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PHI 210 Critical Thinking

Published : 02-Sep,2021  |  Views : 10


When faced with a problem, what do you do to solve it? This assignment asks you to apply a six-step to problem solving process to a specific problem scenario. You will write a paper that presents a synthesis of your ideas about solving the problem using this systematic approach. As Voltaire said, "No problem can withstand the assault of sustained thinking."

Choose one (1) of the problem scenarios as a topic choice for your paper. 

Scenario : As the Human Resource Department (HRD) employee, you are responsible for employee training at a company in the US. Recently, following a company-wide training session, it became obvious that a number of employees did not understand much of the training. You realize that the employees are struggling with company correspondence and other documents written in jargon or obscure language.
This makes it especially difficult for non-native speakers of English to comply with written instructions and company policy, and you suspect that many documents are written at a level that even native speakers do not fully comprehend. This scenario may require services never offered before, and the companys not sure where to begin. You talk with the manager of the non-English speaking employees and he gets very angry and tells you that anyone living in the US should know English or go back where they came from. What should the HRD employee do at this point?
Define the problem in the scenario that you have chosen.

Analyze the problem in the scenario.

Generate options for solving the problem in the scenario.

Evaluate the options for solving the problem.

Decide on the best option for solving the problem.

Explain how you will implement the decision made and reflect on whether this option was the most effective.



“Language is the method of human communication, either spoken or written, consisting of the use of words in a structured and conventional way” (Whitman& Panetto2006). We talk and express ourselves for other people to understand us. When there’s a language barrier between individuals or within an organization, which can be a result of the diversity of origin, the smooth daily activities are affected and objectives cannot be achieved since there isn’t understanding. The language barrier is a common problem in most organizations. There are various ways to solve this. Mainly it’s the work of the human resource management department to make sure language barrier is solved and there is an understanding between workmates. It becomes more straining when the officials in the department are not aware of these diversities which bring these differences.

Definition of problem

As the HRD employee of a certain training company in the US, I have noticed that most of the employees do not understand much of the training. They are struggling with company correspondence and other documents written in jargon and obscure language. This makes it difficult especially for non-native English speakers to comply with written instruction and company policy. Many of the documents are written at a level that even the native speakers can not fully comprehend. I have to talk to the manager of the non-English speaking employees and he gets very angry and tells me that anyone living in the US should know English or go back to where he or she came from. This sets me out to try to solve the problem.

Analysing the problem

One of the key barriers that are linked to the language barrier is the existence of many native language speaking groups.  This happens due to the presence of origin, accent and hearing difficulties of the speakers. The best way to deal with issues of language barriers is the establishment of good guidelines and setting up procedures that help minimize frustration and increase the chances when it comes to the provision of accurate and employee services. So, it’s not their will or choice not to understand the English language. There are ways of solving the problem rather than intimidating or threatening them. The option of the non-English speakers to tell them to go back to their backgrounds is not a lasting solving choice since there will be a shortage of employees and perhaps the new ones will not as well understand the English fully.

Generation of options

Use both telling and showing methods of training.

Don’t use difficult terms in your training, when training, the trainer should demonstrate to the trainees any applicable demos and test them by watching them repeat the activity. Also, consider redoing the demonstrations several times to ascertain everyone gets it. (McDermott 2009)

Provide training for the non-English speakers as well as the native speakers

Invite English language trainers and involve all the affected employees in classes entailing the Basic English language requirements like work-related words, common phrases and any word that is relevant to them. After the basics, one can expose the employees to more training on language and how to thrive in the language. (Govindarajan & Gupta 2010)

Use more visual methods of communication more than speech.

Consider using elaborative techniques in your training than theory. One can use learning aids like images and videos when explaining steps and processes to the learning group of employees. Other learning aids include signs, cards to help learn quickly and effectively. (Karliner, Nick leach & Kaplan 2011)

let the employees demonstrate their understanding.

Don’t jump to assumptions that the employees understand what you are training them but rather test their understanding levels. Expose them to tests by asking them to elaborate and do what you have trained them since this will help them understand better.

Translate the relevant documents and instructions into the primary language of your employees if possible. 

 This may require you to use a translator or interpreter. Some of these are websites that translate different tests into different languages. It would be advisable availing them to your employees. However, you should be cautious in that they translators may give totally different meaning to a phrase. (Armstrong, 2017)

Use an interpreter anytime issuing instructions to the employees or responding to them. You can look for a fluent English native speaker to do this.

Evaluations of options

There are a number of option that can be implemented to make things right. In the above options, the introduction of training classes for the English non-speakers can be a good decision though there would some burden on the output production. The organization should hold a meeting and schedule the appropriate time for the classes. The English speakers available should support the other employees throughout the training. Meanwhile, the administration should provide translation tools or employ an interpreter to convey messages and instructions to the employees.

Decision making

After choosing the appropriate option a decision should be made on the appropriate one and all required items put available. The future of the organization will lie on the decision taken so keenness should be applied. If the organization decides to stand on their proposal to send home the employees then there should be plans to fill the gap. If they decide to train the employees they should be ready to give them time and tolerate them


The chosen decision is now ready for implementation. Laws, rules, instructions should be put in place in regard to the latter.


Its, therefore, everyone’s responsibility after the implementation to ensure he or she plays the role given quite well even without supervision to bring the problem to an end. And with time the fruits will be visible to everyone.


Armstrong, J. (2017). Overcoming Common Barriers to a Successful Change Initiative. Quality, 56(6), 42.

Akgün, A. E., Akgün, A. E., Keskin, H., Keskin, H., Ayar, H., Ayar, H., ... & Okunakol, Z. (2017). Knowledge sharing barriers in software development teams: a multiple case study in Turkey. Kybernetes, 46(4), 603-620.

Bischoff, A., & Denhaerynck, K. (2010). What do language barriers cost? An exploratory study among asylum seekers in Switzerland. BMC Health Services Research, 10(1), 248.

Govindarajan, V., & Gupta, A. K. (2010). Building an effective global business team. MIT Sloan Management Review, 42(4), 63.

Karliner, L. S., Hwang, E. S., Nickleach, D., & Kaplan, C. P. (2011). Language barriers and patient-centered breast cancer care. Patient education and counseling, 84(2), 223-228.

Madera, J. M., Dawson, M., & Neal, J. A. (2014). Managing language barriers in the workplace: The roles of job demands and resources on turnover intentions. International Journal of Hospitality Management, 42, 117-125.

McDermott, R. (2009). Overcoming cultural barriers to sharing knowledge. Journal of knowledge management, 5(1), 76-85.

Whitman, L. E., & Panetto, H. (2006). The missing link: Culture and language barriers to interoperability. Annual Reviews in Control, 30(2), 233-241.

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