Development and Learning in Organizations

Singh, Ankit; Kulkarni, Meenal; Dubey, Dharmendra

2024 Development and Learning in Organizations

doi: 10.1108/dlo-12-2023-0278

Mapping the landscape of healthcare education is essential, particularly when examining the prevailing trends in learning and development (L&D) for healthcare workers.Design/methodology/approachThe Scopus dataset was searched on 25th November 2023 for relevant files, and analysis was done using Bibilioshiny and VOSviewer.FindingsArtificial Intelligence (AI), Machine Learning (ML), and Deep Learning (DL) are increasingly being adopted in healthcare organizations. Moreover, simulation-based team training enhancing interprofessional communication and sensitizing healthcare workers (HCWs) towards equity, diversity, and inclusion is increasingly reflected in organizations’ L&D practices.Originality/valueThe study identifies prevailing themes in L&D in healthcare organizations in the last decade.

Chatterjee, Aniruddha

2024 Development and Learning in Organizations

doi: 10.1108/dlo-10-2023-0227

Modern business environments present tremendous uncertainties, risks, novelties, and opportunities. Organizational teams must identify emerging cues before they grow into full-blown issues, to adapt effectively to fast-changing environments. Team mindfulness is a socio-cognitive capability that enhances the ability to detect cues and creates richer awareness of the context. This paper proposes a conceptual model highlighting that team mindfulness directly strengthens the team’s adaptive capabilities and also enhances the absorptive capacity to learn from external sources, thereby further promoting readiness toward change and transformation.Design/methodology/approachThis conceptual paper draws from mindfulness theory and team adaptive performance theory to explore how team mindfulness influences the four dimensions of absorptive capacity related to knowledge acquisition, assimilation, transformation, and utilization, which together determine how effectively teams adapt to novelty.FindingsThis paper presents a conceptual model to show that mindfulness directly affects team learning and adaptive capabilities that are specifically related to acquiring and utilizing knowledge from sources outside the team. It suggests several measures and managerial initiatives promoting mindfulness and absorptive capacity in teams.Originality/valueIntegrating research on team mindfulness, absorptive capacity, and adaptive performance, this paper provides a starting point for deeper investigations into the mechanisms through which team mindfulness may enable teams to adapt effectively to novelty and uncertainty. Further, it calls attention to the systematic development of mindfulness in organizational teams.

Sanwal, Tanushree

2024 Development and Learning in Organizations

doi: 10.1108/dlo-08-2023-0179

The purpose of this study is to investigate the importance of training in social intelligence in the context of effective leadership and enhanced performance. The study investigates how training in social intelligence can assist personnel in enhancing their social and emotional competencies through various methods which in turn can boost their performance and leadership skills.Design/methodology/approachThis article presents a compilation of interview perspectives from human resources (HR) practitioners and researchers, offering comprehensive training methods that can be implemented in organizations to boost the social intelligence of employees and employers. The views were gathered through telephone and face-to-face interaction with the practitioners.FindingsVarious methods for training in social intelligence for enhancing social intelligence are proposed by the author in this paper, drawing on the perspectives of both practitioners and researchers.Research limitations/implicationsFurther studies could test conceptual models by using longitudinal studies’ data, which gives the study more accuracy and supports generalizing the results.Practical implicationsEnhanced performance and Effective leadership can be achieved in the organization if proper training in social intelligence is given to the personnel.Originality/valueThis study is one of the first studies that integrates leadership, performance, and social intelligence and its dimensions in one framework. This study concludes that enhanced employee performance and effective leadership can be achieved by developing social intelligence in personnel through various training methods.

Murphy, Liam

2024 Development and Learning in Organizations

doi: 10.1108/dlo-12-2023-0258

This paper conducts empirical research to assess the new skillsets employees require in order to remain competitive in the age of automation.Design/methodology/approachResearch is conducted through focus groups leveraging semi-structured interviews. Participants were selected via convenience sampling from UK-based consulting agencies operating in the public and private sectors.FindingsThe findings suggest that organizations are looking to upskill employees in 5 key skill blocks: Humanistic, Process engineering, Automation technologies, Self-leadership and Data driven. The findings also suggest that employee orientation towards these skill blocks will be critical for positive work opportunities in future.Originality/valueThis paper builds on the author’s previous work to produce a conceptual skills framework which can be used by organizations as a blueprint for upskilling their employees in a period of unprecedented technological advancement.

Hamlin, Emily L.B.; McGloin, Rory; Bridgemohan, Alex

2024 Development and Learning in Organizations

doi: 10.1108/dlo-08-2023-0188

Organizational leaders value effective communication in employees, but ineffective communication persists (Peart, 2019). Communication Skills Training (CST) programs often face time and engagement constraints (Wright et al., 2006), necessitating increased resources for improvement. This study investigates the fields in which communication skills are examined and the research methods used. Given past training-communication associations, it explores CST programs' positive impact through experimental research (Bakker & van Wingerden, 2021). The study aims to enhance CST research by providing insights into effective training methods for facilitators and practitioners.Design/methodology/approachThis systematic literature review examines CST's effectiveness in improving employee communication outcomes and identifying key factors. It highlights the importance of communication training, provides insights into existing research, and identifies areas for future investigation. As communication training is not context-specific, a comprehensive understanding of its effectiveness is necessary. This review establishes a foundational framework to support the creation of impactful training programs.FindingsThis research reaffirms the importance of Communication Skills Training (CST) in enhancing key competencies such as communication competence, self-efficacy, and empathy for workplace success, benefiting collaboration, conflict resolution, and problem-solving. It provides a foundational understanding of CST's impact, serving as a resource for researchers, trainers, and leaders, while also emphasizing the need for further research, including larger experiments, diverse skill sets, and long-term assessment. In our digital age, exploring contemporary skills, including digital communication, is essential for comprehensive training. The systematic categorization of skills into intrapersonal and interactional dimensions ensures consistency and supports in-depth analysis.Originality/valueTo address the broad range, outcome skills were categorized as intrapersonal or interactional, excluding the behavioral aspect concerning societal improvement. Leveraging Zimmerman's (1995) empowerment theory to enhance focus, this framework provides value for diverse CST research outcomes. Intrapersonal encompassed self-views, like self-efficacy and knowledge, while interactional involved understanding and aligning exchanges with personal goals. This categorization enhances research clarity and effectiveness by systematically understanding how these skills are related.

