Critical Incident Analysis Paper

Methodology
As shown earlier, three essential needs have emerged a result of organization, task, and person analysis for VMI: Knowledge sharing and management, leadership development, and customer relations. The need for developing these three areas is very important to align all organization’s members with the company’s strategic objectives. We would use the following methods to accurately assess these needs and examine if they can be addressed through training or other kind of interventions.
➢ First method: Interviews.
One-to-one interviews would be conducted with all VMI’s members. Each member will be interviewed for 40-60 minutes. These interviews are convenient for VMI due to the small number of employees. During the interviews detailed …show more content…
Employees are not likely to take the risk of articulate any negative information about leadership style and practices in the interviews, especially under the fact that VMI has only twelve employees who know each other relatively well. Therefore, the anonymous manner in the online survey is more appropriate to know their perceptions of VMI’s leadership practices. Further, we want to assess employees’ trainability and knowledge about VMI. Generally, people do not like to expose their weaknesses and limitations through face-to face conversations; however, in surveys, employees are likely to be more reliable about their self-evaluation responses. In addition, the survey would be sent to VMI’s members after the interview, thin the same survey would be modified and sent after training. This method would enable employees to expose things that they could not communicate or forgot to do during their interview. On the other hand this method would enable us to collect measurable quantitative data that can be analyzed through statistical techniques and can be add more meanings when comparing between results from pre and post training. The post-training survey would be taken at least three months after the training program to ensure that actual learning and changing behaviors …show more content…
My proficiency at my job at VMI 1 2 3 4
My knowledge of the company's goals, mission, and vision 1 2 3 4
My knowledge of VMI’s products and services 1 2 3 4
My knowledge of VMI’s biggest clients 1 2 3 4
My long-term relationships with many of VMI’s clients 1 2 3 4
My acquisition of knowledge from working at VMI 1 2 3 4
Trainability:
My desire to develop your knowledge and skills related to my job at VMI 1 2 3 4
My ability to gain new knowledge and skills related to my job at VMI 1 2 3 4
My ability to attend a formal training program 1 2 3 4
My ability to share knowledge with other employees 1 2 3 4
My expectation about the quality of learning and development that I am going to accomplish through a training program 1 2 3 4
Leadership development:
My chances to communicate my opinions and suggestions 1 2 3 4
My ability to perform without need for instructions or directions 1 2 3 4
My ability to solve problems and make decisions independently 1 2 3 4
My participation in setting and achieving VMI’s goals 1 2 3 4
My ability to influence others in VMI 1 2 3 4
My boss delegates important tasks to me 1 2 3 4
My boss empowers me to effective member in VMI 1 2 3 4
My confidence to fulfill a leadership role in VMI 1 2 3

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