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Arcs Kellers Motivational Model: Group 7 Reyna C. Acobera Liberty Carreon Grace Anne Enting

The document discusses Keller's ARCS Model of Motivation which aims to sustain learner motivation through Attention, Relevance, Confidence and Satisfaction. It focuses on techniques to capture learner attention, ensure relevance to their needs and experiences, build their confidence in success, and provide satisfaction through rewards and application.

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Reyna Acobera
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79 views16 pages

Arcs Kellers Motivational Model: Group 7 Reyna C. Acobera Liberty Carreon Grace Anne Enting

The document discusses Keller's ARCS Model of Motivation which aims to sustain learner motivation through Attention, Relevance, Confidence and Satisfaction. It focuses on techniques to capture learner attention, ensure relevance to their needs and experiences, build their confidence in success, and provide satisfaction through rewards and application.

Uploaded by

Reyna Acobera
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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ARCS

KELLERS MOTIVATIONAL
MODEL

GROUP 7
REYNA C. ACOBERA
LIBERTY CARREON
GRACE ANNE ENTING
WHAT KEEPS YOU
MOTIVATED ?

Goals
Instructional Design Models And Theories: Keller’s
ARCS Model Of Motivation

John Keller is the founder of the ARCS Model of Motivation, which is based
upon the idea that there are four key elements in the learning process which
can encourage and sustain learners’ motivation.
These four elements form the acronym ARCS of the
model and stand for Attention, Relevance, Confidence
and Satisfaction (ARCS).
The ARCS Model: Attention
Keller suggested that attention could be obtained either:

Perceptual arousal,   Inquiry arousal,


-the learners' attention
would be gained by  -the learners' curiosity would be
surprise, doubt or stimulated by challenging problems
disbelief. that needed to be solved.
In order to grab and hold learners' attention, a variety of methods could
be employed, including:

1.Active participation.
Through games, role plays or other type of
hands-on practice, learners are encouraged to
become active participants in the learning
process.

2.Use of humor.
By including short humorous stories or
lighthearted humor in the learning course,
instructional designers can grab the
attention of the audience.
3.Conflict.
Another technique to grab learner's attention is to
present statements or facts that may be contrary to
what the learner knows or believe to be true. 

4.Variety
Instructional designers can also grab learners’ attention by
employing a variety of different media.

5.Real world examples.


It is generally accepted that learners get more
motivated if they believe that what they learn has a
practical application in real life.
The ARCS Model: Relevance
A successful learning course design must establish
relevance in order to motivate learners. Use language,
analogies or stories to which the learner can relate.

1. Link to previous experience. 2.Perceived present worth.


Allowing learners to establish They get more motivated if they see
connections of the new information a direct connection of how the
presented and what they already know learning course they attend will
from previous experience. equip them with new skills that will
help them to resolve their current
issues.
3. Perceived future usefulness.
The degree to which learners believe in how the learning course will help them
later in their real lives.

4.Modeling.
Set an example and offer presentations by those who may present them with a
model of success. 

5.Choice.
Giving learners choice upon their own instructional strategy is another factor
that increases motivation. 
The ARCS Model: Confidence
Instructional designers should instill a sense of confidence in learners by
helping them to believe that they can succeed.

2.Communicate objectives and


1.Facilitate self growth.
prerequisites.
Encourage learners to take small steps
Realizing that they can achieve the
and immediately show them their
goals and objectives of the learning
progress in the learning course.
course is another motivating factor for
them.
4.Give learners control.
3.Provide feedback.
By providing learners with some
Feedback is another important
degree of control over the learning
determinant of learners motivation.
process gives them a sense of
Knowing where they stand is crucial
independence and that they are in
in order for learners to continue with
control of their own success. 
the earning course.
The ARCS Model: Satisfaction
The last component of Keller’s ARCS Model of motivation is satisfaction. The ARCS
model presents a direct link between satisfaction and level of motivation, either
intrinsic or extrinsic.

1.Praise or rewards.
The learning process must 2.Immediate application.
present learners with some Learners should feel as though
kind of reward, whether this the skills or materials that they
may be a sense of are mastering will be useful in
accomplishment or praise the future.
from the trainer or online
facilitator
SUMMARY

Attention
Capturing the interest of learners, stimulating their curiosity to learn.
1.Perceptual Arousal
What can I do to capture their interest?
2.Inquiry Arousal
How can I stimulate an attitude of inquiry?
3.Variability
How can I maintain their attention?
 Relevance
Meeting the personal needs/goals of the learner to affect a positive attitude.
 Goal Orientation
How can I best meet my learner’s needs?
 Motive Matching
How and when can I provide my learners with appropriate choices,
responsibilities and influences?
 Familiarity
How can I tie the instruction to the learners’ experience?
 Confidence
Helping the learners believe/feel that they will succeed and control their success.
 Learning Requirements
How can I assist in building a positive expectation for success?
 Success Opportunities
How will the learning experience support or enhance the learners’ beliefs in their
competence?
 Personal Control
How will learners clearly know their success is based upon their efforts and abilities?
 Satisfaction
Reinforcing accomplishment with rewards (internal and external).
 Natural Consequence show can I provide meaningful opportunities for learners to use
their newly acquired knowledge/skill?
 Positive Consequences What will provide reinforcement to the learners’ successes?
 Equity How can I assist the learners in anchoring a positive feeling about their
accomplishments?

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