1. Organizational learning is a process that enables organizations to better use the knowledge of their members to make business decisions.
2. It involves facilitating collaboration within the organization to encourage continuous improvement, empowering members to work as a cohesive team.
3. Key aspects of implementing organizational learning include encouraging lifelong learning, implementing team learning, and using increased knowledge to create new opportunities.
Presentation at SoftShake Conference 2016. Why we don't learn enough? What are the right people and right environment for learning? Which processes must be in place to facilitate learning?
Presentation at SoftShake Conference 2016. Why we don't learn enough? What are the right people and right environment for learning? Which processes must be in place to facilitate learning?
Peter Senge is an American scientist born in 1947, called as the Strategist of the Century”.
He was the director of centre for Organizational Learning at MIT school of Management and the author of “The Fifth Discipline” in 1990.
In his book he explain about the concept of learning organization.
Organizational Learning Presentation (Training & Development) - Visual Learni...Devanshi Shah
- Successfully applied appropriate training methods to design and deliver a dynamic learning experience that meets the specified learners' needs
- Team split up into three pairs that focused on the three different learning styles (Visual, Auditory, Kinesthetic)
- Created and presented an in-class training session based on the Visual Learning Style
Learning Organizations: Strategic ManagementTriune Global
A learning organization is the term given to a company that facilitates the learning of its members and continuously transforms itself. Learning organizations develop as a result of the pressures facing modern organizations and enables them to remain competitive in the business environment.
Definition of Learning
Definition of Learning Organization
Building Blocks of the Learning Organization
Benefits of a learning organization
Units of learning
Review of Chapter
Learning Organisation adapted from Peter Senge's 5th Discipline - Philosophy,...Yuvarajah Thiagarajah
Learning Organisation - main theme adapted from Peter Senge's 5th Discipline. Conveys what a LO is, it's characteristics, 5 drivers required to build, impact of culture and inhibitors to LO.
Peter Senge is an American scientist born in 1947, called as the Strategist of the Century”.
He was the director of centre for Organizational Learning at MIT school of Management and the author of “The Fifth Discipline” in 1990.
In his book he explain about the concept of learning organization.
Organizational Learning Presentation (Training & Development) - Visual Learni...Devanshi Shah
- Successfully applied appropriate training methods to design and deliver a dynamic learning experience that meets the specified learners' needs
- Team split up into three pairs that focused on the three different learning styles (Visual, Auditory, Kinesthetic)
- Created and presented an in-class training session based on the Visual Learning Style
Learning Organizations: Strategic ManagementTriune Global
A learning organization is the term given to a company that facilitates the learning of its members and continuously transforms itself. Learning organizations develop as a result of the pressures facing modern organizations and enables them to remain competitive in the business environment.
Definition of Learning
Definition of Learning Organization
Building Blocks of the Learning Organization
Benefits of a learning organization
Units of learning
Review of Chapter
Learning Organisation adapted from Peter Senge's 5th Discipline - Philosophy,...Yuvarajah Thiagarajah
Learning Organisation - main theme adapted from Peter Senge's 5th Discipline. Conveys what a LO is, it's characteristics, 5 drivers required to build, impact of culture and inhibitors to LO.
ReadySetPresent (Gender Differences PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Misinterpreting gender differences can be potentially disastrous. However, understanding them, can lead to a harmonious environment both at work and at home. Gender Differences PowerPoint Presentation Content slides include topics such as: highlighting Gender and Communication Differences, how to avoid pitfalls, 6 common areas of miscommunication between genders, 6 slides on negotiation and gender, 10 slides on biological brain and health differences, 25+ slides on strengths of genders with facts and trivia, 15+ slides on managing and accommodating different genders and moving past stereotypes, 4 slides on the Parson’s model, 9 slides on women working with men, 8 slides on men working with women, and 6 slides on females in business, 10 slides on common misunderstandings and communication between spouses, interesting gender statistics and more!
This brief overview provides an introduction to the value of beocming a learning organization. It describe the characteristics of a learning organization and some first steps and organizational changes that can be taken on the road to becoming a learning organization.
This presentation is authored by Jack Abebe and Annaline Jepkiyeny. It discusses how learning organizations pick on change management as a strategic direction.
Learning organization and change management power pointJack Onyisi Abebe
This presentation discusses how learning organizations link to change management with projected barriers, critical factors for organizational learning, change management and the theories of organizational learning.
Organisational development and its techniquesPrarthana Joshi
It includes what is organizational development and various techniques. Its also includes a case study on organizational development in TCS organisation.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
The people of Punjab felt alienated from main stream due to denial of their just demands during a long democratic struggle since independence. As it happen all over the word, it led to militant struggle with great loss of lives of military, police and civilian personnel. Killing of Indira Gandhi and massacre of innocent Sikhs in Delhi and other India cities was also associated with this movement.
