Impact of training on employee motivation

Impact of training on employee motivation The Impact of Training and Development on Employee Motivation and its impact on Customer satisfaction at Chiswick Mcdonalds Abstract My research will investigate the impact of training and development on employee motivation. It will further examine the mediating effect on custoemr satisfaction. A sample of 25 employees will be selected to test the reliability of the model. The significance of the study, its delimitations and limitations are discussed. INTRODUCTION PROPOSED RESEARCH TITLE The impact of Training and Development on employee Motivation and its impact on Customer satisfaction at Chiswick Mcdonalds. Background of the Study The role The role of employee (the performance of employees) in attaining and maintaining the quality of output motivation is above any question. Too much budget is being spent on the administrative, marketing and other side of development (management development, re-structuring, etc.), less attention is given to the underlying dimensions of the employee Performance. The ability of an employee is often thought to be the sole criterion for his/her performance. This oversimplification of the phenomenon results in an oversimplified solution of the problem. The most often exercised solution is the conduction of professional training programs, usually in the relevant areas. This tendency of considering performance being outcome of only ability, leads to many undesirable consequences. Firstly the selection of employees is not on the bases of the nature of job, or hes not shown or doesnt knows the JDs of what he has to perform, or no proper training is given to them, while ignoring the impo rtance of on-the-work-motivation which may affect the performance of the individual. In fact, the Performance of employees is a construct with a variety of underlying dimensions. With all these issues in mind the aim of this research is to develop and test a model for Employee Performance. The model will analyze The Role of Training Development, and motivation on the performance of employee 3. Studys Relation to Theory and Literature Literature Review 3.7 Summary 3.1 Introduction 3.2 3.3 Training equipments and Performance 3.6 Environment and Performance 3.5 Training methodology and Performance 3.4 Employee commitment performance 3.2 Training analysis performance Figure 2.1 INTRODUCTION A study was conducted by ann stes, mieke clement on the topic of The effectiveness of a faculty training program: influencing factors in this article it was said that, in view of the investments made, one should not be surprised that, in times of growing attention for accountability, questions with regard to the impact of faculty development initiatives are raised. Consequently, the impact of the training program for novice faculty was evaluated with a written survey shortly after the training was completed (see also stes, clement nelissen, 2002). In todays research literature, a lot of attention is devoted to the impact of faculty development initiatives (Gibbs Coffey, 2000; McAlpine, 2003). However, before questioning the effect of the training program, one should seriously think about the underlying framework and the accompanying outcomes one wishes to achieve (Gilbert Gibbs, 1998). A Study was conducted named Driving simulator fidelity and training effectiveness. By the follow ing J.C.F. de Winter1, P.A. Wieringa1, J. Dankelman1, M. Mulder2, M.M. van Paassen2, S. de Groot1The existing organizational culture (the change environment) will undoubtedly constrain or promote this development (Clarke Hollingsworth, 2002; Trowler Cooper, 2002). The main reasons for pursuing higher levels of fidelity appear to be based on the assumption that higher fidelity improves validity of performance and improves transfer to real car driving. The downside is that, generally, higher fidelity increases costs (e.g.,AGARD, 1980; Roza, 2004). Stereo presentations have been reported to improve task performance in simulated environments (e.g., mollenhauer, 2004; kim et al (2005)). Several studies yield mixed results (mollenhauer et al, 2004; nash et al, 2000) or indicate that a stereo presentation may reduce performance when display artefacts are present (pfautz, 2003) The training application was designed based on the framework espoused by the constructivist view of learning. Dalgarno (2001) outlined three broad principles of this view based on studies by Kant (1946) and Dewey (1938) for the first principle, Piaget (1969) for the second principle, and Vygotsky (1978) for the third principle. The first principle