Impact Of Group Dynamics On The Productivity Of An Organization

Training and Development is imperative to the organization’s progress. Training helps addressing employee weaknesses and builds a reliable and skilled workforce. This will improve the employees’ performance and boost their self confidence, and innovation. By acquiring the needed knowledge and skills, employees can perform more efficiently and increase the overall productivity of the organization.

Knowledgeable and well trained employees are needed in every organization. It is important employees are able to perform all the tasks needed in order to reach the organizations needs and achieve the set goals. As times change, employees may stay behind in skills or may even lack training when it comes to new systems, technology or other procedures that the company may need in order to better performance. That is when the importance of training is more evident. An organization has a large responsibility for their success which is why training, development, and career development is

Training is an important facet of developing and managing human resources at any organization. Training should improve not only organizational efficiency and employee productivity but it must also improve employee skills and make employees feel valued. At Clapton Commercial Construction (“CCC”) Company’s Arizona location, it is important for the company to hire and retain good employees. To that end training and development should be essential and consistently provided to employees at all levels of the organization. Training program should be designed so that it is tailored to the particular function the employees perform in the company, and also so that the company as a whole works as a

“In order to develop required human resource competencies, organizational leaders need to align the selection, training, development, and removal of employees with the behavioral requirements of the desired change” (Spector, 2010, p. 102). Having a focus on training can be an important part of helping employees understand how their competitive environment is changing. Along with the importance of changing their behaviors.

Training and Development are of the most important aspects of the organizations as they represent the strategy organizations adopt to build a pool of skilled and highly qualified employees. This research paper tries to elaborate the effect of training and development on employee’s performance and accordingly on organization’s performance. Another objective of this paper is to stress on the importance given by the Egyptian Organizations to training and development as well as their opinions of training and development’s effect on their employees. The backbone of this study are the literature review that highlights the role of effective training and development in improving the employees performance, as well as a questionnaire

In this course I learned some of the nuances to managing groups and individuals in an organizational structure. In my current and previous jobs this has been a part of my duties, however, there were additional aspects of organizational behavior that I had not considered. Group dynamics was one of the subjects in organizational behavior that I had never reflected on, considering my background in psychology,

Most organizations do not follow-up on the benefits of training as regards staff performance. As a result of this they don’t take training and development as an important factor in organizational growth and survival. Most manages do not know how to assess the return on investment in training, nor are they equipped with the necessary management tools to monitor the decision making process of such investment. It has been discovered that training and development budget is the first cut when the organization is faced with difficulties because most of them are of the opinion that investment in the area of training and development is not linked to the bottom line of the business. Globalization and rapid technological development has changed the conditions for companies and increased competition in the world markets. The quality of a company’s human resources is the key driver for sustained top-level performance. It has become crucial to continually invest in human resource development in order to guarantee success in the global market. As earlier said, managers engage in minimal training thereby not giving quality training to their employees, this in turn affects the overall outcome of the training and the performance of the staff. Most organizations that have a competitive image see more reasons to train their workers than those who are on the lower rung of the ladder of recognition, but training and development is still needed to create a niche. In the light of the above,

The word dynamic means ‘force’. Group dynamics means the study of forces within a group. Since human beings have an innate desire for being a part of a group, group dynamism is bound to occur. Group dynamism is a social process whereby people interact with each other in small groups. Group dynamic is a structural analysis providing a view of groups operating within an organization. A group consists of members who are bound together with certain values and culture and has certain goal and objectives. It emphasizes participation by individuals in group decision making and encourages management to permit subordinates to interact with them as much as possible – a process known as privilege pay. The key point that group dynamic has made

There are different stages through which a group passes, both as natural and in a school atmosphere. According to the Oxford Dictionary, 2015, Group Dynamics, is the study or use of the processes involved when people in a group interact. This paper will look to examine group dynamics and its developmental stages in the context of a group randomly selected to make a class room presentation which involved researching, forming of information to present findings to the class. It will also look at how group goals were developed and if the group goals were specific and understood. Group communication patterns will also be examined and its effectiveness discussed. We will also take a look whether group power occurred and whether or not

Personal and Professional Growth incorporates all encompassing effort of different areas for people. There are a few components required in this that guarantee our development. This will help in the achievement of social, enthusiastic and mental development (DeCenzo and Silhanek, 2002, p. 144). "With a specific end goal to enhance advancement, there are sure exercises that can be attempted towards the advancement of productive improvement. These exercises ought to be done persistently to guarantee dynamic development of the person. Then again, a great deal of know-in what capacity ought to likewise be required so as to build up the alluring qualities that will come about into question and independent life choices? These projects are accepted to improve mental advancement." However, they additionally include different parts that upgrade the all-encompassing improvement of the general population experiencing preparing (DeCenzo and Silhanek, 2002, p. 149). “At the places of work, training programs have been widely used because they are designed to enhance professional advancement in various fields. If certain skills are lacking, there are platforms to cover the gap that is experienced. As a result of this, effectiveness and efficiency can be achieved in the organization. The groundwork will help in the accomplishment of different objectives. This will be accomplished through preparation and training.”

Throughout the world organizations are developing strategies and putting long hours and effort in training the individuals on the job. Firms are attempting to improve interests in professional development to increase employee performance through training. About $100 billion is spent a year to train employees around the world to improve corporate performance in topics such as communication, sales, performance management, operations, and technology with much little impact (Jaidev & Chirayath, 2012). The concept of transfer training used in organizations is commonly used in firms today. This paper will discuss the concept of transfer training strengths and weakness and how trainers can utilize it in the workplace in a more efficient manner.

Training and development has become increasingly essential to the success of modern organisations, yet some still look at training as a problem or as something that is not taken seriously. Training and development is one key approach used by organisations to improve and maintain the capabilities of its workforce. However, many experts distinguish between training and development, being that training tends to be more closely focused and adapted towards short-term performance concerns, while development tends to be adapted more towards expanding an individual’s skills for future responsibilities (Snell and Bohlander 2007). The main reason that organisations train their employees is to bring their knowledge, skills and abilities up to the

Training has always been an essential part of an organization’s efforts to recruit and effectively employ people on its ongoing processes. Training people to perform organizational task better is one thing and maintaining the organization as an ongoing system is another. Employee training programs in an organization are very important; they provide a focused training to employees who are either one time basis or a recurring basis. Training programs in an organization can either be developed in-house or the organization can opt to attend programs which are more generic such as colleges, universities or attend training centers, (Sims, 2002).

Successful companies even show that systematic training and motivation for their employees not only pay off socially but also economically. These companies have less absences and labour turnover rates than comparable companies in the same branch that don’t train their employees. Furthermore their workers show a higher motivation and innovation input.

This research focuses on the impact of training and development on employees’ performance in the banking industry using Zenith bank plc as a case study.