Thursday, January 13, 2022

Theory and Practice - Images of Organization

Yet another colleague, this time Jenna, asked even more about helping organizations be open to change. Specifically she asked if I had heard of some of the theories presented in Morgan's (2006) book before our class and in my opinion how practical was Morgan's text in contrast to the others that we've read? Her second question was if I've seen put the theories into practice? 


Usually what I've found when reading many of the less academic/more transactional books on leadership, there are very concrete processes, tools and procedures that would be immediately useful to managers and leaders looking to make changes in their organization. Although it's possible to glean some immediate tools and techniques from Morgan's (2006) book, I think we can all agree it's far more theory and more academic in nature. 

That being said, many of those tools, techniques, procedures, etc that are listed in those leadership books I've read are grounded in theory and usually couched in analogies, and stories from past experiences that provide real life color and lessons learned. How practical was this text? Extremely, in my opinion. I was mentioning to another student the other day how much I enjoyed Morgan's text if only because it provides so much more background and theory to what is usually only a few paragraphs in typical leadership books. I think if a typical mass market leadership book offered so much theory and background as Morgan's (2006) book does, the reader would be turned off and find another. There's a real desire, at least among my peers, to have concrete solutions and to have these presented so they can be crafted for their own organizations. 

Have I seen these theories put into practice? Yep. Quite a bit. My COO is a huge fan of understanding and promoting Matrix organizations and ensuring the teams understand their roles precisely. This is spelled out in detail by Morgan (2006). Additionally, having been a part of many re-organizations, and mergers, I've seen times when outside influences (usually other organizations or consultants) have come in and pinpointed problem areas and given recommendations for change, going from a closed, insular organization to a open system, for example. 

I think however, the biggest benefit of having read Morgan's (2006) book, is that all future books on business and leadership I might read will have deeper meaning and resonance with me. So all in all, it was a great text in my opinion.

Wednesday, January 12, 2022

Organizations Open to Change

A colleague in my class on Administration and Organization of Learning Communities had a question about my last post on how organizations can be open to change. I mentioned having been a part of several mergers and re-orgs, as well as events where outside agencies or consultants came in to suggest changes.


I've worked with both types of leaders, those who were open to thoughts of change, and those who weren't. 

One leader I look up to was more than willing to listen to and understand perceived challenges and open to hearing about ways to overcome them, from anyone, at anytime. Another leader I worked with was always recalcitrant and standoff-ish. In that second case I had to continue to move forward without his blessing and by the time we hit the finish line he could see the benefits I had been unable to translate to him during the beginning of the project. Additionally, I realized that his perspective was very much centered on budget demands. Looking back I realize now I might have been able to persuade him had I understood his primary motivation better and managed my communications around that. 

Regardless, I have found that successful and growing enterprises have leaders who are open to new ideas and thoughts from anyone in the organization. Some of the best leaders I've had loved to spend time with every level of worker who worked under them and learn about the real world challenges that the organization faced. 

I guess to get back to the original question, I think it's always best if the changes originate with those in charge, if only because it offers a degree of authority to the change you're hoping to see. That being said, as I mentioned above, finding the best way to engage those leaders and help them understand the challenge is always unique and I've been surprised how many variables can be in play in that. 

Tuesday, January 11, 2022

Organization and Administration of Adult Education Programs

Our professor asked us several questions about our work the past few weeks, and how what we have learned might shape our work in our organization.  

Based on all the readings in this course, how can we as leaders and managers analyze and make changes in our company or organization that hopefully allows it to remain viable and effective?

I think based on our readings and on my own experiences in my own and former organizations, that the best thing I can do as a leader to help analyze and make changes is to always find ways to improve, innovate, and be open to change. 


In so many former organizations, processes become locked in then are tough to change. Usually, those process solidify because of characteristics that are no longer valid within a few years. I've been working at working Morgan's (2006) organizations as organisms, and open systems into my final term paper, and as I look back at the companies I've worked with, closed organization is one that would describe most of them. 

Monday, January 10, 2022

Research Purpose, Questions, & Rationale for Virtual Reality and Emotion Exercises

The Health and Safety Council (HASC) is a non-profit contractor association that trains contractors in safety and skills tasks needed for working in petrochemical and oil refining facilities. 


Due to the large number of contractors who work on these sites, the most cost-effective and efficient method of providing this training has been computer-based training (CBT). 

