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Essay / Research Paper Abstract
A 3 page paper that discusses a possible evaluation tool to determine the degree of learning and provides suggestions for reinforcing that learning. The writer comments briefly on the disciplines contributing to organizational behavior. Bibliography lists 4 sources.
Page Count:
3 pages (~225 words per page)
File: MM12_PGlrnpr.RTF
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Unformatted sample text from the term paper:
learning can be measured by using certain kinds of strategies, such as the evaluation process designed by Donald Kirkpatrick nearly 40 years ago. Kirkpatricks model is comprised of four distinct
but sequential steps, each more discrete than the last (Chapman, 2006). The first level is about the reaction of the people who attended the training, do they think they learned
anything? Did they like the experience? What were their feelings about it? (Chapman, 2006). These opinions are very easy to obtain through simple survey forms. The second level has to
do with actually measuring the degree of learning that occurred (Chapman, 2006). This can be accomplished through things like pre- and post-tests, observations and interviews to determine learning that is
observable (McGivern and Bernthal, 2002). Step three considers the behavior of the participants following the training (Chapman, 2006). Managers need to observe to determine behavioral changes that actually occur.
The difference between this level and the last is that these observations are performed some weeks after the training (Chapman, 2006). Level four is the most discrete and the most
difficult evaluation step because it considers the results of the training in terms of the business (Chapman, 2006). Did the training have any effect on business outcomes? Specific strategies
for reinforcing learning should probably come after at least the first step in Kirkpatricks evaluation process. Since this is typically done immediately after the training before participants leave, there is
no conflict. There are various strategies a company can utilize to reinforce learning from training programs. In fact, ALD (2007), a training consultancy, says that reinforcement is the missing
link in training programs. This author rightfully argues that any learning needs to be reinforced in order to be internalized (ALD, 2007). If employers want employees to really incorporate the
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