Managerial Training Effectiveness Augments Optimism

Among FMCGs and Pharmaceutical Firms

Dr. Mahwish Saeed1, Prof. Dr. Leenah Ãskaree2, Engr. Ãmmaar Baig3, Ahmad Shujāã Baig4
Muhammad Osama Siddiqui5

ABSTRACT
The present study is undertaken to investigate the managerial training effectiveness

influencing upon optimism within employees of FMCGs and Pharmaceutical firms. The

hypothesis ‘managerial training effectiveness illustrates greater optimism’ showed

statistically significant results. This study has ‘quantitative ‘and ‘causal’ research design in

nature, to further determine cause and effect relationship. Data is collected from 302 full

time Managers from different departments of FMCGs and pharmaceutical firms, selected by

way of ‘stratified’ sampling, and is analyzed using SPSS V 17.0. Two questionnaires were

administered i.e. ‘Training Questionnaire: HR Assessment’ by The Inside Coach (2010)

focuses on leadership, coaching, team building, relationship and communication, results and

effectiveness of Managers, and ‘Optimism Scale’ by Scheier and Carver (1985). The

findings of the study suggest that Managerial Training Effectiveness increases the level of

Optimism of Managers. The outcomes of the study will be useful for the Management of

FMCGs and Pharmaceutical Firms to formulate a strategy towards providing Managerial

Training Effectiveness for the Managerial cadre, to directly influence and augment their

level of optimism in challenging situations. Sahni (2020) proposes the multifold significance

of training within the present era, marked by job-hopping, fierce competition and

1
Assistant Professor, Department of Psychology, Iqra University Karachi Pakistan.
Email: saeed_mahwish@yahoo.com
2
Chairperson Department of Psychology, Hamdard University Karachi Pakistan.
Email: dr.leenah@hamdard.edu.pk (Corresponding Author)
3
Business Analyst, the Resource Group Pakistan.
Email: Ammaar.Baig549@gmail.com
4
Psychologist & HR Consultant, MPhil Scholar at University of Karachi Pakistan.
Email: ahmad.shujaa.baig@gmail.com
5
MS Organizational Psychology & HRM, Bahria University, Karachi Pakistan.
Email: mosama.siddiqui786@gmail.com
globalization. Training is used as an instrument to develop the knowledge base of the

managers and allow them to transfer it on their works with a new formula for improvement

in their optimistic performance for acquiring organizational success.

Keywords: Managerial Training Effectiveness, Optimism, FMCGs, Pharmaceutical Firms

Introduction

Training Effectiveness is mostly demarcated as a systematic procurement of attitude,

concepts or skills that results in improvement of their performance. Training and

development not only enhance the efficiency and effectiveness among employees and

managers, but also gives employer a competitive advantage in the form of trained human

capital (Sahni, 2020).

1.1 Optimism:

Pessimism and optimism concepts have been acknowledged for many years. Their

roots use in the modern psychology date back to the start of the 17th Century current

philosophical period (Domino & Conway, 2001). At this time, philosophers held that

effective rationalization and application of the cosmos required either a pessimistic or an

optimistic outlook in philosophy. These looks were viewed as positions that oppose the

universe. They are favourable to the aspirations of human beings and objectives or as a

general resistant to human beings civilizations and means of flourishing.

Learned optimism is the idea that ability for pleasure can be cultivated. Seligman

(1991) developed this concept through his study of learned helplessness, the idea that a

certain re-occurring negative event is out of the person's control. He noticed that while some

subjects blamed themselves for negative outcomes, others blamed the experiment for setting

them up to fail. Seligman shifted his focus to attempting to discover what it is that keeps

some people from ever becoming helpless and the reason was optimism. Seligman shifted his
focus to conditioning people to be optimists while using his knowledge about conditioning

people to be helpless. In his book, Learned Optimism, Seligman (1998) invited pessimists to

learn to be optimists by thinking about their reactions to adversity in a new way. The

resulting optimism one that grew from pessimism is a learned optimism.

According to Seligman, anyone can learn optimism. The difference between optimists

and pessimists is in how they view failures and successes. Towards the 19th and 20th century,

for Rene’ Descartes (1596-1650), and Philosopher psychologists like William James (1842-

1910), the discussion’s focus gradually shifted from the cosmos of the element of human

subjective thirty years ago and mainly as a Scheier and Carver (1985), the pioneering

research on general expectations of outcomes influenced the work of learned helplessness.

