LEARNING ORGANIZATION Conceptual and Theoretical Overview

Learning Organization Conceptual And Theoretical Overview-Free PDF

  • Date:21 Nov 2020
  • Views:5
  • Downloads:0
  • Pages:6
  • Size:406.20 KB

Share Pdf : Learning Organization Conceptual And Theoretical Overview

Download and Preview : Learning Organization Conceptual And Theoretical Overview


Report CopyRight/DMCA Form For : Learning Organization Conceptual And Theoretical Overview


Transcription:

Dr Saeeda dawoood et al,Peter Senge defined a learning organization as. a place where people continually expand their capacity to create 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 how to learn. A learning organization has been defined by Watkins and Marsick 1994 as one that learns. continuously and can transform itself as it empowers the people encourages collaboration and. team learning promotes open dialogue and acknowledges the interdependence of individuals. and the organization, Senge 1990 sees a learning organization as one 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. how to learn together,3 THE DEVELOPMENT OF A LEARNING ORGANIZATION. Organizations do not physically build up into learning organizations there are processes of. making a Learning organization, Humanist views support the essence of the learning organization as individuals struggle to. learn and change For learning to occur individuals must courageously take responsibility as. they confront personal transitions Providing nourishing environments to meet human needs. will enhance learning O Hara 1996, The processes of making a Learning organization challenges employees and communities to.
use their cooperative intelligence ability to learn creativity transfer of knowledge continuous. professional development, Honey Mumford develop Learning Pyramid This model shows clearly that individual learning. and or self development must underpin the learning organization. Illustrated by the Authors, International Journal of Humanities Social Sciences and Education IJHSSE Page 94. LEARNING ORGANIZATION Conceptual and Theoretical Overview. 4 DISTINCTIVENESS LEARNING ORGANIZATION, According to Peter Senge there are five characteristics of Learning Organization System. Thinking Personal Mastery Mental Models Shared Vision and Team Learning. 4 1 Systems Thinking, Prepare to appreciate patterns and realization as an alternative of isolated events. The System Thinking need some disciplines to make active a learning organization. realization to interconnect the entire team and to avoid blaming each other and to. understand the problems may occur on the actions taken during operations. 4 2 Personal Mastery, It is a self commitment for life time learning and life form a part of a learning.
organization each member tries to be the most excellent person and struggle for. assurance and excitement and have to be more realistic for the future. 4 3 The Mental Models, The self reflection process starts for the implementation where everyone has to be. in deeply insight for generalization and structuring the organizations model. 4 4 Sharing thoughts Visions, Individuals have rights to share original ideas proposals and visions because the. each distinct has the diverse visionary aspect of a particular segment of operation. 4 5 The Learning Team, Each team member is gluttonous to learn and share their ideas between rest of the. members which surge the credibility and creativity of employees which ultimately. diversify the organizations structure and helps to achieve the organizational goal. 5 DIFFERENCES BETWEEN A TRADITIONAL VIEW OF AN ORGANIZATION AND A LEARNING. ORGANIZATION, The McKinsey 7 S Framework present a systems outlook for unfolding the main dissimilarities. between a traditional perception of an organization and a learning organization. McKinsey 7s model is a device that analyzes the design of organizational by looking at. 7 key internal elements strategy structure systems shared values style staff and skills in. order to identify if they are effectively aligned and allow organization to achieve its objectives. Seven key elements of an organization are identified by McKinsey 7 S Framework. McKinsey divides these elements into hard elements and soft elements These hard and soft. elements are very important and play dynamic role if the organisation is going to be successful. Table below illustrates these elements into hard elements and soft elements. Hard Elements Soft Elements,Strategy Shared Values.
Structure Skills,System Style, Under the McKinsey model which recognizing the relations between above seven areas and. shape of the model emphasizes interconnectedness and interrelations of the elements. International Journal of Humanities Social Sciences and Education IJHSSE Page 95. Dr Saeeda dawoood et al, The model can be applied to many situations and is a valuable tool when organizational design. is at question The most common uses of the framework are. To assist organizational change,To facilitate implement new strategy. To recognize how each area may change in a future,To facilitate the merger of organizations. 6 ACTIVITIES FOR TRANSFORMING ORGANIZATION INTO A LEARNING ORGANIZATION. Problem solving in a organized approach,Systematical Thinking.
