Sustaining effective staff training and development in the workplace The WritePass Journal

Sustaining effective staff training and development in the workplace I Introduction Sustaining effective staff training and development in the workplace CIPD in EWCO (2009). ‘Impact of recession on workplace training’. Available from: eurofound.europa.eu/ewco/2009/09/UK0909039I.htm. Last Accessed on 13th Dec. 2012 3.Deal, T.E., Kennedy, A.A., (1982) :Corporate Cultures: The Rites and Rituals of Corporate Life, Harmondsworth, Penguin Books 4.Garrison, D.R., Anderson, T., (2003) :E-Learning in the 21st Century, RoutledgeFalmer, Taylor Francis Group Hall, D. T., Moss, J. E. (1998). ‘The new protean career contract: Helping organizations and employees adapt’.Organizational Dynamics, 26, 22–37. Herzberg, F. (1966) :Work and the Nature of Man, Staples Press Holbeche, L. (2006), Understanding Change: Theory, Implementation and Success, Elsevier Butterworth-Heinemann Hung, H. Wong Y. (2007), The relationship between employer endorsement of continuing education and training and work and study performance’: A Hong Kong case study. International Journal of Training Development, 11, 4, pp. 295-313. Irving, P. G., and Meyer, J. P. (1999). ‘On Using Residual Difference Scores in the Measurement of Congruence: The Case of Met Expectation Research. A Longitudinal Analysis’, Personnel Psychology, 52(1), pp. 85-95. Jerling K. (1996). Education, Training, and Development in Organisation. Pearson: South Africa Keeney, M. J., Svyantek, D. J. (2000). ‘A review of psychological contract theory and research: Promise nothing and they still may get angry’. Current Trends in Management, 5, 65–94. Kimberly, W. 2009, Value Initiatives Improving Performance in the Workplace. NY:GRIN Verlag 9.Lamb, R., (1984) Competitive Strategic Management, Prentice Hall 10.Lambin, J.J., (2000) Market-Driven Management: Strategic Operational Marketing, MacMillan Business Landale A. (1999). Gower handbook of training and development. 3rd ed., Gower Publishing: UK 11.Maslow, A.H. (1943), ‘A theory of human motivation’, Psychological Review, Vol. 50 No. 4, pp. 370 396. 12.McConnell, C. R. 2004, Managing Employee Performance, Health Care Manager, Vol. 23, No. 3, p. 273, Supplemental Index. 13.Pedler, M., Burgoyne, J., Boydell, T., (2003) A Manager’s Guide to Leadership, McGraw-Hill Phillips, J.J., Pulliam Phillips, P., (2002) Retaining Your Best Employees: In Action Case Study Series, American Society for Training and Development Rabey, G., (2003) The Paradox of Teamwork, Industrial and Commercial Training, Vol. 35, No. 4, pp. 158 – 162 Robinson, S. L. (1996). ‘Trust and breach of the psychological contract’. Administrative Science Quarterly, 41:574–599. Robinson, S. L., Morrison, E.W. (1995a). ‘Psychological contracts and OCB: The effect of unfulfilled obligations on civic virtue behavior’. Journal of Organizational Behavior, 16: 289–298 Roughton, J. Mercurio, J. 2002, Developing an effective safety culture: A Leadership Approach. NY: Butterworth-Heinemann 17.Schein, E.H. (2004): Organizational Culture and Leadership, Jossey-Bass 18.Thompson, J.L., Martin, F., (2005) Strategic Management: Awareness and Change, 5th Edition, Thomson Learning 19.Smith, M. K., (2001) ‘Peter Senge and the learning organisation’, the encyclopaedia of informal education, available online at www.infed.org/thinkers/senge.htm Turnley, W. H., Feldman, D. C. (1999a). ‘The impact of psychological contract violations on exit, voice, loyalty, and neglect’. Human Relations, 52, 895–922. Van den Bossche, P., Segers, M., Jansen, N., (2010) Transfer of Training: The Role of Feedback in Supportive Social Networks, International Journal of Training and Development, Vol. 14, Iss. 2, pp. 81 – 94 van Dam, N. (2002). E-learning by design: Can a better-designed course help you learn more? e-learning. 3(1), 38-39. Venkatesh, V. and Goyal, S.(2010). ‘Expectation Disconfirmation and Technology Adoption: Polynomial Modeling and Response Surface Analysis,’MIS Quarterly 34, (2), 281-303 Vroom, V.H. (1964), Work and Motivation, John Wiley Sustaining effective staff training and development in the workplace Introduction Sustaining effective staff training and development in the workplace IntroductionPsychological contract theoryExpectancy disconfirmation theoryConclusionReferencesRelated Introduction Having effective employees is instrumental to the success of any business organisation. This is the case because of the high employee turnover rates and high unemployment rates evident in most countries. Since the 2008 recession in the U.S, other countries of the world have experienced the ripple effects as the world largest economy struggles to recover. The European nations have suffered under the current debt crisis that has shrunk economies in Europe. Other countries in African and Asia have also felt the impact, as their economies are most dependent on both the U.S and European markets for trade. The subject of having effective employees has therefore, gained relevance as employers look for ways to sustain their workers. In an effort to keep their most important asset, organisations are heavily involved in the training and development of employees (Hung Hing 2007). Training and development has been a tool used by organisations to mitigate the risks of losing employee to other or ganisations. It has also been used to groom future leaders of the company, as well as assist organisations in saving time and money. This paper shall discuss two theories that discuss employer support and training, as well as the impacts of employee performance in relation to training and development of employees. Humphry Hung and Yiu Wong have come up with two theories that discuss the relationship between the employer and the workers when it comes to training, continuing education and work study performance. The theories were introduced because of a case study of Hong Kong students who were in school and worked at the same time. The authors then came up with the theories to help explain the student or employee’s performance in relations to their employees and employer relationship. The first theory was the psychological contract theory while the second one was the expectancy disconfirmation theory. The researchers realised the need for employees