In recent time, learning and teaching strategies have been significantly influenced by globalization. Latest technologies have altered how information is presented and how students interact with that information. Not only would educators have to cope with new technologies and a new generation of learners of different learning attitudes and styles but they also ensure that the learners are prepared to meet the 21 st century dynamic workplace needs. This papers findings indicates that lecture learning technique is still the popular learning method in institutions of higher learning but the technique does not adequately helping in preparing learners meet the demand and needs of 21 st century workplace. However, although learners suggested skills training, problem based, online and lecture techniques respectively as the best technique that can help learners meet the challenges of workplace is through using it was revealed that 60% of the learning is through lectures, 12% online learning, 10% problem solving and 6% skills based training. In overall learners support that hybrid of all four techniques as the best method to help them overcome challenges of workplace. The paper recommends that institutions of higher learning should adopt hybrid of learning techniques that will prepare learners meet the ever changing workplace needs, this can only be achieved through aligning the curriculum and techniques of delivery with current demands.

www.iosrjournals.org 54 | Page 2. Trust: Which describe the belief in the reliability, truth, ability, and strength of the words and matching them with deeds of members of the organization facilitates necessary risk taking to achieve success in the other climate factors. Good climate has been correlated with desirable outcomes like Job satisfaction, Confidence in management, affective commitment, intention to quit, emotional exhaustion, faith in organizational and performance. It is also linked with desirable behaviors like, risk-taking (strategic), departure from the status quo, open communication, trust, operational freedom, and employee development (Levy,2013).In contrast bad climate has been linked to turnover, stress, sickness, poor performance, error rate, wastage, accidents and the correlative of bad behaviors like, sabotage, absenteeism, go-slow and, bullying. The two conditions elicit different outcomes at the workplace. Bad climate bring forth, fear, crisis, anxiety, aggression, burnouts, turnover, politicking, hopelessness and stagnation among many others. On the other hand good climate bears respect, support, entrepreneurship, innovations, cooperation, high performance, profitable management practices, knowledge management and sharing, learning organization, readiness to change and openness. II. Conceptual Framework Source-AuthorOrganization climate can improve through perceived organizational support and supervisor support (Michele, 2010). Perceived Organizational Support effect to Organization climate Organizational climate is the general perception of the working conditions of an enterprise, including the level of motivation, innovation, trust, conflict, morale, rewards equity, leader credibility, and resistance to change. Organizational climate develops over many years and is affected by many factors and therefore cannot be changed by simply dusting off the top layer of discontent. Just as the most effective cleaning begins at the top and progresses downward, so must the measures that will make sweeping changes to the overall perception of the business. Michele (2011).Organization support in the following key areas can bear fruits of positive climate. a. Motivation Begins with Decluttering the WorkspacePerceived organization support through motivation of workers, workplace decluttering can make significant progress to improving the organizational climate. For example of workers desks are overflowing with paper, digitalize/automate the organization records. This will reinstate workers motivation as they easily access information with little effort. Michele (2011) b. Implement rewards equity to motivate employeesOnce you have removed the clutter as an obstacle to increasing productivity, the next step is to determine and implement policies that will motivate employees. As many theories regarding what motivates employees posits, workers respond differently when presented a list of performance incentives Maslow hierarchy of needs comes in to play. However, all workers will be more motivated if they be...

No abstract