PROGRAM DESIGN-TEAM PROJECT
Task Definition
The employees of the advertising company have reduced efficiency in work performance due to an increase in the communication gap among them. Lack of proper interactions is forming due to an increase in individual competitions, which are creating conflict among the employees. Moreover, the management is also becoming negligent about the matter, as they do not have sufficient knowledge of conflict management among the employees. This requires an effective training program for both the managers and employees so that the managers can gain knowledge on managing conflicts properly, and employees can identify the importance of working in teams by increasing cooperation among them. The training process can become more productive with the help of the ADDIE Model analysis.
Steps of Task
Addie Model helps design effective training programs with the help of its five phases, which are required for representing a flexible, however, dynamic guideline in creating supporting tools for training programs (Bamrara & Chauhan, 2018). The training program required for the current scenario can be formed with these five phases. Don't use plagiarised sources.Get your custom essay just from $11/page
Analysis
Before starting the training process, it is crucial to examine the current issues of requirements of the training, which can be done through a questioning process. In the current scenario, such questions are useful in extracting the requirements of the training, people who will engage in the training, the facts that will be highlighted before the participants, and so on, which are essential for making proper decisions.
Design
After the achievement of the training plan, it is required to design the entire training process, which can be done with the inclusion of training delivery methods, duration of the program, its strategies, structure, and associated feedback (Bates, 2019). Such a process is required for the current case so that the fundamental concepts of conflict management can be highlighted before the managers and the employees.
Development
This stage of the model is associated with the creation of the training program so that it can be implemented practically. Regarding the concerned case, it is required for the training operator to choose the training elements carefully, which includes data presentation, graphs, and other resources. It will help the participants to catch up with the facts of conflict management easily (instructionaldesign.org, 2020). Moreover, it also includes designing the external resources, such as hard copies that will be provided to the participants.
Implementation
After the designing process is completed successfully, the training process can be implemented as per the targets of the programs. This will analyze the effectiveness of meeting the training requirements with the help of efficient teachers, which have been highlighted in the designing step (Bates, 2019). In the concerned case, this can be monitored by the training developer so that the effectiveness of training the participants with facts of conflict management can be evaluated.
Evaluation
As the goal of the concerned model is to provide a dynamic framework of successful training methods, the last stage deals with the feedback session so that the fruitfulness of the training can be evaluated (Bamrara & Chauhan, 2018). In the concerned case, this can be identified from the performance of both managers and employees, which is required in acknowledging if the current training program requires any future improvements.
Reference List
Bamrara, A., & Chauhan, P. (2018). Applying ADDIE Model to Evaluate Faculty Development Programs. International Journal of Smart Education and Urban Society (IJSEUS), 9(2), 25-38.
Bates, A. T. (2019). 4.3 The ADDIE model. Teaching in a Digital Age-Second Edition. Retrieved from: https://pressbooks.bccampus.ca/teachinginadigitalagev2/chapter/6-5-the-addie-model/
instructionaldesign.org, (2020). ADDIE Model. Retrieved from: https://www.instructionaldesign.org/models/addie/