Building Learning Organizations Research Articles

Craft development in learning organization (LO): economic approach

Purpose: The aim of the study is to show that the craft is a form of learning organization, which in its activity takes into account the aspect of continuous training of employees and improvement of all functional areas. Design/methodology/approach: The main approach and subject of the analysis was the level of knowledge and general theoretical and state-legal findings of the information available in the literature about the craft sector and the possibilities of developing and supporting enterprises in the SME sector. The basic research method was the use of desk research, and on the basis of the information collected in this way, an analysis of the possibilities and impact of support programs for the craft sector in Poland was conducted. Findings: The article presents the idea of a learning organization from the aspect of craft enterprise development, the process of knowledge building, and the assumptions and principles of using the Polish Craft Incubator Program. The main result of this study is to illustrate the situation with regard to craft enterprises and the possibilities of their development in the current socio-economic conditions. Research limitations/implications: The data and conclusions were drawn up on the basis of an overall assessment (analysis of secondary sources) and not on the basis of facts (primary studies). The prepared applications should be a prerequisite for further research in the field of crafts in Poland. Practical implications: An additional practical result is to indicate the possibility of using the Polish Craft Incubator program as a source of obtaining financial resources in the learning process. Originality/value: The value of the paper is to increase the awareness of owners of craft enterprises, by showing them the possibility of using new organizational concepts and government programs. The article has primarily educational value and is a general concept of stimulating creative action towards building learning organizations. The content of the article is addressed to craftsmen and all cooperating entities operating in the field of supporting crafts. Keywords: Learning organization, learning orientation, organizational learning, economic development, sustainable craft. Category of the paper: General review.

Predictors of Social Workers Attitudes Towards Evidence-based Practice: Self-determination and the Moderating Role of Organisational Learning

Abstract Social workers’ attitudes towards evidence-based practice (EBPA) are critical to evidence-based practice (EBP) implementation. However, current studies on EBPA have not yet established a theoretical framework based on the intrinsic motivations that underlie social workers’ attitudes. By applying self-determination theory, this study constructed an explanatory framework that focussed on intrinsic motivation and used organisational learning capability (OLC) as a moderating role. Furthermore, this study verified the constructed framework using data from the Chinese Social Workers Survey including 5,620 social workers from all provinces in China. The results showed that social workers’ professional autonomy, job satisfaction and professional competence had significantly positive impacts on their EBPA and that OLC played a moderating role in the relationship between social workers’ intrinsic motivations and their EBPA. These findings provide further insight into social workers’ EBPA. The practical implications include emphasising practitioners’ innate psychological needs, including the voice of service users and building learning organisations when improving social workers’ EBPA and implementing EBP.

Cultivating a learning culture in the US Navy

PurposeThis paper aims to explore the cultivation of a learning culture in the US Navy (USN). The intent of preparing and sharing this research is to reveal the particular challenges of developing learning organization capability in national security organizations. This paper believes this effort will contribute to the evolution and establishment of learning organization models that are replicable across and adaptable to distinct industrial settings.Design/methodology/approachSeveral efforts were explored and assessed by applying relevant research in the learning organization literature to trends in current organizational practice within the USN.FindingsRecent USN learning culture efforts align with the broader, multi-sector, global trend toward building learning organizations to develop people as a source of competitive advantage. This research reveals the trials of enabling learning organizations across large, hierarchical bureaucracies with substantial structural and cultural barriers. The myriad obstacles currently being addressed by the USN, both at an institutional level and at smaller organization and unit levels, can inform the development of learning cultures. In particular, this research highlights the need to align specific efforts to the appropriate level of the organization.Originality/valueThis paper contributes to the learning organization conversation by examining the associated challenges through a multi-level framework – top, middle and bottom.

