9) Having ambiguous training and development goals:
A) is best when designing a training or development program, since many people can be stifled by following a stiff organizational procedure.
B) is best when designing a training or development program, but is often unappreciated by managers and trainees.
C) guarantees program failure.
D) is less expensive than having specific goals.
E) encourages spontaneity in training and development sessions and is worth any loss that may occur due to the lack of clarity within the program.
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answer and reason why is the answer
B) is best when designing a training or development program, but is often unappreciated by managers and trainees.
When it comes to training and development goals, having ambiguous goals can be beneficial. It allows for flexibility and adaptability in the program, accommodating individual needs and circumstances. However, it is important to note that this approach is often unappreciated by managers and trainees. This is because ambiguous goals may lack clarity and specificity, making it harder to measure progress and evaluate the effectiveness of the program. Some individuals prefer clear objectives and guidelines to follow, as it provides structure and direction. Ultimately, the decision to have ambiguous goals in a training and development program should consider the specific context, audience, and organizational culture.