• A group of twenty-five managers participated in the problem-solving module of a leadership development program two weeks ago. The module consisted of two days in which the group focused on the correct process to use in problem-solving. Each manager supervises fifteen to twenty employees. The company is willing to change the program, and there is an increasing emphasis in the company to show that training expenses are justifiable. Now, assume that you are asked to evaluate this program. Your boss would like the results of the evaluation no later than six weeks from now.
  • Please discuss (1) the outcomes you would collect and the design you would use and (2) how your answer might change if the managers had not yet attended the program.
• Domino's Pizza was interested in determining whether a new employee could learn how to make a pizza using a computer-based training method (DVD). The DVD application addresses the proper procedure for "massaging" a dough ball and stretching it to fit a 12-inch pizza pan. Domino's quality standards emphasize the roundness of the pizza, an even border, and uniform thickness of the dough. Traditionally, on-the-job training is used to teach new employees how to stretch pizza dough to fit the pizza pan.
  • What outcomes or criteria should Domino's Pizza measure to determine if DVD training is an effective method for teaching new employees how to stretch pizza dough to fit a 12-inch pan? Who would be involved in the evaluation?
  • Describe the evaluation design that you would recommend using to determine if DVD training is more effective than on-the-job training.