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For the past years, the management has been complaining on some turning devices that go into cell phones. This deficit has affected so many employees along with employers to the point that, they have not been productive, as they ought to be (Creth, 1986). For this reason, there have been great concerns of what should be done to ensure the problem is solved. As a supervisor, I have found that, there have not been quality of work and for that reason, many of our group turning devices will be brought back and reworked for better results. This has also been confirmed by my boss who suggests that, training the workers will ultimately assist in solving the problem. With this in mind, I have found a need of training employees in order to achieve the best performance. This paper seeks to analyze whether it is a training problem in addition, discuss the importance of training my workers as suggested by my boss.

In the article Trainee Attribute and attitudes by Noe (1986), it has shown the importance of training in any organizations. In examining this, Noe has outlined that, training is the planned learning experience intended to bring permanent change in the individual skills and attitudes. From his argument, spending on effective training is better than to enduring the loss of a business. The fundamental role of training is to improve job behavior and behavior change, which in turn attributes to quality production. Based on this perception, it imposes on the fact that, the problem is not our employees neither is it the deficit that occurs in phone devices; rather it seems to be a training problem. This is because, if employees are aware of what they ought to do in operating phone devices, then this will in return increase our job performances thus emerging a positive change in production.

Noe continues assessing that, training tends to improve the overall image of a company by working in a high degree of professionalism, which lead to delivering high quality work. In this regard, Noe points out that, because of delivering quality work performance it will make the work place desirable. It is borne in mind that, the focus of every employee is to create a desirable organization that motivate employees to work. This can only be achieved through training which in turn assists employees to understand the organization culture and objectives. This imposes that, for the past years, we have not created a desirable work place. This has been the reason why there have not been quality of work performance is it ought to be.  If employees are fully equipped with the knowledge of the turning devices that go into cell phones, then it will be easier to come up with solutions. This will ensure employees do a better job since they will be aware of the challenges that occur in the work place and how to fix solutions towards those challenges. Noel has concluded that, training has mostly been ignored. He suggests that, if an organization embraces training, then without doubt. It will attribute to better work performance.

Secondly, Noel’s article was supported by the article done by Kudisch, Ladd, Russell, Dobbins and Facteau (1995) on the influence of General Perception of Training Environment. Kudisch, et al argues that, a survey study was conducted to determine whether training attributes to motivation. In this regard, the findings suggested that, the previous study done by Noe (1986) explained how effective training motivates employees. The studies done in the article projected that, training plays a major role in the four organization constituents, who consist of top management, employees, supervisors and Subordinates. If training is done to these individuals, then without doubt, there will be a progress in terms of work performance and productivity. This is because; all people will be equipped with the knowledge required for a successful organization. This implies that, our organization seem to have a training problem particularly on the employees, top management and I.

This means that, the management has a major role in making the business prosper. This can only be achieved by having trained management who in return will pass the knowledge to the employees. This implies that, we require to be trained first, to initiate the change that we want to see in the organizations. For instance, if we are equipped with devices that the phone has, we will come up with solutions for handling such challenges, which as a result, will enhance quality work performance. When the management is equipped with the knowledge required in leadership, they will eventually train employees. In addition, the management will understand the challenges that employees may be going through, thus in a better position to give employees effective training.

Conclusion

            In conclusion, it is indeed true that training is fundamental for a successful business. As discussed in this paper, the problem of devices that go into cell phones can only be solved by training our employees. Training equips employees with the knowledge required for successful business (Creth, 1986). Therefore, the paper has sought to examine that, we have a training problem. In this regard, as a supervisor, I will work towards training my employees to enhance quality work.

 

 

 

References

Creth, D.S. (1986). Effective on-the-job training: developing library human resources. New           York: American Library Association

Kudisch, J. D. et al. (1995). The influence of General Perceptions of the Training Environment     on Pretraining Motivation and Perceived Training Transfer. Journal of Management. 21    (1) 1-25

Noe, A.R. (1986). Trainees’ Attributes and Attitudes: Neglected Influences on Training    Effectiveness. Academy of Management. 11 (4) 736-749

 

 

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