Scribd Logo
Upload

Welcome to Scribd!

  • 2K views

    Transfer of Learning

    Uploaded by

    Rashid Hussain
    Transfer of learning refers to applying knowledge or skills learned in one context to another context. It can be positive, such as an accountant applying financial skills to banking, or negative, such as incorrectly applying car driving skills to bus driving. Effective transfer depends on identifying common features between contexts and linking information. Hindrances include poor working conditions, lack of support, and unmotivated learners. Key strategies to promote transfer include selecting interested trainees, establishing goals, providing resources and support during and after training, and monitoring performance with feedback.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOC or read online from Scribd

    Transfer of Learning

    Uploaded by

    Rashid Hussain
    2K views6 pages
    Transfer of learning refers to applying knowledge or skills learned in one context to another context. It can be positive, such as an accountant applying financial skills to banking, or negative, such as incorrectly applying car driving skills to bus driving. Effective transfer depends on identifying common features between contexts and linking information. Hindrances include poor working conditions, lack of support, and unmotivated learners. Key strategies to promote transfer include selecting interested trainees, establishing goals, providing resources and support during and after training, and monitoring performance with feedback.

    Copyright

    © Attribution Non-Commercial (BY-NC)

    Available Formats

    DOC or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    Transfer of learning refers to applying knowledge or skills learned in one context to another context. It can be positive, such as an accountant applying financial skills to banking, or negative, such as incorrectly applying car driving skills to bus driving. Effective transfer depends on identifying common features between contexts and linking information. Hindrances include poor working conditions, lack of support, and unmotivated learners. Key strategies to promote transfer include selecting interested trainees, establishing goals, providing resources and support during and after training, and monitoring performance with feedback.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOC or read online from Scribd
    Download as doc
    2K views6 pages

    Transfer of Learning

    Uploaded by

    Rashid Hussain
    Transfer of learning refers to applying knowledge or skills learned in one context to another context. It can be positive, such as an accountant applying financial skills to banking, or negative, such as incorrectly applying car driving skills to bus driving. Effective transfer depends on identifying common features between contexts and linking information. Hindrances include poor working conditions, lack of support, and unmotivated learners. Key strategies to promote transfer include selecting interested trainees, establishing goals, providing resources and support during and after training, and monitoring performance with feedback.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOC or read online from Scribd
    Download as doc
    of 6

    Tansfer of Learning Psychology

    What is Transfer of Learning?


    This is the transfer of knowledge that has been acquired in one
    field being practiced in another field. Skills and experiences all
    the same being practiced in another field can also are a form of
    transfer of learning. An example of this is the knowledge an
    accountant acquires which can be put into practice in a bank to
    keep books of accounts. Workers are normally trained on how
    to do their job. In essence, transfer of learning can be defined
    as a process that ensures that knowledge that a person or a
    worker has acquired can be put into practical use in the place
    of work.

    The most common place where transfer of learning is practiced


    is in a classroom. The basic knowledge and valuable
    information in the topic of interest is acquired before taking
    into practical in the field. The phenomenon of learning faster
    and getting an in-depth analysis of a specific topic gives a clear
    understanding of the topic enabling one to be able to apply the
    whole skills in the environment applicable. This is called
    positive transfer. (Merrienboer, 2002)

    Information and skills relating to a topic can at times either


    help or get in the way of acquiring information or skills relating
    to a different topic. Generally positive transfer occurs when
    learning from one place helps learning in another. This transfer
    normally occurs when the learner;

    • Identifies features in common in the area of information

    • Links the information acquired to other areas that the


    information is applicable

    However when learning from one situation interferes with


    learning in other situations a negative transfer occurs. A person
    who learned how to drive a car in a driving school may notice
    some similarities in the knowledge and intends to apply it o
    driving a bus. This knowledge connected leads to the negative
    transfer (Mayer, 1999)
    Rashid Hussain BScN Page 1
    Tansfer of Learning Psychology

