Supporting continuous learning in a large organization: the role of group and organizational perspectives

Many organizations recognize the need to continuously adapt and learn in order to survive and remain competitive. Learning and therefore change in organizations is driven in two ways. First, there is strategically driven learning, motivated by high-level factors such as market changes, company mergers and newly emerging approaches to organizational management and workplace learning. These changes reveal themselves in the introduction of new training programmes, recruitment strategies and knowledge management methodologies. Second, there is local, continuous learning occurring from the ground up. This is revealed as workers become more adept at their job through experience and collaboration with colleagues. Continuous learning is more gradual and requires local autonomy. This paper describes an experiment in supporting local, continuous learning, and its dissemination, but driven by a strategic initiative of the organization. This work raised many issues concerning the difficulty of integrating local and global organizational influences on learning. We outline lessons learned and suggestions as to the extent to which it is possible to align continuous learning with a company-wide perspective.     

Transactive directories of organizational memory: Towards a working data model

Transactive memory system is a term from group psychology that describes a system that helps small groups maintain and use personal directories to allocate and retrieve knowledge. Such systems have been observed at the level of whole organizations, suggesting that they provide a means for conceptualizing the exploitation of organizational memory. In this paper, I describe a longitudinal investigation of a global engineering consulting firm in which I used inductive analysis of interview data to map and then develop a conceptual entity-relationship model of organizational memory. This model formed the basis for a transactive directory to facilitate knowledge retrieval and allocation in the firm.     

Ontologies application in organizational learning: A literature review

Although ontologies and organizational learning are issues that have been discussed for many years, there is not an approach on literature that gives an overview about how both issues have been applied together. This literature review has the objective of exploring how ontologies are being applied in the organizational learning process recently; as a consequence, only studies from the year of 2005 onwards have been searched. The identification process produced 353 papers from 11 different databases. After applying the exclusion criteria, the set was reduced to 11 papers, which clearly fitted to the criteria defined for accomplishment of the systematic review, which were then analyzed and classified. The papers have been classified according to the structure and level of the ontologies. Furthermore, the Information Technology (IT) used in conjunction with ontology was identified, as well as the way ontologies and IT can act as a means of facilitating the organizational learning process. It was observed that although ontologies are rather important, a very few number of researches have applied ontologies in the organizational learning processes. In a general way, ontologies and IT encourage the sharing of knowledge and formalization.     

Investigating organizational learning in eGovernment projects: A multi-theoretic approach

Organizational learning is essential during eGovernment implementation to leverage the benefits of such efforts. However, there is a lack of holistic understanding of organizational learning in IT-related change in public organizations. Motivated by such concerns, we construct a structurational framework that inter-relates elements pertinent to IT-related change from four theoretical perspectives: organizational politics, organizational culture, institutional theory, and organizational learning itself. Inter-relationships between elements of these perspectives are explicated through the notions of structures, modalities, and actions from structuration theory. Guided by the framework, we conducted a case study to examine the organizational learning occurring during a successful eGovernment project. The analysis indicates the inextricable interactions between elements from the different perspectives during the project implementation. The proposed framework offers both theoretical and practical benefits for understanding and facilitating organizational learning in eGovernment projects.     

Virtual organizational learning in open source software development projects

We studied virtual organizational learning in open source software (OSS) development projects. Specifically, our research focused on learning effects of OSS projects and the factors that affect the learning process. The number and percentage of resolved bugs and bug resolution time of 118 SourceForge.net OSS projects were used to measure the learning effects. Projects were characterized by project type, number and experience of developers, number of bugs, and bug resolution time. Our results provided evidence of virtual organizational learning in OSS development projects and support for several factors as determinants of performance. Team size was a significant predictor, with mid-sized project teams functioning best. Teams of three to seven developers exhibited the highest efficiency over time and teams of eight to 15 produced the lowest mean time for bug resolution. Increasing the percentage of bugs assigned to specific developers or boosting developer participation in other OSS projects also improved performance. Furthermore, project type introduced variability in project team performance.     

