Creating a Learning Organization: Difference between revisions
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Creating a | Creating a Learning Organization | ||
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== Why is it | == Why is it Relevant? == | ||
Creating a learning organization is important because… | Creating a learning organization is important because… | ||
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… | … | ||
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== Integrating Learning in an Organization == | |||
Organizational learning is often neglected | |||
Valuable knowledge is thrown away | |||
Implemented in all parts of the process | |||
'''Creative climate:''' | |||
- Trust and openness | |||
- Challenge and involvement | |||
- Support and space for ideas | |||
- Conflict and debate | |||
- Risk taking | |||
- Freedom | |||
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== Principles for | == Principles for Creating a Learning Organization == | ||
1 Develop personal mastery | 1 Develop personal mastery | ||
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== Barriers to | == Barriers to Learning == | ||
1 Team based | 1 Team based | ||
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4 Knowledge utilization | 4 Knowledge utilization | ||
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== Explicit and Tacit Knowledge == | |||
Revision as of 07:33, 13 September 2016
Creating a Learning Organization
Why is it Relevant?
Creating a learning organization is important because…
…
…
Integrating Learning in an Organization
Organizational learning is often neglected
Valuable knowledge is thrown away
Implemented in all parts of the process
Creative climate:
- Trust and openness
- Challenge and involvement
- Support and space for ideas
- Conflict and debate
- Risk taking
- Freedom
Principles for Creating a Learning Organization
1 Develop personal mastery
2 Build complex, challenging mental models
3 Promote team learning
4 Build shared vision
5 Encourage systems thinking
Barriers to Learning
1 Team based
2 Physiological
3 Managerial
4 Knowledge utilization