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The Online Learning - a pretext for a global community

The Online Learning - a pretext for a global community – The case of the Ministry of Communications and Information Technology, Romania. The general context. The necessity to re-define the civil service. - rapid social changes. -needs for more specialized public services.

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The Online Learning - a pretext for a global community

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  1. The Online Learning - a pretext for a global community – The case of the Ministry of Communications and Information Technology, Romania

  2. The generalcontext The necessity to re-define the civil service - rapid social changes -needs for more specialized public services -impact of the information technology on the professional competencies

  3. Current situation: The management type Tasks closely linked to the positions An institutional hierarchy The retributions represent fixed salaries Open selection The activity is regulated by legal norms and procedures The promotions are subject to certain discipline and control

  4. The organizational chart of MCTI The vertical organization of exercising the authority The horizontal grouping of the tasks in departments and services

  5. AGENDA: - Objectives - Assumption - Research - Results - Steps to be follow - Expected benefits

  6. I.OBJECTIVES • Improve the employee’s professionalism, • -Reduce the excessive bureaucratic practices in the Romanian public administration A. COMPETENCE -Ensure the access to a dynamic global society -Encourageemployee’sdevelopment and growth B. CAREER PATH -Exchanges with international Universities an regional specialists in IT&C - Identify new leaders C. PERMANENT DEVELOPMENT

  7. A. COMPETENCE The leader’s capacity to take the correct decisions without having all the relevant information PAST PRESENT The bureaucratic rules are influenced by the Internet and E-Government FUTURE – through E-Learning The leader’s capacity to take the right decisions, by selecting through the whole kinds of information

  8. B. CAREERPATH In the past, people were placed in fixed and almost definitive positions PAST PRESENT The recent reform generated frequent restructuring FUTURE – through E-Learning Transforming the existing career based system (one position, few abilities) in an employable system (different abilities for different positions and jobs).

  9. C. PERMANENT DEVELOPMENT PRESENT: High rate of TURNOVER as a consequence of Difficulties for a rapid promotion The level of the salary for the public servants Employees share an misunderstanding of their common mission FUTURE: The opportunity to choose: Bureaucracy versus Information Society Routine versus Action Respect the rules versus Create the rules

  10. II. ASSUMPTION Why it is necessary to re-build the institutional or the individual’ capacity in terms of a global learning? • The new face of the institutional’ centralization in former communist • countries appears like a network organization, as so assuming that for: • improve the professional competence for the employees, • reduce the rate of turnover, • -establish a dynamic equilibrium between the organizational goals and the personnel • career plans, • we should identify the optimal training way in order to promote the attitude • change of the employees, for obtain superior performance.

  11. III. RESEARCH 1.People attended different types of learning experiences. By analyzing the learning blockages it is possible to design the best learning taking place. “Learning Blockages Questionnaire” Downs, Sylvia, The Handbook of Training and Development, BLACWELLBusiness, Second Edition, 1995. 2. People leads in different ways, linked with the Perceptions of Self and Other. To notice the gender issues from a professional perspective can bring new elements regarding the learning attitude. “Bem Sex-Role Inventory” Sandra Lipsitz Bem, “Au – delà de l’androgynie. Quleques préceptes osés pour Une identité de sexe libérée”, from M.C. Hurtig – M.F. Pichevin, “La différence des Sexes. Questions de psychologie”, Éditions Tierce, 1986

  12. Characteristics of the experimental group: Total: 105 employees, Period: August, September 2005, Location: MCIT

  13. IV. RESULTS “Learning Blockages Questionnaire” 1 2 0 The more blockages occur when the score is higher than 0. Section 1: Learning skills Total 0: 65% Total 1: 23% Total 2: 12% Section 2: Distractions/concentration Total 0: 47% Total 1: 45% Total 2: 8% Section 3: Worries and fears about learning Total 0: 87% Total 1: 9% Total 2: 4% Section 4: Learning from others Total 0: 40% Total 1: 35% Total 2: 25%

  14. V. STEPS TO BE FOLLOW Section 1: Learning skills - the group is capable to adopt different learning skills - for the rest 12% we recommend an additional training program in order to reduce the resistance to learn, before running the E-Learning Section 2: Distractions/concentration - the results indicates the necessity to adopt an attractive design and content for the curriculum ( the E –Learning suppose to be linked with their professional interests and future plans ) - also, the pedagogical methods will be appropriate with their age Section 3: Worries and fears about learning - employees are open to learn - they are capable to assume the importance of the learning process Section 4: Learning from others - this section indicates that people have strong personalities, and they are resistance to accept the “dominant” role of the instructor, as this role appear in our culture - E-Learning is a solution for the individual study, the on-line platform can reduce the pride and stimulate the “common coalition”

  15. IV. RESULTS “Bem Sex Role Inventory” • Even the experimental groups consists in a large majority of feminine positions • ( both executive and managerial ), there is a huge difference regarding the Perception of Self and the way in which the Other analyze the same person. • - The questionnaire was applied individual, and, for the managerial positions, the colleagues also evaluates their managers. • 78% of women perceive themselves as feminine, as so, they choose feminine items. • 12% of women in managerial positions received masculine attributes from their employees, even their Self perception was totally at the opposite pole.

  16. V. STEPS TO BE FOLLOW • The main objectives for the “E-Learning” suppose also: • To implement data about the gender differences and the cultural stereotypes • in the learning process • The on-line training must resolve the gap between the two perceptions: “feminine” • women that act in a masculine way. The “E-Learning” project must includes • psychological on line counseling, as is difficult to play a “strong” role in a “sensitive” • structure.

  17. VI. EXPECTED BENEFFITS • To ensure a Positive Social Identity for the Ministry's employees • -to understand the E-Learning and the new training opportunities as a future • system for personnel development and evaluation • 2. To implement a new type of management in MCIT – matrix management • -to understand the way in which the competencies obtained through E –Learning will change • the management in MCIT ( temporary working group for different projects )

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