SBIR Phase II: Understanding 'Construction/Deconstruction' and the Role of Resistance in Accelerated Learning

这个小企业创新研究（SBIR）第二阶段项目解决了提高新技术引入工作场所的成功率的需求。一种名为ATTAIN（TM）的方法和服务被设想为通过快速、积极地识别组织中的关键流程和实践，并在员工认知和操作细节层面以增值方式转移它们，从而加速技术集成。这种方法已经被证明是非常成功的，但它是劳动密集型的，昂贵的，并且需要高技能的从业者。此外，ATTAIN所依据的方法没有足够的针对性。也就是说，通常情况下，企业只有3-4个工作流程或实践需要改变，以提高公司的竞争力。最初的方法并没有把这些因素单独挑出来，认为它们比工作场所的其他因素更重要。迄今为止，通过专门的模拟培训来改变工作场所的实践和工人的认知，从而增加新技术的有效结合，但没有为技术实施或变革确定最合适的目标，这是非常成功的。第二阶段的工作将涉及将现有方法与另一家公司的方法相结合。他们的方法已被证明可以识别出“少数至关重要”的做法，这些做法会降低公司的整体竞争生存能力，哪些是最合适的变革目标。第二阶段有两个目标。首先，将开发一种更快、更有针对性的混合方法。其次，将开发一种从业者培训方法和支持材料，使没有丰富经验的专业人员能够以高质量的方式交付该方法。在工作场所学习的混合方法中培训和许可从业人员将对有效和成功的技术集成和实施新技术的问题作出重大贡献。

This Small Business Innovation Research (SBIR) Phase II project addresses the need to improve the success rate at which new technologies can be introduced into the workplace. A methodology and service, ATTAIN(TM), has been conceived to accelerate the integration of technology by rapidly and aggressively identifying critical processes and practices in the organization and shifting them in value-added ways at the level of worker cognition and operational specifics. This method has been shown to be highly successful, but is labor intensive, expensive, and requires highly skilled practitioners. Furthermore, the method upon which ATTAIN is based is not sufficiently targeted. That is, more often than not, businesses have only 3-4 workplace processes or practices that need to be changed in order to increase the company's competitiveness. The original method does not single these out as more important than other elements of the workplace. To date, increasing the effective incorporation of new technology by changing workplace practice and worker cognition through specialized simulation training, but not at identifying the most appropriate target for the technology implementation or change has been very successful. The work of Phase II will involve integrating the current methods with those of another company. Their method has been shown to identify the "vital few" practices that mitigate a company's overall competitive survival and which are the most appropriate targets for change. Phase II has two goals. First, a hybrid method that is quicker and more targeted will be developed. Second, a practitioner training approach and supporting materials that make it possible for professionals without extensive experience to deliver the method in a high quality manner will be developed.Training and licensing practitioners in a hybrid method of workplace learning will contribute significantly to the problem of efficient and successful technology integration and implementation of new technologies.