The application of learning organization idea at Malaysian University · 2015. 3. 31. · Studies...
Transcript of The application of learning organization idea at Malaysian University · 2015. 3. 31. · Studies...
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The application of learning organization
idea at Malaysian University:
A case study of University Malaysia Pahang (UMP)
Dr. Aini Ahmad
Centre for Modern Languages & Human Sciences
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Content
• Introduction
• Learning organization (LO) in higher
education
• The understanding of LO
• UMP as LO
• Conclusion
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Introduction
• LO as an inspiring concept since early 90s to
both public and private sectors
• Examples of LO companies: Toyota, Apple,
Johnson & Johnson, Microsoft, Pizza Hut, Intel,
Disney, Dell
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Studies on LO
• Adoption of LO in various nation and
cultural settings – China (Elkin et al., 2009), Singapore (Retna & Jones, 2003).
– School (Agaoglu, 2006), university (Dill, 1999), academic libraries
(Abdullah and Kassim, 2008),
– Industrial organizations (Khadra and Rawabdeh, 2006) banking (Jamali
et al., 2009)
• Studies of LO in Malaysian context – multinational companies (Zahidul Islam et al., 2008)
– public company (Jassa, 2000; Sta Maria, 2003; Yusoff, 2005)
– private companies (Ng, 2008).
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Learning organization in higher
education
• Modern universities’ common attributes:
hierarchical structure, bureaucracy,
stagnant curriculum, financial policies, etc.
• Inflexible and resistance to change can be
disastrous in fast moving environment
• Most universities are not learning. They
are teaching organization and not a
learning organization (Friedman & Friedman, 2002)
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Many definitions - many
understandings
• Definition: – An organization that is continually
expanding its capacity to create its
future (Senge, 1990)
– an organization that facilitates the
learning of all of its members and
continuously transforms itself (Pedler
et al.,1991)
The understanding of learning
organization
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Understanding of LO
Although there are many definitions, there are
no contradicting meanings, the variations are
only in description and approach.
A typology of LO by Anders Ortenblad (2002):
a) organizational learning;
b) learning at work;
c) earning climate; and
d) earning structure.
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Initiatives by UMP to be a
learning organization
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UMP as learning organization:
1. Organizational learning
• The focus of organizational learning is
more on the knowledge storage of the
organization and that the knowledge
stored can be used and by its members.
• Each individual learns and store the
information and knowledge in the
organizational memory to be used later
and shared with all members.
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Cont.: E-Management
E-Management system • Integration
• Automation
• Artificial intelligence
• Paperless
• Dynamic
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• Double-loop learning is practiced
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UMP as learning organization:
2. Learning at work
• Learning at work implies the continuous
learning of the employees at their
workplace apart from the formal courses
and trainings.
• It is integrated with the daily working
activities.
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The e-community
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• Files and documents of all types are stored in Files Bank in e-
community portal for easy access. Accessible 24x7
• The e-forum provides opportunity for staff to discuss not only
working-related issue but other issue as well
• Staff are encouraged to learn, share and improve their
knowledge
• Knowledge sharing session every Monday morning
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Process Team
Business
Associates
Customer
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UMP as learning organization:
3. Learning climate
• LO facilitates the learning of all its members.
• The LO is where the learning activities are
always encouraged, promoted as well as
rewarded.
• Members of the organization are encouraged to
talk to each other, learn from each other and
have positive attitude toward learning.
• Learning becomes easy and natural with more
space and time for experimenting and reflection,
and tolerates failure
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• UMP has adopted the Total Quality
Management System to develop all
administration processes
• The top management involve actively in all
Process Team meeting
• Love et al. (2000) argue that organizational
learning can be realized by adopting and
implementing TQM in its totality
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KUKTEM Total Quality Organization
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UMP as learning organization:
4. Learning structure
• The learning organization is also understood as a flexible
organization
• The learning structure refers to the organic structure
which refers to the flexibility of a specific kind of
structure.
• Decentralized structure and empowered workers are
preferable in this aspect where the individuals need to
make their own decisions quickly
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…Learning structure
• At UMP, staff are equip with the understanding of university’s
core values;
– Strong bond with the Creator
– Steadfast in upholding shared principles
– Creative in making wise decisions
– Resolute in facing challenges
– Proactive in taking actions
• The core values are related to learning structure
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• Staff are expected to be able to take over each
other’s task. This was possible with the
implementation of TQO where a group of staff
develop together a process flow chart and
together they redesign and improve the process
during a series of presentation session.
• Comments, remarks and suggestion were
received from all staff category from various
departments.
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Conclusion
• Becoming a learning organization requires
lots of work and dedication, time, energy
and resources.
• Inability to preserve, unable to cope with
daily working commitment, lack of support
from the top and unwillingness to fully
commit to the idea can become a
hindrance in the journey to be a true
learning organization.
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Thank you
Aini Ahmad