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The identification of characteristics and learning capabilities of a professional South African services organisation to sustain competitive advantage in the global market

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dc.contributor.advisor Mr. T.F.J. Oosthuizen en
dc.contributor.author Watson, Bronwen
dc.date.accessioned 2010-10-04T08:44:53Z
dc.date.available 2010-10-04T08:44:53Z
dc.date.issued 2010-10-04T08:44:53Z
dc.date.submitted 2007-10
dc.identifier.uri http://hdl.handle.net/10210/3431
dc.description M.Comm. en
dc.description.abstract The general purpose of this study is to determine whether a professional South Africa services organisation has in general adapted to the principles of the fifth discipline as identified by Peter Senge. An empirical study was conducted to determine to what extent the organisation is implementing each of the five learning organisation disciplines, namely: (i) personal mastery, (ii) mental models, (iii) shared vision, (iv) team learning and (v) system thinking. A non-probability sampling design method was chosen to determine the research group of which 242 individuals from the chosen organisation responded. The statistical procedures utilised in the data analyses included the analysis of frequencies, reliabilities, significance, correlations as well as a factor analysis. The research indicated that the chosen organisation has to a large extent adapted to the first three principles of a learning organisation. The fourth discipline was moderately to a large extent implemented while the fifth discipline was in a small to moderate extent implemented. The organisation can therefore not be classified as a learning organisation. This research group was selective and is not representative of other professional services organisations. It is therefore not possible to generalize the findings of this study. Recommendations made to the organisation included: ensuring continuous employee learning opportunities; ensuring a culture where learning is encouraged and embraced; performance review practices to ensure goal setting; as well as measuring of progress towards goals and implement knowledge management databases to ensure data, information and knowledge are stored for future reference. Management should furthermore encourage employees to participate in worthwhile dialogue and discussions to ensure optimal learning. Continuous feedback need to be established in order to ensure further team learning and to enhance system thinking. en
dc.language.iso en en
dc.subject Deloitte (South Africa) en
dc.subject Organizational change en
dc.subject Organizational learning en
dc.subject Training of employees en
dc.title The identification of characteristics and learning capabilities of a professional South African services organisation to sustain competitive advantage in the global market en
dc.type Thesis en


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