Return-Path: <nifl-workplace@literacy.nifl.gov> Received: from literacy (localhost.nifl.gov [127.0.0.1]) by literacy.nifl.gov (8.8.7/8.8.5) with SMTP id PAA03762; Wed, 27 Aug 1997 15:49:36 -0400 (EDT) Date: Wed, 27 Aug 1997 15:49:36 -0400 (EDT) Message-Id: <2.2.32.19970827133816.006c4330@electriciti.com> Errors-To: lmann@literacy.nifl.gov Reply-To: nifl-workplace@literacy.nifl.gov Originator: nifl-workplace@literacy.nifl.gov Sender: nifl-workplace@literacy.nifl.gov Precedence: bulk From: Marian Thacher <mthacher@electriciti.com> To: Multiple recipients of list <nifl-workplace@literacy.nifl.gov> Subject: [NIFL-WORKPLACE:1643] Re: motivating workers to participate X-Listprocessor-Version: 6.0c -- ListProcessor by Anastasios Kotsikonas X-Mailer: Windows Eudora Pro Version 2.2 (32) Status: RO I believe that the most successful workplace literacy classes are held on paid time. This is sometimes difficult to negotiate with the company, but if they really want to see change, this is the best way to see it. In the long run it pays off. Even holding a class between shifts, so that each shift has one paid hour and one unpaid hour, helps. In my experience this is the biggest single factor in having a well-attended and successful class. On top of the financial motivation, it sends a message that the company believes in and supports the learning process, and there is more of a feeling of accountability for results by all parties, so easier to get the whole planning team involved - company, learners, providers. I recently had a call similar to the one you describe. The instructor wanted to know how to motivate the workers to come to the literacy class. It turns out the class is on their own time, after they are already working 10 to 12 hours a day overtime. Well, gee, what could be holding them back? Marian Thacher
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