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Motivated to Fail Diversity Training Revisited

Subject: Consumer Behavior

Paper Model: APA

Paper Type: Assignment

Total Words: 1580

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Motivated to Fail? – Diversity, Training, Revisited

The Mysterious Case of the Need for Repeated Training

WCC is catering the problem from the management such as CEO and the employees too. Where, the CEO is not Committed to efficiently participate such program cannot be successful. She objected on early arrival surely the other employees would also have problem with the timing. The main problem, which is also addressed by some of the employees that they are not clear about the implementation and the purpose of the training, they must be, conveyed the objectives of the training program through SMART.

HR team must also go through their self-assessment through expectancy theory to achieve the training motives and find out the expected outcomes.  They must assess their own performance and contribution to the training program. They must find that how much effort is need to be put in to the training program. In addition, what the outputs they can gain through the contributions and effort they put in the program. Are the employees are performing at desired level to attain the desired results and get the 25% employee passed after each training session period. If they will plan so with consistent effort, they will get good results. This is to be done on continuous basis to avoid waste of time and get the training motives. If they will set that that their performance must be at slandered that after each session about 25% employee succeed to pass the exam they will steady reached to the goal of hundred percent on the same time . They will also be able to rank based on the understanding level .i.e. if an employee passed in first attempt then he can be ranked at top and if an employee passed the exam in fourth or fifth attempt, he will be ranked at fourth position. On the same time HR team may also asses their effort level if 20% employee passed in one attempt then they need to make improvement in themselves to achieve 25% passing rate in single attempt. To gain the desired performance from employee side their contribution to the program is essential. As much as the questions will be raised from the employee side, it shows more their contribution. For this purpose, they may select some of the talented employees. Who somewhat succeed to understand and pass the exam. Ask them to sit in-between the employees and raise questions to develop the interest of the employees in training program and transfer their information to the employees who failed to pass out the exam. These self-assessment will help them to remove the flaws in implementation and their systems. They will try to find new ways to literate the employees. Employees groups can also be made to overcome the performance issue where weak employees will learn from the talented employees and the desired performance will be easy to achieve. (Allan Wigfield, 2002)

The training is going on without goal setting its goals must be made clear to each participant. Two types of goals must be made clear to the employees 1st


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Motivated to Fail? – Diversity, Training, Revisited The Mysterious Case of the Need for Repeated Training WCC is catering the problem from the management such as CEO and the employees too. Where, the CEO is not Committed to efficiently participate such program cannot be successful. She objected on early arrival surely the other employees would also have problem with the timing. The main problem, which is also addressed by some of the employees that they .
Motivated to Fail? – Diversity, Training, Revisited The Mysterious Case of the Need for Repeated Training WCC is catering the problem from the management such as CEO and the employees too. Where, the CEO is not Committed to efficiently participate such program cannot be successful. She objected on early arrival surely the other employees would also have problem with the timing. The main problem, which is also addressed by some of the employees that they .
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