Chapter 7

Chapter 7
1. What are the strengths and weaknesses of the lecture, the case study, self-directed learning, and simulations?
2. What are the components of effective team performance? How might training strengthen these components?
3. Discuss the steps of an action learning program. Which aspects of action learning do you think is most beneficial for learning? Which is most beneficial for transfer of training? Explain why.

1. Lecture
Strengths:
· least expensive, least time-consuming ways to present a large amount of information efficiently in an organized manner
· easily employed with large groups of trainees
· team teaching brings more expertise and alternative perspectives to the training session
· panels are good for showing trainees different viewpoints in a debate
· guest speakers can motivate learning by bringing to the trainees relevant examples and applications
Weakness:
· team teaching requires more time on the part of trainers to not only prepare their particular session but also coordinate with other trainers
· in panels, trainees who are relatively naïve about a topic may have difficulty understanding the important points
· lectures tend to lack participation involvement, feedback, and meaningful connection to the work environment
· appeal to few of the trainees’ senses because trainees focus primarily on hearing information
· make is difficult for the trainer to judge quickly and efficiently the learners’ level of understanding
Case Study
Strengths:
· appropriate for developing higher order intellectual skills
· advantage of preexisting cases is that they are already developed
Weaknesses:
· case may not actually relate to the work situation or problem that the trainee will encounter
Self-Directed Learning
Strengths:
· allows trainees to learn at their own pace and receive feedback about the learning performance
· require fewer trainers, reduces costs associated with travel and meeting rooms, and makes multiple-site training more realistic
· provides consistent training content that captures the knowledge of experts
· makes it easier for shift employees to gain access to training materials
Weaknesses:
· trainees must be willing to learn on their own and feel comfortable doing so
Simulations
Strengths:
· allow trainees to see the impact of their decisions in an artificial, risk-free environment
· teach production and process skills
· used to develop managerial skills
Weaknesses:
· expensive to develop
· need constant updating as new information about the work environment is obtained

2. The components of team performance are behavior, knowledge, and attitude. Behavior means that team members must perform actions that allow them to communicate , coordinate, adapt, and complete complex tasks to accomplish their objective. Knowledge requires team members to have mental models or memory structures that allow them to function effectively in unanticipated or new situations. Attitude relates to the team members’ beliefs about the task and feelings toward each other. Training might strengthen these components by developing procedures to identify and resolve errors, coordinate information, and reinforce each other.

3. Steps in Action Learning include:
· Identification of the sponsors of action learning – who is running the action plan
· Identification of the problem or issue – present problem needing to be addressed
· Identification and selection of the group - who can address the problem
· Identification of coaches - who can help the group reframe the problem and improve its problem solving
· Presentation – present problem to group
· Group discussion – includes reframing the problem and agreement on what the problem is, what groups should do to solve problem, and how the group should proceed
· Data gathering and analysis – relevant to solving problem done by the group
· Group presentation – how to solve problem with a goal of securing a commitment from sponsors
· Self-reflection and debriefing – what was learned and what would they have done differently

The step I believe is most beneficial to for learning is group discussion because it is important to make sure everyone is on the same page i.e. everyone knowing what the problem is and what need to be done to solve that problem.

The step I think is most beneficial for the transfer of training is self-reflection and debriefing. It is important to make sure the group and group members learned what needed to be learned and will apply it to their job and what could be done differently.