Describes facilitative training which recognizes that unidirectional imparting of knowledge is a limited view of training, and that involvement, accountability, and feedback are essential elements for effective learning. (Author/JOW)

Offers a simple, high-impact exercise that uses individual, paired, and group reflection to enhance and consolidate the learning that is occurring in training sessions. (JOW)

Purpose: The purpose of this paper is to examine organizational practice to investigate what insights could be gained to support and extend existing theory. Design/methodology/approach: Adopts a clinical approach, e.g. not a priori or an academic one where data are mangled to fit a theoretical stance. Findings: Data analysis reveals four…

Over the last years, several comprehensive training programs for problem gambling have been developed and implemented in various casinos around the world. However, the efficacy of these programs has rarely been assessed and evaluated scientifically. A workshop called "Des gens qui font la difference" (People Making a Difference) was…

Training can be the most important benefit included in the purchase of a franchise. Several of these training programs used by franchise sellers (Castro Convertibles, Roto-Rooter, H and R Block, Dunhill Personnel Systems Inc., Carvel, Holiday Inns, Sheraton Inns Inc., McDonald's) are discussed. (Author/BP)

There is very little published research specifically addressing the stress management skills of hospice caregivers. In order to ascertain if breathing exercises, biofeedback training, relaxation exercises, and cognitive therapy would be beneficial, pre- and post-treatment questionnaires and six 30-minute treatment sessions were administered to…

Discusses research that looked at the actions, policies, and responses of organizations concerning training issues and substance abuse. Found that without training, an organization cannot successfully wage the war against alcohol and drug abuse at work. (JOW)

Reviews options for training first-time computer users and discusses the pros and cons of three basic training approaches--vendor classroom, in-house, and self-paced training. (JOW)

Continuation of a two-part feature on how the exigencies of recession can spark a change of training direction from activity to results. (See CE 512 717 for part one.) (JOW)

Describes a nine-step method to overcome resistance from participants and get the most from using role playing in training. (JOW)

Looks at the nature of resistance and how one trainer deals with problems of resistant trainees. Suggests that the best method is to adapt, step aside, and invite the force of opposition--not to humiliate and destroy, but to regain balance and harmony. (JOW)

Suggests that self-directed learning should be approached with the same systematic rigor as other learning activities and that facilitation requires different skills than classroom instruction or on-the-job training. Includes an interview with Malcolm Knowles, a lesson plan, and facilitator competencies. (JOW)

Suggests that a theatrical approach to training can be very effective and stresses the importance of preparation and adaptation for any training activity. (JOW)

Defines the four most widely recognized learning styles and discusses the need to adapt one's training style to fit the trainees. Also stresses the importance of understanding one's own learning preferences and those of coworkers. (JOW)

Serious trainers are using myths and fables in an attempt to focus workers on their conscious and unconscious assumptions about quality, diversity, job satisfaction, and other issues and to help them redirect their workplace energy more productively. Followers of Carl Jung argue that the approach used to help patients resolve inner conflicts can…