...ArticlesTransfer of learning from 10 management development programmesInternational Journal of Training and Development International Journal of Training and Development 10:4 ISSN 1360-3736 Transfer of learning from management development programmes: testing the Holton model Cyril Kirwan and David Birchall Transfer of learning from management development programmes has been described as the effective and continuing application back at work of the knowledge and skills gained on those programmes. It is a very important issue for organizations today, given the large amounts of investment in these programmes and the small amounts of that investment that actually translates into an improved individual and organizational performance. This paper describes the testing of the Holton model of learning transfer and suggests amendments to the model where appropriate. A sample of participants on a management development programme within the Irish health service completed the Learning Transfer System Inventory based on the Holton model. The data obtained were analysed using multiple regression and partial correlation techniques. Results indicate that the model does adequately represent the effects of its factors, although a slightly revised model is presented. Important relationships between factors are identified, and the central role of the learners’ personal capacity for transfer (hitherto unreported in the literature) and their motivation to transfer in facilitating transfer is highlighted...
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...Motivation Case Study Local clinic managers at Western Health System had become de-motivated and sought management positions with the competition. The director of human resources recognized that the organization lacked some motivation factors that would help retain their managers. In response, Western Health System implemented a leadership development program, “Exploration,” that would increase responsibility, achievement, and professional and personal growth. Within the leadership development program “A-Club” was developed. This club was available only to identified high-potential managers and membership was by invitation only. Program Critique Leadership Development Program Western Health System saw a need to retain their local managers so they developed a program that would motivate their managers to continue employment with them. The A-Club met two or three times a year to partake in a clinic visit or to make important clinic decisions. A-Club members were also encouraged to present personal development ideas to leadership for funding decisions. Western Health System failed to provide critical information on the development of their leadership program. Exploration was developed for all managers; however the A-Club was only for managers that were identified as high-potential managers. They failed to provide any information on how someone was identified as a high-potential manager. They also failed to provide any information on what the Exploration program offered...
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...Employee Profile: Motivation Action Plan Brenda Baillargeon MGT/311 – Organizational Development August 6, 2012 Steve Rosales Employee Profile: Motivation Action Plan Motivation is individual effort expended with intensity, direction, and persistence toward reaching a goal. Managers have a responsibility to understand, support, and encourage motivational procedures and habits for their employees. Individual characteristics determine which motivational strategies would be most appropriate for each employee at Riordan Manufacturing. Employee assessment results will be utilized to motivate each of the three employees. Different theories exist in how to motivate people to accomplish tasks. Robbins & Judge, 2010, stated that individuals stick with tasks and achieve their goals because of motivation. Determining which motivational strategies would be most effective for employees was based on individual assessment results. First, Felicia Baillargeon would benefit from an employee development program to encourage social interaction between employees. This also enables individuals to move into leadership positions (Ingram, D. 2012). Job rotation may benefit Felicia and offer more social skills minimizing distorted perceptions of reality in others. Job enrichment including open feedback channels to encourage employee to monitor personal growth and performance skills. My second employee, Stephanie would benefit from an employee recognition program. This would boost...
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...Volunteer motivation People use their time and efforts to volunteer for various reasons (Bang & Ross, 2009). It means that different volunteers may have different reasons for the same activity or may have same reason in various activities. (Cuskelly et al., 2006) Also, volunteer motivations are that people want to help others and for a personal or social benefit. (Hoye et al., 2008) In this regard, there are numerous studies about the motivations of sports volunteers that using different models or scales as follows: Olympic Volunteer Motivation Scale (OVMS) (Giannoulakis et al., 2007), five factors (altruistic value, personal development, community concern, ego enhancement, and social approval) (Wang, 2006), five factors (solidary, purposive, external traditions, commitment/status, and skills) (Smith and Dickson, 2013), systemic quality of life model (SQOL) (Shye, 2010) In order to understand the motivations of volunteers in Mega-sporting events, a study by Giannoulakis et al. (2007) investigated motivations of volunteers...
