Designing Workplace Training for Generational Differences: Does It Matter?

Abstract

There is little to no empirical evidence that designing instruction to match individual learning styles increases learning. Similarly, the same is true when people are grouped into “generations”. If generational differences exist, the size of their effect is small and does not affect the effectiveness of training. Still, educators and trainers overwhelmingly think differentiated design based on learning styles and generational differences cause students to learn more. Why? I argue that there are other outcomes to instruction besides effectiveness. If instruction matches an individual’s preferences, content and skills can often be learned more efficiently and certainly appeal more to the learner than if it does not match their preferences. It is argued that both efficiency and appeal of instruction are important outcomes for students even when effectiveness is not significantly changed by matching the instructional approach to the learner’s preferences.

Keywords

• workplace training
• generational differences
• effective learning design
• efficient learning design
• appeal in learning design