Method Strength Limitation

 The Lecture method has its major  Minimal or passive participation of

Lecture strength in imparting knowledge Learner
and information in a short time  Sustaining interest of learner is bit
 Cost effective method challenging
 Easy to organize  Efficient learning demands
 Time frame easy to determine concentration on the part of learner
 Learner feedback is limited
Demonstration  This strategy improves the  Only technical and training skills can
understanding of complex skills be taught in this method
and principles  Required equipment may not always
 The psychomotor objective is be available or may be too
easily achieved through this sophisticated to be used in real-life
method. situation.
 No time is wasted because  Students are not allowed to ask
students see the process live and question or start discussions during
understand how to apply the demonstration.
theoretical knowledge practically
 Students can be attentive and
follow along with learning
process
 Demonstration has verbal as well
as visual components.
 During interaction they are in a
position to clarify their own
learning needs, raise queries and
clear their doubts.
Game  Games excite and motivate one  It is a time consuming method
to play. There is active  Trainees as well as trainer may be
participation of learner. unfamiliar with the method
 Improvement of technical
performance
 Management games provide an
active, verbal and at times, a
physical learning environment
 Management games help in
increasing the motivation of the
learners.
 Management games help in
developing problem analysis and
decision-making skills.
 Games provide practical,
experimental learning.
 Games provide novel solutions,
Consequently, a level of
freshness and novelty is generally
 maintained.

Simulations  This helps linking theory with  In simulation role-playing is done in

practical artificial situations which are un-
 Trainer-Trainee are helped in a psychological and impracticable.
variety of ways through  Simulation is like socio-drama or sort
simulated training. It helps in of gaming, which may reduce
developing self-confidence seriousness of learning.
among them  Simulation attempts to portray the
 Trainer - Learner understand the real situations in a simple way,
behavioural problems and which in general, may very complex
develop insight to encounter and difficult.
them
 There is self-monitoring in
simulated-training.
 It helps in developing efficiency in
learner and in predicting
consequences of any action /
decision before going to actual
work place
 As a result of role-playing, it helps
in the development of critical-
thinking
 Apart from Participants audience
too can effectively learn from
their action / decisions.

Conclusion

Lecture method is suitable when a particular message is to be given to all in general viz. induction
Program, New Policy Formations, Rules and Regulations, Do and Don’t for a particular profile.
Suitable for large gathering

 Demonstration method shows the participants how to do a thing. Trainer carries out or a
process through a series of actions or steps to enable the participants to observe and
understand the procedure, principle or the entire phenomenon. Preferably for honing and
enhancing technical skill. If it is a large group, it may be difficult for all to observe the
demonstration. It is therefore, necessary to keep the group to a limited number.

Game Method could be used as problem solving tool. Giving a perspective to the learner to handle,
respond in a particular situation wisely. Helps in improving decision making skills or innovating new
ideas. Useful for certain cadre of staff viz. Supervisory or Managerial.
Simulation method could be used to increase efficacy in handling a particular job role. Helpful for
people in Customer handling viz. Hospitality, aviation, telecom,