reply to the students’ response and not the question in 150 words minimum and provide 1 reference. Respond to the students response as though you are talking to them, use name
question
What can be done to motivate managers to ensure transfer of training?
Student response
Motivating managers to increase their performance is a never-ending task within the military. Manager level leadership positions are routinely tasked with conducting a myriad of trainings throughout the year that are job specific and service branch wide required trainings that are typically an annual requirement. Needless to say, some manager level leaders are very effective in accomplishing these emergent taskers while others require some prodding or in extreme cases, micromanaging and complete oversight in order to get the trainings completed. In order to properly motivate these managers, there are several contingencies in place to monitor their performance and ultimately hold them accountable for the quality of work produced by their staff.
Accountability, in my experience, is the primary motivator for ensuring that training I have provided is received by my subordinates and then monitored to determine any deficiencies and then readdress and target those specific areas of the training that the individual may not fully grasp or comprehend. I constantly elicit feedback from whoever I’m training in order to trust but verify that they are retaining what they’ve been taught. When the results of my training have a direct impact on my performance evaluations, which are the deciding factor for promotion, I am going to exhaust my resources in ensuring that the transfer of learning has occurred. In the text, Noe discusses the theory of transfer of learning in that it is “more likely to occur when the trainee works on tasks during training (e.g., knowledge, equipment, or processes) that are very similar, if not identical, to the work environment (near transfer)” (Noe, 2017, pg. 170). I could not agree with this more. For me personally, I have to learn this way with most things in order to become skilled at whatever the task may be.
Additionally, Noe states that “boring lectures, lack of meaningful content in e-learning, training that doesn’t give employees the opportunity to practice and receive feedback—all demotivate trainees and make it difficult for them to learn and use what they learned on the job” (Noe, 2017, pg. 157). I think everyone can universally relate to this statement. The quality of trainer or facilitator has an immense impact on the outcome of information being retained by the students and if their delivery is coma inducing, the success rate of that course is going to be minimal.
Reference
Noe, R. A. (2017). Employee Training & Development, 7e. McGraw-Hill Education.
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