Organizational learning (Learning Organization).
Organizational learning (Learning Organization) is a concept in organizational development with an emphasis on learning the state of leadership in organizations (Leadership) and learning together. The people in the organization (Team Learning) for transferring the knowledge, experience and skills together. And a constant state of change and keep pace with the competition.
The organization of this learning to the organization and personnel. The process is efficient and effective performance. It is a form of work as a team (Team working) in the process of learning and understanding to prepare for the change. Opportunity for team work and empowerment in decision-making. (Empowerment) to promote an atmosphere of initiative (Initiative) and innovation (Innovation), which is a strong organization. Ready to face the competition.
Learning Organization or the Organization of the learning organization. Is a term used to refer to the whole set of ideas that arise from the study of Organization Chris Argyris has the concept of the Organization Learning with Donald Schon as a process in which members of the organization to respond to change. internal and external environment. By checking and correcting errors that occur frequently in organizations.
The Organization Learning the principles of Peter Senge has put together the idea of Chris Argyris and Donald Schon and other scholars. I wrote the first book which is called the Learning Organization. "The Fifth Discipline".
The concept of the Learning Organization.
Chris Argyris and Donald Schon has provided a definition of learning are two forms that are important in creating a Learning Organization is a Single Loop Learning (First Order / Corrective Learning) to learn that the organization was working to achieve. Learning to look at the Double Loop Learning (Second Oder / Generative. Learning) is defined as learning that occurs when what is needed to achieve the target does not comply with the act.
Peter Senge believes that the heart of the Learning Organization is the fifth discipline in the form of implementation of the five disciplines, teams and organizations continue to be a way to create the Office of the learning process as a whole.
1. Personnal Mastery: To strive for excellence and is committed to developing their own knowledge to the target. Creating a personal vision (Personal Vission) when he committed the organization and therefore need to be creative. Strong commitment to pursuing it (Creative Tention) are used to the fact that the data analysis and decision making (Commitment to the Truth) I decided to make the system better. As well as training the subconscious to work (Using Subconciousness) with operations to be automated.
2. MentalModel has a way of thinking and an open view. The result is the conceptual model will come in the form of the three types of attitudes to behavior or attitude of the one event or a story, any attitude of the ideas and paradigms, conceptual practices. We follow the same until the culture of the organization.
3. Shared Vission to create and sustain the vision. Vision of the organization. The aim of the organization that everyone must work together to integrate into the wrong path. The vision of the organization is a good leader must be the first to develop a vision of the process seriously. Vision must be clearly detailed. Enough to be used as guidance. A positive vision of a world organization.
4. Team Learn how to learn together as a team. The organization focuses on the entire team together with the realization that We are doing and will do anything to do to add value to our customers. Learning algorithm depends on two factors together is coordinated with the IQ and EQ together as a learning algorithm. Leadership and organizational leaders at all levels.
5. System Thinking is a systematic understanding. Everyone should have the ability to understand the relationships between things that are a key component of the overall look. To see the profile of the components in the output with. This discipline can solve complex problems that are very well.
Restrictions on the use of the Learning Organization.
Model of the Learning Organization culture is not specific to any one organization and not of limitation, the organization will not succeed as expected. The process of the Learning Organization is not clear to the people who know the truth.
The scope of the Learning Organization is very difficult to control. The index measures the organization has a Learning Organization is clear and long-time commitment to the Learning Organization is a lack of support. Should there be a change in leadership. Attention to the enthusiasm of the employees in the organization will be lost.
Key elements of the Learning Organization, from the perspective of Capability Perspective.
During the past decade, there are a lot of talk about the concept of the Learning Organization, but also the lack of clear guidelines and procedures that will enable the organization to be a true Learning Organization.
By many writers have tried to find elements that are appropriate to learning across the organization. And the application of these elements are incomplete, it is difficult to adjust to a Learning Organization successfully.
Peter Senge is one of the elements necessary for the Learning Organization by recruiting staff with the necessary components from several companies in the United States. 5 and found the discipline required for the organization to become a Learning Organization.
The concept of Senge made him a master of the Learning Organization is the most known.
Later, Nevis and his team presented the research that has changed dramatically with the development of Learning Organization. And concluded that the four factors critical to the Learning Organization.
Every organization has its own learning system (All Organization Are Learning System).
Patterns are consistent with the organizational culture of learning (Learning Comforms to Culture).
Learning styles vary according to the learning organization (Style Varies between Learning System).
There is a process that can be used to enhance the learning organization (Generic Processes Facilitate Learning).
