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A study of the media development section of ETD as a learning organisation
Author
Sarashini Thurairatnam
Supervisor
Chong, Keng Choy
Abstract
The action research study is an exploration of the officers' perception of the Media Development Section as a learning organisation. The focus of the study is team learning. This topic is examined by looking at the officers' perceptions of their own level of knowledge and skills, attitudes towards learning and the working situation prevailing in the Section. What the officers perceive to be the factors that promote or impede team learning and consequently what the Section Management Team can do to facilitate team learning are also explored in this study.
Data was collected through the administration of The Learning Diagnostic Questionnaire to examine the officers' perception of themselves as learners. Officers were also asked to complete The learning Organisation Assessment which examines the learning climate in the Section. The data collected from the 2 questionnaires was statistically analyzed.
A total of 65 sets of questionnaires were distributed to officers in the Section. However 6 sets of questionnaires were incomplete and were deemed as spoilt. The sample size for this study was 59 out of a total of 65 respondents.
The data revealed that the Section's LDQ scores for the dimensions Knowledge and Skills, Working Situation and Attitudes and Emotions indicate that officers are willing to learn and the environment does support learning. Officers who have worked 10 years or more in the Section obtained higher scores than their more junior counterparts for knowledge and Skills, Attitudes and Emotions and the LDQ mean sum. The scores indicate that officers who have longer in the Section are more willing and ready to seize opportunities for learning than their junior counterparts. However the Section's score for Working Situation lags behind those attained for Knowledge & Skills and Attitudes & Emotions. This is an indication that officers are more ready to seize new opportunities for learning than the current work environment is able to provide.
The LOA mean scores indicate a work environment that supports team learning. Officers with less than 10 years of working experience in the Section obtained obtained higher mean scores than their more senior counterparts. This indicates that the more junior officers perceive the work climate as being more supportive of team learning than officers who had worked 10 or more years in the Section.
Officers in the Section feel that they are encouraged to experiment and innovate and that they can turn to their colleagues for help. The also feel that the management implements strategies to encourage individual and group learning. However the work procedures in the Section are perceived to compartmentalize rather than coordinate the workflow in the Section.
A factor that was perceived as impeding team learning in the section was promote the positive. The Senior Management Team is perceived as not sufficiently acknowledging the efforts of individuals to learn. The perceived lack of affirmation may hinder team learning as officers may not be motivated continue learning and applying what they have learnt to work situations as they feel that they are not credited for the effort put in.
Data was collected through the administration of The Learning Diagnostic Questionnaire to examine the officers' perception of themselves as learners. Officers were also asked to complete The learning Organisation Assessment which examines the learning climate in the Section. The data collected from the 2 questionnaires was statistically analyzed.
A total of 65 sets of questionnaires were distributed to officers in the Section. However 6 sets of questionnaires were incomplete and were deemed as spoilt. The sample size for this study was 59 out of a total of 65 respondents.
The data revealed that the Section's LDQ scores for the dimensions Knowledge and Skills, Working Situation and Attitudes and Emotions indicate that officers are willing to learn and the environment does support learning. Officers who have worked 10 years or more in the Section obtained higher scores than their more junior counterparts for knowledge and Skills, Attitudes and Emotions and the LDQ mean sum. The scores indicate that officers who have longer in the Section are more willing and ready to seize opportunities for learning than their junior counterparts. However the Section's score for Working Situation lags behind those attained for Knowledge & Skills and Attitudes & Emotions. This is an indication that officers are more ready to seize new opportunities for learning than the current work environment is able to provide.
The LOA mean scores indicate a work environment that supports team learning. Officers with less than 10 years of working experience in the Section obtained obtained higher mean scores than their more senior counterparts. This indicates that the more junior officers perceive the work climate as being more supportive of team learning than officers who had worked 10 or more years in the Section.
Officers in the Section feel that they are encouraged to experiment and innovate and that they can turn to their colleagues for help. The also feel that the management implements strategies to encourage individual and group learning. However the work procedures in the Section are perceived to compartmentalize rather than coordinate the workflow in the Section.
A factor that was perceived as impeding team learning in the section was promote the positive. The Senior Management Team is perceived as not sufficiently acknowledging the efforts of individuals to learn. The perceived lack of affirmation may hinder team learning as officers may not be motivated continue learning and applying what they have learnt to work situations as they feel that they are not credited for the effort put in.
Date Issued
2000
Call Number
HD58.82 Sar
Date Submitted
2000