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Article
Publication date: 9 July 2020

Paul Lyons and Randall Paul Bandura

The purpose of this paper is to demonstrate the linkage of case-based instruction with the enhancement of self-regulated learning of employees. Specific objectives are to…

Abstract

Purpose

The purpose of this paper is to demonstrate the linkage of case-based instruction with the enhancement of self-regulated learning of employees. Specific objectives are to review and describe: some characteristics of adult learning, features and functions of self-regulated learning (SRL) and the instructional approach, case-based learning (CBL), followed by a synthesis of the information in the form of a detailed, CBL approach for practitioner use.

Design/methodology/approach

The approach used in this work is represented in the following phases. First, conduct a literature review of each of these areas: characteristics of adult learners, details of SRL and its components, accompanied by the expression of linkages among the concepts and CBL. This includes exploration of metacognition, as it relates to the self-regulation of learning. Also reviewed was CBL, including theory background. Literature reviews were aided by databases: Education Research Complete, Psych Info and ScienceDirect. The second substantive phase was to synthesize the information obtained in the reviews and analysis and create a detailed design presentation for using CBL with trainees.

Findings

The findings of the analysis and synthesis of information enable the expression of a complete, detailed approach to the application of CBL for practitioner use. A review of practices in CBL augmented with examination of important theories of situated cognition and constructivism assist in building a rationale as to how case-based instruction may improve individual and team/group self-regulation of learning.

Practical implications

Presented in the paper is a complete model of case-based instruction for practitioner use and refinement.

Originality/value

Case-based instruction has not been directly linked to the self-regulation of learning. This paper makes a contribution to the literature of CBL as well as to situational cognition.

Details

Industrial and Commercial Training, vol. 52 no. 3
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 12 June 2017

Randall Paul Bandura and Paul Lyons

This paper aims to express the value of manager/supervisor coaching with the intent of improving employee self-regulated learning (SRL). It examines the concept of SRL and…

536

Abstract

Purpose

This paper aims to express the value of manager/supervisor coaching with the intent of improving employee self-regulated learning (SRL). It examines the concept of SRL and its components; how SRL can assist employee performance and contribute to organizational success; and ways in which managers may intervene with employees via coaching to assist employees’ learning.

Design/methodology/approach

This discussion of SRL and coaching is based on an extensive literature review of recent research regarding SRL.

Findings

There are many practical opportunities for managers to enhance SRL of employees through coaching in the workplace.

Originality/value

There are many practical opportunities for managers to enhance SRL of employees through coaching in the workplace.

Details

Human Resource Management International Digest, vol. 25 no. 4
Type: Research Article
ISSN: 0967-0734

Keywords

Article
Publication date: 20 September 2022

Paul Lyons

The primary purpose of this paper is to identify for practitioners and readers of this journal several interventions represented in empirical research that have shown…

Abstract

Purpose

The primary purpose of this paper is to identify for practitioners and readers of this journal several interventions represented in empirical research that have shown promise with regard to the stimulation and/or reinforcement of employee work engagement. The aim is to identify a range of interventions that managers, supervisors or coaches may consider for a given setting as they go about enabling employee learning and performance improvement.

Design/methodology/approach

Examination of the research literature on work engagement provided initial guidance for study of interventions that link to enhancement and/or reinforcement of employee work engagement. Information was found that aids in developing an understanding of the dynamics of work engagement as well as identifying a variety of interventions successfully applied in many organizations in several countries. The fundamental approach used in the study is a scoping review. Overall, the paper is generally discursive and details are offered based on review of empirical study and meta-analyses.

Findings

Findings are represented by a detailed explanation of the construct of work engagement, its theoretical grounding and its relationship with performance and achievement. A summary of interventions identified across many empirical studies provides guidance for managers and leaders, primarily, and organizations with regard to interventions to aid with employee learning, growth and performance improvement.

Research limitations/implications

Research implications deal mainly with issues linked to the concept of work engagement and the primary tool used for its measurement.

Practical implications

Substantial information is presented to give a manager, coach or supervisor a detailed view of the construct of work engagement and how one may influence employee growth with regard to the concept. Several interventions are identified, all of which have been shown to be effective. The manager can examine these interventions and make choices about how to influence the employees in her/his unit.

Originality/value

While hundreds of studies of work engagement have identified and highlighted a variety of interventions used to stimulate or reinforce work engagement with employees, there have been few efforts made to provide practitioners/managers with an array of interventions that have been shown, repeatedly, to be effective. The present study provides such an array.