The second view is that a positive as opposed to the first view was that the organization should do to build a Learning Organization is to strengthen the theme of learning about culture. of the organization. Government in bringing about a new organization has to be considered appropriate for the organization or not. And will change only when the learning is not a business advantage over competitors, both in the Church in Long Beach and then only
The Div Bella and Nevis is a second view is that the Capability Perspective is to create a Learning Organization is based on the performance of the organization as a master and a view of a Normative Perspective is whether a particular approach to Learning. Organization will be the same. The problem is that there is a risk of resistance from employees is very high. And how long it may take longer to adjust. As a result of the organizational culture Tiea different. Trying to learn how to complete it is difficult and takes longer to develop the organization.
Elements of organizational learning.
Organizational learning is to develop capacity and capability of people working on the basis of learning (Learning Base) with the process.
A. The appropriate strategies in the workshop.
1.1 Strategic direction (Surge Strategy) by the chief executive's responsibilities and support.
1.2 Strategies to cultivate (Cultivate Strategy) by the Working Group on Human Resources Division is responsible.
1.3 Reform Strategy (Transform Strategy) by the work of all departments in the organization come together for action.
Two. A clear roadmap to follow.
2.1 Restructuring of the management team that is working.
2.2 plan to meet the human resource management is to divide the work as a team. The development of knowledge. By training. Development of skills and experience and learning in the workplace.
2.3 Development Plan for infrastructure equipment to the required training. And learning types such as audio-visual conference rooms, training rooms, etc.
Three. An opportunity for everyone to get to know the mechanism of the development and impact every aspect of the change will occur.
Four. The basis of the learning organization.
4.1 To strive for excellence (Personal Mastery) so that they excel in all areas of learning do not think he has a keen intelligence. With efforts from youth and learning consistently. According to the globalized world, a world of learning. (Knowledge-based) that need to learn throughout life. With regard to these issues.
Creating a personal vision (Personal Vission), including the expectations of the people who want to make things happen in their life.
Commitment (Creative Tension) is a diligent inquiry has developed over the years.
Used to analyze data and make decisions. In order to have a system. And good judgment.
Practicing unconscious. (Subconcious) in order to enable organizations to automate their work. And it works great.
4.2 format, how to open and view (Mental Model), which deals with the experience accumulated since the foundation of children with emotional maturity of the individual. The ideas and understanding of individual differences. And if people think it will become a big problem because it is attached. Patterns and how they are. The barriers to change and adapt.
4.3 To create and sustain a vision (Share Value) that everyone can understand. To support and participate in the implementation of the concrete. With the vision that has made the target of the strategy. To build a realistic vision for the next plan of action.
4.4 Learning together as a team (Team Learn) emphasize teamwork by everyone in the team did together at that time. What is working. How to do better. To learn together, share their experiences with each other. Emotional support, unity, love is hard to learn and hard to do with the belief that learning in this way will help to strengthen the talent of the team.
4.5 is a comprehensive data system (System Thinking) so that everyone clearly understands the relationship of things to look at everything as a whole. Will be faced with a crisis. And competition.
Five. Of employees in the organization. The head of the project. Or team leader. To understand the role of leaders in organizational learning are critical to the implementation of the initiatives. The transfer of knowledge. And to support others in their work smoothly.
6. Assigned missions (Mision), and various procedures for staff to manage and take responsibility for themselves. As to the employee. Is flexibility.
Seven. The development of organizational culture. And provide better all the time.
Eight. Assessment (Assessment) is to improve performance.
Learning Organization transformation Process.
Development in the Learning Organization Capability Perspective view of the DI bella & Schein concrete contains three main steps.
Step 1: diagnosis and evaluation of the organizational culture of learning. There are many organizations fail to do the program for use by the Learning Organization to consider the organizational culture. And some resistance from employees. Or the inability to achieve the goals set forth in the project, although not essential to it. The analyzes were not planned and managed properly.
The transition to a Learning Organization cultures are not sustainable learning can happen for sure. Consists of two parts: the current status of diagnosing organizational culture. And assessment of learning styles.
Diagnosing organizational culture (Culture Diagnosis) divides organizational culture into three levels, first level is the Artifacts can be learned from observation, with a management plan (Layout) of the uniforms of the staff.
Level 2 is Espaused Values are the values that everyone in the organization, meaning that it is something that needs to be done. Which will be determined by the leaders of the organization since its founding.
Level 3 Basic Underlining Assumtion is a belief, ideas and feelings that define the behavior of people in the organization and is the most difficult to understand and pull out the concrete.