Insisting on data based decision rather than supposition. Using statistical tools,Give confidence testing with new approaches. Guarantee flow of new ideas,Inducement for risk taking. Projects Demonstration,Learning from own experiences. Learning from past history, Recognition of the value of productive failure instead of unproductive success. Learning from the experiences,Learning from the best practices of others.
Enthusiastic scrounge, Quick Transfer of knowledge and professionally throughout the organizationReports. Personnel rotation programs,Professional Training programs. International Journal of Humanities Social Sciences and Education IJHSSE Page 96. LEARNING ORGANIZATION Conceptual and Theoretical Overview. Give constant learning opportunities,Use learning approach to reach their goals. Association of individual performance with organizational performance. Support people to share openly and take risks, Continuously aware of and interact with their environment. 7 CONCLUSION, An organization that smoothens the progress of learning of its members and has the ability to.
continuously grow and alter itself can be termed as a learning organization. Members of the organization continuously put their best efforts to increase their tendencies to. learn and grow A learning organization is one in which all the members work unanimously to. give the best possible outcome, Learning organization is relatively newer concept which is based upon the Organizational. Learning concepts Such an organization tends to practice new and modern ways of continuous. learning Furthermore the learning organization is an existing management approach The. characteristic trait for the success of any organization is its ability to learn and build its capacity. In order to transform an organization into a learning organization steps must be taken to. empower the employees to share their ideas and work with complete devotion and dedication. In this manner an organization does not only develop a systematic way working but also create. an environment of professionalism in which every employee feels connected which increases its. capacity to learn and develop better practices, 1 The Learning Organization 2010 infed Retrieved on 14th February 2013 http www infed org biblio. learning organization htm, 2 Dialogues on Learning Organization 2010 World STD Retrieved on 14th February 2013 http world std. 3 Disciplines of Organizational Learning 2007 Society of Organizational Learning Retrieved on 14th Febru. ary 2013 http www solonline org organizational overview. 4 Senge P M 1990 The Fifth Discipline London Century Business. 5 Wang C L and Ahmed P K 2003 Organizational learning a critical review The learning organization. 10 1 pp 8 17, 6 McHugh D Groves D and Alker A 1998 Managing learning what do we learn from a learning organi. zation The Learning Organization 5 5 pp 209 220, 7 Petkovic Mirjana 2008 Organizaciono ponasanje Beograd Centar za izdavacku delatnost Ekonomskog.
fakulteta u Beogradu, 8 Honey P Mumford A 1986 The manual of learning styles Maidenhead Peter Honey. 9 Hiemstra R and Brockett R 1996 From behaviorism to humanism Incorporating self direction in. learning concepts into instructional design process On line Oklahoma Research Center for Continuing. Professional and Higher Education University of Oklahoma. 10 O Hara M 1994 About humanist psychology On line Available AHP Web site. 11 Senge P 1990 The Fifth Discipline New York Doubleday. 12 Watkins K and Marsick V 1995 The case for learning Academy of HRD 1995 Conference Program. International Journal of Humanities Social Sciences and Education IJHSSE Page 97. Dr Saeeda dawoood et al,AUTHOR S BIOGRAPHY, Dr Saeeda dawoood Sindh Madressatul Islam University Karachi. She is the senior professor in the faculty of social sciences at Sindh Madressatual Islam University Karachi. She has got a seniority position of the expertise in the field of social sciences and she is dedicated with her. professional duties,Dr Memoona Saeed Hamdard University. Dr Memoona is the assistant professor at Hamdard University of Karachi She is an active member in the. faculty of humanities and social sciences of the Hamdard University Karachi. Dr Fahmeeda Federal Urdu University, Dr Fahmeeda is an assistant professor at Federal Urdu University in the department of Teacher Education. She is always energetic and ready for the new assignments and to complete them within the specified time. Dr Aijaz Ahmed Karachi University, Dr Aijaz Ahmed has got a very huge teaching and research experience about 28 years he has been serving.
as a teacher and researcher at the same time He has supervised many students in their research work and. research projects his specialization is in the field of education. Citation Dr Saeeda dawoood Dr Mammona Dr Fahmeeda and Dr Aijaz Ahmed 2015 LEARNING. ORGANIZATION Conceptual and Theoretical Overview IJHSSE 2 4 pp 93 98. International Journal of Humanities Social Sciences and Education IJHSSE Page 98. Senge P 1990 The Fifth Discipline New York Doubleday 12 Watkins K and Marsick V 1995 The case for learning Academy of HRD 1995 Conference Program International Journal of Humanities Social Sciences and Education IJHSSE Page 98 Dr Saeeda dawoood Sindh Madressatul Islam University Karachi She is the senior professor in the faculty of social sciences at Sindh

Related Books