Welcome to the Course CHS 385

1. Welcome to the Course CHS 385 Wish You a HAPPY Semester BasmahKattan

2. Instructor's Expectations: • Mobiles OFF

3. Instructor's Expectations: • Attendance and Punctuality

4. Instructor's Expectations: • Participation

5. Instructor's Expectations: • Commitment

6. Instructor's Expectations: • Respect of each other

7. Instructor's Expectations: • Respect of due dates

8. Teaching & Learning Mrs. BasmahKattan CHS 385

9. Outline • Principles of Learning • Characteristics of patient learners (children ,adolescent, adult ). • Andragogy • Learning Tips for Effective Instructors (Elements of learning): - Motivation - Transference - Retention - Reinforcement

10. Principles of Learning • We learn to do by doing. • We learn to do what we do and not something else. • Without readiness, learning is inefficient and may be harmful. • Without motivation there can be no learning at all. • For effective learning, responses must be immediately reinforced. • Meaningful content is better learned and longer retained than less meaningful content.

11. Characteristics of patient learners(children ,adolescent, adult ). How can these differences affect your educating technique Teaching Children: Teaching adolescent As a person matures: Teaching Older patients Barriers to Adult Learning

12. Teaching Children. How?

13. Teaching Children: How can these differences affect your educating technique Consider growth and development stage. They are not small adults. They have short alertness span, don’t prolong sessions.

14. Teaching Children: They Learn more through practice Consider play therapy. They pay attention in sessions.

15. Teaching Adolescents. How?

16. Teaching adolescent Peer group very important. Use language that shows them that they are adults. Teach them like adult.

17. Teaching adolescent How can these differences affect your educating technique Teach them without parents. Group teaching and support groups makes good effects. Give responsibility. Body image is very important. Honesty is crucial.

18. As a person matures: How can these differences affect your educating technique His/her self-concept moves from dependency to self-directing Accumulates a growing reservoir of experience, which is a rich resource for learning

19. As a person matures: How can these differences affect your educating technique Change in time perspective: from future application of knowledge to immediacy of application---more problem-centered than subject-centered in learning Motivated to learn by internal factors rather than external ones

20. As a person matures: How can these differences affect your educating technique Established Beliefs, values Less flexible Are accustomed to responsibility

21. As a person matures: How can these differences affect your educating technique Have rich experience Have different learning styles. Fear failure and embarrassment. Need praise and encouragement.

22. Teaching Older patients: How can these differences affect your educating technique Speak at a low tone. Present information slowly with explanations. Reduce distraction.

23. Teaching Older patients: Allow plenty of time for absorption. Keep in mind their reduced capacity of learning. Use experience and groups.

24. Teaching Older patients: Keep in mind their anxiety level. Involve family member. Avoid making changes in medical regimen unless necessary.

25. Andragogy

26. Andragogy • A popular term used as a way of describing adult learning through the work of Malcolm Knowles. • The term andragogy was originally formulated by a German teacher, Alexander Kapp, in 1833 • Andragogy (andr- meaning 'man') could be contrasted with pedagogy (paid- meaning 'child' and agogosmeaning 'leading')

27. Andragogy • For Knowles, andragogy is premised on at least four crucial assumptions about the characteristics of adult learners. A fifth was added later.

28. Characteristics of adult learners 1.Self-concept: As a person matures his self concept moves from one of being a dependent personality toward one of being a self-directed human being 2. Experience: As a person matures he accumulates a growing reservoir of experience that becomes an increasing resource for learning. 3. Readiness to learn. As a person matures his readiness to learn becomes oriented increasingly to the developmental tasks of his social roles. How can these characteristics affect your educating technique

29. Characteristics of adult learners 4. Orientation to learning. As a person matures his time perspective changes from one of postponed application of knowledge to immediacyof application, and accordingly his orientation toward learning shifts from one of subject-centeredness to one of problem- centeredness. 5. Motivation to learn: As a person matures the motivation to learn is internal(Knowles 1984). How can these characteristics affect your educating technique

30. Learning Tips for Effective Instructors • There are four critical elements of learning that must be addressed to ensure that participants learn. These elements are • Motivation • Reinforcement • Retention • Transference

31. Motivating the Adult Learner • Another aspect of adult learning is motivation. • At least six factors serve as sources of motivation for adult learning: • Social relationships: to make new friends, to meet a need for associations and friendships. • External expectations: to comply with instructions from someone else; to fulfill the expectations or recommendations of someone with formal authority.