to have an education so that they are able to move up the ladder as far as the work force is concerned. The researchers used the employee and employer relations as the subject of research, and came up with a model to explain how training and development can be effectively used in the workplace (Hung Hing 2007). Psychological contract theory According to the psychological theory, the employer and the employee have a set of beliefs, promises and obligations that go beyond the formal contract between the two. In other words, once an employer hires an employee, the employee has to abide by certain rules while the employer is obligated to behave professionally. This means that the employees expect to exchange their loyalty and productivity for wages and other forms of compensation (Kimberly 2009). In the psychological contract, there are two kinds of contents, transactional and relational. Transactional content involves measurable economic exchanges between the two parties. For instance, an employee works 40 hours a week for a paycheck at the end of the week. Relational contents are based on trust and long-term relationships. In such a case, an employee can delegate a certain role to the employee based on trust (McConnell 2004). In the study, three principles came emerged. First, there is interaction at an individual level, mutual relationship between the two parties and finally tactical exchanges. Most people believe that the relationship between the employee and the employer is based on personal ties because the employer is an embodiment of the organisation, and the experience of their interaction dictates the success of an organisation (Hung Hing 2007). On the other hand, some believe that there has to be a mutual relationship between the employer and the employee for organisations to succeed. The mutual obligation is based on the belief that the employer is obliged to the employee in return for a commitment. Finally, the tactical exchanges occur between the workers in which case the employee insists on a mental connection between the two parties (Kimberly 2009). The significance of the psychological contract theory is that it attempts to explain the employee’s behavior in regards to how he is treated by the employer. In other words, the employee relationship to the employer is imperative to matters regarding how employees react when subjected to training by organisations. The development of the employee dictates the performance of the employee in the continuing work-study. The research found that students who had a good working relationship with their employer performed well in their training and education compared to those who had a bad relationship (Hung Hing 2007). Expectancy disconfirmation theory The expectancy disconfirmation theory is similar to that of consumer dissonance. Only that in this case, it deals with the employee, as opposed to the consumer. The theory was brought about from the comparison of a worker and a consumer when dealing with their products. An employee is believed to have positively disconfirmed their role in the organisation when their perceived performance exceeds their expected performance (Roughton Mercurio 2002). The opposite is true and referred to as negative disconfirmation. Negative disconfirmation occurs when an employee believes that their expectations exceed their perceived performance. The expectancy theory was a catalyst to the employee’s job satisfaction and was believed to be a key element in explaining employees moral. Employees that surpassed their expectations felt more satisfied with their role and were more motivated compared to their counterparts who experienced negative disconfirmation. The subject was also duplicated in tr aining of the workers and played a major role in the development of employees in the organisation (Hung Hing 2007). Employee evaluation was also a subject of discussion in regards to employee training and development. Managers who engaged in employee appraisals realised good results as compared to those who did not carry out employee evaluations. Employee evaluation is a tool that if used efficiently can yield positive results on employees especially when it comes to training (Roughton Mercurio 2002). Evaluations are a tool used by management to give their workers a sense of directions in relation to the company’s goals. During evaluations, the managers usually explain the organisations goals and try to align them with the employee’s goals. This way, the employer and the employee are in a win-win situation. A constant feedback or communication with the employees also makes them feel valued and helps them know what the organisation expects of them. Well-executed performance evaluations have been used to not only sustain efficient employees but also groom future leaders. Evaluation sc hedules usually assist employees to become more efficient in the organisation (McConnell 2004). Conclusion In essence, employee’s behavior and performance at work depends on the relationship with the employer. Workers feel valued when other roles are delegated to them because it gives the perception that their employers trust them. In addition, perception and expected performance also plays a huge role in satisfying a worker’s performance. Workers feel more satisfied when they exceed their expectations at work. Finally, evaluations have to be conducted at work because employees need to have feedback on their impact to their company. Employees who get a feedback usually work hard to achieve their organisational goals. References Hung, H. Yiu Hing, W. 2007, The relationship between employer endorsement of   Ã‚  Ã‚  Ã‚  Ã‚   continuing education and training and work and study performance: a Hong Kong  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   case study. International Journal of Training Development, 11, 4, pp. 295-313. Kimberly, W. 2009, Value Initiatives Improving Performance in the Workplace. NY:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   GRIN Verlag McConnell, C. R. 2004, Managing Employee Performance, Health Care Manager, 23,    3, p. 273, Supplemental Index. Roughton, J. Mercurio, J. 2002, Developing an Effective Safety Culture: A Leadership   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Approach. NY: Butterworth-Heinemann