This has been actively examined by psychologists as pessimism and optimism in their lives.

Even if most modern researchers agree with general optimism and conceptualizations reflect

an exception that good things indeed occur, pessimism reflect expectations that bad things

may also happen and that there are operational differences. People can be differentiated to the

extent that they have different expectancies about the achievement of their goals, and other

future events. Optimists have a generalized sense of confidence about the future,

characterized by their broad expectancy that outcomes are likely to be positive. Pessimists, on

the other hand, have a generalized sense of doubt and hesitancy, characterized by the future

anticipation of negative outcomes.

Paleri (2018) suggest that organizations are increasingly investing in the function of

human resource development particularly, training the human capital. In the twenty first

century, the highly competitive business world requires that workers not just do their jobs,

but do good work. To achieve this, it is necessary to go beyond fixing problems in the

workplace, such as work violence, stress, burnout, and job insecurity, into the promotion of
excellence and flourishing among workers. Positive psychology in the workplace means

creating an environment that is enjoyable and productive. Fun should not be looked at as

something that cannot be achieved during work but rather as a motivation factor for the staff.

There are several examples of applying Positive psychology to the workplace. One

such application is the Job Characteristics Model (JCM) by Lucas (2020), a theory of work

design based upon five characteristics-skill variety, task identity, task significance, task

autonomy, and task feedback, which are used to identify the general content and structure of

jobs. This model argues that employees with a personal need for growth and development, as

well as knowledge and skill, will display more optimistic outcomes, including job

satisfaction, lower absenteeism, and better work turnover. Stronger experiences of these five

traits have been shown to lead to greater job satisfaction and better performance.

1.2 Problem Statement

1.2.1 Research Problem

Earlier researches have revealed that ‘Ineffective leadership’ has negative influence

to the degree of optimism in employees / managers. It may decrease performance, dedication

and even business’ reputation. Undeviating output may involve disappointment to achieve

targets, high budget and likeliness of absence or sickness.

Therefore, to bridge the aforementioned gaps, the present study is commenced to

evaluate the managerial training effectiveness and assess the predictive success factors of

training towards optimism within managers. In addition, it also evaluates ‘learning optimism’

which is relatively neglected in the literature but it is a significant component for evaluating

the managerial training effectiveness.

 There is a Pivotal role of a Manager in getting things done through optimism,

inspiration and motivation to lead others at work. It means management skills of a manager

are a great source of motivation, commitment and optimism at work. A manager who feels

appreciated at work tends to be highly devoted to job. This confers output in remarkable

degree of productivity, commitment and businesses growth. Managers are responsible to

create professional and productive environment to their teams through effective planning and

processes, which consider vigorous in fostering a business.

Despite the fact that several aspects of an organization influence degree of promise,

the relationship between employees and managers is questionably critical. In general, valued

employees seem optimistic and proficient to ignore different limitation of organization that

includes underpay, poor equipment, and less remuneration. However, the common opinion

rules that employees leave their managers, not employer or organizations.

Hypothesis: Managerial Training Effectiveness illustrates greater optimism within managers

of FMCGs and Pharmaceutical firms.

Literature Review

Training impact at employment is the main decisive factor of training assessment

model (Kirkpatrick, 1977). Training effect at workplace means the extended term effect of

preparation on the trainee’s professional performance, attitude and inspiration (Abbad,

Andrade & Sallorenzo, 2004). Abbad and his fellows utilized the training impression at job

scale to form its reliability and validity. The consequences asserted from respondents

disclose that the impact at workplace measure is highly valuable, reliable and valid. The

effectiveness of a Manager is dependent on resources that management of an organization

provides him to demonstrate results. However, the functioning of a manager would be

determined through the degree of achieving goals and the thriving efforts of team that is
considerable for the organizations (Meyer, 1976). Therefore, managerial effectiveness is

the peak of collaboration inside the organization (Sen & Saxena, 1999).

