Organizational cultureRisk and conflict tolerant environmentProtective mechanismsSomething to protect employees when they see something unethicalRole modeling ethical behaviorImportance of setting a good example; related to how a manager is rewarding/reprimanding employeesPerformance goals and AppraisalMake goals not just profit basedEmployee selectionBehavioral/ethical/integrity consideration, not just talent basedPerformance Criteria: standards by which your performance is evaluatedBest Practices in TrainingImportant Considerations:Employees need an objectiveArticulate early on what will be expectedEmployees need meaningful contentClear whether or not the task they are doing is important to their jobs; include some kind of choice; link discreet conceptsEmployees need opportunities to practiceAdults learn best while doing it; advanced organizers helpEmployees need feedbackShould be provided as soon as possibleEmployees learn though social interactionTalking to others help them see diverse perspectivesEmployees need to be motivated to learnCould offer incentives, try to make it something they don’t dread, aligns them with their goalsTraining without transfer is a waste of time and moneyMust be learning something that the employees with actually use in their jobs; ]make it job relevantTypes of Training MethodsLecturesGetting information out to a lot of peopleTeam TeachingBrings in multiple perspectivesPanelsGreat for showing different view points; can be advanced so employees should have baseline trainingAudiovisual TechniquesGood way to supplement lecture and overcome some disadvantages**Tend to lack participation, be hard to relate to actual work fieldTypes of Training Methods - Hands on MethodsOJT (on the job training)Can be informal and inconsistentSelf-directed LearningEmployee goes through pre prepared informationApprenticeshipSimulationsImmediate feedback on decisions made during simulationCase StudiesSimilar to simulations, but no immediate feedbackBusiness gamesRequire analysis and decision makingRole playsGive someone context and ask them to act it out; helpful when recordedBehavior modelingClimate for Transfer- will the skills transfer from training to the workplace?Participants’ (trainees) perception about a wide variety of characteristics of the work environment that facilitate or inhibit the use of trained skills/behaviorsManager support for the training program; looking for programs, allowing leaveManager and coworker support to use new skillsFeedback on new skillsReinforcement and lack of punishment; if mistakes are made and employees are punished they will not want to use new skillsPresentation TipsTalk in a language everyone can understand; explain jargon or technical termsKnow your audience; target info towards themUse visual aids to supplement your verbal delivery, not repeat or replaceBe professional but make it funMake sure your message is clearLecture 4Outline of Previous LectureI. CSRII. Triple Bottom LineIII. Why corporations fail to do the right thingIV. Stages of Moral DevelopmentOutline of Current Lecture I. Manager’s role in training and ethical behaviorII. Best practices in trainingIII. Types of training methodsA. TeachingB. Hands onIV. Climate for transferV. Presentation tipsCurrent Lecture- Team Expectations and Training 101Manager’s role- Promoting Ethical Behavior MGT 305 1st Edition- Organizational cultureo Risk and conflict tolerant environment- Protective mechanismso Something to protect employees when they see something unethical- Role modeling ethical behavioro Importance of setting a good example; related to how a manager is rewarding/reprimandingemployees- Performance goals and Appraisalo Make goals not just profit based- Employee selectiono Behavioral/ethical/integrity consideration, not just talent based Performance Criteria: standards by which your performance is evaluated Best Practices in Training Important Considerations:- Employees need an objectiveo Articulate early on what will be expected- Employees need meaningful contento Clear whether or not the task they are doing is important to their jobs; include some kind of choice; link discreet concepts- Employees need opportunities to practiceo Adults learn best while doing it; advanced organizers help- Employees need feedbacko Should be provided as soon as possible- Employees learn though social interactiono Talking to others help them see diverse perspectives- Employees need to be motivated to learno Could offer incentives, try to make it something they don’t dread, aligns them with their goals- Training without transfer is a waste of time and moneyo Must be learning something that the employees with actually use in their jobs; ]make it job relevant Types of Training Methods- Lectureso Getting information out to a lot of people- Team Teachingo Brings in multiple perspectives- Panelso Great for showing different view points; can be advanced so employees should have baseline training- Audiovisual Techniqueso Good way to supplement lecture and overcome some disadvantages* *Tend to lack participation, be hard to relate to actual work field Types of Training Methods - Hands on Methods- OJT (on the job training)o Can be informal and inconsistent- Self-directed Learningo Employee goes through pre prepared information- Apprenticeship- Simulationso Immediate feedback on decisions made during simulation- Case Studieso Similar to simulations, but no immediate feedback- Business gameso Require analysis and decision making- Role playso Give someone context and ask them to act it out; helpful when recorded- Behavior modelingClimate for Transfer- will the skills transfer from training to the workplace? Participants’ (trainees) perception about a wide variety of characteristics of the work environment that facilitate or inhibit the use of trained skills/behaviors- Manager support for the training program; looking for programs, allowing leave- Manager and coworker support to use new skills- Feedback on new skills- Reinforcement and lack of punishment; if mistakes are made and employees are punished they will not want to use new skills Presentation Tips- Talk in a language everyone can understand; explain jargon or technical terms- Know your audience; target info towards them- Use visual aids to supplement your verbal delivery, not repeat or replace- Be professional but make it
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