TRIPLE E TRAINING HOLDINGS

Every staff member in your company can benefit if they better understand the employer/employee relationship. An adult basic education and training programme can assist your employees in better understanding this relationship and can be uniquely designed to incorporate the policies and procedures of your business and industry. You, as the employer will also receive all the advantages of your employees knowing the internal logistics of your company and how to correctly communicate and address any concerns with you. This will save you time and money dealing with menial details as well as minimise or even prevent an employer/employee dispute from arising.

One of the most prevalent adult learning problems is that of fear of failure. People fear the unknown and for many adults it will be their first encounter with formal education. Others fear the classroom setup and humiliation that may go with it because of their previous learning experiences. Others fear failure. They have failed so many times in the past and walk into the classroom with a notion that they will once again fail and disappoint their employers, themselves and family. Triple e attacks adult learning problems at the root. We help adult workers to overcome fear by providing them with a fun, relaxed, and encouraging learning environment where they don’t have to compete against anyone, progress at their own levels, and have all the support they need to succeed.

Traditional educators always understood the notion of learning for its own sake as one of their vocation’s guiding principles. One learns a language or logical system because it stimulates the mind, they thought. Measurements of intellectual development prevailed. However, from the beginning, architects of South Africa’s sophisticated worker education classes program insisted growth rates and numerical indices of students’ achievement never would document the effectiveness of or prove the value of their instruction and activities. Workers and their employers had to see meaningful results. If a skill did not contribute to work, or if an alumnus of worker education could not apply a skill at work, the whole enterprise was worthless. Workers and managers demanded performance prove instruction’s effectiveness. All the collaborators in the nation’s system of worker education classesagreed, “The immediate value of the training program must be observable.” A principle so patently clear to businessmen revolutionized worker education classes.

In the southwestern United States, where managers speak English and workers frequently speak only Spanish, managers gain workers’ trust and loyalty when they become fluent in Spanish. In Quebec, Canada, where leaders speak English and workers typically speak French, leaders gain their employees’ respect and teams become more productive when leaders learn French. In South Africa, we reasonably can expect the same result: When managers and leaders learn Zulu through Zulu classes communicating clearly and effectively with their workers, confidence and productivity dramatically will improve.

In bilingual countries, people begin to understand that workers’ native language is their language of familiarity and English represents the language of power for workers. When a leader gives up the language of power, adopting the language of familiarity, he shows respect and understanding for the workers’ condition. Confidence soars and workers feel more ownership in their work. Taking Zulu classes provides huge psychological and financial benefits for managers.