Difference between revisions of "Organizational Learning"
From Learning and training wiki
| (17 intermediate revisions by 4 users not shown) | |||
| Line 1: | Line 1: | ||
| − | {{Term|ORGANIZATIONAL LEARNING| | + | {{Term|ORGANIZATIONAL LEARNING|'''The way an organization learns''' through a continuous process that increases its collective capacity to adapt to internal and external change. Organizational learning is the ability of an organization to gain [[Knowledge|knowledge]] from experience through experimentation, observation, analysis and a willingness to examine both successes ([[Good Practices|good practices]]) and failures ([[Lessons Learned|lessons learned]]), and to use that knowledge to do things differently. Organizational learning occurs when, through its processing of information, an organization becomes '''collectively more knowledgeable and skillful''' in pursuing a set of goals. It involves individual learning, and the ability to think critically and creatively, but it is more than the sum of the knowledge held by the individuals. It includes using [[Organizational Development (OD)|organizational development]] as long term continuous improvement, using interdisciplinary approaches and modern technologies. |
It involves five disciplines: | It involves five disciplines: | ||
| − | * [[ | + | * [[System Thinking]], |
* Personal Mastery, | * Personal Mastery, | ||
| − | * Mental Models, | + | * [[Mental Models]], |
* Shared Vision, | * Shared Vision, | ||
* Team Learning. | * Team Learning. | ||
| − | A learning organization must demonstrate a commitment to the following principles in the workplace: <ref> [http://www.krii.com www.krii.com ] (7 March 2008), [http://workhelp.org workhelp.org ](7 March 2008), The Human Resources Glossary: The Complete Desk Reference for Hr Executives. William R. Tracey, 2003, Transforming Learning in the Workplace. Alastair Rylatt, 1999</ref>}} | + | A learning organization must demonstrate a commitment to the following principles in the workplace: <ref> [http://www.krii.com www.krii.com ] (7 March 2008), [http://workhelp.org workhelp.org ](7 March 2008), The Human Resources Glossary: The Complete Desk Reference for Hr Executives. William R. Tracey, 2003, Transforming Learning in the Workplace. Alastair Rylatt, 1999, [http://www.12manage.com/methods_organizational_learning.html www.12manage.com](25 May 2009), [http://en.wikipedia.org/wiki/Organizational_learning Wikipedia] (25 May 2009), [http://www.businessdictionary.com/definition/organizational-learning.html www.businessdictionary.com] (25 May 2009)</ref>}} |
| − | {| style="border:1px solid # | + | {| style="border:1px solid #7F4F1F;background:#FFFAF0;color:white;" |
|- | |- | ||
| − | ! width= "300pt" | Principles | + | ! width= "300pt" |<font color =#7F4F1F> Principles </font> |
| − | ! width= "750pt" | Content | + | ! width= "750pt" |<font color =#7F4F1F> Content </font> |
| − | |- style="border:1px solid # | + | |- style="border:1px solid #D87A35;background:white;color:black;" |
| − | | Building systems that output learning | + | | '''Building systems that output learning''' |
| Workplaces should actively modify their policies, structures, and procedures to support discovery | | Workplaces should actively modify their policies, structures, and procedures to support discovery | ||
| − | |- style="border:1px solid # | + | |- style="border:1px solid #D87A35;background:white;color:black;" |
| − | |Sponsoring personal excellence|| The learning organization should encourage | + | |'''Sponsoring personal excellence'''|| The learning organization should encourage [[Good Practices|good practices ]] innovation and self-managed learning |
| − | |- style="border:1px solid # | + | |- style="border:1px solid #D87A35;background:white;color:black;" |
| − | |Creating new mental models|| Learning organizations have to question the assumptions and mindsets of their employees to ensure that openness and innovation are championed at the expense of secrecy and politics | + | |'''Creating new mental models'''|| Learning organizations have to question the assumptions and mindsets of their employees to ensure that openness and innovation are championed at the expense of secrecy and politics |
|} | |} | ||
Latest revision as of 10:56, 11 January 2011
 ORGANIZATIONAL LEARNING |
| The way an organization learns through a continuous process that increases its collective capacity to adapt to internal and external change. Organizational learning is the ability of an organization to gain knowledge from experience through experimentation, observation, analysis and a willingness to examine both successes (good practices) and failures (lessons learned), and to use that knowledge to do things differently. Organizational learning occurs when, through its processing of information, an organization becomes collectively more knowledgeable and skillful in pursuing a set of goals. It involves individual learning, and the ability to think critically and creatively, but it is more than the sum of the knowledge held by the individuals. It includes using organizational development as long term continuous improvement, using interdisciplinary approaches and modern technologies.
It involves five disciplines:
|
| Principles | Content |
|---|---|
| Building systems that output learning | Workplaces should actively modify their policies, structures, and procedures to support discovery |
| Sponsoring personal excellence | The learning organization should encourage good practices innovation and self-managed learning |
| Creating new mental models | Learning organizations have to question the assumptions and mindsets of their employees to ensure that openness and innovation are championed at the expense of secrecy and politics |
References
- ↑ www.krii.com (7 March 2008), workhelp.org (7 March 2008), The Human Resources Glossary: The Complete Desk Reference for Hr Executives. William R. Tracey, 2003, Transforming Learning in the Workplace. Alastair Rylatt, 1999, www.12manage.com(25 May 2009), Wikipedia (25 May 2009), www.businessdictionary.com (25 May 2009)