Tansfer of Learning Psychology
What is Transfer of Learning?
This is the transfer of knowledge that has been acquired in one
field being practiced in another field. Skills and experiences all
the same being practiced in another field can also are a form of
transfer of learning. An example of this is the knowledge an
accountant acquires which can be put into practice in a bank to
keep books of accounts. Workers are normally trained on how
to do their job. In essence, transfer of learning can be defined
as a process that ensures that knowledge that a person or a
worker has acquired can be put into practical use in the place
of work.
The most common place where transfer of learning is practiced
is in a classroom. The basic knowledge and valuable
information in the topic of interest is acquired before taking
into practical in the field. The phenomenon of learning faster
and getting an in-depth analysis of a specific topic gives a clear
understanding of the topic enabling one to be able to apply the
whole skills in the environment applicable. This is called
positive transfer. (Merrienboer, 2002)
Information and skills relating to a topic can at times either
help or get in the way of acquiring information or skills relating
to a different topic. Generally positive transfer occurs when
learning from one place helps learning in another. This transfer
normally occurs when the learner;
• Identifies features in common in the area of information
• Links the information acquired to other areas that the
information is applicable
However when learning from one situation interferes with
learning in other situations a negative transfer occurs. A person
who learned how to drive a car in a driving school may notice
some similarities in the knowledge and intends to apply it o
driving a bus. This knowledge connected leads to the negative
transfer (Mayer, 1999)
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Tansfer of Learning Psychology
Reasons for Transfer
Improves on the effectiveness when dealing with a
consumer or a client
Encourages and gives morale to workers in there jobs
Ensures efficient accountability
Gives high chances of targeting the particular needs
Ensures the investments made to a project do not go to
waste
Helps the supervisors keep up with the current world
For better performance a trainee should first of all know exactly
what he/she needs and what is expected of him/her. This gives
a common goal to be achieved and takes care of his /he
interest. Regular response on the performance of the learner
should be given and the learner should be taken through last
performance and the expected performance for the learner to
learn comfortably, enough working and learning materials
should be provided and the environment of study should be as
conducive as possible far effective learning. Better
performance should be recognized to boost the overall
performance of the learners and learners should be put up to
date with the latest skills for the job. Supportive staff should be
there to help nature he course in the field so as to get the best
out come (Helms, 2001)
The transfer of learning though can’t be effective
sometimes due to lack of some supporting factors that need to
come in hand with the learning. These performing factors are;
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Working expectations-the learner may be given a job the
does not define what he or she learned. Some learners end up
doing a job they were not specialized in during the training.
Poor response on the performance-the response given to
the learner puts he learner on the performance scale and
therefore provide a better guidance as he or she executes
some of the skills he leaned
Physical working and learning environment-the
environment should be conducive and friendly to work.
Poor working and learning facilities-poor facilities in the
working area discourages the best from the learner to either
work or learn. It also will determine the efficiency of the learner
in a working environment.
Motivation-the learners need to be motivated so as to
improve on their overall performance in their place of work.
lack of motivation lowers the morale
Organizational support-the learner should be given
enough support when they exercise what they have learned
into work. They should be supervised by professional
supervisors who will make any necessary corrections needed.
However the transfer of learning is facing a great deal of
hindrance which gives it a negative impact in the general
performance. The main challenges the transfer of learning
faces can be as a result of the following factors:
Difficulties faced in the places of work
Lack of organizational support
Lack of interest from learners with time or change of
interest
Poor designing instructions and learning equipments
Peer pressure influence that affects the learners
negatively
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Mental views of learners about the topic of interest as to
discourage from learning more
Lack of support in the place of work
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Main Strategies
The main key strategies in ensuring effective and performing
positive transfer of learning are categorically defined on the
steps.
Before Learning
In these step the right trainees should be selected and
agreements on the goals to be achieved must be established.
This will help select learners who are interest on the job in
question. The learners’ support system should be designed e.g.
Learning equipments
Administrative and organizational support
Facilitators and peer guidance and counseling
Social and interactive activities
During Learning
The main goal and aim of the training should be out to account
during this session the training activities and should be
corresponding to the aims and objectives of the training. The
learners should also be given enough time to learn.
Opportunities to practicing what they have learned in events
related to the applicable situations
After Learning
Working facilities should be provided to the learner and
support. The Learner should be monitored and necessary
correction made in the course of the operational. (Haskell
2001)
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Summary
Transfer of learners is very essential in maximizing the
achievements of training the factors affecting transfer and
learning performance should be taken care of as can be a
hindrance to effective transfer. The main strategies before,
during, and after learning should be considered to get the best
there is from the Learner. The learners should be monitored
and all the necessary adjustments should be made to correct
the Learner. The Learner should also be given psychological
and, moral support by making the working condition as
comfortable as possible.
References
1. Haskell.E.Robert (2001), Transfer of learning. Academic
press
2. Leberman.S.Lex M. &Doyle.S. (2006).Transfer of learning:
participants’ perspective of adult thinking Gower
publishers
3. Carriton.H.E (1965) Transfer of learning. Macmillan
4. Stephen M.C,(1987).Transfer of learning, Academic press
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