Final answer:
The belief that manager training alone can solve most organizational problems is false. Training effectiveness depends on various factors, including leveraging an individual's strengths, which is critical for enhanced performance. Comprehensive training measures and a strategic approach are essential for organizational success.
"The correct option is approximately option B"
Step-by-step explanation:
The statement that treating training strategically can help strengthen the belief that manager training alone can solve most employees and organization problem is false. Training is indeed effective, as a 2003 study by Arthur, Bennett, Edens, and Bell showed, but it needs to be comprehensive and consider multiple measurements to ensure that training leads to improved performance and results. These measurements include the immediate response to training, meeting learning outcomes, behavioral measurements, and productivity and profit increases.
Moreover, Donald Clifton's research on strengths-based management reinforces the idea that focusing exclusively on training without considering individual's strengths might not lead to optimal organizational performance. Clifton's approach emphasizes the value of leveraging an employee's strengths rather than concentrating solely on weakness mitigation. This acknowledges that while training can be beneficial, it is not a panacea for all organizational challenges.
A practical example would be a businessman who believes in hard work as its own reward, who may benefit from training but also needs to leverage his strengths to achieve his goals, such as requesting a raise confidently. This individualized approach corroborates the idea that training, while pivotal, must be one part of a broader strategic plan within an organization.