Professional doctorates have been around for some time and closely aligned to practice therefore it is expected that doctorates obtained in this way should be utilised to make changes to practice on completion. Is this the experience of those who complete this doctorate or are their barriers that should be addressed at recruitment to ensure that employers are fully in support of their staffs that undertakes this course? Such support is crucial during implementation of the study findings.
Hi Winifred, let me see if I understood your point.
Organizations may choose to support selected employees to pursue their doctorate degree for the purpose of upgrading current systems following state-of-the-art methodologies and best practices which were gained during the doctorate studies.
Or
employees who decided to continue their education on their own and obtain their doctorate, will they be permitted to upgrade current systems using their newly acquired know-how.
IN the first case, the organizations plan for the change and utilize the newly acquired doctoral know-how, which was supported by the organization itself. The benefit is high because the chosen candidates had an excellent work record which was later complemented with their doctoral know-how, then such approach is capitalized upon for the good of the organizations' objectives.
As for case number two, the organization may or may not permit the doctoral person to utilize the newly acquired know-how much depending on the organizational culture and its approach towards change.
Hello Hussin I concur with your first response. The Doctorate of Professional Practice offers a win win! situation for the employee and employer. Investing in an excellent employee to gain this qualification benefits the company/organisation. This is a positive outcome for all concerned.
Thank you for your very valuable contribution.
I think there are two aspects to the professional doctorate. First and foremost it is a learning journey which should be valued in its own right. In other words, education should first be about the development of an individual apart from how it might future serve the organisation. It is unfortunate that the economic utility of education is often more highly prized than the learning. Secondly, the professional doctorate should be an opportunity for organisations to up-skill their workforce and from this perspective the doctorate should certainly lead to educational change. Of course there are many instances of individuals working for change within organisations being thwarted by the inertia which often accompanies organisations.
I agree with your comments Kevin, the educational journey of doctorates is life changing and empowering. This experience should not be undervalued at the expense of organisational demands. In an ideal world the two should compliment each other. Thank you for your contribution.
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