Acceptable Rules of Behavior

Psychology Concept. Psychotherapist Taking Notes During Session

How do organizations introduce rules of appropriate behavior? Are there any rules that they follow? Such as to hire staff who have gone through training by other companies, hire staff that are well trained at home, or hope the employees will adjust and acquire soft skills somehow or by chance or to regularly send staff for training?

Training such as time management, customer service, communication strategies, interpersonal skill etc, introduces acceptable rules of behavior into the existing organizational culture. These skill aids in the clarification of acceptable verbal and non-verbal communication and the maintenance of the organization’s brand.

Training is important to any organization, it provides the organization with a guide to acceptable behavior, expected attitude to staff and customers, addresses deficiencies in the work environment and brings a harmonized method of dealing with issues at work.

It is possible to decipher hard skills in CV’s, but no one puts flaws in their resumes. Have you seen a resume that states qualities such as talkative, insensitive, difficult to work with and quarrelsome?

People only show their good sides when they are looking for something. What I am stressing is that maintaining and improving the culture in your organization requires training. Employee training systematically improves the effectiveness of an employee, a team or an organization.

Training is very important for any organization; it is beneficial to the individual, the team, the organization. When a large percentage of organizations in the country continuously and successfully train their staff on people skills, training will have a positive effect on efficiency and effectiveness and productivity.

Employing trained people from other organizations without training them on your company’s values and skills necessary for your business, will bring different influences into the organization, which can result in confusion.

Do an exercise with your staff, ask them to come up with codes of conduct, the staff that you should give this assignment should be less than 3 months old in the organization. The result of this exercise will be a mix of rules from their previous employers, codes of conduct that may not be relevant to your organization. The lesson from this exercise is that where there is no norm, staff will make what they know from their previous employment the norm.

Training cannot stand alone because it is influenced by the way the trainees’ outlook on life and their interpretation of life, the organization’s culture, the climate in the organization, management and peer support.

The knowledge gained from training that is not transferred can be lost, before deciding to send staff for training, let them know your expectations, and when they return actively seek transfer of knowledge gained, create an environment for transfer, by words, management actions, availability of time, resources and opportunities for transfer. Management support is the magnifier of training influence in the organization.

In conclusion, training influences an organization in different ways and results in satisfied customers. Organizations that approach training the right way and for the right reasons are more likely to have employees that understand acceptable behavior, and organizations that support trainees increase the results of training.

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