Earlier the features of a competent branch manager categorized as putting standard

by personal qualities, job knowledge, management ability and business acumen (Das,

1987). A research finding recommended that productive use of command involves the

talent to develop well-defined goals whereas determine necessary steps to attain at the

same time involving people to perform necessary task for reaching the objectives (Mary,

1992). Misumi and Peterson (1985) described the desirable manager as “Leader” who

drive the individuals and maintain their collective stability regarding performance and

continuance.

2.3 Optimism

According to previous researches, Optimism considered as a prototype and

capacity to evoke other psychological process. Stein and Book (2003) explains

optimistic attitude since indispensable to increase vitality. This is an ability to deal with

unexpected circumstances and misery. Actually, the success lies in the reflection of

being optimistic and cheerful about future.

The impact of optimism on assigned work use is out of an assumption because

results are found to be very positive. There are researches which have shown that the

higher productivity is dependent upon optimism that minimize turnover. Harter, et al.

(2002), and Rose, et al. (2006) defines that optimism directs employees towards augmented

sense of attaining business goals and organizational excellence. That’s why, it enhances

performance that escort significance of ownership in employees.

Seligman (1998) found ‘optimism’ as a direct proportion in workplace

consequences. It has been observed that optimistic life insurance agent in the initial two
years sold 37% added for the period as compared to their less optimistic sales force. At

last, optimism leads to higher productivity as it was discovered to lower turnover in the

workplace.

Optimism can be defined as a propensity to assume better prospects in the future.

It is evident from the literature review, that optimism is considered a mental attitude,

which applies great effect on the physical and mental health, while managing everyday

life although including social and working aspects at the same time. It is further

concluded, that if goals and development of an individual is done by an adaptive

management along with the use of correct managing tactics, optimists are found to be

more content and successful as compared to pessimists in various situations when goals

and targets are associated with it.

There should be an application form that contains the optimism concept in the

fields of Applied Psychology and Psychotherapy and it can be done in clinics.

Furthermore, this should be included in treatments and awareness programs in order to

bring improvements in the mental and physical health of individuals as well as the mental

health industry (Seligman, 1998).

2.10 Recommend the Staff

Distinguishing an above average accomplishment or for their progressive

improvement is an incredible way to tell them they are appreciated. This also allows the

opportunity to select qualified and motivated staff to fulfil tasks in a larger workplace.

When one assigns and employee for company-wide roles, or all-inclusive grants, it shows

the employer’s acknowledgment to the employee and the rest of the company. Regardless

of whether the ‘Representative’ gets the role or grant, they realize that the company has

noticed and appreciated their commitment.

2.10.1 Creating an Award’s Program for Managerial Training within Departments

Including staff in making a departmental or divisional award method is a best

chance to connect with them and also show them, what makes an outstanding employee.

By implementing grants that identify with the vision of the organization, one can build

understanding and inspiration while giving them motivation to strive for improvement.

The grant classifications are connected to departmental activities.

2.10.2 Encouraging Staff Participation

The opportunity to participate boards of trustees, associations, and special

occasions is a vital path for employees to end up more experienced and connected around

the college. By empowering and supporting staff contribution, the organization is assisting

their staff to connect with others company-wide.

 Attend films, musical or dramatic exhibitions on grounds

 Attend the yearly Diversity Summit

 Use days off to attend conferences, including the sessions of World Affairs

Conference

2.10.3 Creative Recognition Ideas

Arulsamy et al. (August, 2023), recommended to enhance employee

development and training, and to improve service delivery and performance, emphasis

was that management augments the involvement of employees in development and

training initiatives. Through ‘Implementation of incentives’ as a potential approach,

employees can be encouraged to participate in development and training programs, these

initiatives incorporate the career advancement promise and opportunities, including to

establish the transparency in hierarchical structure within the businesses, which serves to
demarcate where exemplary or archetypal performance is duly rewarded and recognized.

Indeed, even with opportunities in place to create natural inspiration among staff,

there are times during managerial training that require immediate recognition of

employees. Staff members often feel increasingly appreciated when both motivation and

feedback are provided consistently. Some examples of no-cost, minimal effort

approaches to motivate and recognize staff:

2.10.4 Minimal Effort Ideas:

 Implement an associate acknowledgment program into workplace conferences. This

could be accomplished by using assignment sheets that show staff members

achievements and how they align with the division's qualities/vision/mission. It can

be distributed so that others may hear of the achievements at gatherings and a small

prize could also be offered. Create an imaginative title for your system.