32. Motivating the Adult Learner • Social welfare: to improve ability to serve mankind, prepare for service to the community, and improve ability to participate in community work. • Personal advancement: to achieve higher status in a job, secure professional advancement, and stay abreast of competitors. • Escape/Stimulation: to relieve boredom, provide a break in the routine of home or work • Cognitive interest: to learn for the sake of learning, seek knowledge for its own sake, and to satisfy an inquiring mind.

33. Barriers and Motivation • Adults have many responsibilities that they must balance against the demands of learning. • Because of these responsibilities, adults have barriers against participating in learning. • Some of these barriers include lack of time, money, confidence, or interest, lack of information about opportunities to learn, scheduling problems, and problems with child care and transportation.

34. Barriers and Motivation • The best way to motivate adult learners is simply to enhance their reasons for education and decrease the barriers.

35. Barriers and Motivation • Feedback must be specific, not general. • Participants must also see a rewardfor learning. • The reward does not necessarily have to be monetary. • Finally, the participant must be interested in the subject. Interest is directly related to reward.

36. Reinforcement • Reinforcement is a very necessary part of the teaching/learning process; through it, instructors encourage correct modes of behavior and performance. • Positive reinforcement is normally used by instructors who are teaching participants new skills. As the name implies, positive reinforcement is "good" and reinforces "good" (or positive) behavior.

37. Reinforcement • Negative reinforcement is the contingent removal of a noxious stimulus that tends to increase the behavior. The contingent presentation of a noxious stimulus that tends to decrease a behavior is called Punishment. Reinforcing a behavior will never lead to extinction of that behavior by definition. • Punishment leads to extinction of a particular behavior, but positive or negative reinforcement of that behavior never will.

38. Reinforcement • When instructors are trying to change behaviors (old practices), they should apply both positive and negative reinforcement. • Instructors need to use it on a frequent and regular basis early in the process to help the learners retain what they have learned. Then, they should use reinforcement only to maintain consistent, positive behavior.

39. Retention • learners must retain information from classes in order to benefit from the learning. • The instructors' jobs are not finished until they have assisted the learner in retaining the information. • In order for participants to retain the information taught, they must see a meaning or purpose for that information. • They must also understand and be able to interpret and apply the information.

40. Retention • The amount of retention will be directly affected by the degree of original learning. Simply stated, if the participants did not learn the material well initially, they will not retain it well either. • Retention by the participants is directly affected by their amount of practice during the learning. • Instructors should emphasize retention and application. • After the learners demonstrate correct (desired) performance, they should be urged to practice to maintain the desired performance.

41. Transference • Transfer of learning is the result of training • It is the ability to use the information taught but in a new setting. • As with reinforcement, there are two types of transfer: positive and negative. • Positive transference, like positive reinforcement, occurs when the participants uses the behavior taught . • Negative transference, again like negative reinforcement, occurs when the participants do not do what they are told not to do. This results in a positive (desired) outcome.

42. Transference • Transference is most likely to occur in the following situations: • Association -- participants can associate the new information with something that they already know. • Similarity -- the information is similar to material that participants already know; that is, it revisits a logical framework or pattern. • Degree of original learning-- participant's degree of original learning was high. • Critical attribute element-- the information learned contains elements that are extremely beneficial (critical) for the person ( ex. Job).

43. At the end • The heightened success requires a greater responsibility on the part of the teacher. • The learners come to the course with precisely defined expectations. • There are barriers to their learning. • The best motivators for adult learners are interest and selfish benefit. • If they can be shown that the program benefits them pragmatically, they will perform better, and the benefits will be longer lasting.

44. References • Stephen Lieb,Arizona Department of Health ServicesVISION, Fall 1991

45. Thank you!