Training Design Discussion: For this discussion, imagine that you are designing a 4-hour  leadership development training session. Identify specific learning  objectives for your training session. Conduct an Internet search to  identify the types of games and business simulations that are available.  Select one game or business simulation appropriate for your audience  and learning objectives. Provide a brief description, detailed  rationale, and thorough analysis of the game or business simulation as  it pertains to your specific audience and learning objectives. Do not  simply cut and paste from the Internet source. Your initial post should be 250 to 300 words. Use this week’s lecture  as a foundation for your initial post. In addition to the Blanchard and  Thacker (2013) text, use at least one additional scholarly source to  support your discussion. Respond to at least two other posts regarding items you found to be  compelling and enlightening. To help you with your reply, please  consider the following questions: What did you learn from the posting? What additional questions do you have after reading the      posting? What clarification do you need regarding the posting? What differences or similarities do you see between      your initial discussion thread and your classmates’ postings? Ask each other questions about why the specific game or      simulation was selected. How does the chosen game or simulation apply to other      situations? What are the differences or similarities in the      specific game or simulation you selected compared to those identified by      others? Analyze your classmates’ chosen game or simulation. Do      you agree or  disagree with the choice? Why or why not? Provide      examples where  possible.  What are the differences or similarities in the      learning content  objectives for your training session compared to      those identified by  others? Your reply to Donalds & Christophers posts should be a minimum of 150-250 words each: Donalds Discussion: My 4  hour leadership training development program would consist of two major  types of simulations; Role Play and Role Rotation. I think that these  two types of simulations are perfect because of how businesses are  structured for customer service and clientele based projections of sales  and income. The creation of rules and different scenarios that  employees would have to deal with at the workplace would be vital to  their training to get them ready to handle customers that may have a bad  day or just would like feedback on their situation.  Our textbook states that,’ role-play is an enactment (or simulation)  of a scenario in which each participant is given a part to act out’.   This will give each employee to act as a assistant manager, manager,  supervisor, employee and even the disgruntled customer. This is a great  learning to tool that can be fun at the same time. Role playing lowers  inhibitions and breaks the ice between employees that normally wouldn’t  speak to each other and now they have to solve a problem together as a  team.  After each scenario there will be a discussion period on how the  interactions went and what was learned from the event. After each role playing scene, a role rotation will begin. Every  employee will have the opportunity to be in the shoes of a supervisor,  assistant manager, manager and a disgruntled customer. This gives them a  different look from each position and how they should handle themselves  as a professional that is representing their company. This is an in  depth training session that gives everyone a hands on approach to  problems that may arise in the workplace. Blanchard, P. N., & Thacker, J. W. (2013). Effective training:  Systems, strategies, and practices (5th ed). Upper Saddle River, NJ:  Pearson Education, Inc. CommLab India. (2011, December 5). Employee training process [Video  file]. Retrieved from https://www.youtube.com/watch?v=p1jmpMHgOPg Christophers Discussion: “Training  methods can be divided into cognitive and behavioral approaches. The  primary focus of these approaches differs, although cognitive methods  contain behavioral elements, and behavioral methods have cognitive  elements. Cognitive methods focus on knowledge and attitude development  by providing information that demonstrates relationships among concepts  or provides rules on how to do something. These methods stimulate  learning through their effect on the trainee’s cognitive processes.  Though these types of methods can influence skill development, it is not  their focus. Conversely, behavioral methods focus on the trainee’s  behavior in a real or simulated situation. They are best used for skill  development and attitude change. Thus, both behavioral and cognitive  learning methods can be used effectively to change attitudes, though  they do so through different means”(Blanchard & Thacker , 2013) If I  were conducting a 4 hour leadership training I would heavily rely on  business games, role play, and task related exercise. The learning  objectives for my training would be to demonstrate communication skills  and the ability to interrelate with others, and gain knowledge and  understanding of leadership foundation theories and models. The business  simulation that will be utillized is job simulator. This will be  usitlzed to put trainees in a “real-world” scenario to practice various  business techniques. “One of the challenges in organizing training programs is to  ensure the development of certain competencies, skills and individual  qualities, needed later by the trainees in a professional context. The  development of such competencies is sometimes knowledge based and can be  taught using classic forms, like a course of project management. Other  competencies, skills and individual qualities like analytic thinking,  strategic thinking, team work, defining goals, opportunity recognition,  problem recognition, problem solving, decision making, proactive  thinking, time management, communication, intuitive thinking,  responsibility, argumentation, creativity, delegation, diplomacy,  conflict management, flexibility, courage and self esteem cannot be  developed easily if addressed by classical means, which implies that  other forms of teaching and training could provide better  solutions”(Mustafa , Alexe , Alexe , 2017) The purpose of the job  simulator would be to assist trainees with gaining insight on how  effective leaders handle certain things. This resources will provide  trainees with the tools necessary to grasps the learning objectives of  the training. In the simulator a trainee will be able to educated  themselves on how leaders respond to various business needs. The  leadership training will allow trainees to be interactive and learn from  one another References Blanchard, P. N., & Thacker, J. W.  (2013). Effective training: Systems, strategies, and practices (5th ed).  Upper Saddle River, NJ: Pearson Education, Inc. [Electronic version] Mustata, I. C., Alexe, C. G., & Alexe, C. M. (2017).  DEVELOPING COMPETENCIES WITH THE GENERAL MANAGEMENT II BUSINESS  SIMULATION GAME. International Journal Of Simulation Modelling (IJSIMM),  16(3), 412-421. doi:10.2507/IJSIMM16(3)4.383