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Question: Discuss About The Business Proposal On Improving Performance? Answer: Introducation The communication training has been designed with the objective to improve the staff performance of Opal-Mart by adopting a better feedback mechanism. For the effective functioning of a retail organization, a two-way communication is a necessity so that the management and staff members can share their concerns and issues with each other. As per Asante, the enhancement of the feedback model would help the business to have a one-on-one interaction with the employees (Asante, 2013). Even though cultural diversity exists in the firm, the simple and transparent dialogue session would motivate the staff to enhance their service quality in the retail firm. The current communication barrier is due to the ineffective model of upward and downward feedback. In the competitive retail environment, such gaps between the staff, the store managers, and the management team can have an adverse impact on the overall business performance (Alvesson Sveningsson, 2015). Scope of the training According to Crowley Heyer, the training would basically involve the entire staff team, the staff managers, and senior managers. The thorough involvement of the concerned parties would be necessary so that the problem areas of the staff could be identified and measures could be taken to enhance their performance (Crowley Heyer, 2015). The involvement of the staff team is integral in the training process since they are the ones who directly come in contact with the store customers. Similarly, the senior executives that fail to comprehend the significance of upward feedback must be involved in the activity. The staff managers would act as the link between both the extremes so that the feedback can flow in a two-way model (Fullan, 2014). Purpose of the communication training The fundamental purpose of the communication training would be to bridge the gap that exists between the staff of Opal-Mart and the employers including the staff managers and senior management team. In order to enhance the performance of the store employees and inculcate a healthy communication habit, a multi-way feedback model could be introduced. This would help the management to understand the issues of the staff. The managers could adopt the positive criticism method to motivate the employees to improve the quality of the performance (Goetsch Davis, 2014). The customers must also have the option to share their feedback so that the work quality of the staff would not hurt or offend them in future. It would introduce a sense of empathy in the retail firm and remove the chances of conflicts that could arise due to cultural difference (Jaques, 2013). Training philosophy of Opal-Mart Retail Company The training would basically focus on the internal stakeholders of the business focusing on the employees and the employers that operate to achieve the common goal of the business. As per Stacks Salwen, the underlying training philosophy of Opal-Mart retailer would strengthen the employee engagement so that the well-being of the employees and the organization would be possible. No specific tools would be required to adopt a culture that focuses on the importance of feedback (Stacks Salwen, 2014). The key necessity would be the initiative from the managers and the senior management team to adopt an open communication model inside the organization. In order to establish a strong feedback environment in the concern, the managers should take the initiative and have casual chats with the staff members so that the barrier between them can be minimized. They must also share information about the business performance of the staff. This can install a sense of trust and acknowledgment (Thompson, 2013). An open communication can encourage feedback model of the organization. Surveys and suggestion boxes could be introduced as feedback models in the initial stage so that the basic issues that arise in the daily functioning of the retail business can come to the surface. This training philosophy would help the employees, employers and the clients that come to the store to make purchases (Goetsch Davis, 2014). An overview of the contents, timeframe, and delivery mode Adopting a new culture would take some time in a large retail business environment. But this culture would surely bring about a gradual positive change in the communication model of the organization. Simple techniques could play a vital role to enhance the communication and overall feedback model of Opal-Mart. The focus must be on upward communication as well as downward communication. The employees must not hesitate to bring up their concerns in front of the management of the firm. Similarly, the management must provide positive feedback to show the appreciation of work. Constructive criticism method must be used by the employer in case of negative feedback so that the employees would not feel demotivated in the process (Crowley Heyer, 2015). In order to encourage a feedback-driven culture, Alvesson Sveningsson said that the management team including the senior managers would have to make the first move. In case, the staff members would be hesitant at first, an anonymous model could be introduced such as suggestion box, etc so that the employees could come forward to share their professional concerns (Alvesson Sveningsson, 2015). In order to enhance the effectiveness of the model, a strict change would have to be adopted from the cultural front. A one-on-one feedback session would be the most effective change in the firm since it would reflect in the business performance of the retailer. Specific benefits of proposed training for respective target audience and the company as a whole The introduction of the feedback model in the retail business would bring about significant positive improvements in the concern. The very basic benefit would be the reduction in conflicts in the operation scene of the concern. An open upward and downward feedback would allow all the employees to understand the holistic business environment. This would help the concern to strengthen the empathetic scene of the retail business (Crowley Heyer, 2015). The employee engagement would get enhanced in the process. The various parties that would benefit from this communication training process include the staff members, store managers, senior executives, customers and the business. This positive change would enhance the operational environment of the business and the overall performance of the organization. Thus the feedback of Opal-Mart could be a positive move for the concern and its operations. References Asante, M.K., 2013. The global intercultural communication reader. Routledge. Alvesson, M. and Sveningsson, S., 2015. Changing organizational culture: Cultural change work in progress. Routledge. Crowley, D. and Heyer, P., 2015. Communication in history: Technology, culture, society. Routledge. Fullan, M., 2014. Leading in a culture of change personal action guide and workbook. John Wiley Sons. Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Jaques, E. ed., 2013. The changing culture of a factory (Vol. 7). Routledge. Stacks, D.W. and Salwen, M.B. eds., 2014. An integrated approach to communication theory and research. Routledge. Thompson, J.B., 2013. Ideology and modern culture: Critical social theory in the era of mass communication. John Wiley Sons.