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Implications of education technology
Implications of education technology
Implications of education technology
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INTRODUCTION:
Growing competition in a globalising environment marked by cut throat competition has challenged organizations to find an efficient method to allow shared access to the key resources: knowledge, experience and ideas.
The combination of knowledge management and electronic learning is a response to this challenge. The use of information and communication technologies as teaching and learning tools is now rapidly expanding into education and e-learning is one of the most popular learning environments in the information age.
Also with multiple generations in workplace today, organisations must deliberately put in place different processes, motivators and tools to stimulate collaboration and create a knowledge sharing culture that appeals to all generations. To attract and retain generation Y, organisations need to employ leading edge, real time collaboration practices to effectively engage their employees while at the same time managing the more technology adverse baby boomer generation that prefers face to face collaboration. Simply put, the workforce has changed while the workplace has not.
Long term viability is increasingly dependent on collaborating across cultures and boarders. In today’s economic climate organisations are trying to do more with less. As organisations continue to grow and expand into new markets, so does the need to share expertise to make better business decisions, improve productivity and work more efficiently. Employees from different countries, with different background work together serving customers who expect a consistent experience of a similar standard and quality employing the same approach regardless of the place of operation. Through effective collaboration, networking and knowledge ...
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...llectual capital will no doubt create value in individual employees. Within an appropriately designed internal environment, employees, who are value added through a formal knowledge management system, will be motivated to create organisational value.
REFERENCES:
Andrew Baxter. Keeping the knowhow of a retiring generation, Financial Times, UK, January 2005.
Cleveland H. “Information as Resource”, the Futurist, December 1982 p. 34-39.
Diane.E. Kirrane.Getting Wise to Knowledge Management, Association Management,
August1999. Retrieved from Proquest Database.
Jack Welch with Suzy Welch. (2005). Winning, 1st edition. New York: Harper Collins
Publishers. Inc.
John, SM- Telling stories is at the heart of KM, Management May, 2006. Retrieved from
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Nonaka, Ikujiro & Takeuchi, Hirotaka (1995). The Knowledge Creating Company, New York:
Oxford University Press.
It appears that Generation Y is executing the wishes that other generations of workers subdue, and are subsequently portrayed as a vocal group by default. As a result of millennials’ demands, various companies are now beginning to conform to the ideas this generation presents. As such, new policies are being implemented,
In Catherine Rampell’s article, “A Generation of Slackers? Not So Much,” the idea of the younger generation, known as Generation Y or Millennials thought of as lackadaisical and indolent by older generations has been quashed by Rampell’s explanations of the differing behaviors and ideas held by these two generations, causing a misunderstanding and misinterpretation of productivity. The era of computers has especially been a major cause of such a rift, specifically the dependence on technology of which has contributed to the growth of synergistic and collaborative dispositions amongst the younger generations- behaviors once thought of as ineffectual in the workplace.
By 2025, about 75% of the American workforce will be made up of Generation Y workers, said Emily Matchar, author of “Why Your Office Needs More Bratty Millennials.” Generation Y, also known as millennials, are those who were born within the years 1982 and 1999. Time management has become a persistent issue for people in the United States because of the lack of flexibility in the workforce. Work is taking over people’s lives. The current generation of workers tend not to demand because of the fear of unemployment; jobs are scarce these days. Generation Y workers have shown that they will not accept today’s hierarchical workplace, on the contrary, they will begin to change the workplace to their likings.
An e-Learning environment will provide a framework and a set of tools, however, by themselves they are not more likely to facilitate your teaching and the students' learning than the filing cabinet in which you keep your lecture notes.