Effects of an ontology display with history representation on organizational memory information systems

Ontologies, as a possible element of organizational memory information systems, appear to support organizational learning. Ontology tools can be used to share knowledge among the members of an organization. However, current ontology-viewing user interfaces of ontology tools do not fully support organizational learning, because most of them lack proper history representation in their display. In this study, a conceptual model was developed that emphasized the role of ontology in the organizational learning cycle and explored the integration of history representation in the ontology display. Based on the experimental results from a split-plot design with 30 participants, two conclusions were derived: first, appropriately selected history representations in the ontology display help users to identify changes in the ontologies; and second, compatibility between types of ontology display and history representation is more important than ontology display and history representation in themselves.     

Opening organizational learning in crisis management: On the affordances of social media

Research on the role of social media in crisis management has led to a deeper understanding of their affordances. This research, however, is fragmented, with a primary focus on crisis response. We lack a clear conceptualization of the affordances that social media offer by learning from them to prepare strategically for crises. Based on a systematic review of 128 papers, we inductively build a framework of social media affordances for organizational learning in crisis management. We discuss their role and interplay in strategic crisis management, focusing on organizational crisis learning, and outline avenues for future research based on this foundation.     

Managing information systems for effectiveness and humanity: Applying research on organizational behavior

A key problem of managers is determining how to manage their professionals for both effectiveness and humanity. Discussion begins by taking a close look at the nature of the problem, to sort out its causes; then it is turned around and viewed as an opportunity. Drawing on recent research in organizational behavior, several strategies for change are recommended. The concept of a psychological contract is introduced as a new perspective of the relationship between the organization and its employees. This suggests that, within , the only way to achieve long-term effectiveness is by managing with a sense of humanity toward employees.     

Managing organizational identity in the e-commerce industry: An ambidexterity perspective

In the e-commerce industry, organizations should maintain an enduring and stable organizational identity to gain long-term success while also adapting quickly to the increasingly volatile environment in order to ensure profitability and survival. These ongoing paradoxical challenges concerning the management of organizational identity have been left unaddressed in existing literature. Drawing upon the literature related to organizational ambidexterity and organizational identity, this paper proposes two theoretical frameworks for systematically examining the ways in which organizations, especially those in the e-commerce industry, should manage their organizational identities by leveraging four balancing forms of organizational ambidexterity. Based on these two models, we comprehensively analyzed the case of D.com, which is China's most successful online ticket vendor. Our study not only contributes to the field of knowledge surrounding organizational identity and ambidexterity but also provides a detailed means for practitioners to manage organizational identities at both the strategic and operational levels within the e-commerce industry.     

AiOLoS: A model for assessing organizational learning in software development organizations

ContextIn an industry in which technological developments are rapid, in order to keep up with the continuously increasing competition and to obtain competitive advantage, the software development organizations (SDOs) need to obtain the correct knowledge, use it efficiently and pass it to future projects evolving it accordingly.ObjectiveThe main aim of this paper is to propose a novel model, AiOLoS, for assessing the level and characteristics of organizational learning (OL) in SDOs.MethodThe primary contributions of this two-legged AiOLoS model are the identification of the major process areas and the core processes that a learning software organization (LSO) follows during its OL process and to provide the necessary measures and the corresponding definitions/interpretations for the assessment of the learning characteristics of the SDO. The research is supported with a multiple case-study work to identify the mapping of the core processes and the applicability of the AiOLoS model to SDOs, its utilization as a tool for assessing OL and providing a basis for software process improvement (SPI).ResultsThe case studies have shown that not only the AiOLoS measures are applicable to SDOs but also that they measure in great extent the actual OL that is realized in the organization and that the major process areas and core processes are actually related to the OL process of SDOs.ConclusionAiOLoS has been designed to provide a starting point for the enhancement of OL capabilities of SDOs, which in turn should provide a basis to conduct SPI activities. Therefore, it is also important to investigate a possible binding of AiOLoS to SPICE and the inclusion of a maturity dimension to AiOLoS.     

A new modeling approach investigating the diffusion speed of mobile telecommunication services in EU-15

The objective of this paper is to investigate the impact of the time-delay effect on the diffusion of mobile telecommunication services in EU. It has been proved from several studies that the time-delay between the awareness and the adoption phase of mobile services-potential users determines the speed of the mobile telecommunication service diffusion and can be used effectively for ranking or cluster purposes in cases when the diffusion of a new product in different countries is studied. The proposed modeling approach originates from the well-known logistic model where it is assumed that the ordinary contagion process does not take place instantly but after some certain amount of time. A proper modification of the proposed model described by a time lag ordinary differential equation can be solved analytically and its properties for several parameters’ combination are investigated. Moreover, a new diffusion speed index is proposed and the correlation between the time-delay index and the proposed diffusion speed index is examined. Finally the model is applied to real data concerning the mobile services diffusion in 15 counties of EU from 1990 to 2002. Based on the estimated parameters of the model produced for each country a ranking and a clustering of the EU countries based on their derived diffusion speed and time-delay indexes are provided.     

