Training and Organization Culture Management Assignment (Essay Sample)

Training and Organization Culture
Name
Institution
Training and Organization Culture
Introduction
Every organization is required to offer training to the incoming employees or those who are moving to new positions of leadership so as to equip them with the necessary knowledge and expertise that is required for their new job (Bauer, 2010). For this to be successful, an effective training has to be conducted. However, some of the training that are being given to the incoming employees are not sufficient for the task ahead of them. As such, some techniques are proven to work whenever a trainer is conducting such training to the new workers. If done wrongly, the training process can fail, or the trainees can miss a lot of information and end up messing the operations of the business (Bauer, 2010).
Training that was ineffective.
Training that has not achieved their reason are a waste of time as well as resources. For instance, one of the training I attended recently was full of the theory of the success of other companies rather than focus on the company that I am working for. It is believed that a proper training should be one that concentrates on the immediate need of the particular organization. This practice was inappropriate since it was not focused on the need of the organization to which it was offered. Instead, it can better be said that the training was a historically correct account of the success of other companies. However, every business has their way of doing their business, and perhaps the strategy that one company applies may not work fort another company business (Bauer, 2010). When training the workers, the objective must be stated clearly, and the goal achieved after the training so that when the workers are back in their places of work, the target is known and how to get there too is appropriately understood by all the employees (Stark, 2013).
Before training is conducted, the trainer must have made a great plan towards ensuring that the purpose of the training is achieved (Stark, 2013). The rush by most teachers to catch up with the dynamics of the market does not work. For instance, such training with tedious matters of training is not appropriate for a busy organization. At least, workers are interested in being training on a subject that is either new or one that is still posing a challenge for the group, for instance, the use of a newly installed technology (Business and Lega Resources, 2016).
The organization, through its top management and planning councils most of the time are offering such chances for training, and even giving all the required material that can aid in the success of the training. For instance, the organization understands that any wasted time is never recovered, but if utilized for training purposes, then the business is likely to perform better. But again, further steps are taken to the success of the same. The organization ensures that the sitting allowances are given or even providing for retreats and benchmarks. It doesn’t make any clear sense why a business can sacrifice that significantly for the improvement of its labor force only to be disappointed that the investment and the sacrifice are no substantive fruit.
In training, the trainer was to deliver some key practical understanding of the department (Business and Lega Resources, 2016). However, just like most of the masters, the belief is too much in the traditional ways of doing stuff. Most of the new graduates have knowledge of most recent developments in technology and even ways of handling organizational matters. As trainees had been given handouts about the training, some go further to master the technical input as it is on the pages, only waiting for the practical aspect. However, when the trainer comes with the traditionally learned method, which differs from the handout, the trainees remain at crossroads, wondering whether the business intended to use the new technologies or methods or it should continue the traditional art. I believe that this should have been conducted with a trainer who understands the new method being trained, and putting behind the previously acquired experience, or at least mixing the advantages of both the methods and technologie...