informs that individuals formed their own representation of knowledge and there was no particular correct representation of knowledge. The second principle prescribes that learning occurred when learners uncovered a deficiency in their knowledge representation or an inconsistency between their current knowledge representation and their experience during active exploration. Learning that takes place within a social context is the third principle of this constructivist view. These three broad principles have been adopted in formulating approaches to the teaching and learning process. A research conducted on How military research can improve team training Effectiveness in other high-risk industries by Jeffrey M. Beaubien, Ph.D., David P. Baker, Ph.D., Amy K. Holtzman, M.A. American Institutes for ResearchOser and colleagues define scenario-based training is a systematic process of linking all aspects of scenario design, development, implementation, and analysis (Oser, Cannon-Bowers, Salas, Dwyer, 1999) . Similar to simulator-based training, TCT has been widely applied in aviation and has recently been introduce in healthcare. In aviation, TCT is referred to as Crew Resource Management (CRM) training (Salas, Fowlkes, Stout, Milanovich, Prince, 1999). so, this shows the relationship of performance with all other factors are given below Summary I suggest that perception of supportive managerial activities affect moderating on training effectiveness through effects on performance. Supportive managerial practices are positively related to the positive performance, which mediate effects on motivation. I intend to replicate this model by altering the theme and thus testing the training effectiveness- moderating relationship of supportive managerial practices with motivation and performance. 4. The Study The Significance of Study The study will broaden our understanding of employee performance by including the role of management in the proposed model. Since the traditional view of employee performance is very narrow, current study will add to existing body of knowledge by signifying: The role of training on employee performance The role which of employee commitment and motivation with performance. It will further strengthen the research finding regarding the antecedents of training effectiveness. By looking into the motivational aspect of Employee Performance, the study will Signify the importance of antecedents of motivation for performance It will greatly facilitate the policy making bodies to evolve a comprehensive view Of employee Performance and thus undertake necessary administrative Adjustments accordingly. A concomitant aim of this study is to test the discussed western theories and model in an eastern advancing country (Pakistan) The Theoretical Framework This research will be utilizing the following theories to build its conceptual framework: Expectancy Theory of Motivation (Vroom, 1964) (Context for this Research: Higher Perceived Organizational Support will result in high organizational commitment and job satisfaction, (high instrumentality) and this will result in high work-motivation. Conceptual Framework Based on stated review of literature and theories, following conceptual framework is devised to conduct this study: Employees perception of supportive organizational practices and training effectiveness contribute to motivation, which in turn mediates the impact of these practices on performance Research Questions Main Question: Does training mediate the relationship between managerial Practices and Performance through mediating the Motivation of Employees performance? Sub Questions: Does training builds employee commitment? Does environment effects employee performance? Does training methodology training equipments build motivation? Key Terms of the Study Defined Organizational Commitment The affective commitment of employees to the organization is termed as organizational commitment. Job Satisfaction Job satisfaction is a work-related attitude, which indicates that employee is not dissatisfied with the job. But this in itself does not motivate employee. (Herzberg, Mausner Snyderman, 1959). Motivation Simply stating motivation is the force behind any action. In the model under consideration motivation is force to perform. Performance The work-related output or outcome of organizational employees in his/her performance. The Methodology Research Design In line with the requirements of the research, a longitudinal research design will be used. The data, as indicated in the coming lines, will be collected over a period of almost three months. Sampling Technique and