Instructional Design
Instructional design refers to the practice of systematically developing instructional specifications, which make the acquisition of skill and knowledge more proficient, effective and interesting. Instructional design has five stages which have to be followed; analyze, design, develop, implement and evaluate. The first stage involves analyzing the learners and gathering information about them. This activity helps to understand them and prepare adequately. Moreover, it considers the broad goals for the unit or lesson. It is then followed by design which is the identification of the learning objectives, the specific skills, and knowledge targeted for the students. It also involves identifying the outcomes and the means of assessment.
Development of Instructional Strategies
The third step is developing instructional strategies and a plan of the logistics. This stage involves determining how the learners will be facilitated and the availing of tools and materials to them. The fourth step is the implementation where the actual unit or lesson plan is put into practice. Finally, Evaluation involves the determination of the success of the program, if the students learned and if they enjoyed it. Moreover, areas which need changes are identified.
Training Methods for Diversity Training
The appropriate methods for diversity training are e-learning and on-the-job training. E-learning training is conducted through electronic media, usually on the internet while on-the-job training is carried out by an experienced instructor in the course of the actual job. This type of training is geared towards developing the needed skills to work smoothly in a diverse work environment and altering employee stances on diversity. Evidence on the two training methods indicates that diversity training becomes more operative if it has management support, is linked with organizational practices and policies that promote diversity, stresses on behaviors and skills and the alignment with business objectives. A way of measuring success is also essential. The two methods of diversity training, e-learning, and on-the-job training polishes employees with valuable knowledge and experience on diversity in the workplace. Moreover, the success rate of the method will be high as more people learn better with the use of hands-on learning.
Employee Development Methods
The best employee development methods to back diversity in the organization are assessments and interpersonal relationships. Assessment involves the collection of information and provision of feedback to workers about their styles, behaviors, skills, and communication, which would help to gauge their relationships, perceptions, and communication among themselves. Assessment of an employee is sourced from fellow workers, customers, and managers. This method helps a new employee to support diversity through assessment results. Interpersonal relationships allow employees to boost their knowledge about the organization, customers, and the staff and also develop their skills by interacting with experienced organizational members. Two types of relationship exist in this method of employee development; that is mentors and coaches. Mentors are skilled senior employees who help to develop junior workers, while coaches refer to peers or managers who work with employees to build skills, motivate them, and provide reinforcement and feedback. Diversity in the workplace would be supported by the interpersonal relationship with a coach and mentor as they would act as a role model to a junior employee. The worker would learn from the way his/her senior interacts with the other staff and customers. Consequently, s/he would emulate their desirable behavior, which promotes and tolerates relations with diverse groups in the organization such as different races, faiths, and political ideologies.
Additional Information
For any questions, concerns, or clarifications on the approach to diversity in the workplace, please contact me through my phone number or email address.
