Holton’s Evaluation Model: New Evidence and Construct Elaboration
This week, we look at Motivation to Transfer theories as they relate to behavior change. Seylor (1998) suggests
that organizations spend billions of dollars annually on training and performance to remain competitive.
By collecting training performance results, evaluations, assessments, and other forms of reports that document desired
behavior-changing interventions, organizations can measure outcomes and make decisions that affect future goals.
Theorists who have studied Motivation to Transfer have identified this as important to Human Resources Training and
Development and define it as the employee’s desire to apply new skills and behaviors to their workplace
(Noe, 1986; Holton, 1996; Kanfer, 2010). See the Reading Room for these resources if you haven’t already.
Task: Research theories behind Motivation to Transfer and discuss factors and barriers that affect behavior change.
What factors actually motivate employees to make changes to their behavior?
In your first response, answer from a domestic perspective.
In your second response, answer from a cultural/global perspective.
Each post: 250 – 350 words; 3 journal articles; 3-4 citations for each response (Domestic, and cultural/global)
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