What are the strengths and weakness of the lecture, the case study and behavior modeling ?

The lecture: One of the strengths of the lecture is that it is the best used for making full understanding of atopic as there are several factors that control it and make it formal or interactive . It is a fact that communication in the pure lecture is a one-way communication from the trainer to trainees. Lectures are an extensive oral presentation of the course martial and agood lecture begins with an introduction where the trainers lay out the purpose of the lecture to the trainees then the orders in which the topics will be covered as well as the ground rules .this is followed by the main topic of the lecture. Also, during the lecture trainees listen, observe and take notes. Lectures are good in case of having great numbers of trainees. The weaknesses of lecture are the inability to maintain large amount of material and trainees forget the information in a direct proportion to the amount information provided. The only added value provided by the lecture is credibility that may be provided by the trainers The lecture involves trainer communicating through spoken words as they aims at the communication of learned capabilities is primarily one-way- from the trainers to the audience. Another strengh is that it is one of the least expensive ,least time consuming ways to present alarge amount of information efficiently in an organized manner.

Case study:

It is common about case studies that they are most used to simulate strategic decision making siyuations rather than the day to day decisions. The trainers provide the trainees with asituation that the compay or an organization find itself within it as well as the problems that face the organization. Trainees are exposed to agroup of questions and they are asked to respond to them most of the answers or the responds are in the written forms . longer cases require extensive analysis and assessment of the information while other imply the trainees to gather more relevant information until they find the solutions. Once the solution is found , the trainers starts to analyse the problem and the solution that have been created by the small groups . the trainers also evaluate both written and oral responses and explains that there is no sigle solution to the problem but there are always variety of them. The strenghts about the use of case study lie in the tainees application of known concepts and principlas in the search for solutioons Case studies als give incerdibility detailed information about the case being studied snce it lasts ove a period of several years They develop analytic and problem solving skills . case studies allows for expolration of solutions of complex issues as well as that the participants can apply new technologies and skills.

The weaknesses of the case study are that people may not see relevance of the study to their own situation and insufficient information can lead to inappropriate solutions or responses

Another issue is that the case study is usually done by the same person the entire time so there is only one viewpoint to the study, which can lead to biased reports. The Major assumption of this approach is that employees are most likely to recall and use knowledge and skills learned through a process of discovery.

Behavior modeling:

It involves presenting trainees with a model who demonstrates key behaviors to replicate &Provides trainees with the opportunity to practice the key behaviors It is based on the principle of social learning which emphasis that learning occurs by

observing behaviors demonstrated by a model seeing the model being reinforced for using those behaviors it is more appropriate for leaning skills & behaviors than factual information Involves presenting trainees with a model who demonstrates key behaviors to replicate.

Provides trainees opportunity to practice the key behaviors.

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Based on the principles of social learning theory. More appropriate for learning skills and behaviors than factual information. Effective for teaching interpersonal and computer skills.

2- If you had to choose between adventure learning and action for developing an effective team, which would you choose? Developing effective team: First, the process of developing an effective team involves coordinating the performance of individuals who work together to achieve common goal. Teams are effectively trained develop procedures to identify and resolve errors , coordinate in gathering of the information as well as reinforcing each other. In developing an effective and co-operative work team for a company, there are different methods that help to ensure that the team learn to be supportive and in collaboration with each other. Adventure learning would be the least desirable method of learning for the team because of its inconvenient environment and for the physically limiting requirements that can restrict the employees capability of participation. Adventure learning involves outdoor resources and because of its physically demanding nature, it has been known to be emotionally disturbing for some employees. It can increase a companys 4

risk factor for personal injuries and because it is necessary for the entire group to participate in the activities for the program to be completely effective, any disabled employees would be unable to partake in these proceedings. This is why action learning would be the ideal method for team learning, for not only the convenience of its environment, but also for the unrestricting requirements that make the program more available for all trainees. My choice will be action method.

3-Describe the process of behavior modeling training.

The behavior modeling is used for skills and interpersonal skills, sales techniques; interviewee and interviewer safety procedures are among the most skills learnt by this model. There are live models that can be used in this method. It is more typical to video tape the

1. Define the key skill deficiencies 2. Provide a brief overview of relevant theory 3. Specify key learning points and critical behaviors to watch for 4. Have an expert model the appropriate behaviors 5. Have trainees practice the appropriate behaviors in a structured role play 6. Have the trainer and other trainees provide reinforcement for appropriate imitation of the model's behavior

Behavior modeling differs from role plays and games by providing the trainee with an example of what the desired behavior looks like prior to attempting the behavior. While this method is primarily behavioral, steps 2 and 3 reflect the cognitively oriented learning features of the technique. Feedback to the trainee is especially powerful when video is used to record both the model's and the trainee's performance. Through split screen devices, the performance of the model and the trainee can be shown side by side. This allows the trainee to clearly see where improvements are needed. Simulations are not good at developing declarative knowledge. Some initial level of declarative and procedural knowledge is necessary before a simulation can be used effectively. Although some knowledge development can occur in simulations, usually other methods are required for this type of learning. Simulations provide a context in which this knowledge is applied. Improving the trainees' ability to apply knowledge (i.e., facts, procedures, strategies) is the focus of simulations. Simulations do a good job of developing skills because they:

simulate the important conditions and situations that occur on the job allow the trainee to practice the skill provide feedback about the appropriateness of their actions

Each of the different formats has particular types of skills for which they are more appropriate:

Mechanical, machine operation, and tool-usage skills are best learned through use of equipment simulators. Business decision-making skills (both day to day and strategic), planning, and complex problem solving can be effectively learned through the use of business games.

The in-basket technique is best suited to development of strategic knowledge used in making day-to-day decisions. Case studies are most appropriate for developing analytic skills, higherlevel principles, and complex problem-solving strategies. Because trainees
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do not actually implement their decision/solution, its focus is more on what to do (strategic knowledge) than on how to get it done (skills). Role plays provide a good vehicle for developing interpersonal skills and personal insight, allowing trainees to practice interacting with others and receiving feedback. They are an especially effective technique for creating attitude change, allowing trainees to experience their feelings about their behavior and others' reactions to it.