they could pull themselves over. Some stood on the platform and helped those who were not strong enough o pull themselves over. It was clear the first people over also had to be strong. Another problem was the last person over. Everyone, except the last pair, would have "spotters" in case of a fall. Also the last person would have no one left to boost him or her to the top. Someone would have to act as a human rope, hanging down from the top so the last person could climb up the person and over the wall. Therefore the last person would have to be light but strong enough to boost the second-to-last person up and to climb over the human rope. In order to determine the order, the group members needed to share with one another their strengths and weaknesses. Claudia wanted to be the last person so she could make sure everyone was doing what they were supposed to, and also because as the last person over the wall, she would represent the group's successful completion of this exercise. Two of the strongest men in the group confessed to having injuries that would hamper them. Claudia realized that her tennis elbow would be a great liability. When it came to her turn to discuss her strengths and weaknesses, she was honest about her injury and indicated she would fit best somewhere in the middle where many people could help her. When Claudia's tum to climb came, she called out to those on top what to expect-where she couldn't put much strain on how she would indicate that someone was pulling too hard. Then she was being pushed up with spotters all around her, and the next thing she knew she was over the wall. Later when the members discussed the event. Claudia asked what impact her limitations caused in the group. Those who have been pullers replied. "None", They said, they knew what to do, because had told them about her problem ahead of time. While gening packed to go home, Claudia thought about how much she had learned about herself and her relationship to other people, especially a work. She recognized that she generally failed to trust others to do their part and so she was not being as effective as she could be. Her success came at a high price because of the extra workload she imposed on herself. In addition, she wondered, "What is the price my subordinates pay?" How have my actions affected their attitudes and performance? Do I need to be so competitive with my peers? Is that behavior really in my or my company's best interests?" She knew she would have a lot to think about on the trip home. CASE QUESTIONS: LAY BALAY Does Claudia really need the training in interpersonal relationship? Justify your answer by giving some characteristics that need change in dealing with people. 1. 2. What outcomes of learning are expected of her after the training and its benefits to the organization? C 18-HUMAN BEHAVIOR IN THE ORGANIZATION 3. 4. How did the HR department take care of Claudia's need in terms of her career and personal growth? Why Employee development through trainings and capability building important? 1620% 11-15% 5-10%