Enna+and+Jesvin

=Task 3:= =HPT Manual= Individual Submission after paired discussion:
 * Written Assignment Submission **: Paired assignment for individual submission by end of week 8. Of the models that you have studied, choose a model. Reduce the model to THREE parts that you would like to cover. For your chosen 3 parts or steps, prepare a 3-part (between 5 to 10 pages) manual recommending //practical// steps on how each phase of the model should be carried out by a practitioner to solve a gap in expected organizational performance. Test the suggested practical steps on the problem that you identified in Task 1 (Organisational Problem). Show this as an example of application. As you develop each phase, post it in the forum/wiki and invite comments from your partner. Respond to the comments. Write out the phase after responding to your partners comment. While working, the relevant parts of ref 3 may be consulted in addition to ref 4. Marks for the discussion in the forum/wiki will carry equal weight as the written assignment itself. (10 marks for forum/wiki work and 10 marks for written assignment) Remember to include your name in each part that you post.

To get started, let us all invest some time in reading, summarizing and selecting THREE stages or parts for our manual. The suggested read is Chapter TWO in reference 3. It can be found on page 35 titled "The Performance Architects Essential Guide to the Performance Technology Landscape". Add your summary and questions/comments to Reference 3. As you are developing ideas on what areas to work on, apply your ideas to the Case Study given in Case Studies.

Name of Model Selected:
= = Suggested THREE areas: =Model= =Selected= || =Practical= =Implementation= =Steps= || =Tools,= =Techniques,= =Methods applied= || =Comments= =Discussion= || =Example= =of= =Application= || =Comments= =Discussion= || Three Areas to focus on are: 1. Perception Analysis 2. Design of Intervention 3. Evaluation and Feedback (Enna)
 * Analysis
 * Design of Intervention
 * Evaluation of Success
 * =Phase of=
 * Name of Model Selected is Pershing Performance Improvement Process.

I am also going ahead with the Model that Enna has decided. Model - Pershing Performance Improvement Process. Areas focus on: 1. Perception Analysis 2. Design of Intervention 3. Evaluation and Feedback (Jesvin) || 1. Analyse the Gap Performance of why employees are not performing as they should. 2. By analyzing the problem I can decide what plans to use and technique to be formulated. (Enna)

Identify challenges and resistance faced by teachers for not performing. The Analysis Phase is divided into 3 stages:
 * 1)  Analysing the learning context.
 * 2)  Analysing the learner.
 * 3) Analysing the learning task. (Jesvin) || * performance map
 * <span style="background-color: white; font-family: Arial,sans-serif; font-size: 110%;">the iceberg model. (Enna)

<span style="font-family: 'Times New Roman',Times,serif; font-size: 12pt;">Conduct training on "Towards Effective Teaching" and all teachers will be required to attend this training even only a few of them are facing this challenges seriously, the reason being is to upgrade their methods to be an effective teacher in their classroom management. <span style="font-family: 'Times New Roman',Times,serif;">-iceberg model <span style="font-family: 'Times New Roman',Times,serif;">-performance map <span style="font-family: 'Times New Roman',Times,serif; font-size: 12pt;">(Jesvin) || Case Study: High Employee Turn Over

IT-NOW is an IT company that produces e-learning course-wares and some of their specialties include consulting on content analysis, development of storyboard, development of e-Learning software, packaging courseware into SCORM, setting up and maintaining and support for LMS and consulting on other IT related services.

Recently IT-NOW would like to get into the rapid e-Learning bandwagon. They figured by developing content using the rapid method, they will be able to produce more course ware per year. At the current rate, they are only able to produce 4 course wares per year but with rapid elearning, they could produce 1 course ware in a month. In order to develop e-learning software rapidly, they will utilize a new authoring software called "ACCURATELY". In line with their business expansion plan, they have also decided to become the distributor of several authoring and e-Learning development tools.

A few weeks after implementing the change IT-NOW witness the team's error rate when developing course-wares has noticeably increased. Graphics produced we also sub-standard. Several attitude change were reported, among them employees began to report late for work and left earlier than expected as well as taking long lunch breaks. Within a year of implementing this method they had to see some of their most valued employees leaving the company.

