Creating a Learning Organization
| Line 8: | Line 8: | ||
== Importance of Learning == | == Importance of Learning == | ||
| − | + | Individual learning | |
| + | Collective learning | ||
| + | Competitive advantage | ||
| + | Effectiveness | ||
| + | ... | ||
== Types of Knowledge == | == Types of Knowledge == | ||
| − | + | Tacit Knowledge is difficult to transfer to others | |
| − | + | Explicit knowledge can be easily communicated to others | |
| − | + | ||
| + | Turning tacit knowledge into explicit knowledge… | ||
== Integrating Learning in an Organization == | == Integrating Learning in an Organization == | ||
| − | + | When an organization fails to manage learning, valuable knowledge is thrown away. | |
| − | + | Learning can and should be implemented in all parts of a process. | |
| − | + | ||
Peter Senge says "First, you must realize that the very idea of a "learning organization" is a vision" | Peter Senge says "First, you must realize that the very idea of a "learning organization" is a vision" | ||
| − | |||
| + | == Principles for Creating a Learning Organization == | ||
| − | + | Peter senge: | |
| − | + | ||
1 Develop personal mastery | 1 Develop personal mastery | ||
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5 Encourage systems thinking | 5 Encourage systems thinking | ||
| − | |||
| − | |||
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== Requirements == | == Requirements == | ||
| − | + | '''A Creative climate''' | |
| − | A Creative climate | + | |
- Trust and openness | - Trust and openness | ||
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- Freedom | - Freedom | ||
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| − | |||
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4 Knowledge utilization | 4 Knowledge utilization | ||
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Revision as of 20:46, 13 September 2016
A learning organization manage evaluation of projects to capture and interpret information that can benefit future projects. Organizational learning includes both individual and collective learning, which are both important determinants of organizational effectiveness (John Hayes, The Theory and practice of change management, p. 487). The ability to learn is a key enabler to organizational success and competitive advantage. But managing the learning is difficult, which is why many organizations fails to do it or completely neglects it.
This article describes the importance learning in an organization, and how information is created, captured and interpreted, and used in future projects. It also displays the requirements for creating an learning organization, including trust and openness, challenge and involvement, support and space for ideas, conflict and debate, risk taking and freedom. Lastly it investigates the barriers to learning as well as the challenges there are in creating a learning organization, and how to overcome these.
Contents |
Importance of Learning
Individual learning Collective learning
Competitive advantage Effectiveness ...
Types of Knowledge
Tacit Knowledge is difficult to transfer to others Explicit knowledge can be easily communicated to others
Turning tacit knowledge into explicit knowledge…
Integrating Learning in an Organization
When an organization fails to manage learning, valuable knowledge is thrown away. Learning can and should be implemented in all parts of a process.
Peter Senge says "First, you must realize that the very idea of a "learning organization" is a vision"
Principles for Creating a Learning Organization
Peter senge:
1 Develop personal mastery
2 Build complex, challenging mental models
3 Promote team learning
4 Build shared vision
5 Encourage systems thinking
Requirements
A Creative climate
- Trust and openness
- Challenge and involvement
- Support and space for ideas
- Conflict and debate
- Risk taking
- Freedom
Barriers to Learning
1 Team based
2 Physiological
3 Managerial
4 Knowledge utilization
Challenges in Creating a Learning Organization
…
