A major factor in the success of any business is the quality and development of its employees. Companies should have a well-conceived training program and managers with the time and specialized skills needed for employee training and development. Managers and supervisors are responsible for the orientation and training for new hires. In addition, on-going training for current employees increases productivity, reduces employee turnover and provides employees with a sense of self-worth and well-being. Along with training, the responsibility for motivation of employees also rests with managers and supervisors, who must maintain a productive workplace where employees derive satisfaction from their jobs.
U.S. Bank (2009) cites research from …show more content…
When they received special attention from the researchers, the employees appreciated the importance of their work and were motivated to be more productive. In addition, the workers were consulted regarding the experiments and encouraged to provide feedback. The old methods of increasing productivity by forcing employees to work longer hours in poor working conditions were proven ineffective by the Hawthorne studies. During the experiments, Mayo observed that employees’ work satisfaction and productivity was influenced more by recognition and feeling important, than by monetary rewards. Mayo concluded that psychological and social factors played a crucial role in …show more content…
Barber is a strong advocate for electronic learning to ensure the curriculum is current and consistent, regardless of when or where the employees take courses. Jiffy Lube regards training as the vital element in attracting and retaining qualified technicians. The training program at Jiffy Lube is called the Jiffy Lube University (JLU) and has received accreditation from the American Council on Education. In 2012, employees could earn up to seven hours of college credit in technical and management courses (Jiffy Lube, 2012). However, under Kenneth Barber’s leadership, Jiffy Lube qualified for an American Council on Education re-accreditation, and now employees can earn up to 25 hours of college credits (Training Magazine,
U.S. Bank (2009) cites research from …show more content…
When they received special attention from the researchers, the employees appreciated the importance of their work and were motivated to be more productive. In addition, the workers were consulted regarding the experiments and encouraged to provide feedback. The old methods of increasing productivity by forcing employees to work longer hours in poor working conditions were proven ineffective by the Hawthorne studies. During the experiments, Mayo observed that employees’ work satisfaction and productivity was influenced more by recognition and feeling important, than by monetary rewards. Mayo concluded that psychological and social factors played a crucial role in …show more content…
Barber is a strong advocate for electronic learning to ensure the curriculum is current and consistent, regardless of when or where the employees take courses. Jiffy Lube regards training as the vital element in attracting and retaining qualified technicians. The training program at Jiffy Lube is called the Jiffy Lube University (JLU) and has received accreditation from the American Council on Education. In 2012, employees could earn up to seven hours of college credit in technical and management courses (Jiffy Lube, 2012). However, under Kenneth Barber’s leadership, Jiffy Lube qualified for an American Council on Education re-accreditation, and now employees can earn up to 25 hours of college credits (Training Magazine,