Self-Regulation Outline

I.               Introduction

Self-regulation is an important process in learning as it can help in both thought processes and learning.  According to Schunk (2012), self-regulation is how an individual learns to focus feelings, actions, and thoughts gearing them toward achieving their goals. In measuring self-regulation starting with a baseline of learning to find out what employees know is important.  From here things can be created and tailored around what the employee already knows. Self-regulation is an important process that can assist a business in helping individuals to create and focus on goals.  Training employees to focus on what they are trying to do can help to solve issues such as behavioral issues and aggression in the workplace.  Resolving these issues means that employees are more focused on doing a good job at work since the individuals are creating a positive focus for learning and training.

II.             Proposing to Measure Self-regulation

a.     Change in Stimuli

                                               i.     In a working environment doing the same repetitive tasks continually can become boring for a person. In order to measure self-regulation the first step would be to find a baseline of learning.  This way it can be seen how much the person knows about their job. From there the company can look at different aspects such as if the individual needs additional training, does the individual need a change in duties, or is there something the company can change that will help the individual be less bored and more productive.

b.     Motivations/Rewards

                                               i.     Aspects such as a person’s motivations, rewards, and goals can impact a person in a working environment.  Rewards can increase a worker’s motivation to perform better at their job.  Developing appropriate rewards such as promotions may be a good way in order to get employees to set goals and be motivated to achieving those goals. In this way according to Deci, Eghrari, Patrick, and Leone (1994), employers are providing a way for employees to set goals to focus on and develop self-regulation to achieve the goals.

III.           Operational Definition

a.     Self-regulation is defined as how a person learns to focus their thoughts, feelings and actions toward achieving their goals (Schunk, 2012).

IV.          Limitations

a.     Some limitations include that rewards may not always be an effective way in order to motivate employees.  After a while rewards may run their course and employees will continue to go back to the previous behavior making self-regulation basically non-existent. As the employee no longer cares about performance or being motivated to do a good job or even their job they will stop striving toward goals as well as even setting goals. 

V.            Assumptions

a.     The assumptions being made are that self-regulated learning training programs will prove to be effective.

VI.          Hypotheses

a.     The hypothesis is that through self-regulation we can create a better workforce by increasing production and employee motivation.

b.     The hypothesized that training, when is in the use of self-regulation, it will improve cognitive functioning in the terms of:

                                               i.      Increased fluid intelligence performance (Schunk, 2008).

                                             ii.     Better learning of training materials (Schunk, 2008).

VII.        Data Analysis Plans

a.     Data analysis will be done through a metacognition analysis in which different components of training programs, rewards, motivations, and learning will be assessed (Schunk, 2008).  Different methods will be used such as self-reporting and questionnaires, and tests that cover trained materials.

VIII.      Deficiencies identified

a.     Deficiencies lie in both the methods for assessing learning such as self-reporting or questionnaires since employees may not wish to take them seriously and in the measuring of self-regulation.  Employees wishing to just get through the information may not take it seriously and will just write anything to get it done with in the self-reporting and questionnaires, this needs to be factored in when verifying results.

IX.          Conclusion

Self-regulation is an important process that can assist a business in helping individuals to create and focus on goals.  Training employees to focus on what they are trying to do can help to solve issues such as behavioral issues and aggression in the workplace.  Resolving these issues means that employees are more focused on doing a good job at work since the individuals are creating a positive focus for learning and training.

References

Deci, E., Eghrari, H., Patrick, B., & Leone, D. (1994). Facilitating internalization: the self-determination theory perspective. Journal of Personality, 62(1), 119-142.

Schunk, D. (2012). Learning theories: an educational perspective. Boston: Pearson

Schunk, D.H. (2008). Metacognition, self-regulation, and self-regulated learning: Research recommendations. Educational Psychology Review, 20.4 pp 463-467.