Microgeneration’s are already rising and horrifying the group right before them, an example needs to be set to show them that it is possible to work through the generational differences (Stein). People have power in numbers and currently the separation between age and features of generations are preventing them from being one workforce, working together to achieve a common goal—the wellbeing of an entire society. All groups can make an effort to close the gap by being more accepting and open minded to change. As Millennials run into setbacks in their advanced methods, previous generations can help and explain the foundational way of operation. While previous generations fall behind in technological advancements, Millennials can share their expertise on technology. Every generation has its flaws and together the holes can be filled, simply with a little optimism and collaborative work. The key to closing this gap is education – knowledge of the past and present. Programs such like Pollak’s initiative to work with companies and help train directors how to manage and market to the Millennial generation of young adults will contribute to a better understanding on how to handle workplace confrontations (qtd. in Dowdy). Lastly, Millennials too have some contributions they can make to close the gap. As understanding as they are, they
As a matter of fact, the manner in which they handle their children at home, managing their expectations should be the actual case in the work places. The generation Y employee is a constrained bomb of ideas, innovations, and expectations which only then transforms to expectations. The point is, these young employees have abilities that lack capacities. So now they look unto the generation X, the management to feed these capacities, as much as they may do this in a shrewd manner definitive of their expectations (Vaiman & Vance, 2008) Ideally, the generation X should be ready to embrace change in whose case the models of change should be very instrumental to help them manage the generation Y and their ideas and suggestions of change. The synthesis of the two conflicts now becomes the fusion of cultures to end up with a stable understanding of procedures for the young employees and a modern inception and injection of modern ideas into the long held organization cultures,
The use of culturally diverse business teams is an increasingly common situation in today’s world; especially as the world continues to become a global village. Leveraging on the cultural diverse backgrounds and experiences of members of such teams can be a source of improved performance which can ultimately reflect a competitive advantage in the business market. As Symons and Stenzel (2007) aptly state, “culturally diverse teams are more likely to engage in innovative `out-of-the-box' thinking, given their different life experiences in diverse social environments.” Another pointer to suggest that multicultural teams tend to be a source of competitive advantage in business is found in the paper by Di Stefano and Maznevski (2000) where they state that “multicultural teams have an enormous wealth of material with which to create innovative approaches to complex organizational challenges.” They furthermore state that “today’s business cannot flourish without the creative value afforded by high performing global teams.”
Another issue that an IT professional should take into account is the generations in the workplace. (Klobucher 2011) talks about how Generation 2020 is approaching, how these professionals will be connected, concerned, careful and collaborative. Generation 2020 is the time when there will be five generations in the workplace. The IT professional will face challenges such as communication and collaboration thus he/she should be able take into account these issues, be able to work effectively with the generation and become part of their network.
Robbins (2013) recognizes that baby boomers have an enormous hard-working attitude with a definitive want to characterize themselves through their expert achievements. Baby Boomers, born between 1946 and 1964 value their achievement, ambition, loyalty to career and dislike to authority in competitive workplace (Robbins and Judge, 2017). Gen Xers, born between 1965 and 1977, who are independent-minded like work-life balance, team-oriented, loyalty to relationship and dislike of rules. The generation born between 1978 and later, known as Millennials value flexible hours, teamwork and collaborative culture, career development, loyalty to both self and relationships with employers and dislike the formality of regular meetings if there
...The importance of the generational mix within an organisation is that it brings about inclusivity and helps generate new innovative ideas that could bring the organisation to its sustained competitive advantage. With each age group with its expectations by interacting with one another, there is knowledge and experience exchange.
A well-managed bi-cultural team is proven to be a success because when people from different backgrounds bring their own unique cultural experiences to the situations they face in their companies and this broader perspective of viewpoints tends to allow for a better ultimate resolution, however if those teams are not managed properly, and if the size of those teams are not managed, and the individuals are not catered to, the cons may outweigh the
Effective knowledge transfer through a conversion of tacit knowledge to explicit knowledge can build a sustainable capacity to innovate within an organization and gain an external competitive advantage.
Nowadays, teaching is no longer restricted to face-to-face interaction between the students and the teachers. (Yueh & Hsu, 2008). The usage of learning management systems in the classroom and in the workplace continues to play an important role in helping instructors, trainers and educators in meeting their pedagogical as well as their organizational goals (see Argyris, 1977; Beatty & Ulasewicz, 2006; Liu, Li & Carlsson, 2010; Shrivastava, 1983; Ong, Lai & Wang, 2004). Becoming ubiquitous since the 80’s and 90’s, learning management systems (LMS) are one of the means of e-learning—a learning situation where instructors and learners are separated by distance, time, or both (Raab, Ellis, & Abdon, 2002) as well as m-learning (mobile
This is the age of globalization where the world is connected through World Wide Web(WWW).The e-learning initiatives have connected
With the advent of modern technology, a forceful impact of this technology has been observed in nearly all walks of modern day life. With the increasing access to these facilities, the lives of modern-day human beings have changed so dramatically that in many cases a reversal towards the old ways of life seems apparently impossible. Similar is the case with the process of education. In general the concept of e-learning has modified learning modes and behaviors to a much greater extent. It has...