Training Development — страница 3

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familiarise and be more effective in using the new technology . The same can happen when new ideas need to be introduced for the management of the organisation in order to remain competitive when the environment is changing .Here the managers need to go through training so that they will be more effective under the new conditions they operate. As we talked about before , in the course of training , employees parallel to the acquisition of new skill and knowledge they modify their behaviour patterns and attitudes to the norms and the attitudes that the organisation is identifying with . At this point the manager is responsible to control not only their performance but their behaviour in relation to the function of the organisation as well . The manager is responsible and control

what the training program consists off in terms of knowledge, skills and what messages on attitudes and behaviour are getting through to the employees . The messages that are getting through are most probably influenced by the personal objectives and ideas of the management. It is only natural that the management ,except from looking out for the good of the organisation , will try to preserve its own position in the hierarchy of the organisation . Therefor the management will try to create a situation of stability in the organisation , where there is no challenge or confrontation with the management by the subordinates. As we talked before the management is responsible for the selection of trainees , having the control on who is going to train , and have better prospects and

subsequent promotions and financial rewards . Therefor the management will try to choose subordinates who except having the formal qualifications , skills and knowledge for instance, will be in good terms with the management .Subordinates which are “different (better) from the rest and yet be able to fit with superiors (Stephen Borrow , 1995 , lecture notes on Politics ,p1) . That is to say , managers exercise control over the selection process , taking under consideration not only abilities related to the potential to contribute to the organisation but considering also if the future trainees are to the personal liking of the managers and would not challenge the authority of the managers later on. While training takes place the management will try to implant its ideas .Putting

forward ideas and objectives that are the management’s , parallel to the other aspects of tainting such as the introduction of new skills and concepts concerning for example new technology or environmental issues . As a result the employees will have to comply and accept at least partially these ideas in order to get through training . As a result at the end of training the employees will be more effective on their tasks and at the same time they will be complying with the position of the management, and the norms of the organisation as a whole .We can conclude that the management is using training as a control process in order to achieve better performance from its employees and preserve its position in the hierarchy in the organisation . Through the modification of the ideas

and behavioural patterns of the employees that training is offering . If now we try to analyse how the organisation is viewing training , we have to take into consideration the reasons why training is important for the organisations employees . as we discussed before training is necessary in an organisation to improve the employees performance (e.g. introduction to new technologies) and implant them with the notion of “how things are getting done” in the particular organisation . Placing control over their actions and behaviour in order to check on their performance and their harmonically co-existanse with the other parts of the organisation.Or according to D.T & L.H “to increase the new recruits awareness of the rules , improving self confidence and self discipline …

reduce risk of safety offences , negligible or unreliability”(D.Torringhton & L.Hall ,Personnel Management , 1993 , p539) .In effect In other words it is also used to orientate the employees in the power/political interactions that take place between people at work .Therefore as we have seen already training is also a method of controlling except performance , the interaction s of the people within the organisation . This can also be translated as keeping a stability in the organisation and confirming the position of the employees , management and the relations between these two groups. Looking back now on the way employees , management and the organisation is viewing training , we can conclude that there is control maintained through training in certain ways through