Learniong Theories

Learning theories play an important role in the design of an effective training program. Learning theories provide training designers with information on how we learn, and the best environments for learning to take place. An understanding and incorporation of learning theory is needed when designing instruction because it adds focus and direction to the process. “Instructional designers should address their goals and intentions of designing instruction in order to best incorporate learning theory within their programs.” (Patten, Jr, 1974)

In today’s organization’s it is apparent that training plays an important role in their success. Training initiatives must provide support to the strategic direction of the company as well as the improvement of the employees that are responsible for carrying it out the strategic plan. (Blanchard & Thacker, 2010) Employers have the capability to become active partners in establishing their organizations as learning environments for all of their employees. “Training exists to bring about change in employee’s attitudes, skills and knowledge levels. Changing behaviors or beliefs that result from experiences signifies learning. Learning is change and by contrast, a process that takes place “within” an employee. Training is how you make learning and change happen. Training is a process by which the training and development specialist expects to bring about a change in a person’s response to a given environment or set of circumstances. (Patten, Jr, 1974)

Change, however, can create anxiety in people. Anxiety over change has many different fears associated with it. The fears that most employees face during change are, fear of the unknown, what does this change do? The fear of incompetence, “what if I can’t do the job that is asked of me”? The fear of losing rewards, “How does this affect my next raise or promotion?” The fear of lost influence, “I manage 15 people, what will happen to my department?” The fear of lost investments,...