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Maxine
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RossStrategic training approaches focus on aligning training initiatives with overall business goals and objectives to drive organizational success. Traditional training approaches, on the other hand, tend to be more focused on completing predefined courses or activities without necessarily tying them to strategic outcomes. Strategic training is more proactive and future-oriented, while traditional training may be reactive and task-oriented.
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What are the implications of a changing teacher training?
Changing teacher training programs can lead to better prepared educators who are equipped to meet the evolving needs of students. It can also help promote innovative teaching methods and approaches to education. However, it is crucial to ensure that the changes align with the latest research and best practices in pedagogy to maximize their effectiveness.
What is the difference between learning organizations and traditional learning?
In learning organisations,mistakes and errors are seen as learning opportuities-a sign that processes/procedures need to be reviewed/improved,that training may need to be introduced to prevent mistakes being repeated.The emphasis is more on systems than specific individuals seen in isolation.Similarly,positive results can be highlighted as opportunities for imitation by other teams,units,departments etc. In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies).Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated. In learning organisations,mistakes and errors are seen as learning opportuities-a sign that processes/procedures need to be reviewed/improved,that training may need to be introduced to prevent mistakes being repeated.The emphasis is more on systems than specific individuals seen in isolation.Similarly,positive results can be highlighted as opportunities for imitation by other teams,units,departments etc. In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies).Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated. In learning organisations,mistakes and errors are seen as learning opportuities-a sign that processes/procedures need to be reviewed/improved,that training may need to be introduced to prevent mistakes being repeated.The emphasis is more on systems than specific individuals seen in isolation.Similarly,positive results can be highlighted as opportunities for imitation by other teams,units,departments etc. In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies).Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated. In learning organisations,mistakes and errors are seen as learning opportuities-a sign that processes/procedures need to be reviewed/improved,that training may need to be introduced to prevent mistakes being repeated.The emphasis is more on systems than specific individuals seen in isolation.Similarly,positive results can be highlighted as opportunities for imitation by other teams,units,departments etc. In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies).Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated. In learning organisations,mistakes and errors are seen as learning opportuities-a sign that processes/procedures need to be reviewed/improved,that training may need to be introduced to prevent mistakes being repeated.The emphasis is more on systems than specific individuals seen in isolation.Similarly,positive results can be highlighted as opportunities for imitation by other teams,units,departments etc. In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies).Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated. In learning organisations,mistakes and errors are seen as learning opportuities-a sign that processes/procedures need to be reviewed/improved,that training may need to be introduced to prevent mistakes being repeated.The emphasis is more on systems than specific individuals seen in isolation.Similarly,positive results can be highlighted as opportunities for imitation by other teams,units,departments etc. In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies).Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated. In learning organisations,mistakes and errors are seen as learning opportuities-a sign that processes/procedures need to be reviewed/improved,that training may need to be introduced to prevent mistakes being repeated.The emphasis is more on systems than specific individuals seen in isolation.Similarly,positive results can be highlighted as opportunities for imitation by other teams,units,departments etc. In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies).Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated.
Difference between training and development and different methods of employee training?
Training focuses on teaching specific skills for current job tasks, while development aims to enhance overall capabilities and prepare employees for future roles. Methods of employee training include on-the-job training, classroom training, e-learning, and simulations. Each method has its own benefits and is chosen based on the learning objectives and resources available.
What difference between lecture and training?
A lecture typically involves one-way communication where information is delivered to an audience. Training, on the other hand, is more interactive and hands-on, focusing on teaching specific skills or knowledge through practical activities and exercises. Lectures are more informative, while training is more experiential and skill-oriented.
What are some reasons why on the job training can be ineffective and what can be done to ensure its effectiveness?
First, job training can be ineffective if the people who come to the training are not attentive, create distractions or bring other work to work on while there. Secondly, if the subject of the training is not relevant to the actual job being done, it will be ineffective. The training needs to reflect the actual steps and decision points that the task requires from the worker. Third, the location of the training is important. Desk space, isolation from outside events and noise, room temperature all make a difference. Fourth, provide a take away handout that concisely reflects the training--or email the document for future reference. This should not just be a copy of the power point presentation. Fifth, evaluate the effectiveness of the training by surveying the participants. If you have tried to teach some element of problem solving, having them complete a worksheet and discuss it at the end is a helpful way to wrap up the discussion.
