“Training and Development Options for Motivation and Retention” Management Article Critique Critical Essay- by EduBirdie

The article is significantly discussing the perspectives that one must encompass during the training of the entire employees of an organization. The management should not just organize a training session before carrying out a deeper analysis of the reasons and results of the training.

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In addition, the management must understand the logistics involved during training; for instance, the materials required for successful training session, the training activities involved must be of different nature in order to facilitate comprehension, mastery, and application. Some activities like role-play and involving real life aspects should be inculcated in the training sessions.

Experts who understand the needs of the trainees should view training as a learning process that changes behavior. In this aspect, there will be minimal chances of problem misdiagnosis. The expertise must carry out a thorough research to unearth more information on the problem than mere assumptions. In this research, the facilitators engage all stakeholders and get their opinions on the problem and possible ways forward.

Considerably, training can be a great investment to a firm if the facilitators a masses a lot of knowledge in the field they are conducting the exercise (Rosner, 1999). Moreover, the article advices the Chief Executive Officers and the directors of companies not just to conduct training to its management and middle and lower-level employees for the sake of it.

For example, in addressing customers’ loyalty to the firm’s products, training ought to be done to the middle and lower-level employees and not to the managerial, as the latter do not have direct contact with the customers (Rosner, 1999). On the other front, the management ought to understand, historically, how such hitches were addressed. This idea will help them to decide on what options to choose to solve the current problems.

The article lays emphasis on the management to view a problem from all perspectives, not in a fixated mind, in order to avoid misuse of funds on training. The article is making an effort in ensuring that the employees are more productive in their performance. Notably, the Human Resource Management (HRM) does not only use these individuals productively to attain the strategic objectives of the organization but also satisfy the employees’ needs.

The HRM’s mandate is to find solutions to problems that affect these individuals in order to get the best result out of their effort (Heathfield, n.d.). For example, in the trainings, the facilitators must understand and incorporate the company’s corporate culture. This scenario helps the employees to learn on the does and don’ts while within the company.

Management ?

Remarkably, if this is not done, employees can end up performing other tasks only to receive opposition from the management. This can demoralize the employees thus lowering their productivity. Therefore, for the management to realize success, their trainings must include the company’s corporate culture. Further, effective learning must involve learners’ active learning by introducing several activities.

The employees must be divided into manageable group sizes so that they can teach each other and ask questions under the supervisory of the facilitators. This method helps in high knowledge-retention; consequently, high productivity in the future. Since human beings are social beings, a single activity bores them; therefore, alternating the learning process maintains their participation and even enhances their output.

During training, activities like using slides, storytelling, fun activities, discussion, and lectures. The HRM in ensuring that the firm achieves its strategic business objectives, must also ensure the employees are highly productive. To ensure that this happens, the training programs must also assist the employees to achieve their personal goals and objectives.

For instance, the training should address the employees’ feelings and boost their knowledge and skills. In addition, high productivity requires cooperation of all stakeholders in the company, so proper trainings should help the employees to share their experiences and even aid bonding with each other for the betterment yelp.com of the company (Training and Development, n.d.).

The HRM acts as a link between the employees and the company’s directors and CEO. Therefore, they are tasked with balancing the employees’ interests and those of the entire management. The HRM must be confident that the training programs will actually have immense positive impacts on the progress of the firm. In doing this, the organization must provide a favorable environment for the training and active participants who have the firm’s interest at heart.

On the other hand, the trainers must be qualified thus understand the entire learning process. The trainers must also be creative and effective in delivering the contents to the participants (Training and Development, n.d.). Training is an essential activity among organizations.

Therefore, the organizers must understand the reasons for conducting the training, the challenges along with the solutions during the actual training, and its immediate impact on the organization. There must also be consistent follow-ups on the changes that the training has brought forth. For instance, employees who reports high output after the training ought to be rewarded for their hard work.


Rewards, whether tangible or intangible, tend to motivate employees to repeat the same behavior of success (Heathfield, n.d.). In conclusion, organizations have to understand deeply the dimensions and circumstances that surround a problem before organizing for an effective training session.


Heathfield, S. M. (n.d.). Training and Development Options for Motivation and Retention . About.com: Human Resources . Web.

Rosner, R. (1999). Training is the answer… but what was the question? 20 questions to make sure your training really works. Workforce, 78 (5), 42. Web.

Training and Development . (n.d.). Businessballs. Web.

“Validation” by Kurt Kuenne Research Paper- by EduBirdie

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Research Paper on “Validation” by Kurt Kuenne

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The most interesting interaction in the film was between Hugh Newman, the main character, and the supervisor of the parking facility where Hugh worked as the parking attendant. The confrontation between the supervisor and Hugh Newman was the turning point in the film.

It was this conflict that proved to everyone that Hugh had this ability to make people happy. The people are happy because Newman made them focus on their strengths instead of their weaknesses. The other characters that were impressed by Hugh Newman’s ability may have been easily persuaded because they have nothing to lose.

But the supervisor had his job on the line. But when Hugh Newman convinced the supervisor that what they are doing was worthwhile, the supervisor was pleased with him. Newman had a gift and he needed to share it to the world. It can be argued that the producer of the short film wanted the world to practice this kind interpersonal interaction, it was the ability to help people through the use of kind words.

The film provides a clear illustration on the power of words and how it can affect the lives of people. In the interaction between Newman and the supervisor of the parking facility, it was revealed that even the harshest of critics, can be persuaded to change their mind. But there has to be at least one person courageous enough to do something that is unexpected.


There is a grain of truth in the film, especially with regards to a person’s EduBirdie Reviews need for validation. This need is made urgent by the fact that there is now limited opportunity for people to talk face-to-face. According to one commentary the 21 st century is a world that can be described as a “computer-mediated society” (Tresca, 1998, p.1).

Thus, in the film people were eager to line up in a parking garage to speak to Newman. They were willing to endure unfavorable conditions simply because they needed someone that they can communicate with in the most pleasant manner. It was like re-programming their subconscious. According to one expert in this field, “Affirmations program the mind in the same way that commands and scripts program a computer” (Sasson, 2001, p.1). Therefore, affirmation is validation.

People responded to the words of affirmation given by Newman. In real life one can www.sitejabber.com see this principle at work. In the same manner one can see the reverse of affirmation, which is criticism and ridicule. When the supervisor confronted Newman there was tension, up until Newman overwhelmed the anger of the superior with the power of positive words.

Comedy ?


It is interesting to point out that there was no scene of family members that were in conflict. There may have been constraints in their time and budget. However, if this aspect of life is excluded in the film, there may be critics who may question the authenticity of the film. But it can be said that these gaps are the result of certain constraints.

The film should include an interaction between the main character and other members of society. For example, the film director should have brought Newman to the poorer sections of the city where there are hardened criminals. It is to demonstrate that positive affirmation can also work in economically depressed areas of the city. It would have been interesting to find out their reaction to the words spoken by Newman.


This exercise enables the person to appreciate the power and value of words of affirmation. The impact of kind words and positive words were clearly evident in the lives of the characters. The interaction between the supervisor and Newman proved that even if people are not yet receptive to the idea of affirmation, sooner or later they will be persuaded to accept its benefits.


Sasson, R. (2001). The power of affirmations . Retrieved from < https://www.successconsciousness.com/positive-affirmations.html >.

Tresca, M. (2008). The impact of anonymity on disinhibitive behavior through computer-mediated communication . Retrieved from < https://msu.edu/ >.