When this alarming trend continued, the Manager of IT-Now together with the Managing Director of the company decided to consult a Performing Consultant for help. (Enna)

<span style="font-family: 'Times New Roman',Times,serif; font-size: 12pt;">Case Study: Towards Effective Teaching

<span style="font-family: Arial,Helvetica,sans-serif; font-size: 16px;">I <span style="font-family: 'Times New Roman',Times,serif; font-size: 12pt;">dentify a problem in school where teachers are facing challenges in classroom management and use of interactive learning using technology in classroom. SDS school introduced the use of technology included in the lesson plan. This challenge leads to stress among teachers, subject can’t be delivered in time, time wasted in controlling the classroom and students getting bored with the same method of teaching.

<span style="font-family: 'Times New Roman',Times,serif; font-size: 12pt;">In result, the effectiveness of teachers is affected. <span style="display: block; font-family: 'Times New Roman',Times,serif; font-size: 12pt; text-align: justify;">The focus is in improving classroom management with using technology in lessons to make it more interesting and exciting.

<span style="font-family: 'Times New Roman',serif; font-size: 16px;">The gap which needs to be highlighted is good classroom management using technology that lead towards effective teaching or methods of effective classroom management

<span style="display: block; font-family: 'Times New Roman',serif; font-size: 12pt; text-align: justify;">Information processing analysis:
 * <span style="font-family: 'Times New Roman',serif; font-size: 12pt;">Evaluate appropriate method and technology tools to adapt to lesson being taught.
 * <span style="font-family: 'Times New Roman',serif; font-size: 12pt;">Determine that lesson is more value and improve class management.
 * <span style="font-family: 'Times New Roman',serif; font-size: 12pt;">Choose to use technology tools into lesson.
 * <span style="font-family: 'Times New Roman',serif; font-size: 12pt;">Internalise classroom environment.

Ø <span style="font-family: 'Times New Roman',serif; font-size: 12pt;">Given in a classroom environment, teachers will choose appropriate technology tools for lesson. Ø <span style="font-family: 'Times New Roman',serif; font-size: 12pt;">Given in a classroom environment, teachers will choose to use video clip or slide show to present their lesson. Ø <span style="font-family: 'Times New Roman',serif; font-size: 12pt;">Given in a classroom environment, teacher will have a more interesting and exciting lesson. Ø <span style="font-family: 'Times New Roman',serif; font-size: 12pt;">Given in a classroom environment, teacher will have a good class management.
 * <span style="font-family: 'Times New Roman',serif; font-size: 12pt;">Learning outcome: **

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">The course on ‘Improve Classroom Management with use of Technology’ will only be launched when the course meets the business goals, covers content that teachers need to know and it reflects the teachers existing capabilities. At this point, materials are tested if it is feasible. Pilot testing is used to conduct feasibility analysis. In result, materials are assured if it is ready to <span style="font-family: 'Times New Roman',Times,serif;">be used for the course. <span style="font-family: 'Times New Roman',Times,serif; font-size: 12pt;">(Jesvin)

|| <span style="font-family: 'Times New Roman',Times,serif;">The HPT consultant looked into IT-NOW's performance and look deeper into the problem. (The iceberg model)

<span style="font-family: 'Times New Roman',Times,serif;">The HPT consultant looked into all the human processes in IT-NOW and interviewed the staff.

<span style="font-family: 'Times New Roman',Times,serif;">The HPT consultant notice a pattern that employees had to amend the content a lot during the development phase of the e-Learning software. This is largely due to the fact that management allows clients to edit /add on content because they want their clients' approval. This has caused the team to be demoralized.

<span style="font-family: 'Times New Roman',Times,serif;">The HPT consultant also found out that the team is small (6 people) yet has to perform multiple tasks. The instructional designer performs multiple tasks from content writing, storyboarding, Q&A as now with Rapid e-learning, they also have to learn to develop the material using the new authoring tool, when their IT skills are not up to per to perform this job scope.

<span style="font-family: 'Times New Roman',Times,serif;">The Graphic Designers has to also perform the job of a programmer when they have minimal technical know how.

