Any organization or enterprise whose goals are to remain unshaken, firm and successful in this current time of multiple organizational competitors and a regressed economy has made it a mandatory choice to continuously invest in staff and workers training and development.
The main purpose of this continuous investment in workers is to improve their efficiency in job production and also to get a high return of investment of human capital. One can only imagine how the failure of an organization to provide adequate training and education when needed could lead to conflict between the employer and employee. This in turn, could lead to a number of complicated scenarios which could also cost the company’s time, energy and money.
“One of the most frequently encountered human capital development interventions is training” (Campbell). Clearly, training skills and behaviors have to be applied in the workspace and maintained to improve and promote staff's job performance.
A satisfactory job performance is generally attributed to intellectual and practical skills. It has also been speculated by human behavior researchers that knowledge and experience are required in creating effective interpersonal relationships. This set of attitudes needed to interact with work colleagues and other individuals is otherwise known as emotional intelligence.
This skill when applied in an office environment gives an employee a feeling of satisfaction with an assigned position, develops productive habits, be persistent in given projects and to remain motivated in spite of the workload.
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Training of staff in an organization does not only affect their skills efficiency but also has effects on other parts of their lives in terms of cognitive growth, intellectual improvements, emotional intelligence, time management skills and attitude to assigned tasks are improved. The importance of the attitude of staff to performing the necessary tasks assigned to them is very crucial in job performance and overall company’s productivity.
A positive attitude helps an individual to achieve productive changes and a faster rate of goal accomplishments are reached easily by the company as a whole.
If employees feel good about their remuneration, they show a better attitude and carry out their work with commitment and responsibility. Staff with a positive attitude by putting their maximum interest in resolving conflicts in the company shows intelligence and psychology to resolve them immediately.
The employer hires staff who demonstrate attitudes to function and develop skills that deliver high performance. Companies seek their internal public to manage and handle situations that cause lack of control to find positive and effective solutions.
The aptitude and the attitude together is to be applied to some specific action in a certain time. It is important to note that even individuals with a good level of aptitude and with the right attitude, do not do what they want, citing the lack of an opportunity. And although it is true that opportunities are often limited, we can consider that the basic opportunity unit is time, and this is the same for everyone; In other words, we all have the same 24 hours a day. However, we do not all use them in the same way.
The point is to recognize that at a minimum, by being alive, we have the opportunity to jump into action for what we want, over and over again, as many times as necessary to achieve it. It is not always easy and we can sum it up with the saying "if worthwhile things were easy, anyone would do them."
Now, we can establish that an attitude is made up of three main factors: thoughts, emotions and sensations / movements that automatically respond to our perception of external stimuli. Within the mechanism of attitudes, the factors that compose it play different roles. Emotions play an important role, since they represent the driving force that will move the entire mechanism, while thought plays a role of director: it is in charge of driving emotions in a certain direction, it is the one that "must" mark the path and control the emotions that in turn generate corresponding sensations and movements
In summary, effects of training on staffs’ attitude include:
- Change for the better: A professional training influences staff to experience growth in all areas of their lives including their attitudes to work tasks and projects. Changes must be sought and made consistently through training in an organization for goals achievement and overall job productions.
- Enthusiasm in all our endeavors: Living with this quality gives the staff the necessary strength; this force must be enlivened daily by continuously putting staff under training. Serenity, self-control and positive vision are the best weapons to successfully face problems, this must be incorporated into the workers and this can only be achieved through frequent or occasional training.
- Set goals: Consistent training influences staff attitudes in terms of setting realistic goals. Without action, it is difficult for staff to achieve their goals. Carrying out ideas can become something great but a lack of necessary action will only neutralize the ideas. Right training given to the staff inculcates these positive attributes into them which directly promotes the organization productivity and returns of investment.
- Being integral people: Frequent training helps staff to expand their knowledge in different niches, develops them to be more prepared and contribute more ideas during official meetings. We can never say that "we know enough." So, continuous training helps the staff to keep gaining knowledge from various niches.
- Finish tasks: Perseverance and commitment cannot be lacking in an entrepreneur. This attribute will naturally become part of the workers as they become more motivated to work and finish tasks on time leading to a higher job productivity. A continuous training gives an employee a feeling of satisfaction with an assigned position, promotes development in productive habits, become persistent in given projects and to remain motivated in spite of the workload.