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In short-term sentence recall studies, emphasis is placed on words in a distractor-word list when requesting information from the remembered sentence. This demonstrates the modality effect can be more than auditory or visual. [2] For serial recall, the modality effect is seen in an increased memory span for auditorally presented lists. Memory ...
In the 1990s, cognitive load theory was applied in several contexts. The empirical results from these studies led to the demonstration of several learning effects: the completion-problem effect; [11] modality effect; [12] [13] split-attention effect; [14] worked-example effect; [15] [16] and expertise reversal effect. [17]
The worked-example effect is a learning effect predicted by cognitive load theory. [ 1 ] [ full citation needed ] Specifically, it refers to improved learning observed when worked examples are used as part of instruction, compared to other instructional techniques such as problem-solving [ 2 ] [ page needed ] and discovery learning.
A modality effect is present in chunking. That is, the mechanism used to convey the list of items to the individual affects how much "chunking" occurs. Experimentally, it has been found that auditory presentation results in a larger amount of grouping in the responses of individuals than visual presentation does. Previous literature, such as George Miller's The Magical Number Seven, Plus or ...
The figure on the left side of the image produces the split-attention effect, while the figure on the right enhances learning because it guides the learner's attention through the worked example. Unincorporated visual displays of information, such as the image above, can be distracting and confusing for the user, aside from producing the split ...
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For example, when presented with two similar stimuli, one might endeavor to study the differences between their representations in order to improve one's ability to discriminate between them, or one may instead concentrate on the similarities to improve one's ability to identify both as belonging to the same category.
researchers saw no evidence of a “modesty effect” in women, finding the women rated themselves significantly higher than men rated themselves in 4 of the 10 measures and scoring about equal to men on the others. Further, men and women subordinates, peers, supervisors, suppliers and customers both rated women leaders higher on seven or more