Most of the organizations have difficulties when embracing changes influenced by a high businesses competitivity environment.

One way to achieve this conveniently is by the use of training, which lets individuals make better decisions without the need to be receiving instructions, and lowering change resistance.

Learning is the transmission of accumulated experience and knowledge.

There are two cerebral hemispheres. The left one processes in a logical and ordered way, and the right one in a more simultaneous way, capturing the essence of things. Training programs should stimulate these both areas, not just one, through comprehensive training. By doing this, the student can be able to perceive the program as an appealing activity.

One way to achieve this comprehensive training is by following 5 pedagogic principles:

Participation - to actively do the task.

Repetition - to do the same thing many times until you master it.

Relevance - to make the topic really appealing to the student.

Transfer - to make the program coincide to the organizational objectives.

Feedback - to inform the students of their actual progress to motivate them.

Organizational change is not implemented until these improvement processes are spread to all hierarchical levels, from low to upper levels. So a personal experience may not end in organizational learning.

Organizational change can be stimulated by external factors (such as economic, political, legal, social and technological). These changes are so strong and complex that the organization can't influence them and so must adapt to them, or by internal factors such as changes on the organizational values or on the company structure.

A training program can focus on changing individual values or attitudes, so that they have an impact on the general organizational culture. It's indispensable that the organization, on its transition period, to maintain al individuals involved with updated information, because it's a natural worry for them to know how to solve problems that arise.

Change resistance is always present when change is wanted. Impulse forces flow in contrary direction to the restriction forces and with the same intensity. Depending on how changes are implemented these forces can be controlled and lowered. so if there is a heavy change resistance, it's a symptom that there is a bad change proposal.

The goal of a training program is to allow each individual to make the knowledge of his own, to use it in the future, achieving this by means of an adequate use of the pedagogic principles and not just by memorization, leading to a profound change in the way of thought that can be seen in his everyday life, be it inside or outside the company.