Resource Training Using Alternating Tasks

Abstract

Resource training, the cross-training of tasks sharing mental resources, has been demonstrated using both pretest-posttest and dual task paradigms. Both of these methods have some disadvantages. The pretest-posttest paradigm separates tasks in time, making resource relationships less apparent to trainees. It is also inherently unidirectional, allowing assessment of effects on the target task but not on the training task. The dual-task paradigm solves these problems by requiring simultaneous performance of two tasks sharing resources but the disadvantage is that the nature of many tasks, especially complex ones, is not conducive to the use of dual-task methodology. Here a third method is used, the alternating task paradigm. By alternating, the tasks are not structured as dual tasks yet are minimally separated in time, and the effects of each on the other are assessable. Use of the paradigm with simple tasks demonstrates that resource training does occur. While the results are promising, it remains to be seen whether resource training is effective with complex tasks, and whether making resource relationships explicit can augment transfer of training.