Providing strategic leadership for learning: optimizing managerial coaching to build learning organizations

Purpose The purpose of this paper and the contribution to this special issue is to build on Kim and Watkins’ (2018) recent finding that ‘leaders mentor and coach those they lead’ is the item in the Dimensions of the Learning Organization Questionnaire (DLOQ) that is most highly-correlated with performance. Given the criticality of providing strategic leadership for learning and, more specifically, the consistent associations between leaders who mentor and coach and work-related performance outcomes, a better understanding of the associations between the learning organization concept and managerial coaching is warranted. Watkins and Kim (2018, p. 22) contend that ‘future directions for learning organization research include a search for the elusive interventions that would create a learning organization’. In response to this call for research, a research agenda for assessing managerial coaching as a learning organization (LO) intervention is proposed. Design/methodology/approach This conceptual paper briefly reviews literature on the learning organization and the DLOQ instrument, followed by a more in-depth review of the managerial coaching literature and suggestions for how future research could be conducted that more closely integrates these two concepts. Findings Existing literature suggests that to ‘provide strategic leadership for learning’, a dimension in the DLOQ, is one of the most pivotal dimensions for creating learning cultures that build learning organizations. Specifically, an item within this dimension, ‘leaders who mentor and coach’ has been recently identified as one of the most critical aspects associated with strategic leadership for learning. Originality/value The extant managerial coaching literature offers a solid foundation for more closely integrating and mainstreaming the developmental intervention of managerial coaching into learning organizations. Directions for future research that identifies fine-grained perspectives of the discrete facets of managerial coaching in learning organization contexts are suggested.

Knowledge Management Model for Nursing Services of Hospital

The purpose of this study is to produce a model that can be used as a reference by nursing managers in monitoring each action taken by nurses, updating Standard Operating Procedures (SOPs), and being able to assist the head of the room to share action expe riences between nursing staff. Nurses as nursing services implementers have different knowledge in carrying out nursing services, even though the nursing services provided are in accordance with existing procedures. This can occur due to several factors such as differences in a work period, experience habits, and knowledge from various seminar or training that have been followed by each nurse. The difference in knowledge will greatly affect the quality of nursing services to patients in hospitals, so that good and correct handling through nursing knowledge management will be very helpful in terms of managing the resources they have. The model used for knowledge conversion uses the Nonaka and Takeuchi models which consist of processes of socialization, externalization, combination, and internalization (SECI). The method used to monitor the actions taken by nurses on patients is the text mining method, in which the stemming process used the Nazief and Adriani Algorithm and in the analysis process using the Jaro -Winkler algorithm to measure the level of similarity of a nurse’s experience with Standard Operating Procedure (SOP). The results of this study are to recommend a model of knowledge management at hospital nursing services so that it can build learning organizations gained from sharing knowledge and experiences between nursing staff. The model is obtained by adopting the model presented by Nonaka and Takeuchi which is combined with the knowledge taxonomy of hospital nursing services.

Exploring linkages between unlearning and relearning in organizations

PurposeLearning, unlearning and relearning (LUR) has been preached as a panacea to organizations. Whereas, research on learning and unlearning has grown exponentially, relearning is still considered as an obscure concept. This paper aims to provide a new insight on organizational relearning and highlight its linkages with organizational unlearning.Design/methodology/approachThis study is based upon a systematic literature review of organizational unlearning and organizational relearning. Papers expounding upon relearning were carefully analyzed vis-à-vis organizational unlearning.FindingsOrganizational unlearning and organizational relearning assume a vital place in developing a learning organization. However, linking the two processes in a sequence tends to arouse certain conceptual difficulties. First, it is not necessary that relearning follows this prescribed ordering sequence. It is a process that can happen without prior unlearning. Second, based on the process model and multiple definitions of unlearning, the very purpose of organizational unlearning is to acquire new knowledge (relearning in literature). Therefore, in this sense, relearning seems to become a redundant concept and a neologism. As a result, this hampers the proper contextualization of relearning.Originality/valueThis paper attempts to expound upon the debate of organizational relearning and its interplay with organizational unlearning. As the concept of lifelong learning and building learning organizations assumes the center stage in contemporary organizations, it is suggested that unless the conceptual issues of related to LUR are not adequately addressed, academicians will naturally find it difficult to prescribe proper course of action to practitioners.