HASC is researching the effectiveness of virtual reality (VR) as a tool to augment these CBTs to make CBTs more effective since finding more effective, engaging ways to utilize CBT training falls within HASC's mission (Health and Safety Council, 2006). As a part of this innovation, HASC is working to make the VR training more effective though the use of emotional videos.

In 2020, HASC developed a CBT that included VR exercises and studied the efficacy of VR exercises by comparing tests between a control group and an experimental group. The control group was provided a standard CBT with knowledge checks and tests. The experimental group had the same content as the control group but was allowed to take VR exercises to reinforce learning objectives. The analysis of this 2020 study showed that CBT courses augmented with VR exercises provided more resilient long-term memory formation than those without VR exercises (Health and Safety Council, 2020). 

HASC has released another CBT course with VR exercises that includes job-relevant videos with an emotionally compelling storyline. These are taken in the fully immersive VR headset along with the exercises. The intent of this new CBT is to determine what effects VR exercises with emotionally compelling videos might have on learners' understanding of the training concepts and the gravity of the procedures the training covers. Other studies such as Tyng et al. (2017) and Diemer et al. (2015), have found links between emotion and long-term memory formation and HASC intends to provide greater learner long-term memory formation using emotion as well as VR.

Rationale for the Study

HASC has developed a CBT course with VR exercises with emotionally compelling videos to try and increase long-term memory retention for the learners who take the course. This has been demonstrated in other studies where emotions are elicited via video and VR exercises (Marín-Morales et al., 2018, and Diemer et al., 2015). HASC hopes that videos showing interviews with affected family members and friends will create a sympathetic, emotionally resonant episode for learners that will increase the chances of retaining and recalling information later. When considering memories of our past, Holland and Kensinger (2010) write that "the past we recall often consists primarily of moments imbued with emotions" (p. 7). Additionally, Holland and Kensinger (2010) note that experiences that are more relevant and personal will likely be remembered more than those that have less relevance.


HASC deliberately excluded any analytical video analysis or emotions that might be perceived as negative when developing these videos. As Knorzer et al. (2016) write, more positive emotions in learning are a facilitator of knowledge and help learners enhance memory. In their investigation of Cognitive-Affective Theory of Learning with Media (CATLM), they researched whether positive emotions before learning increased memory and instead found that although "learner's emotional state had a crucial impact on learning outcomes: Learners with a negative emotional state before learning outperformed learners with a positive emotional state" (Knorzer et al., 2016, p. 627). Therefore, rather than focusing on positive or negative emotional states per se, HASC's study will focus on feelings such as empathy, compassion, sympathy, and pity. Also, unlike the Knorzer et al. (2016) analysis, the emotionally resonant videos are played after the VR exercises and summarize the procedure rather than being shown before the learning. Another rationale for providing memories that are sympathetic rather than negative comes from a study on emotional memory and event memory by Kuriyama et al. (2010). The authors found through their study that in terms of episodic memory, "the more fearsome the event, the more likely it is to be inaccurately recognized" (p. 133) despite findings in other studies that seem to show event memory being strong when strong emotions are present, especially fear. 

Unlike Knorzer et al. (2016), Zlomuzica et al. (2016) found that through their experiments on providing emotional resonance through short videos and their effect on episodic memory, the impact of positive and anxious emotional states had no change on episodic memory retention. Zlomuzica et al. (2016) found "an inverse correlation between the level of negative arousal and performance scores in memory for spatial context" (p. 185). The final results from Zlomuzica et al. (2016) found that emotional arousal of the test subject before the learning had a more negligible effect on episodic memory but may "hamper the memory for the event-location association." As stated previously, unlike Zlomuzica et al. (2016), HASC hopes to stimulate emotional arousal after the learning and the training, rather than prior. 


Knorzer et al. (2015) also conducted experiments regarding prior knowledge and how prior knowledge might affect cognitive load and memory. Learner's "with high working memory capacity perceive complex learning materials as less difficult and can compensate additionally imposed (extraneous) cognitive load" (Knorzer et al., 2015, p. 620), and a "higher working memory capacity has also been found to be a significant predictor for learning success in multimedia learning" (Knorzer et al., 2015, p. 620). 

