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    Training and Development

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    Please use the two attached articles and assist with a critique on both thank you in advance
    Part 1
    Start EACH critique with the following information: the author's name, the article title, and the author's thesis statement.
    Part 2
    Summarize the author's purpose and main points; providing examples for clarity of understanding the author's intended
    implications. Share key topics that support the author's focus for this article. Provide ample details to enlighten the reader
    as to what the article is implying for audiences who are seeking research data in regards to team building and/or the
    different types of teams (e.g., virtual, temporary, traditional, or innovative).
    Part 3
    To critically review the article, ask the following questions:
    What are the credentials/areas of expertise of the author? Did the author use appropriate methods to gather the
    evidence? Did the author use accurate evidence? Does the author's use and interpretation of this evidence lead the
    reader to the same conclusion? Did the author build a logical argument? Is there other evidence that would support a
    counter-argument? Was the author successful in making his/her point?
    Part 4
    State whether you agree with the author or not. Back up your decisions by stating your reasons. Give a general opinion of the work. Explain what you learned from reading the article and if you would recommend it to a friend/coworker.

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    Please find below my summary and insights about the articles.
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    Author's Name: John D. Adams and Sabina A. Spencer
    Article Title: People in Transition
    The authors in this article aim to help people, particularly from the human resource department (HRD), understand the way major changes affect people in individual level or in group level. There are factors that influence the transition experience and the transition process undergoes various stages that have different effects on the individual or on the group. The authors have developed a seven-stage model outlining the different phases of personal change that personnel from HRD can use to help their employees and the company as a group in terms of recovering from the effects of major changes. There is a need to conduct a training and workshop to inform everyone in the organization that changes can be viewed and handled as opportunities for growth instead of thinking of them as something that have to be resisted because it gets one out of his or her own comfort zone.
    There are transition factors that affect one's ability to manage the stress that goes about during a major change or transition. Novelty is one of them. It is very influential as it is when we don't have an idea of the change so it takes us at a high novelty or in a surprise that we become more intensely aware of the transition and we take more oscillation in the process. Also, when expectations are not clear as to the results of the change, it adds up to the intensity. Someone who is in midlife stage will have higher problem coping up as this stage of life is the most self-questioning period. When there are other changes aside from what one already has, then the person will experience a more intense transition and more backing and forthing in the process.
    Self-awareness is a trait that people should develop in them as they are better equipped to handle life's transitions if they know themselves well. Another factor is time-boundedness. When employees know when their contract ends, then they are better prepared for the transition and where they will be afterwards. However, if one is terminated at a short moment's notice, he or she will have a hard time coping up and will probably stay longer in the denial stage of the ...

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