Question

paraphrase my paper for my project, and keep the quoting, please

Several studies have examined the relationship between training and job satisfaction (Aguinis and Kraiger, 2008; Costen and Salazar, 2011). According to these studies, training is one of the main influencers on employees’ job satisfaction. In other words, organizations that engage their employees with training programs are enhancing the employee’s emotional attachment to the organization, which will lead them to remain in their organization (Costen and Salazar, 2011). In addition, organizations that focus on giving their employees more training and learning programs have a higher level of productivity, performance, customer satisfaction and retention (Harel and Tzafrir, 1999).   

(Krietner, 2016) has described motivation a psychological process that generates a purposeful behaviour. Researchers have identified several factors that motivate the employees. They have identified those factors in their theories. These theories are need hierarchy theory and the two-factor theory. Need hierarchy theory was presented by Maslow and the two-factor theory by Herzberg. The need-based theory is from the first theories that had been introduced. In his

model he described five levels of needs which include the physiological, social, ego, safety and self-actualizing needs while Herzberg has classified motivation into two factors. It states that employees at least need something that encourages them to do work efficiently. There are also other ways by which theories of motivation can be applied in actual work environment. Benhem states that promotion is also another factor that contributes to success and when employees are given high responsibilities they perform well. For that reason, it is considered a key factor as it helps to encourage employees to perform better with quality.

According to past researcher (Ameeq and Hanif, 2013) they said that the on the job training have a positive effect to the employee performance while the employee come to duties. According to (Tukunimulongo, 2016), also said that the on the job plays a big role in improving the employee performance and productivity. According to past researcher (Barzegar and Farjad, 2011).

According to past researcher (Nassazi, 2013), off the job training more effective because workers are away from work and their can focus entirely on training. Another study by (Kanwal, 2015), agree that the off the job training have a positive impact to the employee performance and employee productivity. According to (Ngari, 2015), also agree that the off the job has strong relationship to employee performance.

Answer 1

Solutions –

Many studies have tried to define the relationship between training and job satisfaction. These studies are those of Aquinis and Kraiger, 2008 and Costen and Salazar, 2011. These studies show that training and job satisfaction are positively correlated. As per Costen and Salazar, 2011 study it says that employees tend to stay longer in those organizations which provide trainings to the employees as this attaches the employee emotionally to the organization and allows for better employee retention. Similarly studies carried out by Harel and Tzafrir, 1999 promote that organizations that concentrate on providing extensive trainings to their employees also contribute towards higher productivity, better performance. Krietner, 2016 had described this phenomenon as a motivation at a psychological level which triggers a certain behavior. The Maslow theory of needs and the two – factor theory by Herzberg identify the factors that motivate the employees. Maslow Theory states about psychological, social, ego, safety and self-actualization needs while Herzberg states that the employees need some factors to encourage them to work efficiently. There are other factors as well which motivate the employees apart from training. Benhem states that promotion is one such factor which allows for employees to to take up higher responsibilities and stay motivated towards the job and it also encourages employees to perform better with higher quality. Studies by Ameeq and Hanif, 2013 states about on the job training and its positive effects on the employee performance. On similar lines Tukunimulongo, 2016 has also suggested positive correlation between in the on the job training and performance/productivity of the employees. Contradictory to the earlier mentioned studies, the studies by Barzegar and Farjad, 2011 and Nassazi, 2013 – Off the job trainings are more fruitful as the employees can completely focus on the training. On similar lines Kanwal, 2015 and Ngari, 2015 also agree on the off the job training aspect which has a positive impact on productivity and better employee relationship.