Amberton UniversityHRT 6555HRT6555.E1 Assignment 1.

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1. If you had to choose between adventure learning and action learning for developing an effective team, which would you choose? Justify your response. Include information from one outside source as ... part of your justification. Include all required APA documentation. Action learning is a method in which authentic issues are addressed by teams, typically in a work environment, and the group works together to solve the problem by developing and executing an action plan (Malone, 2013). Conversely, adventure learning takes an approach to teamwork development through activities, such as rope courses, wilderness training, and trust falls (Noe, 2017). While both styles of learning have their benefits and disadvantages, action learning is the better learning method when developing an effective team because it is straightforward, economical, and has a history of proven success. Reginald Revans, a physicist at the University of Cambridge, devised the process of action learning after finding success in fostering a collaborative workplace amongst his fellow physicists. By allowing co-workers to disclose uncertainty and develop an inquisitive forum, he was able to design an environment by which there was constructive discussion and exchange of ideas, including impartation of past success and failures, to develop mutual resolutions to realwork problems (Malone, 2013). The concept is uncomplicated in its objectives, which are to produce quantifiable results, develop and convey what was learned specific to the problem being addressed, and to improve competency for both the individual and the group as a whole. Action learning is particularly beneficial for adult learners, who have overall better success in obtaining knowledge when applying topics to real-life situations. Theory and practice are combined in a way not possible in a traditional classroom setting (Malone, 2013). The nature of action learning is collectively solving real-life problems and applying the knowledge to solve, prevent, and improve existing and impending issues, and it does so in a straightforward manner.A benefit of action learning is its implicit cost-effectiveness. An assembled team meets at a predetermined cadence, typically monthly, and uses intellect as the problem-solving tool. These gatherings focus on developing questions, where the admission of ignorance is encouraged and creative solutions result from the team’s pooled intellectual capital and not outside resources (Malone, 2013). In contrast, adventure learning can get expensive as it involves activities outside of the workplace. To provide drums for forty people at its training center, Toyota invested $20,000 to make drum circles and create a drumming orchestra (Noe, 2017). Because of the nature of action learning, an actual problem is being addressed and the goal is for the solution to have a positive impact on the company’s bottom line, so there is the potential for profit in addition to the cost-savings in the training method. Action learning was proven successful for many years in Europe and overseas, though it has had a low acceptance rate in the federal government (Malone, 2013). Malone suggests that federal leaders can accomplish goals and produce significant change in their outlook by integrating action learning into their training strategies. Companies such as Sony Music and Kirin Brewery saw success in the implementation of action learning to seek solutions to complicated and critical issues. From the solutions garnered by action learning, Sony acquired millions of dollars in revenue and Kirin saw a reduction in manufacturing expenses, time, and customer complaints (Noe, 2017). There are a variety of benefits to action learning, such as problem resolution, team-building, growth and developmental opportunities, advocating for profound change, and inclusivity to all team members, regardless of level or physical capability. For developing an effective team, action learning is the preferred method over adventure learning. Team members are encouraged to share ideas and divulge struggles and lack of knowledge to create an open dialogue and promote creative solutions to current, relevantproblems. Action learning is basic in its method, inexpensive in its delivery, and has proven beneficial for many companies, therefore rendering it the better training method.References Malone, P. S. (2013). The Untapped Power of Action Learning. T+D, 67(8), 54 Noe, R. A. (2017). Employee Training & Development (7th ed.). New York, NY: McGraw Hill Education.2. Review the Baldrige Quality Award. Explain all aspects of the Award. Then explain how companies benefit from winning the award. Also explain what value a company could gain from competing for the award even if they do not win. [Show More]

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