Respond To The Following In A Minimum Of 175 Words To Earn F

Respond To The Following In A Minimum Of 175 Words To Earn Full Credit

Respond to the following in a minimum of 175 words to earn full credit: Recall the readings and activities you have completed this week and research a TED Talk or other academic video that applies to one or more of your weekly objectives. Effective career development should include follow-up or application within the workplace. Syllabus Objectives for the week 5.1 Analyze best practices for guiding an employee’s career development. 5.2 Evaluate key components of an effective mentoring program. Discuss best practices for guiding an employee’s career development. How can an organization ensure its provided training and development is benefiting the employee?

Paper For Above instruction

Effective career development is a fundamental aspect of organizational success and employee satisfaction. It involves structured strategies that guide employees toward achieving their professional goals while contributing to the organization's objectives. A pivotal resource that underscores these concepts is the TED Talk by Carol Dweck, titled "The Power of Yet," which explores growth mindset and its implications for development. Dweck emphasizes that fostering a growth mindset encourages continuous learning, resilience, and improvement—qualities essential for career development.

Best practices for guiding employee career development include personalized coaching, clear goal setting, and consistent feedback. Managers should collaborate with employees to identify their strengths, aspirations, and development needs, then facilitate appropriate training opportunities. Mentoring programs are also integral; an effective mentoring program involves pairing less experienced employees with seasoned mentors who provide guidance, knowledge, and support. To ensure training benefits employees, organizations must implement evaluation mechanisms such as feedback surveys, performance metrics, and follow-up assessments. These tools help measure skill enhancement, job satisfaction, and productivity improvements attributable to development efforts.

Furthermore, organizations should foster a culture of continuous learning by encouraging self-directed development and providing accessible learning resources. Integrating such practices within the organizational framework ensures that training initiatives translate into tangible career advancement, benefiting both employees and the organization as a whole.

References

Carol Dweck. (2014). The Power of Yet [Video]. TED. https://www.ted.com/talks/carol_dweck_the_power_of_yet
Noe, R. A. (2020). Employee Training and Development (8th ed.). McGraw-Hill Education.
Kegan, R., & Lahey, L. L. (2016). An Everyone Culture: Becoming a Deliberately Developmental Organization. Harvard Business Review Press.
McCauley, C. D., & Van Velsor, E. (2004). The Center for Creative Leadership Handbook of Leadership Development. Jossey-Bass.
Amabile, T. M., & Kramer, S. J. (2011). The Progress Principle: Using Small Wins to Ignite Joy, Engagement, and Creativity at Work. Harvard Business Review Press.
Gormley, T. (2016). Building a Mentoring Program: A Guide for Organizations. Journal of Business and Psychology, 31(3), 583-595.
Garvin, D. A., Edmondson, A. C., & Gino, F. (2016). Is Yours a Learning Organization? Harvard Business Review, 94(5), 109-116.
Hamel, G., & Valikangas, L. (2003). The Pursuit of Willow Tree Innovation. Harvard Business Review, 81(4), 108-119.
Pfeffer, J., & Sutton, R. I. (2006). Hard Facts, Dangerous Half-Truths, and Total Nonsense: Profiting from Evidence-Based Management. Harvard Business Review Press.
Salas, E., Tannenbaum, S. I., Kraiger, K., & Smith-Jentsch, K. A. (2012). The Science of Training and Development in Organizations: What Matters in Practice. Psychological Science in the Public Interest, 13(2), 74-101.

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