Earning management and cookie jar Coursework Example | Topics and Well Written Essays - 2500 words

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Morality Assignment Example | Topics and Well Written Essays - 500 words

Morality - Assignment Example Morals became so obscured in this day and age that people does not only neglect to practice it but also not sure of what it means. Stanford Encyclopedia of Philosophy defined it as â€Å"some codes of conduct put forward by a society† and these rules are central in formulating ethical theories (2011). We now often hear ethics in class and to put it in proper perspective it was defined by Kant’s deontology that posits that the best way to act morally to act from duty with the consideration of the highest good, that is, acting through the moral determination of the will. Kant’s acting through the moral determination of will meant that the motivation of one’s action must be pursue the good without condition which is intrinsically good by itself (Kant 30). He formulated his deontological ethics in a categorical imperative of doing good for the sake of good regardless of its consequence (Kant’s Ethics). Considering the number of corporate scandals from Enron to WorldCom that helped slid this country in financial crisis, I am more inclined to believe that it is still better to be moral or ethical. Many people may disagree with my position as impractical that will make me finish last but I prefer to be moral and ethical. I can however rebut that as what we can see in the experience, the gains that were garnered with the lack of morals or ethics are short lived and temporary. We all see it on national TV where corporate executives were arrested for fraud. Criminals also lack morals and while they can get away with their crimes, it is again temporary and sooner or later, they too will be arrested. On a personal level, I believe nobody would disagree that we all want to deal with the people we trust. And earning trust requires a great deal of integrity and honesty such as keeping one’s words, not taking advantage of others etch all of which are the realms of morals and ethics. In the same vein, we also avoid dealing with people who

Business Management Theory Research Paper Example | Topics and Well Written Essays - 1000 words

