Scenario: You have been asked by your boss to design a two-hour training program on harassment for a group of predominantly Millennial employees.* Which learning theory would you use to design it and why would you use that one? Describe two or three specific actions would you take to help employees transfer their learning back to the job.
I have been given the tasks of developing and designing a two-hour training program on harassment for a group of predominantly Millennial employees. Millennial employees have their own characteristics and attitude. These employees have their own ideology which is unique and they have a worldview which hardly poses similarity with the worldviews of any other generations. Millennial employees should be defined particularly by their inclination towards tolerating and managing diversity and by their hopefulness. They are tolerant, hopeful, optimistic, multitasking and self-centred (U.S. Chamber of Commerce Foundation, 2012). For the Millennial employees, in my opinion, the best learning theory to design the two-hour training program would be the constructivist theory. Considering the active and positivist outlook of the Millennial employees and considering their inclination towards multitasking, the constructivist theory should be deemed most applicable and suitable for those concerned employees. It must be noted that with the constructivist theory, “learning is an active, constructive process. Learners are actively involved with the learning process and help create their own learning paths. New information is linked to prior knowledge and an individual’s experiences are aligned with his or her internal representation of the word. The learner is viewed as an information constructor” (Brendza, 2016). And all these qualities of a learner could be found in the Millennial employees, making it imperative for applying the constructivist theory to design and develop the concerned training program.
There are more learning theories than we discussed this week. Research one that we did not cover in the lecture; write a summary of it; and tell us how you would apply it in developing training.
There are several learning theories that have not been discussed. Among such learning theories I would like to use the behaviourist theory of learning. The behaviourist theory denotes that “All behavior is caused by external stimuli and either positive or negative re-enforcement. Learning is defined as behavior change in the learner and the leaner is viewed as passive, responding to motivations” (Brendza, 2016). I would like to infuse the principles of this learning theory to develop and design the training program on harassment for a group of predominantly Millennial employees. I would like to ingrain in the training program something that would act as a stimulus. I would include some specific aspects that would act as external stimuli for positive reinforcement of the target employees. The learning theory would be used in a way that it becomes capable of ushering behaviour change among the learners and the learners would adapt to the principles passively, responding to motivations (Brendza, 2016). Millennials do respond to positive reinforcement and that is one primary reason why the behaviourist theory of learning would be used in a positive way to develop and design the training program on harassment.
This week's tool is an action plan for transferring learning. It was developed by Interhealth International, which also developed the interactive transfer of learning matrix mentioned in the Required Reading-Transfer of Learning. The first attachment is an example of a completed action plan; the second is a copy of the action plan in a Word format that can be completed using a computer.
Think about training that you have taken. If you had completed this action plan before, during, or after the training, do you think your transfer of learning would have been positively affected? Would you recommend this tool to T&D professionals?
Thinking about the training that I had and after completing the action plan I do think that the transfer of learning would always have been positively affected. This tool should be recommended to T&D professionals. The tool would be recommended primarily because of the fact that it provides ample opportunity for self-evaluation and the result obtained from the self-evaluation can be utilized in the process of development of professional traits. The tool renders positive reinforcement and this is essential for good learning.
Brendza, C. (2016). Learning Theories – Which is Best for Millennials? Retrieved February 21, 2018, from http://www.ttcinnovations.com/learning-theories-which-is-best-for-millennials/
U.S. Chamber of Commerce Foundation (2012). The Millennial Generation Research Review. Retrieved February 21, 2018, from https://www.uschamberfoundation.org/reports/millennial-generation-research-review
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