Alfonso J. Gil

Knowledge transfer and the learning process in Spanish wineries

Nowadays, knowledge transfer and creation are considered essential tools that organizations should utilize to create value. A great number of authors have agreed that the origin of knowledge is embedded in the learning process. Following this line of thought, a proposal is advanced for a model on knowledge creation, based on organizational learning. This model is based on two processes: (1) the development of learning environments, which is performed by means of specific interventions in the learning process; and (2) the impulse for knowledge interaction, achieved by means of knowledge exchange or transfer within the organization (among workers) and between organizations (through cooperation agreements). This paper analyses the processes of knowledge transfer within companies operating in the Rioja wine sector, in two selected areas. Results show, on the one hand, an increase in human capital in the Rioja wineries in recent years, and, on the other, the poor performance of cooperation agreements between wineries.

The training demand in organizational changes processes in the Spanish wine sector

Purpose – The purpose of this paper is to describe the role of training demand in the organisational changes. Design/methodology/approach – The paper describes the demand of training courses in the Rioja wine sector in Spain and its relation with the changes in the sector carried out in recent years. Through a questionnaire, wineries’ managers asked about the training demand in the sector and change processes. It is proposed, first, the relationship between the demand for training and changes made by companies of Rioja wine in entering new markets and innovation in products and, second, that these changes explain the demand of training in marketing and oenology topics. To confirm the hypotheses, a binary logistic regression analysis was performed. Findings – It was found that the relationship between the demand for training and the processes of change, and that the change processes in companies of Rioja wine sector originate a specific demand for training. Practical implications – The paper provides a rev...

Rewards for continuous training: a learning organisation perspective

Purpose – The purpose of this paper is to analyse the rewards for training in the Spanish wine sector. Design/methodology/approach – Through a questionnaire, Rioja wineries’ employees were asked about the training rewards in the sector. It is addressed different types of rewards (monetary and non-monetary) and contrasted with job category and functions of employees. The hypotheses were confirmed through ANOVA. Findings – In the theoretical section, the importance of the learning environment is discussed. The development of a learning environment promotes workplace learning. Empirically, there are no significant differences in the effects on perceptions between rewards tied to training, the job category or job function of the employees in the company. Originality/value – The importance of rewards as tools to moderate the behaviour of employees is discussed. It is found that the employees’ position in the company is not related to the type of training reward.

The relevance of information transfer in learning culture: A multigroup study by firm size in the wine industry

Purpose The purpose of this paper is to analyse the impact of the processes of orientation and empowerment and the transfer of information in the learning culture. Design/methodology/approach The first hypothesis predicts that information mediates the relationship between orientation and empowerment processes and learning culture and the second hypothesis suggests that organisational size moderates the relationships between constructs. The empirical work is conducted in the wine industry in Spain through a structural equation analysis, partial least squares. Findings The hypothesis of mediation is confirmed; however, the hypothesis about size moderation is not confirmed. Practical implications The importance of the transfer of information in the foundation of a learning culture is highlighted and, therefore, its importance in the development of learning in organisations, especially in building learning organisations. Originality/value This research contributes to the literature on learning in organisations by sharing not only the characteristics that identify a learning culture, but also the mechanisms or processes through which a learning culture can be developed.

Training realisation and training demand in the Rioja wine sector in Spain

ABSTRACT Training has been identified as an effective tool in the development of human resources, especially in the current context of change. This work aims to analyse the realisation and demand on training courses in the Rioja wine sector in Spain. A representative sample of companies in the sector was interviewed using a questionnaire. Two types of analysis were conducted: univariate and a factorial analysis of variance. These analyses allow using a hypothesis test in which three independent variables are controlled – zone, ownership, and winery size. The results show that the realisation and demand for training are focused on topics related to wine production, and not on marketing. No significant differences were found regarding the realisation and demand for training and the independent variables.

Determinants of training transfer in the wine industry: conceptual hypotheses and results for Rioja (Spain)

ABSTRACT This paper takes the perspective of both managers and of employees to examine the determinants of training transfer in the wine industry. To that end, a number of conceptual hypotheses are formulated focusing on three factors: the design of the training, the characteristics of the trainees, and those of the organization, with these being tested using information from the Rioja wine industry (Spain). Three contextual characteristics are compared: the company ownership, its location, and its size. The results indicate that, from the perspective of management, transfer is related to the organizational environment; while from the perspective of the employee, transfer reflects their motivation for training. According to managers, significant differences exist among the three contexts, while, according to employees, there are no contextual differences.

Learning Opportunities for Group Learning.

Purpose This paper aims to analyse the impact of organizational learning culture and learning facilitators in group learning. Design/methodology/approach This study was conducted using a survey method applied to a statistically representative sample of employees from Rioja wine companies in Spain. A model was tested using a structural equation model. Findings Statistical evidences suggest that both the learning culture and facilitators of group learning impact positively on group learning. In addition, it was found that the facilitation of learning has a positive influence on the learning culture. Practical implications From the paper, two sets of implications are extracted. The first is related to learning in the workplace – the importance of facilitating learning in group learning is emphasized. The second set refers to human resources development: organizational commitment to the development of informal learning is highlighted. Originality/value The paper explores the concept of learning culture and how it relates to the development of group learning, and an important system in the workplace is implemented.

Realization and Demand for Training in the Planning Processes of Change: Empirical Evidences in the Wine Industry in Rioja, Spain

The development of human resources is a key factor for the success of organizations. Continuous training is an essential tool for this organizational development and is essential in the organizational process of change. Companies in the Rioja wine business have established important strategic objectives to deal with change in the highly competitive industry, which demands new and ongoing strategic plans. This study aims generally to analyse the strategic planning and the implementation of and requirements for continuous training in the Rioja wine sector in Spain. A quantitative study was performed by means of an interview questionnaire given to 58 wineries from the Rioja Denomination of Origin, consisting of 32.40% of the Rioja population. Two stratification criteria were utilized in the collection of data: the size of the company and the geographical localization of the wine production area. No significant differences were found in the realization of and requirement for training related to the objectives of strategic planning. This work contributes to the field of study of administration of companies by investigating key industrial knowledge in the Spanish economy, specifically in the La Rioja community, and emphasizes the necessity of further in-depth studies concerning change in planning in organizations.

The effect of leadership in the development of innovation capacity: A learning organization perspective

The purpose of this paper is to analyse the impact of leadership on culture and on the structure of learning, and of these two constructs on the innovation capacity.,A quantitative study utilising a survey was carried out. By means of an ad hoc questionnaire, educational administrators were asked about some characteristics of their organisations. The authors have proven the model of research through a model of structural equations, that is, by means of the partial least squares technique.,The hypothesis is confirmed that leadership affects culture and learning structure, and both impact on the innovation capacity of schools.,This work addresses the role of three critical aspects in the management of educational organisations—leadership, culture and structure—in the development of innovation that is essential in improving organisational development.,The role of leadership in the development of favourable conditions for innovation is verified, as is the impact of these conditions on the innovation capacity of educational organisations.

School dropout factors: a teacher and school manager perspective

ABSTRACT The phenomenon of school dropout is perceived as a process that is caused by a variety of factors. Through a questionnaire, teachers in different academic functions (teaching and management) are surveyed to study their perception of school dropout factors at the secondary education level. Factors related to the student, school, family and commitment to learning were noted. According to teachers, the group of factors that most affect school dropout is related to commitment and support for students. In addition, statistically significant relationships between the different groups of dropout factors are verified, and no significant differences were observed between the responses of teachers with teaching functions and those with management functions. Various strategies for preventing school failure are proposed.