In the following essay I will address the topic of “Training and Indoctrination” in which I will describe their concepts so that we can later analyze the relationship that exists with the motivational and frustration aspects described by Al Kurt Lewin's field theory.
Before going into the subject we need to have knowledge of important concepts.
What is Training?
According to Idalberto Chiavenato, "it is a short-term educational process applied in a systematic and organized way through which people learn knowledge, attitudes and skills, based on defined objectives."
What is Indoctrination?
Teaching of a dogma, doctrine, principles or beliefs 1.
According to Henry Mintzberg, "it is the label used to identify the design parameter by which the organization, for its own benefit, formally socializes its members."
What is Motivation? It is defined as the reason why an individual performs a certain activity or action, behaving as one of the causes of a certain act2.
What is Frustration? From the Latin frustatio, frustration is the action and effect of frustrating (to nullify or spoil an attempt). It is an unpleasant feeling that occurs when a person's expectations are not met by not being able to achieve what is intended3.
After these definitions and to start developing the topic, we need to know briefly what the design of individual positions consists of, a simple process is found in the following description by Henry Mintzberg in his publication on Design of efficient organizations: “The specifications of the requirements for a position are established. The organization specifies what knowledge and skills those in office should have. It then determines the recruitment and selection procedures for choosing applicants based on those requirements. It is about ensuring that whoever holds the position develops the necessary behaviors, before starting work. Furthermore, the organization reinforces this knowledge with a series of elements: task rotation, attendance at conferences and courses, etc. "4
We can understand that after all this system, the company needs to reinforce the knowledge of its workers through training, which consists of a process by which the procedures, experiences and skills that the position must have are taught.
While indoctrination can be defined as a process by which the company transmits its culture, values, norms and the type of behavior required to its workers through induction.
But then how can training and indoctrination be related to a motivational and frustrating approach ?
To begin with, we can say that according to the previous definition of motivation, that this is an impulse, capable of causing a goal to satisfy a need, desire or goal. While frustration is just the opposite, that is, an unpleasant feeling that arises from not being able to meet our objective, where there can be multiple causes and different consequences can also arise.
So if the training is dedicated to teaching to meet an objective, motivation plays a very important role within it, since if we improve the motivation in our staff we will make them work in an effective and efficient way, achieving the objectives of the business.
But how do we achieve this motivation? This is where indoctrination comes in, since our staff could be trained thousands of times and in all ways in their functions and tasks, but as long as they do not feel loved, identified or part of the company, they will not have the necessary motivation. to do their job 100%.
They want management to have a certain interest and concern for their work and personal life, since Al Kurt Lewin “ considers that the dynamic field of the individual also encompasses the psychological aspect and that this affects the productivity of the organization, that the human being has positive and negative effects and that in most cases accepts and attracts positive situations and rejects negative ones. I do research on motivation, I investigate tension, studying how it affects companies as well as achieving their goals. ”5 That is, all these motivations external to the world of work influence personnel and at the same time these reasons influence each other, positively or negatively.
Whether positive or negative these can generate different types of frustrations and / or conflicts, in which we can find the main ones according to Lewin:
"Attraction - Avoidance
The object / objective is desired and rejected at the same time, confusion of wanting or not wanting something, the desired but undue.
Avoidance - Avoidance
When both possibilities presented are unwanted and rejected in the same way.
Double conflict Attraction-Avoidance
The subject is between two objects with positive and negative valence.
Attraction - Attraction
Both possibilities are sought thus generating that when choosing one the satisfaction is not total. ”6
According to these types of frustrations and / or conflicts, we can say that frustration occurs when the needs cannot be met or the objective desired by the individual is not reached. And when these situations exist in personnel, performance and attitudes will be affected, resulting in low productivity and failure to meet the company's objectives.
That is why we can conclude that training and indoctrination is in charge of putting the company's shirt on the worker, of helping them, teaching them their culture, their values and the behavior they must have, but not doing it in a simple or boring way, since the staff needs to feel loved in order to offer the loyalty that the management seeks, and this will only be achieved by motivating them with events, self-improvement courses, inductions, surprise parties, recognitions, speeches, etc. Along with the necessary training for each of the positions, and by combining all these aspects in the best way, we will achieve personal / job satisfaction for the staff and fulfillment of the company's objectives.
References:
- http://enccyclopedia.us.es/index.php/Adoctrinamientowww.frsf.utn.edu.ar/matero/visitante/bajar_apunte.php?id…id…Dr. Mario A. Cedillo, ppt presentation “Academia” slide no.5
