Propiedades de los materiales [34]

Future research needs to have a larger and representative sample of participants drawn from several different organisations. In addition, qualities and constructs examined enabled an inclusion of many different concepts inside of the organisation and it may be useful to focus only on themes that would expand the understanding of the relationship of informal learning with individuals and organisational contexts. In addition, future research should include longitudinal designs to permit examination of causal directions and reciprocal relationships. Incorporating measures of informal learning in the workplace at an individual, team and organisation levels would illuminate the link between various levels of analysis.

The study collectively shaped experiences of the participants in one workplace who have made visible some informal learning opportunities in that workplace. More research is required across the workplace to provide holistic representation of how co-workers learn and interact and add value at an individual, group and organisational level. Furthermore, research is required to examine the relationship between informal learning and business productivity. Informal learning is a strategy for organisations with long term values and vision for success (Cross, 2007).

Chapter 5 concludes this research study. The findings produced three salient themes that revealed the effectiveness of informal learning in the workplace; firstly, the current perceptions of informal learning, secondly, the sociocultural constructs that affects informal learning and thirdly, and the factors that influence the potential of informal workplace learning.

160 | P a g e

References

Alonderiene, R. (2009). Enhancing informal learning to improve job satisfaction Perspective of SMEs Managers in Lithuania. Baltic Journal of Management, 2010, (5), 257 -287

Amdin. (2007). Training Manual: Module 1 : The context of education, training and development practices. South African Management Development Institute (SAMDI) retrieved on April, 16 2012 from http://en.wikipedia.org/wiki/Informal_learning

Babbie, E., & Mouton, J. (2008). The practice of social research. 8th edition. Oxford Press: South Africa

Basim, H., Sesen, H., & Korkmazyurek, H. ( 2007), A Turkish Translation, Validity and Reliability study of the dimensions of the learning organization questionnaire, World Applied Sciences Journal, 2(4), 368-374

Beckett, D., &Hager, P. (2002). Life, work and learning: Practice in Postmodernity. Routledge International Studies in the Philosophy of Education 14, London and New York: Routledge.

Berg, S.A., & Chyung S.Y. (2008). Factors that influence informal learning in the workplace, The Journal of Workplace Learning, 20 (4), 229-244

Billet, S. (1995). Workplace learning it potential and limitations. Education and Training, 37(4) 20-27

161 | P a g e Billet, S. (2001). Learning through work: workplace affordances and individual engagement. Journal of Workplace Learning, 13 (5), 209-214

Billet, S. (2004). Workplace participatory practices conceptualising workplaces as learning environments. The Journal of Workplace Learning, 16(6), 312-324

Blom, R., Parker., & B. Keevey, J. (2007). The recognition of non formal and informal learning in South Africa. Country Background Report prepared for the OECD Thematic Review. Unpublished document. Johannesburg.

Boud, D. & Middleton, H.(2003). Learning from others at work: communities of practice & informal learning. Journal of Workplace Learning, 15(5), 194 -202

Bryson, J., Pajo, K., Ward, R., & Mallon, M. (2006). Learning at work: organisational affordances and individual engagement. Journal of Workplace Learning, 18 (5), 279-297

Burns, J.Z. (2008). Informal Learning and Transfer of Learning: How New Trade and Industrial Teachers Perceive Their Professional Growth and Development. Career and Technical Education Research, 33(1), 3-24.

Burns, N., & Grove, S. K. (2005). The Practice of Nursing Research: Conduct, Critique, and Utilization (5th Ed.). St. Louis, Elsevier Saunders

162 | P a g e Conlon, T.J. (2004). A review of informal learning literature, theory and implications for practice in developing global professional competence, Journal of European Industrial Training, 28 (2, 3, 4)283 -295

Connelly, F.M & Clandinin, D.J.(2000). Narrative inquiry. San Francisco: Jossey-Bass Inc.

Corbin, J., & Morse, J. (2003). The unstructured interactive interview: issues of reciprocity and risks when dealing with sensitive topics. Qualitative Inquiry, 9, 335 -353

Cresswell, J.W. (2003). Research Design: Qualitative, Quantitative and Mixed Methods Approaches. (2nd ed.). California: Sage Publications.

Cross, J. (2007). Informal learning: Rediscovering the Natural Pathways that inspire Innovation and Performance. San Francisco: Pheiffer

Cunningham, J & Hillier, E. (2013). Informal learning in the workplace: key activities and processes. Journal of Education and Training, 55 (1). 37-51.

Dale, M. and Bell, J. (1999. Informal Learning in the Workplace, DfEE Research Report No. 134, Department for Education and Employment, London, available at: www.dfes.gov.uk/ research/data/uploadfiles/RB134.doc (accessed 20 September2013)

Duke, C.E. (2009). Learning and Development in 2011: A Focus on the Future. Duke Corporate Education. Retrieved on March 10, 2012.

http:// www.dukece.com/papers-reports/documents/FocusFuture.pdf

163 | P a g e Edwards, C.P. (2002). Evolving questions and comparative perspectives in cultural/historical research. Human Development. 45, 307 -311

Elo, S., & Kyngas, H., (2008). The qualitative content analysis process. Journal of Advanced Nursing. 62 (1), 107–115

Enos, M.D., Kerhann, M.T., & Bell, A. (2003). Informal Learning and the transfer of

learning. How Managers Develop Proficiency. Human Resource Development Quarterly. 14 (4).

