You are designing a diversity awareness training session. You have created four learning objectives. Upon completion of the training session, managers should be able to:
Define diversity and terms related to diversity
State the company's policy regarding diversity
Describe three benefits of having a diverse work force
Identify three behaviors that foster a more inclusive workplace
If you had to choose two traditional methods to use in the diversity awareness training session, which two would you pick and why? Be sure to tell us which objective(s) each training method addresses.
Types of Traditional Training
Presentation Methods
Lecture: The lecture is the most predominant presentation method. This method involves a trainer presenting information to an audience of trainees. It is an inexpensive way to share information with large groups efficiently. The trainees sit and listen while the instructor speaks. This type of instructor-led presentation sometimes includes an audio-visual component.
Lecture with Discussion: This adaptation of the lecture mode adds a discussion to the lecture. In this mode, the trainer asks a question or seeks input from the trainee about a topic related to the training content. It is a two-way communication mode because the trainee is actively engaged in the content.
Lecture with Demonstration and Discussion: This adaptation of the lecture mode integrates a demonstration into the lecture and discussion. In this mode the trainer (lecturer) shows the trainee how to do something or how something works. The demonstration can be how to do something as in behavior modeling or how something works like using a piece of equipment. The trainee performs the task? after watching the demonstration and is given feedback by the instructor. This approach provides for individual and group discussion along with feedback from the instructor.
Hands-on Methods
On-the-Job (OJT): This method occurs mostly at the job site and focuses on the trainee learning the job. The trainee observes a subject matter expert performing the job and then tries to emulate the expert's behavior. The trainee is usually given feedback on his or her performance. The OJT method can be used in many situations including newly hired employees, transferred or promoted employees, or cross training employees. There are several types of OJT. They include coaching, mentoring, job rotation, and apprenticeships.
Coaching is usually a one-on-one method where an individual coach works with a trainee to improve a skill, competency, or behavior. Coaches are used in organizations for a variety of situations from helping senior leaders with their management skills to helping individual contributors with presentation skills. Coaches usually go through a certification process that accredits their learning and gives them a professional credential. Mentoring is a form of internal organizational coaching where a more senior employee provides guidance on how the organization operates and career skills to a junior employee.
Job Rotation is a systematic OJT technique where organizations rotate employees through several jobs within the organization as a way to help them learn the knowledge and skills required to perform different jobs in the organization. It enhances the career of the employee and provides the organization with a cadre of multi-skilled employees.
Apprenticeships trace their origins back to the Middle Ages when skilled trades people passed their knowledge on to others over a period of time. Most apprenticeships today occur in skilled trades like cooking, electrical work, or auto repair. Apprentice programs usually require a set number of classroom hours along with OJT experience.
Simulation: The simulation is a training method where trainees are presented with a real-world situation that mimics their work environment. The simulation method could focus on equipment like flight simulators or interpersonal skills like role playing, behavior modeling, case studies, or in-basket exercises. At the conclusion of the simulation the trainees are given feedback on their performance.
Business Games are simulations that attempt to replicate an organization or an industry. For example, many universities use a simulation called 'The BSG' or Business Strategy Game (www.bsg-online.com). In The BSG, teams of students manage an international shoe company and make decisions that impact the bottom line. Other types of games, such as Jeopardy or Family Feud, can be used to review information presented in the training.
In the Role Play simulation, an individual or group is given a scenario related to their work and the course content. They act-out the situation and are given feedback by the group or the trainer. This type of simulation allows trainees to practice a skill in a safe environment where they can make mistakes and not suffer consequences.
Behavior Modeling is often associated with simulation and role playing because after the trainee observes a video or demonstration of the model behavior they practice it in a role play.
Case Study: The case study method is usually a written or video portrayal that describes how an organization dealt with a problem, issue, or difficult situation. Trainees are required to analyze the actions taken and suggest other ways to solve the problem.
Group Methods
Team Building Training is a type of group training that focus on individuals who work together as a team. The focus of this type of training is to help the team members become more effective and efficient in their operations. The training includes topics like setting team norms, dealing with conflict in the team, running effective meetings, and problem solving.
Adventure Learning (AL) is a type of group training where trainees engage in activities, games, and/or competitions usually of a physical nature outside the workplace. The purpose of this experiential learning is to help the trainees develop skills in leadership, problem solving, decision-making, team work, and interpersonal communication. Activities like wall climbing, navigating rope courses, drum circles, and cooking competitions are often part of an AL training program.
Action Learning is a type of group training method where a team or work group is given an actual work problem to solve. The group gathers data, identifies problems, proposes solutions, and presents them to leadership for implementation.