ALJ Response
There are a wide range of issues that could impact the coaching experience. In some instances, managers find it difficult to engage in coaching undertakings and could in some cases even be reluctant to partake in the same. In the present write-up, two key reasons have been presented in an attempt to explain this phenomenon. One of the said reasons relates to the development of preconceived notions about the person(s) to be coached. For instance, the supervisor could be of the opinion that the persons to be coached are not interested in the coaching process or are likely to view the same as unwarranted criticism of their efforts. I am in agreement with this assertion. In addition to the solutions proposed to reign in this particular obstacle, I would suggest that supervisors and managers work to develop deeper self-awareness so that they can be able to correct diagnose (and correct) their erroneous assumptions.
The other reason that has been identified in the present write-up is failure to develop the relevant benchmarks that aid in the assessment of employee performance and hence the need (and relevant areas) for coaching. The most viable solution in this case is, of course, clear listing of the expected standards of performance. As a matter of fact, according to Werner (2017), feedback ought to be founded on concrete data. This way, it can be easy to assess present performance, identify deviations from desired performance, and institute corrective action to address the said deviations (i.e. via directed coaching efforts).
In the final analysis, it would be prudent to note that the relevance of employee coaching cannot be overstated in efforts to develop the crucial employee capabilities needed for enhanced organizational success. This is more so the case given that, in the words of Matulcikova and Brevenikova (2016), research confirms that the suitability of an individual for the performance of some specific activity need not always rest in the qualification achieved in most cases, they achieve required knowledge, skills, and aptitudes by means of a continual education such as coaching (p. 19).
References
Matulcikova, M. & Brevenikova, D. (2016). The Application of Coaching ?n the Preparation of Employees for Work Performance. European Scientific Journal, 12(4), 19-31.
Werner, J. (2017). Human resource development (7th ed.). Boston, MA: Cengage
Employee Privacy Torts Issues relating to employee privacy have been at the forefront of businesses for many years. This has been fuelled by the dynamic workplace which changes constantly and also by employees and employers being more litigation-conscious. Technology has also spurred on employee privacy issues with e-mail and the internet being related to heightened concerns about vulnerability of employers to litigation. Many employers have thus exacerbated their concerns relating to
Employee Training and Career Development The role of training in an organization's development For organizations to ensure their employees are equipped with the right knowledge, abilities and skills to perform their assigned tasks, training and development assumes a critical role towards the success and growth of the business. When providing appropriate training, organizations ensure that their employees own the right skills for the business and these skills must be continually updated based
It is an observational learning technique. It is used to diversify training and helps in change of attitude. It also helps in interpersonal skills. Outdoor training involves challenges which teach employees to work together as a team. It usually involves some major physical and emotional challenge and employees are observed on how they react to these difficulties. This type of training is beneficial as it shows the importance of working
A number of companies put into practice an ethnocentric direction in which the management is focused on the home market. Ideas that begin from the headquarters are thought to be better than to those that come from the foreign subordinate. Top organization in the foreign business is usually managers that come from the head office. Some of the businesses take a polycentric approach, in which each market is thought
Off the job training is implemented in a location different from the actual place of employment. The more common methods of off the job training include the day releases (through which the employees take the day off work to engage in the training program), distance learning, block release courses, sandwich courses or self-study. The main advantages of this method are that the quality of the results is increased, as the
However, they focus on cost efficiency and development programs can be costly. Also at this stage, it is crucial to differentiate between the various resources which are required, such as technological resources, financial resources or labor force resources (Mayhew, 2011). This specifically implies that it is necessary to recognize and accept the costs of the development program. It is for instance plausible for the program to generate operational inefficiencies
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now