Dr. Cherie Meador
Learning and development in cooperates aim to ensure that employees acquire upgraded knowledge and skills in their areas of operation. The corporate sector is very dynamic. The rapid innovation by corporate to provide their consumers with quality products and services makes it the most growing industry in the globe (Hanaysha, 2016). The evolving nature of the corporate world means that corporations must go through new burning issues on their daily operations. This necessitates them to train their employees for them to gain further expertise to deal with the daily challenges effectively. While each employee has a unique weakness, corporate learning and development help them to acquire new skills to use those weaknesses for the benefit of the corporations. The problem we are going to investigate in this paper is the corporate development success.
World Views
The four world views presented by Creswell include post-positivism, constructivism, transformative, and pragmatism (Chih-Pei & Chang, 2017). Post-positivist worldview challenges the traditional assumptions of research and recognizes that we cannot be positive about our knowledge when studying human’s behaviors and actions. The constructivism worldview is generally considered to be a fundamental approach to qualitative research (Chih-Pei & Chang, 2017). This worldview assumes that people seek to have a better understanding of the world they live in. Individuals use their experiences to gain an understanding of the world. This research leads to numerous meanings directed towards certain things and objects which results in the researcher to consider diverse views.
The transformative worldview assumes that research should be linked to politics to counter social oppression in society. Pragmatism, on the other hand, arises from situations, actions, and consequences of those actions rather than conditions. In this worldview, researchers are more focused o understanding the problem. Corporate development success is closely related to the constructivism worldview (Creswell, & Poth, 2017). This is because employee training and development aims to help them understand the trends in their organization and industry. In general, learning and development allow employees to have a better understanding of what happens around them. Once they understand what is happening around them, then they can perform their tasks effectively.
Research Questions
1. What is the intention of learning?
2. What are the factors affecting the intention of learning?
3. What is the importance of employee learning and development?
4. What motivates employees to take part in learning and development?
5. What are the characteristics of an ideal learner?
One of the most critical factors of the intention of learning is to commit the employees to that particular activity. Someone who intends to take part in the learning and development program will end up being successful. Several factors affect the intention of learning. These factors can be categorized into three levels, namely, personal level, activity level, and the contextual level (Bell et al., 2017).
Learning and development allow employees to learn new skills and reduce the effects of their weaknesses. Low qualified employees feel vulnerable in the job market, and it’s this vulnerability that motivates them to participate in learning programs. Learning helps them to acquire more knowledge and skills in their field hence reducing their vulnerability (Schwartz, 2019). Ideal learners have specific characteristics. Young people are more likely to be motivated in learning. Low qualified on the other have more intentions to learn than their male counterparts.
References
Bell, B. S., Tannenbaum, S. I., Ford, J. K., Noe, R. A., & Kraiger, K. (2017). 100 years of training and development research: What we know and where we should go. Journal of Applied Psychology, 102(3), 305.
Chih-Pei, H. U., & Chang, Y. Y. (2017). John W. Creswell, Research Design: Qualitative, Quantitative, and Mixed Methods Approaches. Journal of Social and Administrative Sciences, 4(2), 205-207.
Creswell, J. W., & Poth, C. N. (2017). Qualitative inquiry and research design: Choosing among five approaches. Sage publications.
Hanaysha, J. (2016). Examining the effects of employee empowerment, teamwork, and employee training on organizational commitment. Procedia-Social and Behavioral Sciences, 229, 298-306.
Schwartz, G. J. (2019). An Examination of Key Factors That Influence Employee Learning in the Workplace. The Wiley Handbook of Global Workplace Learning, 477-500.