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A comparison of the effectiveness of...

Pfeifer, Linda Jeanne.

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A comparison of the effectiveness of two training methodologies in the development of management soft skills.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	A comparison of the effectiveness of two training methodologies in the development of management soft skills./
作者:	Pfeifer, Linda Jeanne.
面頁冊數:	128 p.
附註:	Source: Dissertation Abstracts International, Volume: 65-04, Section: A, page: 1223.
Contained By:	Dissertation Abstracts International65-04A.
標題:	Education, Business. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3131574
ISBN:	0496788159

A comparison of the effectiveness of two training methodologies in the development of management soft skills.
Pfeifer, Linda Jeanne.

A comparison of the effectiveness of two training methodologies in the development of management soft skills. - 128 p.

Source: Dissertation Abstracts International, Volume: 65-04, Section: A, page: 1223.

Thesis (Ed.D.)--University of San Francisco, 2004.

Effective management development training programs are of strategic importance to business survival (Carnevale, 1988). The most common method for corporate training delivery is the instructor-led workshop, although the use of e-Learning as a training delivery method is an emerging trend (Galvin, 2002). Unfortunately, transfer of training remains a challenge for both methodologies. To improve transfer of training, coaches have been used after the completion of training courses (Stewart & Stewart, 1998). This study compared two delivery methods: Instructor-led workshop and Self-Directed Motivation System (SDMS), a new delivery method using a telecoach and online instructional materials.

ISBN: 0496788159Subjects--Topical Terms:

1017515
Education, Business.

A comparison of the effectiveness of two training methodologies in the development of management soft skills.
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245 1 2 $a A comparison of the effectiveness of two training methodologies in the development of management soft skills.
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500 $a Source: Dissertation Abstracts International, Volume: 65-04, Section: A, page: 1223.
500 $a Chairperson: Robert Burns.
502 $a Thesis (Ed.D.)--University of San Francisco, 2004.
520 $a Effective management development training programs are of strategic importance to business survival (Carnevale, 1988). The most common method for corporate training delivery is the instructor-led workshop, although the use of e-Learning as a training delivery method is an emerging trend (Galvin, 2002). Unfortunately, transfer of training remains a challenge for both methodologies. To improve transfer of training, coaches have been used after the completion of training courses (Stewart & Stewart, 1998). This study compared two delivery methods: Instructor-led workshop and Self-Directed Motivation System (SDMS), a new delivery method using a telecoach and online instructional materials.
520 $a This study used a two-group, pretest-posttest randomized block design with intrinsic motivation as the blocking variable. Thirty-two managers from two companies were randomly assigned to one of two training methods, and were taught three performance management skills. Pretests and posttests on knowledge, skill, and intrinsic motivation towards training content were administered. Two months following the treatment, skill transfer interviews were conducted, resulting in three transfer ratings.
520 $a The study found no statistically significant differences in the measures of knowledge or skill acquisition between treatment groups. However, skill 3, "Creating a motivation plan for an employee," did show higher levels of transfer in favor of SDMS, and there was a statistically significant increase in post motivation scores for the experimental SDMS group. The study also found a sizeable correlation between transfer of skill 3 and intrinsic motivation in the instructor-led workshop (.71), and a small correlation between the same measures in the SDMS group (.11). While these correlation coefficients are based on small sample sizes, and should be interpreted cautiously, they suggest that the authentic nature of the SDMS delivery method reduced the importance of intrinsic motivation for successful transfer.
520 $a This study demonstrated that, in measuring skill and knowledge acquisition, a new remote delivery method, SDMS, was as effective as instructor-led workshop delivery. In the areas of transfer of training and increasing managers' intrinsic motivation towards training content, SDMS was more effective than the instructor-led workshop.
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