1. This is what student wrote and i need to reply on this post with resources:Do you think that individuals or groups are better decision makers? Justify your choice.
Decisions may be made individually or by groups. In order to determine which path to take individuals must analyze their specific situation and make a decisions that best fits their needs. For example, advantages of individuals making decisions is that an action may be completed fairly quick. This may be imperative when a decision is time sensitive. However, in a situation when a decision may affect a large group, individual decision makers may not have everyone best interest in mind.Additionally, the decision made is based only on the limited amount of information that the single individual has. On the contrarily, groups may take longer to make a decision based on peoples opinions and views. Congruently, people may change their view based on the views of the group majority. However, in a group atmosphere a decisions may best fit the situation for all parties involved and may be made on all the available data to all team members .
Francis, K.A. (2017) Group vs. Individual Decision Making for a Business. Business Planning & Strategy.Retrieved from
http://smallbusiness.chron.com/group-vs-individual-decision-making-business-448.html 2. There are ways to prevent Groupthink in a group and a team, on the other hand depending on the members in the team there might be some difference in opinions. Some steps would be to respect each other’s ideas, because a non-dictatorship shows to the other members in the group that you value everyone’s opinion if your trying to take on a leader’s role to get the group started ( Russell, Hawthorne & Buchak, L. (2015). In addition, helpful ways that I believe that can prevent Groupthink are listed below:
- Make contributions right away to the team
- Listen to team members, but at the same time adding value rather than not saying anything.
- The group should come up with a plan of action or a timeline.
- Be respectful of other’s opinions.
Russell, J., Hawthorne, J., & Buchak, L. (2015). Groupthink. Philosophical
Studies, 172(5), 1287-1309. doi:10.1007/s11098-014-0350-8 ( SAME THING FOR THIS QUESTION WRITE A RESPOND BESIDE OF THIS) 3. You have been asked to develop a diversity awareness training session for managers. This will be the first in a series. The goal of this first session is to introduce the company’s policy regarding diversity and the importance of having a workplace that embraces diversity and inclusiveness. Review the examples of learning objectives in the Writing Good Learning Objectives (I-TECH, 2010) reading, then write two specific learning objectives for the session and discuss why you think they will ensure that the training goal is achieved.
By the end of this training session, participants will improve the representation of women and minorities at all levels of the organization and integrate people with disabilities and Veterans by driving talent acquisition and management practices to achieve results.
Create an inclusive work environment that fosters creativity and innovation and promotes colleague engagement through awareness and inclusive leadership skills training, promoting Work Life Flexibility, and supporting Employee Resource Groups.
I believe these objectives will be achieved because it provides a clear guide on how to achieve each objective 4.
Blanchard and Thacker (2013) state that on-the-job training is “the most frequently used training method” (p. 225). Have you experienced any on-the-job training? If so, were any of Gagne-Briggs’ Nine Events incorporated into the training?
Yes. I have gone through “on the job training” in my previous and current positions. I surely agree that, it is the most effective teaching method as it gives the trainee practical experience with the tools and equipment he will be working with each day. As such, OTJ training has become one of the most common types of training used in the workplace. This type of training is often unstructured. On my current role, I was assigned to an experienced supervisor, who showed me how the job was done. While in the previous one, I shadowed an incumbent for several shifts, while learning the steps that make up the job and how to use all of the required tools.
In both instances, all the nine steps from Gagne-Briggs were not included at all times. In the first case steps 1- Gain attention, 2- Inform learners of objectives and 4- Present the content were incorporated. In the second one, steps 2- Inform learners of objectives, 4- Present the content, 6 – elicit performance and 7- provide feedback were integrated.
Overall, OTJ training gave me the opportunity to develop new skills and performed the work expected by my employer.
Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed.). Boston, MA: Pearson THERE ARE 4 QUESTIONS TO ANSWER…..ALL OF THE QUESTIONS SHOULD HAVE RESOURCES