1. Sample Essay on Training & development
Introduction
Organizations that desire to steer their development and mission in the
proper direction need to have a staff that is exposed to constant
training and evaluation in order for them to progress on a routine basis.
Most progressive institutions organize for training opportunities at the
workplace in which case the management team of the firm will often
conduct the training through their leaders or outsource these services
from well-established consultancies. Ideally a good training is
dependent on the possession of certain attributes and qualities that
every leader must have. This project reports the results from a survey
that was carried out in diverse workplaces across the US with regards to
the leadership attributes that contribute towards enhancing better
training.
The study mainly focused on the critical attributes that can result in
appropriate training as well as needed precursors that can improve the
training experience based on the available of multiple resource
materials. Through its findings, the research elaborated the winning
attributes that can improve training in addition to the listing of the
various characteristics of a successful organization. The paper will
empower different entrepreneurial firms to design appropriate training
strategies at the workplaces so as to facilitate staff motivation and
come up with administration theories of development. In addition, the
training ideals also place a lot of emphasis on the theories and models
that can provide appropriate nuances of training such as the theory x
and y and even the models of employee motivation by Maslow based
on the psychoanalyst perspective. The paper has methodologies,
literature review and research implications that can be practically
linked to existent cases within firms and institutions today.
Literature review

2. There is a wide variety of articles and publications that can prelude any
research on leadership that is linked with training at the workplace.
Angela from the University of Atii Din has in her works expounded on
the ideals of servant leadership and how important this aspect is to
employees in an organization. Such ideals are consistent with the
nuances of Asiya and Takala of gaining competitive advantage by using
transformational leadership within the organization. In their works, the
latter pair explicates a critical case study of diverse emerging American
companies and the ideals they apply in their bid to remain relevant and
thrive in a competitive business world.
There is a huge evolution in training within the workplace which has
been facilitated by simple skills as well as attributes which are more
often inculcated and determined by every situation and this is, rather
abrasively, depicted in the basic training manual by Carnevale. In his
second book, “Workplace Basics: The Essential Skills Employers Want.
ASTD Best Practices Series: Training for a Changing Work Force”he
goes further to unravel some leadership skills that can be found in
many leaders. On the other hand, the author Elena, on the other hand,
delves into the attributes of leadership that can motivate employees in
the course of training. This sharply contrasts with the diagnosis of
Hepworth and Towler who advocate for an aggressive leader during
training at the workplace. Mandel and Shilpa differ with Hepworth and
Towler and even assert that aggression and leadership attributes are
critically linked to the emotional intelligence of the leaders which is also
a phenomenon postulated by both Erik Erikson and Sigmund Freud.
Platt also supports this notion by making an analysis of a clinical
workplace by employing different motivation theories that a leader
may choose to utilize, Yau Zakari presents his theory of motivation
within the workplace and attributes of leadership by using yet another
case of Nigeria.
Strategic implication and leadership attributes

3. The study covers many institutions which have amassed experiences
and nuances of attributes that can influence the success of any training
in the workplace. Many models and paradigms in the history of success
in human resources and business management provide a list of
characteristics that are evident in many case studies. In many cases, the
team leaders effect change by conducting training in their firms and
organizations which is done within specific timeframes for the different
departments and faculties in an organization. In essence, through the
trainings, these traits influence the nature of leaders that are important
in impacting the different changes.
During training, motivation was identified as a key element that is seen
in inclusive leadership perspectives and which can help an organization
to attain success. Accordingly, Down states that the team leaders, are
expected to be in possession of specific natural traits certain natural
attributes that can resonate with the employees during training
sessions. Down strongly advocates for compassionate leadership
combined with strong aspects of integrity during the training sessions.
A case study in Louisiana exemplifies a training module that addresses
different paradigms of management by a team leader through the
strategic team of analysis.
In the Clothing industry training, many employees gained inspiration
because they could comfortably identify with their team leader because
she not only had compassion but integrity as well in handling the
employees’ personal matters during the training. Interviews carried out
at different levels at the workplace further revealed that the leaders
held formal trainings and experience meetings with gurus on a regular
basis which fostered trust and respect for team members. These
leadership have been attributed to the success and productivity in the
workplace as is evident in the GAP industry.
Even though not all scholars and business analysts agree on this aspect,
the art of communication in workplace trainings has been said to not
only enhance cooperation in the workplace but also motivated

