sed to communicate between team members and upper management, analytical skills and decision-making skills so they can assess a problem and make decisions regarding trivial matters.There are many different kinds of supervisory training techniques that could be administered exclusively or in combination with others at Toyota. On-the-job training and experience, according to Kirkpatrick’s book A Practical Guide for Supervisory Training and Development, is the most important method in which the boss is heavily involved in the actual training process. In a General Electric study, approximately ninety percent development of employees is done on-the-job. The next best method in training and development is that of classroom training. The trainees in this position can get individual help from the instructor or learn in a group setting with a question and answer atmosphere. This allows the trainees to be put in a situational demonstration of problems that could arise and enabling them to take notes that would help them retain information better.Another technique that could be utilized is selected reading, which is a common means for improving knowledge and changing attitudes to fit a company’s overall standards. In addition to these types of supervisory techniques, correspondence training could be used. This is where the trainees take books home and study them, then take quizzes and tests to show what they have learned from the texts. Programmed instruction is a lesser-used technique. This is either a print or computer based program that gives situations that could be faced on-the-job. This method allows the trainee to select the answer they feel is correct without influence from a boss or classmates. If the answer they picked is right, then they can proceed to the next situation; however, if the answer they chose was incorrect, then they must try again to choose the answer that the company feels is the best way to handle ...
