Page 1 of 9
Journal for Studies in Management and Planning
Available at http://edupediapublications.org/journals/index.php/JSMaP/
e-ISSN: 2395-0463
Volume 02 Issue 6
June 2016
Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 1
ICT as Instructional Materials: A Survey of Acceptance of
Computer Assisted Instructional Materials among Bank
Staffers in Ibadan, Nigeria
Adesunbo Johnson Adeyemo
National Open University Osogbo Study Center Nigeria
Abstract
The use of ICT in banking operation was
introduced in the last two decades in
Nigeria. Many bankers saw the introduction
as unique processes while others saw it as
an impediment to their work. Division
among the workers on the use of ICT
affected the performance of many banks.
The study therefore sets to examine the
impact of ICT on worker’s performance. The
study used quantitative method to collect
data from one hundred Union Banks
workers. Frequently distribution, simple
percentage and chi-square statistical
methods were used to analyze. The study
found that there was no significant
difference in the perception of male and
female Union Bank Workers. There was also
no significant difference in the performance
before and after training through Computer
Assisted Instructional Materials. The study
therefore, concluded with the Kurt Lewin’s
field theory that effective training
opportunities depend on organization
climate.
Introduction
Human inquisitiveness is a motivating factor
to learning and discovery of new things. The
inventions of computers by the Western
Countries have made things easy in the
society. The use of Computer Assisted
Instruction (CAI) to train bank workers has
made training of personnel easier and
flexible; the aim is to make them more
responsive to their customers and society at
large. According to Abimbade (1996),
Computer Assisted Instruction is a technique
way of using computer to carry out teaching
and learning with or without the presence of
a physical teacher(s) in the teaching learning
situation.
This study investigates the status of
computer-based instructional media in the
training of Union Bank Staff in Ibadan
Zonal office, since training is aimed at
giving and transmitting useful information
to the trainees to solving likely problems
through the use of computer assisted
instruction. Toward achieving the primary
purpose of the study the following specific
objectives are set for the study: To
determine the pattern of computer Assisted
Instruction (CAI) training attendance of
Union Bank staff; to examine the extent to
which computer facilities are provided for
the participants during training; to explore
the dimension of problems encountered in
the process of using CAI as training method;
to evaluate the divergence and/or
convergence in the perceptions of Union
Bank’s Staff about the utilization of CAI
Page 2 of 9
Journal for Studies in Management and Planning
Available at http://edupediapublications.org/journals/index.php/JSMaP/
e-ISSN: 2395-0463
Volume 02 Issue 6
June 2016
Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 2
method; and to show the policy implication
of using CAI for training activities in the
Bank. The study concluded that with the
Kurt Lewin’s field theory which provides a
clear explanation of how effective training
opportunities depend on organization
climate, which make it necessary to look
upon CAI as an element or means of
training.
Training of Bank Staff and its
Effectiveness
Kurt Lewin’s field theory started from its
celebrated formular for human behavior
B=(PE) Translated to B as human behavior
which is function of person (P) and his or
her environment (E). In other words, to
understand someone’s behavior at a given
point of time, we need to understand
something about the individual as well as
about or her environment as at that time. Put
in the context of training this means that
members of staff have differing aspirating at
various times and that the power with which
CAI training opportunity motivates an
individual staff depends on the
organizational climate in which he or she
works.
Thus, irrespective of CAI opportunities
enjoyed by the staff, there are forces that
tend to limit their instructional effort and
others that tend to motivate them to be more
productive. From a managerial point of
view, productive effort can be improved
either by reducing restraining forces or by
strengthening driving force (Koontz and
Weihrich, 1980.)
This is where effective management
becomes essential for the concerned
authority. However, by applying the
techniques, principle, and concepts of
modern instructional technologies, the bank
can achieve both the improved productive
effort and reduced restraining forces of its
staff toward enhancing better quality and
effective training.
Manpower Training in Banks
Man learns new idea to cope with and solve
problems when and where necessary
through the application of technology. These
learnt ideas are imbibed through training.
Yolder (1979) sees training as a means of
preparing rank and file employees for
promotion to supervisory position and for
improving their competence and capability
while hold such leadership assignments. It is
noted from Yolder’s definition that training
involves educating of all the categories of
workers to develop them to managerial
positions in organization. While Halloran
(1978) says that training is the process of
transmitting and receiving information to
problem solving. Also Beach (1980) sees
training as the organized procedure by
which people learn knowledge and/ or skill
for a definite purpose. And Bothemeley
(1983) states that the purpose of training as
to provide for the organization manpower
needs.
Through all the views of the scholars above
on training, the need for training and staff
development among bank workers is a well- recognized phenomenon which can never be
overlooked. Training in this modern world
whether in the advanced countries and / or
Page 3 of 9
Journal for Studies in Management and Planning
Available at http://edupediapublications.org/journals/index.php/JSMaP/
e-ISSN: 2395-0463
Volume 02 Issue 6
June 2016
Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 3
developing countries like our country –
Nigeria, mainly deals with manpower
development increased efficiency and
productivity. The society through training
has sought to task all the facilities to every
man to bring out the best in him or human
qualities so as to assist him to become a
useful and productive member of the
society.
This view was greatly supported by
Steinmetz (1976) when he noted that “As
man invented tools, weapons, clothing’s,
shelter and language the need for training
becomes and essential ingredient in the
march of civilization”. He went further to
state that “man possessed the ability to pass
on to others the knowledge and skill gained
in mastering circumstances.
Training therefore become a necessary tool
in any organization for the achievement of
improved efficiency, competence and high
productivity of employees or workers
therein, in other words, training is a means
of preparing the rank and file (workers) in
the organization for promotion to higher
position and for improving the competence
and effectiveness of workers as well as
yielding high productivity.
Training occurs in organization in various
manners, that is there are different types of
training exercises, they are: Induction
Training: This is a type of training for
newly employed staff upon their entry into
the organization; Specific Skill Acquisition:
This is done for specific acquisition of
operative skills; General Training: This is a
general training and acquisition of
conventional skill which could be useful
anywhere and anytime; General Education:
This refers to training in a formal setting like
university, polytechnic, and technical
colleges; Refresher Course: These are done
to reawaken the workers to their
responsibilities; and Retraining This
involves aspect 2 and 3 above but with the
purpose of refitting and re-adapting to new
situations.
Bank workers as a matter of fact would have
undergone general education in a formal
school system but nonetheless, they undergo
retraining and refresher course so as to re-fit
and re-adapt them to the system of banking
and to re-awaken them to technological
innovations. Since the world is now a global
village, Nigerian banker cannot afford to
ignore the role which computer literacy
plays in achieving efficiency, effectiveness
and maximum productivity. All these could
be achieved through on-the –job and off-the- job training.
Training as a basis for effectiveness,
efficiency and improved productivity has
become integral part of every organization
either small, medium and/or large but the
way and manner by which training is been
carried out differs from organization to
another depending on their scope, economic
strength and the mission of such
organization.
Nigerian organizations did train their
employees through traditional method or
conventional in the past years but with the
inventions of computers by the western
countries and their applications in day-to- day activities of organization (Back
inclusive) Have compelled many