Eraut, M. (2004). Informal learning in the workplace. Studies in Continuing Education, 26(2), 247-273.

Eraut, M (2011). Informal Learning in the workplace: evidence on the real value of work based learning. Development and Learning in organisations, 25(5), 8-12

Evans, K., Hodkinson, P, Rainbird, H. and Unwin, L. (2006) . Improving Workplace Learning. London: Routledge

European Labour Force Survey (2004)

http://epp.eurostat.ec.europa.eu/portal/page/portal/statistics/search_database (Accessed on 24 October 2013) European Parliament (2004).

164 | P a g e Feldman, M.S., Skoldberg, K., Brown, R.N, & Horner, D.(2004). Making sense of stories: a rhetorical approach to narrative analysis. Journal of Public Administration Research and Theory, 14(2), 147 -170

Fenwick, T. (2010). Workplace learning and adult education . European Journal for Research on the Education and Learning of Adults, 1 (1-2), 79-85

Filstad, C. (2004). How newcomers use role models in organisational socialisation. Journal of Workplace learning, 16 (7), 396 - 409

Fuller, A., Ashton, D., Felstead, A., Unwin, L.,Walters, S., & Quinn, M.(2003). Final Report to the DTI.

Gaglio, B., Nelson, C., & King, D. (2006). The role of rapport: lessons learned from conducting research in a primary care setting. Qualitative Health Research, 16(5), 723 – 734.

Haralalka, A., & Tung, L.C. (2012). Why Strengths Matter in Training? http://gmj.gallup.com. Retrieved on April13, 2012.

Harrison, J., MacGibbon, L., &Morton, M.(2001). Regimes of trustworthiness in qualitatve research: the rigirs of receprocity. Qualitative Inquiry, 7, 323 -345

Hartas, D. (2010). Educational Research and Inquiry: Qualitative & Quantitative Approaches. London: Continuum International and Publications.

165 | P a g e Henning, E.H., Van Rensburg, W. & Smith, B. (2010). Finding your way in qualitative research. Van Schaik Publishers: Pretoria

Holloway, I. (1997). Basic Concepts for Qualitative Research. Oxford: Blackwell Science

Joo, B., & Ready, K.J. (2012). Career satisfaction The influences of proactive personality, performance goal orientation, organizational learning culture, and leader-member exchange quality. Career Development International, 17 (3), 276-295

Kang, M. & Kim, B. (2013). Embedded resources and knowledge transfer among R&D employees. 17(5), 709 - 723

Kyndt, E., Dochy, F., & Nijs, H. (2009). Learning conditions for non-formal and informal workplace learning. Journal of Workplace Learning, 21(5), 369-383

Le Clus, M. (2008). Affordances and Constraints of Informal learning in the workplace: A sociocultural perspective. Unpublished Doctoral Thesis, University of Murdoch

Le Clus, M. A. (2011). Informal learning in the workplace: A review of literature. Australian Journal of Adult Learning, 51(2),355-373

Lee, T., Fuller, A., Ashton, D., Butler, P., Felstead, A., Unwin, L., & Walters,S. (2004). Learning as work: Teaching and Learning processes in the Contemporary Work Organisation, Learning as Work Research Paper, 2

166 | P a g e Leedy, P.D., & Omrod, J.E. (2010). Practical Research Planning and Design (9th ed.), New Jersey: Pearson Education, Inc.

Lincoln, Y.S & Guba, E.G (1985). Naturalistic Inquiry. Newbury Park: Sage

Malcolm, J., Hodkinson, P. & Colley, H.(2003). The interrelationships between informal and formal learning. Journal of Workplace Learning, 15 (7-8), 313-318

Marsick, V.J., & Watkins, K.E. (2001). Informal and Incidental learning. New Directions for Adult and Continuing Education, 89, (25-34).

Marsick, V.J. & Watkins, K.E . (2003). Demonstrating the value of an organisation’s learning culture: The Dimensions of the Learning Questionnaire. Advances in the Developing Human Resources, 5(2). 132 -151

Marsick, V.J. (2009). Towards a unifying framework to support informal learning theory. research and practice. Journal of Workplace Learning, 21(4), 265-275

Maxwell, J.A. (2005). Qualitative Research Design: An Interactive Approach: Sage Publications

Mayring, P. (2000). Qualitative Content Analysis. Forum: Qualitative social research, 1(2)  

167 | P a g e Munro, A. J. (2011). Ethics and Design Research at South African Higher Education

Institutions: A prolegomenon. Paper presented at the Sixth International DEFSA Conference. South Africa.

