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However, the type of training format isn't the only thing the trainer must deal with. There are times when a trainee can present conflict in the training class which causes unwanted disruption. The trainer must be familiar with the various methods of dealing with conflict.
In each training class, there will be different types of trainees. The quiet type does not contribute to the class at all; the talkative trainee tries to talk more than the trainer which disrupts the class; the know-it-all thinks he can do a better job of training the class than the trainee; the negative trainee criticizes everything the trainer does; and the aggressive trainee does not possess the social skills to converse appropriately or argue constructively. In each case, the trainer must know how to handle the situation.
When dealing with the quiet trainee, the trainer should not try to force the person to speak. He must realize that everyone learns differently and not place this type of trainee in a situation where he feels uncomfortable. The talkative trainee should be reigned in so that he or she does not dominate the class. Politely ask this type of trainee to give someone else a chance to answer any questions. The know-it-all trainees should be acknowledged, but they should not be encouraged to continue talking. The negative trainee should be empathized with and then steered in a positive direction. The aggressive trainee needs to know...
This is especially the case with the aggressive trainee. In situations like this, it is imperative that the trainee is familiar with conflict resolution. The trainer cannot be non-confrontational with the aggressive trainee because the person will take over the class. It is also a good idea not to be confrontational with this type of trainee as it is already known that he lacks the appropriate social skills and will only get angrier when confronted. The best approach when dealing with confrontation is to use the cooperative conflict management style.
The cooperative management style is best because it allows the trainee to adapt to the other person's method of how he deals with conflict. If the trainee is prone to verbal attacks, the trainee can manage his own emotions so that he doesn't resort to verbally attacking the trainee. Other effective methods to resolve conflict in the classroom would be to identify the behavior and not call out or attack the person. Mirroring or repeating what the person says to be sure he is understood is also effective.
Training is a process from beginning to end. Courses must be developed as well as the training plan to deliver the course. Trainees must also be managed and a good trainer can perform all these tasks and stay on course with diligence and practice.
Communication Media Assertive Communicators Communication is a course of action in which the information, ideas, thoughts, feelings, emotions, opinions and knowledge are exchanged between two or more people. This meaningful interaction can be in the form of speech, signals, writing, or behavior. This two-way interaction is an integral process not only in the on a daily basis but is equally significant at the workplace, as it helps elevating the communication gap (Wood
Communication Verbal communication includes the words that are physically spoken, as well as factors, according to the video, such as tone of voice, rhythm of speaking, word choice, and emphasis. Experts and researchers in the field of communication assert that nonverbal communication composes more than half of the communication among people. Nonverbal communication has a variety of factors such as eye contact, gestures, body language, the setting, and even the dress
Communication Skills Self-Assessment Interpersonal Communication Speech and language pathologists are considered to be experts in the field of interpersonal communication. Yet these professionals readily agree that although they may be experts in disorders of communication, they "are not experts in 'communication,' particularly that of interpersonal communication" (Montgomery, 2006). A fundamental reason that someone might not be skilled in interpersonal communication is that they have difficulty attending to and processing all of the
Here, people always attribute causes to actions and happenings, with the belief that everything has an explanation only if we could look deeper enough (Changing Minds, 2011). This theory serves to show how people have very different perspectives to happenings or events in the daily lives, and these varying views can easily stray into power imbalance, prejudice and such like vices ultimately affecting the communication process. Under attribution theory, there
Al, (2008). With such events still expected, the lessons to be drawn from this case is that extensive cross-cultural consultation needs to be conducted among the representatives from both sides hence ensuring there is a cultural balance and no disregard for one culture. Timely, open and continuous communication needs to be fostered between the two sides as this will give chance to iron out the few differences that may emerge. References Bambacas, Mary
Communication The Hunter-Worth situation is an interesting example of cultural communication breakdown. In this instance, the breakdown has led to several problems. There is conflict between Hunter-Worth and the Mexican plant, and there is a shortage of the toy. The problems are related. The communication breakdown has resulted in Hunter-Worth management not knowing what the problem with the toy is. While Moore might not think so, resolving the conflict is going