According to a poll recently conducted by the Associated Press-Stanford University, the majority of Americans think that students are responsible for their own poor academic performance. But teachers are also being assigned some of the blame for problems with America's education system, or that is, bad teachers. Additional information obtained by the poll claims that while many feel the average teacher compensation is too low, "an overwhelming majority of Americans are frustrated that it's too difficult to get rid of bad teachers."
These conflicting ideas represent the bigger picture of U.S. education reform efforts- there are two sides to every education issue and public opinion is often split on the cause of a problem, as well as what to do to solve it. While 78 percent of people polled think that school administrators should be able to more easily fire teachers whose students perform poorly, only 7 percent of Americans feel that teachers are overpaid and 57 percent think they are underpaid.
Controversial methods of evaluating teachers have been put into practice recently like measuring teaching effectiveness through student standardized test scores. Some schools are even considering making teacher rank information available to parents and the general public. Teachers unions have fought to keep this data private, claiming that student test scores are not a true reflection of teaching ability.
Randi Weingarten, president of the American Federation of Teachers, said that "poll results show that parents understand that teachers are not to blame for all the woes in public education." But, one of the main obstacles facing education reform is that each party involved- parent, teacher, student, administration, and government- accepts blame for poor student performance yet points blame elsewhere, too. About 71 percent of Americans polled said that it should be easier for poor-performing schools to fire principals and administration. Weingarten suggests that "collective responsibility must start. This should be a wake up call to education leaders and policymakers that all of us have to do our part."
People train people. Just because someone is a good employee does not mean it will be a good coach. Appropriate tools to educate will help, but the reward is in the coach showing, training and validation of the ability of a new employee. To illustrate this point for his team, ask your coach who will teach you to tie your shoes or putting on a shirt. Act like you know nothing about it. Point being, is a simple task that we can all make our dream - like the call to order or make burgers - but it is very difficult to train someone else how to do it.
Saturday, December 18, 2010
Education Versus Training
any people do not understand the difference between education and training. Education is to provide information and communicate with their students. Training is on practical skills and construction. Today the younger generation of employees wants to be trained, not educated.
The problem is that, if not raise them before the train could lead to problems. Think about how you learned to drive. It is necessary to know the laws and the actual formation of getting behind the wheel. The same can be said for learning the birds and the bees - the part of education is not done effectively, the training could lead to unwanted results!
Marcos Flores, director of operations Chuck E. s Cheese ', uses the example of macaroni and cheese to show the difference. We've all done a lot of mac and cheese of times in our lives, but if you follow the instructions exactly, we might get soup, macaroni, noodles, crunchy, or something else than what you intended. So how to provide education and training to ensure consistency?
Manuals. Boooooooooring! We need documentation, but it is fun! Includes tons of photos and minimal text so it is more of a comic aspect. People are more likely to remember what they see versus what they read, so that the retention of information is better. In addition, it is easier to translate into other languages.
Videos. Better than reading for most employees, but they must be short segments (3-5 minutes maximum) with a lot of changes in the visual image. Our people today are accustomed to see CNN talking video message at the bottom track and the weather forecast on the side - while having four online chats with friends. Long, lengthy videos lose their attention quickly. Watch a segment and go practice what you learn. You can see the next segment after that.
Online. Golden Corral, White Castle, Sea Island Shrimp House, Buffalo Wild Wings, Chuck E. ys Cheese 'are using or testing of e-learning. Since it is at your own pace, going at the speed of the student. Beware: As we have seen e-books, not too comfortable to read a book on a PC, to keep the text to a minimum. Review questions can be built into a checkpoint for the student to advance to the next section. Great way to replace video and print, but still not "training."
Tests. We all hate tests! To ensure consistency in testing, keep them simple and visual (use as many photos as possible), and the use of multiple choice, ordering, or true-false format to ensure consistency in the classification. Most of our employees and have no evidence of filling in the blank, or essay. Make sure you have the basics. Do all your coaches in reality the evidence of degree in the same way?
All these forms of "training" are really just education, but most managers think that is training. We did not get our driver's license after having read the book, to see the video, and pass a test - he had to prove our skills to the authorities prior to receiving the license. Education is a necessary evil that should come first, however.
