Discuss the following and write a feedbacj of 3-4 sentences
I have chosen the CIRO model to further reading . CIRO is an acronym for the following: Context, Input, Reaction, and Outcome. Three individuals established it in 1971: Peter Warr, Michael Bird, and Neil Rackham. This evaluation method affords establishments a standard to use when running training and potential future training programs. The first in the four level approaches is context or also the situation within which the training happened. Context in a nutshell is the beginning of the process where information is gathered concerning performance defects. The second approach is Input to the training affair. Basically this level decides how well the training was organized, managed, devised, and conveyed. Reaction follows input and is best described as how well was the information received. What was the reaction of the participants of this evaluation? This level helps establish if there is significance to the new concept. The last level is outcome and it involves going over the entire evaluation, basically what really happened as a result of the training experience. Is the outcome the ending the company had hoped for by doing this process?
This evaluation process along with all the others has advantages as well as disadvantages. A positive would be that the company would be able to obtain and give information that will eventually be beneficial for their company. One downfall would be the subjective opinions of participants. It is important to understand that this evaluation could and should improve work efficiency. Another downfall could be the overwhelming amount of useless information in the process. Imperative assessments will probably be made because of these evaluations so they must meet the ultimate intentions or it will all be for not.
post2:
The CIPP model of evaluation was created in the 1960s, and is still used today in many cases. CIPP is an acronym for context, input, process, and product (Kopp, 2014). This evaluation is designed to help the decision makers make relevant decisions about the productivity of a program's value. The advantage of this model is that it asks so many relevant questions that need to be answered when evaluating any program. The questions are what should we do and how should we do it, Are we doing it as planned, and if not why aren't we, and the most obvious question, did it work? All of these questions are very important, because they answer very important business questions. The main downside to this model is that it does not take into account the value of returns on the investment (Kopp, 2014). It is difficult to measure how well a program has performed when the return on investment is not considered, but this model does help with both planning and organization during a programs life.
post3:
A learning organization is defined as an organization where people continually expand their capacity to create the desired result, where new and expansive patterns of thinking are nurtured where people are continually learning together. This is broken down into five areas; the personal mastery is where an individual's ability to know what he/she wants and their desire to work toward that goal. The mental model is the employee's framework or their way of thinking. Shared vision is building a sense of commitment in their place of employment by developing shared images of the future. Team learning being geared toward their collective thinking skills. Systems thinking is the way they think about and understand the forces and interrelationships that shape the behavior of systems.
The facility I work at I think that these characteristics are there; we are always looking for better ways not only to improve the products (inside) but also to improve the security aspect of it. My whole team has come up with some great ideas to tighten security. When upper management comes to me with an idea we talk about it, and if there are any ways that we can make it better. Security breaches are pointed out and they are addressed immediately, I have been told that we come up with excellent concerns thing that they would have never thought of in a million years
post4:
According to this week's lecture there are 5 main characteristics of a learning organization.
Systems thinking is knowing how everything within the organization interacts with each other.
Personal mastery Is the ongoing development of employees and the organization.
Mental models is how the employees see themselves and the organization.
Shared vision is what everybody believes the organization is striving to be.
Team learning is the development of employees and teams so whatever group they are part of is greater than the sum of members skill set.
According to the lecture my unit in the Air Force is not a learning organization. The characteristic we are lacking in is systems thinking. I remember when I was lower ranking troop, I only cared about my job and didn't really care or understand the how and why of what I did or didn't do. Building clean up for example, I did not realize that outward appearance had a great impact on how the squadron was seen by other organizations. I only cared about doing the job my office was responsible for. I think it is changing within the military as a whole. Lower ranking troops are not only being told what to do but the impact of their actions, why there are doing it and bigger picture of their actions.