Running head: Comparison Matrix and Paper 1

Comparison Matrix Paper: Learning Organizations Chad E. Donley Grand Canyon University: RES-850 7/3/2013

LEARNING ORGANIZATIONS Table of Contents

Discussion4 Research Question...4 Sample Populations..4 Results..5 Conclusion...6 References8 Appendix: Comparison Matrix9

LEARNING ORGANIZATIONS Comparison Matrix Paper

Many organizations in both the private and public sector invest greatly in being a learning organization (LO) which are continually training their members and adapting to necessary change (Hunter-Johnson & Closson, 2012). In fact, the success or failure of an organization can be dependent upon the ability to develop and sustain the environment of a LO (Maniam, 2013). Through the implementation of the LO model, organizations become more like communities to which their members tend to feel a deeper sense of commitment (Senge, 1990). The purpose of this paper involves comparing three empirical studies on LOs and the resulting findings in the use of their research questions, sample population, results, ethical implications and conclusions. The first article, The Link between Managers' Career Success Perceptions and the Learning Organization authored by Vikineswaran A. Maniam (2012) was written to show how job satisfaction is related by managers in terms their own view of career success based upon their organization functioning as a LO. Although other studies have shown a positive link between career success and the learning of members in the organization they work for; the author felt that further empirical evidence was need to enforce this link. Similarly, article two, The Implementation of Learning Organization Elements and Their Impact towards Organizational Performance amongst NPOs in Singapore, was purposed by the authors, Md.Som, Nam, Wahab, Nordin and Mashkuri (2012), to study how Learning Organization Elements (LOE) are applied in an organization. However, unlike the first article, Md.Som et al. are only studying non-profit organizations (NPOs). They justify the need of their study based on a gap in the literature for research of this type among NPOs. The third article by Hunter-Johnson and Closson (2012) entitled Adult Educators Perceptions of Their Organization Promoting Learning Practices and Culture: A Caribbean Law Enforcement Context also examines the

LEARNING ORGANIZATIONS learning culture of an organization; however, unlike the other two articles, the authors focus solely on a law enforcement and the adult trainers perception of how their organization promotes the learning of its members. The context of this study was deemed crucial due to the

fact that in the context of a law enforcement organization, the ramifications of being a LO affects not only the organizations and its members but the community it serves in terms of how it solves and/or minimizes criminal activities. Discussion Research Questions Maniam (2012) used a one-shot study design incorporating a cross-sectional survey using quantitative techniques on data that had already been collected in a previous study. The questions the author presents are in support in of their stated hypothesis that a career success has causal effects towards the structure of the learning organization and vice versa. In a similar fashion Md.Som et al. (2012) asked questions based in support of their thesis, but more specifically they research questions that measure the performance of non-profit organizations in Singapore. They incorporated both surveys and interviews. Hunter-Johnson and Closson (2012) are much more specific in their research questions over the other two articles in the stating of their research questions contained within the purpose of their study. The has three very specific research questions which revolve around law enforcement adult educators (training instructors) perception of how their organization functions as a learning organization, how this is promoted in the individual, group and organizational level and if their distinction of their perception based on their own rank, years of service and/or gender. Sample Populations

LEARNING ORGANIZATIONS All the authors chose very different and very specific sample populations for their studies. Maniam (2012) used a selection of study population based on top two industries in

manufacturing and services sectors each in Kulala Lumpur and Selangor, Malaysia. The sample size was 600 managers and involved a total of 120 organizations. Md.Som et al. (2012) used self-administered surveys and in-depth interviews among a sample population of 60 non-profit organizations (NPOs) in Singapore. The group being studied by Hunter-Johnson and Closson (2012) was a Caribbean police department whose population consisted of approximately 2,500 police officers ranging in a variety of ranks and positions. Results Based on a study of the data already collected in previous research, Maniams (2012) findings supported the original hypothesis that there is a positive linear relationship between career success perception and the learning organizations. Md.Som et al. (2012) was successful in contributing to the knowledge and advancement of the current available knowledge about LOE and the performance of NPOs in this study. The main theme resulting from their study found that individual learning practices in both the formal and informal approaches seemed to enhance the overall organizational performance. Hunter-Johnson and Closson (2012) hope to determine the adult educators perception of learning practices, culture, and supports for continuous learning within the law enforcement setting and their findings produced good reliability. However, unlike the other two articles; Hunter-Johnson and Clossons (2012) ultimate findings were in the negative aspect. Their findings suggested that adult educators did not perceive their organization as a functioning LO. They further found that the training instructors do not perceive the organization as on that promotes continuous learning at an

