This document discusses the concept of a learning organization. [1] A learning organization is defined as a place where people continually expand their capacity to achieve desired results. [2] Key aspects of a learning organization include creating continuous learning opportunities, encouraging inquiry and dialogue, and stressing collaboration. [3] Organizational learning occurs when members act as learning agents for the organization by modifying understandings and activities in response to mismatches between expectations and results. Amazon is used as an example of a learning organization that drives operations through continuous learning, inquiry/dialogue, and collaboration.
The Effect of Compensation to Commitment, Motivation Andperformance of Vocati...inventionjournals
The purpose of this study is to analyze and test whether compensation has effect towards commitment, motivation, and performance of teachers at vocational school in Samarinda City of East Kalimantan Province. The population of this study is teachers of vocational school in that are government employees. The sample frame is limited to vocational school situated in Samarinda city of East Kalimantan Province. Based on the collected data, the number of vocational school is 20 vocational school with 520 government employee teacher and 84 respondents as samples. The statistic hypothesis testing is conducted using path analysis by first calculating the correlation coefficient of each variables suspected has direct correlation, continued with determining each path coefficient of calculated correlation coefficient. The result shows that compensation variables has positive and significant effect towards commitment, motivation, and performance of vocational schools’ teachers, either directly or indirectly.
The Effect of Compensation to Commitment, Motivation Andperformance of Vocati...inventionjournals
The purpose of this study is to analyze and test whether compensation has effect towards commitment, motivation, and performance of teachers at vocational school in Samarinda City of East Kalimantan Province. The population of this study is teachers of vocational school in that are government employees. The sample frame is limited to vocational school situated in Samarinda city of East Kalimantan Province. Based on the collected data, the number of vocational school is 20 vocational school with 520 government employee teacher and 84 respondents as samples. The statistic hypothesis testing is conducted using path analysis by first calculating the correlation coefficient of each variables suspected has direct correlation, continued with determining each path coefficient of calculated correlation coefficient. The result shows that compensation variables has positive and significant effect towards commitment, motivation, and performance of vocational schools’ teachers, either directly or indirectly.
The rapidly changing–and, at times, excessively complex–nature of development work demands diverse competences from aid agencies such as the Asian Development Bank. The learning challenges these present require the ability to work more reflectively in a turbulent practice environment.
The Effect of Leadership, Organizational Culture, Work Motivation And Job Sat...inventionjournals
The aims of this study are to reveal the effect of leadership, organizational culture, work motivation and job satisfaction on teacher organizational commitment at high school in Medan. This research measured the direct effect and indirect effect of exogenous variables to endogenous variables. The number of samples is 330 teachers taken from 570 teachers as population. The data were gathered by using a set of questionnaires that had been checked for its validity and reliability. The data then were analyzed by using path analysis model. The results revealed that leadership, organizational culture, work motivation and job satisfaction effect significantly either directly or indirectly on teacher organizational commitment at high schools in Medan
In any organization if they want to get best production and retain their employees, they have to
provide best organization culture to their employees. That culture should be satisfied by the employees to retain
them. The purpose of the present study is to analyze the organization culture factors influencing the job
satisfaction.
Describes organizational learning as a five-stage process: individual learning, (cognition), community validation (collaboration), organizational structuring (bureaucracy), formal authorization (decision making), and changes to business processes or products (adaptation).
Organizational Commitment: A Comparative Study of Public and Private Sector B...inventionjournals
In spite of an increasing number of studies on organizational commitment, no unifying work focused on the measurement of organizational commitment of managers of banking sector. Organizational commitment is a feeling of one's dedication towards the employing organization, his/her willingness to work hard for that organization, and the intention to remain with that organization. There are various factors that affect the employees' commitment towards the organization. This study was carried out to establish the association of banking sector (public/private) and managerial levels with the organizational commitment among bank employees. Data was collected from 633 managers of banking sector using questionnaire method. Organizational commitment scale developed by Allen and Mayer (1990), was used as a tool for data collection. Regression analysis, t-test and one way ANOVA were used as statistical tools for data analysis. The results from the t-test of the study revealed that the public sector bank managers were more committed towards the organization than the private sector bank managers. The affective, continuance and normative commitment are high in public sector bank managers than private sector bank managers. Also, the ANOVA-test revealed that the top levels managers had the highest organizational commitment than the middle and the lower level managers. The affective, continuance and normative commitment of top level bank managers are higher than the middle and lower level managers. The t-test analysis results also, revealed that organizational commitment, affective commitment, continuance commitment of middle level bank managers is higher and significant than that of lower level bank managers. The difference of normative commitment between middle level and lower level managers is not statistically significant.
Our major goal is to help you achieve your academic goals. We are commited to helping you get top grades in your academic papers.We desire to help you come up with great essays that meet your lecturer's expectations.Contact us now at http://www.premiumessays.net/
The rapidly changing–and, at times, excessively complex–nature of development work demands diverse competences from aid agencies such as the Asian Development Bank. The learning challenges these present require the ability to work more reflectively in a turbulent practice environment.
