Difference between revisions of "Organizational Learning"
From Learning and training wiki
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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</ref>}} | ||
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| − | ! width= "300pt" | Principles | + | ! width= "300pt" |<font color =white> Principles </font> |
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| '''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 | ||
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|'''Sponsoring personal excellence'''|| The learning organization should encourage [[Good Practices|good practices ]] innovation and self-managed learning | |'''Sponsoring personal excellence'''|| The learning organization should encourage [[Good Practices|good practices ]] innovation and self-managed learning | ||
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|'''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 | ||
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Revision as of 08:15, 29 July 2008
 ORGANIZATIONAL LEARNING |
| 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 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. 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