Factors Connecting the Employee Efficiency and Need for Training Paper Example

2.2.1 Leadership

In worker training and development of efficiency, leadership is vital. Leadership is a paramount aspect of the improvement of employee efficiency, as it improves communication between the management team and workers and among the particular employees. An organizational leader is required to have the appropriate skills and capacities to guide subordinate workers towards the accomplishment of business goals, vision and mission, and purposes. Albrecht, Bakker, Gruman, Macey and Saks (2015) argue that through the practice of effective leadership styles, organizational managers lead the practices meant to enhance the achievement of business goals. For the workers to gain adequate knowledge regarding their tasks, there is a need for conscious, compassionate, sensitive, principled, and competent leaders. As stated by Weber (2015), leaders are vital in all companies, as they play the role of guiding, inspiring, and influencing workers towards the conduct of their duties. Through effective leadership, it becomes possible to develop workers for their efficiency. Leadership qualities are essential in effective worker training and development. Leadership forms part of employee efficiency given that, business managers play the role of motivating, influencing, and directing workers to the conduct of different activities, which enhance the performance of employees in the organization. It is clear that the international organizations that have good leadership tend to have highly developed employees on the basis of knowledge and skills. The accomplishment of the organizational mission, purposes, and goals depend on organizational leadership. Besides, Eby, Allen, Conley, Williamson, Henderson and Mancini (2017) emphasize that effective leadership leads to improved employee efficiency. Leadership involves authority, the realization of laid out goals and it takes place in a faction setting. Individual leadership styles vary depending on the acquired training and development programs. Some leaders are predominantly compelling and transformational and boast of individual influence through which they connect workforce, while others exercise the individual, justifiable authority (Haider, Rasli, Akhtar, Yusoff, Malik, Aamir &Tariq, 2015). Leaders are distinguished through their diverse morals, approaches, viewpoints, and behavior, and at some point dependent upon the managerial, professional or institutional culture. For instance, the charismatic leadership of Steve Jobs at Apple Company led to the transformation and success of the organization across the world (Ramdhani, Ramdhani & Ainissyifa, 2017). Effective leadership is considered as a major aspect of the administration of an organization's repute in assessment with its competitors as well as the outside environment. Thus, successful leadership is critical and imperative in enhancing effective training and development of workers.

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2.2.2 Organizational Structure

This is a vital factor in enhancing employee efficiency. Organizational structure refers to the arrangement of an organization in a hierarchical way. A strong organizational structure contributes towards the development of workers. Organizational structure entails the distribution of authority in a company from the top management to the junior leadership. There are different departments and divisions that are connected to each other from the senior one to the junior department or division. The company is led normally by the Chief Executive Officer (CEO) in the headquarters. There are other departments under the CEO, such as the finance, internal audit, and production, operation support unit, human resource division, and marketing and sales among others. According to Hanaysha and Tahir (2016), in the power hierarchy, the lower departments are normally answerable to the top unit.

The purpose of an organizational structure is to enhance the use of power and authority in different departments within an organization and making the delegation of duties to workers effective. Noe, Wilk, Mullen and Wanek (2014) argue about the need for an organizational structure which includes the effectiveness in the coordination of workers and enhancing their development through training programs. Through an organizational structure, it becomes possible for a company to accomplish its worker training and growth goals.

Different types organizational structures are followed in organizations including functional, divisional and matrix. Functional organizational structures are organized based on the different functions within the company. Divisional structures follow the different products or projects. Matrix structures combine both functional and divisional structures in managing of the business operations. It is vital for a company to identify an effective organizational structure that would enhance the development of its employees. According to Asfaw et al. (2015), the company's selection of an organization structure determines its ability to make workers more knowledgeable and skilled. Through an organizational structure, it becomes possible for a firm to adopt the upcoming changes even in the workforce. As articulated by Ramdhani et al. (2017), the structural form of an organization is implemented and designed to help in the development of workers as per the organizational needs. Nevertheless, the leadership process applied in a company is based on its organizational structure. Indeed, organizational structure determines the performance of a business based on employee effectiveness. The image below shows an example of a functional organizational structure.

2.2.3 Organizational Culture

This is the working environment and is essential for employee efficiency. According to the definition by Coculova (2017), organizational culture refers to the general behavior of those people who are part of the organization as well as the meaning of their actions in the organization. These are the norms, values, symbols, visions, habits, beliefs as well as working language which give the organization a psychological and social environment. As a leader in an organization, one needs to express good relationship and experiences and they have to be conversant with the culture of the entire organization. To support the above argument, Voegtlin, Boehm and Bruch (2015) argue that positive and effective organizational culture helps in the successful worker efficiency development. According to Ramdhani et al. (2017), organizational culture is termed as a pattern of various assumptions, norms, beliefs, traditions, values, artefacts, customs, rules, and structures being shared among members of a group with an aim of solving the external adaptation problem together with internal integration issues. It is apparent that organizational culture provides a visible shape to the skills and knowledge of employees in implicit and explicit ways even when an organizational change occurs.

To enhance worker development, organizations require some adaptive culture for them to respond effectively to the changing and emerging environmental development. According to Bell, Tannenbaum, Ford, Noe, and Kraiger (2017) organizational culture should provide the identifying values and attributes for the members to learn and appreciate them. The strong organizational culture of companies is a culture that makes basic assumptions valid for new workers to perceive and feel like part of the company; hence the employee development. In successful companies, the organizational culture has values, basic assumption...