Schein is a clear example of the complexity involved in the assessment of organizational culture, organizational culture, to truly understand. The model can only be done by an interview. As a company with the Office Open (Open Space), which shows a clear Artifacts This is because a focus on values, Team Work and Communication (Espaused Values).
The interviews with key staff at the organization for a long time to find a job evaluation system. Reward and promotion. Are tied to the section. The Basic Underlining Assumption that is actually working for the individual to focus on the core.
Form of learning (Learning Orientation Assessment).
The form of organizational learning (Learning Orientation) is an important step to do it concurrently with the diagnosis of organizational culture. The organization will choose to learn the culture and organizational performance. There are seven general categories.
A. How to learn (Knowledge Source).
Two. Focus on the content or the process (Content-process Focus).
Three. The store of knowledge (Knowledge Reserve).
Four. To disseminate knowledge. (Dissemination Mode).
Five. Extent of learning (Learning Scope).
6.Value Focus.
7.Learn Focus.
These forms of learning, no matter what the formula is the proper format. Since it is a structure that helps determine whether the organization has to learn how (How Organization Learn).
Step 2 of the strategic analysis. And to develop strategies to build a Learning Organization.
One popular approach is to use a SWOT analysis of strengths, weaknesses, opportunities, and equipment selection for the current organization structure appropriate to the environment or not. The development of the Learning Organization is to learn how to use a strong and competitive as they used to develop a strategy of learning are as follows.
A. Facilitating Factors focus on improving the organizational culture and learning styles. An advantage in business.
Two. The change of organizational culture and style of learning, coupled with improved Facilitating Factors.
If the organizational culture and style of learning is a weakness.
Step 3: The transition to the second method is a Learning Organization.
Facilitating Factors in 10 to improve the guidelines.
1.Scanning Imparative to stimulate employee enthusiasm for external organizations.
2.Concern for Measurement of the importance of making all the difference between the level of performance is.
3.Performance Gap to keep everyone alert and be aware of the difference between the level of performance is.
4.Organization Curiousity the atmosphere in trials of new ideas.
5.Climate of Openness and mutual trust between the agencies.
6.Contious Education to encourage continuing education among the staff.
7.Operational Variety of employees to accept new ways of working.
8.Multiple Leadership for the support of learning. Of managers in each division.
9.Innovation Leadership and management are involved in learning support staff in all activities.
10.System Perspective to see the performance of every part of the organization is not like the use of Job Rotation.
Organizational learning (Learning Organization) is a concept in organizational development with an emphasis on learning the state of leadership in organizations (Leadership) and learning together. The people in the organization (Team Learning) for transferring the knowledge, experience and skills together. And a constant state of change and keep pace with the competition.
The organization of this learning to the organization and personnel. The process is efficient and effective performance. It is a form of work as a team (Team working) in the process of learning and understanding to prepare for the change. Opportunity for team work and empowerment in decision-making. (Empowerment) to promote an atmosphere of initiative (Initiative) and innovation (Innovation), which is a strong organization. Ready to face the competition.
Learning Organization or the Organization of the learning organization. Is a term used to refer to the whole set of ideas that arise from the study of Organization Chris Argyris has the concept of the Organization Learning with Donald Schon as a process in which members of the organization to respond to change. internal and external environment. By checking and correcting errors that occur frequently in organizations.
The Organization Learning the principles of Peter Senge has put together the idea of Chris Argyris and Donald Schon and other scholars. I wrote the first book which is called the Learning Organization. "The Fifth Discipline".
The concept of the Learning Organization.
Chris Argyris and Donald Schon has provided a definition of learning are two forms that are important in creating a Learning Organization is a Single Loop Learning (First Order / Corrective Learning) to learn that the organization was working to achieve. Learning to look at the Double Loop Learning (Second Oder / Generative. Learning) is defined as learning that occurs when what is needed to achieve the target does not comply with the act.
Peter Senge believes that the heart of the Learning Organization is the fifth discipline in the form of implementation of the five disciplines, teams and organizations continue to be a way to create the Office of the learning process as a whole.
1. Personnal Mastery: To strive for excellence and is committed to developing their own knowledge to the target. Creating a personal vision (Personal Vission) when he committed the organization and therefore need to be creative. Strong commitment to pursuing it (Creative Tention) are used to the fact that the data analysis and decision making (Commitment to the Truth) I decided to make the system better. As well as training the subconscious to work (Using Subconciousness) with operations to be automated.
2. MentalModel has a way of thinking and an open view. The result is the conceptual model will come in the form of the three types of attitudes to behavior or attitude of the one event or a story, any attitude of the ideas and paradigms, conceptual practices. We follow the same until the culture of the organization.