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
1. ORGANIZATIONAL LEARNING
A MINI-TUTORIAL
By Doreen Warren
Operating Management 345
For Dr. Foster
2. ORGANIZATIONAL LEARNING
Organizational Learning is a process to enable organizations to better use the
knowledge of their members to make business decisions. In a conventional organization,
decisions are often based on management perspective without taking into account the
other members of the organization. A business using Organizational Learning recognizes
the value added by including all of its members in the decision making process.
Organizational Learning has developed into a methodology by which businesses
facilitate collaboration within the organization to concentrate on continuous
improvement. Organizations that adopt this philosophy are referred to as “Learning
Organizations.” A Learning Organization recognizes that a business consists of people
and it takes a commitment from all in the organization to best obtain the organization’s
goals. Through Organizational Learning an organization gains knowledge and develops
skills to empower its members to work as a cohesive team. The following table identifies
some of the key differences between a Conventional Organization and a Learning
Organization.
Conventional Organization Learning Organization
Locked into management’s views of Flexible and open to new ideas.
methods and goals.
Makes decisions based on what currently 1. Willing to disregard the status quo in
best fits the organizational structure. favor of innovation.
2. Management encourages all members to
continuously rethink what they do, how
they do it, and how they might do it better.
Adapts and/or reacts to change. Anticipates the future and strives to create
services and products before others are able
to perceive the needs.
3. IMPLEMENTING ORGANIZATIONAL LEARNING
The first step in implementing Organizational Learning is to encourage all
members of an organization to continually learn by rewarding the members for increasing
competence. An understanding of how people learn is key to implementing an effective
system. Adaptive learning describes the learning process that is reactive to change and is
based on rules and structure. In contrast, proactive learning goes beyond being reactive
and occurs when changes are made willingly. Implementation of Organizational Learning
requires that there be incentives to encourage proactive learning.
The second step in implementing Organizational Learning is to implement Team
Learning where people are willing and able to work together to build new mindsets and
transfer knowledge throughout the organization.
In the third step, Organizational Learning requires that the organization use the
increased knowledge to create new market opportunities.
According to David Garvin, Cizik Professor of Business Administration at
Harvard Business School, developing Organizational Learning requires creating,
acquiring, transferring, and retaining knowledge and modifying current behavior to
increase efficiency.
Knowledge is found in many sources within and outside an organization. People
working in the organization understand the day-to-day requirements and have the
knowledge base needed to assist managers when trying to resolve issues. Tapping into
the people resource along with the manager’s ability to recognize and interpret
knowledge is critical. It is also important for the knowledge transfer to occur when
people leave the organization so that the knowledge is retained and not lost.
4. It is not enough to have knowledge. Behavior must be modified within the
organization to make it efficient. Managers must be willing and able to solicit and use
the information relayed to them by employees. All members of the organization must
become part of the decision making team.
Peter Senge, director of the Center for Organizational Learning at the Sloan
School of Management, Massachusetts Institute of Technology, has identified five
disciplines crucial to the successful implementation of Organizational Learning and
creating a Learning Organization:
1. Personal Mastery – Managers must go beyond knowing what is important to
achieve, they must have the ability to clarify and relay their message to others
within the organization.
2. Shared Visioning – Managers who share their vision with others in the
organization are more likely to get feedback on the vision. A shared vision is
more likely to receive commitment from the people needed to implement the
goals set by management. If people feel they have been involved in the process
they are more likely to be committed to the entire process.
3. Mental Modeling – Managers must be able to explain the reasoning behind
decisions made, while being open to suggestions from others and being able to
handle criticism without being defensive or judgmental.
4. Team Learning – Managers should be able to align and develop the capacity of
the team members in order to obtain the team’s desired results. Team learning
builds shared vision and personal mastery because a talented team will consist of
talented individuals.
5. 5. Systems Thinking – Managers need to look at issues as they interrelate with
other processes within the organization.
AN EXAMPLE
Boeing provides an example where a company used the learning process to avoid
bankruptcy by using Lessons Learned analysis to solve the problems with the production
of the 737 and 747. By comparing successful projects with the failed production of the
737 and 747, they were able to adjust their projects for the successful production of the
757 and 767.
WHERE TO FIND MORE INFORMATION
Information on Organizational Learning is available through many sources on the
Internet as well as in literature. Some notable experts in the field include: Chris
Argyris and Donald Schon, authors of Organizational Learning: A Theory of Action
Perspective; and Peter Senge, the author of The Fifth Discipline, The Leader’s New
Work: Building Learning Organizations. Degrees in Organization Learning are also
available through many institutions including Sloan School of Management and
George Mason University.
REFERENCES
Senge, Peter. The Fifth Discipline: The Art and Practice of the Learning Organization
(1990)
Garvin, David. (1997, November) How To Build a Learning Organization.
http://www.european-quality.co.uk/articles/garvin.html
Karash, Richard. (1995) Groupware and Organizational Learning.
http://world.std.com/~rkarash/GW-OL/
6. Santos, Aldo. Review of Peter M. Senge, quot;The Leader's New Work: Building
Learning Organizations,quot; in Sloan Management Review (Fall 1990), pp. 7-23.