2013
DOI: 10.1080/09585192.2012.674961
|View full text |Cite
|
Sign up to set email alerts
|

The effects of the PDCA cycle and OJT on workplace learning

Abstract: In the present article, we examined the effects of the plan-do-check-act (PDCA) cycle and on-the-job-training (OJT) on workplace learning. We defined workplace learning based on the concept of an organizational learning cycle. Using survey data from a Japanese fire and marine insurance company, we found that PDCA, OJT (empowerment), and reflective communication had positive effects on workplace learning. These results suggest that quality management, empowerment and reflective practice may help to significantl… Show more

Help me understand this report

Search citation statements

Order By: Relevance

Paper Sections

Select...
1
1
1
1

Citation Types

0
31
0
2

Year Published

2014
2014
2021
2021

Publication Types

Select...
5
3
2

Relationship

0
10

Authors

Journals

citations
Cited by 51 publications
(33 citation statements)
references
References 60 publications
0
31
0
2
Order By: Relevance
“…While taking the first two steps and the last step involves mostly answering knowledge questions that require an analysis of the problem, the third and the fourth step are practical questions to find a tailored solution based on the insights gained in the previous steps (Wieringa 2009). The cycle resembles the common problem-solving process and shares aspects of the Plan-Do-Check-Act (PDCA) approach (Matsuo and Nakahara 2013;Shewhart 1939). The cycle is used by psychologists and pedagogics to handle diagnostics of other socio-emotional problems (e.g., De Shazer and Dolan 2007; Madden et al 1992).…”
Section: Systematic Use Of Network Diagnostics Through the Five-step mentioning
confidence: 99%
“…While taking the first two steps and the last step involves mostly answering knowledge questions that require an analysis of the problem, the third and the fourth step are practical questions to find a tailored solution based on the insights gained in the previous steps (Wieringa 2009). The cycle resembles the common problem-solving process and shares aspects of the Plan-Do-Check-Act (PDCA) approach (Matsuo and Nakahara 2013;Shewhart 1939). The cycle is used by psychologists and pedagogics to handle diagnostics of other socio-emotional problems (e.g., De Shazer and Dolan 2007; Madden et al 1992).…”
Section: Systematic Use Of Network Diagnostics Through the Five-step mentioning
confidence: 99%
“…Sakakibara (2004) found that empowerment may encourage workers to acquire new knowledge or skills, and direct supervision from seniors may facilitate the sharing of knowledge or skills within the workplace. While Matsuo and Nakahara (2013) found that empowerment can effectively facilitate learning among members, while direct supervision can sometimes hinder workplace learning. Finally, managers must promote reflective communication in the workplace, where members have a chance to express their opinions and criticize each other's work to improve performance perspectives.…”
Section: Training/workplace Learningmentioning
confidence: 99%
“…Deming's PDCA cycle of continuous quality improvement provides a systematic method to incrementally progress toward the goal [9]. According to this framework, quality improvement will be effective if improvements start with a good plan (P), activities necessary to achieve the plan are implemented (i.e., done, D), results are checked (C) to understand the causes of the results, and actions (A) are taken to improve the processes [14], [15]. Continuous quality improvement is an iterative process of: planning to improve a product or process, plan implementation, analyzing, and comparing results against those expected, and corrective action on the differences between actual and expected results [7].…”
Section: Related Workmentioning
confidence: 99%