Much has been written about human relations, team building, interpersonal relations, self-awareness, and management by objectives. These and other matters can be handled most successfully through a problem-solving approach that addresses the concerns, anxieties, frustrations and, at times, despair that exists in all corporate businesses.
The Learning Structure
The jury technique has been shown to be highly effective for addressing these issues. Its learning structure does not require the preparation of elaborate training materials. Rather, workers’ already-accumulated evidence and experience serve as the basis of the exercise. Learning is also focused on finding a solution for a specific work objective—one that is beneficial to the well-being of the entire organization.
Success of the jury technique can also be attributed to company leaders and personnel following certain procedures. Such guidelines include the following:
- Emphasis is placed on helping each person recognize that ‘problem definition’ is integral to effecting a sound and lasting resolution.
- Allowances are made to assist individuals in presenting evidence and inquiring about the factors related to the problem at hand.
- Ethical standards are observed, such as maintaining objective and impartial attitudes toward solving the problem rather than placing blame and personalizing criticism. The training and development specialist provides structured direction to keep emotionalism within reasonable limits.
- Learning is related to current practical work considerations rather than abstractions.
- The training design does not require any level of technical expertise on the part of the training and development specialist. Rather, it presumes that objective inquiry is the only truly meaningful basis of good problem solving.
- As a natural consequence of using this problem-solving process, managers will gain practice and skills related to problem solving, communication and team building.
- During the process, training and development specialists also have the opportunity to observe individuals’ strengths and improvement areas, which can be helpful for future employee development.
The jury technique can also be adapted for use with small problem-solving interactions in the day-to-day work environment. Under such conditions, training and development specialists are often perceived as useful contributors to operational personnel. One of the normal fallouts of this is the number of after-session requests for consultative and design advice from training specialists on how to organize resources to best accomplish objectives for improved performance. The possibilities inherent in developing new strategies and structures to enhance learning, meaningful participation, contribution, and commitment are thereby strengthened.
Finally, the jury technique decreases paperwork and unnecessary regulations; rather, it promotes a more rational environment that tends to instill trust and unite workers. It also encourages behavior befitting human dignity and the deeper dimensions of each worker’s personality. That alone is an immeasurable success.