Learning in and from projects: the learning modes and a learning capability model

Abstract

The notion of ‘project delivery’ is well embedded in and across the management and organizational sciences literature – generating a narrative that reflects and recognizes the instrumental nature of projects and programmes in strategy execution. Project management, as a distinct and well-established body of research enquiry, has increasingly sought to focus our attention on the impacts of complexity, risk and uncertainty in projects; the corollary being a desideratum to strengthen our theoretical understanding of how insight and learning from projects may influence improvements to organizational efficiency. The wider literature suggests that organizational learning remains a challenging proposition, particularly in the context of organizations operating in environments of high complexity. In this paper, we enhance the conversation on organizational learning through a series of case studies, generating evidence of thirteen ‘learning modes’. The paper proposes that mature organizations tend to exhibit a greater number of learning modes and that there is a tendency to capture and socialize knowledge with a greater emphasis on the context of the learning situation rather than the learning artefact in isolation. The empirical evidence gathered in this paper forms the basis of a capability model, characterized by the thirteen modes of learning. The model intimates that learning occurs, and is more effective, when knowledge and information are enacted in practice through the learning modes which form a nucleus of the organizational learning capability. The research concludes with a 'call to action' that emphasizes the strategic importance of learning practices and routines in project oriented-organizations.     

Engaging leader – Engaged employees? A cross-lagged study on employee engagement

The goal of this study is to provide a cross-lagged examination of the relationships between engaging leadership, job resources and employee work engagement. We propose a mediation model and we postulate that engaging leadership can increase perceptions of three specific job resources (i.e. autonomy, support from colleagues and opportunities for learning and development) which theoretically correspond to the three facets of engaging leadership (i.e., inspiring, connecting and strengthening, respectively). Subsequently, in keeping with the extant body of Job Demands-Resources (JD-R) research, we link job resources to employee work engagement. Our hypotheses were tested on data collected at two time-points – T1 (N = 759) and T2 (N = 273) –from employees working for a hotel chain in the Netherlands. In line with our expectations, engaging leadership showed a significant cross-lagged relationship with autonomy and support from colleagues, but did not predict learning opportunities and work engagement across time. While we formulated specific hypotheses, we also tested reversed causation relationships. We found no direct effect from engaging leadership on employee work engagement, however, the reversed effect was significant; employee perceptions of engaging leadership were shaped by their own engagement experiences. Importantly, engaged employees at T1 reported more job resources at T2. By providing a cross-lagged examination of our model, we showed that engaging leaders as well as employees’ positive affective state of being engaged, are essential to shaping a resourceful work context. A comprehensive view on the triggers and outcomes of work engagement and engaging leadership is needed, as the traditional unidirectional cause-effect rationale fails to explain how these concepts relate to one another and to employee experiences of job resources.     

Institutional voids,international learning effort and internationalization of emerging market new ventures

Much of the existing scholarly works portray institutional voids (IVs) in emerging economies as impeding forces against the development of new ventures. However, little attention has been paid to how such voids generate positive outcomes in emerging market new ventures. Drawing on the institutional theory, we propose IVs as crucial enablers of new venture internationalization. In addition, we investigate both how and when IVs enhance the degree to which new ventures internationalize by examining international learning effort (ILE) as a mediator and two domestic market environmental factors (i.e., environmental dynamism and competitive intensity) as important contingencies. We test our moderated mediation model using primary data gathered from 211 new ventures from Ghana. We found that ILE mediates the relationship between IVs and new venture internationalization and that both environmental dynamism and competitive intensity moderate the indirect relationship between home-country IVs and new venture internationalization. We discuss the theoretical and practical implications of this study.     

Encouraging Creativity in the Social Work Classroom: Insights from a Qualitative Exploration

Creativity is vital to the learning process of social work students. Despite its importance, educators are still uncertain of ways to enhance creativity and translate it from classroom to practice. Therefore, this study examines social work student perspectives on ways to define creativity, infuse it into the classroom, and apply it as practitioners. This study qualitatively explores the open-ended insights of 37 social work students. Through an unguided semantic analysis and application of Kolb’s experiential learning theory, the following themes emerged: classroom, creativity, performance, activities, and ideas. These themes indicate that students believe that additional creative opportunities in their classrooms would eventually benefit them as practitioners. Further pedagogical emphasis on increasing student creativity through experiential learning activities would be beneficial.     

Social Work Field Educators' Views on Student Specific Learning Needs

Each year a significant proportion of students withdraw from placement in time to avoid penalty, while others fail. This article reports on a small field education research project that identified common learning issues for first placement students. Eighteen experienced supervising field educators (FEs), participated in semi structured focus groups, and identified repeat areas of difficulty in student learning that they had managed as supervisors. They also identified strategies that had been efficacious in supporting student learning. The research undertaken in 2010–2011 identified three specific themes relating to difficulties in student learning: specific student characteristics that required additional support; the university/FE partnership; student proficiency in using supervision. The findings suggest that a students' right to privacy must be considered in the provision of educational support, and that support is most effective when there is a strong partnership between the FE and university. In addition, further development of field education pedagogy may be needed to embed theory and skills related to the use of supervision and reflective learning.     

