Organizational culture provides a framework with respect to the behavior of employees in their workplace. Depending on the type of culture that is created in an organization, it can have a positive or negative effect on employee performance. Let’s look at a few organizational situations that result in either positive or negative employee performance.
An organizational culture where employees are considered an integral part of the growth process of the organization fosters employee commitment towards the organization. They align their goals and objectives with those of the organization and feel responsible for the overall well-being of the organization. As their efforts are in turn appreciated by the management and suitably rewarded, they have immense job satisfaction. In such organizational cultures, the employees are committed to achieving their goals and thus have a positive effect on the overall performance of the organization.
In organizations where managers are not facilitators but taskmasters,employees live with fear and distrust and work is nothing but a dreary chore. Since they are not involved in the overall organizational goals, they do not understand the implications of their tasks and hence may not be committed to achieving them. An organization where there is no cooperation between different departments ends up having employees working in silos or working towards undermining the efforts of the other departments which is detrimental to the overall health of the organization.
Organizational culture to a large extent determines the performance of the employees. Therefore, it is in the interest of organizations to eliminate negative factors that slow down employee performance in order to foster a positive workplace environment or a positive organizational culture.
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Welcome to today’s blog post. Every day, learning professionals try to find new ways to engage learners and make trainings more interesting to them. In this process, the current generation of learners stands as the most challenging target audiences. I’ve tried to understand the needs and tastes of these learners and had come out with an idea that can take our training programs a step closer to them. I had enquired quite a number of people about their likes and dislikes on current learning trends. Many of them expressed a common point that these courses lack personalization. I didn’t immediately understand what they meant. But, after going through some more details, here I am writing this post about how to add a personalization element to your course and make them believe that the course has been tailored specifically to suit their taste.
The multiple choice question (MCQ) is the most commonly used question type in eLearning. An instructional designer prefers MCQs over other question types as they can be scored rapidly and feedback can be given easily. It is an effective way to test a large number of learners, quickly and effectively.
Do you know on an average 3000 people get killed due to Fire accidents in the US every year? The NFPA estimates that 65,880 firefighter injuries have occurred in the line of duty in 2013, out of which 12,535 accidents took place at non-fire emergency incidents.
Here’s a scenario that is quite familiar to learners and designers alike; John, an employee in XYZ corporation, was asked to take an eLearning course as part of the company’s training requirements. John sat down enthusiastically in front of the computer and said to himself, “This must be fun.” He clicked the launch button of the course and started his training. Five minutes into the course, John went spiraling down into confusion with the amount of information that was being thrown on him and was frustrated and disappointed. John clicked the close button and went on to do his work.
Online learning is not the next big thing, it is the now big thing. – Donna J. Abernathy
The online training medium can be used very effectively to equip your people with the needed knowledge and skills. According to a report released by IBM, companies who utilize e-Learning tools and strategies have the potential to boost productivity by up to 50%. For every $1 that a company spends, it’s estimated that it can receive $30 worth of productivity.
Young employees are not ready for the demands of the workplace. As per a survey conducted by the British Chambers of Commerce, 90% of school leavers and over 50% of graduates are not ready with skills required for employment. (Source: BBC)
It is a common knowledge that well-designed assessments go a long way in engaging learners in the online learning environment. They are used to reinforce learning as well as evaluate the learner’s comprehension of a course.
As we know, the human brain has the capability to hold a limited amount of data at a time.
Experimental psychologist George Miller found that “The Magic Number 7, plus or minus 2? Describes the number of ideas, facts, or issues that an average individual can hold in his working memory is 7 + 2. This is called the Rule of 7″.
We use various techniques to deliver effective training online. In this post, we will look at some learning methods which are used extensively in eLearning – scenarios, role plays, practice tests, testimonials and job-aids. These techniques help engage the learner very effectively. Let us now look at each.
It is common knowledge that eLearning is used extensively, to impart training, in the corporate world. According to a study by the E-learning magazine in 2012, about 50% of training hours were deployed through eLearning, blended, online or virtual medium. The number of companies, using the online medium to equip their staff members with knowledge and skills, is growing by leaps and bounds, as eLearning courses can be used to impart highly effective training anywhere, anytime, in a cost-effective manner. A good online course adds value to your business, by enhancing the productivity of your people.