Reference no: EM131946988
Scenario: You have been asked by your boss to design a two-hour training program on harassment for a group of predominantly millennials* Which learning theory would you use to design it and what two or three things would you do to make sure that it transferred back to the job? Also, please explain why you would use that theory.
The learning theory I would use to teach millennials would be the Social Constructivism (SC). I would use the SC theory due to the collaborative nature of Millennials. 88% of Millennials would rather collaborate than compete with peers at work. SC requires learners to develop teamwork skills and individual learning is essential to the success of the group. Learning in SC is also seen as a process of peer interaction that is mediated and structured by the teacher.
This not only fits in with the collaborative nature of millennials but also the discovery nature of millennials. Millennials learn the best when they are told what is expected of them and a framework is set for them. Millennials tend to learn best when they discover knowledge and when they maintain control over their learning. Lastly, the reason I would select SC is the view on motivation. Motivation in SC is partially drawn from rewards in the knowledge community. The always connected and social nature of millennials means the acknowledgment for sharing knowledge with community or group will motivate them to take the learning seriously.
The first thing I would do to make sure the knowledge transfers back to the job is to give constant feedback to the person. 95% of millennials work harder when they know how well they are doing and if they are going in the right direct. Millennials are also an instant gratification generation and same day feedback would be the most helpful. A 2002 study showed that positive feedback positively influenced the transfer of knowledge back to the job.
Another way I would make sure knowledge transfers back to the job is goal setting. Millennials prefer to work towards goals and training allows them to grow within their position without having them feel like they are wasting their time and need to move on. Goal setting has shown that it can have a significant impact on the transfer of knowledge.
Goal setting facilitates the transfer of knowledge by directing attention, increasing persistence, stimulating action, and prompting people to utilize their new knowledge or skills. As stated earlier Millennials work harder when they know what they have been doing is taking the organization and their career in the right direction. So in order to increase knowledge transfer I would design the class to show how the training will positively impact the organization and their career.
A 2008 studied a strong link between training instrumentality and the transfer of knowledge to the job. Trainees who view the training as valuable and useful for their careers are much more likely to use the new knowledge in their work.
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