Is it important enough to the study of employee learning & development

Question 1.-   Chapter 10 deals with many topics of organizational training. Pick one of the topics and tell us why you feel it is important enough to the study of employee learning & development to have its own, perhaps new chapter.

Response- agree or disagree and why?

1. After reading Chapter 10, and all of the course work this semester, I personally feel that diversity training is extremely crucial in the workplace today. The purpose of diversity training is to increase participants’ cultural awareness, knowledge, and communication. Providing this training at the workplace will benefit an organization by helping to prevent civil rights violations, increasing the inclusion of different identity groups, and promoting better teamwork. I believe this is an extremely crucial area of study for any aspiring HR professional these days, considering the number of cases that have been coming up in the news recently like the MeToo movement. Such incidents happening at the world’s most popular companies these days will give us a picture of how worse things can be at small and medium organizations. Such incidents not only affect the morale of the employees, stakeholders, and the customers, but it also brings bad PR to the organization. Trust and confidence are the most difficult to earn, and the easiest to lose.

When it works, diversity training makes employees feel included and part of a common effort. This leads to happier employees who stick around longer, which increases the overall expertise of the company and reduces hiring costs. Plus, happy employees are more productive, and happy salespeople sell more – 37% more, according to one study.A recent McKinsey study shows that:“Companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians.”Diverse companies had nearly two and a half times higher cash flow per employee over a three-year period than non-diverse companies did in a 2015 study from Bersin by Deloitte. The importance of diversity training in the workplace is expressed both in the benefit of working together with people of different backgrounds and in building a successful business. Turns out, you can have it all, and diversity training may be the key. Hence, I strongly believe that diversity training is an extremely crucial area of study to any upcoming HR Professional.


Blanchard, P. Nick & Thacker, James W. (2019). Effective Training: Systems, Strategies, and Practices. Chicago Business Press.

2. Chapter 10 deals with many topics of organizational training. Pick one of the topics and tell us why you feel it is important enough to the study of employee learning & development to have its own, perhaps new chapter.

Diversity training is a very important but overlooked training. A diverse workforce is necessary and is beneficial to any organization. However, combining different people can create tension and conflicts within the workplace (Blanchard & Thacker, 2013). So many organizations have various groups of women, men and different racial groups, so providing a diversity training can help all employees acknowledge, understand and accept others from different backgrounds, cultures and ethnicities. Without diversity training, employees are more likely to have a lack of acceptance for others outside themselves, which most likely leads to biased treatments and tension in the work environment. So organizations who are willing to prioritize diversity and inclusion need to implement diversity training as well. It is essential and support from top management is needed for it to be successful (Blanchard & Thacker, 2013).

With everything that is going on in the world in these last few months and long before, I feel this is a very important topic. Now more than ever, companies should be having diversity training and having these uncomfortable  conversations. From my own personal experience, I know that diversity training could have been very beneficial in prior work environments I was a part of. Ultimately, there are people who unintentionally discriminate or have bias opinions of their coworkers, but these things can be reduced with diversity training. I personally know there were moments that I was left out of opportunities and did not have the same personal development opportunities as other coworkers because of similarity bias. Unfortunately, this happens a lot in the workplace and I don’t think some people are aware that they contribute to it. Some people also try to downplay how peoples race, culture, gender and other factors affect day to day interactions, the hiring process, employee promotions and other elements in the workplace (Blog, 2018). This training also helps to reduce the risk of workplace discrimination, harassment claims and turnover. It can essentially raise awareness of the value of collaborating with people of different cultures, races, beliefs, ideas as well as understand how concepts like cultural competency, unconscious bias, civility and workplace sensitivity apply in real world situations (Blog, 2018).

Works Cited

Blanchard, N. P., & Thacker, J. W. (2013). Effective Training, Systems, Strategies and Practices . Upper Saddle River : Pearson .

Blog, C. (2018, October 18). Diversity Training in the Workplace: What it is and Why it’s Important. Retrieved from Traliant :

Question Two-   Some organizations are facing a dilemma of older workers “blocking” younger workers from advancing in their careers; and these organizations want to do something about this. From an employee learning and development perspective, what advice would you offer these organizations?

Response- agree or disagree and why?

1. In an organization where it appears that older workers are “blocking” younger workers from advancing in their careers, I would implement a Management Development Program. Implementing a Management Development Program would give workers an opportunity to focus on certain skills whether they are conceptual or technical. Blanchard and Thacker (2019) discuss the idea of a Corporate University. Corporate Universities can teach job specific KSAs, ensure quality instruction, and teach future managers the companies own management philosophy (Blanchard and Thacker, 2019, p. 454). Having a Corporate University could also give the organizations more time to develop future managers and potentially place them in different positions if the original position younger workers wanted may not be currently available. I think it would be important as well for the organization to offer frequent coaching sessions for employees who wanted to participate as preparation for a future role. It would be important for the organization to convey that they are aware of the goals of the younger employees and place an emphasis on how much they value the talent they do have. Clear communication is key in situations such as these.

