Corporate Digital Literacy Mandates

Abstract

Envision an employee showing up faithfully every day for work but cognitively checked out every minute (i.e., quiet quitting). This article adapts a futurist perspective to describe the adult education pedagogy of experiential learning in juxtaposition to the limitations of behaviorist employee training incentives. The authors conceptually apply Spiral Dynamic Theory (SDT) based predictive strategies to capitalize on the assumptions of intrinsic and extrinsic motivation themes among contemporary adult workers. The field of Adult and Continuing Education caters its teaching and learning to people who are 25 years of age and older. As employees, they bring to the corporate work environment a unique set of skills and life experiences that require pedagogical delivery that is innovative and motivating. Research shows that older adults are often technology averse. Therefore, scaffolding the employee’s use of technology and social media as expectations of the work tasks could help improve low digital literacy and increase self-efficacy. This paper offers Spiral Dynamic Theory (SDT) as an instrument for adult training and professional development design.

Why Employees Leave? A Basis for an Intervention Program to Counter Quiet Quitting

“…The term Quiet Quitting was first mentioned by Mark Boldger, an Economist, in a symposium about the decreasing motivations of a corporation's employees to climb the corporate ladder. Fast forward to 2022, the term became popular when Tiktok Influencer, Zaiad Khan, made a video introducing the concept to the people (Brown et al, 2023). Since said video, it became the new zeitgeist among workers, especially the Gen Z and Millennial employees.…”

“…Such instance leaves the employees no choice but, to resort to Quiet Quitting in order for them to cope with the different demands of life. Another example of Quiet Quitting is muting Group Chats, emails, notifications, and anything work-related after the usual working hours in order to spend more time with other aspects of life (Brown et al, 2023). Furthermore, if the workers' job description and contract just require them to work from Monday to Friday, 8:00 AM to 5:00 PM respectively, they make sure to go to work during the designated days and clock in and out on time.…”

“…Consequently, it was found that managers specifically target loyal workers over less committed colleagues in delegating unpaid work and additional job tasks (Stanley et al, 2023). Furthermore, many employees experienced an absence of feedback and support from their colleagues and managers as well as an absence of loyalty from their institutions despite working and performing diligently and efficientlyreceiving little incentive (Landin et al, 2023;Brown et al, 2023).…”