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...In order to fully understand the personal development and reflective reasoning in relation to your development in the Nursing field, one will have to define these two terminologies. Personal development means to include activities that improve awareness, can develop potential that will ultimately enhance the quality of life. Medical colleges advocate personal development plans as a basis for continuing professional development. Whereas, reflective reasoning is where a nurse can apply learning and insights of others into their own work. In nursing courses students learn through lecture and discussion, which is the primary method for teaching theoretical principles, but when you add a more complete understanding of the relationship between theory and practice one may become a more competent nurse. Awareness of issues and analysis of knowledge and feelings are some stages that are involved in reflection but then identification and integration of new learning is needed as well. By consciously engaging in their own and others reflection it is believed that the level of professional interaction will improve. Motivation, one issue bound to crop up in ones work life, as well as leadership and of course managing conflict these are some issues when speaking of personal development. The ability to reflect upon us is a valuable part of human life, insisted Taylor (2000). Reflection and reflective practice are claimed to enhance professional development, link theory and practice, promote...
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...This assignment is based on the strategic management and leadership and it is discussed about the McDonalds. There are different types of skills such as personal skills and professional skills and as a manager it is required to have both types of skills to achieve personal goals and professional goals. From this assignment it is identifying the company strategic goals and the required personal and professional skills to achieve those strategic goals. Same time it is mentions the learning styles of those skills and evaluates the skills. It is mentioned personal development plan including budget reports, resources and time framework. It is important to evaluate the developments and the progress of the skills and it is able to use several methods to evaluate. There are several impacts from the self learning and it is affected for the strategic goals achieving. Therefore it is discussing all these areas based on the McDonalds case study and it is significant to get a clear idea about the skills of the individuals. Task 2 2.1. Personal skills audit evaluating strategic skills needed to meet current and future leadership requirements According to Boselie et al. (2005:4) there are different types of skills which should have with an individual and it is supports to perform in the business. Therefore it is required to have personal skills as well as professional skills to perform in the job. As a manager it is significant to have leadership skills with him and it supports to direct...
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...In order to fully understand the personal development and reflective reasoning in relation to your development in the Nursing field, one will have to define these two terminologies. Personal development means to include activities that improve awareness, can develop potential that will ultimately enhance the quality of life. Medical colleges advocate personal development plans as a basis for continuing professional development. Whereas, reflective reasoning is where a nurse can apply learning and insights of others into their own work. In nursing courses students learn through lecture and discussion, which is the primary method for teaching theoretical principles, but when you add a more complete understanding of the relationship between theory and practice one may become a more competent nurse. Awareness of issues and analysis of knowledge and feelings are some stages that are involved in reflection but then identification and integration of new learning is needed as well. By consciously engaging in their own and others reflection it is believed that the level of professional interaction will improve. Motivation, one issue bound to crop up in ones work life, as well as leadership and of course managing conflict these are some issues when speaking of personal development. The ability to reflect upon us is a valuable part of human life, insisted Taylor (2000). Reflection and reflective practice are claimed to enhance professional development, link theory and practice, promote...
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...Goals and Motivation 1 Goals and Motivation G J BUS 303 Human Resources Management Instructor: R 18 Feb Goals and Motivation 2 “Performance Appraisal is the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development. Performance appraisal is generally done in systematic ways in order to enable supervisors to more accurately or fairly measure the pay of employees and compare it with targets and plans.” (MSG, 2008) The supervisor can critique the factors behind work performances of employees and are at a level/position to guide the employees towards self-improvement. Performance appraisal can be done with the following objectives in mind: To maintain records in order to determine compensation packages, wage structure, salaries and raises; identify the strengths and weaknesses of employees, to maintain and assess the potential present in a person for further growth and development, to provide a feedback to employees regarding their performance and related status. Basically it is essential (if done properly in a positive light) in order for a company to be successful and efficiently achieve its strategic objectives while serving as a basis for influencing (through motivation) the work habits of employees. Essentially, performance appraisal is an investment for the company which can be justified by the following advantages: “[Promotion and compensation, packages...