Sample: Stratified-random sampling technique will be used to take care of both public and private sector institutions, appropriate stratification will be undertaken to represent both male and female Teachers. A sample, each of 200 employees, will be used to conduct the study. In this study the data about the attitudinal variables regarding perception of human resource practices will be collected at time 1 while the data concerning personal attitudes (training, employee Commitment, techniques, Motivation Performance) will be collected, at time 2, about 3 months after time 1 to draw a conclusion about the casual nature of relationships. Tools of Data Collection: Data on all the variables will be collected through questionnaire. Measures: Organizational commitment Commitment will be measured with a 9-item version of the organizational Commitment Questionnaire (OCQ; 1 = strongly disagree to 7 = strongly agree; Mowday, Steers Porter, 1979) proposed by Bozeman and Perrewe (2001). They suggested that several items in the OCQ may be confounded with withdrawal intentions and proposed a 9-item version that removes withdrawal-related items. We conducted all analyses using both the full and the 9-item OCQ and found no substantive differences in the results. Various researches reported that results using the 9-item version that removes withdrawal-related items. A sample item is I really care about the fate of this organization. The validity and reliability analysis of the instrument can be found in Allen, D.G., Shore, L.M. Griffeth, R.W. (2003). . Job satisfaction. Job satisfaction will be measured with a 4-item scale (1 = strongly disagree to 7 = strongly agree) developed by Price (1977). A sample item is I feel satisfied with my job.(David G. Allen et al, 2003). Motivation: Motivation will be measure by an instrument, which was adopted by House Dessler (1973). The Responses categorizing seven point Lickert scale ranging from definitely not true to definitely true. Factor analysis will be carried out to reveal two factors. Factor one: Performance and Reward Belief. And Factor two: effort and performance belief. ( Henry P. Sims, J.R, et al, 1976). The validity and reliability analysis of the instrument can be found in Sims, H.P., Szilagyi, A.D., McKemey, D.R. (1976).. Performance: Supervisors will rate employee performance by indicating the extent of their agreement with each statement on a 5-point Likert-type scale (1=Below satisfaction to 5=Excellent) This practice had been adopted by most of the public (University of the Punjab) and private (Superior university) educational institutions in Pakistan. Supervisors will be asked to compare each rated employee with the average of other employees holding similar jobs. Supervisor rated performance evaluation method had been successfully used in different studies like Williams and Anderson (1991) Organ, and Near (1983). And specially with reference to Organizational support theory this method had also been adopted by. Lynch, P.D., Eisenberger, R., Armeil, S. (1999). Ethical Considerations The subjects of study will be briefed about the nature of study before collecting data. The data provided by the respondents will be kept confidential. Further, the data collected from students, peers and immediate-supervisor about the motivation and performance of individuals will also be kept confidential and will only be used for research purposes. Delimitations and Limitations Delimitations: This study is restricted to the Employees: With 02 or more years of experience (02 years are supposed to be minimum Appropriate time period to make a mind about HR practices) Limitations: Motivation is a deeply rooted psychological phenomenon the antecedents of Which may be more complex than organizational commitment and job Satisfaction. The performance is not only the function of motivation but also that of ability. This aspect of proposed model invites further research. Statistical Analysis The exact nature of detailed statistical analysis is not known at this stage of the study, but some major steps are: Use of Factor Analysis for Questionnaire Development. Descriptive Statistics, including demographics will be provided about the subjects of study. Regression Analysis will be applied using SPSS (statistical package). Confirmatory Factory Analysis will be carried to confirm the model. Results and Discussion Results of the study will be discussed to check the significance of proposed model. Further the implications of study for both theoretical and practical purposes will be discussed. Further, scope for future research in this area will be highlighted.