The Effect of Leadership, Organizational Culture, Work Motivation And Job Sat...inventionjournals
The aims of this study are to reveal the effect of leadership, organizational culture, work motivation and job satisfaction on teacher organizational commitment at high school in Medan. This research measured the direct effect and indirect effect of exogenous variables to endogenous variables. The number of samples is 330 teachers taken from 570 teachers as population. The data were gathered by using a set of questionnaires that had been checked for its validity and reliability. The data then were analyzed by using path analysis model. The results revealed that leadership, organizational culture, work motivation and job satisfaction effect significantly either directly or indirectly on teacher organizational commitment at high schools in Medan
In any organization if they want to get best production and retain their employees, they have to
provide best organization culture to their employees. That culture should be satisfied by the employees to retain
them. The purpose of the present study is to analyze the organization culture factors influencing the job
satisfaction.
Describes organizational learning as a five-stage process: individual learning, (cognition), community validation (collaboration), organizational structuring (bureaucracy), formal authorization (decision making), and changes to business processes or products (adaptation).
Organizational Commitment: A Comparative Study of Public and Private Sector B...inventionjournals
In spite of an increasing number of studies on organizational commitment, no unifying work focused on the measurement of organizational commitment of managers of banking sector. Organizational commitment is a feeling of one's dedication towards the employing organization, his/her willingness to work hard for that organization, and the intention to remain with that organization. There are various factors that affect the employees' commitment towards the organization. This study was carried out to establish the association of banking sector (public/private) and managerial levels with the organizational commitment among bank employees. Data was collected from 633 managers of banking sector using questionnaire method. Organizational commitment scale developed by Allen and Mayer (1990), was used as a tool for data collection. Regression analysis, t-test and one way ANOVA were used as statistical tools for data analysis. The results from the t-test of the study revealed that the public sector bank managers were more committed towards the organization than the private sector bank managers. The affective, continuance and normative commitment are high in public sector bank managers than private sector bank managers. Also, the ANOVA-test revealed that the top levels managers had the highest organizational commitment than the middle and the lower level managers. The affective, continuance and normative commitment of top level bank managers are higher than the middle and lower level managers. The t-test analysis results also, revealed that organizational commitment, affective commitment, continuance commitment of middle level bank managers is higher and significant than that of lower level bank managers. The difference of normative commitment between middle level and lower level managers is not statistically significant.
Our major goal is to help you achieve your academic goals. We are commited to helping you get top grades in your academic papers.We desire to help you come up with great essays that meet your lecturer's expectations.Contact us now at http://www.premiumessays.net/
UNIQLO at the core of Fast Retailing’s strategy
FAST RETAILING, Uniqlo’s parent company, aims at becoming the world’s No 1 apparel retailer group by 2020
With Uniqlo as the No 1 apparel brand in Japan
Target of quadrupling annual sales to Y2,000 billion by 2020
Ensure profitability, with the SPA business model
Ensure top level of growth, with an increasing presence abroad
Win customers by responding to their demand
Sticking to Uniqlo’s core positioning ‘quality at reasonable price’
Launch of hit products : basic design combined with high performance
Focus on big scale stores in Japan and major global cities overseas Objectives
Organizational Learning!
Nash Equilibriums!
Pareto Inefficiencies!
Oh My!
reprising themes I want everyone to understand and apply to to building the future
A descriptive presentation about Apple Inc. Covering the History, company profile, Product line, competitors and SWOT analysis. Mostly all aspects are covered in it.
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 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.
This presentation is authored by Jack Abebe and Annaline Jepkiyeny. It discusses how learning organizations pick on change management as a strategic direction.
Learning organizations develop as a result of the pressures facing modern organizations and enables them to remain competitive in the business environment
This is to show how reflection can be used as a performance management tool. Integrity has a reflective tool available to facilitate the use of reflection at work
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.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Honest Reviews of Tim Han LMA Course Program.pptxtimhan337
Personal development courses are widely available today, with each one promising life-changing outcomes. Tim Han’s Life Mastery Achievers (LMA) Course has drawn a lot of interest. In addition to offering my frank assessment of Success Insider’s LMA Course, this piece examines the course’s effects via a variety of Tim Han LMA course reviews and Success Insider comments.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
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.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
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.
1. The Learning Organization 1
Running Head: The Learning Organization
Assignment 1: The Learning Organization
Tiffany A. Simmons
EDU 500-006016
Theories of Teaching and Learning
HONOR CODE AGREEMENT: I have read and understand Strayer University’s Academic
Integrity Policy. I promise to conduct myself with integrity in the submission of all academic
work to the University and will not give or receive unauthorized assistance for the completion of
assignments, research papers, examinations or other work. I understand that violations of the
Academic Integrity Policy will lead to disciplinary action against me, up to and including
suspension or expulsion from the University. I understand that all students play a role in
preserving the academic integrity of the University and have an obligation to report violations of
the Academic Integrity Policy committed by other students.
