Reference no: EM132872892

Please read the issue and answer the following questions. Development at 3M has existed for more than 100 years, using science and innovation to provide consumer products including Post it notes, sandpaper, various types of films, and wound care dressings. 3M considers all employees like leaders, and as such it provides strategic development opportunities at every stage of their career. 3M strives to engage all employees by focusing on their career and developmental desires. Indeed, one of 3M's sustainability goals is that all of the global workforce (90,000 employees in 70 countries) will participate in development opportunities by 2025.

Each year, all employees create or update their development plan, which includes both short and long-term career goals. All employees are encouraged to continuously learn and improve their skills. The 3M Tuition Reimbursement Program encourages employees to seek education in order to fulfill current work responsibilities and to help prepare for career changes to advance in the career paths of their choice.

For many career areas, competency forms are available that provide links to relevant training opportunities and development recommendations that can be discussed and agreed upon through the employee's supervisor. Options include increasing competency through job activities or social learning through a coach or mentor.

Because 3M believes that leadership development provides a competitive advantage. It has invested in multiple leadership development programs offered at different stages in an employee's life. Business and leadership courses are available for employees at any level, including online programs available to all 3M global employees. 3M emphasizes diversity, collaboration, and inclusion in all of its leadership behaviors, which are linked to evaluations of leaders' performance.

For example, one leadership development program, 3M Leadership Way, has four levels, Spark, Ignite, Amplify and Catalyst.

Spark targets 3M junior leaders who have been identified as having high potential.

Ignite participants are the new managers who learn their roles. Training is provided on how to build effective teams using gamification and virtual technology. Managers complete a project to show the impact of learning and applications in their daily work.

Amplify are leaders of multiple teams working on projects, visiting clients, and working on their skills for nine months.

Catalyst is a year-long program where leaders attend leadership meetings, gain exposure to customer and other perspectives outside of 3M and work on a challenging-focused project issued by senior management, based on a customer-based project on resolving customer needs, or a community project.

All of these levels include self-assessment of competencies as well as 360-degree feedback and coaching.

A-How can development at 3M help a company gain a competitive advantage?

B-Why does 3M emphasize development for all employees instead of only focusing on employees with higher potential to be company leaders?

-C Which of the development activities that 3M provides is most beneficial to employees and the company? did not?