The paper 'Impact of Training and Development of Employees" is a perfect example of management coursework. The new realities of increased competition and the need to survive in the contemporary business environment compel for maintaining an effective result driven culture within any organizational context. Acquiring such objectives necessitates for highly-integrated training for employees within the organization. Improved capabilities, skills, and knowledge of the workforce are a major contributor to competitive advantage in any organization. Achieving such desired skill set and culture necessities for training programs that influence employee commitment and motivation. As such, training programs not only develops the employee but also improves the organization’ s human resource in favor of garnering competitive advantage.
In this respect, the training presents multifaceted effects on the organization’ s productivity. The effects of training, this paper confronts, are instrumental in developing a positive result driven culture. Employee’ s & Employer’ s behaviors influence the organization’ s performance. Each individual within the organization have varied behaviours and the management is tasked in attuning these cultures to the organization’ s desired culture that ultimately improves the organization’ s productivity and quality of working life (Francis & Taylor Group, 2014).
The individual-level analysis, the team level analysis, and organizational level analysis determines the organization behavior (OB). Simply put, OB determines how to reward, satisfy, and retain company employees while also it has to cope with stress, decision making at the core (Robbins et al. , 2011). In the long run, the OB determines the organization’ s culture, communication, quality of work, performance, personal satisfaction, growth, and development. Diversity affects energy and conflict in the organization. Training is a useful investment which improves efficiency and competence of employees within an organization (Davar, 2011) Employees are trained to work in-group of people with cultural diversity with effectiveness attributed to sharing of common values with more beneficial values in respect to deep-level diversity (Thomas et al. , 2013).
Organizations need to engage in diversity management through training of employees to curb unfair discrimination irrespective of race, gender, religion, age, sex, and ability. Arguably, cultural diversity and workgroup functioning have an effect on proportion representation, group composition and group proposition (Thomas et al. , 2013). The managers are expected to train employees to approach their differences in a positive attitude to enhance the organization’ s performance.
To manage diversity individuals are put together irrespective of differences in age, gender, race, ethnicity, tenure of which the company will tap skills varied from the above different groups. Some groups are claimed to be assertive in work organization hence it can be worked as a common technique displayed in the institution. Training and work attitudes relate closely. Employees with positive attitudes implement all skills learned through training hence the training yields higher results when the employee is deployed to work departments.
An individual desires in job organization feels involved in a job through the degree of psychological and psychological power in relation to the job. If the employee has a good working tenure, the experience will help the worker to manage attitudes during conflict times. Tentatively, employees who are committed to learning show greater job satisfaction with a positive outcome in their work performance (Truit, 2011). The job satisfaction is measured by asking employees if they are satisfied by giving them scale to rate job satisfaction. Through training, workers who tend to evaluate themselves are more satisfied with the kind of job doing while people who perceived work negatively are less satisfied with their jobs.
Satisfied organizations workers are more productive while less satisfied worsen the productivity of an organization with being absents, avoiding training, and stealing. Offering regular training to the groups enrich their attitudes to employee’ s assigned jobs. Training shows how important a job is hence individuals attitudes are strengthened to improve the performance outcome of the job. Job satisfaction is also achieved when the employees working attitudes fulfills the interests of customers.
Therefore, it is important to train workers to have positive attitudes from their daily to daily job activities to maintain a good relationship with employees and employer and customers.