Chapter 7 Homework Assignment

What are the strengths and weaknesses of the lecture, the case study, self-directed learning, and simulations?
Lecture-Strength-least expensive, least-time consuming, and easily employed with large groups. Weaknesses-lack participant involvement, feedback, and meaningful connection to workplace.
Case Study-Strength-trainees more likely to recall and use the knowledge and skills. Weaknesses-environment must give opportunity to perpare and discuss the case.
Self-directed learning-Strength-train at own pace and receive feedback. Weaknesses-trainees must be willing to learn on their own and be motivated.
Simulations-Strength-real life situations and feedback. Weaknesses-very expensive and need constant updates.

What are the components of effective team performance? How might training strengthen these components? The three componients of team performance are: Behavior, Knowledge and Attitude. Noe says, "The behavioral requirement means that team members must perform actions that allows them to communicate, coordinate, adapt, and complete complex tasks to accomplish their objective. The knowledge component requires team members to have mental models or memory structures that allows them to function effectively in unanticipated or new situations. Teams member's beliefs about the task and feelings toward each other relate to the attitude component...Research suggests that teams that are effectively trained develop procedures to identify and resolve errors, coordinate information gathering, and reinforce each other."

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.
M. Marquardt listed the following as steps in action learning: 1)Identification of the sponsors of action learning, including CEOs and top managers, 2)Identification of the problem or issue, 3)Identification and selection of the group who can address the problem, 4)Identification of coaches who can help the group reframe the problem and improve its problem solving by listening, giving feedback, offering assumptions, and so on, 5)Presentation of the problem to the group, 6)Group discussion that includes reframing the problem and agreement on what the problem is, what the group should do to solve the problem, and how the group should proceed, 7)Data gathering and analysis relevant to solving the problem, and how the group as a whole as well as individual members, 8)Group presentation on how to solve the problem, with the goal of securing a commitment from the sponsors to act on the group's recommendations, and 9)Self-reflection and debriefing (e.g., What have the group and group members learned? What would they have done differently?) I believe that identification of qualified coaches is most beneficial for learning, because if the trainer doesn't know what they are teaching or how to teach it then it is going to be very difficult for others to learn. I believe that group discussions and debriefing are the most beneficial for transfer of training, because you have the ability to hear what everyone else thinks or express your own feelings.