Eğitim ve Öğretim Süreci Bağlamında Öğrenme Çıktılarının Motivasyonla İlişkisi

Abstract

The need for education and learning of today's employee and the importance of meeting the need for institutions require that this work should not be left only to the efforts of employees. The fact that education and learning are a need also makes it necessary to systematically transfer this to the individual. Education is closely related to learning. Education includes learning. Education is about learning to do something and doing what needs to be done differently. From birth, a person is influenced by the lean environment in which he is located and the people in this environment. Whether it is systematic or beautiful, these effects are perceived and learned by the person within the framework of data and information from the environment. It seems that learning and education are often incorrectly used as synonyms. Training in institutions is the provision of knowledge, skills and attitudes that hired people need to have in order to do their jobs effectively. Learning, on the other hand, is that people acquire the knowledge, skills and attitudes they need to be able to do their jobs effectively. Education has a supportive quality that allows the transfer of methods and the learning process to make information useful and reflect it on behavior. Therefore, in an organizational sense, training refers to efforts that facilitate the learning of work-related competencies by employees. These competencies include the knowledge, skills and behaviors necessary for successful work performance. When evaluated in this sense, while education is used to provide a competitive advantage, it also has a feature that improves intellectual accumulation. Key Words: Education, Training, Learning Outcomes, Motivation