Perspective of Reinforcement Theory
This theory stresses the knowledge on behavior of individual and further claims that an employee will tend to reprise a behavior associated with positive outcomes. According to Piotti, Satchell and Lockhart (2018), the theory of reinforcement is training and programs in terms of organizational set goals. It further suggests that training and development is reinforced with appropriate human resource practice. The scholars further elaborate this concept explaining that there are various types that a reward can be administered, for instance, the award of the certificate after a training and progress program may elicit a positive influence on the employees (Piotti, Satchell & Lockhart, 2018). Basing on this theoretical perspective, an appropriate and repeated training will inculcate the culture of determination among the employees and in this case the health workers.
1.4.2 SOCIAL LEARNING PERSPECTIVE
This is the theoretical perspective that is thus appropriate for the qualitative study of this research. According to De Coster (2017), this theory addresses the fact that the direct reinforcements on an individual have a significant impact. Furthermore, some training programs cannot be imparted through training but learned from the environment. This particular learning, according to the theory of learning, is called observational learning since it involves the observation of human behavior. In an institution, therefore, the surrounding plays a critical role in promoting professional capacity building. It further explains that in any organization, the working environment should be suitable and professional such that the employees should be able to learn from it. De Coster (2017) claims that human psychology also plays a role the controlling the human behavior and skills acquisition process. What if a psychological status of an individual is contemptuous then, there will be no impact on the skills acquisition process even if he or she is compelled to do so they will not achieve any meaningful gain in the learning process. Therefore, for any given organization to realize a meaningful impact of their training on their employees, they must create a serene environment for their workers. This act wail, in turn, helps them change their attitude and gain in any training given to them.
According to this theory of social learning, the mental state of mind positive toward the organizational training orientation and the development program by closely associating the benefit and the reward gained having gone through any given training this process will, in turn, help the health workers develop a positive attitude towards any given training program in any organization. Both the social learning perspective and the reinforcement perspective are focused in the prioritization of the health worker as a human being who can the status quo of the bad health conditions to better condition (Morcom, 2015). In addition, the two approaches also attempt to put a firm emphasis on the already prejudiced practice that if done and implemented it will lead to an appropriate improvement on the health sector. with the conceived notion that the human beings have the capabilities when their various talents are well natured and blended into usefulness in the organization .The two approaches harmoniously links well with the problem under the study that the up skilling and the advancement in the employees are the catalysts of the competitive advantage .the apt utilization of the two approaches in mitigating this health-related challenge will greatly help the health workers realize their unexploited talents and capabilities in improving the private hospital output (Morcom, 2015).
According to a Smith and Prior (2020), the investment in the employees’ training and development should be tailored to meet the expectation. The employees should be always viewed as capable and motivated whenever necessary. The skills acquisition process is always paramount process to any manpower in terms of professional development. In most cases, an institution aspires for a qualified and competent employee. Further, the competency in terms of the gained experience in performing a given duties is always a priority. Therefore, it suffices to say that training and any up-skilling process should be a continuous aspiration to any given organization to boost the anticipated goals in terms of quality (Smith & Prior, 2020). It is also deduced that the improved process of up skilling inculcates the sense of awareness about the availability of an opportunity to be tapped. The purpose of up skilling varies depending on the stipulated goals of an organization, based on the urgency and efficiency of the available personnel.