Many of the studies have been conducted using subjects who are not a part of the industrial field workforce that HASC supports. HASC works with field workers, leaders, and contractors who work around hazards on a daily basis that could cause serious injury to themselves, their colleagues, or environmental hazards for the communities (Oil and gas extraction - hazards, n.d.). Although there are several studies on industrial workers and VR training efficacy (Gavish et al., 2015 and Vasilevski & Birt, 2020 and Colombo et al., 2014), there is a gap in the research of how VR and training that elicits emotion can encourage these workers to perform their work more safely. 

Research Purpose

The purpose of this research is to determine how emotionally compelling videos affect the learner's understanding of the concepts of the CBT VR training. There is evidence from HASC's 2020 VR study (Health and Safety Council, 2020) that there is an increase in long-term memory formation when VR exercises are added to traditional CBT. There is little research that combines emotion, VR, and micro-learning exercises of this kind for the contracting community that HASC supports. The videos that have been created as a part of this experiment show learners an interview with family members of industrial workers who were critically injured or killed in real-world accidents using the same procedures as those the learners are trained on in the CBT course. As stated in other studies like Knorzer et al. (2015) and Zlomuzica et al. (2016), there is a link between creating resilient episodic memory and the learner's emotional state. Since the videos are directly relevant to the work procedures in the training course, there should be direct relevance for the learner, which like Holland and Kensinger (2010) find, provides for more resilient memory formation for the learner. Additionally, many HASC learners are contractors who have taken multiple courses at the council over many years. In many cases, these are redundant training courses and they reinforce classes that the contractor learner may have taken many times. As Knorzer et al. (2015) found regarding prior knowledge affecting cognitive load and memory, this prior knowledge should lead to greater long-term memory development as learners will be less overly taxed. Finally, since there is a relationship between positive and negative emotions on learner memory, rather than focusing on positive or negative emotional states, HASC will focus on feelings such as empathy, compassion, sympathy, and pity to arouse emotion in the learner.



Research Questions

The research questions HASC hopes to answer include:

How do the learners who take the CBT courses with VR exercises describe the training course and concepts within them?

What impact do the learners believe the VR and videos will have on their desire to follow procedures outlined in the course when they are in the field?

How do the learners discuss the impact of the VR and videos compared to other training they have taken?

Definition of Key Terms/Constructs

CBT The acronym for Computer Based Training, the generic delivery process of providing training through a computer terminal. 

Contractor Workers, primarily field workers, who work on behalf of refinery and petrochemical facility owners. The predominant learning audience at HASC.

Episodic Memory A part of declarative memory that is focused on the specific, unique events around personal experiences (Schöne et al., 2019). 

HASC The common name/acronym for the Health and Safety Council. A non-profit operating in Pasadena, Texas since 1990 that trains contractors primarily within the petrochemical and oil and refinery industry to provide safety and skills training. 

Long-Term Memory Learning or recollection of events that are stored over an extended period of time. 

VR The acronym for Virtual Reality, 3D, immersive technology that provides interactive simulations for the learner.

References

Colombo, S., Nazir, S., & Manca, D. (2014). Immersive virtual reality for training and decision making: Preliminary results of experiments performed with a plant simulator. SPE Economics & Management, 6(04), 165–172.

Diemer, J., Alpers, G. W., Peperkorn, H. M., Shiban, Y., & Mühlberger, A. (2015). The impact of perception and presence on emotional reactions: a review of research in virtual reality. Frontiers in Psychology, 6, 26.

Gavish, N., Gutiérrez, T., Webel, S., Rodríguez, J., Peveri, M., Bockholt, U., & Tecchia, F. (2015). Evaluating virtual reality and augmented reality training for industrial maintenance and assembly tasks. Interactive Learning Environments, 23(6), 778–798.

Health and Safety Council. (2006). Vision and Mission Statements. https://www.hasc.com/about-hasc/vision-mission/

Health and Safety Council. (2020). Gauging Effectiveness of 3D VR for Memory Retrieval. Retrieved October 10, 2021, from https://drive.google.com/file/d/1jvogEWVVL7BLQSZ08bab9S1RGS-llAwN/view?usp=sharing

Holland, A. C., & Kensinger, E. A. (2010). Emotion and autobiographical memory. Physics of Life Reviews, 7(1), 88–131.

Knörzer, L., Brünken, R., & Park, B. (2016). Emotions and multimedia learning: the moderating role of learner characteristics: Emotions in multimedia learning. Journal of Computer Assisted Learning, 32(6), 618–631.

