The Transfer of Learning: Causes for Failure

Author

Joseph Patrick Hogan, Fontbonne College

Year of Award

1990

Degree

Master of Business Administration (MBA)

College

College of Business & Professional Studies

Degree Program

Business Administration

Department

Business Administration

Keywords

management, training, skills, organization, change

Abstract

This study will investigate what occurs in the transfer process. The transfer process is defined as the transfer of learning into action in the work place. Industry annually spends millions of dollars on training and research looking for the methods to improve such things as quality, cost, employee morale, and commitment to worker involvement, only to find nothing has changed. There are numerous examples in industry where organizations have conducted extensive research on programs and yet when implementation is attempted, it is not successful. What are the key ingredients managers need to understand which will make the transfer process successful?

Managers within organizations need to understand socio-technical systems. How the organization goes about change is important for best efforts from every subsystem (departments within the system), then they can expect something less. Optimization of the system as a whole will produce the best overall results however, there may be some subunits which do not perform at their best. Managers must also understand variation. Do they understand the difference between controllable and special variation? This understanding is critical to management’s approach to solving system problems. If managers choose the wrong approach when solving problems they could be compounding the problem rather than solving it.

Managers must also understand theory. Much of the confusion in the implementation of theory arises from the onslaught of theories and concepts being advocated today. Theories change often and sometimes contradict each other, nevertheless, management needs theories. Theory helps us develop new Methods and then evaluate how these methods influence change. To manage successfully, managers must not only understand theories, they must be able to translate them into action. Does the organization really understand theory or, are they merely applying window dressing by taking on the popular slogans and phrases?

How managers show their support for the transfer process is another major ingredient. Positive support my managers can be seen when policies and procedures are designed to assist transfer. When the organization has a formal process for the implementation of change; when managers function in the role of mentor, teacher, and coach; when managers "walk like they talk", in that they not only speak the word but they also act it out.

How employees are rewarded in another key element in the transfer process. Managers must make sure they develop reward systems which reward the proper behavior. Developing and changing new behaviors within a system will only be successful if it is recognized and rewarded when displayed. Managers must make a conscious decision about which behavior will be rewarded.

Relapse prevention. It has its route in the substance abuse area but there is new evidence which indicated the concepts may be vary successful in prevention of slippage in the transfer with relapse prevention is in the drug and alcohol rehabilitation programs. Another noted use for relapse prevention is the Weight Watchers. These techniques will be applied to the transfer of training and show how they can improve the transfer process.

Document Type

Restricted Thesis

Recommended Citation

Hogan, Joseph Patrick, "The Transfer of Learning: Causes for Failure" (1990). All Theses, Dissertations, and Capstone Projects. 443.
https://griffinshare.fontbonne.edu/all-etds/443