How leadership training and development leads to organizational effectiveness
Fahad Alashban -Identify and analyze the issue
Training and development refers to the formal ongoing efforts that the organization puts
in order to improve the employee performance in the organization. This therefore means the all
the educational processes, sharpening of skills, monitoring and improvement of abilities among
others. When training and development is combined with leadership, it adds to the value of the
entire organization. Most of the organizations out there view training of employees to be a waste
of time because they view that once the employees have gained much knowledge and wisdom,
they may leave the organization to seek greener pastures. Other companies view this as an
additional cost which increases their cost of production. Whatever, the reason is to avoid
training; such companies have to be convinced otherwise.
Why does the issue exist?
The business world has come to be all about making profit and any activity which comes
against this directive is termed as irrelevant and one which should be reduced or eliminated. For
the company, leadership training and development is expensive, time consuming and an activity
which gets in the way of achieving the set goals and objectives. In addition, there is the growing
concern that if an organization trains, its employees for leadership posts or any positions, they
will leave the company and thus taking the new acquired knowledge to their competitors.
Whereas this may appear to be very dangerous and a waste of time, this isn’t the worst case
scenario yet. The worst thing that an organization can do apart from training the employees and
they leave is not to train them so as to keep them.
The cost of not training workers
Training is very important in addressing the behavioral changes as well as in the up skilling of
employees and teams. Training allows the organization to convert their B workers into A
workers who will be more productive and in a better position to lead others. Leadership training
and development provides the organizational readiness which is crucial in today’s competitive
business arena. Therefore a company which has trained its employees feels valued and is able to
stay competitive.
When employees are not trained, it means that the company has a staff which is incompetent and
which isn’t ready for the evolving market changes. Such a company can therefore not stay
competitive. The employees in addition have low job satisfaction as well as low morale which
makes them do their jobs without any enthusiasm. The reason is that they see that the company
isn’t investing in them by training and development. A workforce which sees that the company is
putting efforts in them by training will be more motivated since their efforts are being
appreciated. Most of the changes in the business world are geared towards the adoption of new
ways of doing things and new technologies. This means that the employees have to be taught on
these new developments if the company is to survive in the job market.
Russola - Generate potential solution and select options
Job Satisfaction is the key
Nowadays, because of high competition rates, employees have alternatives than any other time
in recent memory, so they change jobs more often, very easily and with no regrets. Few are the
chances to still find workers that will be loyal enough to work for a decade or more for the same
company. Therefore, employees with great knowledge and skills are a one of the most
significant corporate asset. When a trained employee quits, it affects a company to a great extent
that profitability and productivity most definitely deteriorates. Although Employee Turnover is
impossible to eliminate, a solution that can help prevent it is to enhance employee’s job
satisfaction by understanding and fulfilling employees high-end level needs: Maslow’s theory
(Esteem and Emotional Intelligence/ morale), achievement needs and Rewards.
Avoiding Employee Turnover
“In 1943, psychologist Abraham Maslow published his now-famous need hierarchy theory
of motivation. Although the theory was based on his clinical observation of a few neurotic
individuals, it has subsequently been used to explain the entire spectrum of human”. (Kinicki and
Fugate, n.d.) Self-esteem/confidence may be founded on the way you and others perceive
yourself, and having positive thoughts about it easily influences engagement and enthusiasm.
Maslow explains that esteem in his hierarchy of needs is related to the need for respect and sense
of being valued by others. To boost employee’s esteem, after training, managers may assign
more tasks and responsibilities to employees, this way employees will feel needed and valued.
Morale is the aftereffect of a blend of elements in the working environment and mirrors
employees’ respect towards the company and their job. Good communication, effective
feedback, and pleasant working conditions positively influence employees’ morale and retain
employees for quite a long time.
For good communication and good feedback, managers ought to consider scheduling frequent
meeting between CEOs, managers, and employees, with the purpose of having a productive talk
about issues, arrangements, ramifications and conceptualize new thoughts and objectives.
Likewise, offering high indicates and examples of overcoming adversities influences workers to
feel a piece of a fruitful business and become less inclined to quit. Feedback workers employees
conclude a task is imperative, supervisors ought to compliment when a job is well done, and this
keeps employees engaged.
Achievement needs come from Acquired Needs Theory Named by David McClelland, “ a
well-known psychologist that studied the relationship between needs and behavior in the late
1940s. The acquired needs theory, states that three needs—for achievement, affiliation, and
power—are the key drivers of employee behavior. McClelland used the term “acquired needs”
because he believes we are not born with our needs; rather we learn or acquire them as we go
about living our lives.” (Kinicki and Fugate, n.d.) The Need for achievement, the desire to
exceed expectations, achieves goals and solving problems.
The Need for affiliation, the desire craving to keep up social connections, be
loved. Organizations should incentive hangouts, not online within the work environment but
also outside, for example, a dinner with representatives each month. The Need for power, the
desire to influence and have some autonomy. Managers should consider seeking for input and
asking for suggestions, this way employee feels that they also play a crucial part within the
organization’s future and growth.
Money, money, money.
What Is Motivation? Motivation explains the reason why we do the things; it’s what
unconsciously drives our thoughts and actions. And the truth is Salaries motivate many
employees. In fact, Training can be costly and time-consuming, but once these workers are
retained they become a great time and money investment. When an organization does such
investments, employees gain value, so it is important to reward your best employees and
intrinsically motivate workers. These rewards can be negotiated, rise salary not always needs to
be the solution, managers may consider rewarding with benefits and bonuses such as flexible
schedules, travel discounts, healthcare insurance etc.
