The teaching of new skills and giving up training to the employees are known to be learning. With the help of training or learning the employees can work hard to perform their roles and regulation. The assessment of scientists results that hourly interval training reduces or fixes errors and also increases the performance of the employee. There are some key criticas for evaluating performance and also the organization should be capable and flexible according to current environmental situations. According to the findings of Gartner, teaching of new ideas or training shows instantly better performance from the side of employees and also they will get self motivated. To get better results the organization should also adapt or be flexible according to the culture of employees. Leaders can make changes over the culture of the organization. And also he explains that they shape and reshape the culture of organization according to changing scenarios. In every way it can be defined that training of employees results for better performance and also results for successful achievement of organizational goals .
IMPACT OF LEARNING ON EMPLOYEES
All the organizations invest a huge budget on learning and developing their employees. It helps the organization to improve the productivity, employee engagement ,and revenue growth. It helps the employees to increase confidence level, it boosts employee productivity and it also makes strong bond connections between learning and engagement. It also helps to increase job satisfaction, reduce employee turnover, helps to innovate new products and strategies, helps for detailed risk assessment, to adopt new technologies, and increases financial gains.
OPERANT CONDITIONING THEORY
Operant Conditioning theory is the study of behavioral psychology which enhances the role of power of conditioning. This theory was developed by Burrhus Frederic Skinner (B.F Skinner). In this study he argues that classical conditioning theory is the most simpler one to understand the behavior of an individual. Skinner conducted this experiment in a box called “Skinner Box” using animals(Rats). From the experiment he noticed that there are three types of response like Neutral Operands, Reinforcers, Punishers.
Neutral Operant: The behavior of an individual repeated when the response from the environment increases or decreases.
Reinforcers: There is a chance of repeat in the probability of behavior of an individual due to the increase in the response from the environment.
Punishers: The likelihood of behavior repeated due to decrease in the response from the environment.
B.F Skinner done this experiment in two ways:
- Positive Reinforcement
- Negative Reinforcement
POSITIVE REINFORCEMENT
In this experiment Skinner puts a hungry rat in Skinner box and inside the box he kept a steel rod. The rats started running in the box and accidentally touched the steel rod at that time Skinner gave a food pellet drop into the box again the rat repeated touching on the rod and Skinner repeated giving food pettel. At that time he realized rewarding tends to repeat behavior .
NEGATIVE REINFORCEMENT
In negative reinforcement, Skinner repeated the same experiment done for positive reinforcement but in this experiment instead of food pellets he used electric current. He gives electric current to the box and a light, while the light blows the electric current starts passing the box while the rat touches on the steel rod the lights become off and there will not be the irritation of electric current. The rats start to identify that while the light is on when there will be electric current and to switch it off there is a single way that to touch on the steel rod. So the rat repeated doing the same. So from that he recognized that behavior becomes strengthened when there is a negative or unpleasant experience
EMPLOYEE EFFECTIVENESS
Employee performance is considered the success of a business. The organization should always be bothered about the factors which influence the performance of employees. The employee performance also increases productivity, relationship between employee and organization, brings best results in team work and also decreases retention of employees. Successful employees help to achieve goals, can create a better and positive work environment ,can establish team trends, brings creative ideas, and reduces employee conflicts.
LAFASTO AND LARSON MODEL
Frank LaFasto and Carl Larson developed the model calling five dynamics of teamwork and collaboration. They surveyed more than 600 investigating teams from different industries for getting answers for “what is an effective team”?
From the answers they filtered and found five components which affect an increase in likelihood:
- Organization Environment
- Team Problem Solving
- Team Member
- Team Relationships
- Team Leadership
ORGANIZATION ENVIRONMENT
The organization culture and better processes helps in promoting commitments towards the teams.
TEAM PROBLEM SOLVING
The good relationship between team members helps in to work together for success without conflict
TEAM MEMBER
The team members should be selective according to their behavior and skills.
TEAM RELATIONSHIP
The behavior between team members helps in building good relations in the team.
TEAM LEADERSHIP
The team’s success is worked on the basis of good leadership.
Pro’s
❏ It helps in increasing motivation and relation.
❏ It also helps to increase or develop the quality of goods and services.
❏ It increases commitment and mutual understanding.
Con’s
❏ There is a chance for lack of leadership.
❏ It is difficult to control everyone due to different behavior.
❏ Lack of focus may result in negative results in accomplishing goals.
LENCIONI MODEL
The model called “The Five Behaviors of a Cohesive Team” was introduced by Patric Lencioni. Lencioni explains that the team which is at risk cannot encounter any other problems. And also he explains the five behaviors
- Trust
- Conflict
- Commitment
- Accountable
- Results
TRUST
As he explains that trust is the main key element of success of a team. And also he argues that in a team there should be the tendency to expose one’s weakness openly because it stands as a key element in building relationships between the team members and helps to face any challenge.
CONFLICT
Conflict is a dangerous threat that is caught upon the team, because conflict between team members results in the break up of relationships and also it gives negative results in team work. The team will also be afraid to face difficult situations and also they will not feel secure in the team as it results in losing the courage and honesty.
COMMITMENT
Commitment is the combination of trust and appropriate conflict. If the members in the team get assured security and safety, they show more liability or promise towards the team.
ACCOUNTABLE
Accountability is the difficult behavior in a team. That every member in the team will not reach at a point where the team needs. And also it is difficult to bring all the team members to that particular point.
RESULT
A completion of a team is said when they achieve their goal. If all other behavior works perfectly then all the members work for the team goal and also all members try to achieve team goals.
Pro’s
- Helps in sharing better information.
- Increases employee engagement.
- Performance of each individual can be evaluated.
Con’s
- Some of the individuals may be better and faster in some tasks but when it comes in a team it may become slower.
- Social Loafing.
- Chance for process loss.
EVALUATION OF LAFASTO AND LARSON MODEL AND LENCIONI MODEL
LaFasto and Larson model has elaborately explained the role of team leader. In every team leader deals the followers to success. They described the leader who encourages a particular climate but in other theories it explains the fear of conflict. And the LaFasto and Larson model is only suitable for the people who want to learn the dynamics of collaboration and teamwork. Lencioni has derived a theory which is entirely different from others as he focuses on the things he should not need or should not have. He also explains that teamwork always results in better output. And also increases communication, collaboration and also cooperation between individuals. This model mainly explains the factors or elements which potentially cause the death of the team and also explains how to recover from it.
SKILLS IN LEADERSHIP & STRATEGIC MANAGEMENT
CULTURE OF AN ORGANIZATION
Itís hard to find educated people on this topic, but you seem like you know what youíre talking about! Thanks