Name- Anju Agrawal, Roll No-72/23878, Paper-IV- Training Methodology-1

Response sheet-1

Name- Anju Agrawal, Roll No-72/23878,

Paper-IV- Training Methodology-1
Response sheet-1

Name- Anju Agrawal, Roll No-72/23878, Paper-IV- Training Methodology-1

Response sheet-1

Response sheet-1

Question-1 How do adults learn? How is Andragogy

different from Pedagogy? What is the role of appropriate
climate setting in desired training outcome?
AnswerIn 1950s the researches that were carried out to understand how
adults learn, has shown that children and adults have different
ways to cope while learning is concerned. Andragogy is defined as
The Art and Science of helping adults learn. It is built upon 2
attributes:
Learners are self-directed and autonomous
The teacher is a facilitator of learning rather than a mere
presenter of content
Adults need to know why they should learn the reason they
need to know and how it will benefit them in order to solve a reallife task or problem. They resent and resist situations in which
they feel that others are imposing their wills on them. Adults also
want to use what they already know and be acknowledged for
their knowledge their self-identity is derived from their
experiences.
Andragogy vs. pedagogy:
The difference between Andragogy and Pedagogy:
Andragogy is an adult focused teaching approach while
Pedagogy is a child focused teaching approach.
Both methods of teaching are problem centered.
Pedagogy is more systematic than Andragogy because of the
complexity of the students while Andragogy is motivational.
Here is a comparison chart on certain aspects worth mentioning:

Name- Anju Agrawal, Roll No-72/23878, Paper-IV- Training Methodology-1

Response sheet-1

Aspects Pedagogical Andragogical

Andragogy

Pedagogy
The methods and practices used in teaching
adults.

The methods
and practices
used in
teaching,
especially of
children.

On independent, self-directed, and/or

cooperative learning among adults.

On a teacher's
methods of
transferring
knowledge to a
student, who is
dependent on
the teacher's
methods and
understanding.

Adults have control over much of their learning

experience and must be motivated to learn. Can
often seek out new or different learning
experience, at will.

Teacher
controls the
learning
experience for
children, and
much of what
is taught is
based on rigid
curricula.

Definition

Focus

Authority

Importance of May be very low

Grades

High

Name- Anju Agrawal, Roll No-72/23878, Paper-IV- Training Methodology-1

Response sheet-1

Role of appropriate climate setting:

Training climate is the result of interaction between trainees and
trainers in the context of training environment. Climate can either
be favorable or unfavorable for effective delivery of training.
(Lynton & Pareek, 1990) favorable and unfavorable climate
ostensibly is the result of feelings of trainers and trainees. But
these feelings are moderated by other factors having genesis in
pre and post training stages. Favorable climate is manifested high
degree of team work, trust and commitment on the part of both
trainer and trainee. Unfavorable climate is expressed in low trust,
unhealthy competition and lack of interest on the part of
stakeholders.
Favorable climate leads to high collaboration between trainer and
trainees whereas unfavorable climate results in low motivation
and defensive behavior.
It is imperative on the part of organization to ensure that all the
three stakeholders i.e. organization; trainer and trainee behave in
the manner so as to facilitate construction of favorable climate.
Since organization has the biggest stake in successful conclusion
of training, it is the prime responsibility of training mangers to
evaluate the factors which lead to evolution of favorable or
unfavorable climate. If this responsibility is not taken up with the
seriousness it deserves then the outcomes can be quite
disastrous.
Question-3:

Name- Anju Agrawal, Roll No-72/23878, Paper-IV- Training Methodology-1

Response sheet-1

Answer- What is an 'In-Basket' Exercise?

The in-basket exercise is a management stimulation designed
to provide skill practice in problem solving and decision making. It
is composed of a set of 15-20 items, more or less inter-related,
which have to be acted upon in a relatively short time frame
under considerable pressure. It is very flexible method and can be
used in any training situation. The trainee is presented with a
situation where he must take over for a manager who is absent.
He is provided with an in-basket full of materials with which he
must deal. These materials may be phone calls, meetings,
complaints to handle, orders to make and other demands. It is
used to assess the managerial ability, ability to take on the spot
decision, assessing understanding of organizational process, and
to identify a trainee with his/her own ability.
Learning Outcomes:
Participants learn the inter-relation of items awaiting action and
to respect the importance and urgency of problems.
Trainees learn to take logical action in a short period of time.
They come to know that it is too easy to over-emphasize,
under-emphasize or over-look various elements which relate to
the decision making process.
The importance of utilizing staff on day to day problems is
realized.
Effective time management skills are developed.
New managers may be expected to learn about the kinds of
problems they are quite certain to encounter, as well as how to go
about solving them.

Name- Anju Agrawal, Roll No-72/23878, Paper-IV- Training Methodology-1

Response sheet-1

Modus Operandi:
Two trays namely in-tray and out-tray are placed on the
executive table. The in-tray contains sheet of paper in which
there are highlighted problems which require immediate
decision whereas the out-tray is empty.
The trainee sits on the chair and is asked to dispose the
papers after analyzing them as a regular manager would
have done. He is supposed to give his comments and views
on the paper, sign it and place it in out-tray.
This entire process should be complete in an hour.
No one can be reached for advice or to give oral instructions.
It contains situations like long period absenteeism, stealing,
supervisor misbehavior, no water on the plant due to mere
negligence.