My role as a preceptor is to ensure that Tom achieved the standards and competencies required in his new position, to act as a role model to him and facilitate him to gain knowledge and skills (Gopee 2008).
In review of the various recommended best practices in Training of professional writers, there is a strong emphasis at present in personalisation. Even group experiential trainers note that a core priority in the training of clients is to prompt growth, hence tapping into potential talents and skill which lay dormant beneath the surface of every individual (Colley 2003, Gibbs 1988, and Gopee 2008).
In every conflict within the workplace, there is an ethical solution. However, perhaps the biggest challenge for managers is the effect that decisions can make not only on the bottom line or the team, but in regard to their own reputation. Indeed, one critical mistake or mismanagement of a situation, and especially in response to team conflict where decision making is connected to the livelihood of others, can lead to the dissolution of an entire professional history, or at least temporarily so. According to Thill and Bovée’s (2005) Excellence in Business Communications, gauging the mind-set of the people whom you work with is half the battle in resolving team conflict constructively. Mere assertion of authority is generally not enough to resolve destructive behaviors regarding a decision. In fact, as Thill & Bovée argue, win-win strategies require managers to 1) express understanding; 2) make people aware of their resistance; 3) evaluate others’ objections fairly; and 4) hold their own arguments until the other people are ready for them. Patience is not always easy in these situations, as managers may become side-tracked from thoroughly grappling with fundamental problems taking place within team dynamics, and in doing so, ethical and precise responses to challenges may go unmet, reduce morale,