Softening the hierarchy: the role of student agency in building learning organisations

PurposeThe purpose of this paper is to explore the role of student agency in building learning organisations (LOs) based on a case study of a student learning community (SLC) model that incorporates learning-centred dialogue between students and teachers.Design/methodology/approachThe case study adopted a multi-phase design involving multiple perspectives. Data were collected using questionnaires and semi-structured interviews following student and teacher involvement in two classroom events and subsequent dialogic encounters.FindingsKey insights emerged demonstrating the value of the SLC model in creating conditions that support LOs by enabling pedagogical spaces where students and teachers learn together, as well as the need for this model to encompass marginal voices and negotiate alternative approaches to accountability.Research limitations/implicationsThis small-scale case study was based on a purposive sample of 10 teachers and 14 students from a single school setting in England. Therefore, there are limitations in generalising results to other contexts. Furthermore, the use of self-report measures to examine this case limits analysis of the case study conditions.Practical implicationsThe investigation provides insight into the implementation of this model through a consideration of teacher–student relationships, guidelines for dialogic encounters, training in student-led lessons and observations, as well as factors concerning the inclusivity and authenticity of this approach.Originality/valueGrowing interest in student agency emphasises the importance of further investigation into initiatives aiming to develop meaningful student involvement. This paper provides new perspectives on the insights generated by the SLC model in order to support the development of student agency models in other schools.

How chief learning officers build learning organizations

PurposeThis study aims to identify how and why chief learning officers (CLOs) build the learning organization. The study was undertaken in the conceptual framework of leadership and change by using the lens of the Marquardt Systems Model.Design/methodology/approachThis exploratory study used semi-structured interviews with 20 participants. The purpose of the interviews was to understand the themes and subthemes associated with how CLOs define and build the learning organization, as well as the activities and strategies they use to build a learning organization.FindingsFour major conclusions were drawn from the study: CLOs collaborate and encourage others to collaborate both within and outside of the organization; they assess and measure learning and development programs consistently; they seek and secure funding and resources; and they have a vision for the learning organization and realize that vision through strategy development and implementation.Originality/valueThis study is the first to provide comprehensive research on how CLOs build learning organizations, as well as the first to analyze this role using the Marquardt Systems Model.

Exploring the Role of Quality of Work Life in Building Learning Organization: Applied Study on the Jordanian Pharmaceutical Manufacturing Companies

The pharmaceutical sector is one of the most important sectors at the level of countries because it has a big role in the development and sustain of other sectors. Therefore, the aim of this study examined the role of quality of work life in building learning organization in the (16) Jordanian Pharmaceutical manufacturing companies. For the sample unit and analysis involved the employees selected randomly from the different areas in the target companies. In addition to, the researcher designed a questionnaire containing of (31) items to get the data required from respondents in order to attain study objectives. Moreover, the current study sought to explore the role of quality of work life in building learning organization in the Jordanian Pharmaceutical Manufacturing companies. The result of the current study found that the quality of work life have a positive impact on building learning organization in Jordanian Pharmaceutical manufacturing companies and the highest impact for job satisfaction, then safety and healthy work conditions whereas the work environment is the lowest impact. Therefore, the current study recommends that the Jordanian Pharmaceutical manufacturing companies should focuses on quality of work life and their dimensions like job satisfaction, safety and healthy work conditions and work environment to build learning organization and achieve a benefits bundle or mutual interests to both employees and organizations. On the other hand, the current study applied on Jordanian Pharmaceutical Manufacturing companies’ .Therefore, there is a need to conduct more study in the future because the result of current studies limited and narrow. And also there is a need to take other dimensions of quality of work life like adequate and fair compensation and the social relevance of work life. And conduct further future studies on other sectors such as hotel, hospital and tourism. Moreover, conducting comparative studies with others sectors such as banks and clothes manufacturing companies.

