Date post: | 07-Dec-2014 |
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Very Beautiful Morning To All
Of U
If an organization wants to survive in an era of
rapid and complex changes – it has to be a ‘learning organization’*
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Environment changing
Human being's unwillingness to change
‘Learning Organization is an organization which facilitates the learning of all its members and continually transforms
itself’
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Human-oriented cultural values of learning organization • Everyone can be a source of useful ideas – so
free access to information important• The people closest to the problem usually
have the best idea regarding how to solve it – empower them
• Learning flows up and down the hierarchy – keep mind open
• New ideas are important – encourage and reward them
• Mistakes should be viewed as learning opportunities – let people experiment
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Tracing the rootsThe roots of the term ‘learning
organization’ can be traced to the Chris Argyris concept of
1. First order or single-loop learning
2. Double-loop learning
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Single loop learningFirst order learningInvolves
Achieving known objectives
With routine behavioral learning
No significant change in basic assumptions of company
Double – loop learning
Second order learning
InvolvesCreativity and
innovation‘Learning how to
learn’Change in
organization’s culture
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Unwanted values need to be discarded in a process called ‘unlearning’ Wang and Ahmed refer to this as ‘triple loop learning.’
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Organizational Learning
Learning Organization
Single-loop learning Double-loop learning
Incremental Transformational
Lower-level Higher-level
Tactical Strategic
Occasional Continuous
Process of "detection and correction of errors"
Structure- A group of people continually enhancing their capacity to create what they want to create
Differences
Function Traditional organization
Learning organization
Determination of overall objectives
Vision provided by top management
Shared vision of team members – management nurtures it for goal achievement
Conflict resolution Conflict resolved through power
Conflict resolution through collaborative learning and integration of diverse view points
Leadership and motivation
Leader provides vision, rewards and punishment, maintains control
Leader builds shared vision, empowers personnel, inspires commitment, encourages effective decision making etc.
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Characteristics of learning organization(According to Madhukar Shukla)
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Industrial paradigm Learning paradigm
Target focused Vision based
Focus on competition Focus on collaboration
Market dominance Market Creation
Shareholder returns Customer satisfaction
Individual focused Team focused
Regulate behavior Enable initiative
Power of position Power of Knowledge
Use information to control Use information to empower
Control through rules and procedures
Control through vision, culture and technology
Learning Organizations CharacteristicsAre adaptive/ flexible to the external
environment Continually enhance their capability to
change and adaptation Develop collective as well as individual
learning Embrace creative tension as a source of
energy and renewalLink individual performance with
organizational performanceProvide continuous learning opportunities11
Needed in learning organizations Presence of tensionGap between vision and realityQuestioning/inquiryCritical reflection Management support/commitment/reinforcement Open communication Constructive dialogue Necessary climate
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Components of learning organizations:
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Personal masteryThe commitment by an individual to the
process of learning is known as personal mastery.
There is a competitive advantage for an organization whose workforce can learn quicker than the workforce of other organizations
Individual learning acquired through staff training and development personal interest/motivation
Learning in the context of personal mastery is not acquiring information. It is rather expanding the ability to produce the results one truly wants in life.
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Mental modalsThe assumptions/ Images/ stories/ memories held by individuals and organizations are called mental models.
• To become a learning organization, these models must be challenged & to replace confrontational
attitudes with an open culture that promotes inquiry and trust.
Jack Welch same information was reaching all the decision makers
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Building a shared vision:Sets up creative tension that pulls individuals.Helps in motivating the staff to learn, as it
creates a common identity that provides focus and energy for learning .
Common aspiration binds all the people who share common vision.
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Team learning: Team learning requires individuals
to engage in dialogue and discussion open communication, shared understanding
Learning organizations typically have excellent knowledge management structures, allowing creation, acquisition, dissemination, and implementation of this knowledge in the organization among all employees as whole as a team.
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Systems learning:Understanding the inter-
relationships rather than simply seeing the things that are related
It helps in identifying the effects and trade-offs of the actions.
It employs a body of methods, tools, and principles aimed at understanding interrelatedness of forces that influence performance of organizations and seeing them as part of common process.
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Systematic problem solvingReliance on scientific methods rather than the
guesses or hunches , data rather than assumptions used for decision-making.
Statistical techniques used for analysis
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Experimentation: Different from problem
solving which is responding to current difficulties.
Experimentation for expansion of knowledge. Failure of experiments accepted as a way of gaining knowledge
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Learning from experience:lessons of experience documented for employees.
Documents accessible and understandable
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Learning from others:What’ others do and ‘how’ they do it rather
than results they achieved. Can be inter/intra departmentalInter/intra organizationInter/ intra industryFrom 360 degree
Benchmarking encouraged
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Transference of knowledge:Knowledge documented
and transferred quickly & easily to everyone in the organization
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Barriers to it:If individuals do not engage with a shared
vision, personal mastery could be used to advance their own personal visions
If training and development is compulsory, it can be viewed as a form of control, rather than as personal development
Resistance to learning can occur within a learning organization
It consumes lot of time, money, involvement.
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BenefitsMaintaining levels of innovation and remaining
competitiveBeing better placed to respond to external
pressuresHaving the knowledge to better link resources
to customer needsImproving quality of outputs at all levelsImproving corporate image by becoming more
people orientatedIncreasing the pace of change within the
organization25
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GOD BLESS U ALL D STUDENTS
THANK YOU SO MUCH MAMFOR GIVING ME THIS OPPORTUNITY
I OWE U MORE THAN GODLOVE YOU MAM