Management Training Dilemma Essay Example

that the personnel director, Shane Alexander, must persuade the Administration that money can be saved by using "packaged" training materials for the company's Supervisors instead of hiring a professional consultant. The personnel director believes that using in-house "specialists" to train the remaining Supervisors with the "packaged" material will yield the same level of success as having a professional trainer.

V. Alternative Solutions

The company has three potential solutions to their problem. Firstly, they can choose to heed Shane Alexander's recommendation and buy the advertised "packaged" training program. Alternatively, they have the option to rent the program, along with 30 workbooks, and test it on a trial basis in order to verify Shane Alexander's beliefs. Lastly, the Hospital can decide to hire an expensive "professional" consultant who will provide on-site training for the Supervisors.

The chosen solution is VI.

I choose the second option because it permits a gradual spending of funds and allows for assessing its effectiveness. Nevertheless, an drawback is that the training procedure will be lengthier and could encounter interruptions due to staff turnover, necessitating extra training for both new employees and existing Supervisors.

The anticipated outcome is as follows:

The Hospital Administrators will be satisfied with the outcomes of the training conducted through the "packaged" program, as it offers more advantages than simply cost savings. Moreover, they will have direct contact with the four trained trainers on staff in case any issues arise. Typically, when an external trainer is involved, it can be challenging to get timely answers to questions due to distance or conflicting schedules.

Case 1B/pW-101/Management Training Dilemma

Shane would opt for

the Conclusive Research Design to test the program. This design is chosen for its objective of testing specific hypotheses and examining relationships. This design has a clear definition of the required information and follows a formal and structured research process. The resulting findings are conclusive and serve as input for decision making.

2. The design implementation involves selecting four Supervisors as Session Coordinators to provide training to a specific group of Supervisors at this hospital. Over the course of the first month, these four Coordinators will train a total of 30 Supervisors. On Monday and Wednesday, two Coordinators will train fifteen people each day for 2.5 hours. Similarly, on Tuesday and Thursday, the other two Coordinators will follow the same schedule and train another group of fifteen people each day for 2.5 hours. The goal is to complete a total of eight sessions within one month.

In the second month, supervisors who underwent specialized training would get a chance to implement their newly acquired knowledge. Then, in the third month, a comparison will be drawn between the performance of these trained supervisors and those who received training from consultants.

Both supervisors and employees will need to fill out a pre-test and post-test questionnaire to evaluate aspects like communication skills, leadership effectiveness, and motivation. During the trial period, supervisors will assess their strengths and weaknesses at the start and end. Similarly, employees will share their perceptions of their evaluating supervisors through the pre-test and post-test questionnaires. All data collected will be recorded and analyzed to determine the most effective training methods for the Hospital's Supervisory Training program.

3. The research hypothesis

suggests that the special "packaged" training program is equal to or superior to the external consultant training. To test this, the variables used would include the actual training material. Data would be collected through questionnaires administered before and after the training, comparing those who underwent the "packaged" training versus those who were previously trained by a consultant.

The Administrator's request for proof before purchase was justified as there are numerous programs claiming to enhance supervisory training but lack verified results. These programs assert their effectiveness, although they may not be suitable for this specific industry.