An Evidence-based Nursing Career Framework

The Institute of Medicine (IOM) Future of Nursing report 1 Institute of Medicine The Future of Nursing: Leading Change, Advancing Health. National Academies Press, Washington, DC2011 Google Scholar calls on nurses to take a greater role in America's increasingly complex health care system. The number of registered nurses (RNs) needed to care for an aging and medically diverse population is challenging existing care delivery models and resources. Nationally, health care organizations desire to employ a workforce capable of meeting current and future demands while reducing costs and increasing value of services. One way to architect innovative workforce management is to implement a formal career development framework that meets both current and future career needs for nurses. Career management programs are associated with cost savings related to recruitment and retention through affiliated increased professional satisfaction. 2 Philippou J Employers' and employees' views on responsibilities for career management in nursing: a cross-sectional survey. J Adv Nurs. 2014; 71: 78-89 Crossref PubMed Scopus (5) Google Scholar Higher employee engagement leads to higher organizational performance, which is critical for business success and sustainability. 3 Senge P The leaders new work: building learning organizations. Sloan Manag Rev. 1990; 32: 7-23 Google Scholar Nurses connect with their organization in a variety of ways: socially with one another, intellectually through job challenges, and culturally through the mission and values of the institution. 4 Becom A Kegerise R Employee engagement begins with an effective career framework. Workspan. 2014; May: 51-54 Google Scholar Affective and cognitive connection drives job embeddedness, which subsequently supports job satisfaction and reduced turnover. 5 Gilmartin MJ Thirty years of nursing turnover research: looking back to move forward. Med Care Res Rev. 2012; 70: 3-28 Crossref PubMed Scopus (53) Google Scholar , 6 Peltokorpi V Allen DG Froese F Organizational embeddedness, turnover intentions, and voluntary turnover: the moderating effects of employee demographic characteristics and value orientations. Organiz Behav. 2014; 36: 292-312 Crossref Scopus (81) Google Scholar , 7 Trybou J Maaike D Elke D Gemmel P The mediating role of psychological contract violation between psychological contract breach and nurses' organizational attitudes. Nurs Econ. 2016; 34: 296-302 Google Scholar Professionals have a natural desire to learn, which provides a key leverage point for organizational success. 3 Senge P The leaders new work: building learning organizations. Sloan Manag Rev. 1990; 32: 7-23 Google Scholar The Institute of Medicine (IOM) Future of Nursing report 1 Institute of Medicine The Future of Nursing: Leading Change, Advancing Health. National Academies Press, Washington, DC2011 Google Scholar calls on nurses to take a greater role in America's increasingly complex health care system. The number of registered nurses (RNs) needed to care for an aging and medically diverse population is challenging existing care delivery models and resources. Nationally, health care organizations desire to employ a workforce capable of meeting current and future demands while reducing costs and increasing value of services. One way to architect innovative workforce management is to implement a formal career development framework that meets both current and future career needs for nurses. Career management programs are associated with cost savings related to recruitment and retention through affiliated increased professional satisfaction. 2 Philippou J Employers' and employees' views on responsibilities for career management in nursing: a cross-sectional survey. J Adv Nurs. 2014; 71: 78-89 Crossref PubMed Scopus (5) Google Scholar Higher employee engagement leads to higher organizational performance, which is critical for business success and sustainability. 3 Senge P The leaders new work: building learning organizations. Sloan Manag Rev. 1990; 32: 7-23 Google Scholar Nurses connect with their organization in a variety of ways: socially with one another, intellectually through job challenges, and culturally through the mission and values of the institution. 4 Becom A Kegerise R Employee engagement begins with an effective career framework. Workspan. 2014; May: 51-54 Google Scholar Affective and cognitive connection drives job embeddedness, which subsequently supports job satisfaction and reduced turnover. 5 Gilmartin MJ Thirty years of nursing turnover research: looking back to move forward. Med Care Res Rev. 2012; 70: 3-28 Crossref PubMed Scopus (53) Google Scholar , 6 Peltokorpi V Allen DG Froese F Organizational embeddedness, turnover intentions, and voluntary turnover: the moderating effects of employee demographic characteristics and value orientations. Organiz Behav. 2014; 36: 292-312 Crossref Scopus (81) Google Scholar , 7 Trybou J Maaike D Elke D Gemmel P The mediating role of psychological contract violation between psychological contract breach and nurses' organizational attitudes. Nurs Econ. 2016; 34: 296-302 Google Scholar Professionals have a natural desire to learn, which provides a key leverage point for organizational success. 3 Senge P The leaders new work: building learning organizations. Sloan Manag Rev. 1990; 32: 7-23 Google Scholar

