This chapter is mainly focused on staff training and staff motivation. These two parts are the main parts in this chapter. In this literature review chapter, first, I will give the definition of motivation. Second, the important and related theories, which are relevant to staff training and motivation will be outlined and introduced for example Hertzberg theory of motivation. Third, the importance and definition of training will be indicates in the following chapter (Dysvik & Kuvaas, 2008, pp. 138-157). And the final two parts of this chapter are analysis the relationships between staff training and staff motivation and conclusion respectively. The detailed and specific explanation and description of the relationships between staff training and staff motivation will be displayed.
Having a training and skill development program in the organization can also improve the motivation level of the employees. In a commercial organization, the various factors that influence and affect the motivation of employees are known as motivators. Some examples of motivators include recognition, sense of belonging, perception of own status, and satisfaction from the job. The practice of organizations to provide training and skill development programs ensure that the employees keep learning new skills and in turns increases their productivity. When employees learn new talents and continuously perform better than before, they get a sense of satisfaction from the job, which is an important motivation factor (Tabassi, 2012). In addition to that, the training programs are a way of companies letting the employees know that the organization cares about them and they are valuable for the company. This generates a sense of belonging among employees, which is highly beneficial in boosting the motivation of employees. Both of these factors improve the motivation levels of the employees and help the organization in increasing productivity and employee retention.