Evaluating Learning Theories Essay Example

of motivation to learn, the adults need to get motivation before learning even though it is internal (Drago ; Wagner, 2004). Commonly used in training and development of adult employees in an organization when there is introduction of a new system in the organization (Drago ; Wagner, 2004).

The theory simply includes the ideas of internal processes that were ignored by the preponderate behaviorists. ?The learning theory ?creates a basic structure for experimental research of these internal ??processes. In the short-term memory part, it is disadvantageous since organizations conduct training for long-term benefits (Musselwhite, 2011). The theory assumes that everybody is like a computer in processing data into information. The theory is commonly in use in several areas of research such as; cognitive development, neuroscience, social learning, and artificial ??intelligence (Musselwhite, 2011).

Introduction

People are very important component in the organizational system as the superior performance is dependent on them. The right systems, procedures and management principles play a significant role. The abilities enabling organization to have competitive advantages come from the people through their discipline, motivation, skill, ability to solve problems and capacity to learn (Clayton, 2008, December). The organization depends on the skills and the abilities of their employs but they might not be on the same level, to bring them to the required levels training and development programs are undertaken. The use of learning theories in training and development is necessary for many ways.

The Human resource professionals get to identify what mode of learning best suits the employees of different age groups. The human resource professionals get to know what the employee's needs have that are motivating them to work harder (Kolb & Kolb,

2005). The learning theories help the human resource professionals to understand the best way of motivating and appreciating the employees to perform better. It is relevant for a human resource professional to be familiar with learning theories so as to know the best model to use in teaching the workers.

The learning theories help the human resource professionals to formulate the best methods and design that will impact the employees directly (Drago & Wagner, 2004). The learning theory knowledge has an impact on the training design since different people have different needs. The learning theory knowledge helps to identify the type of need a worker has and what motivates the employee. In an organization where employees’ motivation is their different needs, then the need theory is relevant (Herrmann-Nehdi, 2010). The goal approach is suitable in a firm that its employees are goal driven and motivated. Employee motivation is so critical to the success of a training program.

Motivated employees come out of training and development program with new skills that help in achieving the organizational goals. Employee motivation will encourage the employees to learn new things so that their departments meet their goals. The potential strategies for increasing the motivation to learn in training participants are of different kinds (Clayton, 2008, December). The human resource department can reward the trained workers by increasing their salaries and wages.

The company can promote the trained employees by increasing their ranks. Conclusion A training that is effective is a big challenge in an organization and requires attention from professional trainers with learning theories and a better deal to give instructions and principles to the people conducting the training. The organization should

understand learning theories for a proper training.

Reference

1. Clayton, M. (2008, December). Super models. Training Journal,70.
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4. Retrieved from the Walden Library using the Business Source Complete database. Herrmann-Nehdi, A.(2010).

   Whole Brain Thinking. T+D, 65(9), 36-41.

5. Retrieved from the Walden Library using the Business Source Complete database Kolb, A.Y.,& Kolb, D.A.(2005). Learning styles and learning spaces: Enhancing experimental learning in higher education.
6. Academy of Management Learning & Education, 4(2), 193-212.
7. Retrieved from the Walden Library using the Business Source Complete database.
8. Musselwhite,C.(2011). Creating a culture of motivation. T+D, 65(9), 46-49.
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10. © 2012 Laureate Education Inc.