Signed- Tiffany Ann Simmons
406 Nottingham Drive
Versailles, KY. 40383
Telephone: (859) 251-4097
Email: teach2write@gmail.com
Instructor: Dr. Jessica Guire
2. The Learning Organization 2
In their book, The Profession and Practice of Adult Education: An Introduction, Merriam
and Brockett (2007) state that “an area within training and development that has potential
connections to adult education practice is the learning organization.” What is a learning
organization, and what does it means to be such? A learning organization is “a place where
people continually expand their capacity to create the results they truly desire” (Merriam,
Caffarella, & Baumgartner, 2007). At the heart of all learning organizations is the need to create
continuous learning opportunities at all levels of the organization, encourage inquiry and
dialogue, and stress collaboration and team learning (Merriam, Caffarella, & Baumgartner,
2007). None of the attributes of a learning organization can exist without the idea of
organizational learning. Organizational learning “occurs when members of the organization act
as learning agents of the organization” (Merriam, Caffarella, & Baumgartner, 2007). In
Organizational Learning II: Theory, Method, and Practice, Argyris and Schon (1996), refer to
organization learning as an event that
“occurs when individuals within an organization experience a problematic situation and
inquire into it on the organization’s behalf. They experience a surprising mismatch
between expected and actual results of action and respond to that mismatch through a
process of thought and further action that leads them to modify their images of
organization or their understandings of organizational phenomena and to restructure their
activities so as to bring outcomes and expectations into line, thereby changing
organizational theory-in-use.”
Learning organizations utilize this process of organizational learning to bring about process
improvements, thereby enabling them to be more responsive to internal and external conditions
3. The Learning Organization 3
that affect the organization’s profitability and sustainability in the ever-increasing global
economy. Amazon.com is an example of the learning organization and what it does to keep
everyone engaged in the goals of the company and practice continuous improvement to keep it
competitive. Amazon utilizes each of the three, continuous learning opportunities, inquiry and
dialogue, and collaboration and team learning, to drive its operations.
At Amazon.com, new associates are not just thrust into a new work situation without
proper advisement of acceptable standards of work practice. Each person attends a “school”
dedicated to whatever job he or she is assigned to do for the company. In this “school,” a person
learns how to perform the job using the quality and safety standards in place and is assigned
work mentors to help acclimate them further and be available for questions and feedback. Each
department has a stand-up meeting for all associates immediately after the shift begins and again
when lunch is over. The purpose of these meetings is to get associates enthusiastic about the
work, review any significant quality and safety issues, offer work tips, discuss work-related
issues, impart information about meetings, work schedules, and any other information that is
deemed important. In the case of the post-lunchtime stand-up meetings, the managers offer an
update on department productivity.
Associates also have the opportunity to participate in leadership initiatives with Amazon.
One such example is Kaizen (a Japanese term for “continuous improvement”). Associates have
the opportunity to suggest process improvements, and if that person’s idea is chosen, then he or
she gets to be a project leader in the area of improvement suggested. Amazon frequently uses
surveys to gauge employee satisfaction and suggest areas for improvement. A past survey
revealed that process assistants (assistants to the managers) were not as visible with employees
as they should be. In response to that finding, Amazon management introduced a series of
4. The Learning Organization 4
professional development/leadership workshops for the process assistants. The result of those
workshops was phenomenal: the process assistants are assuming greater leadership roles with the
department and are more visible on a daily basis. All associates receive continuous feedback on
their performance, and management takes the time to reward outstanding performance through
verbal recognition, incentives like gas cards for those whose performance rates exceed
expectations, and, of course, promotions and pay raises where appropriate.
All of these practices make Amazon good at what it does and effective at being a learning
organization. People are motivated to perform at a high level, often exceeding the established
performance rates, because of the culture of learning that Amazon has created. And many who
have been there for years are motivated and eager to pass their knowledge and expertise on to the
newer associates, making them successful as well. Learning organizations stress that sort of
teamwork, where everyone wants to win-and everyone usually does. Such organizations strive
for continuous improvement of processes and people so that it can continue to be the best at what
it does.
5. The Learning Organization 5
References
Argyris, C. and Schon, D. (1996). Organizational Learning II: Theory, Method, and Practice
(2nd ed.). Reading, MA: Addison-Wesley Publishing Company.
Merriam, S. B., Baumgartner, L. M., & Caffarella, R. S. (2007). Learning in adulthood: a
comprehensive guide (3rd ed.). San Francisco: Wiley.
Merriam, S. B. & Brockett, R. G. (2007). The profession and practice of adult education: An
introduction. San Francisco, CA: Jossey-Bass.