Do you think that a professional development plan will work to motivate and educate teachers to embrace new technologies in their classrooms?

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If you were to create a professional development plan to address new technology issues in your organization, what would you recommend as the core components of this type of professional development plan?
Do you think that a professional development plan will work to motivate and educate teachers to embrace new technologies in their classrooms?
Is there a different approach that you could use as an administrator to encourage teachers to embrace new technologies in their classrooms?
What motivational theories would apply, and how would you use them?
How might you use the affective domain and taxonomy in this situation?
In creating a professional development plan that addresses the issue of technology, you must include the people it will affect the most. The stakeholders in the organization consist of administrators, teachers, parents, and students. The plan is for administrators to get teachers on board, and then in turn the teachers get the parents, and students on board (if necessary.) To do that, we must get to the root of the problem and/or its subproblems. Key components in creating this plan are:

*Identifying or defining the problem- What is causing or caused the apprehension in using new technology in the classroom? Having parents and employees to complete a survey or questionnaire where they can voice their concerns about the technology will give you an outline.

*What do you hope your outcomes will be? Based on the responses you receive; you will then know what direction to go in when brainstorming possible solutions. What do you hope to gain from the use of technology? What length of time will be allowed to elapse for results? The use of technology will allow learning to take place more efficiently, which will hopefully produce an increase in the learning abilities of both educators and students. Learning will be determined based on assessments that will be completed. The length of time allotted will be commensurate with educational objectives and based on school calendars. Your desired outcome is to have teachers properly trained and prepared to implement the use of technology during instruction.

*How will you reach your desired goal? Reaching your desired goal will require pre-service training, regular classroom observation, regular evaluations with feedback from both teachers and students.

*Implement the plan and upon review make any necessary changes to the plan so that it will be utilized to its full capabilities (MUSE- Developing an Action Plan.)

I believe that a professional development plan will help motivate teachers to continue to grow in the profession. Education is a life-long learning process. One way to develop and set goals is through a professional development plan (Loveland, T., 2012). For us to teach, we must be willing to learn. For us to be great, we must not be stagnant. A professional development plan will allow educators to see where they are and determine what they need to get to where they need and want to be. The only thing that remains constant is change. We must be the change that we want to see. Lead by example.

As an administrator, you must be objective. There are several approaches that could be taken to encourage the staff to embrace the use of technology. You can offer incentives such as free paper or other classroom items, monthly or quarterly drawings for gift cards. Also, maybe smaller things such as an extra ten-minute break during the day to allow just a little decompression.

Motivational theories that can be used are extrinsic motivation, intrinsic motivation, positive psychology, and the Transtheoretical Model of Change (Leadership Theories). Extrinsic motivation can be used by offering things such as the incentives listed. Intrinsic motivation is based on what the person values. Their values and beliefs will motivate them to adjust to a new way of learning and teaching with technology. Positive Psychology kind of falls in line with Intrinsic motivation because you do what makes you happy within this theory. People tend to do well in things that make them happy or that they love doing. If teaching makes them happy, then it should be easy for them to conform. And in the Transtheoretical Model of Change, a person goes through changes or metamorphosis of sorts for self-motivation.

The affective domain of learning includes values, attitudes, and behaviors (Bloom et. al 1956). Most people have a set of values and behaviors that are important to them, and their attitudes towards certain things tend to reflect those values and behaviors that they exhibit. Educators have a belief system that students can learn, and they provide a quality education through not only teaching but leading by example through their actions. When those things are done to the best of their abilities, it comes across in their attitudes towards people, and in their profession. This is true for adult learners as well. When people see how passionate you are about what it is you are doing and trying to achieve, and it is aligned with their vision, it will be easier for them to come alongside, with little to no resistance or hesitancy.

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