Effectiveness of synergistic learning on quality management orientation of workers in industry

• Main Author: Barcelon, Gregorio V.
• Format: text
• Language: English
• Published: Animo Repository 1992
• Subjects: Assessment centers (Personnel management procedure); Personal orientation inventory; Learning ability; Labor and laboring classes; Industrial management; Counseling Psychology
• Online Access: https://animorepository.dlsu.edu.ph/etd_doctoral/678
• Institution: De La Salle University

This study investigates the effectiveness of synergistic learning on quality systems training in industry. The Solomon Four-Group experimental design was used on a group of subjects composed of 28 employees from a manufacturing concern in Mabalacat, Pampanga. After the pretesting procedures, the two experimental groups went through the treatment (Quality Management Orientation Training Program). The Synergistic learning approach was used as the main methodology. After the two-day program, immediate posttests were administered, followed by a delayed one given two weeks later. The results of the study show that synergistic learning was effective in bringing about cognitive and behavioral changes, but was not effective in bringing about effective changes when used in quality training in industry. Furthermore, the gains registered in the immediate posttest was sustained over the period until the delayed posttest was conducted. Conclusions based on the results, are: 1.Cognitive and behavioral changes relative to quality management precepts can be achieved through the use of synergistic learning. 2. Synergistic learning cannot cut short the process required in bringing about a change in the affective level, specifically that which translates itself into self-actualization. 3. The Quality Management orientation training, in its current design, can provide the cognitive understanding and the corresponding skills but cannot alter the sense of self-actualization within the two-day program period provided. 5. The principles and tools of suggestopedia, split-brain theory, multiple intelligence and neuro-linguistic programming seemed successful in bringing about cognitive and behavioral changes in the participants. The same conclusion cannot be made about their ability to bring about changes in self-actualization. 6. Synergistic learning provides other benefits to the training/group process professionals by way of: (a) establishing rapport, (b) sustaining interest and participation, (c) economy of time (e.g., savings in unfreezing exercises), and (d) managing a workable and viable learning structure.