Management and Organizational Studies 3343A/B Chapter 10: T&D Chapter 10 Textbook Notes

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Western University
Management and Organizational Studies
Management and Organizational Studies 3343A/B
Linda Eligh

TD Chapter 10 Textbook Notes Transfer of Training Theory multiple intelligence Gardner 8 he identified Verballinguistic; logicalmathematical; interpersonal; intrapersonal; musicalrhythmic; bodilykinesthetic; visualspatial; naturalistic; existentialist Just Google this theory in case its on the exam Everyone possesses all 8 Most people can develop each intelligence to an adequate lvl of competency Intelligences work together in complex ways defined by individual, social, and cultural influences No std set of attributes required to be considered intelligent in a specific area What is transfer of training? Organizations are increasingly concerned about the value added of human program. When it comes to training, they are concerned about the transfer of training. Transfer of training: refers to the generalization of the knowledge and skills acquired in a training program on the job and the maintenance of acquired knowledge and skills over time There are two conditions of transfer of training: 1. Generalization: refers to the use or application off learned material to the job 2. Maintenance: refers to the use or application of learned material on the job over a period of time. Transfer of training occurs when learned material is generalized to the context and maintenance over a period of time on the job. The extent to which a training program transfers to the job can be described as positive, zero, or negative transfer. When transfer is positive, trainees effectively apply new knowledge, skills, and attitudes acquired in training on the job. If transfer is zero, trainees are not using new knowledge and skills on the job. When transfer is negative, training has had a negative effect and trainees are performing worse as a result of a training program. Transfer of training can also be considered in terms of the type of situations in which trainees can apply what was learned in training on the job (extent): For example, near transfer refers to the extent to which trainees can apply what was learned in training to situations that are very similar to those in which they were trained. On the other hand, far transfer refers to the extent to which trainees can apply what was learned in training to novel or different situations from those in which they were trained. Final distinction is horizontal and vertical transfer. Horizontal transfer: involves the transfer of knowledge and skills across different settings or context at the same level (ie. Of the organization). Vertical transfer: refers to transfer from the individual or trainee level upward to the organization level. In other words, it is concerned with the extent to which changes in trainees behaviour and performance transfer to organizational level outcomes. This is an important distinction because transfer to the job (eg: horizontal transfer) might not lead to changes in organizational outcomes (eg: vertical transfer).
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