online learning

How can organizations ensure completion of online learning?

Online learning has seen a great impetus these days because it’s standardized.

But there are many reasons why learners don’t complete a course although they have signed up for it. For example, a study has revealed that the dropout rates are even high among Harvard learners, as high as 96%. But the online learning companies can ensure that their courses have some elements so that the learners finish them. These are the following tips for ensuring that:

  1. A logical Schema in the course: A schema is crucial for a course that decides its structure. Human beings tend to grasp information better when it’s organized with proper relationships. The learners feel motivated to go through a course that goes bits by bits building upon their understanding. Moreover, show the learners how pursuing the course can contribute to their skills and attain better performance. This way, with a practical application of the knowledge inbuilt into the course, learners retain things better.

  3. Social-emotional learning: Social-emotional learning is also a useful way in which learners can be made to complete the course. This kind of learning allows the learners to imbibe information more easily because it combines emotional and social skills to create better outcomes. It teaches skills like social awareness and empathy to learners. To become better employees, self-awareness must be taught to them because it is a prerequisite to self-management.
    It includes the ability to understand the inner thought, values, behavior, goals, and emotions which manifest into behavior. Hence an employee who has self-awareness has a positive image and knows why he is behaving in a certain manner. Such an employee knows the triggers which can cause him to lose control. Furthermore, it’s important that the learners are taught skills such as self-management to ensure that they attain financial success and goals by monitoring their emotions and behaviors (responses) in various situations. Self-management includes the employees’ power to control their emotions, understand their duties, and attain them.
    For example, when employees are taught self-management, they get role clarity. Hence they know their responsibilities at the workplace and how they help the organization. They get an idea of whom they are dependent for completing such duties. They also understand how organizational goals are crucial, and online learning can help them attain them and complete the course. They comprehend their future roles and don’t lose sight of their learning targets. They also don’t allow their goals to take precedence over organizational goals and hence don’t get distracted.

  5. Emotional well-being: It has been discovered that our Brain development and consequent learning are highly affected by physiological conditions, including emotional and cultural well-being. Therefore, the learners must not be subjected to any kind of stress which is not conducive to learning. Hence the individuals must not feel discriminated against because it can be detrimental to their cognition and learning. Furthermore, it has been proved that stress can cause a person’s physiology to alter and undermine the functioning of his brain, significantly reducing his working memory resources.A company can ensure that the students/employees don’t suffer from any lack of cultural wellbeing by holding interventions for them. With any cultural misalignment, employees can feel invalidation which causes them to lose their emotional well-being, affecting learning capability adversely.

  7. Productive environments: The learners must also be given productive environments optimal for their learning. The learners must be encouraged to create social identities with their newly acquired knowledge and skills. This makes them retain more because they know that they serve a purpose in the company. Hence the learners must be respected in their organizations; their values are given due importance, and all the members must have shared responsibilities. There should be a focus on building strong relationships among employees to feel emotionally secure.

  9. Scope for exploration: Exploration is also an important part of the learning environment for adults. It implies that the learners must know when to continue learning or stop doing that because they have goals. The employees can be paired in groups to figure out answers to particular problems, like what will happen if something is done in a certain way. The employees can also be given equipment materials to seek the relevant answers. Once they get their answers, the employees can reflect on them, allowing for better retention.
  10. Developing habits of mind for life-long learning: The employers can ensure that the employees develop habits of mind such as reasoning, which are critical for continuous and independent learning. Hence positive learning environments are a must for teaching such habits. The employees become learners and develop curiosity and a hunger for comprehension. The employees must ensure that the learners are included in their choices which require planning as a prerequisite.


In the end:

The learners also need physiological ways to learn. It’s true that young people’s emotional and academic development are related. A student/learner who is not getting a good environment at home fails in his grades. Hence, it is important that for better learning, students/learners are provided with sleep, social relationships, and positive emotional associations so that the brain is ready to grasp the information served.

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