Ibrahem - Potential Issues
Job satisfaction, avoiding employee turnover, increasing motivation, and morale are the
selected options. Although these options play a crucial role in creating an encouraging working
environment, they can be accompanied by some of the unintentional issues or consequences. Job
satisfaction, for instance, can increase the cost of operation in a company when employee wages
are raised, and the revenue remains constant. While the company’s employees would get
satisfied, the company’s net income might suffer due to a reduction in the overall profit.
Avoiding employee turnover is also one of the things that every organization would want to
achieve. However, there are some negative consequences associated with this option. Avoiding
employee turnover can sometimes be a perfect opportunity for lazy and below average employees
to remain working at an organization at the expense of those who are passionate and are looking
for a chance. The organization might stick to employees who might not be as productive as those
that would have gotten that opportunity of working in that particular company or organization.
William Rivera - Potential Benefits
Of the proposed options selected to address the issue of how leadership training and
development leads to organizational effectiveness, we have our options focused on: training, job
satisfaction, turnover, and motivation as many benefits may arise from these. In regards to
training and development, helping the employees become more productive will drive up
efficiency and in return drive up revenue. Training that has a leadership perspective can also be
helpful to create potential benefits as it will better equip the employees on handling critical
problems they will face.
The benefits created by training relate to job satisfaction in more ways than you can
rapidly think of. To put it simply, if you are well trained and equipped to tackle all that the job
throws at you, then you can achieve some level of job satisfaction as you are typically filled with
the satisfaction of providing results and completing a task. If you are satisfied with your job, then
you will not want to leave the place you are currently in and that is how we tie in the third option
that addresses the issue of employee turnover. With respect, clear and constant communication,
and feedback, a company can deter employee turnover and retain their talent that the company
has invested in. To wrap up the thought about the potential benefits of leadership training and
development, you, the company, will benefit in many ways from investing in your employees
with training and supportive internal support and development. The largest will be seen
financially as well trained employees propel efficiency which increases revenue.
--------------------------------------Ahmed Erfan- Implement – How will this plan be implemented? What policy
considerations should be evaluated?
Training of employees to ensure that their skills are up to date to the market trends is the
backbone of the workplace and organizational success. It also boosts workers safety,
performance, and working conditions, which are ingredients for the betterment of employees’
skills development and improvement. It is very critical that leadership training and development
of employees’ skills be implemented in business organizations to be able to realize the potential
benefits of leadership training as discussed above. Employee training intended to suit the
organizational needs in terms of job description, collective agreement, and employment contracts
depend a lot on the learning processes that are put in place.
The organization can employ the use of conference and forums intended to bring their workforce
together to focus on specific topics and areas of concern that the staff requires more sharpening
of their skills. Leadership training and development implemented in such a manner requires the
organizational leadership to organize for employees coming from company conferences and
retreats to make presentations to other employees who did not attend the training conference.
This will boost the off-job learning enhanced through individual learning and sharing through
presentations.
Further, use of field trips in business organizations can be a good method to implement
leadership training and development. This applies better to organizations with more than one site
or works place where the employees should be allowed to visit each other’s site or workplace to
help workers gain a better understanding of all programs and clients that the organizations serve.
Additionally, initiating peer-assisted learning in organizations workplace can see the
implementation of training or develop employees skills and expertise. This is usually done by
allowing two colleague workers learn different tasks from which each other can learn from and benefit the
organizations at the end of training. This is made possible through worker-to-worker sharing of
experience or knowledge from the different fields of study or training. To implement leadership
development of employees may also start with organizational leadership giving or assigning employees
stretch assignments where individual employees are assigned tasks or assignments that go beyond their
past or current abilities. For example, an organizational manager assigning a junior staff a managerial role
which includes chairing staff meetings as a way of nurturing leadership and promoting participatory
leadership in the organization.
Evaluate - What success criteria will be used to determine if the implementation is
successful? What will be done if there are challenges with the implementation?
Allocating or assigning an employee some special project to work on and deliver result can be
used as an evaluation program. For example, giving an employee an opportunity to work on a
project that falls without the scope of their initial duties can help a supervisory leadership to
gauge the success of leadership training and development strategy adopted by the organization.
Giving individual employees assignments or tasks related to an area n which they have recently
received training on would be very promising in evaluating whether the program helped the
organization to reach its goals. If the evaluation results indicate that there is progress in that the
intended goals or change has been reached, it means that the leadership training and development
program in an organization is beneficial.
Conducting performance appraisals in workplaces to gauge the development of individual
employees in terms of efficiency and productivity helps organizations to know whether their
previous leadership training and development program was a success or failure. Performance
appraisals through evaluation will help organizations identify the strengths and weaknesses in
terms of results delivery. Measuring the productivity and efficiency of an individual employee
using performance appraisals can be done by evaluating the feedback from clients, supervisors,
colleagues, and peers. The result of evaluation and appraisals can be used to identify potential
areas of failure and success as well as areas for further development or training of employees.
For organizational, managers imparting leadership skills to junior staff by assigning stretch
assignments on them, it will present a good platform to evaluate the progress or the impact of
such program in an organization. Follow-up and after-meeting discussions should be conducted
to weigh out whether; the action was a success or failure of the organization.
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References
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Kinicki, A. and Fugate, M. (n.d.). Organizational behavior. 2nd ed. pp.162 - 172.
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