no plagiarize, spell check, and check your grammar. Please use the references below. Ask at least one question in response to an original peer post that you would like the author to explore further.
I have attended several trainings in the past that left me feeling like I wasted my time attending. If the information is relevant, but many distractions are present or the delivery is inappropriate, a participant can struggle to absorb the information or apply it to themselves. Building an effective training program includes so many details. As Connors (2015) discusses, the environment, design, material, delivery, and even when breaks are given to participants all help to create an effective training. If participants have to sit too long listening to a long winded lecturer, participants will most likely not absorb what is needed. Thormar, Gersons, Juen, Djakababa, Karlsson, and Olff (2013) discuss the reality that at times a volunteer can be involved with an agency for several days or weeks in a row, then not have any further involvement for a large amount of time. This is why effectively training and orienting a volunteer to the organization at the beginning is vital.
Throughout a training, participants may need material to follow along, take notes, or even fidget with. Different options for material to be delivered is key to an effective training. Connors (2015) asserts that there are three specific learning styles: auditory, visual, and kinesthetic. Whether a participant is more affected by listening to a story, watching a video, writing down notes, or even given the opportunity to stand up and role play are all options for a training to be more effective for all learners. In developing a training for volunteers I would structure the training to have a printed power point they could take notes on, fidget materials at their table, as well as show video clips of what they could encounter. I would also have markers and sticky notes on the table for my creative learners and never put a participant on the spot. I would allow for partner activities rather than big group discussions to have more felt safety at the tables.
On a personal note, attending Ashford online has been a challenge at times since I am not strictly a visual learner that can comprehend everything in black and white text from a computer screen. At times, I have had to look up information online to see if I could find any lectures or YouTube videos to help me better understand core concepts. I am both an audio and visual learner so I need an interchange of both in a training to best understand information. For trainings Iâ€ve lead within my organization, I take this into consideration: I make sure to have interactive trainings rather than a lecture style training for hours at a time.
Connors, T. D. (2011). Wiley nonprofit law, finance and management series: volunteer management handbook: leadership strategies for success (2nd ed.). Hoboken, NJ: John Wiley & Sons.
Thormar, S. B., Gersons, B. P. R., Juen, B., Djakababa, M. N., Karlsson, T., & Olff, M. (2013). Organizational factors and mental health in community volunteers. The role of exposure, preparation, training, tasks assigned, and support. Anxiety, Stress, And Coping, 26(6), 624â€“642. https://doi-org.proxy-library.ashford.edu/10.1080/…
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