ABSTRACT

The role of the line manager as a facilitator of workplace learning has perhaps only been recognized relatively recently. Various perspectives describe managers' responsibilities in terms of objective setting, planning, decision making, organization of structure and work, motivating, communicating, measurement and control and development of self and others. Work by Ellinger and Bostrom examined the role of managers as facilitators of learning. Their study suggested the existence of two broad clusters of behaviours relevant to the role empowering behaviours and facilitating behaviours which between them account for a high proportion of the effect. It examines the behaviours demonstrated by managers that, taken together, seek to create and maintain a climate for learning in the workplace. Thus the role of the line manager becomes one of creating a climate where learning from shared interpretation of experience and implementation of that learning combine to drive organizational performance, and at the same time provide real development opportunities for the individuals within that organization.