Enterprise applications diffusion within organizations: A social learning perspective

We used a social learning explanation to explain the diffusion of an enterprise application (EA) within an organization. We viewed the implementation of EA as a pattern of key users’ behaviors to examine the effect of self-generated and external sources of influence. Such behavior is progressively developed over time. Our study was based on investigating two business areas in a single company. From our investigation, we determined that the key users’ behaviors toward EA diffusion were influenced by both cognitive factors and organizational stimuli. Although the organizational environment was similar for both sites, one area performed better than the other in diffusing the system.     

Managing emerging technology and organizational transformation: An acculturative analysis

From 1992 to 2005 Singapore National Library Board (NLB) successfully incorporated IT into its working procedures and customer service. The organization has adopted RFID and other technology applications; transformed its operating routines and provided access to millions of publications for its library users. A key issue in this transformation was how the organization managed its cultural change and took advantage of emerging technology. The success can be considered remarkable since, in the past, public libraries in Singapore have carried the stigma of traditional public sector organizations in tending to resist new technology. We examined the cultural changes resulting from introduction of IT in order to show how the Singapore National Library Board managed its employees’ adaptation to the new technology. A number of key factors emerged; these show how an organization can manage this type of cultural adaptation.     

An affordance perspective of enterprise social media and organizational socialization

In response to the challenge of socializing new IT employees, some IT departments are exploring the incorporation of enterprise social media (hereinafter ESM) as an informal organizational socialization tool. Because this is a relatively new phenomenon, little is known about how ESM facilitate employee socialization. In order to contribute to our understanding of how ESM affects employee socialization, this paper invokes a case study to explore how one organization’s implementation of an ESM for its IT new hire program influenced the socialization process and outcomes. To delve deeply into how the ESM influences socialization, we draw upon technology affordance theory to uncover the various first and second-order affordances actualized by different actor groups and the various outcomes resulting from the affordances. We then identify five generative mechanisms – bureaucracy circumvention, executive perspective, personal development, name recognition, and morale booster – that explain how the actualization of different strands of affordances by various groups of users produces eight different outcomes. Our results provide insights into the different affordances made possible by ESM in the context of a new hire socialization program and how these affordances have repercussions beyond those experienced by the individuals using the ESM. The results have important implications for new hire socialization and technology affordance research.     

Investigation of diffusion behavior and mechanical properties of Mg-Zn system

The growth kinetics, diffusion kinetics and mechanical properties of intermetallics in Mg-Zn binary systems have been investigated in this work. Four intermetallic compounds (IMCs) Mg₂Zn₁₁, MgZn₂, Mg₂₁Zn₂₅, and Mg₄Zn₇ have been observed in the Mg-Zn diffusion zone at the temperature range of 523–593 K. The square of thickness for IMCs diffusion layer increases linearly with time, which is consistent with the parabolic growth law, and also indicates that the growth of IMCs is controlled by diffusion. Growth constants and growth activation energies of Mg-Zn IMCs have been evaluated. Average effective interdiffusion coefficient of each phase has been calculated by the Wagner's method based on the concentration distribution obtained by EPMA. The diffusion activation energy has been estimated and compared with the available results. Finally, displacement-unloading curve measured by nanoindentation was used to estimate the hardness and Young's modulus to characterize the mechanical and creep properties of Mg₂Zn₁₁, MgZn₂, Mg₂₁Zn₂₅ and Mg₄Zn₇. The present results should be beneficial to the design and performance of Mg-based alloys.     

Espoused organizational culture values as antecedents of internet technology adoption in an emerging economy

Success of an organization, both in the public and private sectors, depends on increases in efficiency due to acceptance of information technology. This has focused attention on factors that influence individuals’ acceptance and subsequent use of information technologies in organizations using the unified theory of acceptance and use of technology (UTAUT) model. In this research, we investigate the role of espoused organizational culture traits as an antecedent to the UTAUT model. We found that espoused cultural traits influence users’ acceptance and use of the Internet technology in a government agency in an emerging economy, India.     

