Human Development and Maturity in an Organization (Essay Sample)

Human Development and Maturity in an Organization
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Introduction
There are various theories that facilitate effective human development and maturity in an organization. These theories include behaviorism theory formulated by John Watson, social learning theory by Albert Bandura and stages of development by Erikson. The three theories have one thing in common; they provide a progressive development of human capabilities in terms of knowledge and experiences. The theories advocate for progressive training in an effort to attain positive results. In the theory of behaviorism, Watson stipulate that employees development can be nurtured from a primary stage in an upwards direction. In his view, Watson stipulates that there is infancy stage in every employee background in terms of knowledge and experience (Shaffer, 2009). Watson believed that human capabilities can be analyzed and changed for the better. This is supported by Albert, who states that experiences and knowledge of an individual is progressed and developed through learning from others (Jarvis, 2003). To reflect the significance of human development, Erikson relates human growth from infancy to adulthood. The stages incorporate major aspects of life experienced from the time of birth to death (Cavanaugh, 2009). The three theories appreciate the importance of human development and maturity through a progressive learning process. The theories are paramount in human development between employers and the employees (Rayner, Joyce, Rose, Twyman, & Clulow, 2013). The relationship of the managers to his or her employees depends on the understanding, experience and information within the company. The objective of this study is to examine the three theories of development as stipulated by Watson, Albert and Erikson.
Theories of human development and maturity
In his theory of behaviorism, Watson states that the behavior of an individual can be altered through training. In addition, Watson stipulated that the behavior of an individual can be measured in terms of work output and experiences. This is paramount in human development at work place (Shaffer, 2009). This is because the manager is mandated to examine and understand the capabilities of the workers in terms of experiences and knowledge. This will create unity and understanding within the organization. In addition, the manager may aim to improve the experiences of the workers through training. The process of training will entail workers attending organizational seminars, workshops and education program. Such attendance will improve the knowledge and experience of the employee. Therefore, the behavior of the workers will be eventually changed. One way of formulating and implementing effective cultural behavior within an organization is through the learning process (Shaffer, 2009). The organization can train the workers and share information, which will create understanding. In the process, the workers will adopt best cultural practices for the agency, thus improve in productivity.
Additionally, the theory of social learning is paramount in human development and maturity. Albert states that social learning provides a platform for an individual to gain knowledge and a new understanding of the environment. The aspect of social learning entails imitation of viable culture or behavior from experienced human resource. The theory postulates that the process of learning is dependent on the social behavior of the society. It is important for an organization to adopt a well planned and structured model of learning (Jarvis, 2003). In his view, Albert postulated that time management is vital in the line of training the employee. Furthermore, the timing factor dictates the outcome of the training process in terms of the experience gained. The theory suggests that it is significant for the manger to implement the training process to the employees dependent on the work output. To evaluate the success of the implemented learning process, the manager must observe the employee’s response in terms of behavioral changes. In addition, the theory states that social learning process is influenced by state of mind (Jarvis, 2003). This is because the employees will adopt what the managers is advocating depending on the training technique. To attain high productivity in an organization, the manager must initiate the aspect of aggressiveness and dedication. The workers will reciprocate through adopting the aggressive behavior in their work.
To support the aspect of employees’ growth and maturity, Erikson states that behavioral change is paramount. In his view, Erikson stipulates that organizations should adopt progressive training model. The model entails primary and upward learning process where productivity is dictated by experience and knowledge attained (Cavanaugh, 2009). The theory states that the manager should provi...