Abstract first thepeople who are instigating that


This study aims at identifying the benefits that would be reaped by an organization in implementing a training and education program. The study has identified that the current organizational culture in the organization is faulty and it is in need of a change, despite resistance from the organization’s top brass. This paper will therefore identify a training program that is expected to stimulate growth in the organization’s employees. It will seek to develop the capacity of employees through training and establishment of educational programs that will focus on capacity building that is training of the employees so that they can be in a position to contribute to the attainment of the organizational objectives.


This study on quality initiative training and education program is expected to be implemented in an organization with the objective of overhauling the organizational culture that is prevailing. It has been noted that the current culture has pitfalls that are in dire need to be fixed. It has therefore become the priority of the study to evaluate the best way forward for the organization by coming up with a report that is expected to lay the matter in a nutshell to the top management. This will be done by formulating the benefits that will be reaped by the organization from the training and education program, despite the projected resistance from the superior faction of the management that demands for status quo. It is evident that the training and the education program is expected to utilise the best technological advancements that are available in ascertaining that the training of the organization employees is efficient and effective in helping them improve on how they undertake their organizational duties.

Why change is needed in an organization

In order for this study toachieve its objectives, it is prudent that it addresses the reasons why the organization needs to change its culture. It is from this angle that the training and education program has set base for its initiation. It is in black and white from history that organization cultures grow old with time and this necessitates the desire to overhaul the culture that is prevailing with a new culture that is versatile as it is deemed best to benefit theorganization. This comes in when employees in any organization realise that they need to change their organizational culture to one that absolutely supports the objectives of the organization and that the need of change is inevitable, despite the challenges that emanate from this revelation. This realisation that change is paramount is evident that people would only change if they are adversely affected by the problems that face the organization due to the old culture. New culture necessitates the adoption of a training and education program for the employees. In order that the training and education program achieves its objectivessmoothly in transforming the organization culture, there are a number of steps that will ensure that the process of transition is as smooth as possible and it is successful.

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These steps categorically are; first thepeople who are instigating that the current organization culture should be changed must first understand the existing culture fully and how it has been perpetuated in the organization over the years. The second point entails fully understanding the existing culture, the technocrats of the new culture must decide where they want the organization to go and the strategic directions that are expected to propel it towards the attainment of those objectives. The vision of the new organization culture should envision the future of the organization and thus should aim at accomplishing those objectives.The third step is in a nutshell, a mere forecast of the organization culture is not enough to achieve those objectives. This step therefore, stresses the importance of moulding of the new organization culture blue print that is expected to systematically guide the transition process thus ascertaining the desired organization culture comes to birth successfully.Lastly, the program should ensure that it changes the behaviour of the employees in alignment with the new organization culture (Cameron & Quinn, 2011).

Benefits of a training and education program

The above synopsis are the steps that willensure a smooth transition in the organization culture as it has set precedence on the importance of having a training and education program that is expected to facilitate this process. The training and education is vital in this change as its benefits include; first, the quality of training program forthe organization employees is very crucial as it increases the profitability of the employees who undergo the training program. This is evident where the employees are trained and acquire knowledge that makes themfamiliar with their job activities. This eliminates the time and resources that are lost in the organization’s learning curve. For instance, training of the employees on the new organizational culture makes sure that they all know how they should behave upon the implementation of the new culture (Rogers, 2006). It is therefore, evident that training eliminates common mistakes that are committed by employees when learning.

Training of the employees improves the quality on their work delivery as the employees know the standard procedures employed in the delivery or production of the services or goods of that particular organization. Trained employees make fewer mistakes thus produce better products. This translates to more money for the organization as consumers purchase quality (Moore, 2003). Training creates team work and team spirit in the employees. Efficient and effective production in the organization eliminates conflicts amongst the employees thus reducing blame game. This smooth operation creates cohesion in the employees subsequently leading to the formation of teams that work tirelessly towards achieving the objectives of the organization as it is inherent that all humans want to work with competent workmates (Rogers, 2006). Training of employees increases their productivity. Employees are trained on how best to do their job.

These increase their productivity as they do not take time trying to learn on how the job is done.Job productivity is enhanced as the training program eliminates procrastination on employees. This makes it easier for the employees to achieve the long-term objectives of the organizationwithin a short period of time (Moore, 2003). It is evident that training boasts the morale of the employees. A trained person eludes more confidence than the one who is untrainedas trained personnel are familiar in their job activities.

It is known that knowledge and a good understanding of how something operates builds the confidence of any person. A confident employee is more assertive in a position to do more tasks efficiently and quickly as compared to an untrained employee. The increased overall production capacity of the employees means more money for the organization (Crocker, Chiu & Charney, 2004). Lastly, it is evident that training changes the image of the employees from their fellow employees and the customers as well. This is clear wherebythe employees who are educated and well trained are competent and reliable.

It is evident that training transforms them into professionals in the delivery of goods or services to their customers. This change of image to one that eludes professionalism builds the confidence customers have in the new team of employees (Troy & Conference Board, 2009).The benefits explained above on the training initiative program in an organization are not conclusive of all the benefits that can be reaped by an organization from the initiative, but they are a testimony of how crucial it is for an organization to continuously carry out such programmes.


It is evident that quality training program is a paramount initiative in any organization as it motivates the organization management to set higher bars in terms of the objectives the management projects to achieve within a given time frame. This results in the organization continuously improving as the training necessitates constant inspection.

The benefits that are reaped from the quality training programme are paramount and this is evident in the study as it has stressed that the training process is beneficial to the realms of the organization. This program therefore, requires a strong and solid management that supports all the initiatives that are proposed from the quality training program in operation in the organization. The program requires solid employee input, systematic and accurate planning that will demand a lot of dedication from the employees in completing the assignments issued to them. It would therefore be prudent to conclude that a clearly envisioned and planned quality training programme should be supportive and on the other hand be supported by all facets of the organization. It should be implemented by highly trained and professional employees who will yield the desired results in all the endeavours and in the scope of this study a good organizational cultureshould subsequently exceedthe expectations attached to its implementation.


Cameron, K., S. & Quinn, R.

, E. (2011). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. New York: John Wiley and Sons.

Crocker, O., L.,Chiu, J., S.

, L. & Charney, C. (2004).

Quality circles: a guide to participation and productivity. London: Taylor & Francis. Moore, R., W.(2003). Training that works: lessons from California’s employment training panel program .New York: W.E.

Upjohn Institute. Rogers ,R., E.

(2006). Implementation of total quality management: a comprehensive training program. London: Routledge. Troy, K. & Conference Board. (2009).

Employee buy-in to total quality: a corporate progress report Conference Board report. New York: Conference Board.


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