Do we follow the same format with our employees? Many companies do not - just memorize a bunch of useless information the guest could not care less, then we are ready. You have to be validated in the skills needed to do the job and periodically re-validate in the future. Know the job and doing the work are two completely different things - and notices of guests.
Skills validation
Have the new employee to demonstrate skills of a manager that shows two things: how good was the coach, and that the employee can perform the functions of the job. All we think we have the same definition of "to greet the guests" or "suggestive selling", but when we see our employees in action, we find that everything in general. Otherwise the coach through the skill, simply do what they see in other restaurants (which often is not good). Perform these validations at 90 - 180 days to maintain high standards of the mind.
People train people. Just because someone is a good employee does not mean it will be a good coach. Appropriate tools to educate will help, but the reward is in the coach showing, training and validation of the ability of a new employee. To illustrate this point for his team, ask your coach who will teach you to tie your shoes or putting on a shirt. Act like you know nothing about it. Point being, is a simple task that we can all make our dream - like the call to order or make burgers - but it is very difficult to train someone else how to do it.
The problem is that, if not raise them before the train could lead to problems. Think about how you learned to drive. It is necessary to know the laws and the actual formation of getting behind the wheel. The same can be said for learning the birds and the bees - the part of education is not done effectively, the training could lead to unwanted results!
Marcos Flores, director of operations Chuck E. s Cheese ', uses the example of macaroni and cheese to show the difference. We've all done a lot of mac and cheese of times in our lives, but if you follow the instructions exactly, we might get soup, macaroni, noodles, crunchy, or something else than what you intended. So how to provide education and training to ensure consistency?
Manuals. Boooooooooring! We need documentation, but it is fun! Includes tons of photos and minimal text so it is more of a comic aspect. People are more likely to remember what they see versus what they read, so that the retention of information is better. In addition, it is easier to translate into other languages.
Videos. Better than reading for most employees, but they must be short segments (3-5 minutes maximum) with a lot of changes in the visual image. Our people today are accustomed to see CNN talking video message at the bottom track and the weather forecast on the side - while having four online chats with friends. Long, lengthy videos lose their attention quickly. Watch a segment and go practice what you learn. You can see the next segment after that.
Online. Golden Corral, White Castle, Sea Island Shrimp House, Buffalo Wild Wings, Chuck E. ys Cheese 'are using or testing of e-learning. Since it is at your own pace, going at the speed of the student. Beware: As we have seen e-books, not too comfortable to read a book on a PC, to keep the text to a minimum. Review questions can be built into a checkpoint for the student to advance to the next section. Great way to replace video and print, but still not "training."
Tests. We all hate tests! To ensure consistency in testing, keep them simple and visual (use as many photos as possible), and the use of multiple choice, ordering, or true-false format to ensure consistency in the classification. Most of our employees and have no evidence of filling in the blank, or essay. Make sure you have the basics. Do all your coaches in reality the evidence of degree in the same way?
All these forms of "training" are really just education, but most managers think that is training. We did not get our driver's license after having read the book, to see the video, and pass a test - he had to prove our skills to the authorities prior to receiving the license. Education is a necessary evil that should come first, however.
Do we follow the same format with our employees? Many companies do not - just memorize a bunch of useless information the guest could not care less, then we are ready. You have to be validated in the skills needed to do the job and periodically re-validate in the future. Know the job and doing the work are two completely different things - and notices of guests.
Skills validation
Have the new employee to demonstrate skills of a manager that shows two things: how good was the coach, and that the employee can perform the functions of the job. All we think we have the same definition of "to greet the guests" or "suggestive selling", but when we see our employees in action, we find that everything in general. Otherwise the coach through the skill, simply do what they see in other restaurants (which often is not good). Perform these validations at 90 - 180 days to maintain high standards of the mind.
People train people. Just because someone is a good employee does not mean it will be a good coach. Appropriate tools to educate will help, but the reward is in the coach showing, training and validation of the ability of a new employee. To illustrate this point for his team, ask your coach who will teach you to tie your shoes or putting on a shirt. Act like you know nothing about it. Point being, is a simple task that we can all make our dream - like the call to order or make burgers - but it is very difficult to train someone else how to do it.
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