CAREER DEVELOPMENT IN A LEARNING ORGANIZATION

received willingly and hence have not used it or only 35.5% has actually practiced getting
feedback on their performance.
The interpretation for the conventional organizations’ sample for the information
given in table#51-D, 52-D, 53-D and 54-D gives us results that majority(87.9%) of the
staff feels that they need to further improve their skills in order to handle their present
job. We further find that 66.7% confirm that they have been receiving feedback on their
performance but 15.2% has given information on the frequency of getting feedback.
Again 50% has agreed they have used the feedback they received at their work. We find
that the inconsistency and large variation in the responses to the same issue means that
the information is highly biased. This could be confirmed through the fact that if the
given number of staff was actually getting and utilizing that information then they must
have been able to identify how frequently they were practicing this. This means that only
the reliable information is that of 15.2%.
This enables us to conclude that the employees of both the category would like to
further develop their skills which indicate their motivation towards their career
development. It is further concluded that though the responses for getting feedback and
using it were not in majority, but the practice seems to be much more common in the
learning organizations’ environment as compare to that of the conventional organizations.
Drawing findings from the interpretation of table# 49-C, 56-C and 57-C we establish that
majority (65.1%) of the staff thinks that they can handle the responsibility of the next
higher position with their present skills. We also find that a huge majority (85.8%) thinks
that their present trainings will also have impact on their future jobs, which means that
these trainings are inline with their professional field. Among these again majority thinks
that the knowledge from their present trainings will be of full utility in their future jobs.
The interpretation of the table # 56-D, 63-D and 64-D of the conventional
organization carrying information on staff current capabilities and the impact of the
trainings on their future jobs help us deduce that a simple majority (57.6%) agrees that
they can handle the responsibilities of the next higher position with their present skills.
We further find that 83.3% are of the opinion that their present trainings will have a
positive impact on their future jobs. Among these some (45.5%) are expecting that the