Business Management Theory - Research Paper Example However, his efforts were supported by other professionals such as Frank and Lillian Gilbreth. In the year 1991, he made several contributions towards the management theory that are still in existence up to date as discussed below. The book of Management, Bus. Rev 3rd edition by Patrick J Montana and Bruce H Charnov states that Fredrick W Tailor was the first to make a formal attempt in the creation of management theory. He made wise decisions such as the decision to advocate an application of scientific method so as to work analysis and develop functional ways of putting the theories to work(Dale, 44). Long time before Tailor came up with theories, there was a common belief among the people that leaders not not made but are born. This belief was a great challenge to the formulated theories since the people could not support them. It became very cumbersome to speak of the aspect of theory management in such an environment whereby the fact that leaders could be trained was totally una cceptable. Towards the end of 19th century, the industry had greatly expanded and became complex therefore creating the need for better better understanding on matters to do with the management theory as well as the managerial technique development (Dale, 44). Due to the fact that Tailor got support from other professionals, Lillian Gilbreth and Frank who were pioneers in the area of motion studies on the job analysis and improvement in work efficiency. Franck used the term of therbligs to describe about seventeen motions that were different and were meant for the purpose of doing the job. Through listing the therbligs, Frank was capable of analyzing the job actions and seek to gain efficiency (Dale, 44). Taylor also played a big role in trying to motivate the workers through his theories, he advocated a piece rate so as to motivate the workers. He knew that motivating employees would enable them to be more productive, he therefore introduced a Gantt Chart as a management tool for t he purpose of scheduling work. The Gantt Chart accelerated the use of piece rate so as to record a normal production and a production bonus for motivating workers be more productive above the expected norm (Dale, 44) The Administrative theory that was created had five functions that characterized management as organizing, planning, commanding, controlling and coordinating. Fredrick Taylor, together with his colleagues in the management science movement came up with a theory which stipulated that workers had no intention to work , were very lazy, required a close supervision, had to be pushed by various threatening so as to be productive, lacked creativity and usually got challenged by the work (Montana, 23). However, the theory was opposed by the theory of McGregor which states that workers have a positive attitude towards work, practice high level of creativity, are ready to welcome various challenges, are more responsible and not be challenged by the work. As a result, the McGrego ry theory was more optimistic as compared to the Taylor`s theory since was a rather pessimistic assessment (Montana, 23) In the year 1991, Fredrick W Tailor made various contributions to the management theory as discussed in the book ‘Handbook of Media Management and Economics by Alan B Albarran’, Michael O Wirth and Chan-Olmsted. From this book, he made contributions on the management th

Personal Narrative on Divorce :: Narrative Essay Marriage

It was the last Saturday in December of 1997. My brother, sister, and I were chasing after each other throughout the house. As we were running, our parents told us to come and sit down in the living room. They had to tell us something. So, we all went down stairs wondering what was going on. Once we all got down stairs, the three of us got onto the couch. Then, my mom said, â€Å" Well†¦Ã¢â‚¬  â€Å"Your mother and I†¦Ã¢â‚¬  interrupted my father. â€Å"Are getting a divorce, † said my mother, completing his sentence. I was five at the time, so I had no idea what a divorce was. I then asked a ton of questions. â€Å"What’s a remorse?† I asked â€Å"Divorce,† corrected my older sister, Jennifer, â€Å"D-I-V-O-R-C-E. Not remorse, or whatever you said!† My mother then answered my question saying, â€Å"A divorce is when†¦Ã¢â‚¬  I could see her eyes watering, â€Å"two married people don’t want...to be married anymore.† â€Å"Will we still live here?† I asked â€Å"No,† answered my mother. â€Å"Will we ever see Daddy again?† asked Jennifer. â€Å" Well of course, † answered my father, â€Å"It’ll just be like I’m out of town for a very long time. Y’all will see me every other weekend.† My older brother, Jonathan, was very quiet at the time. I think he was quiet because he was the only one of the three of us who truly knew what was going on. With me being at the tender age of five, I was very confused of what was going on. I thought that Jonathan, Jennifer, and I would live in a house by our selves and that both my parents would visit us from their separate houses every now and then. Most people would think that I’m depressed, but I like to think of my parents’ divorce as something positive that has happened in my life.

