Your attitude in the work place can be one of the most if not the most telling aspect of how

others in the
company look out and feel about you as a co worker stated by Mueller (2006). Your attitude therefore
will definitely define you personality according to psychology is made of the characteristics patterns. Of
thoughts, feeling and behaviors that make a person unique. In addition to this, personality arises from
within the individual remains fairly consistent throughout life. Experience and academic research has
shown that individual’s personality has his strong influence on how they work within an organization.
One’s image in the eyes of other people is important. If one is to represent a company and ended one’s
self, an image or orderliness is vital, to win confidence.

According to koontz (2007) many opportunities for development can be found on-the-job. Trainees can
learn as they contribute to the aims of the enterprise. However, because this approach requires
competent higher- level managers who can teach and couch trainess, there are limitation to do on the
job training. Planned progression is a technique that give managers a clear idea of their path of
development. They may be perceived be trainees as a smooth path to the top, but it really as a step by
step approach with requires that task to be done well at each level. Trainees learn about diffetn
enterprises functions by job rotation. They may rotate through : non-supervisory work, observation
assignments (observing what managers do, rather that managing themselves ) and therefore has
positive aspect and should benefits and trainees. “assistant – to” position are frequently created to
broaden the view point of trainess by allowing them to work closely with experienced managers who
can give special attention to the developmental need of the trainees.

On the job training is a never ending process. patience wisdom are required of supervisors, who can be
able to delegate authority and give recognition and praise for job well done. Effective coaches will help
develop the strength and potential of subordinates and help them over come their weaknesses. As
mentioned be on the job training is one of the most oldest and most type use of informal training. It is
considered informal because it does not necessarily occur as part of the training program because
managers or peers can serve as trainers. He further stated that if on the job traing is too informal,
learning will not occur. On the job training has several advantages over other training methods. It can be
customized to the experiences and abilities of trainers. Training is immediately applicable to the job
because OJT occur on the job highly motivated to learn. There are several disadvantages in the OJT
approach. Managers and peers may not use the same process to complete the task. They may pass on
the past habits as well useful skills. Also, they may not understand that demonstration, practice and
feedback are important conditions for effective on the job training .
Effective Ojt program include: 1. A policy statement that describes the purpose at OJT and emphasizes
the company support for it. 2. A clear specification of wwho is accountable for conducting ojt. 3. A
thorough review of OJT practices at other companies in similar industries. 4. Training of managers and
peers in the principles of structured OJT. 5. Availability of lesson plans, checklist, procedures manuals,
learning contacts and progress report forms for use by employees who conduct OJT. 6. Evaluation of
employees’ levels of basic skills before OJT. Principles of on the job training preparing for instruction 1.
Breakdown the job into important steps. 2. Prepare the necessary equipment, materials and supplies. 3,
decide how much tome you will devote to OJT band when you expect the employees to be competnend
in skills areas. Actual instruction 1. Tell the trainees objective of the task and ask them to watch you
demonstrate it. 2. show the trainees how to do it without saying anything. 3. Explain the key points or
behaviors. (write out the key points for trainees, if possible) 4. How the trainees how to do it again. 5.
Have the trainees do more single parts of the task and praise them for correct production. 7. If mistake
are made, have the trainees practice until accurate reproduction is achieved. Praise the trainees for
their success in the learning the task.

The same statement by ( gaudencio,2008) pointed out problem on interpersonal relationships between
students and supervisors during training, students and supervisors during training, students among the
problem which cam out in their study were some boss were not approachable that make students
hesistant to ask for help and they felt nervous while performi9ng the procedures etc.

Seingh (204) emphasized that in order to improves some experiences whether in the OJT or in the
classroom, it is necessary to understand the students, it is not advisable to criticize students for their
fault, much less cold them for their inadequacy, establish harmonious relationships and they shoulf be
supervised.

Local studies

Cristobal (2008) , conducted a study entitled “the on the job training program” of urdera city university.
The research respondent were student enrolled in the bachelor of science in comers, major in
management, management accounting, banking in finance, bachelor of science in the accountancy and
computer secretarial and who are currently enrolled in there practicum course S.Y. 2007-2008. The
respondents overall perception towards relevance and suitable along OJT are: 1.) the3 students
practices weighted mean of 2.94; 2.) The problem encountered by the students in the OJT program
were slightly serous as shown by the weighted mean 2.14; 3.) the problem encountered by the
supervisor in the OJT program was slightly serious as evidenced by weighted mean of 1.78; 4.) the
problem encountered by the instructor on OJT program were slightly serious as shown by the weighted
mean of 2.11according to crisdobal the OJT [program is a good program for augmenting the knowledge
skills and competencies of the task and activities included in the OJT routine that do not really require
the application ogf the higher knowledge, skills and competencies learned in the classroom. Initially the
respondeds are not familiar and have difficulties in using the modern divices and equipment use in their
OJT.

Mendoza as cited by Bahian (2008) asserted that the students level of achievement in signifanctly
related to the on the job training what student learn from the classrooms os what dthe student apply
during OJT. The school provided related instruction as related instruction and related skills. The role of
industries is to sharpen the student’s competencies and activities. Thus, cooperating industries should
provided the student trainees the necessary reserves needed to improved their performance level of
proficiency and specific skills and field of specialization technology at sorsogon state collage. In this
study he include the problems not by students along the in the job training. It was disclosed that non-
congruence between the required level of competence is an automotive technology of tihere in the job
work experience. The following are the problem encountered: 1.) lack of congruency between
competencies learned in automotivelearned in automotive. 3.) lack of coordination between ILDO snd
the partner industries