    Reasons for Transfer


    Improves on the effectiveness when dealing with a
    consumer or a client

    Encourages and gives morale to workers in there jobs

    Ensures efficient accountability

    Gives high chances of targeting the particular needs

    Ensures the investments made to a project do not go to


    waste

    Helps the supervisors keep up with the current world

    For better performance a trainee should first of all know exactly


    what he/she needs and what is expected of him/her. This gives
    a common goal to be achieved and takes care of his /he
    interest. Regular response on the performance of the learner
    should be given and the learner should be taken through last
    performance and the expected performance for the learner to
    learn comfortably, enough working and learning materials
    should be provided and the environment of study should be as
    conducive as possible far effective learning. Better
    performance should be recognized to boost the overall
    performance of the learners and learners should be put up to
    date with the latest skills for the job. Supportive staff should be
    there to help nature he course in the field so as to get the best
    out come (Helms, 2001)

    The transfer of learning though can’t be effective


    sometimes due to lack of some supporting factors that need to
    come in hand with the learning. These performing factors are;

    Rashid Hussain BScN Page 2


    Tansfer of Learning Psychology

    Working expectations-the learner may be given a job the


    does not define what he or she learned. Some learners end up
    doing a job they were not specialized in during the training.

    Poor response on the performance-the response given to


    the learner puts he learner on the performance scale and
    therefore provide a better guidance as he or she executes
    some of the skills he leaned

    Physical working and learning environment-the


    environment should be conducive and friendly to work.

    Poor working and learning facilities-poor facilities in the


    working area discourages the best from the learner to either
    work or learn. It also will determine the efficiency of the learner
    in a working environment.

    Motivation-the learners need to be motivated so as to


    improve on their overall performance in their place of work.
    lack of motivation lowers the morale

    Organizational support-the learner should be given


    enough support when they exercise what they have learned
    into work. They should be supervised by professional
    supervisors who will make any necessary corrections needed.

    However the transfer of learning is facing a great deal of


    hindrance which gives it a negative impact in the general
    performance. The main challenges the transfer of learning
    faces can be as a result of the following factors:

    Difficulties faced in the places of work

    Lack of organizational support

    Lack of interest from learners with time or change of


    interest

    Poor designing instructions and learning equipments

    Peer pressure influence that affects the learners


    negatively
    Rashid Hussain BScN Page 3
    Tansfer of Learning Psychology

    Mental views of learners about the topic of interest as to


    discourage from learning more

    Lack of support in the place of work

    Rashid Hussain BScN Page 4


    Tansfer of Learning Psychology

    Main Strategies
    The main key strategies in ensuring effective and performing
    positive transfer of learning are categorically defined on the
    steps.

    Before Learning
    In these step the right trainees should be selected and
    agreements on the goals to be achieved must be established.
    This will help select learners who are interest on the job in
    question. The learners’ support system should be designed e.g.

    Learning equipments

    Administrative and organizational support

    Facilitators and peer guidance and counseling

    Social and interactive activities

    During Learning
    The main goal and aim of the training should be out to account
    during this session the training activities and should be
    corresponding to the aims and objectives of the training. The
    learners should also be given enough time to learn.
    Opportunities to practicing what they have learned in events
    related to the applicable situations

    After Learning
    Working facilities should be provided to the learner and
    support. The Learner should be monitored and necessary
    correction made in the course of the operational. (Haskell
    2001)

    Rashid Hussain BScN Page 5


    Tansfer of Learning Psychology

    Summary
    Transfer of learners is very essential in maximizing the
    achievements of training the factors affecting transfer and
    learning performance should be taken care of as can be a
    hindrance to effective transfer. The main strategies before,
    during, and after learning should be considered to get the best
    there is from the Learner. The learners should be monitored
    and all the necessary adjustments should be made to correct
    the Learner. The Learner should also be given psychological
    and, moral support by making the working condition as
    comfortable as possible.

    References
    1. Haskell.E.Robert (2001), Transfer of learning. Academic
    press

    2. Leberman.S.Lex M. &Doyle.S. (2006).Transfer of learning:


    participants’ perspective of adult thinking Gower
    publishers

    3. Carriton.H.E (1965) Transfer of learning. Macmillan

    4. Stephen M.C,(1987).Transfer of learning, Academic press

    Rashid Hussain BScN Page 6

    You might also like