Defining the Work Environment

Seven Trust Bank is among one of the top performing banks in the United States. with offices in San Diego, Denver, Santa Fe, and Birmingham, we are deeply rooted workers of our community and arbiters of economic development with focus on reinvestments of Capital in the region. Seven Trust bank is locally owned and a community bank. We strive to deliver beneficial decision making by professionals with regional expertise. Seven Trust Bank Management training program allows you to discover opportunities available within banking while preparing you for an Officer-level position within the bank.

Our training Objective Summary focuses on the six essential management skills that we will discuss later. The method of training will be delivered in an enthusiastic and interesting way that will involve all candidates. We want everyone to be consistent with the plan so that the training can be flexible and responsive to the need of the individual. The training method follows this general pattern:

  1. Trainers give clear explanation of the point in question with specific and clear examples
  2. Trainer delegates practice by doing an exercise with each other
  3. Trainee practices by doing actual exercises with the trainer
  4. Key take a way’s from training for each point made to make sure delegates know what they are doing and they feel comfortable to ask questions if they do not understand

We like to use Meizrow’s approach within our training program.

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Mezirow’s theory concerns how adults make sense of their life experience. Mezirow defines learning as “the process of using a prior interpretation to construe a new or a revised interpretation of the meaning of one’s experience in order to guide future action” (2000, p.

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5). He differentiates between types of meaning structures, including frame of reference, habits of mind, and points of view. Mezirow indicates that a “frame of reference is a ‘meaning perspective,’ the structure of assumptions and expectations through which we filter sense impressions. It involves cognitive, affective, and conative dimensions. It provides the context for making meaning within which we choose what and how a sensory experience is to be constructed and/or appropriated” (p. 16).

This management training program offers rotational training in various departments giving you hands on experience. We want to ensure that activities are designed and carried out in ways that offer each learner the chance to engage in the manner that suits them best. Also, individuals can be helped to learn more effectively by the identification of their lesser preferred learning styles and the strengthening of these through the application of the learning cycle. Within your training, you’ll learn a lot about yourself that you didn’t even know. You’ll also discover your strengths and your interests. Which is also considered transformative learning. Transformative learning occurs when there is a transformation in one of our beliefs or attitudes (a meaning scheme), or a transformation of our entire perspective (habit of mind) (Mezirow, 2000).

Transformative learning, says Mezirow, is “the process by which we transform our taken-for-granted frames of reference (meaning schemes, habits of mind, mindsets) to make them more inclusive, discriminating, open, emotionally capable of change, and reflective so that they may generate beliefs and opinions that will prove more true or justified to guide action” (2000, p. 8). Through transformative learning we are freed from uncritical acceptance of others’ purposes, values, and beliefs. Transformations in our habits of mind may be sudden and dramatic (epochal) or they may be slower, incremental changes in our points of view (meaning schemes), which eventually lead to a change in our habits of mind (meaning perspective) (Mezirow, 2000).

External classes and seminars will supplement your knowledge within the banking industry. We only accept new candidates to the program three times a year, in March, April, May. After you successfully complete the program (approximately 12 months) you can be promoted internally to an advanced manager level-banker position.

  • Rotational Training

Provides exposure to many departments and their management teams

  • Hands on Experience

Participations with day to day work of departmental Processes

  • Focused Skilled Development

Provides you with focused training needed to assume an advanced level-banker position

Participants will start the program in our Huntsville Operations Department training as a Manager CSR for seven to ten months. Upon the successful completion of your time as a Management customer service representative, you will train in Loan Servicing for three months. Within Loan servicing you will learn the functions of the departments. You will also learn how to set up and maintain loan files and how to apply loan payments and the process of documenting and booking loans. This training is very important, and I encourage every participant to take this very seriously. To get the best performance from yourself and others, we need everyone to develop these six leadership skills:

  1. Set and achieve goals
  2. Communicate with Clarity
  3. Properly Plan and prioritize
  4.  Manage difficult conversations, performance issues and conflict situations
  5. Motivate and inspire yourself so you can always feel strong and confident in you abilities
  6. Motivate and inspire others

We want to see everyone do well, and in addition to the centrality of experience and critical reflection, which is in transformational learning theory the notion of your individual development. Individual development is both inherent in and an outcome of the process of our training program. The ability to think critically, which is mandatory to effecting a transformation, is itself developmental; that is, we can become better, more critical thinkers. (1997, pp. 3–4) Elias explains how individual and cognitive development are intertwined: What are transformed through the processes of transformative learning are several capacities of mind or consciousness. First is the development of a “conscious I” capable of exercising critical reflection. Second is a transformed capacity for thinking, transformed to be more dialectical or systemic, thinking (for example) that perceives polarities as mutually creative resources rather than as exclusive and competitive options and that perceives archetypes as partners for inner dialogue. Third is the capacity to be a conscious creative force in the world, as expressed, for example, as the capacity to intervene in and transform the quality of discourse in a group or learning community.

As a manager you will need to know how to do the following:

  • Use reason and logic to resolve conflict
  • How to nip conflicts in the bud and not let problems linger
  • Know when to compromise and know how to hold the line and not compromise.

Within the banking profession there is a lot of conflict that can arise. Proper conflict management training which is something you will also learn requires you to:

  • Be objective and specific, not emotional or opinionated
  • Learn this difference between objective language and subjective language
  • Tell them exactly what is wrong is non-emotional terms (bank patrons and associates)
  • Suggest ways out of conflict situations
  • Suggest solutions to situations
  • Distinguish between reasons and excuses for not doing something and have a different policy for each
  • Know when to negotiate and when not to

We believe that these are practical exercises for our management trainees to learn skills. After this training, you can then move to another one of our branches with a mentor. We believe that having a positive mental attitude affects tangible results. Your productivity is dependent on the quality of your actions. All successful action can be described by a simple five-part Edison success formula:

  1. Clear Goal-purpose
  2. Formulating your best plan in writing
  3. Take consistent action
  4. Gather and Evaluate the feedback
  5. Make progress

Training isn’t always a one size fits all. There isn’t one simple answer to building the perfect employee training program, but there are a few things that are constantly present in all the best ones and we hope that you saw it inside our training program.


  1. (2007). Learning in Adulthood: A Comprehensive Guide, 3rd Edition. [Strayer University Bookshelf]. Retrieved from
  2. Engel, Sherry; Kapp, Karl M. Journal of Organizational Excellence. Spring2004, Vol. 23 Issue 2, p51-60. 10p. DOI: 10.1002/npr.20005.
  3. KAUR, LOVLEEN; BHATIA, AMBIKA. International Journal of Research in Commerce, Economics & Management , May2015, Vol. 5 Issue 5, p56-61, 6p. Publisher: IJRCM., Database: Complementary Index
  4. Liebermann, Susanne; Hoffmann, Stefan. International Journal of Training & Development. Jun2008, Vol. 12 Issue 2, p74-86. 13p. 1 Diagram, 2 Charts. DOI: 10.1111/j.1468-2419.2008.00296.

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Defining the Work Environment. (2022, Jun 07). Retrieved from

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