The Formation of Employee Retention Basing on Computer Communication Networks

Thanks to the big data, the information storm is changing our life, including not only the job environment but also the thinking paths. We cannot live without computer communication networks. It has opened major generational transformations, innovations on the thinking mode, as well as great business and management reforms. In view of the new generation staff, embraced in the computer communication networks, paying more attention to their career management, this study discusses their employee retention basing on the organizational effectiveness, which includes organizational career management and organizational support. It demonstrates that the new generation staff’s perception of organization career management reaches the middle level. Moreover, considering the impact of the organizational support, the organizational career management strengthens the positive effect on the employee retention. In addition, this study puts forward some suggestions, such as establishing a fair promotion system, improving vocational awareness, creating supportive work environment, building learning organizations and so on.

Professional ethics in the information age

PurposeProfessional ethics is explored with three main foci: a critique of codes of conduct and the value of creating a global code for information and communication technology (ICT); a critique of ICT professional certification; and the debate over whether ICT is really a profession.Design/methodology/approachThis is a conceptual reflection on the current state of the ICT industry internationally, informed by the literature.FindingsCompared to a mature profession, such as health, ICT is a young profession. This is evidenced in the disparity of domains of practice, the lack of agreement on universal values governing the industry and the ongoing difficulties in creating international certification.Originality/valueUntil now, there has been little recognition of the corporatisation of ICT professionals and the effect that has on their ability to engage in appropriate professional ethics. More research is needed to explore appropriate ways in which ethical behaviour can be encouraged in the corporate workplace, including how professional development can be strengthened through building learning organisations.

Spiritual development – a missing and powerful leverage when building learning organizations

PurposeThe purpose of this paper is to examine and discuss the role that spiritual development plays in the development of learning individuals and organizations. Spiritual development has been examined though the lens of various meditative practices (such as transcendental meditation, mindfulness and flow) and religious indoctrinations (such as Hinduism and Islam).Design/methodology/approachPossibilities of developing learning individuals and learning organizations have been examined by reviewing the benefits of meditative practices and core beliefs of several religious indoctrinations. The findings have been discussed and put into context of the desired learning organizations characteristics, especially from the perspective offered by Peter Senge.FindingsThe presented discussion points to the conclusion that spiritual development, either by practicing certain meditation practices or by implementing core values of different religious indoctrinations, can be considered as a missing and a powerful leverage when developing learning organizations. Spiritual development of individuals might be the missing link or the Holy Grail which could make the learning organizations, as defined by Senge, not only logical and desirable but also attainable.Research limitations/implicationsIn this paper, other religious indoctrinations and their correspondence with the learning organization philosophy, besides Hinduism and Islam, have not been considered.Practical implicationsImplications for practitioners, especially managers, have been identified regarding recommendations for designing working environments that would enable space and time for practicing meditative practices. Implications for raising the level of consciousness have been identified for individuals striving to enliven their state of being and hence improve their creativity and motivation, as well as the inner sense of serenity and well-being. Suggestions have been provided for practitioners in the academic environment regarding the need to introduce the benefits of raising the level of consciousness to their students.Social implicationsRaising the level of consciousness and developing spirituality can have tremendous positive social implications in terms of improved health, ethical and moral conduct, social relations, creativity, productivity and general welfare.Originality/valueBy comparing the benefits of raising the level of consciousness by practicing meditation and reflecting on religious core values and beliefs with the desired learning organization characteristics, it becomes clear that individual spiritual development is the missing link when building learning organizations.

