The aim of the present thesis is first of all to investigate how the learning environments in our two case companies, Sport ApS and Optik A/S, are structured and which possibilities and barriers these structures involve in relation to employee competence development. Secondly, we endeavour to analyse how these learning environments may be developed in order to support the development of employee competences better. This is done through five analyses: Analysis of the companies’ surroundings, Analysis of the companies’ frameworks and institutionalizations, Comparative theme analysis: an MD perspective, Comparative theme analysis: an employee perspective, and Analysis of the companies as design for learning. From these analyses we can conclude that the learning environments in general provide good learning conditions for the employees. This primarily has to do with the fact that the latter have ample opportunity to engage themselves in their respective companies, along with great latitude to define and negotiate their own practices. At the same time there is, however, a tendency to leave the employees to their own devices, as the management only to a lesser extent contributes to the creation of favourable settings and circumstances for learning in the learning environments. Consequently, it is often the most privileged communities of practice, and the strongest negotiators within these, who benefit from the learning opportunities in the learning environments. Creating a fine learning environment therefore requires the management to assume responsibility for competence development instead of simply placing it on the shoulders of the employees. It is important to prepare the ground for the development of competences and to focus continuously on the possibilities and barriers which lie in the learning environments of the companies. Furthermore, it is central to the future working life and occupational prospects of the employees that they do not develop company-specific competences alone. Thus, creating better possibilities for external education in the learning environments is equally important if the competence development of the employees is to be supported more efficiently.
|Uddannelser||Psykologi, (Bachelor/kandidatuddannelse) KandidatVirksomhedsstudier, (Bachelor/kandidatuddannelse) KandidatPædagogik og Uddannelsesstudier, (Bachelor/kandidatuddannelse) Kandidat|
|Udgivelsesdato||1 jan. 2006|
|Vejledere||Anders Siig Andersen, Peter Hagedorn-Rasmussen & Peter Olsén|
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