Each company aims to provide a quality service to its customers. Therefore, starting from the ethical principle of instilling in the workers values that the company values, it is of the utmost importance that a training process be given. This will allow to mold, according to the needs of the company, the behavior of each worker. If the company manages that each of the working members assimilate and adopt these mechanisms in the training, then the results will be as expected.
Keywords: quality service, training mechanisms.
INTRODUCTION
Every company requires values. Every act created by man is governed by that law, in that social form that is already a constant since the origins of man and commerce. Ethics, then, play a preponderant role in life. For this reason, it is of the utmost importance that each evaluative judgment be applied with a deep awareness of what is expected: both from the subject and from the norm, and vice versa. The value, as such, can have a double reading: a subjective one where it is conceived as the character that a thing has as it is more or less appreciated, for example: use value, exchange value, and another objective that is perceived as a character of things that deserve more or less appreciation or that satisfy a certain purpose.
The concept of axiology was fully used in the 19th century and its precursors were Friedrich Nietzsche, Rudolf Hermann Lotze and Franz Brentano, although we must point out that the original concern was conceived with Protagoras, Plato, Saint Augustine, Saint Thomas Aquinas, David Hume and Immanuel Kant. However, the distinction between being and being worth - taking value as feeling - is the watershed that places it in modernity.
Some theorists point out that it was Paul Lapie who used, for the first time, axiology as a term and, years later, it was Von Hartman who took up the concept to support his studies, and thus consolidate axiology not only as a term but as a independent and autonomous discipline of philosophy and in particular, of ethics.
Therefore, when we talk about business ethics, we are not only talking about exhaustive compliance with the basic rules and laws -which we know par excellence- but it refers to caring for society avoiding rejection due to execrable behavior: indiscriminate dismissals, mistreatment, inefficiency, and so on.
In other words, each company must, necessarily, take care not only of the hiring aspects (interview with candidates, selection of personnel and training according to the needs of the company), but also seek constant growth, in all areas.
What is training?
We define training as any activity carried out in an organization, responding to its needs, that seeks to improve the attitude, knowledge, skills or behaviors of its staff.
Specifically, we must point out that the training seeks to perfect the employee in his job, depending on the needs of the company and in a structured process with well-defined goals.
All training should include axiology as a starting point. It is well known that a worker who assimilates and understands the value judgments that have a company as its guiding axis will not only be more productive, but will make the position his own and both - company and worker - will grow in the same line.
It is well known that there are many forms of training. In the past, companies implement traditional courses: some motivation, a macho man with a mission, vision and objectives of the company, expected achievements and even the lines through which one could lose one's job. However, times have changed and today the alternatives include job rotation, case studies, assignment to special projects, discussion of problems and alternatives, role playing, incentives, among others.
Now, what is all this done for? The answer is simple: the greater the motivation and commitment, the greater the results that trigger the growth of the company. Technological and consumer changes force companies to think ahead. A company that is not visionary is destined to be overtaken by those that do. Thus, competition is not only labor, but also between companies and their roles.
Training Benefits
A posteriori we know that training is essential for the worker to understand the times and the way in which they should carry out their work. However, there are several aspects derived from it.
A first point would be that it creates a better image and, at the same time, strengthens the relationship between the employer and the employee. This leads to the training of leaders and leaders, which triggers speed up decision-making and problem solving. Likewise, the training process serves as an aid for the understanding and adoption of company policies, raising the morale of the workforce and forging a better image.
But not only that, but it is reflected in the most positive attitudes, improving the knowledge of the position at all levels and, most importantly, helping staff to identify with the objectives of the organization. If talking about what contributes to optimal performance in favor of promotion, productivity and job quality.
Training and its changes
Every company must be governed by training and development objectives. These seek to establish the achievements that it requires: individually or for collective purposes. Training must start, then, from the ethical values that the company manages. If these are not clearly defined, the training could not be given and the objectives remain on the air, without giving the extra that the company requires.
This happens to many companies that base their training on simple archetypes, unfounded pamphlets to speed up times and reduce costs that, in the end, end up being counterproductive.
For this reason, all training - governed by axiological principles - must prepare personnel for the execution of the various particular tasks of the organization. If this does not happen, the times are not met and failure will haunt, and the objectives sought can never be met.
At the same time, training with principles and value judgments must change people's attitudes. Why? Simply because this creates a more satisfactory climate among employees, increases their motivation and makes them more receptive to supervision and management techniques.
Training, based on axiological principles, is therefore not only a transmitter of information (products, services, organization, policy, regulations), but also covers new knowledge and develops new skills: skills related to the performance of the position current or possible future occupations, modifies attitudes (especially negative ones), develops sensitivity in relation to other people.
In the same way, it is known that training involves -and implies- the acquisition of habits that were not in the way of life of people and, if that were not enough, it serves as a guide to raise the level of abstraction and conceptualization of ideas and of philosophies, either to facilitate the application of concepts in management practice or to raise the level of generalization, training managers who can think in global and broad terms.
What and who Leaders born of training
Training is not only given inside the job, but it can be taken - optionally and extraordinarily - outside the job. In this “extra” factor, the normal is overturned for a plus that no longer confines the employee to simple expectations –or vice versa-.
Axiological training reverts the usual one and establishes a new form of element: an employee who knows that as he grows, his company grows and with it his aspirations. However, under this argument there are others who not only stay with the training that the company provides. Others that obtain a value beyond the normal in which they fit improvements in their communication, planning, organization, control, teamwork and, even more, in their proactivity.
The same training produces leaders who can handle resilience - such a scarce social skill - and who overcome any negative aspect, assimilating in a different way, as others are used to, and placing themselves on a scale very far apart from others.
Today it can be seen that more than groups that "work as a team" there are "work groups", where ego-individualism is evident in the tasks and the little openness of service towards their same peers that make up the work group 7. Leadership? Yes, but misguided. Hence the importance because each company can work on the formation of new leaders who guide the companies and their staff to success and not to the torture, to the condemnation of being.
conclusion
Today, with the technological maelstrom, with the climatic changes, the accelerated rhythm of life, insecurity, the substitution of values due to stress or traumatic loads, every company must seek new training channels. Few companies care about the welfare of their workers, forgetting the ethical principle of being human.
Companies spend millions of pesos on impact advertising and neglect the part where the worker becomes a spectrum, a production number that, when lost, ceases to be profitable and is discontinued: another arrives, and another, and another, until that turns into an endless vice.
In the XXI century it is imperative that companies:
- They reinvent and rethink - they and their staff - on where they are going. All training must implement a human training program that supports the personal growth of each of the members. Seek to detonate effectiveness at the organizational level. Rediscover the role of the worker. in each position Generate concrete changes in organizational awareness Eradicate myths and legends due to palpable, optimal and positive aspirations Understand that training marks a close relationship between worker-company clients and that if one of these links cracks, the building can collapse.
XIII INTERNATIONAL CONGRESS OF PHILOSOPHY, Symposium on Natural Law and Axiology and Symposium on Valor in Genere and Specific Values, Mexico 1963 2
Axiology is a branch of philosophy, whose object is to study the nature or essence of values and value judgments that an individual can make. For this reason, it is very common and frequent that axiology is called "philosophy of values". Axiology, along with deontology, constitute the most important branches of philosophy that contribute to another more general branch: ethics. Taken from
www.definicion.mx/axiologia/
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