Can we use the learning behavior or orientation scale to measure the employee or knowledge-worker teaching behavior? is there any specific or general scale that can be adapted?
Phew, that's a tricky one!
All organisations aspire to being a learning organisation, but very few really fit comfortably into that category. It is very much a cultural thing and highly dependent on the leadership quality within the organisation. In my opinion, a learning organisation needs to also be an organisation where every person is a leader - that's probably the first step.
Leaders learn. I would start there when measuring teaching behaviour. It will be easier to measure how much someone has learnt than how much they've taught, in my opinion. Once the learning patterns have been identified, the teaching patterns will be an outcome of that learning. (Pardon the pun.)
I guess I'd think along the following lines: "What have you learnt today/this hour/this week?" "How did you learn that?" "What role did others in the organisation play in effecting your learning?" "Explain"
I hope that helps.
Sir I am very thankful to you for the very kind and the detailed answer. Actually, I am working on the Peter Drucker's theory 5th point that to increase the knowledge-worker productivity, there should be learning and teaching on part of the knowledge-worker. I may take your little bit more time in relation to the question posed. I think you have made a very good point. Regarding the learning, there are scale that measure the employee learning orientation that can be adapted. However, in regards to the measurement of the teaching behavior, yesterday I had an idea that teaching behavior can be equated to the knowledge sharing. To measure the knowledge sharing in terms of the formal and the informal knowledge sharing, there are many scale. Moreover, the teaching behavior can also be measured by adapting the relevant dimensions of the SECI model or the organizational knowledge creation theory of the Nonaka. What you say in this regard?
PLease check the attached file of the Drucker's article.
regards and the many thanks
Dear @Muhammad - that makes more sense and I think I understand the context of your question better. (I'm not an authority on this topic, but have quite a bit of experience in learning in the workplace and creating learning organisations.)
I can't seem to find your attachment - would you mind pointing me in the right direction then I'll have another look and comment.
Thanks.
Thank you sir. Please find the article here. Please read the 6 points on the page 7
Mr.Muhammad, This is the question posed by you. employee/worker teaching behavior in any form of the organization and to how measure this.
In this context, when you talk about an employee in an organisation, he will always a learner, only people with the learning skill can achieve success, whatever be the level. The quantity need to be measured is the attitude, it cannot be a general term as behaviour as specified by you.
There may be a lot of literature which can speak about different behaviours, identify the gap and measure a particular behaviour and do in depth study on that.
Hello , I am very thankful to you. Everyone talks in his perspective. I think I could not fully clear what my perspective is. I asked the question in the context of the Peter Drucker seminal article (page7). There he wrote that the individual learning and teaching both are equally important for the increasing one's own productivity.
regards
Individual learning and teaching are equally important, With this broader scope you will find it difficult to measure a particular variable. Learning and teaching together says Employees sharing of knowledge among each other.
I think now it makes more sense to me. and You gave me the great idea. Very very very thankful to you.
Before I was thinking to treat both variables in a composite manner.
Dear Muhammad Shujahat.
Hope these items may help you to measure the absorptive capacity of the organizations you want to study.
The search for relevant information concerning our industry is every-day business in our company
Our management motivates the employees to use information sources within our industry
Our management expects that the employees deal with infotmation beyond our industry
In our company ideas and concepts are communicated cross-departmental
Our management emphasizes cross-departmental support to solve problems
In our company there is a quick information flow, e.g., if a business units obtains important information it communicates this information promptly to all other business units or department
Our management demands periodical cross-departmental meetings to interchange new developments, problems, and achievements.
Our employees have ability to structure and to use collected knowledge
Our employees are used to absorb new knowledge as well as to prepare it for further purposes and to make it available
Our employees successfully link existing knowledge with new insights
Our employees are able to apply new knowledge in their practical work
Our management supports the development of prototypes
Our company regularly reconsiders technologies and adapts them accordant to new knowledge
Our company has the ability to work more effective by adopting new technologies
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