Follow the instruction to write 2pages activity using the template All the work must be originalTurn it in repor

Follow the instruction to write 2pages activity using the template All the work must be originalTurn it in report is required

Conducting an Ice Breaker Activity
The point of this activity is:
• to provide you with a chance to conduct an ice breaker
• to have you estimate the relative success of the activity
• to have you consider how the activity might be improved in the future
To complete this activity you will need to gather a small group of
people (6-10) for approximately 30 minutes.
This may take a few days to organize. So plan ahead and plan
accordingly. Unlike other activities where you can reflect on the unit
content and your personal experience to complete the activity, this
particular activity will require you to actually conduct an ice breaker
activity. That is, it cannot be completed in one setting/at one time. It
requires some planning.
While you are arranging to have a group available for completing the
ice breaker, review the ice breaker activities included in the Ice
Breaker Activities Inventory. Choose an activity from those
available. The only one that will not work well is Excess Baggage as
it is tied to have a training session immediately following the ice
breaker, which you will not. Prepare the necessary materials.
Assemble the appropriate materials for the ice breaker you have
Schedule the a group to meet (one where people do not know each
other too well).
Conduct the ice breaker.
Complete the report below using as much space as necessary to
respond. Be detailed in your responses. Also be honest and critical as
you are not being graded on how well you performed the ice breaker,
but rather on your understanding of how well it worked and how it
could be improved.
Name of Activity:
Number of People Involved:
Location of Activity:
Time/Day of Activity:
Materials Needed and Used:
1. Overall, how well did the activity work? Did people seem to enjoy it and get to
know one another better as a result?
2. What were the shortcomings of the ice breaker? To what degree were these part
of the design of the activity (something inherently wrong with the activity) or
with the execution of it (something that could have been done better in the
preparation and carrying out of the activity — e.g., timing, materials, etc.)?
3. What would you do different in the future to improve the ice breaker activity?
Training Preparation Steps Activity
Review the outline below as it will inform how you complete the
Moving From Needs Analysis to Training Outcomes
Problems =
Objectives =
areas/processes that merit improvement
long-term outcomes to be accomplished
measurable steps to be taken to meet goals
Identify and present problems to the organization/department/unit.
Identify the training goals (for the organization/department/unit).
Translate those goals into measurable steps to be taken to meet goals that are
specific to the group involved in the training.
Consult the example below to see how to provide/present problems,
goals, and objectives.
Employees do not feel they receive adequate feedback about how they
are performing.
To improve the feedback process in the organization.
Objectives: Creating a formal feedback process.
Creating routine scheduled feedback sessions.
Training managers to provide constructive feedback.
Training employees how to respond to constructive feedback.
Complete the remaining examples by providing goals and objectives
that would accompany the problems presented.
Example 1
Managers do not feel the customer service representatives are dealing politely with
the customers.
Goal: Customer service representatives should deal politely with the customers.
Training customer service representatives about how to deal with customers
Improving the customer services.
Creating customer services feedback systems.
Example 2
Employees feel the need for and nature of organizational changes should be
communicated more clearly to the staff.
Goal: Figure out the organizational changes about the staff.
Objectives: Improving the communication about the nature of organizational
changes between employees and staff.
Example 3
Managers do not feel employees embrace the organizational mission statement.
Goal: Improving employees organizational mission statement.
Objectives: Creating the mission statement course studying.
Given presentation to those employees about company’s mission.
Example 5
Mid-level managers report that the do not have a clear sense of how their
responsibilities are different from the groups of employees they oversee.
Goal: different groups of employees should know their different kinds of
responsibilities clearly.
Objectives: Divided the workload clearly between different employees.

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