3. Shared Vission to create and sustain the vision. Vision of the organization. The aim of the organization that everyone must work together to integrate into the wrong path. The vision of the organization is a good leader must be the first to develop a vision of the process seriously. Vision must be clearly detailed. Enough to be used as guidance. A positive vision of a world organization.
4. Team Learn how to learn together as a team. The organization focuses on the entire team together with the realization that We are doing and will do anything to do to add value to our customers. Learning algorithm depends on two factors together is coordinated with the IQ and EQ together as a learning algorithm. Leadership and organizational leaders at all levels.
5. System Thinking is a systematic understanding. Everyone should have the ability to understand the relationships between things that are a key component of the overall look. To see the profile of the components in the output with. This discipline can solve complex problems that are very well.
Restrictions on the use of the Learning Organization.
Model of the Learning Organization culture is not specific to any one organization and not of limitation, the organization will not succeed as expected. The process of the Learning Organization is not clear to the people who know the truth.
The scope of the Learning Organization is very difficult to control. The index measures the organization has a Learning Organization is clear and long-time commitment to the Learning Organization is a lack of support. Should there be a change in leadership. Attention to the enthusiasm of the employees in the organization will be lost.
Key elements of the Learning Organization, from the perspective of Capability Perspective.
During the past decade, there are a lot of talk about the concept of the Learning Organization, but also the lack of clear guidelines and procedures that will enable the organization to be a true Learning Organization.
By many writers have tried to find elements that are appropriate to learning across the organization. And the application of these elements are incomplete, it is difficult to adjust to a Learning Organization successfully.
Peter Senge is one of the elements necessary for the Learning Organization by recruiting staff with the necessary components from several companies in the United States. 5 and found the discipline required for the organization to become a Learning Organization.
The concept of Senge made him a master of the Learning Organization is the most known.
Later, Nevis and his team presented the research that has changed dramatically with the development of Learning Organization. And concluded that the four factors critical to the Learning Organization.
Every organization has its own learning system (All Organization Are Learning System).
Patterns are consistent with the organizational culture of learning (Learning Comforms to Culture).
Learning styles vary according to the learning organization (Style Varies between Learning System).
There is a process that can be used to enhance the learning organization (Generic Processes Facilitate Learning).
The second view is that a positive as opposed to the first view was that the organization should do to build a Learning Organization is to strengthen the theme of learning about culture. of the organization. Government in bringing about a new organization has to be considered appropriate for the organization or not. And will change only when the learning is not a business advantage over competitors, both in the Church in Long Beach and then only
The Div Bella and Nevis is a second view is that the Capability Perspective is to create a Learning Organization is based on the performance of the organization as a master and a view of a Normative Perspective is whether a particular approach to Learning. Organization will be the same. The problem is that there is a risk of resistance from employees is very high. And how long it may take longer to adjust. As a result of the organizational culture Tiea different. Trying to learn how to complete it is difficult and takes longer to develop the organization.
Elements of organizational learning.
Organizational learning is to develop capacity and capability of people working on the basis of learning (Learning Base) with the process.
A. The appropriate strategies in the workshop.
1.1 Strategic direction (Surge Strategy) by the chief executive's responsibilities and support.
1.2 Strategies to cultivate (Cultivate Strategy) by the Working Group on Human Resources Division is responsible.
1.3 Reform Strategy (Transform Strategy) by the work of all departments in the organization come together for action.
Two. A clear roadmap to follow.
2.1 Restructuring of the management team that is working.
2.2 plan to meet the human resource management is to divide the work as a team. The development of knowledge. By training. Development of skills and experience and learning in the workplace.
2.3 Development Plan for infrastructure equipment to the required training. And learning types such as audio-visual conference rooms, training rooms, etc.
Three. An opportunity for everyone to get to know the mechanism of the development and impact every aspect of the change will occur.
Four. The basis of the learning organization.
4.1 To strive for excellence (Personal Mastery) so that they excel in all areas of learning do not think he has a keen intelligence. With efforts from youth and learning consistently. According to the globalized world, a world of learning. (Knowledge-based) that need to learn throughout life. With regard to these issues.
Creating a personal vision (Personal Vission), including the expectations of the people who want to make things happen in their life.
Commitment (Creative Tension) is a diligent inquiry has developed over the years.
Used to analyze data and make decisions. In order to have a system. And good judgment.
Practicing unconscious. (Subconcious) in order to enable organizations to automate their work. And it works great.
4.2 format, how to open and view (Mental Model), which deals with the experience accumulated since the foundation of children with emotional maturity of the individual. The ideas and understanding of individual differences. And if people think it will become a big problem because it is attached. Patterns and how they are. The barriers to change and adapt.
