Original Research

Fasiliteerderopleiding

F. Cilliers
SA Journal of Industrial Psychology | Vol 21, No 3 | a592 | DOI: https://doi.org/10.4102/sajip.v21i3.592 | © 1995 F. Cilliers | This work is licensed under CC Attribution 4.0
Submitted: 20 June 1995 | Published: 20 June 1995

About the author(s)

F. Cilliers, Universiteit van Suid-Afrika, South Africa

Full Text:

PDF (4MB)

Share this article

Bookmark and Share

Abstract

Facilitator training. Since the last visit to South Africa by Carl Rogers and Ruth Sanford in 1986, many businesses in the country showed enthusiasm to train person-centered facilitators as change agents for the post-apartheid South Africa. Unfortunately, this training never really got momentum because of (amongst other reasons) the misconception about the nature of the process and skills of facilitation. This research can be seen as a continuation of Rogers and Sanford's work in an effort to explain facilitation to management, train facilitators working in cross-cultural communication situations in South African organisations and evaluate this training. Facilitation is conceptualised from the person-centered approach and operationalised by making use of different training models from the human potential movement. A facilitation training model and an experiential learning workshop were constructed. Fifty personnel and training officers attended the workshop. The evaluation battery included the Carkhuff scales, the Personal Orientation Inventory and the Selfactualising characteristics question- naire. The difference between a pre and post measurement indicates a statistical significant development in the interpersonal skills of facilitation namely respect, empathy, realness and concreteness; as well as the intrapersonal characteristics of awareness, emotional maturity and internal locus of control. Suggestions towards accelerated training of facilitators in South Africa are recommended.

Opsomming
Sedert die laaste besoek van Carl Rogers en Ruth Sanford aan Suid-Afrika in 1986, het verskeie organisasies in die land met entoesiasme begin om fasiliteerders op te lei as veranderingsagente vir die post-apartheid Suid- Afrika. Ongelukkig het hierdie opieiding nooit werklik momentum bereik nie as gevolg van (onder andere) die misverstand oor die aard van die proses en vaardighede van fasilitering. Hierdie navorsing kan beskou word as 'n voortsetting van Rogers en Sanford se werk in 'n poging om fasilitering aan bestuur te verduidelik, om fasiliteerders op te lei in die veld van kruiskulturele kommunikasie binne Suid-Afrikaanse organisasies en om hierdie opieiding te evalueer. Fasilitering word vanuit die persoonsgesentreerde benadering gekonseptualiseer, en geoperasionaliseer deur gebruik te maak van verskillende opieidingsmodelle uit die menslikepotensiaal-beweging. 'n Fasiliteringsopleidingsmodel en 'n ervaringsleerwerkswinkel is saamgestel. Vyftig personeel- en opieidingsbeamptes het die werkswinkel bygewoon. Die evalueringsbattery het bestaan uit die Carkhuffskale, die Persoonlikeorientasievraelys en die Selfaktualiseringskenmerkevraelys. Die verskil tussen 'n pre- en post-meting dui op 'n statisties beduidende ontwikkeling van die interpersoonlike vaardighede van fasilitering naamlik respek, empatie, egtheid en konkreetheid; asook ten opsigte van die intrapersoonlike kenmerke van bewustheid, emosionele volwassenheid en interne lokus van kontrole. Versnelde opieiding van fasiliteerders in Suid-Afrika word aanbeveel.


Keywords

Fasiliteerderopleiding

Metrics

Total abstract views: 2162
Total article views: 2675


Crossref Citations

No related citations found.