Theories and Technologies

Theories provide the theoretical foundation for understanding learning processes, while technology offers tools and platforms to implement and enhance learning experiences. By integrating theories with technology, educators can create innovative, effective, and inclusive learning environments that meet the diverse needs of learners



Learning Theories


Instructional Design (ID)
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Human Performance Improvement (HPI)
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Quality Improvement (QI)
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Person-Environment Fit

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Person-environment fit theories describe how the relationship of individuals and their environments affect work performance or relevant work/life satisfactions.  John Holland's (1985) Theory of Career Choice (RIASEC) classifies people into six personality types: realistic (R), investigative (I), artistic (A), social (S), enterprising (E), and conventional (C); and postulates that in choosing a career, people would like to work in an environment that are compatible to their personality type.   The Theory of Work Adjustment (TWA, 1984), also referred as the Person-Environment Correspondence (P-E-C) Theory, proposes that workers will continue to adjust themselves (such as knowledge, skill, attitude, or behavior) and the work environment to achieve the workplace professional equilibrium (such as fulfillment or job satisfaction). TWA summarizes six key work values: achievement, comfort, status, altruism, safety and autonomy, which determine the satisfaction levels of a worker when doing
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A case study: Individual’s Efficacy Beliefs and Self-Determination with Health Information Seeking

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Seeking information is the beginning of learning that information. If a person wants to know something, he will seek that information, put it into actions. According to the self-determination theory (SDT), need fulfillment contributes to one’s motivation in actions. On the other hand, the self-efficacy theory (SET) exhibits efficacy beliefs (including self-efficacy and response efficacy), i.e. individual's beliefs in his or her capability to execute behaviors necessary to produce specific performance attainments, are key determinants for executing the action.   Using the Health Information National Trends Survey (HINTS 4, Cycle 3), it found that low need fulfillment and low response efficacy over cancer prevention hinder people’s cancer information seeking, respectively, while confidence of getting needed information (high self-efficacy) stimulates people’s cancer information seeking. (The graph above shows the adjusted odds ratios and 95% confidence intervals for the soci
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HPI: Key Performance Indicators

Recall Gilbert's 2nd leisurely theorem , the potential for improving performance, PIP, provide a framework to measure performance deficiency. Use the actual state of performance, compare to the desire state of performance, the difference shows the "gap" in performance, then there is a "need" to fill this gap, i.e. to make performance improvement.   Performance is an abstract construct. The field has developed the concept of key performance indicators (KPIs) to facilitate performance measure and analysis. Key performance indicators are defined as quantifiable measurements that can reflect an organization, an individual, or any focused subject is successful, in meeting goals and objectives for performance. Below are lists of KPI examples.    Healthcare operational KPIs.  KPI Calculation Formula Notes Average hospital stay Average Hospital Stay  = Total Stay Duration / Total Number of Stays Grouped by treatment types
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