LEARNING ORGANIZATIONS

individual level and finally that team level and gender did not have a significant impact upon the trainers perceptions of the organization functioning as a LO. Conclusion Maniam (2012) used the one-shot study design; these types of studies tend to be exploratory or descriptive in their nature. Therefore, it can only encompass so much because it is designed to look only at how things are now. This does not allow any sense of what the history may be and/or if there are any trends at work. concluded that managers feel that they are satisfied with their career and the success in their career does have a reasonably large and positive contribution on the holistic learning of the organization. Several implications were made by the author based on this conclusion. One, implication is that managers are more committed to the evolvement or development of their organizations as a LO based on their own perception of career success. Further, due to the highly subjective nature in the measurement of the learning organization element; organizations should restructure and be more objective in their learning process and have a way to record all forms of learning which resulted in successful executing of job related responsibilities. Thus, it could be suggested for future study to investigate how managers can operate as think tanks in their organization and be the catalyst for change amongst employees to facilitate them to measure their own job performance especially as it relates to the learning environment. Md.Som et al. (2012) concluded that the increasing demand for performance measures in NPOs demonstrated the need to function as a LO. They further conclude that a comprehensive approach is needed for a LO to be developed in a NPO and such a comprehensive approach would include knowledge sharing, team problem-solving and the implication of other LO practices. However, their study was limited due to the fact that measuring the area of

LEARNING ORGANIZATIONS performance of LOs in a NPO is very complex and therefore, they concluded that more studies are needed. Through a comprehensive literature review, the authors did recommend relevant performance indicators in both financial and non-financial aspects and thus suggest these performance indicators could be used for future study. Hunter-Johnson and Closson (2012) was limited by the interpretative method of their study and therefore can only encompass so much due to the fact that they were able to identify methods but made little to no effort to explain them. Due to their findings that educators in the law enforcement organization they studied, did not perceive their organization as function as a LO; the author conclude that these training officers may question their own effectiveness. They further conclude that their study would be of a benefit to any and all adult educators in different settings and fields where they feel their environment does not promote learning. The authors correctly assert that in law enforcement, and other organizations, it is the responsibility of the

adult trainer to improve the organization and continuously encourage and advocate learning at all levels. Therefore, the authors encourage future studies to explore how adult educators may design programs that can be profound enough and frequent enough to help bridge the gap left by the lack of learning practices which support learning transfer.

LEARNING ORGANIZATIONS References Hunter-Johnson, Y., & Closson, R. (2012). Adult Educators' Perceptions of Their Organization Promoting Learning Practices and Culture: A Caribbean Law Enforcement Context. Adult Learning, 23(4), 178-187. Maniam, V. A. (2013). The Link between Managers' Career Success Perceptions and the Learning Organization. Vilakshan: The XIMB Journal Of Management, 10(1), 67-78. Md.Som, H., Nam, R., Wahab, S., Nordin, R., & Mashkuri, A. (2012). The Implementation of Learning Organization Elements and Their Impact towards Organizational Performance amongst NPOs in Singapore. International Journal Of Business & Management, 8(12), 2-35. doi:10.5539/ijbm.v7n12p2 Senge, Peter M. (1990). The Fifth Discipline: The art and practice of the learning organization, Doubleday, New York.

LEARNING ORGANIZATIONS Appendix: Comparison Matrix

Article 1
Maniam, V. A. (2013). The Link between Managers' Career Success Perceptions and the Learning Organization. Title/Author Vilakshan: The XIMB Journal Of (s) Management, 10(1), 67-78.

Article 2
Md.Som, H., Nam, R., Wahab, S., Nordin, R., & Mashkuri, A. (2012). The Implementation of Learning Organization Elements and Their Impact towards Organizational Performance amongst NPOs in Singapore. International Journal Of Business & Management, 8(12), 2-35. doi:10.5539/ijbm.v7n12p2 http://library.gcu.edu:20 48/login? url=http://search.ebscoh ost.com/login.aspx? direct=true&db=bth&AN =77704068&site=edslive&scope=site

Article 3
Hunter-Johnson, Y., & Closson, R. (2012). Adult Educators' Perceptions of Their Organization Promoting Learning Practices and Culture: A Caribbean Law Enforcement Context. Adult Learning, 23(4), 178-187.

Persistent GCU library link

http://library.gcu.edu :2048/login? url=http://search.ebs cohost.com/login.as px? direct=true&db=bth& AN=86725607&site= eds-live&scope=site The author of this paper purpose to show how managers relate their job satisfaction in terms of prevailing career success perceptions on holistic learning at organization level. They build a strong case in showing that a relationship does exist between careers success perception and the evolving learning environment.

http://library.gcu.edu:20 48/login? url=http://search.ebscoh ost.com/login.aspx? direct=true&db=ofs&AN =83006039&site=edslive&scope=site

Purpose of the study

What is the authors rationale for selecting this topic? Does he build a strong case?

