When designing a diversity training program for its supervisors and managers, Avondale Industries training and development office was faced with the daunting task of delivering an effective training on a limited budget to its 24,000 employees at its seven US sites as well as its four global sites. The purpose of the training was to increase employee cultural awareness as well as improve employees ability to communicate effectively with others in different states and countries who might have differing views. Which of the following approaches will best meet the companys needs to train its employees on this very important topic?

• Because the training program will be delivered to all employees (who all have different knowledge, skills, and abilities), the training program might be best designed using face-to-face interaction where the trainer can immediately gauge whether the participants are learning.
• The best way to design the training program would be for the trainers to first ask supervisors what they perceive their employees need and then design the learning objectives around those needs.
• Because the scope of the project was company-wide and the budget limited, the training program might be best designed using web-based instruction that includes a way for employees to demonstrate assurance of learning.
• By using simulations where the employees can learn from case studies and role playing, the trainers will be able to coach the employees and better guide their learning.