<span style="font-family: 'Times New Roman',Times,serif;">The Project Manager has to juggle several projects at once and she also has to manage the office as well as event management for product demo and trainings.

<span style="font-family: 'Times New Roman',Times,serif;">Besides the existing job scope all of them also have to provide training for clients as now they are also distributors of authoring and e-learning development tools. (Enna)

<span style="color: #ff0000; font-family: 'Times New Roman',Times,serif;">Good work! You have started looking in depth at what is happening to the workers. Working backwards, how would you guide an HPT expert who now knows about the problem, but knows nothing about the organisation and its processes? What practical steps would you recommend to the analyst so that he/she can understand what is going on step by step?


 * //<span style="background-color: white; font-family: 'Times New Roman',serif; font-size: 12pt;">First Performance Analysis is conducted looking into: //**


 * //<span style="background-color: white; font-family: 'Times New Roman',serif; font-size: 12pt;">1.The Issues //**

//<span style="background-color: white; font-family: 'Times New Roman',serif; font-size: 12pt;"> IT-Now Organizational Needs //

//<span style="background-color: white; font-family: 'Times New Roman',serif; font-size: 12pt;"> Business Needs: //

//<span style="background-color: white; font-family: 'Times New Roman',serif; font-size: 12pt;"> Performance Needs: //

//<span style="background-color: white; font-family: 'Times New Roman',serif; font-size: 12pt;"> Work Environment Needs //

//<span style="background-color: white; font-family: 'Times New Roman',serif; font-size: 12pt;"> Looking at: // //<span style="background-color: white; font-family: 'Times New Roman',serif; font-size: 12pt;"> 1. Organizational Level // //<span style="background-color: white; font-family: 'Times New Roman',serif; font-size: 12pt;"> 2. Structure & Goals // //<span style="background-color: white; font-family: 'Times New Roman',serif; font-size: 12pt;"> 3. Standard & Procedures // //<span style="background-color: white; font-family: 'Times New Roman',serif; font-size: 12pt;"> 4.Feedback & Consequences // //<span style="background-color: white; font-family: 'Times New Roman',serif; font-size: 12pt;"> 5. Skills & knowledge //
 * //<span style="background-color: white; font-family: 'Times New Roman',serif; font-size: 12pt;">2. Intervention Design using Root Analysis and Iceberg Model //**


 * //<span style="background-color: white; font-family: 'Times New Roman',serif; font-size: 12pt;">3. Design Intervention: Performance Relationship Map (Enna) //**

<span style="font-family: 'Times New Roman',Times,serif; font-size: 11pt;">HPT conduct a training needs analysis, begin with the discovery process. Teachers were asked to share with us any materials or documents that would be relevant to the training course.

<span style="font-family: 'Times New Roman',Times,serif; font-size: 11pt;">If this training is to have long-lasting value, then it should be connected to specific results that you can measure.

<span style="font-family: 'Times New Roman',Times,serif; font-size: 11pt;">HPT help teachers to identify what they want to improve through the course.


 * <span style="font-family: 'Times New Roman',Times,serif; font-size: 12pt;">Cover all information and steps that teachers will need to know
 * <span style="font-family: 'Times New Roman',Times,serif; font-size: 12pt;">Exclude information that they already know
 * <span style="font-family: 'Times New Roman',Times,serif; font-size: 12pt;">Exclude information that they don't need to know

<span style="font-family: 'Times New Roman',Times,serif; font-size: 16px;">Attitudes towards the content - <span style="font-family: 'Times New Roman',Times,serif; font-size: 16px;">Interview and observations

<span style="font-family: 'Times New Roman',Times,serif; font-size: 16px;">Encourage a dialogue between the following groups:


 * <span style="font-family: 'Times New Roman',Times,serif; font-size: 12pt;">Training specialist - HPT. (with who? Enna)
 * <span style="font-family: 'Times New Roman',Times,serif; font-size: 12pt;">Board of directors, CEO and principal of school.
 * <span style="font-family: 'Times New Roman',Times,serif; font-size: 12pt;">Academic Heads, HOD and Teachers

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">All data is gathered by conducting interview sessions and questionnaires sessions with teachers.

