Training and Learning Process
Paragraph 1 – Based on the scenario below, evaluate the influence of motivation as it applies to the learning experience.
Understanding Motivation: Training and Learning Process
The research suggested in the past several decades, both individuals and organizations (Goldstein & Goldstein 1990) have depended on training to face the challenges of work. From the perspective of individuals, when training has been designed well, it provides opportunities to enter the job market with the needed skills, to perform in new functions, and to be promoted into new situations. From the viewpoint of the organization, a trained workforce is necessary to remain competitive. Campbell (1988) has described the importance of training as a technique for enhancing productivity.
This research focuses on training policy decisions that organizations need to consider as they enter the twenty-first century. Changes will be occurring in the workplace, such as a shift in the demographic characteristics of the worker and a more complex work environment due to technological advances. Many of these changes will impact on human resources policy and be particularly relevant to training.
Organizations have traditionally equated learning with the development of training departments. Most training has been directed exclusively toward the enhancement of individual skill and knowledge of current business practices and technical processes. Learning has focused on standards of operation derived from the business successes of the past. The domain of learning strategies (Baldwin & Danielson, 1997) includes any activity that might shape the organization now and in the future. This does not mean merely perpetuating ideas that have shaped the organization in the past.
Redefining a business requires that we ask different questions about the challenges the business faces.
According the Baldwin and Danielson (1997) “the nature of the question we raise indicates the level of our inquiry.
In addition, various studies have suggested that motivation is to learn and adopt desired behaviors that will be maximized when these expectations are strong and the reward is perceived as positive (Keller, 1979; 1987). In orientation training, realistic stories can be presented which help new employees to develop self-confidence and favorable attitudes toward the organization (common important goals of most new employee orientation efforts) with their formation of positive expectations about their own future success and rewards as company employees.
Paragraph 2 – Reply to Classmate’s Post below:
Hello professor and Class,
Based on the scenario, evaluate the influence of motivation as it applies to the learning experience.
As I analyzed the scenario, Motivation is maditory in the workplace for the success of the employees and the business.The human resource department must have strategies in place that match up with the business startegy. The human resource department must focused on engaging the employees to be they best that can be so, that they can meet the needs of the customers and hence the success of the business in general. For example, If an employee is motivate and happy, they will perform their job duties to their full potential. When their is no organization in the workplace and employees are not motivated they will feel less important and unappreciated, they become overwhelm easily and feel overworked and underpaid. This will cause employees to begin quitting on their managers and leave managers scrambling to replace the employees who resigned their jobs. It also cause the comapany to have a high turnover rate and jepordise the daily production of the company. For example, the company I currently work for have a high turnover rate and that’s because employees are unhappy and not motivate to come into work. The HR department have to re-strategise and put into place policy and procedure that will help them maintain, motivate and keep their employees focused on the company goals.
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