The genie in the learning organisation? The experience of using multi-level action learning at the Leadership Foundation

Purpose – The purpose of this paper is to examine the working practices and outcomes of an action research project in a specialist organisation engaged in the field of leadership development. The intention of the project was to enable the company involved to become a stronger learning organisation at a time when it was developing a future strategy. Design/methodology/approach – The paper uses a case study approach to describe and analyse a three-stage process involving the use of a focus group, organisational climate survey and voluntary action learning sets. Interviews with participants are analysed thematically in order to assess the impact of the action research project on the organisation’s culture. Findings – Participation by the majority of the Leadership Foundation’s staff in action learning and related opportunities for feedback within the organisation helped move its culture towards wider participation in strategy development and a whole organisation approach to working. Other organisations wishing to build collaborative working cultures can learn from the implications of the project, particularly those concerning the need to attend to the intended outcomes of action learning and the role of skilled, critical facilitators in action learning processes. Originality/value – The paper is innovative in that it explores practitioner-led action research work in a setting of leadership and organisational development. It will interest leaders and managers who seek to build learning organisations, as well as organisational developers with an interest in enhancing the impact of action learning.

The links between just-in-time practices and alignment of benchmarking performance measures

Purpose – The purpose of this paper is to examine if there are links between just-in-time (JIT) practices and consistency of benchmarking performance measures at various levels of organization. Design/methodology/approach – A set of ten hypotheses were used to examine the differences between traditional and JIT organizations in the effectiveness of benchmarking performance measures. A questionnaire-based survey data were used to test the hypotheses. The target population was manufacturing firms in Midwestern US; the sample covers organizations in a variety of industries. Out of 91 completed surveys received, 84 surveys were usable resulting in a response rate of 17 per cent. Out of 84 usable surveys, 33 organizations were grouped as JIT and 51 as traditional organizations. Findings – JIT organizations are better in recognizing external environmental factors, developing organizational core competencies, building learning organization through knowledge workforce, and using a broad and balanced mix of performance measures that are consistent with organizational strategy. Research limitations/implications – Research is general and not industry specific. Practical implications – Effective performance measurement is a critical element of organizational success. It requires a thorough understanding of organizational strategy and deployment of the strategy into consistent sub-strategies and action plans. Originality/value – The benefits of JIT principles go beyond inventory management. These principles can be applied to other areas such as effective performance measurement.

평생교육기관의 학습조직화를 위한 구성원의 다문화 수용성 탐색 : 무형식 학습과 집단지성의 연계를 중심으로

평생교육기관의 학습조직화를 위한 구성원의 다문화 수용성 탐색 : 무형식 학습과 집단지성의 연계를 중심으로

Case Study on Critical Success Factors of Running Scrum

Agile development 12 principles, and adaptive project management life cycle model are applied to case study of J group, the critical success factors of running Scrum are identified as follows: 1) explicit the process of project management and a self-managing group with Scrum; 2) professional agile development and release capability; 3) building learning organization. J group as a pioneer Scrum agile software development practices, realizes the productivity of significant promotion and cost reduction, accelerates the product to the market, improves customer satisfaction and achieves a more transparent development process and higher predictive capability. The study aims to improve the success rate of the running Scrum.

How can schools build learning organisations in difficult education contexts?

How can schools build learning organisations in difficult education contexts?

How can schools build learning organisations in difficult education contexts

There is paucity in the study of learning organisations within the education sector and particularly in schools working in difficult socio-economic contexts, such as those studied in this investigation. In this qualitative study I therefore sought evidence from teachers, in one of the districts of Gauteng province, through in-depth, semi-structured focus group interviews to establish what a learning organisation is. Using data obtained through two in-depth, semistructured focus group interviews with 16 teachers, themes were constructed to theorise their experiences on what a learning organisation is. The results showed that teacher commitment to personal learning enhanced student achievement. This study contributes to the understanding of theories on learning organisations from the experiences of these teachers working in disadvantaged townships schools. Keywords: change; collaboration; collective intelligence; continuous learning; effective teaching; knowledge management; learning organisation; shared values; systems thinking; teacher commitment

The effect of human resource practices on building learning organisations: evidence from Malaysian manufacturing firms

The current study attempts to examine the link between human resource practices and the efforts of building a learning organisation. This link has received very little research attention to date. In general, the statistical results obtained from 37 manufacturing firms in Malaysia indicate significant positive relationships between human resource practices and being a learning organisation. This study suggests that a learning organisation can be developed by rewarding desirable learning behaviours when individual performance improves. Subsequently, it also aids organisations in the design of a performance management scheme that supports the development of individuals in organisations.