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Discusses how modern corporations and organizations in the United States are developing when it comes to employee assistance programs (EAP). Savings derived from corporate social responsibility actions; Importance of the degree of voluntary action as opposed to a coercive type of action; Examination of the EAP at McDonnell Douglas Corp.
Discusses the high cost of employee training in the United States. Author's development of a training-cost model for the U.S. Civil Service Commission in 1971; Ways in which training professionals can capitalize on the nature of the training opportunity; Measurement of the true student costs of training; Installation of measures of job performance for individual employees.
Discusses the need for establishing training programs to equip U.S. government employees with the skills to be effective in discharging their international responsibilities. Effect of a lack of personal interaction skills; Need to go beyond the cognitive level and reach the affective or emotional components to get a change in behavior; Development of specific skills that permit interpersonal cross-cultural behavior.
Discusses cultural communications and intercultural communications training. Understanding of the terms culture and communication; Barriers to intercultural communications; Cultural factors which affect communication in both one own's culture and the culture of others; Need for intercultural communications training as it emphasizes the difficulties encountered in moving to a new cultural environment.
Discusses the use of the European concept of recurrent education in the U.S. Concept of a person moving from organized learning to a work setting; Idea of a person finding professional and occupational renewal in a situation outside normal work experience; Distinctions between recurrent education and permanent education; Central themes of community education.
Discusses the training program developed in-house by the L.B. Foster Co. of Pittsburgh, Pennsylvania, an international distributor of railroad track and accessories, piling, pipe and construction equipment. A.W. Greer's role in the development of the course material for the Foster Management Course; Means for managers to enhance their knowledge of basic managerial concepts; Acquisition of skills to improve managers' overall effectiveness.
Discusses ways in which industry and higher education can assist in serving the real educational needs of the individual. Role of training directors in the U.S. as counselors for employees who attend colleges and universities on a part-time basis; Need for counseling to lead to mutually arrived programs of action to benefit the individual; Importance of counseling to the continuing education program in both industry and higher education.
Discusses opportunities that the U.S. training profession can realize from the field of international trade. Export of American technology and know-how which requires the ability to train the user in operation and maintenance of equipment being purchased; Ways in which training and development support are an integral part of doing business overseas; Need for language fluency to be a capability of U.S. management personnel.
Presents the author's experience in training sales managers and sales supervisors in foreign locations. Input from general managers, sales managers and sales supervisors about the areas in which thought training was the most critical; Utilization of the Vertical Team approach; Importance of careful planning in advance.
Discusses transcultural training services that can provide key solutions to personnel development needs. Utilization of tools to enhance corporate resources for adapting to the changes which occur in overseas operations; Enabling of participants to identify and understand their capabilities for dealing with a new environment; Emphasis on practical results; Highlighting of actual behaviors as learning objectives.
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