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...Individual Development Plan PSY301 Individual Development Plan When focusing on how important it is to have an individual focus it is as equally important to realize what is key to focus on when developmental goals and emotional competencies are considered in both my professional and personal life. While learning the different competencies I realized there are certain ones that I need to focus on improving specifically in my professional life in my goals to be a manager in a healthcare organization in the near future. One competency that I feel I have to focus on developing is Emotional Self-Awareness. My goal is to become more self-aware of my environment and surroundings, develop an understanding of my goals and how to get there and focusing on what is needed for me to get to where I want to be. Self-Motivation is an emotional tendency that I need to focus on learning how to gain and simplify so I can reach my goals. This competency is important in both my personal goals and professional goals to gain an achievement and drive to improve my current techniques and learn new ones that will encourage me to want to learn how to be a better person and to encourage me to want to meet a standard of excellence in my commitment as a mother, wife, employee and a person in this very unique world we live in. There are many areas of developmental improvement that are essential towards maximizing my professional understanding and focusing on gaining and improving my management...
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...1. Describe what is meant by motivation. What types of non-financial reward might a company use to motivate employees? Answer: Motivation is the process that accounts for an individual’s intensity, direction, and persistence of effort toward attaining a goal. In this case, Motivation may stem from personal interest such as keeping safe or form external factors such as praise and reward. Motivating factors are appreciation of hard work, a sense of achievement, responsibility and empowerment, opportunity for advancement and a sense of challenge and enjoyment in workforce of the employees. Company needs to motivate employees who are flexible, well-trained and can recognize customers need. A company needs to motivate employees for the growth. To motivate those employees company needs to give some non-financial reward support, they can be- * Flexible working * Free or reduced rate health benefits * Company share options * Competitive salaries * Staff discount * Discount gym membership 2. Describe the effects of an unmotivated workforce on a company. How does Tesco benefit from ensuring that its workforce is motivated? Answer: An unmotivated workforce on a company affects the employees most. The employees do not push hard to achieve greater outputs. They requires supervision and demonstrates pride in their works, they couldn’t make better impact on the customer. Unmotivated employees cannot concentrate in their work and accidents or get involved in...
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...SYSTEMS DEVELOPMENT PROCESS 1 Establishing a Formal Systems Development Process NAME Dr. Matthew Anyanwu CIS510 Advance System Analysis and Design 21 July 2010 ESTABLISHING A FORMAL SYSTEMS DEVELOPMENT PROCESS 2 Absract Brian and Carrie are systems analysts with many years of systems development experience at a large firm. Jane has recently been hired as the company’s first-ever process manager. She has been reviewing the company’s past practices of systems development with the intent of trying to establish a formal systems development process for the company. Brian has been a long-time proponent of the waterfall approach to systems development. Carrie has been a big proponent of the iterative/incremental development approach. Both are known to be very opinionated on the tools and techniques that should be used for systems development projects and both are lobbying Jane very hard to adopt their preferred techniques. This paper will describe how Jane should deal with the two system analysts from a technical and human resource perspective and explain the factors that Jane should consider in establishing a process management solution. Additionally, assuming you have two promising tools and techniques, we will suggest three or more ways you can foster a team environment when one analyst does not get his or her way. ESTABLISHING A FORMAL SYSTEMS DEVELOPMENT PROCESS...
