Coprorate Marriage ! Management Colleges may not teach you.Series 3

It may happen in our professional life that we set up a system and then on a fine a new boss come and he/she starts to criticize for what we did !!
Normally people react like – Try to create barriers to him/her through your influence ( Many a times unknowingly)
Start searching for a new job ( Thinking that we need to show to management that we were important)
Get demotivated and loose track .. Why people behave like this !!
The Article does not says how part but it says Why Part of this phenomenon!
Why !!
In the perspective of the New comer!
Whenever a new person comes in , He / She tries to stabilize in his role . In the process of the same first thing he/she tries to create is to make the system feel the presence of new person. We say this as Impression formation stage. The Impression formation stage is so vital for the new comer because the 60 – 70 % face of the person is designed in this stage.
During this stage lot of hick up’s comes in the way like the subordinates feel insecure so they react , boss feel that new person is making more voice as he/she will come with new plans so he will also react.
Major challenge is new comer’s subordinate and his boss who were speaking about him/her will create a new impression, which the new comer may not like so he/she may try to isolate the subordinate from his boss and give a different impression. The list goes like this !
The Only Reason for all these phenomenon is the new comer will try to bring all the good things which she/he enjoyed in his last system into the new system . we can say cultural injection. ( Its is like New bride trying to bring her family culture into new house , Indian context )
In the perspective of the subordinate !
It may happen many a times that the company might have offered the existing employee a higher designation and on a fine day he/she sees a new person . Surely this is the worst part !
The existing employee starts creating a bad impression about the company/new person
Best eg: A child when get married the in laws may get irritated but they don’t show anger to the child but they do it to the new bride!!
The subordinate may either try to push him out or move out in short “ New marriage “ phenomenon . Just think of the newly married couple in a family ! The in laws may try to create barrier even though they like the bride initially .
All these are due to “ Insecurity they feel “
In the perspective of organization !
Even though your boss might have offered you a higher position , his postion may also be at stake this is due to delivery expectation in his job profile. The person may not be in a position to offer the agreed role to new person because he might not be in a position to substantiate to himself or to higher authorities that they will perform . Hence thee reliability factors matter Its like this “ Will you take chance if you are sitting in a highly challenging role “
Thus all these happens because of lack of reliability or Validity henc eat your stage you need to create these two concepts .
It is as simple as giving financial managers role to new bride by her husband which his inlaws may not like …….. ( Indian context)
In simple words compare your self as a family member of a newly married couple and fit your self to the role which you play in company … Then understand Its so simple !!
In short why people react in new situations are to survive and why new situations are created is also to survive
“ Marriage is made to build relation not to Break “.
If you are trapped in these situation and finding a solution out please feel free to write to me , with your case and lets work together to get the solution! Live life to its fullest !! Life is Beautiful!

Nature's law in Management ! Management Colleges may not teach you.Series 2

Lesson 1

Beware of Corporate Fog !


If you have fog ahead it is best to park the vehicle and wait rather than going ahead , This will avoid Accident , so is with your Job Role , Unless and until you get clarity , wait to avoid acccident. Else you may end up in Heavy Loss!


Lesson 2


You are not Boss Until You are !! Dont fall into Corporate Mirage!


Corporate may offer lot of dreams and may ask you to do a lot but until and until you receive the benefit , please understand you have not .. dont fall into virtual success! Be careful about corporate Mirage!


Will continue !!

Content development whether to outsource or not !!

It was a big question in mind while thinking of setting up a Training Team whether to out source content development or to make it inhouse and i have infact discussed with many specialists on this subject , The best answer i got was it depends on the type organization where you work
In organizations where the Products are sofisticated and compplex and the frequency of product lauch is high it is best to go for inhouse Training Team Benefits include
1. Content development will be confidential
2. Since fast changes are happening , the first mover advantage can be maximum capitalised
3.The cost of setting the team will be less as the tem will run to its maximum efficiency.
4. The development of the content will be clearly outlined by company vision and values.
Eg: Banking and Finacial Industries
If the organization is not undergoing drastic and frequent changes then the best idea will be to outsource the content development. This is because the employability factor for the teaam will amatter of question.
Few Benefits in Having out sourced team is the reliability. The vendors will be updated on the latest happenings in the market as they are exposed to multiple clients and requirements.
The employee cost will not be responsibility of company hence can run a lean model.
Thus based on organization and frequency of change select your requirement whether to out source or not!