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">The gap based on observation and interview identified that teachers do not have much experience to improve classroom management using technology.

<span style="font-family: 'Times New Roman',Times,serif; font-size: 12pt;">Teachers should have a familiarity with the format since the computers and laptops will be completed with a Microsoft product, real player and internet access. There should be no barriers to complete their daily lesson. (Jesvin)

<span style="color: #ff0000; font-family: 'Times New Roman',Times,serif; font-size: 12pt;">What is the performance measure? How will the gap be measured?

<span style="color: #ff0000; font-family: 'Times New Roman',Times,serif; font-size: 12pt;">Before a gap can be identified, the exact "performance" in which you would look for the gap needs to be identified.

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">By getting started, will begin with the performance-improvement process. Analyse if there is performance problems and challenge for quality improvement. The gap is the difference between actual performance and desired future performance. Using the Perception Analysis the needs for performance improvements are identiﬁed on a daily basis in the school. Individual teacher and group of teacher’s perceptions are analysed. Perceived needs help HPT to analyse the values, beliefs, opinions, and judgments teachers have about their work and the culture of the school. This helps to gauge individual and group perceptions toward, support for, or resistance to the potential interventions. Perception analysis will use three important aspects of the need: who, how, and why?

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">Who? Identiﬁes which individuals and groups are involved in the performance-improvement.

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">How? HPT considers nature of people’s perceptions of a problem, quality-improvement initiative.

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">Why? Why is the perceived performance-improvement initiative important? impact upon individuals, groups, the organization as a whole, other organizations, and society.

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">First, the HPT specialist recognizes that performance improvement. Second, HPT requires a team effort. The third factor has to do with appreciation forand tolerance of iteration.

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">Next, HPT will use Performance Map’s simple grid format tool for diagnosing performance-related issues.

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">The four key quadrants are structure, motivation, environment, learning. Using the example given in figure 2.3 pg 45 Source: Addison and Johnson, 1997, p. 4

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">The Performance Map help to guide to performance issue among teachers. To explore further and help in performance improvement solutions the iceberg model is used to ensure that we do not neglect the layers of the iceberg below the surface (Figure 2.4) pg 47, Source: Adapted from Harmon, 1984. They are attitudes and qualifications, feedback and consequences, tools, resources, and work environment priorities, standards, and procedures, management practices, structure and goals imposed by larger organization, culture.

<span style="background-color: white; font-family: 'Times New Roman',serif; font-size: 12pt;">The Iceberg Model encourages us to start our work at the base organisational level with a cultural audit, so that we get to know the operational norms (Carleton and Lineberry, 2004). Understanding the organisations environment avoids costly and time consuming errors. Thus, in my school as shared early understanding the usefulness of technology usage such as LCD, Smartboard, Videos in lessons can help teachers in their classroom management. <span style="background-color: white; font-family: 'Times New Roman',serif; font-size: 12pt;">(Jesvin)

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">Performance Technology Landscape Model.

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">Work Environment.

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">• Individual or teams: the worker level

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">• Operations: the work level

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">• Organization: the entire enterprise

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">• Society: the communities served, the world

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">Ensure the level affected by the performance issue so investigations are complete and recommendations have a high probability of success.

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">As the Systems Model illustrates (Figure 2.2) performance begins with inputs into a system, which are processed until the results reach the receiver.

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">Receivers: “The system stakeholders who receive or are directly affected by the result”. Here we are looking at the students.

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">Results: “The accomplishment, or that which is produced or created by a process, including products and services.” Here we look at usage of technology tools to enhance classroom management.

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">Process: “The sequence of actions in the value chain that produces the desired results”. Here we look towards a great classroom management.

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">The variables to be considered are those internal to the performer (teachers) that are relevant

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">to the execution of the task. These include

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">• Skill or knowledge

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">• Motivation

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">• Other variables such as conﬁdence, preferences, and practices <span style="font-family: 'Times New Roman',serif; font-size: 12pt;">(Jesvin)

<span style="font-family: 'Times New Roman',serif; font-size: 12pt;">Dear Jesvin, <span style="font-family: 'Times New Roman',serif; font-size: 12pt;">Please review the step-by-step approach I have applied the the problematic organization.

