An exploration of the determinants of innovation:the top management team, organisational climate and organisational learning

Some researchers argue that the top team, rather than the CEO, is a better predictor of an organisation’s fate (Finkelstein & Hambrick, 1996; Knight et al., 1999). However, others suggest that the importance of the top management team (TMT) composition literature is exaggerated (West & Schwenk, 1996). This has stimulated a need for further research on TMTs. While the importance of TMT is well documented in the innovation literature, the organisational environment also plays a key role in determining organisational outcomes. Therefore, the inclusion of both TMT characteristics and organisational variables (climate and organisational learning) in this study provides a more holistic picture of innovation. The research methodologies employed includes (i) interviews with TMT members in 35 Irish software companies (ii) a survey completed by managerial respondents and core workers in these companies (iii) in-depth interviews with TMT members from five companies. Data were gathered in two phases, time 1 (1998-2000) and time 2 (2003). The TMT played an important part in fostering innovation. However, it was a group process, rather than team demography, that was most strongly associated with innovation. Task reflexivity was an important predictor of innovation time 1, time 2). Only one measure of TMT diversity was associated with innovation - tenure diversity -in time 2 only. Organisational context played an important role in determining innovation. This was positively associated with innovation - but with one dimension of organisational learning only. The ability to share information (access to information) was not associated with innovation but the motivation to share information was (perceiving the sharing of information to be valuable). Innovative climate was also associated with innovation. This study suggests that this will lead to innovative outcomes if employees perceive the organisation to support risk, experimentation and other innovative behaviours.

ALEX®: a mobile Adult Literacy Experiential Learning application

An alarmingly high number of adults in the world's most developed countries are linguistically functionally illiterate. The research presented in this paper describes ALEX©, an ongoing attempt to successfully develop an innovative assistive, mobile, experiential language-learning application to support the daily literacy education and needs of such adults, anywhere, anytime. We introduce a set of guidelines we have collated to inform the design of mobile assistive technologies, introduce our application and describe the design activities to date that have led to the development of our current application. We present this overview in the hope that it is useful to others working in the fledgling domains of mobile assistive technology design and/or mobile experiential language-learning technologies.

Dynamic learning as entrepreneurial action in the context of open innovation:an instrumental case from a communities-of-practice perspective

Recent scholarly discussion on open innovation put forward the notion that an organisation's ability to internalise external knowledge and learn from various sources in undertaking new product development is crucial to its competitive performance. Nevertheless, little attention has been paid to how growth-oriented small firms identify and exploit entrepreneurial opportunities (i.e. take entrepreneurial action) related to such development, in an open innovation context, from a social learning perspective. This chapter, based on an instrumental case-firm, demonstrates analytically how learning as entrepreneurial action takes place, drawing on situated learning theory. It is argued that such learning is dynamic in nature and is founded on specific organising principles that foster both inter- and intracommunal learning. © 2012, IGI Global.

Supply chain learning needs:towards a port community perspective

The traditional role of ports in the wider supply chain context is currently being subject to a process of radical review. In broad terms, the traditional model is being replaced by a model which focuses on higher value and more knowledge intensive activities. This trend requires a change in the way in which new knowledge and skills are developed by staff in companies of all kinds within port communities. Traditional models need to be re-evaluated to reflect the increasing importance of knowledge and skills acquisition, particularly in relation to the supply chain management (SCM) concept and the evolving role of information and communications technology (ICT) in improving supply chain capability. This paper describes the case of NITL’s Foundation Certificate Programme (FCP) learning programme with specific reference to its use in addressing some of current shortcomings related to supply chain knowledge and skills in port communities. The FCP rationale is based on the need to move from traditional approaches of supply chain organisation where the various links in the chain were measured and managed in isolation from each other and thus tended to operate at cross purposes, towards more cooperative and integrated approaches.

Putting supply chain learning theory into practice:lessons from an Irish case

The logistics service market is currently going through a fundamental transition. The development of closer relationships with customers and the continuous adaptation of products and services, represent potentially successful approaches to the development of improved competitive capability. To this end knowledge resources and learning processes increasingly represent key elements within the evolving framework of the 3PL business. This paper describes the case of NITL’s Foundation Certificate Programme (FCP) learning programme with specific reference to its use in addressing some of current shortcomings related to supply chain knowledge and skills in the Irish third party logistics (3PL) industry. The FCP rationale is based on the need to move from traditional approaches of supply chain organisation where the various links in the chain were measured and managed in isolation from each other and thus tended to operate at cross purposes, towards more integrated approaches.

TQM in e-Learning: a Self-assessment Model and Questionnaire

Organizations are seeking new, integrated systems that enable rapid changes through early identification of opportunities and problems, tracking of progress against plans, flexible allocation of resources to achieve goals, and consistent operations. Total Quality Management (TQM) is an overall business strategy. It means that all activities of the company will be focused on satisfying all stakeholders of the company. TQM can be realised by using the EFQM model. The EFQM model is a tool that organizations may use as a framework for self-evaluation that enables an organization to identify its strengths and areas for improvement and the extent to which its operations and results are in line with the characteristics of an excellent organization. We focus on a training organisation or to the learning department of an organization. So we are limiting the EFQM model to the training /learning activities. We can apply EFQM perfect on the level of an activity (business line) of a company. We selected the main criteria for which the learner can play the role of assessor. So only three main criteria left: the enabling resources, the enabling processes and the (learning) results for the learner. We limited the last one to “learning results” based on the Kirkpatrick model.