 Take its pictures and then post with comments that portray the considerable

efforts made by staff.

2.10.5 $1-10 thoughts:

 Café

 Declaration

 Lotto ticket

 Magnet

 Mug

 Work area schedule

 Lunch blessing endorsement

  Buy staff an eBook or book identified with a zone of expert hobby

 Send a worker to a class identified with his/her profession objectives

The key factors that Managerial Training Effectiveness should have includes

Optimism among FMCGs and Pharmaceutical Firms.

Altrum (April 30, 2024) proposes that to transform the workplace from within, there’s

nothing more important than managerial training effectiveness. Positive change habitually

comes from the topmost, with good managers able to drive teams forward and to inspire

momentum. When leaders syndicate motivation with managerial skill and knowledge,

businesses thrive as workers feel supported. Managerial training effectiveness stretches in

every direction from enhanced productivity, increased employee satisfaction and to staff

loyalty.

Chen (February 14, 2024) advises, that in the competitive scenery of contemporary

business, nurturing a ‘positive workplace culture’ is not just a nicety—it’s a necessity.

Recognition programs are the key components of creating such environments. Employee

recognition programs are crucial so, it’s important to keep in mind!

 Acknowledge Hard-Work and Achievements

 Boost their Morale and Job-Satisfaction

 Encourage Loyalty and Reduce Turnovers

 Enhance Performances

 Build the ‘Sense of Community’

 Provide ‘Competitive Advantage’

A loyal, engaged and motivated workforce is a crucial differentiator within the

market-place, leading to better operational efficiency, innovation and customer service.

 Methodology

In research methodology there are three important aspects including hermeneutics,

positivism and realism (Widerberg, 2002). All these aspects overlap each other but the

scientific approaches are mostly related to the schools of hermeneutic and positivism and

they are normally deliberated as methodological approaches. The hermeneutic aspect is

related to clarifications and indulgent of the study. If one is able to understand the base of

study then it will be easy to understand the complete study area (Alvesson and Sköldberg,

1994). In general, the hermeneutic aspect is of qualitative nature. The positivism aspect

focuses on the impartial and autonomous points of view. In this type, the researcher will be

independent and have no personal point of view (Widerberg, 2002). The positivism view

point represents that the researcher would work on methods of natural science and focus on

social reality. This type of approach accents assessable interpretations that can be explained

in a statistical way. This research basically targets ways to check the effects of incorporating

management and administrative practices, as well as finding a relationship in between the two

in order to enhance the outcome of the organization. Administrative and management

practices include business strategy, quality, and advanced and the latest technology. It is

evident from the research results that there is a strong relationship of administrative and

management practices with the employees’ performance and hence the overall performance

of the organization.

Sharing data on and implementing objectives that urge workers to develop

professionally in areas that interest them is one of the most ideal approaches to attract, create,

inspire and retain an exceptional team (Barney, 1991). This can be achieved through

consolidating objectives, where possible, that allow for staff to increase their interest in their

present place of employment, obligations or by urging them to improve.

 3.1 Study Design

In order to conduct this research, a quantitative research technique has been chosen.

This research design includes a questionnaire that helps in getting the response of

individuals on the independent variable, as well as on dependent variables. This approach

helped us to have a solid grip and to recommend the best ways. After that the answers can be

construed in relation with the literature. In this study, the independent variable is managerial

training which dependent variables are optimism, work motivation, and organizational

commitment. This research is focused on the relationship that describes project outcomes

and particularly the role of the effective managerial training.

In the below points we will discuss quantitative research method which we used to

conduct this research and how it is more effective to find a solution.

 Quantitative Research: Quantitative research is the method where the quantitative

data is collected and analysed. The quantitative data is the data that can be quantified

with numbers or statistics. The numbers or statistics are then analysed using data

analysis tools to arrive at the findings of the research (Evans, 2002). The data

gathered during the research is summarised in numerical form, as it helps in making

conclusions about the research.

This research is conducted using quantitative research data and the data is collected

through different means, which are the following:

3.2 Sample

There are 302 managers who belonged to Karachi’s various pharmaceutical and

FMCG firms. The questionnaires were presented only to the managers. A stratified sampling

technique was used in this research, which best suited for this research type. Two strata were
used: Managers and Senior Managers, from different departments including; Human

Resource, Administration, Finance, Information Technology, Sales and Marketing.