Kuriyama, K., Soshi, T., Fujii, T., & Kim, Y. (2010). Emotional memory persists longer than event memory. Learning & Memory (Cold Spring Harbor, N.Y.), 17(3), 130–133.

Marín-Morales, J., Higuera-Trujillo, J. L., Greco, A., Guixeres, J., Llinares, C., Scilingo, E. P., Alcañiz, M., & Valenza, G. (2018). Affective computing in virtual reality: emotion recognition from brain and heartbeat dynamics using wearable sensors. Scientific Reports, 8(1), 13657.

Oil and gas extraction - hazards. (n.d.). Osha.Gov. Retrieved October 9, 2021, from https://www.osha.gov/oil-and-gas-extraction/hazards

Schöne, B., Wessels, M., & Gruber, T. (2019). Experiences in virtual reality: A window to autobiographical memory. Current Psychology (New Brunswick, N.J.), 38(3), 715–719.

Tyng, C. M., Amin, H. U., Saad, M. N. M., & Malik, A. S. (2017). The influences of emotion on learning and memory. Frontiers in Psychology, 8, 1454.

Vasilevski, N., & Birt, J. (2020). Analysing construction student experiences of mobile mixed reality enhanced learning in virtual and augmented reality environments. Research in Learning Technology, 28(0). https://doi.org/10.25304/rlt.v28.2329

Zlomuzica, A., Preusser, F., Totzeck, C., Dere, E., & Margraf, J. (2016). The impact of different emotional states on the memory for what, where and when features of specific events. Behavioural Brain Research, 298(Pt B), 181–187.


Sunday, January 9, 2022

Resolution is Moving Forward Swimmingly

One of my resolutions is to run a fun run once a month. A workout resolution. This month it was at Sam Houston Race Park. Just a 5K. My partner didn't show so I ran alone. I didn't do too badly. 


I will say, I'm stunned, as always, by the number of people who line up to run in the wrong place. They get near the front and they either slowly run or in many cases flat out walk. 

Stuns me. I know not everyone is fast, but still, why would anyone get up at the front of the pack then start walking after a quarter mile! 

Did better than I thought for running solo. 

Friday, January 7, 2022

This Week's Small Epiphany

I'm not sure I have a true golden nugget this week. 


I think whatever epiphany has come this week has come by way of the homework we were graded on. After the initial shock, I went into analysis mode, and seeing the comments from Dr. Liang has given me a truer understanding of qualitative research design than the readings have. 

It's much like cooking something and being pleased with it when dining solo, vs serving it to friends and getting feedback. Hearing from others and getting feedback directly helps understand weaknesses that might have taken longer to have been revealed by myself (if they ever would have been revealed). 

Additionally, it's nice to have the DFL opportunity. I remember when I was in technical writing, I would always struggle to get a document or manual back with no red lines at all. I never did. It's humbling and incredibly instructive to have that editor read over your stuff and get that feedback from an outside source. Makes the document stronger. 

Now that I'm going back and writing the Research Purpose, Questions, & Rationale document again I (hope) see where I went off base and how I can make the research design stronger. So I guess that's my nugget for this week. I've learned more this week from the homework feedback than any amount of Crotty might give me (nothing against Crotty).


Thursday, January 6, 2022

More on Lenses and Methodolgies

I was asked yet again about the research design I'm planning and theoretical framework/lens, methodology, and more. 

At this point I'm intrigued how I might use Phenomenology as a theoretical lens through which I might glean  information on the training and the learners we will be interviewing.  As Battacharya (2017) writes, "phenomenology focuses around the meaning, structure, and essence of the lived experiences of a phenomenon for a person or group of people" (p. 98). 

The VR training we are providing will be unique in terms of delivery for our subjects in two ways, first the novelty of the VR exercises, secondly for the emotionally compelling videos that accompany the exercises. These two aspects offer a chance to glimpse our subjects feelings about how the training impacted them, rather than compare the outcomes and test results alone.



The methodology I intend to use would be open discussion via one on one interviews. The challenge will be in addressing what Battacharya (2017) points out when she writes, "we are not interested directly in exploring the experience of a particular phenomenon per say but rather the essence of that experience" (p. 98). We will have subjects with a shared, new, unique experience, and the opportunity to discuss the experience with the subjects. 