Perceived usefulness of podcasting in organizational learning: The role of information characteristics

Podcasting has been used widely to support individuals' learning activities. However, most of the research focuses its use in formal educational contexts. Little attention has been paid to the use of podcasting in organizational settings to support employees' learning activities. To address this gap, this research investigates employees' perceived usefulness (PU) of podcasting to facilitate their learning activities within organizational settings. Using a global company as the case study, the data collected through semi-structured interviews were analyzed using qualitative techniques. The study finds that the characteristics of the information delivered by the podcasts (i.e., information overload, information privacy, and information relevance) play an important role in shaping employees' PU to adopt podcasting for learning. Excitement toward the technology and tenure are also found to have an impact. In fact, contrary to prior findings, which showed the importance of emotions occurring during the use of technologies, towards their ultimate adoption, this study finds that emotions (excitement in our case) in anticipation of podcasting implementation plays a significant role in individual's PU towards adoption. Further, we develop a set of propositions to discuss the relationships between these factors and the PU of podcasting in organizational settings. Practical and theoretical implications are discussed.     

The effects of organizational learning environment factors on e-learning acceptance

Workplace learning is an important means of employees’ continuous learning and professional development. E-learning is being recognized as an important supportive practice for learning at work. Current research on the success factors of e-learning in the workplace has emphasized on employees’ characteristics, technological attributes, and training design elements, with little attention to workplace contextual effects. The study aims to investigate the impacts of organizational learning environment factors, including managerial support, job support, and organizational support, on employees’ motivation to use a workplace e-learning system. A model was proposed based on the expectancy theory of training motivation and the social influences and facilitating conditions in technology acceptance models. The model was tested on sample data collected from mainland China using Structural Equation Modeling and Moderated Structural Equation Modeling. The results suggested that employees’ perceived managerial support and job support had a significant impact on their perceived usefulness of the e-learning system for individual learning, and that perceived organizational support had a significant influence on the perceived usefulness of the e-learning system for social learning. Perceived usefulness for individual learning was found to completely mediate the environmental influences on individuals’ motivation to use the system, while perceived usefulness for social learning made partial mediation in the effects of the environmental factors on intention to use. In addition, perceived job support was found to have moderating effects on the relationship between employees’ perceived usefulness of the e-learning system and their intention to use the system. Consistent with previous findings, employees’ perceptions about the usefulness of the e-learning system have significant effects on their intention to use the system in the work setting.     

Contours of diffusion of electronic data interchange in Finland: Overcoming technological barriers and collaborating to make it happen

Electronic Data Interchange (EDI)—despite its basic simplicity—forms a complex and inter-organizational innovation. This necessitates multiple points of observation and the use of multiple theoretical frames in accounting EDI diffusion processes. Based on field study data we deliver a multi-level account of EDI diffusion in Finland. The study clarifies how factors located on three levels of analysis can be applied to understand the unfolding of EDI adoption in different organizational constellations, here called diffusion patterns. We examine three families of diffusion patterns: local dyadic patterns; industry-wide networks; and national initiatives. Overall we discern five distinct diffusion patterns. The analysis of the five patterns demonstrates that EDI diffusion is a complex interplay of organizational, industry and institutional factors. On the theory plane our study calls for the need to orchestrate multi-level approaches to study the diffusion of complex, and networked technologies.     

Fast incremental learning methods inspired by biological learning behavior

Model-based learning systems such as neural networks usually “forget” learned skills due to incremental learning of new instances. This is because the modification of a parameter interferes with old memories. Therefore, to avoid forgetting, incremental learning processes in these learning systems must include relearning of old instances. The relearning process, however, is time-consuming. We present two types of incremental learning method designed to achieve quick adaptation with low resources. One approach is to use a sleep phase to provide time for learning. The other one involves a “meta-learning module” that acquires learning skills through experience. The system carries out “reactive modification” of parameters not only to memorize new instances, but also to avoid forgetting old memories using a meta-learning module.This work was presented, in part, at the 9th International Symposium on Artificial Life and Robotics, Oita, Japan, January 28–30, 2004