4.3 To create and sustain a vision (Share Value) that everyone can understand. To support and participate in the implementation of the concrete. With the vision that has made the target of the strategy. To build a realistic vision for the next plan of action.
4.4 Learning together as a team (Team Learn) emphasize teamwork by everyone in the team did together at that time. What is working. How to do better. To learn together, share their experiences with each other. Emotional support, unity, love is hard to learn and hard to do with the belief that learning in this way will help to strengthen the talent of the team.
4.5 is a comprehensive data system (System Thinking) so that everyone clearly understands the relationship of things to look at everything as a whole. Will be faced with a crisis. And competition.
Five. Of employees in the organization. The head of the project. Or team leader. To understand the role of leaders in organizational learning are critical to the implementation of the initiatives. The transfer of knowledge. And to support others in their work smoothly.
6. Assigned missions (Mision), and various procedures for staff to manage and take responsibility for themselves. As to the employee. Is flexibility.
Seven. The development of organizational culture. And provide better all the time.
Eight. Assessment (Assessment) is to improve performance.
Learning Organization transformation Process.
Development in the Learning Organization Capability Perspective view of the DI bella & Schein concrete contains three main steps.
Step 1: diagnosis and evaluation of the organizational culture of learning. There are many organizations fail to do the program for use by the Learning Organization to consider the organizational culture. And some resistance from employees. Or the inability to achieve the goals set forth in the project, although not essential to it. The analyzes were not planned and managed properly.
The transition to a Learning Organization cultures are not sustainable learning can happen for sure. Consists of two parts: the current status of diagnosing organizational culture. And assessment of learning styles.
Diagnosing organizational culture (Culture Diagnosis) divides organizational culture into three levels, first level is the Artifacts can be learned from observation, with a management plan (Layout) of the uniforms of the staff.
Level 2 is Espaused Values are the values that everyone in the organization, meaning that it is something that needs to be done. Which will be determined by the leaders of the organization since its founding.
Level 3 Basic Underlining Assumtion is a belief, ideas and feelings that define the behavior of people in the organization and is the most difficult to understand and pull out the concrete.
Schein is a clear example of the complexity involved in the assessment of organizational culture, organizational culture, to truly understand. The model can only be done by an interview. As a company with the Office Open (Open Space), which shows a clear Artifacts This is because a focus on values, Team Work and Communication (Espaused Values).
The interviews with key staff at the organization for a long time to find a job evaluation system. Reward and promotion. Are tied to the section. The Basic Underlining Assumption that is actually working for the individual to focus on the core.
Form of learning (Learning Orientation Assessment).
The form of organizational learning (Learning Orientation) is an important step to do it concurrently with the diagnosis of organizational culture. The organization will choose to learn the culture and organizational performance. There are seven general categories.
A. How to learn (Knowledge Source).
Two. Focus on the content or the process (Content-process Focus).
Three. The store of knowledge (Knowledge Reserve).
Four. To disseminate knowledge. (Dissemination Mode).
Five. Extent of learning (Learning Scope).
6.Value Focus.
7.Learn Focus.
These forms of learning, no matter what the formula is the proper format. Since it is a structure that helps determine whether the organization has to learn how (How Organization Learn).
Step 2 of the strategic analysis. And to develop strategies to build a Learning Organization.
One popular approach is to use a SWOT analysis of strengths, weaknesses, opportunities, and equipment selection for the current organization structure appropriate to the environment or not. The development of the Learning Organization is to learn how to use a strong and competitive as they used to develop a strategy of learning are as follows.
A. Facilitating Factors focus on improving the organizational culture and learning styles. An advantage in business.
Two. The change of organizational culture and style of learning, coupled with improved Facilitating Factors.
If the organizational culture and style of learning is a weakness.
Step 3: The transition to the second method is a Learning Organization.
Facilitating Factors in 10 to improve the guidelines.
1.Scanning Imparative to stimulate employee enthusiasm for external organizations.
2.Concern for Measurement of the importance of making all the difference between the level of performance is.
3.Performance Gap to keep everyone alert and be aware of the difference between the level of performance is.
4.Organization Curiousity the atmosphere in trials of new ideas.
5.Climate of Openness and mutual trust between the agencies.
6.Contious Education to encourage continuing education among the staff.
7.Operational Variety of employees to accept new ways of working.
8.Multiple Leadership for the support of learning. Of managers in each division.
9.Innovation Leadership and management are involved in learning support staff in all activities.
10.System Perspective to see the performance of every part of the organization is not like the use of Job Rotation.
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