转型而不同调：晚清以来蜀中学人之经史观

晚清以来,我国学术研究的重心由经学转入史学,就是所谓“经学的边缘化与史学的走向中心”。在学术演变过程中,“蜀学”也发生了这一“转型”,但没有与学术“主流”同一步调地将经学“边缘化”。以廖平、蒙文通、李源澄等为代表的蜀中学人坚守经学在中国文化中的核心价值,把经学作为中国文化“根荄”的思想未尝有变,“六经皆史”的思想也始终未被他们接受,在经史之辩的积极回应中,彰显着“蜀学”的独特个性。     

Newsvendor Problems with Demand Shocks and Unknown Demand Distributions

In today's competitive market, demand volume and even the underlying demand distribution can change quickly for a newsvendor seller. We refer to sudden changes in demand distribution as demand shocks. When a newsvendor seller has limited demand distribution information and also experiences underlying demand shocks, the majority of existing methods for newsvendor problems may not work well since they either require demand distribution information or assume stationary demand distribution. We present a new, robust, and effective machine learning algorithm for newsvendor problems with demand shocks but without any demand distribution information. The algorithm needs only an approximate estimate of the lower and upper bounds of demand range; no other knowledge such as demand mean, variance, or distribution type is necessary. We establish the theoretical bounds that determine this machine learning algorithm's performance in handling demand shocks. Computational experiments show that this algorithm outperforms the traditional approaches in a variety of situations including large and frequent shocks of the demand mean. The method can also be used as a meta‐algorithm by incorporating other traditional approaches as experts. Working together, the original algorithm and the extended meta‐algorithm can help manufacturers and retailers better adapt their production and inventory control decisions in dynamic environments where demand information is limited and demand shocks are frequent      

Validation of the Learning Transfer System Inventory (LTSI) in the Korean corporate context

Lack of a valid instrument to measure learning transfer predictors has been the major obstacle hindering Human Resource Development (HRD) professionals from moving forward. This problem is one of the lingering HRD issues in South Korea, in which human resources have been strategically emphasized as a critical asset due to the scarcity of natural resources. To address this issue, this study aims at testing the validity and reliability of the data collected with the Korean Learning Transfer System Inventory (LTSI) Version 4. A sample of 753 managers from 16 Korean industries was divided into two subsamples for exploratory and confirmatory factor analyses. Reliability and the effect of common method variance on the factor structure were examined, with the results suggesting that the LTSI is valid for use in the Korean industry.     

Norms,status and the dynamics of advice networks: A case study

The issue of the influence of norms on behavior is as old as sociology itself. This paper explores the effect of normative homophily (i.e. “sharing the same normative choices”) on the evolution of the advice network among lay judges in a courthouse. 0020 and 0025 social exchange theory suggests that members select advisors based on the status of the advisor. Additional research shows that members of an organization use similarities with others in ascribed, achieved or inherited characteristics, as well as other kinds of ties, to mitigate the potentially negative effects of this strong status rule. We elaborate and test these theories using data on advisor choice in the Commercial Court of Paris. We use a jurisprudential case about unfair competition (material and “moral” damages), a case that we submitted to all the judges of this court, to test the effect of normative homophily on the selection of advisors, controlling for status effects. Normative homophily is measured by the extent to which two judges are equally “punitive” in awarding damages to plaintiffs. Statistical analyses combine longitudinal advice network data collected among the judges with their normative dispositions. Contrary to what could be expected from conventional sociological theories, we find no pure effect of normative homophily on the choice of advisors. In this case, therefore, sharing the same norms and values does not have, by itself, a mitigating effect and does not contribute to the evolution of the network. We argue that status effects, conformity and alignments on positions of opinion leaders in controversies still provide the best insights into the relationship between norms, structure and behavior.     

Thought on Normalixing Movement of Learning Leifeng in Colleges and Universities

大学生正处于世界观、人生观、价值观形成的关键时期，迫切需要先进典型的感召与引领、崇高精神的激励与熏陶。高校应结合当前学雷锋活动情况，创新学习教育内容，加强开展学雷锋活动意义、雷锋先进事迹和雷锋精神内涵的教育：采取丰富多彩的形式，在学习教育活动、校园文化建设和志愿者服务实践中，大力弘扬和积极践行雷锋精神；完善科学高效机制，构建和完善常态化组织领导、政策制度和科学评价机制，推动学雷锋活动常态化，使高校在学雷锋活动中始终走在全社会的前列。