase innovation, and support traditional training are some examples of these metrics impacts. However, Moran (2011) said that wikis present some problems and are not recommended to be included as reference in doctoral papers: (a) they cannot guarantee the verifiability or expertise of their entries, (b) sometimes vandals create malicious entries that go uncorrected for months, and (c) few editors and contributors use their real name or provide any information about who they are. Finally, the author (Moran, 2011) cited other reasons and examples to reinforce this idea as wikis are not a primal source and some articles may contain errors. Educators want to reduce misinformation and incorrect information coming to the papers, in which wikis and blogs are not an appropriate source of citation and they do not have peer review.
The FPA-BM has as Director of Education Dr. Nilsa Fleury, Ed.D. Dr. Nilsa, is a consultant, university professor and information analyst. Dr. Nilsa graduated in Business Administration from FACE – UFMG, postgraduate in Industrial Economics – UFMG, Specialization in Information Systems by UNA – Cepederh. She holds a Master in Business Science and Doctorate in Education, concentration in Leadership at Nova Southeastern University. She worked as a consultant for the government and private sector in Brazil, USA and Canada. In addition, Dr. Nilsa taught business in some universities in Brazil. She teaches Business and Education courses for undergraduate and graduate courses in the USA.