AGORA Learning Communities and Knowledge Management Panel members:  Sindre Røsvik (NO, AGORA chair), Johannes Magenheim (D...
Learning Communities and Knowledge Management – What, how and why? <ul><li>Barbara Kedzierska (PL):   </li></ul><ul><ul><l...
AGORA - what, how and why? <ul><li>Belief: Openness and sharing is the road to future, now as then </li></ul><ul><li>Creat...
AGORA - what, how and why? <ul><li>Sharing: a + b produces a + b +ab + c + d  </li></ul><ul><li>Economy (of value/ time) d...
Living is learning <ul><li>Education is life : 'not merely preparation for an unknown kind of future living... The whole o...
<ul><li>Old Answers  </li></ul><ul><li>Knowledge is a &quot; thing&quot;  that is  transferred  from one person to another...
<ul><li>We learn alone, with our minds, based on our innate abilities. </li></ul><ul><li>We learn in predictable sequences...
<ul><li>The Learning Company is a  vision of what might be possible . It is not brought about simply by training individua...
Knowledge management (KM) -  Wikipedia <ul><li>Strategies and practices used in an organization to: </li></ul><ul><li>iden...
KM efforts typically focus on <ul><li>organizational  objectives ,  performance ,  competitive advantage ,  innovation , t...
We will now present different projects of learning communities and knowledge management before the discussion
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Panel on learning communities and knowledge management intro

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Panel on learning communities and knowledge management intro

  1. 1. AGORA Learning Communities and Knowledge Management Panel members: Sindre Røsvik (NO, AGORA chair), Johannes Magenheim (DE), Barbara Kedzierska (PL), Marta Turcsányi-Szabo (HU), Bernard Cornu (FR), and Raymond Morel (CH)
  2. 2. Learning Communities and Knowledge Management – What, how and why? <ul><li>Barbara Kedzierska (PL): </li></ul><ul><ul><li>Cooperation of universities and labour market - lifelong learning and knowledge management. </li></ul></ul><ul><li>Johannes Magenheim (DE): </li></ul><ul><ul><li>MATURE, ICT-Support for Knowledge Maturing in Learning organisations and communities. </li></ul></ul><ul><li>Marta Turcsányi-Szabo (HU): </li></ul><ul><ul><li>Web 2.0 learning communities, facilitate continues innovation & networking. </li></ul></ul><ul><ul><li>Case studies: 1. Mentoring use of innovative ICT tools in teacher education, 2. The IFIP Education network </li></ul></ul><ul><li>Bernard Cornu (FR): Distant learning communities; pedagogical challenges. </li></ul><ul><li>Raymond Morel (CH), “Creative wild card” </li></ul>
  3. 3. AGORA - what, how and why? <ul><li>Belief: Openness and sharing is the road to future, now as then </li></ul><ul><li>Creation of open, transparent, infinite network s – clusters of networks </li></ul><ul><li>AGORA: Organization is a network consisting of different (size, value, function) nodes (individuals), linked to other networks, loosely and/or formally </li></ul><ul><li>“ Node” in one network can be a network in itself </li></ul><ul><li>Value of networks and it nodes given by extent of exchange/energy flow, links (no flow no life/value) </li></ul>
  4. 4. AGORA - what, how and why? <ul><li>Sharing: a + b produces a + b +ab + c + d </li></ul><ul><li>Economy (of value/ time) determines life or death of AGORA (s) </li></ul><ul><li>Network theory applied both on knowledge/learning, individual/organization </li></ul><ul><li>Focus on digital developments: consequences, opportunities and links between formal and informal organizations </li></ul><ul><li>Brain metaphor: knowledge organization and management (learning and its economy) </li></ul>
  5. 5. Living is learning <ul><li>Education is life : 'not merely preparation for an unknown kind of future living... The whole of life is learning, therefore education can have no endings. This new venture is called adult education not because it is confined to adults but because adulthood, maturity, defines its limits...' (Lindeman The Meaning of Adult Education 1926: 4-5) </li></ul>
  6. 6. <ul><li>Old Answers </li></ul><ul><li>Knowledge is a &quot; thing&quot; that is transferred from one person to another. </li></ul><ul><li>Knowledge is objective and certain. </li></ul><ul><li>Learners receive knowledge. We all learn in the same way. </li></ul><ul><li>Knowledge is organized in stable, hierarchical structures that can be treated independently of one another. </li></ul><ul><li>We learn best passively, by listening and watching. </li></ul><ul><li>New Answers </li></ul><ul><li>Knowledge: relationship between the knower and the known; knowledge is &quot;created&quot; through this relationship . </li></ul><ul><li>Knowledge is subjective and provisional. </li></ul><ul><li>Learners create knowledge in d ifferent learning styles. </li></ul><ul><li>Knowledge: organized &quot;ecologically;“ disciplines are integrative and interactive - actively doing </li></ul><ul><li>Managing our own learning. </li></ul>Old and New Answers to How We Learn (Ratner, 1997)
  7. 7. <ul><li>We learn alone, with our minds, based on our innate abilities. </li></ul><ul><li>We learn in predictable sequences from simple &quot;parts&quot; to complex &quot;wholes&quot;. </li></ul><ul><li>Our &quot;intelligence&quot; is based on our individual abilities. </li></ul><ul><li>We learn in social contexts, through mind, body, and emotions. </li></ul><ul><li>We learn in wholes. </li></ul><ul><li>Our intelligence is based on our learning community. </li></ul>
  8. 8. <ul><li>The Learning Company is a vision of what might be possible . It is not brought about simply by training individuals; it can only happen as a result of learning at the whole organization level . A Learning Company is an organization that facilitates the learning of all its members and continuously transforms itself. (Pedler et. al. 1991: 1) </li></ul><ul><li>Social networks are also digital, beyond physical space and organisations – more flexible, and fragile? (abandon inactive nodes) </li></ul><ul><li>Facilitate: at workplace, digitally (include other networks) </li></ul>Definitions of a learning organization
  9. 9. Knowledge management (KM) - Wikipedia <ul><li>Strategies and practices used in an organization to: </li></ul><ul><li>identify, create, represent, distribute, and enable adoption of insights and experiences . </li></ul><ul><li>Such insights and experiences comprise knowledge , either embodied in individuals or embedded in organizational processes or practice. </li></ul>
  10. 10. KM efforts typically focus on <ul><li>organizational objectives , performance , competitive advantage , innovation , the sharing of lessons learned, integration and continuous improvement of the organization . </li></ul><ul><li>overlap with organizational learning , but greater focus on the management of knowledge as a strategic asset and a focus on encouraging the sharing of knowledge. </li></ul><ul><li>help individuals and groups to share valuable organizational insights, to reduce redundant work, to avoid reinventing the wheel per se, to reduce training time for new employees , to retain intellectual capital as employees turnover in an organization, and to adapt to changing environments and markets ( McAdam & McCreedy 2000 ) ( Thompson & Walsham 2004 ). </li></ul>
  11. 11. We will now present different projects of learning communities and knowledge management before the discussion

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