Organization behavior Essay Example
Title: Does more and better training motivate employees to perform better?
Most of the organizations today have become a learning organization. This is through employees’ training, mentorship and development. For an organization to carry out the task of employees training and development, it is required to have the in-depth knowledge on the changes that are associated with learning and development of the employees. Employee leaning and development is under wide strategy on the human resources management. For most organizations, the goal of employees, training, development and mentorship is to benefit the organization and the employees. It’s expected that a well trained employee will be motivated and deliver more output to the organization. There are also believed to be cultural motivators to success in an organization (Arthur, Bennett, Edens & Bell, 2003). This paper will research the relationship that is believed to exist between training and motivation of the staff.
There has been a belief that for an organization to able to have a competitive advantage, they must be able to use new knowledge and avoid relying on the outdated information. This has led to many organizations training their employees on a regular basis to keep up with changes. This has been based on training on creativity ensure there are innovation and try to shape the organization so that it can stand out different from others. Most organizations have started giving knowledge to all workers irrespective of their position. The modern organizations are setting aside money for staff development due to the increasing importance of knowledge. As research shows, having trained workers enables the organization to cope with the changes in the modern work environment (Blanchard & Thacker, 2007). The employees who are trained by the organization have more value to it. This training should involve knowledge that has ability to increase the value of the firm.
An employee training is not only about gaining knowledge. According to research, the training should promote entrepreneurship, change in their attitude, decision making and encourage participation. This will produce an employee who values the organization and will be motivated in delivering results to it. Most of the organizations offer rewards to the employees who are able to perform better. The performance is based on the ability of the employee to utilize the knowledge gained through training. The reward scheme is geared toward retaining the trained and skilled workers. Workers’ output will be influenced by the knowledge that has been invested in them. This is due to the fact that for most workers, incentives and salary does not influence their output. The investment that is made to them in the form of knowledge determines their performance in the organization. This strengthens the workers’ motivation and hence better results to the company (Arthur, Bennett, Edens & Bell, 2003).
According to research, training the employee and developing them have benefits to the employees and the organization. The investments on the employees development does not depreciate like the assets. This means that organizations should invest in training the individuals making the organization a learning organization. Some of the companies have individuals who are assigned the posts to oversee the employees’ development. Knowledge management systems are created for the organizations to be able to carry out their development programs easily (Arthur, Bennett, Edens & Bell, 2003). Some of the corporate that have created successful learning organizations are Coca-Cola and Cisco. These are organizations that have vice presidents in charge of knowledge. This enables them to have a knowledge management system in place.
Having a learning organization implies that there is free flow of knowledge within the organization. The ability of an organization to learn fast and better than their competitors is based on the learning individuals in the organization. This creates a competitive advantage for the organization. Learning organization has been associated with the high rate of employee motivation and flexibility. The employees in these organizations are creative and have a high rate of social interactions. Team work is also enhanced in the learning organizations which benefits the organization (Blanchard & Thacker, 2007). The organization is able to deliver more quality products and services and attain a competitive edge among the competitors. This shows the importance of learning and development in an organization.
When an organization is engaged in training and developing their employees, mentorship is also encouraged. This involves those who are trained passing on the knowledge and skills to others in the organization. The mentors are mostly associated with career mentorship to others. This helps the employees to have role models in the firm. There is also a relationship development which comes out of mentorship. Having a well developed mentorship program in a firm is associated with motivated workers and team work. Those mentoring achieve personal satisfaction from the act of sharing the knowledge. For those who receive the mentorship, they have loyalty to the mentors. The beneficiaries of mentorship program are also able to help the organization in achieving its goals (Billett, 2003).
For the organization to be successful, exchange of knowledge is vital. It has been established that power of the organization does not come from having the knowledge but from sharing it. This is the synergetic effect that comes out of sharing the knowledge. Organization that has invested in their workers knowledge benefits from the output of sharing the knowledge gained which is qualitative knowledge. The organization should encourage the employees to share the knowledge gained with others. This will enhance the organization productivity and hence leads to its success (Noe, 2008).
For an organization to benefit from the training and development of the employees there is need to treat the employees as assets not expense. This allows the employees to value the training that they undergo. The training is supposed to improve on their performance and lead to better business for the organization. For the employees who realize the main objective of training and development, they take it as an opportunity to develop the organization and themselves. If the organization is able to perform better due to the trained employees, this might lead to higher pays and more allowances. The employee is also likely to be motivated due to fact that he is associated with a performing organization (Brown, 2002).
Organization culture also plays a part in the employees’ motivation and performance. In organizations where there is a culture of obtaining and sharing of knowledge, the employees are more motivated and the organization is successful. The organization culture plays a part in enabling the organization to train and develop their workers. The organization culture can be defined as the beliefs, values and the assumptions that exist in an organization. This includes the organization work structure and the management practices. For organizations that have a corporate culture embedded in developing their employees, there is higher performance and workers are more motivated. This is due to fact that the workers have a sense of belonging to the organization. The organization culture leads to the employees’ opinion about the organization and their purpose and the set goals. The employees’ relationship with the organization is also determined by the culture that is practiced (Aguinis & Pierce, 2008).
Motivation is the willingness of the individual to put efforts in a defined set of behaviors. This has a direct influence on the willingness of the employees to take part in implementing the organization goals. In an organization perspective, motivation is directed towards the performance of the organization. As the research has shown employees’ motivation is based on the value that they attach to the organization. It has been proved that organizations that have training program for the employees are valued favorably. This is due to fact that they are seen as valuing their employees as assets not liability. Trained employees are able to perform better for the organization. Through the sharing of the knowledge gained, the employees transform the organization into a learning organization. This leads to a successful organization with motivated employees (Blanchard & Thacker, 2007).
In conclusion, training, development, mentorship and organization culture are all linked in an organization. Having better trained employees will lead to a successful organization as proved. This is due to the fact that the employees feel valued by the organization that trains them. There is improved interaction between the workers and cooperation. Trained workers are able to mentor others in the organization which leads to goal attainment. The literature on employees training and development has proved this relationship as explained in the findings. This shows the need to invest towards employees training and development in an organization.
Aguinis, H & Pierce, C 2008. Enhancing the relevance of organizational behavior by
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Arthur, W. J., Bennett, W.J., Edens, P & Bell, S 2003. ‘Effectiveness of training in organizations: a meta analysis of design and evaluation features’, Journal of Applied
Psychology, Vol. 88, pp. 234-45.
Billett, S 2003. ‘Workplace mentors: Demands and benefits’, Journal of Workplace Learning,
Vol. 15, pp. 105–113.
Blanchard, P & Thacker, J 2007, Effective Training: Systems, Strategies, and Practices,
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Brown, J 2002,‘Training Needs Assessment: A must for developing an effective training
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Noe, R 2008, Employee Training and Development, Boston, MA: Irwin-McGraw.
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