ja_student

Thanks for all your responses. > So much informal OJT occurs that never gets credited. So, what if OJT could be "formalized" in a way? I put it in quotes, because formalizing usually implies a lot of red tape, but that's not what I'm aiming for. The thesis for my paper would be a system to harness the knowledge of the entire staff. I thought that one way to make better use of the gamut of expertise inside a health care organization would be to optimize skills transfer. From your feedback, I gather that one impediment to a more rapid transfer is that many co-workers simply aren't motivated to learn. Which in turn leads to what anotherone described. But what if there is an internal board, say, with two sections: Eager to Learn and Happy to Teach. It would make it easier for staff that want to learn from each other to find each other. It may even work across a health system to a certain degree. Do you think this would help? Once again, thanks for your feedback. I really appreciate it.

Hi I'm an undergrad student and am currently working on a project relating to nursing. I was hoping that some of you could answer some questions about the topic of knowledge dissemination. - If you learn something new at work, do you usually share it with those co-workers that may also benefit from it? - If you learn a new skills, be it at a course or on the job, are you willing to or do you actively seek to teach your colleagues what you have learned? - If you want to acquire specific skills, how do you go about it? Does your employer provide a comprehensive education program? Do you privately take classes? Do you ever ask your co-workers to teach you? - How much opportunity do you thinkis there in nursing for on-the-job training? - Would you personally like the idea of sometimes being a coach or being coached? In particular if "coaching" is defined as a skills transfer between two mature professionals emphasizing practical aspects, vs teaching, which has more of a top-down/theoretical connotation. TIA for your kind help!