Research on the Effectiveness of Outdoor Management Training [electronic resource] / Richard J. Wagner.
A 6-year study of outdoor-based management training (OMT) programs used traditional evaluation methods and new methods designed specifically for these unique programs. A survey of 1,000 training directors indicated that this type of training was very controversial. The next step was to use tradition...
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| Format: | Electronic eBook |
| Language: | English |
| Published: |
[S.l.] :
Distributed by ERIC Clearinghouse,
1995.
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| Subjects: |
MARC
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| 099 | |f ERIC DOC # |a ED391004 | ||
| 100 | 1 | |a Wagner, Richard J. | |
| 245 | 1 | 0 | |a Research on the Effectiveness of Outdoor Management Training |h [electronic resource] / |c Richard J. Wagner. |
| 260 | |a [S.l.] : |b Distributed by ERIC Clearinghouse, |c 1995. | ||
| 300 | |a 11 p. | ||
| 500 | |a ERIC Document Number: ED391004. | ||
| 500 | |a ERIC Note: Paper presented at the World Conference of the International Federation of Training and Development Organizations (Helsinki, Finland, September 11-14, 1995). |5 ericd. | ||
| 520 | |a A 6-year study of outdoor-based management training (OMT) programs used traditional evaluation methods and new methods designed specifically for these unique programs. A survey of 1,000 training directors indicated that this type of training was very controversial. The next step was to use traditional training and organizational behavior evaluation methodologies to explore the impact of a 1-day ropes course on group and individual behaviors. Evaluation work was based on Kirkpatrick's (1994) four levels of evaluation: reaction, learning, behavior, and results. Two types of behavior were evaluated through a Likert-type questionnaire: individual and group. Results indicated a significant improvement in the overall functioning of the work group but no significant changes in individual behavior. Some participant variables found to influence the effectiveness of outdoor programs were as follows: intact/nonintact work groups, volunteers/nonvolunteers, gender composition of groups, supervisor attendance at the program, indoor/outdoor, and the facilitators. The evaluation was expanded to use a control group, open-ended questions, focus group interviews, a structured on-the-job observation, and participant journals. Evaluations of programs in other countries produced evidence that the programs had an impact on the overall culture of the organization. Two issues for the future were identified: the need to certify facilitators and the need to look at the underlying conceptual framework. (Contains 10 references.) (YLB) | ||
| 650 | 0 | 7 | |a Adult Education. |2 ericd. |
| 650 | 0 | 7 | |a Educational Research. |2 ericd. |
| 650 | 0 | 7 | |a Evaluation Methods. |2 ericd. |
| 650 | 0 | 7 | |a Interpersonal Relationship. |2 ericd. |
| 650 | 0 | 7 | |a Leadership Training. |2 ericd. |
| 650 | 1 | 7 | |a Management Development. |2 ericd. |
| 650 | 0 | 7 | |a Organizational Development. |2 ericd. |
| 650 | 1 | 7 | |a Outdoor Education. |2 ericd. |
| 650 | 0 | 7 | |a Peer Relationship. |2 ericd. |
| 650 | 0 | 7 | |a Program Effectiveness. |2 ericd. |
| 650 | 0 | 7 | |a Program Evaluation. |2 ericd. |
| 650 | 0 | 7 | |a Staff Development. |2 ericd. |
| 650 | 1 | 7 | |a Team Training. |2 ericd. |
| 650 | 0 | 7 | |a Teamwork. |2 ericd. |
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