PEDAGOGICAL & ANDRAGOGICAL 4
The contemporary learning environment provides opportunities for thelearners to use their talents to attain success in diverse fields.Using the appropriate strategies brought about the current globaldynamics can develop high-level skills and expertise on individuals.Whether through formal or informal setting, the learning processshould facilitate a learner to acquire new knowledge. Educationempowers students socially, emotionally and intellectually by usingprerequisite facets to convey skills and knowledge. In a similarmanner, companies train their employees regularly to improve theircompetencies towards positive performance and professionaldevelopment. Pedagogy utilizes theories while andragogy focuses onthe practical steps towards the attainment of knowledge and expertise(Mathis, John, & Sean, 2014).
Thesis statement. In corporate training, knowledge and skillsenhancement play a vital role in the realization of positiveoutcomes, thus, there is a great need for organizations to utilizethe right approaches when training their staff such as the ones withmethods that consider the possible threats and opportunities.
The paper compares and contrasts the pedagogical and andragogicalapproaches to instruction delivery and learning. The strategies willhelp in the creation of a program for an organization aimed atcreating awareness of sexual harassment. The purpose is to equipworkers with the necessary skills to handle complaints on sexualcoercion. Fuchs (2012) reports of Linda Gilbert, a female employee atChrysler’s assembly plant in Detroit who claimed that co-workersused sexually unequivocal photos and derogatory names to pester hersexually in 1999. The law court awarded her $21 million in damages.Establishing and informing employees of workplace social etiquetteand the penalties could have helped to prevent such behavior(Chappell & Bowes-Sperry, 2015). It is also crucial to ascertainthat all the working areas are secluded and can be viewed, especiallyby security personnel and surveillance cameras. The exampleunderscores the importance of training for staff members on the besttechniques to use in handling complaints of sexual mistreatment.
In explaining pedagogical approach, the trainer assumes theresponsibility of making decisions on what ought to be learnt by thetrainees. In our case, the management will set the curriculum,including the values and behavior of the workforce. The managementwill develop the approaches towards handling sexual harassmentcomplaints. The approach makes great usage of theoretical techniqueswhile at the same time leaving little room for contributions from thetrainees. The pedagogical approach lacks the input of the traineeshence, it is less effective as a corporate training method. Theandragogical approach is centered on the trainee where the coachseeks to close the gap between the student and knowledge. In thedevelopment of mechanisms to address sexual harassment at theworkplace, a learner-centered approach is effective as it ensuresthat the employees make significant contribution towards addressingthe vice (Malhotra & Srivastava, 2016). The method happens tobring forth a range of unique experiences and motivators that improvethe quality of the recommendations (Masalimova & Nigmatov, 2015).
In conclusion, the andragogical method is an effective corporatetraining strategy. It underscores the need of coming up withinstructional experiences that emphasize on the need for cooperationbetween the trainees and the instructors. Addressing sexualharassment at the workplace requires effective mechanisms forhandling complaints. It is, thus, critical that a company undertakesthe necessary steps towards creating enviable values, behavior, andculture. The andragogical approach underscores the need to considerthe interests of the trainees and the cooperation between allstakeholders in the creation of skills and knowledge.
Chappell, S. F., & Bowes-Sperry, L. (2015). ImprovingOrganizational Responses to Sexual Harassment Using the Giving Voiceto Values Approach. Organization Management Journal, 12(4),236-248.
Fuchs, E. (2012).The 8 largestsexual harassment verdicts in history. Business InsiderInc. Retrieved March 27, 2017from http://www.businessinsider.com/the-9-most-damning-workplace-sexual-harassment-lawsuits-filed-in-america-2012-8?op=1
Malhotra, S., & Srivastava, A. (2016). Sexual harassment at theworkplace: how organizations can pro-actively reduce its incidence.Human Resource Management International Digest, 24(7),1-3.
Masalimova, A. R., & Nigmatov, Z. G. (2015).Structural-functional model for corporate training of specialists incarrying out mentoring. Review of European Studies, 7(4),39.
Mathis, R., John H., & Sean V., (2014). Human resourcemanagement (14th ed.).Mason, OH: South-Western. Cengage Learning.