Sample Used By Another Student From The Scenario This Week

Sample Used By Another Studentfrom The Scenario This Week The Idea

Reviewing the provided scenario, the core assignment involves analyzing training methods and developing a comprehensive training plan. The scenario focuses on selecting appropriate training techniques, considering technological tools, instructional strategies, and logistical planning to address specific organizational training needs, particularly effective communication and behavioral issues within the workplace.

Based on this, the assignment requires a detailed discussion of designing and implementing a training program tailored to organizational needs, utilizing appropriate instructional methods, technological solutions, and experiential learning strategies, supported by scholarly references.

Paper For Above instruction

Developing an effective training program within an organizational context necessitates a strategic approach that considers the specific training needs, available resources, and organizational goals. In the scenario presented, the primary training need is to improve effective communication among employees and supervisors, which addresses behavioral issues impacting work performance and team cohesion. To meet this need, the training design must incorporate suitable instructional methods, technological tools, and experiential learning strategies conducive to behavior change and skill development.

Understanding the Training Needs and Objectives

The first step in designing an effective training program is conducting a thorough needs analysis to identify the gaps within the organization. In this case, the communication problems reflect a behavioral issue requiring a focus on improving interpersonal skills, conflict resolution, and active listening. The primary objective of the training should be to foster better communication practices that translate into more productive work relationships and enhanced teamwork. Clear goals might include enabling employees to recognize different communication styles, apply appropriate communication techniques in various scenarios, and demonstrate improved interpersonal interactions.

Instructional Strategies for Behavioral Change

Addressing behavioral issues requires instructional strategies that promote experiential learning, reflection, and practical application. The scenario emphasizes the use of the experiential learning model (ELM), which is rooted in active participation and real-world relevance. This model involves stages such as concrete experience, reflective observation, abstract conceptualization, and active experimentation (Kolb, 1984). Applying ELM in this context, the training could begin with trainees sharing personal experiences where communication either worsened or improved a situation. This reflection fosters awareness of their communication impact.

Further, role-playing, simulations, and group activities can provide concrete experiences for employees to practice effective communication styles in a safe environment (Brown, Collins, & Duguid, 1989). For example, simulated scenarios where employees must navigate confrontational or passive communication can help them develop adaptive skills. These experiential activities reinforce learning by connecting theory to practice, which is critical for behavioral change (Kolb & Fry, 1975).

Choosing Appropriate Training Methods

While traditional lecture methods provide foundational knowledge about communication theories, they often fall short in fostering behavioral change. Therefore, incorporating experiential methods such as simulations and role-plays aligns better with the goal of improving interpersonal skills. Simulations allow employees to engage in real-life situations, analyze their responses, and receive constructive feedback (Salas, Rozell, Mullen, & Baechtold, 2002). This active engagement enhances retention and skills transfer.

Additionally, peer-to-peer interactions and group discussions facilitate social learning, where employees observe and model effective communication behaviors (Bandura, 1977). This collaborative approach encourages sharing of diverse perspectives and reinforces the application of learned skills in various contexts.

Integrating Technology and Future Considerations

The scenario discusses the potential use of computer-based training (CBT) as a cost-effective and standardized delivery method. Although CBT methods such as tutorials and e-learning modules are valuable for delivering theoretical knowledge, they are less effective in changing behaviors that require interpersonal practice. However, simulations—particularly virtual reality (VR) scenarios—could offer immersive environments where employees can practice communication skills in a controlled setting (Parsons et al., 2017).

Organizations should consider future integration of such technological tools as their infrastructure develops, supporting ongoing skill enhancement and reinforcement. Moreover, combining face-to-face experiential activities with digital simulations can create a blended learning approach that maximizes engagement and effectiveness (Garrison & Kanuka, 2004).

Developing and Implementing the Training Plan

The design phase involves outlining an instructional strategy that specifies module content, sequencing, methods, and assessment criteria. For this scenario, the training could be structured as a one-day workshop using interactive simulations, group exercises, and reflection sessions to reinforce communication skills. The schedule should allocate sufficient time for practice, feedback, and reflection to solidify behavioral changes.

Logistics include selecting an accessible training venue, arranging seating to facilitate interaction, and preparing role-play scenarios. The trainer’s role is crucial in guiding exercises, providing feedback, and encouraging open discussion. Moreover, post-training follow-up activities such as coaching or refresher sessions can sustain behavioral improvements (Kirkpatrick & Kirkpatrick, 2006).

Conclusion

Designing a targeted training program to improve communication within an organization involves a careful blend of needs analysis, experiential learning strategies, suitable instructional methods, and logistical planning. Emphasizing active participation through simulations and role-plays ensures that behavioral change is prioritized. Future incorporation of advanced technological tools like VR can further enhance training effectiveness. By aligning training objectives with organizational goals and leveraging evidence-based instructional strategies, organizations can foster a culture of effective communication, resulting in improved performance and workplace harmony.

References

• Bandura, A. (1977). Social learning theory. Prentice Hall.
• Brown, J. S., Collins, A., & Duguid, P. (1989). Situated cognition and the culture of learning. Educational Researcher, 18(1), 32-42.
• Garrison, D. R., & Kanuka, H. (2004). Blended learning: Uncovering its transformative potential in higher education. The internet and higher education, 7(2), 95-105.
• Kirkpatrick, D. L., & Kirkpatrick, J. D. (2006). Implementing the Four Levels: A Practical Guide for Effective Evaluation of Training Programs. Berrett-Koehler Publishers.
• Kolb, D. A. (1984). Experiential learning: Experience as the source of learning and development. Prentice Hall.
• Kolb, D., & Fry, R. (1975). Toward an applied theory of experiential learning. California Journal of Teacher Education, 5(3), 32–57.
• Parsons, T. D., Gaggioli, A., & Riva, G. (2017). Virtual reality for behavioral health: An overview of recent developments. Curr Psychiatry Rep, 19(4), 22.
• Salas, E., Rozell, D., Mullen, B., & Baechtold, K. (2002). The role of training in teamwork: An international perspective. In Teamwork in multi-person settings (pp. 33-62). Lawrence Erlbaum Associates.
• Association for Talent Development. (2019). Essentials of Being a Successful Training Coordinator. BUS407 Week 7 Scenario Script.