Make Prejudice and Discrimination a Subject in School Essay

Because of the immigration in the world and the great assimilation that are in progress prejudices and discrimination are more important than never before. People need to learn from young ages that it doesn’t matter where you come from or what color your skin is, the only thing that matters is your personality and how you respond to other people. Yesterday, in Stockholm, I was talking to my cousin and she told me that I never should live in Tensta because, according to her, it’s a very dangerous place because it only lives criminals there. Personally I’m sure that the majority of the people in Tensta are normal, nice people that never have done anything criminal – it’s only her prejudices that say something different. I see every day how common prejudices are, my friends have prejudices, my family has prejudices and I, that see myself as a very prejudices free person, find sometimes that even I have some prejudices. Discrimination is unfortunately also common in our society. A while ago I read a study that professors at the Linnà © university in Kalmar had written and it showed that the majority of the companies in Sweden discriminated people with Arabic names. If there were two persons with exactly the same qualities and experience in the study, and one of them was named Martin Johansson and the other Abd al Hakim only the first would be called to an interview while the second would be sorted away immediately. But I think that it is easy to forget and that we have to remember that discrimination can work in every way – white against black, black against white, men against women, women against men, and so on. Therefore I believe that we have to work for a society that is equal on every scale. I think that a way to solve the problem with prejudices and discrimination is to make it a main subject in school. In that way every kid in Sweden would get information about and be able to discus prejudices and discrimination every week from the age of 6 to 16. I believe that information and knowledge are the key to everything, and in this case the key to an equal society without prejudices and discrimination.

