Guide the role play enactment over its bumps since it is not scripted Keep it

Guide the role play enactment over its bumps since it

This preview shows page 13 - 19 out of 22 pages.

Guide the role play enactment over its bumps, since it is not scripted Keep it short Discuss the enactment and prepare bulleted points of what was learned
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10-15 Sensitivity training: This is a method of changing behaviour through unstructured group interaction. (also known as T-group training, where T stands for training) Executive Development Features of T-group training T-Group consists of 10-12 persons. A leader acts as a catalyst and provides a free and open environment for discussion There is no specified agenda Members express their ideas, feelings and thoughts freely and openly The focus is on behaviour rather than on duties The aim is to achieve behaviour effectiveness in transactions with one's environment Methods/techniques
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10-16 Benefits Executive Development Participants gain rich experience in getting along with people The exclusive focus on each others' behaviour helps participants to observe, analyse and then respond appropriately Trainees can find out where they stand in comparison to others The agenda less discussions encourages the participants to come out more openly and share their opinions with others The opportunity to take charge of the group is always inherently present for the right candidate.
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10-17 Executive Development Costs Considerable time is wasted in agenda-less, direction-less discussions T-group leaders may lack the skills to instil enthusiasm and confidence in participants. There is an immoral and unjustified invasion of privacy, based on false assumptions about the nature of human relationships at work. The interchange of opinions in an open manner may be punished by superiors at a later stage, using some pretext or the other T groups may actually destroy team learning and team spirit as they encourage participants to be hostile without feeling guilty during training.
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10-18 Executive Development On the job experience: This is a kind of class room learning where the trainee learns by actually doing things under the supervision of an experienced supervisor. Such methods are highly useful for certain groups like scientific and technical personnel Behaviour modelling: This is an approach that demonstrates desired behaviour and gives trainees the chance to practice and role-play those behaviours and receive feedback. Coaching: This is a development activity in which a supervisor plays an active role in imparting job knowledge and skills to the trainee. For effective coaching, a healthy and open relationship must exist between employees and their supervisors. Methods/techniques
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10-19 + Trainees learn quickly by actually doing a piece of work and obtain feedback +Where the trainer and the trainee interact in an open manner, there is tremendous scope for the trainee to grow by seeking clarifications continuously and rectifying mistakes __ A lot depends on the interpersonal skills of the supervisor ---The learner, often, cannot develop much beyond the limits of his own supervisor Executive Development Merits and demerits of coaching
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  • Summer '20
  • rupali mam
  • Management, Trigraph

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