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Discussion Question Week 7 Table of Content: References

This document discusses Malcolm's experience transitioning to a new administrator role and the challenges he faced. It describes how he initially struggled to balance field visits with other responsibilities, frustrating some team members. Over time, Malcolm worked to build rapport with all team members by being approachable, agreeing with their perspectives, and addressing concerns. He eventually gained the respect and integrated working relationship with his whole team through these consistent efforts. The conclusion emphasizes that effective training requires capabilities like communication, feedback, and assessment to successfully manage workers.

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61 views4 pages

Discussion Question Week 7 Table of Content: References

This document discusses Malcolm's experience transitioning to a new administrator role and the challenges he faced. It describes how he initially struggled to balance field visits with other responsibilities, frustrating some team members. Over time, Malcolm worked to build rapport with all team members by being approachable, agreeing with their perspectives, and addressing concerns. He eventually gained the respect and integrated working relationship with his whole team through these consistent efforts. The conclusion emphasizes that effective training requires capabilities like communication, feedback, and assessment to successfully manage workers.

Uploaded by

tallalbasahel
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF or read online on Scribd
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Discussion Question

Week 7

TABLE OF CONTENT

1. Introduction

2. Case Study-Malcolm

3. Conclusion

References

1. Introduction

Provision of training is a joint exercise and is a continuous activity, where


administrator communicates to their workers through playing a very energetic part
and evincing enthusiasm in the functioning of his/her workers. Normally, the training
consists of guiding and inspiring, in addition to offering benefits for the functioning of
the workers. The training forms a routine activity which comprises watching the
functioning, appreciating the efficient functioning as well as assisting in the
rectification , enhancement of any type of functioning which fail to adhere to the
anticipations as well as qualities. In addition, the training is directed towards a
sustained functioning and comprises making sure the attainment of the growth design.
To be a trainer makes no difference from acting in the capacity of a specialist and in
order that the training to be effective, the trainer should set up a rapport which is
helpful.

There exist four theories of direction which give an efficient design in order to
comprehend an effective training.

1. An efficient training rapport is imperative

2. The worker forms the avenue as well as the guide for transformation

3. The worker forms a n entity as well as exclusive

4. The trainer acts as catalyst in the development of workers

2. Case Study-Malcolm
A member of the group enquired as to the manner by which he would access the
shifting of the things on the basis of the Malcolm’s experience in which he was also
felt disturbed by the manner the group was conducted under the earlier administrator.
In his reply, Malcolm held that because he being a novice to such an assignment,
shifting things abruptly was not desirable and further held that there existed a work
requiring attention in marketing which was not moving satisfactorily. In addition, the
interaction should end as per schedule since he must board a flight to proceed to the
Head Quarters.

During the interaction, as the final agenda, Malcolm organised programme for visiting
the field along with every marketing representative and also the days of visits were
noted in the record. As described by Malcolm, it may not be possible for him to
adhere to the specified dates for the visit to the field due the interactions and in
addition, he informed that a few visits to the field would last only for a few hours of
time since he is required to attend the marketing progress as well as the trade
strategies. There was a remark which was unheard at the close of the interaction was
“No departure from the previous administrator!”

During the few initial weeks, Malcolm could maintain continuous interaction among
the groups through the telephone but as decided earlier; he could not adhere to the
field visits and never happened because of his meeting engagements or due to his
remaining in the home making exercises for the trade strategies. As a result of this, a
few group members got annoyed, especially the members who are young. The elder
marketing executives felt relieved because they could remain “with freedom”.

At last when Malcolm decided to undertake the visits to meet the representatives, his
focus was only on making visit to a section among the groups, and this created some
uncertainty with the team members as to why only a few of the members are visited
and why the other members are left out. An impression gathered among the team
members that Malcolm focused only on the young members whom he was having
some control and the impression that he wanted to ignore the marketing executives
who has put in more years of service and having more experience. As a consequence
of this, a few teams got frustrated because Malcolm was perceived by some as
showing leniency towards the elder marketing executives and with the result; he was
controlled by such teams.
The measures which Malcolm has taken in order to access his change to the
administration smoothly for self as well as for the team:

1. Acted as a trainer and guide

2. Being susceptible

3. Agreement

4. Confront the Apprehension

Ultimately, at the time of Malcolm starting to head the group, the fresh and the lesser
service marketing executives found his attention focused towards them, when
compared to those elder members and very “spoken” and “prejudiced” executives. He
admired the truth that fresh marketing executives depended on him to get guidance as
well as the truth that elder marketers frequently looked down upon him as a “cheat”
and in addition were frequently making accusations regarding the car strategy,
evening interaction benefits etc. Malcolm must have adopted the measures 1 and 2 in
order to eliminate this! Through exhibiting the susceptibility and exposing his anxiety,
expectations and hopes, and through agreeing with one and all, it would have enabled
Malcolm to communicate with every marketing executive sans anxiety and
nervousness.

At last, Malcolm adopted 1, 2, 3 and 4 and actually began to admire his administrative
profession. He accessed the steadiness in functioning with the Head Quarters, Senior
Administration, Clients and taking and moulding the group that led to the
enhancement of his reputation inside the firm generally. He finally received the
admiration of his entire group members, when they came to know that by functioning
with him in an integrated manner because of his steady methods. Also he emerged as
a big trainer.

3. Conclusion

The administrators require many vital capabilities in order to handle the functioning
of the workers in an effective manner, in addition to capabilities relating to training,
providing the reactions, and undertaking the meetings to assess the functioning. It
becomes imperative to comprehend four directives which give a design for the
efficient training in addition to the significance of the effective training association,
the pivotal function of worker as an avenue as well as the guide for transformation,
comprehending the workers as exclusive and in totto and recognizing that a trainer
acts as the catalyst for the development of he worker.

References:

1. Holland, K. (2006, September 10). Performance reviews: Many need


improvement. The New York Times, Section 3, Column 1, Money and
Business/Financial Desk, 3.
2. Allenbaugh, G.E. (1983). Coaching ….A management tool for a more
effective work performance. Management Review, 72, 21-26.

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