The Impact of Childhood Socialization - Free Essay Example

Sample details Pages: 5 Words: 1611 Downloads: 7 Date added: 2019/03/13 Category Sociology Essay Level High school Tags: Childhood Essay Did you like this example? Abstract The Impact of Childhood Socialization Students Name: Lawala Hawkins Institution: College of the Canyons Sociology: 200 Date: December 2, 2018IntroductionHave you ever wondered why we associate names such as girls, boys, men, women, females, and males with each other, or why we even associate certain genders with the different toys in which they can play with? Our country today is experiencing a lot of social issues in which we need to desperately address. Social issues are those that lie beyond ones personal control and the range of ones inner life (Coleman 2017:5). An example of social issues would be topics such as college tuition prices rising up or the popularity differences between a male or female within grade school. According to Katie Coleman, gender socialization is the shaping of individual behavior and perceptions in such a way that the individual conforms to socially prescribed expectations for males and females (Coleman 2017:21). Gender Socialization is important because we can now understand why we give little boys what we consider masculine things such as, toy trucks and also, why we have little boys wear certain colors such as, blue, red, or green. It helps us to understand why we give little girls feminine toys such as barbies, or dream houses. Also why we have them wear colors such as pink, purple, or yellow. Don’t waste time! Our writers will create an original "The Impact of Childhood Socialization" essay for you Create order We can see how there are many different ways in how we apply our sexualities. Allowing both male and female to adapt to their gender identity, which is how we label ones self-such as female male or neither (Coleman 2017:22). This paper will explain an interview in which I conducted between myself and a male that I will refer to as Responded 1. I am a 29-year-old multiracial woman of African, Indian and American descent. From Diamond Bar California, but now a resident of Lancaster CA. Responded 1 is a 41-year-old heterosexual African American man. Born and raised in Los Angeles CA. What is interesting about my response from Responded 1 is that he was a popular male throughout his entire school experience which made him have high self-esteem. As to whereas, I was not popular or privilege so I had a completely different school experience than responded 1 and very low self-esteemHawkinsing up we are taught many things by our parents. Such as how to brush our teeth, wash our face, cook, clean, go to school on time, get a job and etc. However, although our parents may try to protect us from being corrupted by outside influences like our media, peers, schools, and etc, they can not properly keep these outside influences from entering into their childrens lives. These influences that I mentioned above are what sociologist consider to be part of a social learning theory. The social learning theory regards to gender identity and roles as a set of behaviors that are learned from the environment. Environmental influences include parents, peers, images in the media, toys, books, etc. The main way that gender behaviors are learned is through the process of observational learning wherein children observe the people (or images of peopl e) around them behaving in various ways. During these observations of behaviors, theyre internalizing what it means (culturally) to be a female or male in society (Coleman 2017:24). Allowing us to see that we can not stop the outside influences from grabbing a hold of our children, forcing them to behave in a way that is pleasing to our society. Early socialization of peers within your lives is where the shaping of who you are going to become. When children interact through elementary with their peers they are learning how to develop through interaction their social behavior. In addition, we can see how early social relationships with peers can shape the kind of person one becomes and what we think about gender later on in life. In elementary school, you learn about other people and building your reputation. Learn other childrens name, where they live, and how to play and communicate with them are part of social interactions. Peers start to assign you a nickname. You get to feel out what you like or dislike about each person within your school. We start forming friends and these are the one in which you hang out with or sit with them at lunch. If you are not popular the bullying is really mild. You may be called out of your name or called a funny nickname. Then when you transition to junior high school you are now familiar with who you are going to hang out with, but also scared about meeting new people who are older and in a higher grade. When you enter junior high school you notice that the popularity criteria has changed. Males and females are now separated. Groups are now formed into clicks. If you are popular you are wearing named brand clothes, makeup, and not taking school seriously considering you far from smart. When you transition to high school we then can see how a major transformation occurs in order to be popular. No one has to prove their popularity. Being part of a sport, a class clown, wearing makeup, dating, and doing things that could damage a person mentally, physically or emotionally, is what would consider you to be a popular person. I am going to focus on how being popular or unpopular can influence a persons life for the better or for the worst. Starting off with my own life experience I have never been popular. I did always try to fit in throughout my school days because being popular to me was like being a famous celebrity. It seemed like everyone knew your name and that you had to have a demeanor of a female being nice, always smiling, dressing nice and smelling good. Also what kind of car your parents dropped you off in really mattered. Popularity was based on materialistic things and on what society deemed to be considered a trend. So if you didnt possess any of these traits then you were considered unpopular. I can remember being considered an unpopular girl, for one I didnt have expensive things and my parents were not rich. My family was considered a middle-class family barely making enough money to survive off the basic necessities. I remember coming across my first experience accepting that I was not popular. I was sent to school in non-name brand shoes. They were called phat farm which was in at the time considered to be the hottest shoe at the time. However, due to my mom buying me off-brand Phatfarm tennis shoes from paying less shoe store with copied the Phatfarm shoe brand but had a logo of a backward P. I was made a skeptical within my junior high school. I remember my peers coming to up to me all day asking me to see my shoe and then laughing behind my back. This one incident I can say shape me for the worst. I became very closed in with not only my peers but everyone. My self-esteem dropped very low and I remember having a lot of thoughts about not wanting to finish school. I was able to make it out of junior high and high school by eliminating weather I wanted to be popular or not by taking my focus of the trends that society and my peers deemed as being part of the in crowd, concentrating solely on my education and high school graduation. I believe because of my negative experience within my school days that it shaped me into the woman I am a today. I believe that it should not matter how one should act or behave whether a male or female. As you get older you start to notice that the things that once mattered to you such as if you are popular or unpopular, the clothes and shoe you wearing, or if you are beautiful or smart does not define you as a person. The next person I will be talking about is Responded One. His popularity was based off his looks, brown eyes, along with his personality, which could of boost his way into being popular. The people he may have hung around, and the crowd he hung in also influenced this as well. He never had problems with getting a girlfriend or being teased. Because he is popular he does not recognize that everyone is not on the same status quo as him. He thinks boys and girls share popularity equally and that anyone can have access to this popularity title. Showing us how Responded One life is based on societies expectation of how a man should conform to masculinity. Conclusion Responded one feels that these experience shaped who he is today and that because of his positive experience he is able to blend within any crowd or settings. He walks with his head held high and feels that he is accomplishing all that he was taught to do. Which is when he becomes a man and have a family, to be the sole provider for them. He believes that his life has been shaped off his gender and masculinity. He thinks that gender is important to keep the cycle of reproduction going and to bring more little ones who will be considered popular into our future generations. In conclusion his section you will need to note interesting similarities and differences between your experiences and those of your respondent. You will also use your sociological imagination and knowledge to speculate about why you and your respondent view gender the way you do today. Finally, conclude the paper with some parting words of wisdom or some take home lesson for your reader.