UNIT VI ARTICLE CRITIQUE
This article examines the different applications of training and how effective or ineffective training can be for organizations by providing the reader with several examples about trainers and trainee settings. Furthermore, the author offers the reader with the appropriate tools to analyze the type and cost relate to training.
Training is the answer…but what was the question? Article Critique.
“The point of training isn’t to create an “information dump”- it’s to change the way people behave” (Rosner, 1999); this is an accurate description on how people perceive training as an “information dump” in my opinion. ...view middle of the document...
One must ask the question, is training always an effective solution? And most significant is, what is the problem? And to my opinion that is what makes this article interesting the unique way of transitioning that the author uses, at first I felt that I was reading a sales pitch or an email propaganda, however, he is short and precise especially in question one where he points out three main points to avoid misdiagnosis when faced with a training challenges.
I strongly believe that training is always an effective solution and I base my opinion on my own experience as a Battalion Master Trainer for 234 Soldiers and staff. Training will a) help identify training issues that perhaps were not identified in the initial assessment and, b) training will prevent the “I didn’t know” excuse. Nevertheless, training is not always the answer but it can serve as a preventive tool. It’s also important to mention that the author points out that “an unqualified manager is just one problem training can’t fix” (as cited from Silberman, 1999), and in fact if management issues are affecting the organization one must “attack” the problem at its “roots”.
I must say that this article is an eye opener for me and I am sure it will be for my coworkers, I definitely agree with author in its taking points and with the following statement cited in his article where Oberle disagrees on that, “all leaders need continuous training if they’re to be effective at what they do and effective role models for the behaviors and performance expected of their team”, more often leaders are under the impression that they do not need training or improvement and that translate to its subordinates, however, leadership is a...