Improving Internal Communications
In the movie, the Deep Horizon disaster was caused by many factors. Specifically, the many excuses and blaming of each other among the parties that were involved in the Macondo well project are an evidence of the many things that could have gone wrong (Sloan, 2012). Among the reasons that led to the closure of the project were the number of centralizers used in the construction of the well, the well casing used, and the fact the people involved in the development decided not to perform a cement bond log (Sloan, 2012). Regardless of these causes, the relationship between BP and the contractors, as well as the organization structure of Bp organization could have played a part in the blowing out of the well (Sloan, 2012). Due to this, training programs have been developed in other organizations with purposes of solving challenges that could cause problems in organizations.
Training, according to Cascio (2008), is identified as the process of modifying or transferring attitudes, knowledge, and skills through learning experiences among members of staff or a group of people working together to achieve one goal (Cascio, 2008). Training programs involve a series of steps that assess the various needs of training. Assessment activities include the observation of workers as they conduct their regular activities, interviewing them and identification of the performance problems. Figure 1 show training process aimed at improving performance.
Figure 1 Training Process for enhancing performance (Cascio, 2008).
For a training program aimed at enhancing communication within an organization, the primary focus would be to improve the communication needs of the entire organization. Assessment activities, in this case, would be looking into the employee’s style of communication (Barton, 2014). For instance, the trainer would seek to identify if the employees are culturally sensitive. Differences in culture among members of an organization have been identified to me one of the greatest barriers to communication (Barton, 2014). Here, differences among the employees on basis of culture are reflected in terms of gender, race, and class.
A training program aimed at eradicating cultural differences should involve a diverse group of people from a firm. The training program should get information from the experiences of the employees and also draw some from the trainees (Barton, 2014). The program should also include asking questions where things are not clear as well as why things are happening in a particular manner. The trainees are also advised on the benefits associated with the willingness to learn which ensures that discomfort in either side is eliminated (Barton, 2014).
Implementation of the Training Program
A training program can be implemented through two methods, with one of them being centered on the learner while the other one is focused on the trainer. In the former, the trainer avails the resources and also acts the guide (Barton, 2014). The latter, on the other hand, controls the experiences and the contents of the trainees. The method that focuses on the learner is however recommended because it is a participatory process whereby the trainees can share their experiences and have the autonomy of learning that is dependent on their pace (Barton, 2014).
For a program aimed enhancing communication within an organization, some of the practical experience that can be implemented include ensuring that everyone has been given the opportunity to learn meetings (Barton, 2014). Through this method, the members of staff will not have the perception that the directors are supposed to administrate meetings. Additionally, the agenda addressed in every meeting should be open to all the members of staff. Meeting this condition ensures that everyone and anyone can contribute to the plan. The meetings should also be kept informal to allow the use of humor (Barton, 2014). The members of staff should also be allowed to make fun of the culture of the organization, and through this, some major deductions can be made. Lastly, procedures of communication when dealing with minor issues in an organization should be well established.
In an organization, challenges and accidents are bound to happen. Therefore, some agencies have come up with systems that assist the employees in understanding what they should do in the chance a rare situation arises (Barton, 2014). In the movie, the BP Company was managed in such a manner that even the slightest decision required more than ten signatures. In such a situation, an employee has been denied decision powers that could save an enterprise from a challenging situation. To enhance communication in an organization, for instance in cases where conflict management is required, the members of staff should be in a position to resolve issues among themselves before following the organization’s procedure for resolving the conflict (Barton, 2014).
After the implementation of the program, the trainer should monitor the progress of the employees to see if they had implemented what they have been taught. For example, the instructor can request feedback at the end of every staff meeting (Barton, 2014). Additionally, the management of an organization can also devote some of its time in reviewing the procedures for internal communication for adjustment (Barton, 2014).
Barton, P. (2014). Maximizing Internal Communication: Strategies to Turn Heads, Win Hearts, Engage Employees and Get Results. Cork: BookBaby.
Cascio, W. (2008). A Research-Based Approach to Designing, Implementing, and Evaluating Training Programs in the 21st-century Workplace. Psyccritiques, 43(6). http://dx.doi.org/10.1037/001705
Sloan, M. (2012). Run to failure: BP and the making of the Deepwater Horizon disaster. Choice Reviews Online, 50(01), 50-0385-50-0385. http://dx.doi.org/10.5860/choice.50-0385