3.3 Research Instrument

There is going to be two scales and there will also be consent and demographic forms

included. These scales are as following:

3.3.1 Managerial Training

In order to check the effectiveness of managerial training in this research, there will

be a Managerial training questionnaire (TMEMS) used to assess HR, as suggested by The

Inside Coach (2010). There are four major aspects of effectiveness such as leadership,

coaching and team building, relationships and communication, and results and effectiveness.

Management performance will also be assessed through this scale. This scale makes use of

five-point Likert response scale from 1 = strongly disagree to 5 = strongly agree. Scoring

Information Range: Low = 32-75, Moderate: 76-119, and High = 120-160.

Reliability of the Scale: Cronbach’s Alpha = 0.899 and Concurrent Validity of the

Scale: Pearson Product Moment Correlation are as follows; Total Scores of Trained

Managers having Effective Managerial Skills with its Sub scale a) Leadership; r = 0.763** b)

Coaching & Team Building; r = r = 0.826** c) Communication & Relationship Building; r =

0.771** d) Results & Effectiveness; r = 0.849**

3.3.2 Optimism

In order to measure the optimism in this research, the Optimism - Life Orientation

Test (OPTIMISM) will be used, as suggested by Scheier and Carver (1985). This consists of
10 items and the five-point Likert response scale has been used, ranges from 1= strongly

disagree to 5 = strongly agree.

On the basis of previous research findings, effective managers hold a precise set of

abilities which are clear communication, professional experience, interpersonal relationships

and business growth. Nevertheless, these features are not enough to indicate managerial

training effectiveness. In fact, managerial training effectiveness is not a single trait of

personality except relating to productivity and results. Gupta (1996) created a 16-factor scale

for measuring managerial effectiveness. Consequently, all these features tapped major areas

of effectiveness: duties of the position, attaining objectives, and creating more capability.

At times, the managerial efficiency was determined by consultants in quite a lot of

diverse ways. Whereas, some examples showed emphasis on distinct proficiencies regarding

the effectiveness of managers. Though researchers were accompanied on achievement

motivation training and the findings were constructive. Research revealed that the

participants of training programs demonstrated a notable advancement in career growth as

compared to the control group in the organization (Aronoff & Litwin, 1971).

Ahmad and Bakar (2003) suggest that training benefits are acknowledged by

employees and they show likeliness to be further committed and passionate to join in training

activities provided by their organization. Experimental work substantiates such an association

(Bartlett, 2001; Ahmad and Bakar, 2003; Al-Emadi & Marquardt, 2007). The results

demonstrate that potential remuneration increases the optimism of employees by supporting

the individual and professional advantages of participating in training. He also elaborates that

the skills and employees’ abilities can be greatly influenced by using the effective selection

methods for hiring a suitably capable workforce. Also, with the help of good training

sessions, the skills of current employees can be enhanced.

 3.4 Problem Defined

In this research, the main motive was to examine the influence of managerial training

effectiveness upon optimism among FMCGs and in the pharmaceutical industry. It is ‘causal’

in nature, to further determine cause and effects of the relationship. This study includes a

probability sampling technique, with a large and representative sample of 300 managers from

different departments of FMCG and pharmaceutical companies, selected by way of

‘stratified’ sampling.

The main focus was on leadership, coaching, team building, relationships and

communication, and the results shown have proved the effectiveness of managers in the

company and their importance for the success of the project. The quantitative analysis of data

is more effective, as compared to a qualitative research method because in this way it would

be difficult for the researcher to analyse qualitative aspects from such a large number of

research participants. Similar research methodology has been adopted by Al-Jenaibi, (2010).

The quantitative data will be collected and analysed using statistical tools, thereby reducing

the partiality of the researcher.

There are also examples in which the projects fail due to the lack of prioritizing that

was required for the particular project and for the essential tasks of the project (Barney,

1991). The optimism was measured by the ‘Optimism – Life Orientation Test’ developed by

Scheier and Carver (1985). The results of the study are useful for the management of FMCGs

and pharmaceutical firms to formulate a strategy towards providing effective managerial

trainings for the managerial cadre, to directly influence and augment their level of motivation

at work, commitment to the organization and their optimism in challenging situations.

