Reference no: EM132847386

When evaluating the effectiveness and suitability of leadership/managerial training, do you think criteria should be broadened to incorporate societal costs/impacts that run beyond the focus of individual `profit maximization'?

As you know, recent financial recessions have been caused in significant part from greedy, self-centered behaviour on the part of some private sector executives and owners who were not held accountable to societal norms of acceptable ethical collective behaviour (e.g. some private-sector owners of long-term care homes who put `profits ahead of people' by inadequately staffing and under-equipping their homes during the pandemic; see also `The Wolf of Wall Street'). As a result, many individuals and families experienced sickness and death [in the case of the long-term care homes] and other dire consequences including financial hardship and deprivation resulting from these short-run, selfish behaviours. A relatively small group of private-sector owners profited handsomely at the expense of others.

So to conclude, when evaluating leadership training `effectiveness', and `transfer' to work environments, what criteria should be utilized when trying to ascertain whether or not the training has been `successful'? Using an integrative perspective of theoretical concepts from the training and development, take a position on this issue, and provide a rationale for your perspective