logging in or signing up a learning organisation & organisational learning ahmedaafreen Download Post to : URL : Related Presentations : Share Add to Flag Embed Email Send to Blogs and Networks Add to Channel Uploaded from authorPOINT lite Insert YouTube videos in PowerPont slides with aS Desktop Copy embed code: Embed: Flash iPad Dynamic Copy Does not support media & animations Automatically changes to Flash or non-Flash embed WordPress Embed Customize Embed URL: Copy Thumbnail: Copy The presentation is successfully added In Your Favorites. Views: 1437 Category: Education License: All Rights Reserved Like it (0) Dislike it (0) Added: October 09, 2011 This Presentation is Public Favorites: 1 Presentation Description A description based on HR aspect of learning Comments Posting comment... Premium member Presentation Transcript A Learning Organization & Organizational Learning: A Learning Organization & Organizational Learning Presented by: AAFREEN AHMED MBA,3 rd semLearning???: Learning??? It may be defined as a relatively permanent change in behavior that occurs as a result of prior experienceOrganization???: Organization??? When we combine four elements: Coordination Common Goal Division of labour Integration we get an organizationCan Organizations Learn???: Can Organizations Learn??? Organizations, like individuals, can learn. Many of the fundamental phenomena of learning are the same for organizations. However, organizational learning also has distinctive characteristics with reference to what is learned, how it is learned, and the adjustments called to enhance learning. These derive from the fact that any organization by definition is a collective, with individuals and larger units in different roles that involve different perspectives and values, passing information through their own filters, and with noisy and loss-prone information channels connecting them. The few of its characteristic features will tend to be:- Situated and concerned with communities of practice. More ‘informal’ and involve far less ‘teaching’ than in the individual case.Organizational Learning: Organizational Learning The technical perspective assumes that organizational learning is about the effective processing, interpretation of, and response to, information both inside and outside the organization. The social perspective on organization learning focuses on the way people make sense of their experiences at work. These experiences may derive from explicit sources such as financial information, or they may be derived from tacit sources, such as the ‘feel’ that skilled craftsperson has .The more tacit and ‘embodied’ forms of learning involve situated practices, and socialization into a community of practice.Certain concepts in Organizational learning: Certain concepts in Organizational learning Experiential Learning: Single & double loop Learning: Informal Learning: Communities of practice:A Learning Organization: A Learning Organization It is one which continually adapts and changes Functions:- 1.A shared vision can emerge from places but top management is responsible for the vision to exist and being nurtured. 2.Formulation and implementation of ideas takes place at all level of organization. 3.Personnel understanding their own jobs as well as the way in which their own work interrelates with & influences that of other personnel. 4.Conflicts are resolved through the use of collaborative learning and the integration of diverse viewpoints of personnel through out the organization. 5.The role of the leader is very important i.e to build a shared vision,empower the personnel,inspire commitment,& encourage the effective decisions through use of empowerment.Certain Definitions of a Learning Organization:-: Certain Definitions of a Learning Organization:- Learning organizations [are] organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning to see the whole together. ( Senge 1990: 3) The Learning Company is a vision of what might be possible. It is not brought about simply by training individuals; it can only happen as a result of learning at the whole organization level. A Learning Company is an organization that facilitates the learning of all its members and continuously transforms itself. ( Pedler et. al. 1991: 1) The following characteristics appear in some form in the more popular conceptions. Learning organizations: Provide continuous learning opportunities. Use learning to reach their goals. Link individual performance with organizational performance. Foster inquiry people to share openly and take risks. Are continuously aware of and interact with their environment.Difference between the two: Difference between the two Organizational learning has concentrated on the detached collection and analysis of the processes involved in individual and collective learning inside organizations; whereas the Learning organizations literature has an action orientation, and is geared toward using specific diagnostic and evaluative methodological tools which can help to identify, promote and evaluate the quality of learning processes inside organizations.Conclusion: Conclusion Organizational Learning and Learning Organization should co-exist .To be effective as a learning organization there is a need for deep learning cycle and recognition. You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.