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...University of Primorska, Faculty of Management Koper Leading and Motivation ERASMUS STUDY: Academic Year: 2010-2011. Jesús Jiménez Rodriguéz: jesusjimenez_88@hotmail.com Jesús Medina Gonzalez: medinajs89@gmail.com Universidad de Jaén Course: Strategic management Mentor: mag. Bojan Mevlja koper, November 5. Introduction Today the study of leadership and motivation are very important in the business world. The efficiency of work, profitability, the ability of conviction, the management of organizations, the ability to organize a favorable working environment, achieve the commitment of the employee, good communication, the ability to get the best of themselves, ... etc. Are related to the concept of leadership and motivation. These abilities make it easier and effective the development of the company. The Companies, in the selection of its directors, demand high academic and professional experience, but also people with strong leadership skills. To continue, We will define leadership and motivation separately. Leadership Leadership has been described as the "process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task." Definitions more inclusive of followers have also emerged. Another definition of Chiavenato, Idalberto, in his book "Administración de los recursos humanos" indicates that leadership is interpersonal influence exercised...
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...that has negatively affected sales and backorders. This has resulted in low staff morale and increased job insecurity. In this case study, I will discuss important motivation tools such as empowerment, self-improvement and life enhancement, and also how to apply them at Better Power based on Maslow’s hierarchy of needs theory. Motivation Motivation is an internal and external process that stimulates the needs and energy in individuals to be more interested and committed to a job in order to achieve an objective. There are two types of motivation namely, Intrinsic and extrinsic motivation. Intrinsic motivation is internally driven by an enjoyment or having by having an interest in a task. Extrinsic motivation is when an individual performs a task in order to gain a reward such as money, promotion or fame (academia 2014). There are several theories that attempt to explain motivation; these include Maslow’s hierarchy of needs, McGregor theory X and theory Y, Herzberg’s two-factor theory, Alderfer’s ERG theory, Self-determination theory, Temporal motivation theory and Achievement motivation theory. Maslow’s hierarchy of needs theory Maslow’s hierarchy of needs theory was proposed by Abraham Maslow, a psychologist who developed the theory of human motivation in his 1943 paper "A Theory of Human Motivation" (McLeod 2007). Maslow suggested that every individual has a hierarchy of needs that includes:- Physiological needs which include a person’s physical requirements such...
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...vision on improvement to her personal goals. The factors that cause her job dissatisfaction are directly related to stress, lack of challenge, motivation, opportunities to growth, development of skills and leadership. There is little difference between “job stress” and “challenge”. When an employee has a feeling of being overworked and exhausted with job demands, that doesn’t challenge and fulfill their motivations can provoke job stress, exhaustion and dissatisfaction and a future burnout. The feelings of excitement and anticipation, and occasional nervousness about starting something new, that usually employees have when they start a new job, can be recaptured with challenges that energize and motivate workers to learn new skills, if the company doesn’t provide them to its employees it is possible to create boring job routine with no satisfaction and excitement. The form of leadership and management employees can prevent or contribute to dissatisfaction on the job. Employees that are recognized for their achievements, supported, appreciated, valued are more likely to keep the satisfaction and motivation with work, on the other hand the ones that are unappreciated, not recognized, unfairly treated, not challenged can build lack of motivation, dissatisfaction with the job and desire to quit. Factors that could be improved in the way that organization handles development Nelson, B. (1997) stated that to retain and recapture the motivation and energy of employees at...
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...There are several ways to go about training and development. I will Identify the most common and explain. The most are informal, formal, self-directed, cross-training and job rotation. Informal training and development is rather casual and incidental. Typically, there are no specified training goals as such, nor are their ways to evaluate if the training actually accomplished these goals or not. This type of training and development occurs so naturally that many people probably aren't aware that they're in a training experience at all. Probably the most prominent form of informal training is learning from experience on the job. Formal, Systematic Training and Development involves carefully proceeding through the following phases: Assessing what knowledge, skills and / or abilities learners need, Designing the training, including identifying learning goals and associated objectives, training methods to reach the objectives, and the means to carefully evaluate whether the objectives have been reached or not. A systematic approach is goal-oriented (hopefully, to produce results for the organization and/or learners), with the results of each phase being used by the next phase. Typically, each phase provides ongoing evaluation feedback to other phases in order to improve the overall system's process. Self-directed training includes the learner making the decisions about what training and development experiences will occur and how. Self-directed training seems to be more popular...
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