Lyons, Paul; Bandura, Randall

2024 Development and Learning in Organizations

doi: 10.1108/dlo-10-2023-0229

The purpose of this paper is to present for practitioner (manager) consideration an approach to a collaborative learning and problem-solving effort by a manager in partnership with an employee. Fundamentally, in place of manager direction and expertise applied to employee learning, the approach is grounded on manager-employee collaboration that makes use of an approach to learning to: (1) address some work-based problem or issue, (2) share typical leadership roles of goal-setting and problem solving, and (3) jointly working to improve the knowledge, skills, and personal attributes of each partner.Design/methodology/approachThe concept of reciprocal reflective approach to learning (RRAL) is created by consideration of some factors that are consolidated, ultimately, to yield an approach to change. They include shared efforts in goal-setting and related tasks, identification of knowledge and skill areas linked to the performance and growth of each of the partners, and the use of a specific learning model.FindingsThe approach presented can be achieved yet requires much attention by each participant. Reciprocity means that each participant is involved in their own increases in knowledge and skills as well as aiding their partner in her/his improvements. Problem solving is also a large component of their efforts as is relationship building.Originality/valueThe approach embraces how reciprocal action can go well beyond problem solving and includes manager and employee interest and attention in helping each other to learn, change, and recognize growth in personal attributes.

Carpenter, Rob E.; Damlaj, Wafa; Silberman, Dave

2024 Development and Learning in Organizations

doi: 10.1108/dlo-12-2023-0281

To explore the Fundamental Attribution Error (FAE) bias as a potential impediment to organizational learning and to develop a conceptual model for practitioners and scholars to consider.Design/methodology/approachOur methodology includes a review and adoption of concepts from social cognition, organizational psychology, and learning theory to examine the role of FAE bias in organizational learning.FindingsFAE bias is characterized by providing implicit support for fostering employee cynicism and resistance behaviors and facilitates ongoing cognitive cycles that hinder collaborative learning and knowledge sharing.Practical implicationsBy understanding the role of FAE bias in organizational learning, leaders can develop strategies to mitigate the negative impact of FAE bias on organizational learning dynamics and enhance a social cycle that can improve the organization's learning culture.Social implicationsThis viewpoint highlights that FAE bias in the workplace can lead to a breakdown in how individuals process emotions (affect), actions (behavior) and thoughts (cognition) in social scenarios, exacerbating employee cynicism and resistance, which in turn undermines effective collaboration, communication and the overall social fabric essential for organizational learning.Originality/valueThis viewpoint presents a novel perspective by linking FAE bias directly to cognitive cycles that can impede organizational learning processes through cynicism and resistance behavior, which we propose should be proactively considered by organizations leveraging learning as a key management strategy.

Tsaknis, Panagiotis A.; Sahinidis, Alexandros G.

2024 Development and Learning in Organizations

doi: 10.1108/dlo-09-2023-0205

The purpose of this study is to determine the factors affecting entrepreneurial intention by combining the big five personality traits with the theory of planned behavior (TPB).Design/methodology/approachThe study was conducted with the use of an online questionnaire. The sample was comprised of 257 students from the business department of a public university in Athens.FindingsThe results of this study indicated a statistically significant and positive relationship of openness, extraversion, attitude, and perceived behavioral control to entrepreneurial intention. Furthermore, there is a positive relationship of openness, conscientiousness and extraversion towards entrepreneurial intention through perceived behavioral control. Finally, the findings indicated a positive relationship of extraversion with entrepreneurial intention through attitude.Research limitations/implicationsThe findings are limited to a specific student environment and should be replicated across various university settings to reach generalizable conclusions. The sample consists of only Greek students, which is another limitation of the study. The effects of entrepreneurship education vary with different ethnic backgrounds as seen in other studies. Finally, the research did not address the issue of gender or work experience among other variables discussed in other studies.Practical implicationsSeveral practical aspects of entrepreneurial intention can be considered, including entrepreneurship education, strategic investment, government and business organizations, mentoring issues and policymaking. This research can assist in various ways, enabling educational institutions to customize entrepreneurship courses, helping students choose suitable courses, aiding policymakers in developing supportive policies, and allowing organizations to identify employees with an entrepreneurial mindset.Originality/valueAlthough the big five personality traits and the Theory of Planned Behavior have been combined in numerous fields such as behavioral economics, psychology, and health behaviors, their integration in studying entrepreneurial intention remains scant. With this approach, researchers can gain a deeper understanding of the factors that affect entrepreneurial intention.

2024 Development and Learning in Organizations

doi: 10.1108/dlo-09-2024-0256

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approachThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsThis paper identified that cultural competence can impact the intercultural mentoring relationship, and that each party plays a vital role in ensuring the success of the relationship.Originality/valueThe briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

2024 Development and Learning in Organizations

doi: 10.1108/dlo-09-2024-0259

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approachThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsThis paper identified that certain characteristics such as having a shared goal can promote inter-organizational learning within an integrated care system.Originality/valueThe briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.