Blanchard, N., Thacker, J. (2019). Effective Training: Systems, Strategies and Practices (6th Edition). Chicago Business Press.

  1. Some organizations are facing a dilemma of older workers “blocking” younger workers from advancing in their careers; and these organizations want to do something about this. From an employee learning and development perspective, what advice would you offer these organizations?

As we know, older workers are still very much present in the workforce. Workers over 65 years old are projected to be the fastest-growing segment in the workforce through 2024 (Wilkie, 2018). But this means various things for younger workers like less job opportunities and less opportunity to advance or be promoted. The older workers occupy most management positions and those with higher levels of education usually have more opportunities to remain in the workforce at older ages (Wilkie, 2018). But how should older and younger workers be integrated so younger employees still have opportunity for growth and acceleration in their career?

My advice would be to implement diversity training, team training and mentoring. First, diversity training is not only about learning and understanding about different races or genders but workers can learn about the different age and generational gaps too. This is important because sometimes older workers have biases about younger workers because of the differences in their work ethic, their career path and their perspectives. Diversity training can help to reduce these biases and tension. Team training can be beneficial as well because it can improve employee satisfaction and commitment, reduce absenteeism and turnover and improve overall performance (Blanchard & Thacker, 2013). Team training can help bring togetherness overall. This is vital because when younger and older groups work together in teams, they can use their strengths, weaknesses and experience to be innovative, create new ideas and use critical thinking and problem solving together. Working together can help both workers see different perspectives as well as show their own KSAs. Also, baby boomers like collaborative learning and working in teams (Judith Lindenberger, 2018).

Lastly, mentorship is another way to integrate workers. Having older workers mentor the younger workers is very beneficial. With a larger amount of baby boomers, they represent a great deal of knowledge, talent and experience. Mentoring provides a great opportunity to utilize them to help increase the knowledge and skills of talented employee (Judith Lindenberger, 2018). Younger workers often need a more supportive environment for career growth. Older workers who have the knowledge, networks and experience can buffer younger employees against frustration, focus on their career paths, and find places to acquire the skills-based knowledge necessary to succeed (Judith Lindenberger, 2018).

Works Cited

Blanchard, N. P., & Thacker, J. W. (2013). Effective Training, Systems, Strategies and Practices . Upper Saddle River : Pearson .

Judith Lindenberger, M. S.-L. (2018, December 16). Mentoring and Baby Boomers. Retrieved from The Balance Careers:

  1. Wilkie, D. (2018, February 2). Number of Older Americans at Work Has Grown 35 Percent. Retrieved from SHRM:

Question 3-Answer the question in the web assignment: Identify one best company on a list. Go to that company’s website and tell us how their dedication to social responsibility and its employees helped get them on the list.

Response- agree or disagree and why?

1. After reading through the Great Place to Work list for New York, I had to chose a company that holds a special place in my heart (I swear I am being as unbiased as possible!) Atlassian is a company that is truly engrained into my everyday routine – my company relies on Jira and Trello (2 products they offer) for many things, even outside of the dev process. I’ve also had to pleasure of being mentored Aubrey Blanche, the former Global Head of Diversity & Inclusion; Aubrey has since joined CultureAmp. I know first hand how seriously this company takes social responsibility, and how they make sure their culture creates an amazing work environment for their employees. A quick scroll through Atlassian’s company site highlights many things that support the reason why they’ve made the Great Place to Work List. Atlassian prioritizes teamwork, equitable values, and the community around them. They have taken the 1% pledge to donate resources to their community, they partner with local organizations to give back, and dedicate resources towards corporate responsibility. They take the measures to publicize these efforts and further amplify their teams voices by giving them a platform to support both their careers and causes close to their heart. You can learn more about Atlassian’s efforts here: Atlassian also sends out informative newsletters throughout the month via email which I highly reccommend signing up for – there are some great information articles and resources within these emails that always spark ideas for me within my own company.

2. The company I chose is Salesforce, a global CRM company based in San Francisco.

They got to the #1 spot on the Great Place to Work list because they are dedicated to equality for all by building a workplace that reflects diverse communities and where everyone feels empowered, look for opportunities for responsible business by having good ethics and respect for human rights, see the environment as a key stakeholder and try to reduce the impact their business can have on the planet and their customers (net-zero greenhouse gas emissions and a carbon neutral cloud), uses technology ethically and has a platform to respect human rights. Plus, they have Salesforce Foundation, a nonprofit organization that funds initiatives that align with their Education and Workforce Development strategies. They also have philanthropic initiatives such as employee volunteering and giving.


The Customer Success Platform To Grow Your Business. (n.d.). Retrieved from

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