On the basis of previous research findings, effective managers hold a precise set of

abilities which are clear communication, professional experience, interpersonal relationships

and business growth. Nevertheless, these features are not enough to indicate managerial

training effectiveness. In fact, managerial training effectiveness is not a single trait of

personality except relating to productivity and results. Consequently, all these features tapped

major areas of effectiveness: duties of the position, attaining objectives, and creating more

capability.

3.5 Data Collection

There are different sources that are used in this research for data collection. Written

sources can be used for this research and furthermore, first-hand experience is also essential.

After the data collection and in the next stage, the comparative method is used in this

research and has helped to answer the research questions. This provides the researcher with

more in-depth analysis about effective managerial training and the ability to make

recommendations about it. In order to execute better results, there is a need for a suitable

research method to get trustworthy results. It is easy to collect the information but collecting

the right information which gives the desired results is a little bit complex. The research

approach can be one of two types; the deductive approach and inductive approach. The

deductive approach is the approach adopted by the researcher, where the researcher moves

from general observation to specific information. On the other hand, the inductive approach

is adopted, where the researcher moves from specific information on hand, to more

generalised findings of the research (Saunders, 2012). The research approach that was

adopted for this research is deductive approach and it allowed the author to get answers to the

research questions. This method has also helped the researcher to find the best possible ways

to deal with issues and to suggest recommendations to the concerned authorities.

Resources have their importance in any study, report or research and the resources

must be selected accurately because it will reflect their impact on the results. In any research,
the resources are chosen according to the nature of the research. In this research, both

primary and secondary resources have been used; the primary data was collected through

different resources including expert views, opinion and research. While the secondary data

was collected by using diverse sources which include articles, journals that are published on

similar studies and other sources that have their importance. After the data collection from

the sources, the data is analysed in accordance with the nature of the research about the effect

of the managerial training augments of work motivation, organizational commitment and

optimism among FMCG and the pharmaceutical companies. These methods have helped

researchers to work on new trends so that the researcher offers recommendations on how to

understand this topic more deeply.

3.6 Validity and Reliability

This research explores how an employee’s satisfaction with a training program

indicates about how the employee is motivated in transforming, obtained training abilities

and input towards workplace. Training programs viewed as an HRM practice in various

perspectives by numerous researches in the past. The outcome of the research shows that a

positive and momentous association occurs between training availability, training support,

learning motivation as well as normative, affective, and overall administrative commitment.

The training benefits and training environment correlate with the affective, continuance,

normative and commitment of employees. The support and training outcomes were

substantial predictors of an affective, normative and continuance commitment. Above all,

preparation and training support play a vital and key role in retaining an employee’s loyalty.

This research provides solid validity about effective managerial training in relationship to the

work motivation, organizational commitment and optimism among FMCGs and the

pharmaceutical firms.
 Results
This chapter focuses on the findings of the study. Results were analyzed by using

Statistical Package for Social Sciences (SPSS, V 17.0).

The hypothesis was Accepted, ‘Managerial Training Effectiveness illustrates greater

optimism within managers of FMCGs and Pharmaceutical firms.’ According to Tanner

(2024), there are many ways to build an employee recognition program. The most successful

ones have three things in common: they recognise accomplishments both great and small,

appeal to a wide range of employees, and meaningfully link effort, output, and recognition

together.

An employee recognition program can include bonuses, awards, gifts, ceremonies, events,

and other ways to say “thank you” to employees. Common examples of employee recognition

are:

 Employee of the month programs

 Awards for lengths of service

 Department- or team-specific events

 Small personal gifts

 Thank you cards

 Special lunches or other treats

 Spot bonuses

 Company celebrations and events

 Reliability Statistics

Table 1 A
Cronbach’s Alpha of Managerial Training Effectiveness with Optimism

Cronbach's Alpha Based on

N of Items Cronbach's Alpha Standardized Items

4 .440 .514

Table 1 B

Inter-Item Correlation Matrix

Trained Managers having

Effective Managerial Skills - Total Level of Optimism of Trained
Score Managers - Total Score

