Ecology and the Effects It Has on Students Perspective

Training is “a learning experience that seeks a relatively permanent change in an individual, which will improve her or his ability to perform on the job... it may mean changing what employees know, how they work, their attitudes toward their work, or their interactions with their co-workers or supervisor/s,” (DeCenzo & Robbins, 2009). This particular “learning experience” improves an individual’s ability to perform, interact, and be successful in their role within that organisation because it enables them to be more confident in their role as an employee. When they are familiar with what they are doing, they enjoy doing it. When they like their job, they cooperate and interact better in a team environment, and they achieve success because they are willing to put extra effort in to doing something they take pleasure in. When an individual possesses the necessary skills to complete what is required of them, they achieve a sense of self-importance. With this confidence comes satisfaction, facilitating a good attitude towards their job, their coworkers, and their employers. Training is also a learning experience that is a “relatively permanent change in behavior,” meaning that once an employee becomes equipped with certain skills, they will possess them for the long run. This allows an organisation to focus on improving its employees, instead of spending more money on re-training them.

In a study done by Bartlett (2002), he examined the relationship between employee attitudes toward training and feelings of organizational commitment in a hospital setting. The researcher found that perceived access to training, social support for training, motivation to learn, and perceived benefits of training are positively related to organizational commitment. Employee commitment is relevant to an organisation achieving its objectives and mission because this reduces undesirable aspects such as employee turnover and job dissatisfaction, which serve

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