1. This chapter discussed several factors that influence the choice of evaluation design. Which of these factors would have the greatest influence on your choice of an evaluation design? Which would have the smallest influence? Explain your choices.
The greatest influence would be importance because if the training is ineffective, you have to take into account all that it will affect. Customer service, relationships in the workplace, or even the development of production. The factor with the smallest influence is expertise because a complex study may not always be needed, also time constraints may prevent it from being very complex.
2. How might you estimate the benefits from a training program designed to teach employees how to use the World Wide Web to monitor stock prices?
I would implement the pretest with a comparison group. I would do this because I would want to know how many people knew simple comptuter protocols and procedures, also if they knew anything pertaining to stock vocabulary.
3. What practical considerations need to be taken into account when calculating a training program's ROI?
Cost and benefits are important. These include paid hours for training, materials, and market gains. Also important are success cases which show how learning leads to results. If you can't be sure that your method of training has been proven to work, you will be a bit reluctant to expect a good return on investment. Another practical consideration is the idea that employees will benefit from the training.
Tuesday, April 17, 2007
Tuesday, April 3, 2007
Chapter 10 Homework Assignment
1. Discuss the steps in preparing a manager to go overseas.
In preparing a manager to go overseas, they must go through some phases. The predeparture phase is when the manager will receive language training and orientation in the country's culutre and customs. The training program must have rigor, or a high degree of knowledge about the culture as well as behavior and skills needed. The next phase, on-site, involves continued orientation to the host country and its customs. Often the manager would be paired with a mentor from the host country who helps them understand the new work environment. The
2. List the five dimensions of culture. How does each of the dimensions affect employee behavior?
The first dimenstion is individual collecitivism, which means that employees expect to be hired, evaluated, and rewarded based on their personal skills and accomplishments. Next is uncertainty avoidance, which means that employees would prefer a structured enviornment rather than being unstructured. Next is masculinty-femininity, which refers to the extent to which a culture values feminine and masculine behavior. Employees will tend to see males as more competitive and assertive, and view females as helpful. Power distance the expectation for the unequal distribution of power in a hierarchy. Employees will tend to address each other with titles as a sign of respect. Last is time-oriented, which is how much emphasis a culture puts on the future rather than the past and present. Employees will work towards achieving something else, rather than relishing on past accomplishments.
3. What does "managing diversity" mean to you? Assume you are in charge of developing a diversity training program. Who would be involved? What would you include as the content of the program?
To me, managing diversity means giving every employee within the organization a chance to show other employees that even thought they may be different, there are things that they can contribute to the overall growth of the organization. It also means that all employees would be treated the same regardless of who they are. If I was in charge of a diversity training program,
I would involve everybody, not just a select group of people. If at all possible, I would try to make sure that groups were made up of people from different backgrounds to show them that everybody, even though different, probably have a lot of the same qualities. I would include stereotypes in the workplace, along with biases between american business culture and the rest of the world.
4. What are school-to-work transition programs? Why are they needed? How do they benefit companies?
School to work transition programs combine classroom experiences with work experiences to prepare high school grads for employment. They are needed because graduates that are not going to college have no job experience that is relative to what they may want to do, this gives them an opportunity to choose a career in which they can actually study for. They benefit companies because more employees will be knowledgable about their job and have the necessary skills to complete the day to day tasks that are required.
5. How can companies ensure that talented women have access to development programs?
Make sure that everyone woman knows about the development program first and foremost. Do not offer training on biased attitudes, meaning that women and men alike are capable of completing training and managing their knowledge effectively aftwards. Anothe way is to make training mandatory for everyone, this way all will have an equal opportunity to receive the skills they need to succeed in the workplace.
In preparing a manager to go overseas, they must go through some phases. The predeparture phase is when the manager will receive language training and orientation in the country's culutre and customs. The training program must have rigor, or a high degree of knowledge about the culture as well as behavior and skills needed. The next phase, on-site, involves continued orientation to the host country and its customs. Often the manager would be paired with a mentor from the host country who helps them understand the new work environment. The
2. List the five dimensions of culture. How does each of the dimensions affect employee behavior?
The first dimenstion is individual collecitivism, which means that employees expect to be hired, evaluated, and rewarded based on their personal skills and accomplishments. Next is uncertainty avoidance, which means that employees would prefer a structured enviornment rather than being unstructured. Next is masculinty-femininity, which refers to the extent to which a culture values feminine and masculine behavior. Employees will tend to see males as more competitive and assertive, and view females as helpful. Power distance the expectation for the unequal distribution of power in a hierarchy. Employees will tend to address each other with titles as a sign of respect. Last is time-oriented, which is how much emphasis a culture puts on the future rather than the past and present. Employees will work towards achieving something else, rather than relishing on past accomplishments.
3. What does "managing diversity" mean to you? Assume you are in charge of developing a diversity training program. Who would be involved? What would you include as the content of the program?
To me, managing diversity means giving every employee within the organization a chance to show other employees that even thought they may be different, there are things that they can contribute to the overall growth of the organization. It also means that all employees would be treated the same regardless of who they are. If I was in charge of a diversity training program,
I would involve everybody, not just a select group of people. If at all possible, I would try to make sure that groups were made up of people from different backgrounds to show them that everybody, even though different, probably have a lot of the same qualities. I would include stereotypes in the workplace, along with biases between american business culture and the rest of the world.
4. What are school-to-work transition programs? Why are they needed? How do they benefit companies?
School to work transition programs combine classroom experiences with work experiences to prepare high school grads for employment. They are needed because graduates that are not going to college have no job experience that is relative to what they may want to do, this gives them an opportunity to choose a career in which they can actually study for. They benefit companies because more employees will be knowledgable about their job and have the necessary skills to complete the day to day tasks that are required.
5. How can companies ensure that talented women have access to development programs?
Make sure that everyone woman knows about the development program first and foremost. Do not offer training on biased attitudes, meaning that women and men alike are capable of completing training and managing their knowledge effectively aftwards. Anothe way is to make training mandatory for everyone, this way all will have an equal opportunity to receive the skills they need to succeed in the workplace.
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