The Holding The Bag Of Training

Many companies are very keen and ready to clinch Work Base Learning in an organization, not mainly because it provide you with lifelong learning, but also it is an important ingredient of what Senge (1990) has termed as the ‘learning organization’. A learning organization is a place in which the learning and flair of persons is backed and promoted so that the organization itself be able to form its future and it also very important to gain competitive advantage.

Knowledge: An Unassuming Giant The roots of education are bitter, but the fruit is sweet. -Aristotle

For most companies, identifying what a learning organization should be and actually becoming one is tricky at best, impossible at worst. One way that manager's and companies can promote the concept of being a learning organization is to assess whether the company is in need of a short-term fix or whether it is more focused on long-term results. Organizational learning is a long-term activity that will build competitive advantage over time and requires sustained management attention, commitment, and effort. Learning organizations maximize their competitive positions during strong economic times and they prudently train their employees and prepare for change even in turbulent times. As a result, learning organizations and learning

proverb states, “Knowledge kept to oneself is as useless as a candle burning in a pot.” I believe

In some ways I really like the statement. Although romanticized, it seems nice to think there’s a person (or people) that one can go to and be filled with information, given the answers to the big questions, be given the “right” direction to follow. Someone all-knowing like Mr. Miyagi from the Karate Kid or the Wizard in the Wizard of Oz. Like the Wizard though, it’s a fallacy to think that rather than having to take an active role in decision making or learning, there’s a singular person that will bestow knowledge if we simply have access to them.

Senge, P. M. (1990/2006). The fifth discipline: The art and practice of the learning organization. New York: Doubleday/Currency.

I believe that Organizational learning is an area of expertise within an organizational system that studies models and philosophies about the method an organization understands and acclimates (Vasenska, 2013); Organization-wide on going logic which heightens its collective ability to accept, make sense of, and respond to internal and external change. Organizational learning is more than the totality of the intelligence understood by employees. It involves orderly

Most people associate training bags with martial arts, boxing, and other forms of combat training. While the weight of a heavy bag is good for simulating the weight of an opponent, and training with a heavy bag is great for developing punching power, there are a great many benefits to incorporating a training bag into a workout regimen for any sport, or just for fitness sake. Before you get started though, make sure that you understand how to properly strike and kick a heavy bag and how to use the correct safety equipment to insure that you get a healthy, safe workout.

Organizational learning promotes: adaptability, participation and information openness. Consequently, not only employee performance will be enhanced, but also the increase of organizations effectiveness and efficiency.

     In his book The Fifth Discipline, Peter Senge emphasizes his model of a "learning organization," which he defines as "an organization that is continually expanding its capacity to create its future." A learning organization excels at both adaptive learning and generative learning.

The fifth Discipline helped cleared up and advance the possibility of a learning affiliation. A learning affiliation hopes to energize and enable learning at all levels of the affiliation remembering the ultimate objective to permit the relationship to alter constantly and change itself in an extremely alert and forceful world.

the spring of 1996, anticipated a further substantial increase in sales. Despite good profits, the

This paper, therefore, explores, discusses and analyzes the integrated role of Learning organization (as a structural entity) and the organizational learning (as an intrinsic know-how process) that

“Tell me and I forget, teach me and I may remember, involve me and I learn”

Peter Senge is a Senior Lecturer at the Massachusetts Institute of Technology. He is the author of the widely-acclaimed book The Fifth Discipline: The Art and Practice of the Learning Organization (1990). He can be said to be responsible for the popularity of the concept of a ‘learning organization’ today.