I considered using an interpretivist lens and case study as the methodology as Rashid et al. (2019) write "it allows the researcher to see the world through the eyes of the participants" (p. 4). Additionally, regarding case studies, Rashid states, "case study research consists of a detailed investigation, often with empirical material collected over a period of time from a well-defined case to provide an analysis of the context and processes involved in the phenomenon" (p. 5). Although I found these appealing, the breadth of the study was more wide ranging and monumental a task than might be achieved for this project, so I might have to save it for later.

References

Bhattacharya, K. (2017). Fundamentals of qualitative research: A practical guide. Left Coast Press.

Rashid, Y., Rashid, A., Warraich, M. A., Sabir, S. S., & Waseem, A. (2019). Case study method: A step-by-step guide for business researchers. International Journal of Qualitative Methods, 18, 160940691986242.


Wednesday, January 5, 2022

Phenomenology as a Theoretical Lens

At this point I'm intrigued how I might use Phenomenology as a theoretical lens through which I might glean  information on the training and the learners we will be interviewing.  As Battacharya (2017) writes, "phenomenology focuses around the meaning, structure, and essence of the lived experiences of a phenomenon for a person or group of people" (p. 98). The VR training we are providing will be unique in terms of delivery for our subjects in two ways, first the novelty of the VR exercises, secondly for the emotionally compelling videos that accompany the exercises. These two aspects offer a chance to glimpse our subjects feelings about how the training impacted them, rather than compare the outcomes and test results alone.

The methodology I intend to use would be open discussion via one on one interviews. The challenge will be in addressing what Battacharya (2017) points out when she writes, "we are not interested directly in exploring the experience of a particular phenomenon per say but rather the essence of that experience" (p. 98). We will have subjects with a shared, new, unique experience, and the opportunity to discuss the experience with the subjects. 

I considered using an interpretivist lens and case study as the methodology as Rashid et al. (2019) write "it allows the researcher to see the world through the eyes of the participants" (p. 4). Additionally, regarding case studies, Rashid states, "case study research consists of a detailed investigation, often with empirical material collected over a period of time from a well-defined case to provide an analysis of the context and processes involved in the phenomenon" (p. 5). Although I found these appealing, the breadth of the study was more wide ranging and monumental a task than might be achieved for this project, so I might have to save it for later.


References

Bhattacharya, K. (2017). Fundamentals of qualitative research: A practical guide. Left Coast Press.

Rashid, Y., Rashid, A., Warraich, M. A., Sabir, S. S., & Waseem, A. (2019). Case study method: A step-by-step guide for business researchers. International Journal of Qualitative Methods, 18, 160940691986242.


Tuesday, January 4, 2022

The COVID-19 Butterfly

Another colleague of mine is doing a study on Chaos Theory, specifially how has the COVID-19 pandemic align with the concepts of Chaos Theory, and what are some of the most significant workplace implications? 

I don't know as much about Chaos Theory as I would like, but I love the implications of research in to COVID-19. In general, I look at things through comparison, and I have a daily comparison of COVID-19 response every day at work. 

There are two learning organizations, side-by-side, in Houston that support the refinery and petrochemical industry. One, in general, supports contractors who work at owner/operator sites. The other, also speaking generally, supports the owner/operator. These two institutions would share a property line except for a small taqueria that is nestled between them. What's this have to do with COVID-19? 

One shut down for a year, the other never shut down. 

I find it fascinating that there were two similar training institutions and the responses to the COVID-19 outbreak were so drastically different. I'm not sure how Chaos theory might play a part in that, but as an agent of change, or a chaos factor, COVID-19 certainly seems to be a disruptor in many ways, the flapping of the butterfly wings so to speak. And yet there were two vastly different responses. 

I would love to see how the two compare. How many learners were and were not serviced? How did that affect the revenue, or not? How many people were furloughed or jobs were saved? How has this changed their preparations for other events like hurricanes, floods, or other outbreaks?

Monday, January 3, 2022

Good to be Recognized

 A couple of posts back I added a few images that show how I organized and analysed information for my class's duoethnography project. Basically I created a four quadrant concept map that included distance and size of data to represent different aspects of the data. 


Well, it's good to hear that the rest of the class really appreciated my work. When we presented our findings to the class many of my classmates mentioned how they wished that I they had seen my concept map before they created there presentations, becuase it made sense. 



I'm glad it did! It actually took me quite a bit of reflection to think up that concept and to use it. I'm glad all of that work paid off. 

I wish they would have said something about my color scheme and artistic style, but you can't have everything in life.