Ospina, S. (2004). Qualitative Research. Robert. F. Wagener Graduate School of Public service, University of New York. London: Sage Publications

National Skills Development Strategy 111, South Africa, April 2011, publishing retrieved on the October, 24 2013

http://www.sasseta.org.za/content/tinymce/plugins/openfile/uploads/NSDS%203.pdf.

Parry, K. W. (1999). Enhancing adaptability: leadership strategies to accommodate change in local government settings. Journal of Organizational Change Management, 12 (2), 134 - 157 Patton, M.Q(1990). Qualitative evaluation & Research Methods (2nd ed.), UK: Sage

Publications

Rambau, S.T. (2005). Transfer of Learning: Constraints of experienced by Management Trainees in the Private Sector. Unpublished master’s Thesis, University of Pretoria, Pretoria

Rossman, G.B., & Rallis, S.F. (2003). Learning in the Field: An Introduction to Qualitative Research. (2nd ed.) Thousand Oaks, CA: Sage Publication

Saldana, J.(2009). The coding manual for qualitative researchers. Los Angeles: Sage Publications

168 | P a g e Schilling, J. (2006). On the pragmatics of qualitative analysis: designing the process for content analysis. Journal of psychological assessment, 22(1), 28-37

Sekaran, U. & Bougie, R. (2010). Research Methods for Business: A Skill Building Approach. (5nd ed.). USA: John Wiley & Sons Inc.

Silverman, M. (2003). Supoorting Workplace Learning: A background paper for IES Research Network Members. The Institute for Employment Studies

Sunassee, N.N. & Sewry, D.A. (2002). A Theoretical Framework for Knowledge

Management. In Proceedings of the 2002 South African Institute of Computer Scientists and Information Technologists Annual Conference, Port Elizabeth, South Africa, A.

DEVILLIERS, M. CONRADIE, AND S. SINGH, Eds.

Van der Heijden, B., Boon, J., Van der Klink, M., & Meijs, E. (2009). Employability enhancement through formal and informal learning: an empirical study among Dutch non academic staff members. International Journal of Training and Development. 13, (1), 19-37.

Vaugh, K. (2008). Workplace Learning: New Zealand council for Educational Research. A report prepared for Competenz., The New Zealand Engineering Food and Manufacturing Industry Training Organisations Incorporated.

Van Rijn, B.M, Yang, H., & Sanders, K. (2013), Understanding employees’ informal

workplace learning. Career Development International, 18(6), 610-628  

169 | P a g e Wallis, E., Panagiotakakopolus, A., & Stuart, M. (2007). On-the-job- Methodologies

Literature Review. Centre for Employment Relations Innovation and Change, Leeds University – Business School Report:

Warhurst, R.P. (2013). Learning in an age of cuts: managers as enablers of workplace learning. Journal of Workplace Learning, 25(1), 37-57

Werquin, P. (2010). Recognising Non Formal and Informal Learning OUTCOMES, POLICIES AND PRACTICES. OECD Publications

White, P.E. (2012). Unhappy? Low Morale? Try The 5 Languages of Appreciation in the Workplace. Journal of Christian Nursing, 29(3), 144-149

Willig, C. (2009). Introducing qualitative research in Psychology. 2nd edition. Open University Press: United Kingdom

170 | P a g e

Addendum

Thesis: PROFICIENCY ENHANCEMENT IN THE WORKPLACE THROUGH INFORMAL LEARNING

Research Interview Questions:

Work Group Age Job Title Length of service Level of Education Interview questions:

Section A: Current Perceptions of Informal learning 1. Explain what is meant by Informal Learning

2. What is the difference between Formal and Informal Learning

3. What are the benefits or advantages of Formal and Informal learning? 4. Do you have any negative impressions of the two?

5. What techniques have you been exposed w.r.t Informal Learning? 6. How have these enhanced your proficiency?

7. How effective do you think is Informal Learning in the Workplace? 8. How do you think this organisation can promote informal learning? 9. What factors would you consider to enhance Effective learning? 10. What factors inhibit Effective IL?

11. Please state how staff members practise informal learning in the workplace  Solving work problems through actions

 Learn from own trial and error  Observation of others

 Search the web (including intranet)  Read professional magazines or journals  Talk with other people at work or via email  Attend a training program

 Other methods, please describe

Section B: Exploring the Social Context Relationship between co workers

12. How would you describe the people you work with (Co operative, difficult, helpful etc?)

13. How would you describe the relationship, you have with other people in your work group or other work groups?

New Co workers

14. Did anyone help you settle in or provide you with induction? How did this happen?  

171 | P a g e 15. Did you experience any difficulties with fitting in?

Established Co workers

16. How do you feel when someone new starts working here? In your work team 17. Do you share information with new people about the job?

18. What sort of information? Can you give me an example? 19. What do you do to help new people fit in?

Section C: Informal Learning at Work 20. How do you learn new skills at work? 21. How do you prefer to learn

22. Do you learn from other people?

23. Is there anything that helps you to learn? / if not what hinders your learning

Probing questions: These will include:

 Can you give me an example  How did that make you feel?

 Would you have done anything differently?

 Is there any way you could have made that experience better?  In your view, how do your co-workers feel about that?

 How do you deal with that situation?