Case Review 1: Opal Marts' Path to a New Communication Culture

This case study analyzes Opal Marts' training program, emphasizing its philosophy of skill transfer and improved performance through problem-solving, feedback, and participation. The training methodology involves group activities, encouraging idea sharing and peer learning. The program aims to benefit both individuals and the company by enhancing performance, productivity, and employee satisfaction. Key benefits include improved communication, social integration, and the ability to address emerging problems. The training program promotes a culture of open communication between employees and managers, fostering feedback, and driving organizational improvements. The program's focus is on end results, with a personalized approach involving group training and follow-up sessions. The references provided support the concepts of training and development's impact on employee and organizational outcomes.

Case review 1
Opal marts path new communication culture
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Case review 2
Training planning philosophy
The philosophy of Opalmarts training plan is to transfer learning in addition to new set of skills
to participants. The philosophy focuses on end results of the training program rather than what
are presented or resources used. The methodology of the training will involve participants
solving problem, developing feedbacks, participation through supervision, and making
assessments of the final results (Jehanzeb & Bashir 2013, p.56). All participant are given
opportunity to share and present their own ideas and opinions in groups. Participants are allowed
to share own experiences, opinions and ideas in the philosophy. Each participant will be given
opportunity to learn from each other, and share learning experiences. To ensure that the process
works a follow up takes place after trainings have taken place. The philosophy used in the
training does encourage sharing of ideas and participants supporting each other. The training will
be a personalized type of approach where a group of 35-50 individuals will be trained for four
weeks and a follow up of other two weeks. The groupings are important and simple in providing
direct contact between the members within the group (Jha 2016, p.68).
Benefits of new Opal Marts new training
The Opal mart trainings are expected to benefit both the individuals and the company. Some of
the benefits accruing from the training include: improved performance, productivity and ensuring
effectiveness in achieving goals (Ilkevich 2016, p. 34). The training creates a suitable workplace
culture that enables satisfaction among the employees. Employees will feel confident if a free
participative environment is created or enhanced. The Opal mart training program assures to
promote relationship between the employees and their respective managers. Open discussion
communication provides a forum in which both the employees and managers can interact
together thus rebuilding a close relationship. The trainings help to improve how the employees
express themselves in giving their opinions, ideas and clarifications (Shenge 2014, p. 53).
The training program allows employees to integrate socially and collaborate on several functions
in the organization (Jha 2016, p.78). In addition it will help employees to freely give their
feedback that will be useful in making corrections and track organization goals and performance.
The training promotes workplace culture that enhances social integrations within the
organization. The training enhances internal communication and co-ordination within the

Case review 3
organization. Training through participation will help Opal Mart to get skills suitable in tackling
emerging problems and obtain informative feedbacks. Opal Mark expects that the feedback
provided will be useful for the organization in making changes in its process and functions. The
end results of a training program at Opal Mart are an improved methodology in solving problems
and communicating information. The greatest performance outcome of a training program is to
obtain feedback from employees (Shenge 2014, p. 58). It is then necessary for organizations to
enhance participation during training programs where employees can share information freely.
Use of participation in training programs will enhance feedback generation; create change for the
organization and individual’s performance in the long run.

Case review 4
Reference lists
Ilkevich, B.V., Usmanova, L.T., Ilkevich, K.B., Solovyeva, N.V. and Lisitzina, T.B., 2016.
Modeling of Art Students' Intellectual Motivating Training in Fundamentals of
Philosophy. International Review of Management and Marketing, 6(2S)
Jehanzeb, K. and Bashir, N.A., 2013. Training and development program and its benefits to
employee and organization: A conceptual study. European Journal of business and
management, 5(2)
Jha, V., 2016. Training and Development Program and its Benefits to Employee and
Organization: A Conceptual Study.
Shenge, N.A., 2014. Training evaluation: Process, benefits, and issues. IFE PsychologIA: An
International Journal, 22(1), pp.50-58.