International Journal of Contemporary Business Studies

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International Journal of Contemporary Business StudiesVol: 3, No: 4. May, 2012 ISSN 2156-7506Available online at http://www.akpinsight.webs.comTable 3. ANOVA of OBT programmesIndividual 95% CIs For Mean Based on Pooled StDevLevel Mean StDev -----+---------+---------+---------+----TIME COM 3.6829 1.2736 (----*----)RE EMP DIS 3.4878 1.1208 (----*----)RED WAST 2.9750 0.9470 (----*----)PUNCTU 3.7805 1.1071 (----*----)RE DIS 4.0732 0.7871 (----*----)IMP PROD 3.4878 0.9253 (----*----)IMP QLTY 3.3902 0.8910 (----*---)INN SUG 3.8780 0.8123 (----*----)MG WORK 4.0732 0.9053 (----*----)IM COM 4.0244 1.1065 (----*----)UND CHALL 4.5122 0.5967 (----*----)CHANGE MGT 3.8780 0.9797 (----*----)-----+---------+---------+---------+----3.00 3.60 4.20 4.80Notes: (P < 0.000) with adjusted r2 =0.137, Pooled StDev = 0.970TIME COM -timely completion of task, RE EMP DIS-reduce employee dissatisfaction, RED WASTreducewastage, PUNCTU-punctuality, RE DIS-reduction of disputes and conflicts, IMP PRODimprovementof productivity, IMP QLTY-improvement of quality, INN SUG -number of innovations andsuggestions, MG WORK-the ability to manage work properly, IM COM-improved communication andinterpersonal skills, UND CHALL-willingness to undertake challenging assignments and CHANGE MGTabilityto manage change.The contribution of other HRD programmes to develop the same set of expected outcomes weremeasured using the same numerical scale. The results presented in Table 4 indicates that thedegree of contribution of other HRD programmes were lesser than outward-bound trainingprogrammes. Other HRD programmes contributed largely to develop the outcomes such asimprovement of quality and improvement of productivity. However, even these contributionswere not higher than the contribution from the OBT programmes.Table 4. ANOVA of other HRD programmesIndividual 95% CIs For Mean Based on Pooled StDevLevel Mean StDev -------+---------+---------+---------+--TIME COM 2.4634 0.8092 (------*-------)RE EMP DIS 2.4634 0.8092 (------*-------)RED WAST 2.6341 0.8590 (------*-------)PUNCTU 2.5854 0.9213 (-------*-------)RE DIS &CON 2.5122 0.8100 (-------*------)IMP PROD 3.2683 1.0253 (------*-------)IMP QLTY 3.2927 1.0306 (-------*-------)INN &SUG 2.5366 0.7777 (------*-------)MG WORK 2.6341 0.9422 (------*-------)IM COM&IN C 2.5366 0.8396 (------*-------)UND CHALL 2.5366 0.8092 (------*-------)CHANGE MGT 2.5610 0.8077 (------*-------)-------+---------+---------+---------+--2.45 2.80 3.15 3.50Note: (P < 0.000) with adjusted r2 = 0.142, Pooled StDev = 0.87446Copyright © 2012. Academy of Knowledge Process
International Journal of Contemporary Business StudiesVol: 3, No: 4. May, 2012 ISSN 2156-7506Available online at http://www.akpinsight.webs.comc. Overall Effectiveness of Outward Bound Training ProgrammesIn order to measure the overall effectiveness of the OBT programme a composite index wasdeveloped using the weighted average of the scale data. The weight under each of the outcomewas calculated taking the summation of scales under one particular outcome as a proportion ofthe grand total of the scale measures for all twelve outcomes. A similar composite index wasdeveloped to measure the contribution of the other HRD programmes to develop the same set ofoutcomes. The two indices were then compared and the results are shown in Table 5.Table 5. ANOVA of OBT vs. HRDIndividual 95% CIs For Mean Based on Pooled StDevLevel Mean StDev --------+---------+---------+---------+-index of OBT 3.8060 0.5739 (----*----)index of other HRD 2.6573 0.6735 (---*----)--------+---------+---------+---------+-2.80 3.20 3.60 4.00Note: (P < 0.000) with adjusted r2 = 0.364 , Pooled StDev = 0.625The results clearly indicate that there is a significant difference between the two outcome indices.The contribution of the OBT programmes to develop the expected outcomes considered in thestudy is much higher than the contribution from the other HRD programmes.d. Factors Influencing the Success of OBT Programmes.In order to examine the factors influencing the success of OBT programmes, factors such as age,gender, education, professional qualifications, work experience, number of trainings attended,number of trainees per group, number of instructors in a group, group composition and durationof the training were regressed against the composite indices of the individual participants. Theresults of the multiple regression is presented in Table 6.According to the regression results, despite the regression model being significant none of thedemographic variables or variables related to OBT programmes were found to be significant.Implying that the outcomes of the OBT programmes are not significantly influenced byparticipants’ demographics or programme related factors considered in this study.b. Findings from the Case StudiesCase studies were conducted with six organizations representing the banking sector, financialinstitutions, higher educational institutions, manufacturing organizations, hotel sector andnongovernmental organizations. These selected organizations represented large, medium andsmall scale organizations.The case studies were conducted through semi structured interviews with the use of a semistructured interview schedules. In addition to the close ended questions, the questionnairecontained many open ended questions to facilitate in-depth discussions with the respondent HRmanagers from the selected organizations.The number of levels in the organizational hierarchy varied from five to twelve in the selectedorganizations. All the organizations except the university had obtained the services of theOutward Bound Trust of Sri Lanka which is the only accredited institution to offer OBTprogrammes under the guidance of the Outward Bound International despite the availability of47Copyright © 2012. Academy of Knowledge Process
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