1. How does development differ from training? How does development support career management in modern organizations?
2. Recommend a development method for each of the following situations, and explain why you choose that method.
a. An employee recently promoted to the job of plant supervisor is having difficulty motivating employees to meet quality standards.
b. A sales manager annoys salespeople by dictating every detail of their work.
c. An employee has excellent leadership skills but lacks knowledge of the financial side of business.
d. An organization is planning to organize its production workers into teams for the first time.
3. Many people feel that mentoring relationships should occur naturally, in situations where senior managers feel inclined to play that role. What are some advantages of setting up a formal mentoring program, rather than letting senior managers decide how and whom to help?
4. What are the three roles of a coach? How is a coach different from a mentor? What are some advantages of using someone outside the organization as a coach? Some disadvantages?
5. Why should organizations be interested in helping employees plan their careers? What benefits can companies gain? What are the risks?
6. Why might an organization benefit from giving employee development opportunities to a dysfunctional manager, rather than simply dismissing the manager? Do these reasons apply to nonmanagement employees as well?