An analysis of TQM and organisational learning processes using modelling and simulation.

The aims of this research are to examine the link between Total Quality Management (TQM) and organisational learning, to develop a conceptual framework for a learning organisation, and to model (Skill Pool Model (SKPM), Pipeline Skill Pool Model (PSKPM), Automated Pipeline Skill Pool Model (APSKPM)) learning processes to facilitate simulation of the effects of key parameters on the skill within an organisation.This thesis presents an analysis of the fundamental factors and mechanisms of TQM. A comparative study of ten quality Gurus is conducted to establish a link between TQM and organisational learning. This has resulted in the development of a conceptual framework for the learning organisation, using TQM as the baseline. The learning organisation conceptual framework consists of twenty-eight elements (enablers) and nineteen dependent outcomes (results).The learning organisation conceptual framework is utilised in a questionnaire survey to capture a snapshot of European organisations' efforts to become a learning organisation. Survey results show that the main differentiating factors between TQM and organisational learning are the type of learning tools in use and the information system in place. Further analyses reveal that organisations are experiencing great difficulties in translating organisational learning theory into practice.The research work uses system causal-loop analysis in conceptualising the three waves of quality, which provide a richer picture of the main variables and their relationships in an organisation context. Detailed causal-loop analysis focuses on the organisation's recruitment, and staff development policy. Adopting the Inventory and Order-Based Production Control System (IOBPCS) model, a SKPM is developed to help understand the dynamics of skill acquisition and retention, particularly during times when an organisation is going through major changes. A PSKPM has shown the significance of the process pipeline policy to improving staff training and the retention rate. By adding a feed-forward path to the PSKPM, an APSKPM shows how new skills can improve the organisation productivity and contribute to the development of new products. The model responds to the training and learning needs as a result of present skill loss rate (feed-forward) as well as skill level and training performance (feedback). The research concludes by identifying learning barriers, describing how knowledge can be created and managed, and analysing how information and knowledge are disseminated over time.The research has demonstrated the benefits of applying system dynamics in the field of organisational learning. The visual form of the models and the simulation outputs promotes understanding of the problems of retaining and developing the skills base, and the effects of speeding up the learning process within an organisation. The research shows that system thinking tools (such as causal-loop) and system dynamics can provide a greater insight for organisations set to embark on a learning organisation journey.