Transfer of Learning: The Group versus Organizational Agenda

 

Haruna Abdul

 

Review I Published January,2016

 

Pearl Journal of Management, Social Science and Humanities Vol. 2 (1), pp. 1-9

ABSTRACT

Transfer is generally considered as the link between learning and performance. The conduct of Training Needs Analysis (TNA) exposes the individual’s performance gap which is expected to be bridged through training. Apart from this, the organization is expected to create the right kind of environment and motivation that will facilitate learning and its transfer. The challenge facing all organization is to harmonize as much as possible these divergences of personalities of workers that will consistently achieve organisational objectives. Organisational members are expected to apply knowledge and skills acquired from training to work situation through learning transfer, but this is not always the case. For the organization, skill gaps must be bridged through learning transfer arising from training received. On the part of work groups/individuals, the following options are open for adoption regarding the organization’s demand that learning should be transferred. They are to (i) Cooperate with the organization entirely; (ii) Cooperate partially; and (iii) Refuse to cooperate totally and remain indifferent to learning transfer. Each of the positions has its implications on both the work group and Management of organization. Learning transfer would be perfected only when the two sides do what they are supposed to do and which is not always the case. The divergences of view could be bridged or harmonized through recommended approaches.

Key words: Transfer of Learning, Group Agenda, and Organizational Agenda.

Full Text-PDF