The steps applied are identifying the (1) Need, (2) Results, (3) What, (4) How, (5)Do and (6)Evaluate. The steps are further explained below:

(1) Need

The business need for the organization is that they need a better authoring tool that can expedite courseware delivery and escalate the production process of courseware development.

(2)Results Currently, IT-Now only managed to produce 4 coursewares per year using the authoring tool Adobe Flash. The organization would like to increase their productivity and to produce 12 coursewares per year in using a new authoring tool. The gap is 8 coursewares, and the target is to triple its productivity. In order to achieve this tall order, interventions must be introduced to assist change-management. As such, in the preliminary analysis, new software that is Accurately has been identified as the new authoring tool to replace Adobe Flash which is the authoring tool they have been using.

(3)What – The HPT Expert used the Iceberg Model as in page 47 of the Handbook of Human Performance Technology to analyze what are the seen and the unseen issues that plagued the organization. Through direct observation of the processes in the organization the current performance sources in the organization have been identified and these as per the iceberg model said, is only the 15-25 percent or the tip of the iceberg of the performance problem. These are:
 * 1) 1. The work flow in the production team – does not have standard operating procedures. Each team members may handle multiple projects and are sometimes confused.
 * 2) 2. The design of the content documents in the production line i.e. the storyboard – The graphic designers and programmers do not fully understand the content in the storyboard and the clients/ Subject Matter Experts so not understand the content design document.
 * 3) 3. The development process of the courseware – too much catering to content reworking and editing as per request by clients.

The HPT expert also interviewed the workers in the organization in order to understand their view point of what could be the underlying issues of the performance problem in the organization (the other 85-75 percent). The analysis came in with the following discoveries looking into several aspects of the Iceberg model which are applicable here. These are: (1) Workers attitude and qualification, (2) Workers skills and knowledge, (3) Workers feedback and consequences.

The following is the elaboration of each aspect.


 * 1) 1. Workers attitude and qualification

Work flexibility schedule. Through observation on the workers’ routine in getting to work and getting settled at their desk, the HPT expert recognized that most workers come in late for work, while the more senior and experienced workers with higher qualification get to work on time or earlier. Through interview it was found out that there was an unfair treatment in the organization culture. The much more senior workers are given flexibility in coming to work and also their work schedule while the rest were expected to be at work on time. Flexibility regarding working hours is not discussed openly in the organization but the other workers can see the unfair treatment which has been going on and they viewed the management of the organization as being unsupportive. The majority of the graphic designers have skills which are at diploma level. Only the instructional designers/ content writers as well as the project manager have bachelor or advanced degree. The contents of the courseware they are producing are of higher level knowledge e.g. system training, bank’s operating procedures, law documentation, Acts etc. The problem arises when the graphic designers do not understand the content and developed the courseware only as the instructions in the storyboard without using their logic. This is one of the reason that caused repeated rework requested by the instructional designers to the graphic designer during Q&A process as well as mistakes spotted by clients during courseware review, and in turn the courseware has to go into another round of reworking and may eventually cause courseware delivery delay. Upon interviewing the team members, the HPT expert found that most team members were demotivated to perform their work as feedback was not frequently conducted except during end of year performance review. There was also no proper channel to appreciate each team member’s contribution to the company besides the occasion and far in between company luncheons. Employees need to know how they are doing in the organization so as to give them the motivation to perform on the job. (4)How The HTP expert recommends to The HPT expert suggests using proven standard operating procedures of work using one of **DOME** (**Developing Operations Management Excellence)** principles which the HPT expert had used with one of the client who had a similar work flow problem. DOME consists of 8 Levers (need not explain all 8 Levers here). For this particular problem the HPT expert recommends using Lever 5 which is **Building An Organized Manufacturing Environment.** In Lever 5 there are 2 principles which are: For this purpose since each team members juggles a few projects at once, the HPT Expert proposed a simple solution which is putting up a flow chart in the office where the production team is located. This chart serves the purpose of having a **visual management board**. The simple chart consists of the project, the people in charge in each project, as well as a timeline for each project. This type of visual board will help to put everyone in the same page and a realization that a dateline is approaching. This approach also help to make everyone accountable for their tasks. __ Standardize __ : Standardization is used to reduce variation in process which could lead to errors. Work practices should be consistent and standardized. Document work practices and operating instructions (SOP). This is to ensure optimal performance as per the standard. The management is accountable to document the SOP.
 * 1) 2. Worker skills and knowledge
 * 1) 3. Workers feedback and consequences.
 * 1) 1. Improve the work flow in the production team.
 * Solution: **
 * i. ** ** Effective process control through management tools **
 * ii. ** ** Create and maintain a high-performance workplace **