The Depiction of Women in The Yellow Wallpaper and The Chrysanthemums

The Depiction of Women in "The Yellow Wallpaper," by Charlotte Perkins Gilman and "The Chrysanthemums," by John Steinbeck Identical twins have the same genes that make both of them look, think, and feel the same. Their likes and dislikes are the same; for instance, when one likes yellow, the other will like yellow. However, their fortunes are different; for instance, when one dies, the other will not die. Similarly, in literature, different authors have created a twin character in different eras. It is as if a second twin sister was born forty years after the first one was born. In "The Yellow Wallpaper," written by Charlotte Perkins Gilman ( 1892) and "The Chrysanthemums," written by John Steinbeck (1938), both stories are similar in characterization and setting. They differ, however, in their points of view and the symbolism. Each actual symbol is different, but its meaning is the same. Although they differ in many different ways, both show that being trapped inside an isolated house and having a limited life under a husband's control leads to a miserable ending of a woman's life. While Gilman uses a lonely, big house where her main character stays for three months, Steinbeck creates a small farmhouse where Elisa lives and works. This definitely addresses their loneliness and isolation. Elisa works in her flower garden in which she plants chrysanthemums bigger than anyone does in the Salinas Valley. She works alone in her small garden that is surrounded with a "wire fence" to protect from "cattle and dogs and chickens" (Steinbeck 503). She lives in a small farmhouse that is far away from other houses, which makes her feel as if she is isolated from her society. Steinbeck sets the Salinas Valley as if it is also isola... ...eir messages of the stories are the same. So now, just think about why they have many similar thoughts toward women. Works Cited Charter, Ann, and Samuel Charters, eds. Literature and its Writers: A Compact Introduction to Fiction, Poetry, and Drama. 3rd ed. Boston: Bedford/ St. Martin's, 2003. Steinbeck, John. "The Chrysanthemums." Literature and its Writers: A Compact Introduction to Fiction, Poetry, and Drama. 3 rd ed.Ed. Ann Charter and SamuelCharter. Boston: Bedford/ St. Martin's, 2003. 502 - 510. Gilman, Charlotte Perkins. "The Yellow Wallpaper." Literature and its Writers: A Compact Introduction to Fiction, Poetry, and Drama. 3 rd ed. Ed. Ann Charter and Samuel Charter. Boston: Bedford/ St. Martin's, 2003. 182- 193. Gilbert, Sandra M., and Gubar, Susan. "A Feminist Reading of Gilman's "The Yellow Wallpaper." Charters and Charters 564- 566.

Air Pollution Control in India

AIR POLLUTION CONTROL IN INDIA Air pollution  is the introduction of  chemicals,  particulate matter, or  biological materials  that cause harm or discomfort to humans or other living organisms, or cause damage to the  natural environment  or  built environment, into the  atmosphere. The first law against air pollution was passed in 1873. Air pollution can be classified broadly in two types: 1) Urban * Industrialization * Vehicles The increasing number of vehicles and industries constitute a major source for air pollution in urban areas. Heavy subsidy on Diesel also contributed to urban air pollution. 2) Rural * Indoor air pollution Indoor air pollution is caused due to poor availability of resources. It is directly and indirectly linked to lack of awareness and unaffordability which can be tackled by creating more employment opportunities for people. In India around 60% of the total population lives in rural areas and thus pollution caused due to indoor burning of solids is also very high. Case study: Bhopal Gas tragedy (1984) The Bhopal Gas Tragedy, involving a massive release of 40 tonnes heavier-than-air toxic methylisocyanate (MIC) gas, resulted in the death or injury of many thousands of people in the surrounding residential areas.It is attributed to the failure of safety systems, which allowed forty tones of the poisonous methyl isocyanate from the Union Carbide plant, to mix with water at a high temperature. Half a million people were exposed to the gas and 20,000 have died to date as a result of their exposure. More than 120,000 people still suffer from ailments caused by the accident and the subsequent pollution at the plant site. These ailments include blindness, extreme difficulty in breathing, and gynecological disorders. Controlling Air Pollution:National Air Quality Monitoring Program (NAMP)- The objectives of the N. A. M. P. are to determine status and trends of ambient air quality; to ascertain whether the prescribed ambient a ir quality standards are violated; to Identify Non-attainment Cities; to obtain the knowledge and understanding necessary for developing preventive and corrective measures and to understand the natural cleansing process undergoing in the environment through pollution dilution, dispersion, wind based movement, dry deposition, precipitation and chemical transformation of pollutants generated.UNEPs Indian Solar Loan Program- The aim of this effort is to help Canara bank and Syndicate bank develop lending portfolios specifically targeted at financing solar home systems (SHS). With the support of the UN Foundation and Shell Foundation, the project provides an interest rate subsidy to lower the cost to customers of SHS financing.

Short Memory Long Term Memory - 1196 Words

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