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Curriculum Approaches In Language Teaching

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The report presents a brief overview of the organizational diversity. It explains that how diversity plays a significant role in every organization to gain the long-term success and growth in the marketing. It explains the effective approach to design the training program effectively. It explains that how the company can maintain the strong relationship with its stakeholders within the organization.

Design and develop organizational diversity

The concept of diversity is unique and excellent. The Diversity refers to an understanding that each person is unique, and identifying the individual differences. These can be along the measurement of ethnicity, gender, socio-economic status, race, age, religious beliefs, psychology abilities, ideologies and political beliefs. It is the study of these differences in a positive, safe and nurturing environment. Further, diversity refers to the equal employment and opportunities without any favoritism and bias. Diversity is good and effective for every organization in order to meet the sustainable development and to achieve the goals and objectives of the firm. Further, diversity is the effective key element of effective management and people in the workplace. People should maintain diversity at the workplace to meet the goals and objectives of the company. It is the learning strategy which provides a lot of knowledge and experience to the people within the organization. The organizational diversity plays a vital and integral role to make company attractive and effective. Through organizational diversity, employees improve their ability and performance to achieve the long-term goals and objectives. Diversity is one of the biggest strengths of the company (Zhang, Rousseau and Glänzel, 2016).

Approach to design the training program

The systems approach is the effective and unique approach to design the training program. There are five stages of systems approach which have been discussed below (Jones et al, 2014)

The analysis is important in a systems approach to design the training program. It is necessary to design a training program. The design is another stage of the systems approach. Design includes the charts, flowchart and various data (Creswell, 2013). The development is the third stage of systems approach which evaluates the training programs. After the development of strategy, the firm implements this strategy to design the training program. Implementation is the fourth stage to prepare and conduct the training and other activities according to the SOPs and WIs. It uses various platforms, templates, materials, documents, and methods to design and develop the various phases. The various data are collected to evaluate and measure the performance of the employees. Evaluation is the last stage of the systems approach. It is essential to determine, designs and implements business needs in order to meet the goals and objectives. Evaluation provides the various data to determine and evaluates the performance of individuals (Mertens, 2014). Need analysis verifies and analyzes the training problem and evaluates the non- training solutions for a problem. This approach is suitable to design the training program effectively. In this approach, firstly the company analyzes the methods and techniques of the training program after then it designs the training programs. In third stage, it develops the various training programs. Later, it chooses the effective approach and implements within the organization. After implementation, evaluation is done by the company to design the training program effectively and efficiently. Further, various strategies can be adopted and used by the company to design the training program such as classroom technique, hands-on training, interactive training, online or E-learning technique, computer based training and blended learning technique (Verde et al, 2013).


Tips to manage stakeholders, assessment strategies, and resources

A stakeholder is an individual person who has something to gain and lose through the outputs of a planning process, project and program. Another side, stakeholder engagement is a method and technique which is used to identify and evaluate the influence and significance of key people, group of people and association which may affect the success and growth of the company. There are various tips to manage stakeholders, assessment strategies and resources that have been discussed below (Lotte, Larrue and Mühl, 2013).

The firm should share the vision and mission of the company with the stakeholders to gain the long-term success and growth in the market. The company must take assistance and advice from more positive and talented stakeholders to manage and design the training program effectively (Ford, 2014). The top management and management should meet with the stakeholders on a regular basis who are resistant to various changes and training. The company should show the projects plan with them to gain sustainability in the market. In this way, the firm will build confidence and trust among its stakeholders. It will make easy to maintain good relations between the organization and stakeholders as well. Some of the stakeholders are involved in the signing of E-learning content and other components of the training program (Keshavan, Vinogradov, Rumsey, Sherrill & Wagner, 2014). Further, to manage the assessment strategies, the firm needs to monitor and focus on the various steps that are involved in the assessment strategy. Another side, resources are the primary part of the organization. The resources may include the human skills, financial resources, and inventory and information technology. To manage the various resources, the firm should execute the resource plan in the management (Richards, 2013). The resource managers modify, approve and evaluate the resource plan before the plans and processes are used. Therefore, the firm must plan to manage and evaluate the various resources within the organization.  In this way, the firm can manage the stakeholders, assessment strategies, and resources in order to meet the growth and success of the company. The company should build an effective relationship with external stakeholders (Kelly,  Lesh & Baek, 2014).


The report is based on the organizational diversity learning strategy. Further, it explains the strategies to manage the stakeholders in the organization. Now it is concluded that the company should use effective strategy to design the training program. The company must manage and build the good relationship with stakeholders in the association.



Creswell, J.W., 2013. Research design: Qualitative, quantitative, and mixed methods approaches. Sage publications.

Ford, J.K., 2014. Improving training effectiveness in work operations. Psychology Press.

Jones, O.R., Scheuerlein, A., Salguero-Gómez, R., Camarda, C.G., Schaible, R., Casper, B.B., Dahlgren, J.P., Ehrlén, J., García, M.B., Menges, E.S. and Quintana-Ascencio, P.F., 2014. Diversity of ageing across the tree of life. Nature, 505(7482), pp.169-173.

Kelly, A.E., Lesh, R.A. and Baek, J.Y. eds., 2014. Handbook of design research methods in education: Innovations in science, technology, engineering, and mathematics learning and teaching. Routledge.

Keshavan, M.S., Vinogradov, S., Rumsey, J., Sherrill, J. and Wagner, A., 2014. Cognitive training in mental disorders: update and future directions. American Journal of Psychiatry, 171(5), pp.510-522.

Lotte, F., Larrue, F. and Mühl, C., 2013. Flaws in current human training protocols for spontaneous Brain-Computer Interfaces: lessons learned from instructional design. Frontiers in human neuroscience, 7.

Mertens, D.M., 2014. Research and evaluation in education and psychology: Integrating diversity with quantitative, qualitative, and mixed methods. Sage publications.

Richards, J.C., 2013. Curriculum approaches in language teaching: Forward, central, and backward design. Relc Journal, civil-engineering, pp.5-33.

Verde, I., Abbott, A.G., Scalabrin, S., Jung, S., Shu, S., Marroni, F., Zhebentyayeva, T., Dettori, M.T., Grimwood, J., Cattonaro, F. and Zuccolo, A., 2013. The high-quality draft genome of peach (Prunus persica) identifies unique patterns of genetic diversity, domestication and genome evolution. Nature genetics, 45(5), pp.487-494.

Zhang, L., Rousseau, R. and Glänzel, W., 2016. Diversity of references as an indicator of the interdisciplinarity of journals: Taking similarity between subject fields into account. Journal of the Association for Information Science and Technology, 67(5), pp.1257-1265.


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