Amalan Organisasi Pembelajaran Di Universiti Utara Malaysia : Dari Perspektif Kakitangan
The purpose of this study is to identify and examine the characteristics of a ‘Learning Organization’ (LO) practised in Universiti Utara Malaysia (UUM). The study used a questionnaire called ‘Learning Organization Practice Profile’ (LOPP) which was developed by Michael John O’Brien (1994). A total o...
Saved in:
| Main Author: | |
|---|---|
| Format: | Thesis |
| Language: | eng eng |
| Published: |
2000
|
| Subjects: | |
| Online Access: | https://etd.uum.edu.my/156/1/ISKANDAR_BIN_JASSA_-_Amalan_organisasi_pembelajaran_di_Universiti_Utara_Malaysia_dari_perspektif_kakitangan.pdf https://etd.uum.edu.my/156/2/1.ISKANDAR_BIN_JASSA_-_Amalan_organisasi_pembelajaran_di_Universiti_Utara_Malaysia_dari_perspektif_kakitangan.pdf |
| Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
| Summary: | The purpose of this study is to identify and examine the characteristics of a ‘Learning Organization’ (LO) practised in Universiti Utara Malaysia (UUM). The study used a questionnaire called ‘Learning Organization Practice Profile’ (LOPP) which was developed by Michael John O’Brien (1994). A total of 322 sets of questionnaire was distributed to the UUM’s staff comprising both the academic and non-academic staff out of which 111 (34.47%) were returned, fully completed. They were then processed
and analysed using the ‘Statistical package for Social Science ’ (SPSS). The results of this study indicated that all of the 12 characteristics used by O’Brien namely ‘vision and strategy’, ‘executive practice’, ‘management practices’, ‘organizational climate’, ‘work structure and organization’ , ‘information flow’, ‘individual and group practices’, ‘work process’, ‘goals and feedback’, ‘training and education’, ‘reward and recognition’, and ‘individual and group development’ were practiced at an acceptable level suited to its environment. However, several characteristics such as ‘executive practices ‘, manager practices ‘, ‘work process ’ und reward and recognition’ which had obtained only a mean score of less than 4.5 each needed further attention by UUM’s top management. Overall, the study found that UUM had prepared a strong foundation towards making itself a ‘learning organization’. |
|---|