Kirpatrick’s Model - its Uses in Organization and Time gap between each stage.

Kirkpatrick’s Model

Kirkpatrick developed a model of training evaluation in 1959
Arguably the most widely used approach
Simple, Flexible and Complete

Four Levels of Learning Evaluation
The four levels of Kirkpatrick's evaluation model essentially measure:
• Reaction of student - what they thought and felt about the training
• Learning - the resulting increase in knowledge or capability
• Behavior - extent of behavior and capability improvement and implementation/application
• Results - the effects on the business or environment resulting from the trainee's performance
All levels of evaluation are important. Sometimes people skip the "level 1" evaluation because it doesn't directly relate to learning; however, if the student is distracted by something in the learning experience, his or her ability to learn can be impacted. Levels 3 and 4 are the most important because a difference in behavior is what we strive for. Levels 1 and 2 should be measured to make sure nothing gets in the way related to the training event/solution itself.

Eg: To get a authenticity lets take look at a research study
The data is generated from a measure of the participant’s knowledge before the course, the participant’s knowledge immediately after the course as well as the participant’s knowledge 3 months after the course

The findings in this article regarding training effect are based on data of 70,932 participants from 667 different courses involving 3,750 learning activities. 46,913 participants have been measured on classroom learning activities and 24,019 participants have been measured on e-learning activities.

As not all learning activities include a measure of the level of knowledge and skills 3 months after the training, the findings hereof rely on data from 17,107 participants.

The results presented in this paper are all based on paired data. The level of significance in this study is 95 percent

Reference:

The findings in this article regarding training effect are based on data of 70,932 participants from 667 different courses involving 3,750 learning activities. 46,913 participants have been measured on classroom learning activities and 24,019 participants have been measured on e-learning A significant though small difference in the pre-test score was found. E-learning was around 6 percentage points higher than classroom training, respectively 36.2 percent and 29.8 percent. The data also reveals that e-learning produced significantly higher knowledge and skill levels immediately after training respectively a post-test e-learning score at 80.1 percent compared to 71 percent for classroom training.

Efficiency Transfer
Classroom 41.3 % -3.8 % 58.8 % 90.7 %
E-learning 44.0 % -11.7 % 68.8 % 73.4 %
The e-learning efficiency was 68.8 percent compared to 58.8 percent for classroom training. This difference can most likely be explained by the fact that participants taking e-learning were able to monitor their learning success continuously during training; therefore they are assumed to be motivated to continue learning until achieving the desired learning level. The satisfaction level was slightly lower in e-learning than in classroom training.
Finally, this study reveals that both classrooms training and e-learning ended up at the same levels of skills and knowledge 3 months after training, respectively 67 percent and 68 percent. Hence, participants on e-learning lost 11.7 percentage points of their knowledge and skills 3 months after training whereas only 3.8 percentage points on average were lost among participants taking classroom training. For this reason the transfer of knowledge and skills were significantly smaller on e-learning at 73.4 percent compared to transfer of classroom training at 90.7 percent.

This research found that the learning effect and efficiency of e-learning are significantly higher than classroom training. These findings are of particular interest as e-learning programmes are generally less costly compared to classroom training.

On the other hand, the classroom training had a better retention and transfer of learning, causing the two approaches to end up producing the same level of knowledge and skills in the job score 3 months after the training.

Coming back to discussion on Kirkpatrick's Model ,
E learning was successful in first two levels because the distractions were less and one to one concentration was given to the candidate. As far as the second and third part is concerned is shows that the TAT in the Kirkpatrick's model is based on different factors
1. Type of training
2. Environment
3. Time span
And it is a notable point that between each stage TAT depends on type of requirement also , if it is knowledge level TAT of e learning was lesser and if it is a skill based , TAT of class room is better and if it is induction type of trainings where both skill and knowledge is concerned then we need to have a combination of both to reduce TAT between each stages and improve quality.
My Reference and courtesy to : Wikipedia , PEOPLEWAY PRESS // JANUARY 2009 // LARS JULIN & KASPER EJLSKOV.