Details

Journal of Workplace Learning, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1366-5626

Keywords

Article
Publication date: 5 June 2017

Paul Lyons and Randall P. Bandura

The purpose of this paper is to explore the potential benefits of integrating self-regulated learning with skill charting, a training and development tool. The following…

Abstract

Purpose

The purpose of this paper is to explore the potential benefits of integrating self-regulated learning with skill charting, a training and development tool. The following areas are examined: manager-as-coach, self-regulated learning, and skill development through skill charting.

Design/methodology/approach

This discussion of manager stimulation through the integration of self-regulated learning and skill charting is based on an extensive literature review of recent research as well as that done by the authors.

Findings

There are many practical opportunities for managers to enhance self-regulated learning of employees using skill charting. Because self-regulated learners tend to reflect a growth mindset they are more likely to engage in performance improvement, change and innovation. These personal characteristics are highly valued by most managers as they may provide a competitive advantage for organizations. Managers, acting as coaches with individuals or small groups, can be instrumental in helping employees to internalize self-regulating learning practices at the same time the employees participate in learning important job skills. The approach offered here also encourages team-building skills, knowledge acquisition, and employee engagement.

Originality/value

This fresh look at an integration of self-regulated learning with the skill-charting approach offers specific, practical suggestions for manager stimulation of self-regulated learning.

Details

Industrial and Commercial Training, vol. 49 no. 5
Type: Research Article
ISSN: 0019-7858

Keywords

Article
Publication date: 14 August 2017

Randall P. Bandura and Paul R. Lyons

This paper aims to provide some bounds to the concept of employee engagement, explain how it links to job performance and offer a practical training tool, skill-charting…

1544

Abstract

Purpose

This paper aims to provide some bounds to the concept of employee engagement, explain how it links to job performance and offer a practical training tool, skill-charting (SC), that can assist a manager and her/his employees attain higher levels of work engagement.

Design/methodology/approach

The discussion of SC and employee engagement is based on a literature review of recent research.

Findings

In the realm of opportunities for managers to encourage and enhance employee engagement, the learning and problem-solving tool, SC, presents a practical means to achieve positive results in several domains.

Originality/value

There are few instances in the literature where highly specific advice is offered to practitioners regarding how managers can quickly and directly stimulate, encourage and assist employees to reach higher levels of engagement. The approach suggested in this paper can be of much value to both manager and employees.

Details

Human Resource Management International Digest, vol. 25 no. 6
Type: Research Article
ISSN: 0967-0734

Keywords

Article
Publication date: 5 August 2020

Paul Lyons and Randall Paul Bandura

The purpose of this study is to advance the proposition that organizations involved with training of employees should make. First, CBI is linked to skill development areas…

Abstract

Purpose

The purpose of this study is to advance the proposition that organizations involved with training of employees should make. First, CBI is linked to skill development areas recognized as high value in the contemporary and future workplace such as analysis, problem-solving and soft skills such as active listening, collaboration and compromise. A second linkage is to an emerging, tested model of integrative pedagogy (IP) focused on improving workplace learning for adults.

Design/methodology/approach

Reviews were completed of empirical literature and expert opinion from three different domains: current and future skills needs, IP for adult learners and CBI. Review information was analyzed and incorporated into a proposal.

Findings

Identified are some of the current and projected employee skill needs in the increasingly complex digital work place. Explained are features of IP as well as how the features help advance a learning environment for adults. The authors explain the application of CBI and how it meshes with IP to leverage workplace learning of needed current and future skills.

Practical implications

There is sufficient information presented to enable a practitioner with little experience with CBI to apply the approach with employees. This can be especially helpful if the training objectives involve critical thinking, strategy formulation, communicating ideas, teamwork and related areas.

Originality/value

Much has been written about skills needs for current and future scenarios, and about the efficacy of CBI. Yet there are few attempts at tying the skills needs with pedagogical theory and the delivery of instruction that engages many skill needs. This paper helps address this gap.

Details

Journal of Workplace Learning, vol. 32 no. 7
Type: Research Article
ISSN: 1366-5626

Keywords

Article
Publication date: 6 March 2017

Paul Lyons and Randall Bandura

The aim of this paper is to offer a viewpoint that grade point average (GPA) does more than generally predict success on the job; it also helps predict whether a recruit…

493

Abstract

Purpose

The aim of this paper is to offer a viewpoint that grade point average (GPA) does more than generally predict success on the job; it also helps predict whether a recruit or employee has a tendency to engage in voluntary, helpful behavior in the service of co-workers and the organization. If GPA helps predict both job success or performance, and one’s predisposition to freely offer helpful behavior in the work environment, then the GPA metric has increased value.