Trained Managers having Effective 1.000 .233

Managerial Skills - Total Score

Level of Optimism of Trained .233 1.000

Managers - Total Score

Descriptive Statistics
Table 2

Mean, Skewness & Kurtosis of Managerial Training Effectiveness with Optimism

Std.
N Minimum Maximum Mean Dev. Skewness Kurtosis

TMEMS – Total Score 302 76.00 152.00 125.3013 14.6978 -1.319 2.798
0

Level of Optimism of 302 22.00 46.00 35.2252 4.90260 -.634 .648

Trained Managers - Total
Score

TMEMS = means Trained Managers having Managerial Skills Effectiveness

 Hypotheses: Correlations

Table 3
A correlation (Pearson Product Moment) between Managerial Training Effectiveness and Optimism
N Optimism Alpha
(Pearson r)
Effective Managerial 302 0.233** .000
Training
Note. Verifies positive correlation between Optimism with Managerial Training Effectiveness
significant at **p=.000 (2-tailed)

Hypotheses: Regression - Model Summary c,d

Table 4
Summary of Linear Regression with Trained Managers Effectiveness having Managerial
Skills as predictor of Optimism
Dependent Variable R R2 Adj R2
Work Motivation .989 .977 .977
a. Predictors: (Constant), Trained Managers Effectiveness having Managerial Skills
b. Dependent Variable: Optimism

Coefficients a,b
Table 5
Coefficients for Linear Regression with Effective Managerial Training as predictor of
Optimism
Model Un-standardized Standardized t Sig.
Coefficient Coefficient

B SE B
Constant
1 Effective .271 .066 . 960 4.118 .000
Managerial
Training
a. Dependent Variable: Optimism
 Discussion

The objective of the study is to examine the influence of managerial training

effectiveness upon optimism among FMCGs and Pharmaceutical firms.

Hypothesis: Managerial Training Effectiveness illustrates greater optimism within managers

of FMCGs and Pharmaceutical firms.

Interpretation:

It has been proved from this research that the trained managers can show the operative

management skills that demonstrate the magnificent optimism. For this there should be a

successful recognition program and for the guidance on making acknowledgment programs

one can use the Developing a Recognition Program guide. This should include the goals and

mission along with a clear statement that should have the clear reasons and purpose for the

managerial training. The statement should state the purpose and reasons for the program.

Furthermore the listing of the particular projects and applies that have been chosen for

recognition to improve employee inspiration which should include: A statement of why the

employee should qualify for the recognition or award (must be for more than one qualified

individual). Clear description of the acknowledgment, recognition or award criteria (of the

action or achievement being achieved) must be provided. A clarification of the selection

criteria used to choose the employee needs to be vibrant. A description of the

award/acknowledgement itself includes; the total amount of grants, allowable in a given year,

the course of events for which the project will be set up, either continually or for a specific

period.

To assess the effectiveness of Managerial training, ‘Training Questionnaire: HR

Assessment’ by The Inside Coach (2010) has been used in the study. In this research the
conceptual framework has been used for the persistence of the study. In the conceptual

framework diagrams are used that can elaborate the relationship between different activities

along with the aims and objectives. This framework helps in the achievement of the aims and

allows one to reach the main goal of the study. The Training Questionnaire that has been used

for this study, the resulting framework has been used to assess the accomplishments in the

aim level.

Using this research in comparison with the above-mentioned Training Questionnaire,

this study provides a comprehensive literature review, which provides the concept of

sustainability that is an important factor when it comes to effective managerial training. This

study uses the conceptual theory, which is the base of the study that further demonstrates the

link between the optimism in accordance with managerial training effectiveness. The

approach which is best suited for this study is the conceptual theory framework.

4.3 Framework

In this research, a logical framework was used. This logical framework offers a linear

or logical clarification of the relationship among inputs, outcomes and other diverse criteria

according to the aims. This framework outlines the activities or inputs that are essential to

carry out in order to get the desired results. The research framework was used for monitoring

the activities that could be carried out in different stages. Now for this research, the

framework shows that it suitably matches the goals of the research. In the framework,

diagrams are used that demonstrate the relationship between the individual and the

organizational along with other factors that can influence the results of the program. This is

the most suited framework that proves it is to be helpful in the achievement of the aims and

objectives of a particular thing. In this study, the conceptual framework can determine the

factors of managerial training effectiveness that will influence the outcomes and how they
can be managed so that the results will meet the required outcomes. This framework is useful

because it does not focus on the basics of monitoring and also does not evaluate the activities,

but rather focuses on factors that can help to achieve the desired results.