4. employee. A study that focused on twenty two organizations across six
different states in the US highlighted the fact that most of the team
leaders often employ different visual aids and speech filters in order to
drive their points and communicate clearly. A lot of data reveals that
the quality of both verbal and written communication during training
session enhances the expectation communication and allowances. The
employees can easily comprehend the different visual instruments used
by such leaders. Carneval Works also reveals the important connection
between communication and the proper attributes of an organization.
Exceptional organizational skills are often an indication of effective
leadership during training and they can be clearly seen through
communication and proper preparation.
For instance team leaders at Apple Incorporation during an employee
training will be well aware of the modules to offer and the different
nuances to include in such modules especially when seeking to convey
information regarding thepolicies of the firms without raising any
friction or compromising on the capacity of employees to learn and
positively contribute to the organization. Therefore in predetermined
contexts, the organized team leaders are capable of enforcing systems
that can maintain order while offering guidance for team members in a
bid to meet the firm’s needs and its objectives.
Furthermore, different aspects of personal traits that can facilitate
circumstantial adjustments at different times are covered by leadership
and better training at workplaces. Although it was not a major criterion
in many conducted interviews, confidence emerged as a component of
training for many leaders because it summed the abilities to
communicate effectively and also organize members. The case study of
the quarterly training of McDonald’s Departmental store managers
every year, it was found out that a confident leader can potentially tap
into the abilities of each employee during the training and such leaders
were often secure in making decisions and undertaking actions that
influence both the training and the team. The self confidence in leaders

5. developed an assurance and motivation for the team and also
facilitated the achievement of the theory of self actualization.
Confidence was closely linked to respect as well as full flair for current
events to effectively deliver the relevant training modules for
everybody. A leader that is able to give real lifetime examples in the
training modules and give realistic market ranges during the entire
training program, enables the employees to adapt to the training mood
and also link the objectives of the firm to the competitive market
advantage.
Conclusion
Nevertheless, the research, revealed that certain leadership attributes
are incompatible with the critical requirements of all corporate leaders.
Ideally, some leadership attributes lack the virtues of team leaders that
are pertinent to creating a business turn in motivating employees and
fostering their allegiance. This was evident in firms like Jinnikin Jeans
where employee voices were gagged and the form of theory x
implemented within the human resource and administration caused
every staff to bear and feel the burden of autocratic leadership. In this
case, training was not necessary but whenever it was conducted, the
staff was usually briefed on new policies and demands hence creating
the picture of a machination galore. This case study was an essential
demystification of the juxtaposition between good and bad leadership
strategies in training and development within different workplaces.
In conclusion, it is important for certain leadership attributes to be
exercised during workplace training as they can create the right level of
motivation and direction that will facilitate the success of a firm. The
research further unveils a combination of winning attributes which
leaders can employ to set standards for competitive advantage and
human resource management in their organizations and training
sessions. Such traits include confidence, integrity, organization and
respect for team members and they play a critical role in determining

6. the success and drive of an organizational team. Nonetheless, the
research team placed a lot of emphasis on the ideals of a proper
communication being infused in the situational leadership style as they
mark the contexts of association and reliability of all leaders in
conducting successful training.
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7. Bibliography
Angela, On. “The New Paradigm: Servant Leadership.”Analele
Universităţii Din Oradea: 478.
Asiya, S., Z. Kazmi, and Josu Takala. “Entrenching Strategic Competitive
Advantage through Transformational Leadership!.”
Carnevale, Anthony P. Workplace Basics Training Manual. ASTD Best
Practices Series: Training for a Changing Work Force. Jossey-Bass Inc.,
Publishers, 350 Sansome Street, San Francisco, CA 94104, 1990.
Carnevale, Anthony P. Workplace Basics: The Essential Skills Employers
Want. ASTD Best Practices Series: Training for a Changing Work Force.
Jossey-Bass Inc., Publishers, 350 Sansome Street, San Francisco, CA
94104, 1990.
Down, Roger Wolf Steps. “The C-Drum News.” (2009).
Elena, Ţebeian Adriana. “How To Improve Employee Motivation And
Group Performance Through Leadership–Conceptual Model.”The
Annals Of The University Of Oradea: 1086.
Hepworth, Willie, and Annette Towler. “The effects of individual
differences and charismatic leadership on workplace
aggression.”Journal of Occupational Health Psychology 9, no. 2 (2004):
176.
Mandell, Barbara, and Shilpa Pherwani. “Relationship between
emotional intelligence and transformational leadership style: A gender
comparison.”Journal of business and psychology 17, no. 3 (2003): 387-
404.
Platt, Linda S. “Leadership Skills and Abilities, Professional Atributes,
and Teaching Effectiveness in Athletic Training Clinical Instructors.” PhD
diss., Duquesne University, 2000.

8. Ya’u, Yunusa Zakari. “The youth, economic crisis and identity
transformation: the case of the Yandaba in Kano.”Identity
transformation and identity politics under structural adjustment in
Nigeria (2000): 161-80.
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