Adaptation and change in organizational learning research

To understand the role of organizational learning in the organization’s endeavor to overcome challenges, organizational learning research need to be spread out to the field of adaptation and change. This paper is the first part of a bigger empirical research, a literature review that examines the link between these topics and search for gaps in prior literature. However, these phenomena are closely related in the prior literature, the thinking about organizational learning is rather idealistic than reflective and there are still research gaps regarding the following questions: (1) Is there a need to examine internal organizational challenges from the organizational learning perspective? (2) How can the earlier organizational adaptation be characterized using the constructs of organizational learning? (3) Is the earlier adaptation process or organizational learning process always good and useful for the organization? Based on reviewing prior literature the author formulated an own organizational learning definition and identified future research directions in order to fill these gaps.

Organisation und Management von Weiterbildung und Lebenslangem Lernen an Hochschulen

Im Bund-Länder-Wettbewerb Aufstieg durch Bildung: offene Hochschulen fokussiert das Teilprojekt Organisation und Management der Universität Oldenburg Erfolgsfaktoren und Hemmnisse zur nachhaltigen Implementierung von Weiterbildung und Lebenslangem Lernen an Hochschulen. Im Spannungsfeld von Kulturen, Strukturen, Strategien und Interessen sowie den sehr spezifischen Governance- und Steuerungsstrukturen von Hochschulen stehen die geförderten Vorhaben vor besonderen Anforderungen, die mit klassischen Instrumenten des Projektmanagements allein kaum zu bewältigen sind. Die bei der Planung, Entwicklung und organisatorischen Verankerung von weiterbildenden Studienangeboten gewählten Lösungsansätze werden aufgezeigt und theoriegeleitet analysiert. Zudem unterstreichen Fallberichte ausgewählter Projekte die mit der nachhaltigen Implementierung von Weiterbildung und Lebenslangem Lernen an Hochschulen verbundenen Herausforderungen und zeigen mögliche Herangehensweisen auf.

Validation of the self-regulated online learning questionnaire

Abstract The number of students engaged in Massive Open Online Courses (MOOCs) is increasing rapidly. Due to the autonomy of students in this type of education, students in MOOCs are required to regulate their learning to a greater extent than students in traditional, face-to-face education. However, there is no questionnaire available suited for this online context that measures all aspects of self-regulated learning (SRL). In this study, such a questionnaire is developed based on existing SRL questionnaires. This is the self-regulated online learning ques- tionnaire. Exploratory factor analysis (EFA) on the first dataset led to a set of scales differing from those theoretically defined beforehand. Confirmatory factor analysis (CFA) was conducted on a second dataset to compare the fit of the theoretical model and the exploratively obtained model. The exploratively obtained model provided much better fit to the data than the theoretical model. All models under investigation provided better fit when excluding the task strategies scale and when merging the scales measuring metacognitive activities. From the results of the EFA and the CFA it can be concluded that further development of the questionnaire is necessary.

Organisatorische Umsetzung eines E-Learning-Konzepts einer Hochschule am Beispiel des Zentrums virtUOS der Universität Osnabrück

Die ELAN-Initiative des Landes Niedersachsen treibt zurzeit den vermehrten Einsatz moderner E-Learning-Konzepte in Form dreier Pilotprojekte mit dem Ziel voran, landesweit ein akademisches Kompetenznetzwerk aufzubauen. Sämtliche Hochschulen des Landes sollen von den Kompetenzen der jeweils anderen Universitäten und Fachhochschulen profitieren und die Lehre damit effizienter gestalten. Die an einem dieser Piloten beteiligte Universität Osnabrück nahm die Initiative zum Anlass, ein neues Dienstleistungszentrum zu gründen, dessen Aufgabe sich durch die Unterstützung der multi- und telemedialen Lehre definiert. Dieser Beitrag gibt einen Einblick in die Organisation dieses Zentrums, dessen Forschungs- und Dienstleistungen und zeigt die daraus resultierenden Vorteile auf. (DIPF/Orig.)

The introduction of e-learning in European universities: models and strategies

The aim of this paper is to present the models and the strategies of adoption of e-learning in a group of European universities, most of them located in the regions called “the four motors of Europe” (Baden-Württenberg, Catalunya, Lombardy and Rhône-Alpes) and in Switzerland. Our analysis focuses on four dimensions: the rationale behind the introduction of e-learning, the organisation of the activities and, in particular, the existence of a university centre for e-learning, the type of activities, and, finally, the type of public reached by e-learning. The majority of campus universities in our sample introduced e-learning to improve the quality of education of their students and, for the most part, as a support for existing courses. Some of the campus universities went even further insofar as they have introduced some online courses into their curricula. This has led to forms of cooperation where different universities share some of their courses. Finally, a small number of campus universities have included as part of their educational offer full distance degree programs which can be attended also by non residential students. The above cases show that there is no general move from campus universities towards distance education, but rather a more selective behaviour. Thus we conclude that e-learning, although it is undoubtedly spreading in both distance and presence universities, is not yet bringing fundamental changes in the institutions themselves. E-learning is at the moment integrated into the existing organization and educational offer. (DIPF/Orig.)