| Measuring the quality of managerial learning on the job (2001) | |||||||||||||||
Abstract | |||||||||||||||
| This article describes the development of an instrument to measure the qualityof managerial learning on the job. The instrument can be used to analyse the quality of theindividual learning process on the job. The literature shows that two factors determine thequality of the learning process; the learning potential of the job context and the way in whichthe manager approaches their work. So the instrument has two components. The firstcomponent measures the four types of work experience that offer potential opportunities forindividual learning. These are Transitions, Task-related characteristics, Obstacles, and Support.The second component, the so-called learning behaviour, analyses, the way the individualapproaches the potential learning opportunities present in the job. This can also be divided into four categories: Emergent learning, Planned leaming,Instruction oriented learning, andMeaning oriented learning. Based on these two components, an instrument has been developed to measure the quality of learning on the job. This has beenshown to be valid and reliable in a sample of European managers. | |||||||||||||||
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Cited publications (1) | |||||||||||||||
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