In this study, it was explained that the managerial training from internal and external

perception along with a view of the process. In this research there are four theories that were

focused in comparison with the study, which was based upon the resource overview of the

organization, strategy structure performance framework, social network analysis and the

transaction cost economies. The research shows that a process integration theoretical

framework has been developed.

4.4 Suggestion to increase optimism

Spot honours and different sorts of financial recommendations must be judiciously

regulated in times of monetary test. At the point when a division implements its own

prize/motivator, this can exchange for cold hard currency acknowledgment of unique

achievements or commitments consistently. Such compensation could likewise enlarge yearly

execution grant instalments. Developing such a system requires naming someone as a power

endorsement, and the office’s criteria for getting a grant must be unmistakably conveyed to

all representatives ahead of time of execution, keeping in mind the end goal to guarantee the

arrangement is connected reliability.

Focus on the reports that show the area of the employee’s expertise that show

advancement toward the company’s objectives and shows evidence of the employee’s hard

work. Talk about this data with staff. Review the company’s mission, vision and objectives.

This gives employees and understanding of where their place is in the company, where they

are going, and an idea of how to arrive there. It is an important component to ensure that all
staff feels like a part of the organization. Communicate with staff every now and again. Offer

data being talked about at higher levels of the organization and different departments.

Coaching projects give viable opportunities and that gives an advantage to both

employees and the company as a whole. Coaching projects can be important tools in

enrolment, maintenance, information exchange, and professional advancement (Legge,

2005). Coaching can also add to the advancement of differences in an organization. Coaching

includes a tutor and mentee cooperating to help add to the mentee’s knowledge, aptitudes,

and capacities in a specific area. The tutor’s part is to serve as an instructor, mentor, and

consultant, and offer their understanding and experience.

Numerous improvement open doors for staff exist right in the company. Hierarchical

and Employee Development (OED) offers an assortment and it is a key factor to allow a

worker to go from essential PC aptitudes to basics of supervision at no expense to employees

or divisions (Legge, 2005). For those not able to go to a multi-day session, shorter

advancement workshops are introduced by experienced staff and are by and large 2-4 hours

long. These workshops shield such points as Emotional Intelligence, Customer Service, Time

Management, and Communication. For quite a long time, individuals have searched for

approaches to look into the human personality. The Greek rationalist, researcher and doctor,

Hippocrates stated that every single individual could be isolated into four particular identity

sorts. Genuine Colours is an instrument in light of the more present day Temperament

hypotheses created by David Keirsey (Keirsey and Bates, 1984; Neuhauser, 2002). It is

intended to help individuals perceive, acknowledge, figure out how to appreciate and

comprehend human practices to enhance compassion and correspondence in the working

environment. Personnel and Staff Assistance is a classified advising/counselling

administration intended to offer help to workforce. This can assist with many issues, which
may include depression, issue drinking, medication misuse, interpersonal clashes, vocation

investigation, and occupation-related anxiety. Administrations are free; six sessions for a

year. Point by point data is accessible on the Human Resources site. Respectability of

Expense gives direction of the costs from utilizing college stores.

CONCLUSION

In this research the main motive was to examine the influence of managerial training

effectiveness upon optimism among FMCGs and Pharmaceutical firms. In this research a

‘conclusive’ research design was used, to test hypotheses and then examine relationships that

have their importance. It is ‘causal’ in nature, to further determine cause and effect of the

relationship. This study includes’ probability’ sampling technique, with large and

representative sample of 300 Managers from different departments of FMCG and

pharmaceutical companies, selected by way of ‘stratified’ sampling.

In developing organizations of Pakistan, higher level of expectations kept on field.

Here we should understand what the factors behind an effective manager are and how to

assess the importance of an individual’s managerial skills. On the other hand it’s gradually

important that they possess sense of being encouraged by their manager. The previous studies

reveal that the organization of the coming era would be that one, which must be structured

around the forces of managerial effectiveness. As a consequence, it is understood that

working with a willing manager who stand up to the benefit of the organization is reliable.

As we conclude, the framework is intended to clarify the impact of this training in

terms of its competitive advantage and the performance of the organization along with

optimism.
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