Establishing Organizational Learning-Based System for Individual Using Self-Talk Therapy Approach: Case Study at Gula Padang Terap Sdn Bhd
This research investigates the elements that can encourage individuals to externalize and share tacit knowledge, which is critical in a continuous development of organizational learning-based information systems. To achieve this, self-talk therapy and proactive employee elements were utilized. The f...
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| Format: | Thesis |
| Language: | eng eng |
| Published: |
2012
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| Subjects: | |
| Online Access: | https://etd.uum.edu.my/3365/1/AKILAH_ABDULLAH.pdf https://etd.uum.edu.my/3365/2/AKILAH_ABDULLAH.pdf |
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| Summary: | This research investigates the elements that can encourage individuals to externalize and share tacit knowledge, which is critical in a continuous development of organizational learning-based information systems. To achieve this, self-talk therapy and proactive employee elements were utilized. The following objectives are proposed as a benchmark: (1) to develop the proactive employee elements in the respondents’ mindsets by using self-talk therapy training program; (2) to understand the roles of proactive employee elements in encouraging tacit knowledge externalization, sharing and documentation; (3) to investigate the roles of tacit knowledge externalization, sharing and documentation on a continuous information system (IS) database updates; and (4) to investigate the roles of IS database updates on organizational learning (OL). An in-depth case study approach was employed involving a manufacturing organization in Malaysia. The data was collected through interviews, observations, and documents review and analyzed using five-stage-hermeneutic analysis. The findings of this study indicated that the self-talk therapy training program were able to instill the proactive employee elements in the respondents’ mindsets. Being equipped with the proactive employee elements encourages the individuals to promote changes within their company. These elements in turn enable individuals to externalize, share and document tacit knowledge by producing ideas, actions, reactions and reflections. The documented tacit knowledge can be used to update organizational database. When the updated contents of organizational database are disseminated within the organization, a continuous learning is established. All these scenarios lead to the establishment of OL. This research offers a contribution to academic and business societies by presenting the elements that can encourage staff members to contribute inputs in terms of ideas, views or suggestions for OL-based IS development. This research also provides the decision makers with a platform that can reduce the dependency on the material rewards in motivating staff members. |
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