In this study, the authors purpose to investigate how Learning Organization Elements (NOPs) was implemented amongst non-profit organizations (NPOs) in Singapore. Md.Som et al. present a strong case by filling a gap in the study of learning organizations on non-profit organizations and how they can benefit from such an important process of organizational

Hunter-Johnson and Closson purpose this quantitative study to determine the adult educators perception of learning practices, culture, and support for continuous learning within a Caribbean law enforcement agency. The authors build a strong case and the necessity of this study through explaining ramifications of not promoting a learning environment and the development of its

LEARNING ORGANIZATIONS development.

10 employees which can have a direct impact on both the individual and the organization and at times even at the societal level especially in the law enforcement realm. The authors use three research questions to guide their study. R1: Do adult educators (training instructors) perceive their organization as one that promotes learning practices and culture? R2: Do adult educators (training instructors) perceive their organization as one that promotes learning practices and culture at an individual, group, and /or organizational level? R3: Is there a distinction in the perception of adult educators (training instructors) as it relates to the organization promoting learning practices and culture based on rank, years of service, posting and gender? Hunter-Johnson and Closson organize their literature review by explaining the increase in literature regarding the concept of learning organizations in the fields of Human Resource Development

Research Question(s)
What question(s) does the author present?

Maniam used a oneshot study design incorporating a cross-sectional survey using quantitative techniques on data already collected in a previous study. The questions the author presents are in support of their stated hypothesis that a career success has causal effects towards the structure of the learning organization and vice versa.

The authors ask questions based around performance measures of non-profit organizations in Singapore. They incorporated both surveys and interviews. Questions such as the importance of individual learning to the performance of NPOs were asked of interview respondents. They further asked question that were descriptive in analysis of clarity of the organizations mission and vision. Finally questions that were a descriptive analysis of leadership commitment and empowerment were asked of the respondents.

Literature Review
How is this organized? What are the main themes found in the review? Who are the main authors used?

The author organized the review of literature on learning organizations with the defining work of author Senge and through the five major elements

Md.Som et al. used their literature review as a means to address the ambiguity in the use of the terms organizational learning (OL) and learning organization (LO). They argue that the

LEARNING ORGANIZATIONS identified by author Moilanen. Further, review was provided on the relationship between career success perception and the learning organization from previous research by Vikinesaran, Jegak Uli & Sail. importance of becoming a LO is widely discussed and its organizational forms have been studied from various standpoints, but clarity between the LO and OL must be established in respects to the definitions. The main authors used include: Senge, Pedlar, Kramlinger, Marsick and Watkins, Skyrm, Armstrong and Foley and Moilane. The authors used selfadministered surveys and in-depth interviews among a sample population of 60 nonprofit organizations (NPOs) in Singapore.

11 (HRD) in organizations such as law enforcement. However, they discover a gap in that few studies focused on a learning organization from an international perspective. The main authors used include Weldy, Gillis, Song, Gorelick, Milton and April.

Maniam used a selection of study population based on top two industries in manufacturing and Sample Population(s services sectors each in Kulala ) Lumpur and What group(s) is/are being Selangor, Malaysia. studied? The sample size was 600 managers and involved a total of 120 organizations.
Limitations
What are the limitations of the study? Why can it only encompass so much?

The group being studied was found in a Caribbean police department whose population consisted of approximately 2,500 police officers ranging in a variety of ranks and positions.

One limitation of this study lies in the use of the one-shot study design; these types of studies tend to be exploratory or descriptive in their nature. Therefore, it can only encompass so much because it is designed to look only at how things are now. This does not allow any sense of

The limitations in this study are found in the area of performance measurements of LOs in NPOs are complex and there for the authors conclude that more studies are needed. Thus, they recommend a comprehensive literature review, relevant performance indicators (financial and non-financial) be

This studys limitations are found within its interpretative method. Their study can only encompass so much because their interpretative method identifies methods but does not explain them. However, the authors do encourage adult educators to design programs that can be profound enough and

LEARNING ORGANIZATIONS what the history may be and/or if there are any trends at work. conducted in the future.

12 frequent enough to help bridge the gap left by the lack of learning practices that support learning transfer. Hunter-Johnson and Closson concluded that adult educators (training instructors) do not perceive their organization as a learning organization. The original questions were answered in that the authors where able to determine the adult educators perception of learning practices, culture, and supports for continuous learning within a Caribbean law enforcement agency.

Results/ Conclusions
What did the author find through the study? Was the original question answered?

Maniams findings supported the original hypothesis that there is a positive linear relationship between career success perception and the learning organizations. The author further concluded that managers feel that they are satisfied with their career and the success in their career does have a reasonably large and positive contribution on the holistic learning of the organization.

Md.Som et al. was successful in contributing to the knowledge and advancement of the current available knowledge about LOE and the performance of NPOs in this study. Through these contributions, specific strategies were recommended to the NPOs towards becoming a LO. The authors concluded that a comprehensive approach is needed for a LO to be developed. The original question was answered and the authors found that individual learning practices, whether in the form of formal or informal approaches seemed to enhance the overall organizational performance.