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At the DEANZ conference early May in Chch, Curtis Bonk and Elaine Khoo launched their new book online. If you haven't seen it yet, it's worth reading.

Downloadable for free. Uses motivational principles to underpin different activities.

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Comment by Hazel Owen on May 28, 2014 at 22:19

I must admit to being biased before I started dipping into this book, having always enjoyed Bonk and Khoo's work. I was not disappointed. I still have to read a lot of the book in detail, but have already found a number of ideas to mull over, and to apply in practice.

For a start it was refreshing to read (and affirming as it's something I've felt for a while, but haven't really found many other folk who agree) that "Most instructional design models are prescriptive and were designed for twentieth-century classrooms....Unfortunately, in the age of the participatory Web or Web 2.0, there actually are few, if any, instructional design models that continue to work as well as they did just a couple of decades ago" (p. 303). In turn, this is a bit of a worry as I know and have worked with many Instructional Designers who are working with such models with businesses. One of the issues here is, students who have learned in a blended, flipped learner-centred environment that focuses on motivation (say in a tertiary programme of learning), are then often required to undertake 'training' (as opposed to professional development), where the assumption is that by working through some content (sometimes augmented by quizzes and possibly case-studies), they will then be able to apply these learnings to their own practice. As such, there is a gap between eLearning design in industry, and the expectations of employees who have undertaken the 'training'. What are your thoughts?

I also appreciated many of the well-laid out suggestions and ideas, all unpacked from theory and what this might 'look like' in practice. Great common-sense suggestions too such as "Thoughtful integration of one or two ideas based on TEC-VARIETY will serve you better than randomly selecting 10 ideas meant to target each of the principles of the framework" (pp. 304-305).

1. Tone/Climate: Psychological Safety, Comfort, Sense of Belonging
2. Encouragement: Feedback, Responsiveness, Praise, Supports
3. Curiosity: Surprise, Intrigue, Unknowns
4. Variety: Novelty, Fun, Fantasy
5. Autonomy: Choice, Control, Flexibility, Opportunities
6. Relevance: Meaningful, Authentic, Interesting
7. Interactivity: Collaborative, Team-Based, Community
8. Engagement: Effort, Involvement, Investment
9. Tension: Challenge, Dissonance, Controversy
10. Yielding Products: Goal Driven, Purposeful Vision, Ownership

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