Paper Example on Organizational Training

Introduction

Organizational training plan requires analysis of human behavior at the individual level and how this affects their day to day activities in the workplace. This paper integrates the knowledge of industrial and organizational psychology to solve problems in the workplace. It also involves the analysis of individual behavior, teamwork and leadership skills at the organization level. Corporate training plan requires a more in-depth understanding of human behavior and psychology to come up with an effective plan. Human behavior is based on many factors such as physical stressors and psychological stressors. All these factors have various effects on the energy put into organizational development. This article is meant to address how industrial and organizational psychology can be utilized to maintain a conducive environment in workplaces through processes of selection, recruitment and performance assessment (Landy and Conte, 2016).

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In organizational training plan, various things have to be put into consideration for the program to be effective. One has to understand their employees at the individual level, how they factor in the group level and the impact they have on the organizational level. A training plan focuses on ethical behavior, personality, work stressors and entrepreneurial motivation. All this involves a psychological understanding of employees at the individual level and their background. Several things can affect performance in an organization and should be addressed in the training plan for active organization development.

Impact of Stressors in an Organization

Stress in the workplace and have different effects depending on the intensity of stress pressure of an individual. Mostly stress has an adverse impact on the organization's workforce. There are many stressors in a workforce which affects the morale and climate in a working environment. Such stressors include heavy workload, extra working time, and pressure and job insecurity. Such stressors result in adverse effects which include absenteeism and job dissatisfaction. Organizations should address things that cause stress at workplaces to develop a working program for all employees. Stress at individual level affects the entire organization system leading to low performance. Stressors also affect how people relate to a team and even create communication barriers. An organizational training plan should address the needs of employees and allow them space to communicate freely to prevent pressure and stress in a working environment. Stress in organizations is a real problem in today's working environment.

Organizations should input stress management mechanisms to boost productivity and efficiency. The industrial and organizational psychology addresses the issue by promoting motivational activities and teamwork related activities to monitor organizational stressors and ensure a good working environment for employees.

What Works Best at the Individual Level?

At the individual level, the best training plan is to make people self-aware of them. This involves self-realization of strengths and weaknesses. People work best when they understand their abilities. This helps in building strong individuals in working places. It also helps in the delegation of responsibilities depending on individuals abilities. In an organizational setting, self-awareness creates trust among individuals because they understand each other's strengths. It also allows people to work as a team because they are aware that no one has all the answers. It also permits equal distribution of responsibilities without overworking others. At the same time, everyone can put their skills into useful work. Finally, self-awareness reduces over dependency among employees and promotes departmental communication leading to high productivity and efficiency in the organization.

Most of the individual training carry on to team and leadership training. These lessons that pass on from individual level to team and leadership training include the acquisition of new skills. Additionally, excellent communication skills are set out to help the general organization. When a suitable communication network is created in an organization, individuals can interact in both a personal and team level. At the same time, they can learn new skills from others and improve the productivity and efficiency of an organization. At leadership training, people are equipped with knowledge on how to deal with the team and individual conflicts maintaining emotional support to other employees. Organizational training is based on individual, group and leadership training levels. At these three stages, the employees are equipped with the necessary knowledge to work towards achieving organizational goals (Spector, 2008).

Assessment and Selection of Organizational Employees

The basic concept of corporate training is to ensure that employees fit in the organization are motivated to work towards the organizational goals. In the selection of employees for an organization, vigorous exercise and understanding of individuals are necessary. The concept of person-organization and person-job fit models are used (Essays, 2013). The idea of person-job fit involves analysis of individual's career skills about the job given to them. When an individual has skills in the job they work on, tend to be satisfied and results in high productivity. They fit well in the role that they work on since their skills are matched to their career path.

On the other hand, personal-organization fit model shows the ability of an individual to adopt the organizational goals and work towards achieving them. The mentioned concept is used to analyze how people fit into the general culture and values of an organization. In summary, selection and assessment of employees in an organization are based on their skills and performance.

References

Essays, UK. (November 2013). Person-Job Fit versus Person-Organization Fit. Retrieved from https://www.ukessays.com/essays/psychology/person-job-fit-versus-person-organization-fit-psychology-essay.php?vref=1

Landy, F. J., & Conte, J. M. (2016). Work in the 21st century: An introduction to industrial and organizational psychology (5th Ed.). Hoboken, NJ: Wiley

Spector, P. E. (2008). Industrial and organizational psychology. Research and.