Do Training Design Discussion and reply to Donalds & Christophers Discussion
Training Design Discussion:
For this discussion, imagine that you are designing a 4-hour leadership development training session. Identify specific learning objectives for your training session. Conduct an Internet search to identify the types of games and business simulations that are available. Select one game or business simulation appropriate for your audience and learning objectives. Provide a brief description, detailed rationale, and thorough analysis of the game or business simulation as it pertains to your specific audience and learning objectives. Do not simply cut and paste from the Internet source.
Your initial post should be 250 to 300 words. Use this week’s lecture as a foundation for your initial post. In addition to the Blanchard and Thacker (2013) text, use at least one additional scholarly source to support your discussion.
Respond to at least two other posts regarding items you found to be compelling and enlightening. To help you with your reply, please consider the following questions:
What did you learn from the posting?
What additional questions do you have after reading the posting?
What clarification do you need regarding the posting?
What differences or similarities do you see between your initial discussion thread and your classmates’ postings?
Ask each other questions about why the specific game or simulation was selected.
How does the chosen game or simulation apply to other situations?
What are the differences or similarities in the specific game or simulation you selected compared to those identified by others?
Analyze your classmates’ chosen game or simulation. Do you agree or disagree with the choice? Why or why not? Provide examples where possible.
What are the differences or similarities in the learning content objectives for your training session compared to those identified by others?
Your reply to Donalds & Christophers posts should be a minimum of 150-250 words each:
My 4 hour leadership training development program would consist of two major types of simulations; Role Play and Role Rotation. I think that these two types of simulations are perfect because of how businesses are structured for customer service and clientele based projections of sales and income. The creation of rules and different scenarios that employees would have to deal with at the workplace would be vital to their training to get them ready to handle customers that may have a bad day or just would like feedback on their situation.
Our textbook states that,” role-play is an enactment (or simulation) of a scenario in which each participant is given a part to act out”. This will give each employee to act as a assistant manager, manager, supervisor, employee and even the disgruntled customer. This is a great learning to tool that can be fun at the same time. Role playing lowers inhibitions and breaks the ice between employees that normally wouldn’t speak to each other and now they have to solve a problem together as a team. After each scenario there will be a discussion period on how the interactions went and what was learned from the event.
After each role playing scene, a role rotation will begin. Every employee will have the opportunity to be in the shoes of a supervisor, assistant manager, manager and a disgruntled customer. This gives them a different look from each position and how they should handle themselves as a professional that is representing their company. This is an in depth training session that gives everyone a hands on approach to problems that may arise in the workplace.
Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed). Upper Saddle River, NJ: Pearson Education, Inc.
CommLab India. (2011, December 5). Employee training process [Video file]. Retrieved from https://www.youtube.com/watch?v=p1jmpMHgOPg
“Training methods can be divided into cognitive and behavioral approaches. The primary focus of these approaches differs, although cognitive methods contain behavioral elements, and behavioral methods have cognitive elements. Cognitive methods focus on knowledge and attitude development by providing information that demonstrates relationships among concepts or provides rules on how to do something. These methods stimulate learning through their effect on the trainee’s cognitive processes. Though these types of methods can influence skill development, it is not their focus. Conversely, behavioral methods focus on the trainee’s behavior in a real or simulated situation. They are best used for skill development and attitude change. Thus, both behavioral and cognitive learning methods can be used effectively to change attitudes, though they do so through different means”(Blanchard & Thacker , 2013) If I were conducting a 4 hour leadership training I would heavily rely on business games, role play, and task related exercise. The learning objectives for my training would be to demonstrate communication skills and the ability to interrelate with others, and gain knowledge and understanding of leadership foundation theories and models. The business simulation that will be utillized is job simulator. This will be usitlzed to put trainees in a “real-world” scenario to practice various business techniques.
“One of the challenges in organizing training programs is to ensure the development of certain competencies, skills and individual qualities, needed later by the trainees in a professional context. The development of such competencies is sometimes knowledge based and can be taught using classic forms, like a course of project management. Other competencies, skills and individual qualities like analytic thinking, strategic thinking, team work, defining goals, opportunity recognition, problem recognition, problem solving, decision making, proactive thinking, time management, communication, intuitive thinking, responsibility, argumentation, creativity, delegation, diplomacy, conflict management, flexibility, courage and self esteem cannot be developed easily if addressed by classical means, which implies that other forms of teaching and training could provide better solutions”(Mustafa , Alexe , Alexe , 2017) The purpose of the job simulator would be to assist trainees with gaining insight on how effective leaders handle certain things. This resources will provide trainees with the tools necessary to grasps the learning objectives of the training. In the simulator a trainee will be able to educated themselves on how leaders respond to various business needs. The leadership training will allow trainees to be interactive and learn from one another
Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed). Upper Saddle River, NJ: Pearson Education, Inc. [Electronic version]
Mustata, I. C., Alexe, C. G., & Alexe, C. M. (2017). DEVELOPING COMPETENCIES WITH THE GENERAL MANAGEMENT II BUSINESS SIMULATION GAME. International Journal Of Simulation Modelling (IJSIMM), 16(3), 412-421. doi:10.2507/IJSIMM16(3)4.383