Minimizes interruptions of routine work flow

Generates data and is highly relevant to thesituation by response to identified trainingneeds or interests

Provides for important comparison checksbetween assumptions of the observer and therespondent

Requires a highly skilled observer withprocess and content knowledge

Carries limitations that come from only beingable to collect data within the work setting

Holds potential for respondents to perceivethe observation activity as spying

Does a good job of revealing feelings, causesof and possible solutions to problems theclient is facing

Gives the client maximum opportunity torepresent himself on his own terms.

Often timeconsuming

Quantifying results can be difficult

The client can be made to feel selfconscious 

View points can be synthesized on the spot

Builds support for the service response that isdecided on

Helps participants to become better atanalyzing problems and to become betterlisteners

Relies on the ability of the facilitator to guidethe discussion and extract informationeffectively

Time consuming andexpensive

Quantifying results can be difficult

Organizational Climate: the collective attitudesof employees toward work, supervision, andcompanies goals, policies, and procedures

Characteristics in the work environment thatcan either facilitate or inhibit the application oftraining on the job.

Continuous learning culture: a culture in which members ofan organization believe that knowledge and skillacquisition are part of their job and that learning isimportant.