All 3 entries tagged Organizational Learning

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October 28, 2012

Thinking about Organizational Learning

Today we finished the last part of presentations which are organizational learning and measurement of results. In this part, we acquired some knowledge about organizational learning. Nowadays, organizations are looking more and more towards the productive manipulation of information to succeed and stay competitive. If a company wants to keep its competition in the market, they need to learn new knowledge. Keep learning provides a way for businesses to help them make better decisions and take more productive actions. If we learn from others, total environment will be improved.

In my point of view, the learning process should not be isolated, on the contrary, we share our information and opinions each other just like a team work, maybe helpful to a learning organization. Moreover, the world is more like a compete world; the competition concern may exist in organizations. When we try to build a learning environment, we must make sure to let everybody know that it is corporations more than competitions.

In our presentation, we said that learning is increasingly seen as crucial to success of organizations. According to many theorists learning could be the only sustainable competitive advantage a company can have in the future. Learning is considered as a core element in the model structure and in the assessment mechanism as well of EFQM. The EFQM Excellence Model assumes that in order to sustain excellence, organizations assess and review their approaches and mechanisms regularly and questions themselves.

However, how to collect and analysis the information in an organization? How to use your leadership and resources to manage information in order to help the process improvement in learning organization?

If we build an extra special team to collect information, analysis the data and organize learning resources, is it helpful to build a learning organization or just a kind of waste time, people and money? Totally speaking, we build an environment for learning which everybody involved in and make contributions. But collect them and share them need a place and a regular way.

We need 5 key values to create a learning organization showed in below:

1. Incorporate Systems thinking

2. Practice Personal mastery

3. Develop Mental Models

4. Make a Shared Vision

5. Start Team Learning

The professor in class highly mentioned metal models and a shared vision because they are really important in a long term view. For example, why Martin Luther King speaks ¡°I have a dream¡±, not ¡°I have a plan¡±? That is the function of shared vision. People believe what they believed, not do your doing. If we make a shared vision for others, most of people are likely to involve in an organizational learning voluntarily.


Thinking about Organizational Learning

Today we finished the last part of presentations which are organizational learning and measurement of results. In this part, we acquired some knowledge about organizational learning. Nowadays, organizations are looking more and more towards the productive manipulation of information to succeed and stay competitive. If a company wants to keep its competition in the market, they need to learn new knowledge. Keep learning provides a way for businesses to help them make better decisions and take more productive actions. If we learn from others, total environment will be improved.

In my point of view, the learning process should not be isolated, on the contrary, we share our information and opinions each other just like a team work, maybe helpful to a learning organization. Moreover, the world is more like a compete world; the competition concern may exist in organizations. When we try to build a learning environment, we must make sure to let everybody know that it is corporations more than competitions.

In our presentation, we said that learning is increasingly seen as crucial to success of organizations. According to many theorists learning could be the only sustainable competitive advantage a company can have in the future. Learning is considered as a core element in the model structure and in the assessment mechanism as well of EFQM. The EFQM Excellence Model assumes that in order to sustain excellence, organizations assess and review their approaches and mechanisms regularly and questions themselves.

However, how to collect and analysis the information in an organization? How to use your leadership and resources to manage information in order to help the process improvement in learning organization?

If we build an extra special team to collect information, analysis the data and organize learning resources, is it helpful to build a learning organization or just a kind of waste time, people and money? Totally speaking, we build an environment for learning which everybody involved in and make contributions. But collect them and share them need a place and a regular way.

We need 5 key values to create a learning organization showed in below:

1. Incorporate Systems thinking

2. Practice Personal mastery

3. Develop Mental Models

4. Make a Shared Vision

5. Start Team Learning

The professor in class highly mentioned metal models and a shared vision because they are really important in a long term view. For example, why Martin Luther King speaks ¡°I have a dream¡±, not ¡°I have a plan¡±? That is the function of shared vision. People believe what they believed, not do your doing. If we make a shared vision for others, most of people are likely to involve in an organizational learning voluntarily.


Thinking about Organizational Learning

Today we finished the last part of presentations which are organizational learning and measurement of results. In this part, we acquired some knowledge about organizational learning. Nowadays, organizations are looking more and more towards the productive manipulation of information to succeed and stay competitive. If a company wants to keep its competition in the market, they need to learn new knowledge. Keep learning provides a way for businesses to help them make better decisions and take more productive actions. If we learn from others, total environment will be improved.

In my point of view, he learning process should not be isolated, on the contrary, we share our information and opinions each other just like a team work, maybe helpful to a learning organization. Moreover, the world is more like a compete world; the competition concern may exist in organizations. When we try to build a learning environment, we must make sure to let everybody know that it is corporations more than competitions.

In our presentation, we said that learning is increasingly seen as crucial to success of organizations. According to many theorists learning could be the only sustainable competitive advantage a company can have in the future. Learning is considered as a core element in the model structure and in the assessment mechanism as well of EFQM. The EFQM Excellence Model assumes that in order to sustain excellence, organizations assess and review their approaches and mechanisms regularly and questions themselves.

However, how to collect and analysis the information in an organization? How to use your leadership and resources to manage information in order to help the process improvement in learning organization?

If we build an extra special team to collect information, analysis the data and organize learning resources, is it helpful to build a learning organization or just a kind of waste time, people and money? Totally speaking, we build an environment for learning which everybody involved in and make contributions. But collect them and share them need a place and a regular way.

We need 5 key values to create a learning organization showed in below:

1. Incorporate Systems thinking

2. Practice Personal mastery

3. Develop Mental Models

4. Make a Shared Vision

5. Start Team Learning

The professor in class highly mentioned metal models and a shared vision because they are really important in a long term view. For example, why Martin Luther King speaks ¡°I have a dream¡±, not ¡°I have a plan¡±? That is the function of shared vision. People believe what they believed, not do your doing. If we make a shared vision for others, most of people are likely to involve in an organizational learning voluntarily.


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