The Solution is somehow related to creating a proper SOP. Particularly for this performance problem, the production team with the ID taking the lead on this, a much more refined storyboard and content design document must be produced. The purpose of this storyboard is for the designers to understand what they need to do without understanding the content. The storyboard need to clearly outline a step-by-step instruction of what the graphic designers need to do during developing the courseware. The content design document which is a document for the client/ Subject Matter Experts must also be clear, with instructions on how to read the document particularly as to where in the document the clients need to insert the content in the document.
 * 1) 2. The design of the content documents in the production line i.e. the storyboard – The graphic designers and programmers does not understand the content in the storyboard. The clients/ Subject Matter Experts do not understand the content design document, thus making them unsure of what content to give and where.
 * Solution: **

(1) The development process of the courseware – too many catering to content reworking and editing as per request by clients
 * Solution: **
 * 1) 1. The solution which the HPT Expert suggests is for the content sign-off process to be strict where the organization must clearly communicate with their clients the cut-off time for any changes to be made on the content before the content goes into development stage.
 * 2) 2. An easier alternative since clients’ needs must be met is to use **Accurately** software. Accurately makes content change easy and the HPT recommends to use this software to replace Adobe Flash software which is currently used for development. The Accurately software makes content change easy and even the instructional designers can make the changes themselves without involving the graphic designers. This in itself cuts a lot of processes in the development phase.

The HPT Expert proposed for the organization to apply the same flexibility to all employees. Since the highly skilled workers come in earlier and are motivated to work, the HPT suggest the same treatment should be given to all as result shows when workers know they have the flexibility, they are motivated to work harder and come earlier. To offer workers choice, a new work schedule should be drafted; the employees can have a choice to come in three separate time slots which are at 8am, 9am or 10 am and to clock out at 5pm, 6pm or 7pm if they wish.
 * 1) 3. Workers attitude and qualification
 * Solution: **

The problem of mistakes happening during construction is because the graphic designers do not understand the content because the content is of high level difficulty. Using Accurately software, this problem can be eliminated as the instructional designers do not have to depend on the graphic designers to construct the courseware for them. Since Accurately is user friendly i.e. easy to use, they can construct the content themselves and make changes at the exact points where needed. The graphic designers’ roles will change to supporting the instructional designers in providing them graphics for the content only. This method applies only to those content/ topic which are difficult only.
 * 1) 4. Workers skills and knowledge
 * Solution: **

Employees need to know how they are doing in the organization so as to give them the motivation to perform on the job. A company retreat was suggested and realizing that the organization has a small budget, the HPT expert suggests for management to create activities in the office which encourages team members to mingle and talk about other things besides work. A bread baking session was suggested through brainstorming activity and is to be done once a fortnightly. A bread maker will be brought into the office and one team member will take turn to be in charge of baking the bread. They will then share the bread and socialize; the top management will also join into this activity. As soft skill training proves to motivate employee than other form of training, Management will use this to replace company retreat, to develop its team member’s interpersonal, confidence and self-esteem. Since the organization has a small budget, one team member will be sent to do the soft skill training at PeopleSoft Training Center once in every two months. (Enna) <span style="font-family: Arial,sans-serif;"> ||  ||   ||
 * 1) 5. Workers feedback and consequences.
 * Solution: **