The issue of culture in modern organizations is as a result of diversity at workplaces since companies absorb people of different cultural backgrounds (Kirmayer, 2012). Therefore, managers should have the right knowledge, skills, and attitudes so as to help them in valuing…
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Therefore, cultural competency simply entails peoples abilities of understanding the differences between group contexts like in work environments. Thus, organizations are increasingly implementing cultural competency plans with an aim of encouraging a cultural tolerance culture. In particular, this piece of work strives to outline the best way through which an organization can implement cultural competency plan with a deeper search for the different definitions of the concept.
There are different definitions of cultural competency, but all of them point to the tolerance of diversity within a group. Kirmayer (2012) defines cultural competency as a group of harmonious behaviors, policies, and attitudes that integrates into an organization, among professionals or agencies and allows for efficient functioning in cross-cultural situations. A deeper definition of cultural competency posits that the concept involves transformation and integration of knowledge about individuals or groups into explicit standards, practices, attitudes, and policies within the appropriate cultural settings (Lie et al., 2011). The transformation and integration increases service quality thus leading to greater organizational performance.
A culturally competent individual considers his or her perception of the world and compares it to others. The perception is also important in organizational situations and executives should understand that that different cultural background is what constitutes the universe. On the other hand, cultural competence refers to the act of obtaining particular cultural information and applying the knowledge in the right manner (Lie et al., 2011). Therefore, cultural competency enables all people in the organization to see the real picture about other employees and helps in improving quality of services and business operations. However, acquiring different cultural perspectives and practicing them compels individuals to be
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These organizations aim at the benefit of the society and thus are tax-exempt organizations. They often receive exemption from various taxes as they work with the sole aim of the betterment of the social community. These organizations do not have shareholders and they do not make or distribute profit to benefit the private capacity of directors, other members or individuals.
About 80 percent of the government comes from oil, contributes to 45 percent of the total GDP and accounts for about 90 percent of the total export earnings. In 1970, Saudi Arabia adopted a strategy of implementing economic development through five-year development programs. The five-year development programs were seen as a sure way of building a modern society and economy that is able to produce industrial and consumer goods.
This essay discusses that compared to the public sector’s programs, the training program suggested for the organization would have such advantage: it would be easier for each employee to talk to the firm’s owner. In public sector, politicians have the role of CEO of large organizations. In the private sector it is easier to visit the firm’s CEO and discuss on all critical employment issues.
The author states that Maddox has training gaps in terms of corporate results owing to the fact that it lacks necessary technological resources related to computers (hardware, software, etc.); knowledge, skills and abilities of employees, mainly because they do not have significant exposure to such technology; and performance of the employees.
The paper will focus mainly on the modes of training, which includes computer-based training, and instructor led training. The focus will be on their similarity between the two modules, also will focus on their efficiency and reliability in terms of the desired output,
Functional education programs are put in place to aid this process, backed up by operational systems that are designed to suit student needs in every aspect of their academic undertakings. Different levels of academic institutions employ variant strategies to ensure that students highly achieve in their academic pursuits.
Companies also need to ‘attract, retain and motivate their work forces’ (Noe, 2010, p. 4). To achieve this they must pay their attention to the training and development of their employees. There are several forces that influence the training and development in an organization.
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