All 4 entries tagged Cbe
October 28, 2010
How to monitor progress?
I think ...monitor progress maybe depend on a intangible culture, like conscious, self-decipline and responsibility.
Although 'control ' information can monitor progress well sometimes, but it's not for a long-term trend.
Perhaps, monitor progress finally depend on people's performance.
If people have excellence performance, the progress will be operated well automatically, howerver, if people have worse performance, the progress will be encountered strong resistance and obstacles.
So, I think... monitor progress is to monitor people, monitor people is to 'guide' people not 'control'.
Making Organizational Learning Cycle in practice...
We have finished the learning of organizational learning cycle. There is a question here : whether we can use this cycle to create a small business? Maybe ...
In practice, how to create a small business?
Step1: Inspiration. (Collect information)
Someone was inspired by input information or collected information from external environment or internal environment, accordingly he or she wants to create a small business.
Step2: Producing new ideas
Someone produces several new ideas about his or her small business, like he or she wants to open a coffee shop, a fashion shop, an educational institution and so forth.
Step3: Making a right choice
Someone finally chooses an educational institution and he or she hopes this institution is a learning organization
Someone starts to take action on how to create a learning organization
Step4.1: Seeking special partner to set up a learning organization together.(collect information)
How to choose candidates?
Seeking candidates based on the following conditions:
a) Ethic & ability
Future partners should have both ethic and abilities. When need to choose between moral and abilities, moral priority. If someone who is high performance but lack of honesty and attachment, it is not necessary to choose him or her. That is because he or she will bring about negative events to his or her partners and organizations. Losses from his or her outweigh benefits.
b) Similar values of life
Values of life will affect his or her behavior in many ways, which will directly influence organizational behaviors. Additionally, if some individuals have similar views of life and similar views of world, it is easy for them to communicate their real heart. It is beneficial to reduce communication barrier and minimize misunderstanding at the crucial moment.
c) Common goal
Common goal is a necessary prerequisite for collaboration. For a common goal, human, material and financial resources can be maximized use or be played a largest role. Clear and common goal has the power to centralize all sorts of resources.
Step4.2: Brainstorm/Discussing (produce new ideas)
Somebody could engage in the interviews on communication and discussion among conditions, and then choose the special partner in the light of ethic & ability, similar values of life, common goals and relevant context. Relevant context is important for conditions. For example, if student who has arts or law context and without any engineering context, I think it is difficult for him or her to apply MBE. Certainly, it is the general situation. If someone who is talent maybe can apply, too.
Step4.3: Making right choice/decision
Through communicating and discussing with candidates, he or she has chosen the unique partner. And then they do a long-term plan or strategy for their future in order to reach the good ending of win-win.
The unique candidate take responsible action depend on PDC(S) A system
A unique candidate needs to do a detailed plan or strategy in order to create a learning organization.
How to create a learning organization?
a) An exciting vision links followers together. Organizational goals are a complement to personal goals. Personal goal is not necessarily the organizational goals, but the achievement of organizational goals is contributed to achieve personal goals.
b) Through inspiration stories, innovation symbols, and history of organization to build organizational culture. Actually, organizational culture is a belief or value, like "if you want to change, you need to learn more". If this belief was agreed and accepted by followers, it is easy to become a learning organization. Organizational culture interact organizational behaviors.
c) Designing a reasonable and effective structure. The combination of horizontal structure and vertical structure are contributed to an efficient management. A horizontal structure is able to instantly exchange ideas and share information among sectors/ departments or within mini-organization. A vertical structure can make a right decision as soon as possible.
d) Setting up a feedback system.
First, from down to up (reflection of good or bad problems)
Then up to down (suggestion and comments)
Third, from different departments/sectors (discussing, sharing views)
Finally, from up to down again (make a right decision then execute it)
From above feedback system, it is not difficult to find that a feedback system help organization to discover problems and solve problems as soon as possible. In other words, the establishment of feedback system advances the developing of a learning organization. If necessary, training could be allowed in this stage.
e) Technical support & services
A learning organization needs technical support to improve learning skills. Good services can reduce unnecessary waste of time and increase satisfaction of followers/employees.
What should we do in this stage?
I think we should consider external environment and internal environment:
External environment: Getting information from customers, suppliers, and stakeholders in order to meet their needs as much as possible.
Internal environment: Balancing and sharing human, market and financial resources in order to reduce waste of resources and increase utilization of resources.
In this stage, managers learn how to manage by process. Manage by process,acutally manage by people.
October 25, 2010
Last week, I was interested in Organizational Learning Cycle and Individual Learning Cycle during the learning of CBE. Following is my understanding about the two cycles.
Organizational Learning Cycle
Step 1: Generate
In this stage, I think organizational members should collecte information as much as possible from external enviroment and internal enviroment.
Step 2: Integrate
Combination of parts into a whole. Intergration everyone's infromation into organizational context. Like creating wiki, team memebers can put them information into a whole page.
Step 3: Interpret
Explaining, understanding and discussing of useful infromation or abstract concepts /theories.
Wiki members explain and discuss their mini-project together, then choose some relevant and useful information , and remove useless information.
Step 4 : Act
Taking responsible action depand on 'PDC(S)A' cycle.
Individual Learning Cycle
Step 1 : Concrete experience
Engaging in the practices to gather infomation from customers, suppliers, conferences, and so forth. If someone wants to learn more, he or she should engage in practice positively.
Step 2 : Reflective observation
Combining specific, former experiences and knowledge to produce new ideas.
Recalling what was improtant and what was different from former experiences, thinking over and over then generating new views.
Step 3 : Abstract conceptulisation
Looking for answers and solutions for specific problems, then draw conclusions.
Step 4 : Active experience
Testing out conclusions or choices.
Anyway, individual learning and organizational learning influences each other. If someone has a perfect performance in individual learning , which will promote organizational learning. If this organization has an excellence learning enviroment, which will also advance individual learning. In short, the two cycles both experience the following four steps:
Producing new ideas
Making a right choice/decision
Taking a responsible action depand on 'PDC(S)A'cycle.
October 13, 2010
Leadership seem to be a bridge between the five 'Enablers'and four 'Results'.Leadership plays an important role on developing an excellent organization.
In terms of organization , organizational learning is inevitable. Organizational learning system through a cyrcle adapted from Deming(1990)to tell us that knowledge learning needs three stages:
- The first stage is statistics, in this stage we need to obtain relevant and useful information through lots of references. The traditional references include the inspection of books, magazines and newspapers. Additionally, the current popular methods including the Internet, reading DVD, consulting relevant staff(senior experts and professors).
- The second stage is psychology of the individual.Everyone has different educational backgrounds, different family culture, different work experience, different values of life, and different life goals, so they have different psychology activities. This stage seems to be a container which used to transform A into B. It is no doubt that psychology of individual is the most difficult and painful stage. But if you overcome this stage and through system thinking, you will have your own views different from others.
- The third stage is system thinking, this stage needs to generate new ideas about relevant topic.
Anyway, we need to input useful and relevant information as much as possible in the statistics stage, then try our best to transform it although it's painful in the psychology of individual stage , finally we achieve a good result and output our own ideas in the system thinking stage . Through the cycle we are able to transform knowledge into our own ideas .
Deming described that processes drive results. That is if we want to change the results you need change the processes as well as associated behaviors. The processes result in the results. In other words, good processes result in good results and bad processes result in bad results. In short, if we want to change something, we need to learn more.