Design/methodology/approach

A review of recent and past research demonstrates that voluntary, helpful behavior on the job, adjunct to competent performance of required tasks, results in desirable consequences for the organization, co-workers and the employee. A summary of key points of several studies and some details of a recent study makes clear the link between GPA and helpful behavior.

Findings

Supervisor ratings and two brief surveys have been found to correlate positively and significantly with voluntary, helpful employee behavior. The same surveys also correlate positively and significantly with collegiate GPA.

Originality/value

The combination of metrics identified in this paper is rarely studied or used. The surveys, in particular, may assist recruiters and managers to identify employee value across a broad spectrum of performance.

Details

Development and Learning in Organizations: An International Journal, vol. 31 no. 2
Type: Research Article
ISSN: 1477-7282

Keywords

Article
Publication date: 29 November 2017

Paul Lyons and Randall P. Bandura

Grounded on components of experiential learning theory (ELT) and self-regulation of learning (SRL) theory, augmented by elements of action theory and script development…

Abstract

Purpose

Grounded on components of experiential learning theory (ELT) and self-regulation of learning (SRL) theory, augmented by elements of action theory and script development, the purpose of this paper is to demonstrate the case-based modeling (CBM) instructional approach that stimulates learning in groups or teams. CBM is related to individual and group learning, reflective practices, and the growth mindset. The whole instructional approach is explained in detail as well as unintended consequences and benefits.

Design/methodology/approach

The important features of ELT and SRL are presented as well as details of the use of cases (case studies, scenarios, and stories), the creation of case material, and the dynamics of script development. A detailed presentation of the CBM approach with attendant explanation of how the various theories are connected to the steps of the approach is offered. Empirical evidence of the efficacy of CBM is expressed.

Findings

The CBM approach may be used effectively in collegiate instruction, employee training and problem solving (in groups), and in other settings. The outputs of the instruction and its processes should result in malleable performance (behavioral) scripts intended to improve both learning and performance. The approach requires high-level involvement and attention to detail.

Originality/value

The paper details the confluence of two important learning theories: experiential learning and SRL that result in a formal instructional model. Activities require learning on the individual and group level. The entire instructional model is presented in a way that a practitioner may implement the model. In addition, substantial detail is provided on the construction of case material and the sources of case material.

Details

Education + Training, vol. 60 no. 2
Type: Research Article
ISSN: 0040-0912

Keywords

Article
Publication date: 11 July 2016

Paul R. Lyons

The purpose of this paper is to present some of the foundational characteristics of the effective delegation of authority. Taken from a broad array of research and…

2306

Abstract

Purpose

The purpose of this paper is to present some of the foundational characteristics of the effective delegation of authority. Taken from a broad array of research and opinion, the fundamental aspects are given clear exposition.

Design/methodology/approach

Addressed in this paper are several areas that establish the basis for effective delegation to include the psychology of delegation, potential benefits, delegation and high performance human resource management practices, and fears of actually delegating authority.

Findings

Findings are grounded on actual practices which have been researched. There is a “science” to manager delegation of authority, and the critical information about how to delegate is presented.

Originality/value

This work gives shape to the actions that help to create effective delegation. There are many benefits that accrue from effective delegation, and these benefits are often under-represented.

Details

Human Resource Management International Digest, vol. 24 no. 5
Type: Research Article
ISSN: 0967-0734

Keywords

Article
Publication date: 2 October 2018

Paul R. Lyons and Randall P. Bandura

The purpose of this paper is to express metacognitive functioning in general terms and to explain how it influences employee learning/knowledge acquisition…

389

Abstract

Purpose

The purpose of this paper is to express metacognitive functioning in general terms and to explain how it influences employee learning/knowledge acquisition, self-regulation, engagement and growth mind-set.

Design/methodology/approach

The authors provide a viewpoint grounded on a review of recent research regarding the regulation of learning on-the-job. Concepts are expressed in a direct manner for the use of human resource practitioners and managers.

Findings

Metacognition is mental work that helps one to regulate and improve his/her learning. The authors find that there are ways for human resource practitioners and/or managers to assist employees improve their learning practices that ultimately influence work activities and outcomes.

Originality/value

Metacognition is not a scientific mumbo-jumbo; it represents how one learns to learn. In organizations, it is important to understand how a typical employee may improve her/his learning processing and learning outputs. Authors suggest that practitioners and managers attain some understanding of metacognition and how one may stimulate improved learning processing in employees.

Details

Human Resource Management International Digest, vol. 26 no. 6
Type: Research Article
ISSN: 0967-0734

Keywords

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