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)

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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;

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

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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

Mental views of learners about the topic of interest as to discourage from learning more

Lack of support in the place of work

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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)

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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

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