IMPROVING ORGANIZATIONAL BEHAVIOR THROUGH THE USE OF THE BENEFITS OF EDUCATION EMPLOYEES

Education is the basis for employee development and career advancement, as well as preparation for doing future activities. Training and education are the acquisition of new practical knowledge and skills necessary for the operation, management, and organizational behavior according to the adopted rules, regulations, and standards. From there it can be concluded that this is a process of acquiring own or using other people experiences. The outcome of the training process is aimed at effectively applying the acquired knowledge and experiences in the performing of future activities. People as the potential of organizations represent its greatest creative power. Companies are increasingly investing in the education of their employees. The education of employees is a very complex process and requires quality realization of each individual phase. Training, greatly influences the performance of organizations if it is aligned with the strategic goals of the organization, if integrated in the function of human resources. Training can be an investment, not an expense if it is in detail planned and implemented. The analysis of the need for training and education of employees is the first step, and the transfer of the learned materials into the work environment is a crown to the overall educational process in the organization. It consists of the selection and motivation of the participants, planning and programming of educational contents, methods and evaluations. The application of education and knowledge, skills, capabilities for the workplace is determined through the evaluation of the trainings, also wheather there is an improvement of the performance and greater satisfaction of the employees, this certainly affects of the positive results of the organization in order to achieve a competitive advantage. In scientific and professional literature, three approaches to organizational behavior are most often mentioned: cognitive approach, behavioral approach and social learning approach. Cognitive approach historically is the oldest approach, it starts from the assumption that human behavior is predetermined by its personal characteristics and internal processes. The man is seen as a closed system whose behavior is not determined by external factors but internal factors. The cognitive approach starts from the assumption that human behavior determines the personal goals, or the internal human processes: expectation, belief, perception. From this approach comes an appropriate model of organizational behavior. The behavioral approach explores objective behavior and starts from the assumption that human behavior depends on the action of external factors. The man is seen as an open system, which establishes appropriate interactions with the environment in which it is located. Unlike the cognitive approach, which starts from the view that human behavior (thinking, reaction, action-activity, etc.) is predetermined by its personal characteristics based on genetic predispositions, experience and knowledge, the behavioral approach starts from the view that the behavior of employees in the organization is determined, most directly from the organizational factors (the nature of the work, the technique and technology, the personnel policy, the remuneration system, the organizational structure, etc.). The approach to social learning is the youngest approach to organizational behavior that starts from the assumption that human behavior is influenced by internal and external factors. The integration of cognitive and behavioral approaches and the approach of social learning stand for the position that human behavior is the result of his personal characteristics, internal processes and the reaction of the organism to external impacts-stimulants, or reaction to the working environment.