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How to transform an organization to a learning organisation

Here I am again, another piece of coursework... I chose the third topic; How to transform an organisation to a learning organisation, use Deming's Profound knowledge and EFQM as a framework.

There are four core values in Deming's system of profound knowledge:

System, Variation, Knowledge and Psychology.

When it comes to developing an organisation into a learning organisation, it becomes the goal of an organisation, requiring the whole system to understand this aim. Neglect of any components of a system will lead to the failure of accomplishing the goal.

To manage the process of transforming an organisation to a learning organisation, it is important to understand Variation. Common variation and special variation are the two different types of variation. One is within a process while the other is caused by special events outside the process. Understanding the two types of variation can help an organisation to improve the learning process.

Knowledge is an essential element for managing the learning process. 'any sound interpretation of data requires some knowledge of the subject matter' (McNary,1997). Transforming an organisation to a learning organisation, requires the managers to understand what the customer's needs are and to make future predictions about the changing environment around them.

Psychology is fundamental; understanding the people involved in the learning process will help managers in how to motivate them towards the goal of becoming a learning organisation.

This is how I understand the system of profound knowledge can be used to transform an organisation to a learning organisation. Am I on the right track?

: 26 Nov 2008 23:01 |  Tags: Cbe |  Comments (0) |  Close comments |  Report a problem